It is unfortunate that one of government’s top managers takes it upon himself to directly contradict the Leader of Government Business on the subject of performance based pay in the Civil Service.
Every resident has experienced the take it or leave it attitude of some of our Government employees (although this situation has improved more recently).
The problem is of course that poor Joe Public is forced to deal with our civil servants in most cases, unlike the private sector where there is a choice of service providers, which encourages a higher standard of service.
I could not agree more with Mr. Tibbetts when he says it’s time to stop giving automatic annual increases even when someone is underperforming.
Mr. Whittaker seems to be misinformed when he states that the private sector is turning to annual bonuses based on corporate performance.
Certainly, in the banking sector, individual performance is the primary factor in determining not only annual merit increases, but also the extent to which the individual may share in any annual bonus.
Perhaps the Dept. of Labour Relations should look to improving its own performance certainly in the vital area of labour statistics, where for example it’s recent Occupational Wage Survey produced nonsensical results in some areas of so called gender disparity.
Of course it is hardly surprising that a civil servant will be reluctant to change from the existing system, but if, as we have heard so many times over the years, our civil servants want pay parity with the private sector, then performance based remuneration is part of the price they must expect to pay.
Roger M. Davies