Common Administration Demonstrating: Improving the Complexities of Common Administration Pay and Work.


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East Timor: The Problem. With minimal private division action, fluctuating costs and liquid ... Business 15,000 (about portion of Indonesian common administration in East Timor area) ...
Transcripts
Slide 1

Common Service Modeling: Simplifying the Complexities of Civil Service Pay and Employment

Slide 2

Why Model?

Slide 3

Two Dominant Approaches to Civil Service Pay and Employment Reform Macro-Analysis: The Meat-Ax Approach? 2. Miniaturized scale Review: The Bean-Counting Perspective

Slide 4

Macro-Analysis to decide suitable size and cost of common administration How it functions: Gross criteria to gage nature and degree of change required (Wage charge/GDP; government livelihood per capita; pay pressure proportions, open private compensation relativities) Pros and Cons: Broad-brush change direction yet over-disentangled premise for government arrangement and loaning terms and conditions

Slide 5

Micro-Reviews (Functional Analysis) to decide staffing and impetus levels How it functions: Bottom-up examination of individual hierarchical units " targets, assignments, and asset necessities Pros and Cons: Accurate picture of on-the-ground reality Inconsistent technique – wide variability in quality Hard to do – takes always Difficult to aggregate up parts: test to construct intelligible common administration system for entire in light of small scale unit-based subtle elements

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Both methodologies left enormous issues un-tended to Low Government Policymaking Capacity for CSR-P&E Reality Hopelessly Complex Competing Sectoral Considerations New Wrinkles: Decentralization Conflicting Government Objectives (Social Welfare versus Financial Prudence) Flimsy Empirical Basis to Donor-Country Dialog (Discussion frequently on various pages)

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What is the CS-P&E Model? Common administration displaying as center extent explanatory device to extension crevice in existing methodologies Uses nation redid information to render the key traits of current P&E circumstance Pay and reviewing courses of action CS job numbers Sectoral/pastoral topographical particulars Establishes change targets and parameters – " Five-year CSR vision " Wage charge envelope Compression proportion and pay levels Public-private relativities

Slide 8

What is the CS-P&E Model? Common administration displaying as center reach explanatory instrument to extension hole in existing methodologies Simulates change choices – computing and showing expenses of option arrangement measures suppositions about planning and degree of conservation or retirements ramifications of various levels of salary increases modifying sectoral business levels (instructors, wellbeing laborers)

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The Joys of the Model Provides governments with hands-on apparatus for plotting practical change technique with solid targets Sorts out wheat from refuse – concentrate on huge picture Raises level of discourse with givers (and benefactor comprehension of issues) Helps strategy creators battle uncommon arguing of sectoral interests

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The Woes of the Model Cannot (ought not) render every single point by point normal for individual nation CS reality (Trade-off between straightforwardness/clarity and precision) Garbage in-Garbage Out (Poor information mean targets might be off) Cannot settle on hard choices for approach producers Haven " t managed some basic issues (benefits variables difficult to fuse) Cannot supplant great foundation administration frameworks (HR database, tight finance controls, and so on.) Cannot give itemized data to change execution (for conservation; severance bundle outline, and so forth – consultancy required)

Slide 11

East Asia Experience Pilots in 6 Countries: Capacity Building Grant from ASEM Cambodia Timor Leste Philippines Mongolia Indonesia Thailand

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Cambodia: The circumstance Wage charge low by worldwide comparators (US$ 52.4 million, 1.7% of GDP in 1999), yet income projections missing targets set by Fund Very low normal wages (4 times not as much as national the lowest pay permitted by law) and extremely compacted start to finish, 2:1 Census being done, however in the mean time no exact data on numbers, position, abilities of representatives assessed 164,000 government workers (14 government employees for every 1000 populace)

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Cambodia: The issue Pressure from Fund to keep up compensation charge Higher pay rates important to draw in more talented government employees Fund " s arrangement: cut livelihood instantly (yesterday), yet ignorant regarding how much self-assertive focus of 15%, permitting no matter how you look at it 10% pay increment Our answer: give focuses to pay alteration and decompression, wage charge envelope, and rightsizing alternatives through demonstrating exercise more than a while

Slide 14

Cambodia: Reform choices Raise pay rates, yet keep wage charge steady, by conservation (see diagram on expenses of vocation) Different degrees of pay increments will mean distinctive conservation goals

Slide 15

East Timor: The Situation New nation without any parameters - wage charge envelope, pay scale, numbers and sorts of government workers (and capacities and structures) despite everything all to be resolved U.N. association acting an interval government setting wage points of reference with its own staff setting up structures, standards and spending plans over next couple of monetary years, with different restricting outcomes for East Timorese government when constituted 2002-3. contributor bunch meeting in Lisbon end-June to decide East Timor " s prompt future

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East Timor: The Problem With minimal private division movement, fluctuating costs and liquid work market - and attack of ostracize help - setting common administration pay and vocation guidelines is a discretionary activity

Slide 17

East Timor: Reform alternatives Budget arranging presumptions GDP guessed at pre-vote levels (US$ 300 million) Revenues (benefactor subsidized and later own-sourced) 15% of GDP Expenditures set even with incomes (US$ 45 million) Pay and livelihood suspicions Employment 15,000 (about portion of Indonesian common administration in East Timor region) Wage charge 65% of aggregate use (high by global principles) Salary scale - just data on fundamental pay from typical cost for basic items study Compression proportion of somewhere around 4:1 and 7:1

Slide 18

East Timor: Short to center reach approach Determine pay scale utilizing Indonesian comparators discover reservation wage for benchmark occupations through no fuss comparator pay study average cost for basic items study for living pay Determine wage bill by moderateness and universal comparators Try to coordinate up harsh capacities and structures and staffing Use above and worldwide comparators to decide staffing numbers Simulating future common administration pay and business situations (Australian Dept of Finance giving help to demonstrating exercise)

Slide 19

Results Cambodia Govt. furthermore, givers on same page (single sheet) Govt. proposed better – however not palatable – P&E technique Pinpointed diagnostic work settled upon Bank putting CSR at focal point of PRSC

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