New Compensation System FAQs
Frequently asked questions about the new public sector compensation system
General FAQs
Yes. The GOJ wants to ensure that increases are as simple, fair and equitable as possible but are also sustainable. The new arrangements are based on reaching a competitive market position within 3 years.
Job Evaluation FAQs
Yes, the occupational system is currently being maintained.
Bands are pay ranges established for specific roles. The bands into which jobs fall are determined by job evaluation.
Alignment is how the GOJ will connect the existing classifications to the new bands. It is the way existing classifications are moved into the new compensation system.
Compensation FAQs
There is no fixed percentage however, increases will be no lower than 20% on net pay over 3 years (that is the difference between existing pay and new pay to be received in year 3).
The new pay bands will include staff in different classifications with different pay scales and current allowance entitlements, therefore movement from the existing salary to the new band will be undertaken on an individual basis. This ensures that each person’s current pay and allowances are taken into account, with conversion to a salary point that will ensure there is no reduction in net pay.
The level of increase paid to individuals in year 1 will vary depending on their current pay and allowances. Everyone will see an increase in net pay
The compensation process is ongoing and we are aiming to ensure that pay rates are set for all entities within year 1.
The effective date is the same for all government entities – April 1. Actual payment date will be dependent on the conclusion of consultation with their various trade unions and staff bodies.
Conversion to the restructured salary scales is in two (2) steps. Generally, employees will convert to the new bands as follows:
Current points 1-4 to 1st point of the new band
Current points 5-7 to 2nd point of the new band
Current point 8-2nd Seniority to 3rd point of the new band
Current 3rd Seniority to 4th point of the new band
Notwithstanding the above, p employees whose compensation does not fit in the rules stated above will move along the salary scale to a point that they can be converted.
Employees in receipt of Travelling Allowance will have their rate of travelling taken into account when they are being converted to the new band. This means that their current pay will convert to a point in the new band which is beneficial. In instances where the current pay package cannot fit into the new band that employee will receive a temporary allowance.
During transition period (years 1 and 2) persons whose current compensation (net for net) is not able to fit into the salary scales will receive a temporary non-taxable allowance during the transition period.
No one will receive any decrease in net pay as a result of this system. If this situation does occur, it will be dealt with on an individual basis to ensure that there is an increase in net pay.
Job Evaluation FAQs
Whilst you will find that two different classifications fall in the same band, your title will not change. Your current classification is retained. You will be paid against a pay range determined by the band into which your classification or rank falls. The existing classification grades will remain in force for the time being.
Job demands will vary depending on the scale and nature of the entity and this will be reflected in the structure adopted by the entity. Job titles do not necessarily describe the functions and accountabilities of the specific job within an entity. Jobs have been evaluated based on the characteristics of the specific job.
You will be paid in the same band, as the job evaluation has shown that the two jobs are of similar job weight. The conversion rules will take into account differences in current points within the ranges.
Some classifications are within the same band under the new system. Titles could therefore change in the future and classifications could be rationalised.
You will be aligned on your current classification. On reclassification if your job is higher than your current band, you will be placed in the higher band.
Qualification FAQs
Qualification increment has been discontinued. The application of the skills, knowledge and experience that are required to perform the job successfully have been taken into account in evaluating the job. However, the GOJ encourages you to keep your skillset current.
Appointment FAQs
Not necessarily. The rules for appointments, as stated in the Staff Orders, remain in effect.
Travelling Allowance FAQs
Reimbursement for mileage still applies. Persons who are required to travel on work assignments are eligible to claim for work-related, approved travel.
Current travelling allowance has been taken into account in the assimilation to the new bands.
Seniority FAQs
The payment of seniority allowance will be suspended until a new performance evaluation system is implemented. You will continue to earn seniority allowance in accordance with the Staff Orders. Current seniority will be taken into account in the conversion rules.
Whilst the public service is transitioning to the new compensation system, increments have been suspended until a new performance evaluation system is implemented.
Whilst the public service is transitioning to the new compensation system, increments have been suspended until a new performance evaluation system is implemented.
No. Pension is a long-term benefit. Your pension benefits will increase as more of your total compensation will be pensionable.
Pension FAQs
No. Pension is a long-term benefit. Your pension benefits will increase as more of your total compensation will be pensionable.
Increments FAQs
Employees will qualify for increments based on their performance. The new performance evaluation system will be implemented in 2024.
General FAQs
No, the skills, knowledge and experience required to perform the job effectively may vary depending on the demands and requirements of the job. It is important to note that the job evaluation system looks at the application of knowledge and what is required to perform the job effectively, not the qualifications possessed by the individual.