CPO: Civil service job evaluation on track

The CHIEF Personnel Officer (CPO), Commander Dr Daryl Dindial, said on Tuesday the Civil Service Job Evaluation Exercise is well on track.

The CPO's Office said the diagnostic phase of the project has been completed, with the scheduled delivery of the inception report, the project management plan and five status reports.

The exercise began on July 1. Over the last six months, project manager PriceWaterhouseCoopers (PwC) has been involved in delivering the required planning documents and helping with the necessary roll-out to key stakeholders, through a series of orientation sessions and initial consultations. The cost of the consultancy services for the project is approximately $24,874,508.55.

The CPO's Office said these exercises will continue over the next few months.

Permanent secretaries, heads of statutory authorities, the Public Service Association (PSA) and Statutory Authorities Service Commission had their respective sessions on July 15 and September 23, 29 and 30.

The statement said the PSA is anticipated to be an integral part of the "sensitisation sessions" to be hosted at the various government ministries and departments. This collaborative approach was crucial, it said, "as we move towards the development of a professional civil service that meets our country’s developmental needs and inculcates the advancement of an ever-increasing productive work culture which would no doubt benefit each and every citizen."

The statement concluded the ultimate objective of this exercise is for the public service to have a a new job evaluation and compensation system that will help in attracting and retaining the best qualified employees; be equitable, gender-neutral, transparent, efficient, readily understood and consistent with its organisational values; contribute to producing higher levels of employee motivation, job satisfaction and productivity; contribute to effective functioning of the human resource management system; be able to respond efficiently to the changing role and skill requirements of the service while valuing jobs reliably and consistently over time and over changes in job requirements; be able to flexibly support changing business requirements and adapt well to changes in the environment; be scalable to accommodate use for different groups of offices; and have a positive impact on the effective and efficient delivery of services across the public service.