negotiation
22 March 2007
The State as employer, as part of the collective bargaining process in the
PSCBC, has tabled a comprehensive proposal to recruit and retain professionals
with the requisite skills to provide effective and efficient service delivery,
ensuring a better life for all. The proposed occupation specific dispensation
is pivotal to the realisation of this goal.
The Occupational Specific Dispensation provides for a unique salary
structure per occupation, including prescribed grading structures and job
profiles, as well as adequate progression and career pathing opportunities
based on competencies, experience and performance. The dispensation for nursing
for example provides for a revised salary structure with significant increments
between notches. It also allows for longer salary bands to allow adequate
progression for nursing personnel who want to remain in the production
level.
One of the principles underpinning the occupational differentiation is the
alignment of remuneration with the market. This will ensure competitive salary
structures for all categories of employees. Research however suggests that the
entry level salaries of certain professionals in the public service are fairly
high when compared to the private sector. This therefore implies that the
problem faced by the public service in some of these occupational categories,
is not about attracting skills or new professionals at the entry level, but
retaining them. This is largely due to a lack of adequate career pathing
opportunities once the individuals have gained experience.
Occupation specific dispensations will address the shortcomings of the
current single salary structure by putting in place a proper career pathing
model for categories of professionals. It should be noted that such a career
pathing model is not an automatic salary increase, but it is a forward looking
plan to raise salaries after pre-determined periods based on specific criteria
such as performance, qualification, scope of work, experience, etc.
The employer's proposal also provides for dual career paths in terms of
which professionals and specialists can progress to levels where they earn
salaries that are equal to/ or higher than that of managers without moving into
management/supervisory posts.
New entrants and ex-employees (public servants who have left the public
service to join the private sector or moved abroad) returning to the public
service, in terms of this proposal, will be appointed to salary levels above
the entry level based on appropriate experience.
For more information contact
Lewis Rabkin
E-mail: lewisr@dpsa.gov.za
Issued by: Ministry of Public Service and Administration
22 March 2007
