NRC RO/RCO - MOU on Probation and RO/RCO Compensation Plan


1) Upon the coming into effect of this MOU, the NRC will amend its policy in the Human Resources Manual as follows with respect to the Research Officer/Research Council Officer length of probation: 

5.19.3 LENGTH OF PROBATION          The length of probation to be served shall be as follows:

  1. a) three (3) years from the date of initial continuing appointment to NRC for employees in the Research Officer/Research Council Officer (RO/RCO) Group.

    For employees hired after {date of this agreement coming into effect}, two (2) years from the date of initial continuing appointment to NRC for employees in the Research Officer/Research Council Officer (RO/RCO) Group;

2) The NRC further agrees that starting on the date that this MOU comes into effect, any continuing RO/RCO employee who has served a minimum of two years’ probation at the NRC shall have the right to request from their Director General (DG) a waiver or reduction of the remaining probationary period. Such request shall not be unreasonably denied. An employee shall have the right to present a grievance of such denial directly at the final level of the grievance process and any decision shall be final and binding.

3) In order to facilitate the implementation of this memorandum, the NRC will provide to PIPSC a list of all continuing employees on probation as of the date this MOU comes into effect.

4) The parties agree to jointly review the impact of term employment on probation. This review will happen as soon as practicable, and during the lifetime of the RO/RCO collective agreement expiring in 2022.

5) Acknowledging that the review contemplated in paragraph 4 may have an impact on The Research Council Employee’s Association (RCEA), the parties agree that this review will be scheduled respecting potential impacts of any statutory freeze provisions that may affect the RCEA.  The parties also agree to invite the RCEA in this joint review.  

This MOU comes into effect 120 days from the date of signing this memorandum.

Memorandum of Understanding with Respect to the Research Officer/Research Council Officer Compensation System

This Memorandum of Understanding (MOU) is to give effect to the agreement reached between the National Research Council of Canada and the Professional Institute of the Public Service of Canada (hereinafter referred to as “the parties”) with respect to the Research Officer/Research Council Officer (RO/RCO) Compensation System.

The parties recognize the need to evaluate the effectiveness of the RO/RCO Compensation System and the challenges inherent due to the broad range of work performed by employees within the group.

To that end, the parties will create a joint committee to review the existing system and structures in place within the RO/RCO Compensation System. This joint committee will have a long-term focus and commitment from senior leadership of the parties.

The joint committee will be established within 120 days of signing of this MOU and will be comprised of an equal number of Employer representatives and Union representatives. The committee will be co-chaired jointly by a representative from the Employer and the Union and together they will co-develop the terms of reference for the committee.

The joint committee terms of reference may be amended from time to time by mutual consent, and the topics shall include the examination of:

  • The Double Bar
  • Mechanisms for granting pay increments
  • Initial appointment and placement on the RO/RCO pay grid
  • Mechanisms of review and redress on unsuccessful promotion cases
  • Use of official languages in promotion cases
  • Guidance and support to employees in the promotion process
  • Consistency and transparency in the evaluation of promotion cases
  • Best practices involving incumbent based systems in the Federal Public Sector
  • Any other matter relating to the RO/RCO Compensation System the joint committee determines is relevant and in its interest to examine  

All time spent by employees in support of the joint committee shall be deemed to be a corporate initiative for timekeeping purposes. The Employer will grant leave with pay for union purposes for employees engaged in these meetings of the committee, including reasonable travel time.

The joint committee will present a summary of the findings and any recommendations to the NRC President and the NRC President will review recommendations to determine the best course of action. If the parties are unable to reach consensus on certain recommendations, they may retain the services of a neutral facilitator to assist them in reaching consensus. If following such assistance the parties are still unable to reach consensus on a particular issue, the report to the NRC President will identify that the parties were unable to reach consensus and include the recommendations of both parties.

The Committee shall endeavour to complete the work in 2 years from the creation of the joint committee.  Times contemplated in this MOU may be extended by mutual agreement of the parties.