The impact of WASCOM [Wages and Salaries Commission] recommendations on the pay policy and pay levels in the Namibian public service

Simple item page
dc.contributor.advisoren_US
dc.contributor.advisoren_US
dc.contributor.authorMurangi, Ingenesiaen_US
dc.date.accessioned2014-02-07T14:07:48Z
dc.date.available2014-02-07T14:07:48Z
dc.date.issued2002en_US
dc.descriptiontheses submitted in partial fulfilment of the requirements for the degree of master of public policy and administrationen_US
dc.description.abstracten_US
dc.description.abstractThe Wage and Salary Commission (WASCOM) was established on 18 January 1995 to undertake a fundamental review of public service pay. Before the establishment of the Wage and Salary Commission, the public service pay structure was seen to be overly complex and opaque. It was based on occupational differentiations, characterized by different allowances for each occupational group. Generally, the pay structure was also too low and therefore caused discontent to most public servantsen_US
dc.description.abstractWASCOM therefore recommended new pay policy and pay structure. However, five years after implementation, the new pay policy and pay structure has drawn criticisms, especially from Trade Union Representatives and Human Resource Practitioners. The new pay policy and structures established by WASCOM, failed to realize that it is the people, and not jobs, which create value; that multi-skilled, multi-functional work teams are key to success. Non-existence of a proper and scientific job evaluation and grading system and the failure of WASCOM to clearly pronounce itself on functional ability of both semi-skilled and skilled personnel on the lower levels, are some of the reasons that constitute a problem, which prompted this studyen_US
dc.description.abstractIn undertaking this study, interviews, questionnaires and documentary research were used to collect data. Interviews were conducted with Personnel Officers, Trade Union representatives, the Secretariat and members of the Public Service Commission as well as the Department of Public Service Management in the Office of the Prime Minister. Furthermore, questionnaires were sent to all personnel officers in Government Offices, Ministries and Agencies to solicit their views on the issue. Documentary research included accessing the WASCOM Report and some minutes of Personnel Officers' monthly meetings. In order to have a cross-cultural outlook of Namibian's public service pay policy and structure, private sector service providers e. g. Banks were used as case studiesen_US
dc.description.abstractThe findings of this study demonstrate that different skills are needed for employees to perform either as semi-skilled or skilled personnel. The study argues that designing grades and pay structures should reflect the principle of thorough job evaluation on which the grading is based. The study recommends how best to address the current anomalies within the pay policy and pay structure as recommended by WASCOM based on the findingsen_US
dc.description.degreeWindhoeken_US
dc.description.degreeNamibiaen_US
dc.description.degreeUniversity of Namibiaen_US
dc.description.degreeMaster of Public Policy and Administrationen_US
dc.format.extentxii, 102 pen_US
dc.identifier.urihttp://hdl.handle.net/11070/250
dc.language.isoengen_US
dc.masterFileNumber2370en_US
dc.subjectWages and salariesen_US
dc.titleThe impact of WASCOM [Wages and Salaries Commission] recommendations on the pay policy and pay levels in the Namibian public serviceen_US
dc.typeThesisen_US
Files
Original bundle
Now showing 1 - 1 of 1
Thumbnail Image
Name:
Murangi_2002.pdf
Size:
9.46 MB
Format:
Adobe Portable Document Format
Description:
Download
License bundle
Now showing 1 - 1 of 1
No Thumbnail Available
Name:
license.txt
Size:
1.71 KB
Format:
Plain Text
Description:
Download
Collections
Masters Degrees (DPMPS)