GHANA SINGLE SPINE SALARY STRUCTURE PDF

Show full item record. JavaScript is disabled for your browser. Some features of this site may not work without it. Date: Notwithstanding the well-crafted nature and the objectives of the policy, its implementation has suffered challenges. Analysis of data collected revealed some of these challenges including high public expectations, dissatisfaction of the grading structure by some workers, inadequate financial and human resources facing the Fair Wages and Salaries Commission FWSC , inadequate education, conditions of service and allowances of workers.

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The development of a comprehensive payroll structure for the Government of Ghana has included the development of service classifications for services and institutions in the public sector, undertaking a review of market salaries and reviewing the job content of selected positions in the public sector.

These activities were undertaken to provide a context and basis for the development of a public sector pay structure framework, to provide some guidance on the future of public sector pay and to determine the need for broad based job evaluation.

Pay structures in the public sector in particular must consider the following. The first four of which are also key pillar of compensation:. How Government, as Employer, values jobs within the public sector in relation to each other while also considering the value of jobs within the same service classification in relation to each other.

Where the salary structure of the public sector is in comparison with the private sector, also considering where the salary structure of each service classification is in relation with each other. The structure should have a means to compensate employees for their individual performance and their contribution as it relates to the performance of the public sector. The structure must be able to be administered in a straightforward and transparent manner with established guidelines.

The structure should bed sufficiently decompressed to recognize and compensate for the difference in job content from the lowest to the highest levels of the structure. It is only in this way that a government as employer , can ensure that employees doing like jobs receive like pay. Usual practice is for each part of the public service to operate with either a single pay scale or a limited number of such scales, based around different public employers, where the employers are not the government.

The single pay spine places all public servants on one vertical structure. There is technically only one basis for having more than one pay spine. This basis is that the service classification must recruit from a completely different labor market than from where the majority of the public sector staff is recruited.

If this is considered along with the current industrial climate, the history of public sector pay in Ghana, the local labor market climate and initiatives already taken by some of the service classification groupings health, security services and revenue services , there could be up to 7 pay spines. Government has decided to adopt a single pay spine across the entire public service. It must be noted that multiple spines can be established at any point during the implementation, using the service classifications provided.

An initial pay spine, therefore, would need to start just below this minimum and continue to a level just above this maximum. This resulted in a pay spine of pay points. The spine is reproduced in full at Annex B but the top and bottom are shown below for illustrative purposes:. Introducing the single pay spine does not change the existing grade structures in use by the various institutions and services.

These would continue exactly as they are until the job evaluation is undertaken. Therefore, all jobs remain graded in accordance with their current structure and the movement on the grade structure is not affected by the single pay spine structure. For each existing grade in each institution, regardless of the grading structure used, it is necessary to replace the existing financial values with pay point numbers from the pay spine.

The example is provided below. To convert this grade structure to one suited for use with a single pay spine, the values in each cell of the matrix must be checked against the values on the pay spine. Given the impossibility of reducing pay, the pay point at the next highest pay should be found, and it becomes the pay point for the relevant cell.

The next highest pay points for Level 19 Steps 1, 2 and 3 are 62, 61, and 60 respectively. Once all grades and steps in the GUSS matrix have been replaced by pay points, the GUSS grade structure will be completely redefined as follows extract only :. As noted earlier, the value of pay points may change as part of future salary reviews.

Whether or not the jobs graded as Level 19 should continue at that grade level depends on job evaluation and grading decisions. However, those jobs on grade level 19 would receive the salary associated with pay points 62, 61, 60, etc.

The single pay spine has and can accommodate salaries from grading structures of different sizes and shapes. It would be expected, however, that these positions would be comparable. In the current circumstances in the public sector this may not be assumed, therefore job evaluation will be undertaken.

A position would only be able to move on the pay spine to the pay points associated with their grade in the grading structure. If there are 6 steps on the grade which go from pay points 62 to 57, then the highest pay point for the position is If there are 15 steps on the grade which go from pay points to , then the highest pay point for the position is The results of the mapping of grades to pay points reveals all of the positions that are on the same salary.

