Mr M. Aujayeb

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• Presentation
• By
• Mr M. Aujayeb
• Principal Job Analyst
• Pay Research Bureau
• maujayeb_at_mail.gov.mu

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Pay Research Bureau

• Objectives
• To carry out pay reviews with a view to
• Rendering the public sector more efficient and
  effective
• Recruiting and retaining required skills in the
  public sector
• Establishing and maintaining reasonable
  differentials for different categories of skills
  and levels of responsibility

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(No Transcript)
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History

• Set up in 1977
• Covers 23 Ministries
• 55 Departments
• 80 Parastatal Bodies
• Local Authorities
• Rodrigues Regional Assembly
• 109 Private Secondary Schools
• Customers
• 170 Organisations
• 300 Staff Associations
• 80000 Public Officers
• 2600030000 Pensioners
• Website http//www.gov.mu/portal/site/prb/
• Last Reports 1987, 1993, 1998, 2003

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In-between Reports

• Assessment of new grades/levels
• Advice on Renumeration of contract officer
• Condition of Service
• Interpretations/Clarifications
• Pensionable emoluments for pensioners
• Determine eligibility for duty free facilities on
  cars and related benefits
• Participate in multidisciplinary teams in conduct
  of Job Inspection, Scrutiny and Management Review
  Exercises
• Participate Standing Committees
• Public Sector Reforms

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How we do all this?

• Research_on going
• Training and Development of Staff
• Approach and Methodology
• Representations/submission for grading/regarding/o
  n condition of service
• For Grading
• Job Analysis
• Job Description Writing
• Job Evaluation

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• For Office use only
• PAY RESEARCH BUREAU
• JOB DESCRIPTION QUESTIONNAIRE
• The Pay Research Bureau is updating its records
  in respect of the various kinds of jobs being
  performed in the Civil Service, Para-statal and
  other statutory bodies, Local Authorities,
  Rodrigues Regional Assembly and the Private
  Secondary Schools. Officers in the different
  Ministries/Departments/Organisations are being
  asked to supply relevant information about their
  jobs.
• In this context, you have been sampled for the
  exercise. You are therefore requested to fill in
  this Job Description Questionnaire.
• Before filling in the questionnaire you are
  requested to read the annexed Guidelines and
  Glossary of Terms used in Job Descriptions. As
  a jobholder you are the best person to give a
  comprehensive description of the job you are
  performing. The information provided will enable
  the Bureau to make an appropriate assessment of
  your grade. If you are new on the job, ask your
  supervisor what duties you will have in addition
  to those with which you have already become
  familiar.
• The Bureau relies on your cooperation.
• 1. Ministry/Department/Organisation
  ....
• 2. Division/Branch/Section
  
• 3. Grade .
• 4. Name of Officer ...
  ..
• 5. Date of first appointment and grade
  ..
• 6. Date of appointment to present grade
  
• 7. Salary Code and Salary Scale of the Grade
  (excluding Salary Compensation)
• Code ...........................................
  ...
• Salary Rs ......................................
  .........
• 8. Salary point reached in the Scale (excluding
  Salary Compensation)Rs .
• 9. Personal Salary/Salary Scale (if any)
  (excluding Salary Compensation)
• Rs .....

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• 13. Position in the Organisation
• Draw an Organisation Chart of your
  Division/Branch/Section indicating the grade(s)
  to whom you report and the grade(s) (with number
  of officers) reporting to you. Also indicate the
  grade(s) with which your post has direct working
  links. Please see para 1 of guidelines.
• 14. Background Information
• Give a brief account of the main functions of
  the section where you are posted.
• 15. Brief Description of the Purpose of your Job
• Explain in general terms the duties which you
  are performing to achieve the overall objectives
  of the section where you are posted.
• 16. Accountability
• State briefly what you are expected to achieve
  and for which you are held responsible and
  answerable. Please see paragraph 2 of
  guidelines.
• 17. Main Activities
• Describe in detail the main duties performed by
  you. Use additional sheets if necessary.
  Indicate the approximate percentage of time spent
  on each activity (e.g. on a daily, weekly,
  monthly, quarterly basis etc).Please see
  paragraph 3 of guidelines.
• 18. (a) Contact and Communication
• State the nature, purpose and frequency of
  contact/interaction made by you with persons
  inside and/or outside the section/organisation/gov
  ernment during the course of your work.
• (b) Modes of Communication
• Please specify the various modes of
  communication used by you e.g E-mail, Fax,
  Computer Network etc.
• 19. (a) Supervision Received
• Please indicate how your work is supervised.
• (b) Supervision Given
• Please indicate the various types and extent of
  supervision you give in the performance of your
  duties.
• Please see paragraph 4 of guidelines

