The Salaries and Remuneration Commission has today (June 30, 2017) released the job grading and salary structures for Service and Regulatory State Corporations, and Commercial State Corporations. This marks the conclusion of the job evaluation for the two sectors.
The Commission identified ten (10) factors to be used for evaluating jobs. These are:
- Accountability: This was to measure whether a job has a financial responsibility; i.e. Direct or indirect influence on any financial measures for the whole or part of the institution;
- Decision making: This was to measure the level of decision-making of the job in the institution given the type of problems that the job holder will be required to solve;
iii. Impact: This looked at the impact of the decisions by the job holder including the sphere of its influence; i.e. influence in practices, policies or strategy and the level of influence;
- Problem solving: This measured the complexity of the problems the job is required to solve;
- Job knowledge: The knowledge and skills that would be required for appointment to the job;
- Managerial skills: Technical, human and conceptual skills;
vii. Interpersonal skills: The type of communication, verbal and/or written, that the job holder will need to understand in order to perform the job;
viii. Working conditions: The exposure of an employee in a working environment;
- Responsibility: This measured among others the managerial, operational and financial responsibility of the job;
- Independent judgement: This measured whether a job can make independent judgement or has to consult for advice. Evaluating possible causes of conduct, and acting or making a decision after the various possibilities.
Ninety eight (98) Service and Regulatory State Corporations, and forty nine (49) Commercial and State Corporations were evaluated. The total number of jobs evaluated in Service and Regulatory State Corporations were 9,843 while those in Commercial State Corporations were 6,270.
Salary Structure
Based on the job evaluation job grading structure, SRC has developed a salary structure that is aligned to each grade for both service and regulatory state corporations, and commercial state corporations. The Commission considered the following factors:
- Budgetary allocation from Exchequer;
- Proportion of internally generated funds to Exchequer allocation;
- Ability of institutions to pay recommended salary structure;
- Attraction of the right calibre of personnel from the competitive job market; and
- Salary survey, among others.
Implementation of the Salary Structure
The implementation of the salary structure will be based, amongst others, on:
(i) The alignment of the model salary to the grading structure; and
(ii) Individual institutions assessment of the financial implication of implementing the model salary structure, and demonstration of the ability to pay within the structure by making a proposal to the Commission for advice.
