Compensation Management

The management of the GoJ Public Sector wage bill has long been identified as a significant contributor to Jamaica’s GDP’s predicament . The administration and construct of compensation in the public sector, over time, has resulted in an unwieldy and cumbersome system. There are over 325 separate salary scales and classification levels in central government and over 185 allowances. This has caused inadvertent inequities.

This pillar seeks to develop a compensation philosophy and policy for the public sector. It involves introducing strategies that will have a substantial effect on the management of the wage bill generally and specifically in relation to the GDP. Finally, the project will review and repurpose performance management to create a closer link between performance and reward.

Expected Outcomes

  • Reduced wage bill to GDP ratio of 9%
  • Compensation policy and philosophy
  • Improved public sector compensation strategies
  • Closer link between performance and reward

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