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• 21. Working Conditions
• (a) Hours of Work
• Weekdays From . To
• Lunch Time From . To
• Saturdays From To
• Yes No
• (b) Do you work on staggered hours?
• Please tick as appropriate
• Or Roster (Day)?
• Or Roster (Day and Night)?
• Or Shift?
• (Please see paragraph 5 of guidelines)
• If yes, please give details (e.g. Shift cycle,
  Rest period etc.)
• (c) Do you work on Sundays and Public Holidays?
  Yes/No
• If yes, please give frequency and duration.
• (d) Do you work outside normal working hours?
  Yes/No
• If yes, please give details.
• 22. Environmental Conditions
• (Risks of accident, health hazards, unfavourable
  climatic conditions, isolation etc).

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• 25. Jobholder's Signature .......................
  .......... Date ...............
• 26. Immediate Supervisor
• (i) Your comments on the job description.
• (ii) Is Jobholder performing any duty in
  addition to his/her normal schedule of duties?
• Name ................... Grade
  ............................
• Signature ........................... Date
  ..............................
• 27. For Bureau's use only
• Name of Officer .................. Grade
  ......
• Signature ....................... Date
  .........................

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Job Evaluation

• Job Evaluation
• - Point Rating System
• - Factors
• Worth of a Job
• Measured by compensable factors i.e. those
  elements common to all jobs but differ by quality
  and quantity within each job.
• The degree of differences within jobs make it
  possible to determine job worth.

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Job Evaluation (Contd)

• Universal Compensable Factors
• Skill the experience, training, ability and
  education required to perform a job under
  consideration.
• Effort the measurement of the physical or
  mental exertion needed for performance of a job
• Responsibility the extent to which an employer
  depends on the employee to perform the job as
  expected with emphasis on the importance of job
  obligation
• Working Conditions Hazards and Physical
  surrounding of the job

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For conditions of Service

• Research Modify/improve for a more performing
  efficient and effective civil service for desired
  employee behaviour, to develop the required
  attitude among employees e.g.
• paid sick leave not taken
• Training Incentives
• Pensions

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For Organisation Designs

• Visit
• Study Organisation Charts
• Creation of grades
• Mergers of Grades/Organisations

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• Philosophy of the Report
• Reward Strategy
• Other Issues in determining salary

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SpecimenMEMORANDUM FROM UNIONS FOR THE 2008
PRB REPORT Name of Trade Union
......Name of Federation
(if affiliated) ..

• PART I BASIC DATA
• Ministry/Department/Organisation
  .
• Representations on behalf of ..
  Grade(s)/Cadre
• Current Grading and Salary Structures.
• Grade
  Salary (Rs)
• 
  Initial Top
• 
  .
  .
  . .
  . .
  . . .
  .

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PART II PARTICULARS OF REPRESENTATION(S)

• 4. Outline your representation(s) in clear and
  concise form.
• (i).
• (ii)
• (iii)...
• (iv)...
• (v).
• (vi)...
• PART III JUSTIFICATION OF REPRESENTATION(S)
• 5. Give reasons in brief to justify each
  representation.

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PART IV GENERAL REMARKS

• 6. Give any other relevant supplementary
  information you deem necessary to enable a proper
  assessment of the representation(s). Annex
  relevant documents including tabular statement,
  if any.
• PART V SIGNATORIES
• 7. State clearly the name and designation of
  the signatories.
• Name
• Designation
• Signature
• Date

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Learning Journey Reflections Date

• Name .
• Title
• Conducted by ..
• 1. Some Interesting Observations and Ideas
• .
• 2. One idea I can use
• .
• 3. One or two persons back at the office I will
  share my learning with
• 4. Assessment of the session leader
• Very Good Good Fair
• 5. Any suggestions ..

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Thought of the day

• When there is righteousness in the heart
• There is beauty in the character
• When there is beauty in the character
• There is harmony in the home
• When there is harmony in the home
• There is order in the nation
• When there is order in the nation
• There is peace in the World