Job evaluation coming for public service roles
The Office of the Deputy Governor has announced a job evaluation project for the public service.
According to a media release issued on Monday, December 23, the project will assess the relative value of roles within the public service using job profiles. A customised job evaluation tool provided by PriceWaterhouseCoopers (PwC), a firm based in Trinidad and Tobago, will facilitate this process. The project is valued at $40,489.
The Deputy Governor’s office said project will be executed in six months and will individually assess 3,506 positions within the public service. Upon completion of the project, all positions will receive updated role profiles designed to improve efficiency and effectiveness across the service. However, the Deputy Governor’s Office did not elaborate on what these changes will entail.
Permanent Secretary of the Deputy Governor’s Office, Sharleen DaBreo-Lettsome, explained that the initiative aims to enhance the efficiency and effectiveness of roles across the public service.
“The Job Evaluation Project allows us to carefully examine job profiles within the Public Service, ensuring they are correctly weighted, described, and graded,” DaBreo-Lettsome stated.
“This exercise will help us build an employment structure that appropriately considers the knowledge, skills, abilities, and competencies required for the successful execution of all roles,” she added.
Human Resources Manager for the Organisational Development and Workforce Planning Unit, Cara Christopher, also highlighted the significance of the initiative.
“We will achieve further clarity on our existing 3,506 roles while establishing a framework with a strong basis for pay justification. The Job Evaluation Project will allow us to create more concise and industry-aligned structures and standards for assigning roles and responsibilities in the Public Service,” Christopher stated.
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Bigger HR department , lots of self assessment lager salaries, grandiose job titles . Bigger bill for the tax payer .
so get rid of 30% and save money by making them actually work the hours they are getting paid for.
This might not be a bad idea after all. Promotions and positions should be based on qualifications, dedication, commitment and years of service, not affiliation, friendship and family connections.
In some ministries, persons with less years of service and qualifications were promoted to supervise persons of greater calibre, expertise and qualifications all because of friends and affiliations
If you’re my supervisor then you should at least know something more than me and be able to mentor me. If not, what’s your roles, paper work? The public service needs amending. It has gone to the dogs in comparison to previous years when your supervisor and superiors were looked up to and carried out their roles at a very high standard and professionally. Especially in education, every Tom,Dick and Harry is a leader and then when they can’t fulfil the roles, they hire other persons to do what leaders are supposed to be able to do. We need help. And don’t say experienced and quality people don’t apply because they do but it’s who you know or who knows you.
the job AND the person in the job! Most civil service job profiles are straight forward but the person in the job is incompetent.
Some public servants are performing duties assigned on higher role profiles but being told it all falls in line with their duties.