Conversion (or "Rollover") to Permanent

You and your colleagues keep pace with the changing needs of the government and the public it serves.

That’s why AMAPCEO has negotiated terms around temporary work assignments in the OPS, allowing permanent employees like you to lend your knowledge and gain further experience by acting in different roles in the public service while ensuring your job security.

AMAPCEO has also negotiated clear rules on converting fixed-term contracts into permanent positions. This provides you with a greater degree of stability and alleviates the negative effects of precarious employment.

This is good for public services, too—ensuring Ontarians are served by knowledgeable professionals with an ever-growing body of experience.

Conversion

Conversion (sometimes called “rollover”) happens when you are working in a temporary work assignment and you accept your Employer’s offer to convert it to your permanent work assignment.

Conversion for regular ("permanent") employees

If you are a regular employee and you are acting on temporary assignment, your Employer must offer to convert you into your acting position on a permanent basis if you meet the requirements below.

You do not have to accept your Employer’s conversion offer. If you do not, you will return to your home position, and your Employer may post your acting position as a vacancy.

If your acting position is a regular (“permanent”) position

Your Employer must offer to convert you into your acting position on a permanent basis if:

• you have been acting in the position for at least 24 months; and
• you competed for the position at some point during this time; and
• there is a need for the work to be performed for at least another 18 months; and
• the position does not have a home incumbent (i.e., you are not backfilling for someone else); and
• the position has cleared surplus (i.e., no surplussed employee has identified the position and has the necessary entry-level qualifications to be directly assigned into it).

If all of the conditions above, except the need for the work to be performed for at least another 18 months, are met and you continue to work in the position for another 18 months (bringing your total time in the role to 42 months), the Employer must offer to convert you into the position on a permanent basis if the position clears surplus.

This is outlined in Article 18.8.1 (e) of your Collective Agreement.

If your acting position is a temporary position

Your Employer must make your acting position regular (“permanent”) and offer to convert you into it on a permanent basis if:

• you have been acting in the position for at least 24 months; and
• you competed for the position at some point during this time; and
• there is a need for the work to be performed for at least another 24 months; and
• the position does not have a home incumbent (i.e., you are not backfilling for someone else); and
• the position has cleared surplus (i.e., no surplussed employee has identified the position and has the necessary entry-level qualifications to be directly assigned into it).

If these conditions aren’t met, and you continue to work in the position for another 24 months (bringing your total time in the role to 48 months), the Employer must make your position permanent and offer to convert you into it on a permanent basis if the position clears surplus.

This is outlined in Article 18.8.5 of your Collective Agreement.

Conversion for fixed-term (“contract”) employees

If you are a fixed-term employee, you do not have a permanent home position in the OPS.

If your position is a regular (“permanent”) position

Your Employer must offer to convert you into your position on a permanent basis if:

• you have been in the position for at least 18 months; and
• you competed for the position at some point during this time; and
• there is a need for the work to be performed for at least another 12 months; and
• the position does not have a home incumbent (i.e., you are not backfilling for someone else); and
• the position has cleared surplus (i.e., no surplussed employee has identified the position and has the necessary entry-level qualifications to be directly assigned into it).

If all of the conditions above, except the need for the work to be performed for at least another 12 months, are met and you continue to work in the position for another 12 months (bringing your total time in the role to 30 months), the Employer must offer to convert you into it on a permanent basis if the position clears surplus.

This is outlined in Article FXT.7.4 of your Collective Agreement.

If your position is a temporary position

Your Employer must make your position permanent and offer to convert you into it on a permanent basis if:

• you have been in the position for at least 18 months; and
• you competed for the position at some point during this time; and
• there is a need for the work to be performed for at least another 12 months; and
• the position does not have a home incumbent (i.e., you are not backfilling for someone else); and
• the position has cleared surplus (i.e., no surplussed employee has identified the position and has the necessary entry-level qualifications to be directly assigned into it).

If all of the conditions above are met, except the need for the work to be performed for at least another 12 months, however, you continue to work in the position for another 12 months (bringing your total time in the role to 30 months), the Employer must make your position permanent and offer to convert you into it on a permanent basis if the position clears surplus.

This is outlined in Article FXT.7.2 of your Collective Agreement.

If you believe you should be offered conversion but haven’t

Please contact an AMAPCEO Workplace Representative for assistance.

If you have questions or need assistance

Please contact an AMAPCEO Workplace Representative in your District. They do not have to be in your Ministry.

Workplace Representatives are trained union members who have volunteered to confidentially assist members like you in the workplace. They should be your first point of contact in seeking information and representation with an issue at work.

Your Workplace Representative may ask you to use the union’s secure web-based system, RADAR, to provide details about your situation. RADAR will help you and your Workplace Representative keep track of things without the privacy concerns that could come from using the Employer’s email system.