In a perfect world, all the posts at pay point 80 would have been graded as being equal. In fact this is not the case. There now appears to be serious discrepancies between the health pay scale and every other scale, particularly as it relates to comparability of jobs at each pay level and the fundamental premise of equity:. There is the need to standardize and set guidelines across the public sector on allowances and benefits. In addition, a complete job evaluation of the entire public service, leading to the re-grading of all jobs using a simplified set of grades, that are easily understood and applicable across the public sector is going to be done.

The overall cost of moving the pay spine would be about 1. However, that Health sector staff are excluded from the new single pay spine pending comprehensive job evaluation across the entire public service. If they are moved to the new higher level, the GOG would be committed to paying salaries that are inequitable for quite a long time.

The GOG has developed a working rapport with the unions and employee representatives over the past 12 months in terms of pay related matters. It is important that the momentum is maintained and definitive decisions are made and implemented as soon as possible. There are three key activities that will be undertaken immediately.

This should be done within the next six weeks to enable them to take responsibility for the implementation of all matters related to public sector pay.

There are a significant number of activities that must be undertaken before the single pay spine can be fully implemented. Comprehensive job evaluation across the public sector will provide the basis for equity in terms of pay in the public sector and long term sustainability for fairness in pay.

Jump to. Sections of this page. Accessibility Help. Join or Log Into Facebook. Email or Phone. Forgot account? Sign Up. October 13, at PM Public. The spine is reproduced in full at Annex B but the top and bottom are shown below for illustrative purposes: Top of pay spine Pay point Salary at pay point increment 1 ,, 3.

The relevant part of the initial pay spine is as follows: 59 91,, 3. There now appears to be serious discrepancies between the health pay scale and every other scale, particularly as it relates to comparability of jobs at each pay level and the fundamental premise of equity: The entire HSS1 structure is higher than the entire GUSS scale, meaning that junior House Officers pay point 51 earn more than the nine most senior civil servants pay point 52 ; The employees on the HSS2 structure are paid substantially more than those on other structures, such that a Staff Nurse pay point 85 earns more than all but the three most senior police officers.

Establishment of the Fair Wages Commission This should be done within the next six weeks to enable them to take responsibility for the implementation of all matters related to public sector pay.

Implementation of the Single Pay Spine There are a significant number of activities that must be undertaken before the single pay spine can be fully implemented. Job Evaluation Comprehensive job evaluation across the public sector will provide the basis for equity in terms of pay in the public sector and long term sustainability for fairness in pay.

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Single Spine Salary Structure levels for teachers

If you are a Ghanaian, you probably have heard about the single spine salary structure SSS. In this particular piece we will look at the Single Spine Salary Structure levels for teachers. The salary structure was introduced for public workers and it is also included in the teaching service. If you are curious about the Single Spine Salary structure and what it entails, especially in the teachers service, you are in the right place. It completely came to overhaul the pay structure that was being used to pay workers in the public sectors.

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The Implementation of the Single Spine Salary Structure (Ssss) in Ghana

The development of a comprehensive payroll structure for the Government of Ghana has included the development of service classifications for services and institutions in the public sector, undertaking a review of market salaries and reviewing the job content of selected positions in the public sector. These activities were undertaken to provide a context and basis for the development of a public sector pay structure framework, to provide some guidance on the future of public sector pay and to determine the need for broad based job evaluation. Pay structures in the public sector in particular must consider the following. The first four of which are also key pillar of compensation:.

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Abstract The Single Spine Salary Structure is one of the major components of the Single Spine Pay Policy introduced by the Government of Ghana and implemented in , to regulate the payment of public service workers especially those under article of the Constitution of Ghana. Notwithstanding the well-crafted nature and the objectives of the policy, its implementation has suffered challenges. Analysis of data collected in reveals some of these challenges including high public expectations, dissatisfaction with the grading structure by some workers, inadequate financial and human resources facing the Fair Wages and Salaries Commission, and inadequate education on the policy and allowances of workers. This has generated a lot of conflict among competing stakeholders including suspicions, disagreement and strikes in the process. The challenges indicated above have undermined the full realization of the policy.

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