As part of ACFO-ACAF’s commitment to continually educate the CT Community on the workforce adjustment (WFA) process, we are pleased to share several new resources with our members. These resources include:

• An FAQ where we’ve responded to the most common questions regarding WFA;
• A glossary of commonly used terms related to WFA; and
• An equivalency table to identify groups and levels that could be considered equivalent to different CT-FIN, CT-EAV, and CT-IAU positions for alternation.

All of these resources, among others that we’ve previously released, are available for you on the WFA hub of our website.

Workforce adjustment FAQ

Our Labour Relations team at ACFO-ACAF have been extremely busy over the past few weeks answering WFA-related questions from our concerned members during what has been, and continues to be, a very stressful time for public servants.

Therefore, we’ve assembled the following frequently asked questions (FAQ) document in which we have responded to many of the most common questions that we have been receiving. You can find the FAQ here.

We encourage all CT Community members to read through the FAQ and see if your question has been answered there before submitting your questions to our Labour Relations team at labourrelations@acfo-acaf.com. This will allow us to prioritize members who need our help the most.

The FAQ will be updated periodically based on any additional questions sent to Labour Relations.
 

CT Equivalency Table

ACFO-ACAF has prepared an equivalency table identifying groups and levels that could be considered equivalent to different CT-FIN, CT-EAV and CT-IAU positions for alternation.

• Access the table on the my.ACFO-ACAF member portal homepage.

As per the National Joint Council Workforce Adjustment Directive (opens in new tab), an alternation should normally occur between employees at the same group and level. When the two positions are not the same group and level, alternation can still occur when the positions can be considered equivalent. They are considered equivalent when the maximum rate of pay for the higher paid position is no more than 6 percent higher than the maximum rate of pay for the lower paid position.

Therefore, for each CT classification and level, the table we’ve assembled provides equivalents for that classification and level that fall within 6 percent of the maximum salary of that CT position. For example, the CT-FIN tab provides equivalent positions that fall within 6 percent of each of the four levels’ maximum salaries.

Note that:

• You must still be able to qualify for the equivalent position;
  • For example, while an Engineering and Scientific Support (EG-06) position is listed as a comparator for a CT-FIN-02, if you’re a CT-FIN-02, you must meet the qualifications of the EG-06 position to which you might be interesting in alternating.
• Not all groups and levels have been compared, as the completion of some collective agreements is ongoing, such as the CO, PG, and CS agreements (as of March 2025);
• These comparators are based on February 2025 salaries, therefore it’s possible that a group and level could be an equivalent (or cease to be) in the future (though the table will be updated regularly); and
• Percentages were rounded to two (2) decimal places.

The employer will also eventually provide a similar table of comparators, but we wanted to assist the CT Community by proactively assembling this information.

ACFO-ACAF’s Labour Relations team is ready to support members who may have questions regarding positions in other groups that may meet the definition for an alternation. If you need our support, have questions or would like more information, please email ACFO Labour Relations at labourrelations@acfo-acaf.com.
 

Glossary of terms

Understanding that many uncommon terms are frequently used when discussing WFA, we have assembled a glossary of terms for you to reference when you are unsure of the meaning of a complex term.

You can find the glossary of terms here.