01.03.2008 - 30.09.2008
|Overall project value (EUR)||100 000 Euro, 135 000 USD|
|No. of staff provided||1 local|
|Name of Client||The Executive Office of the President of the Republic of Tajikistan; Civil Service Department of the Republic of Tajikistan|
|Financing agency||World Bank (WB)|
|Name of partners||IBF International Consulting (Belgium); Public Administration International (UK)|
|Detailed Narrative Description of Project||The objective of this assignment was development of civil service classification and grading system, a transparent remuneration system which is aligned with position job descriptions, establishes reasonable pay decompression, and allows for a transparent performance management system.
During the assignment the consultant considered various options for performance incentives, including the use of civil service incentive funds, provision of the recommendations for measures to improve the attractiveness of civil service employment and incentives for better performance.
|Detailed Narrative Description of Services provided||A. Development of a civil service job classification and grading system and civil servant wage grid system:
- Review the job classification system in the Tajik public administration;
- Review the system of job descriptions and develop a standardized set of descriptions covering core positions of the civil service (administrative part of the state service);
- Introduce, on a pilot basis, the standardized job descriptions in a system of two ministries (covering all positions of the civil service);
- Develop a system of analytical assessment of the value of jobs and apply it to the sample of job descriptions obtained through the pilot;
- Based on the job assessment break all job families into a position grading system that provides steps sufficient for career incentives, and for decompression in the range of 1:5 at the minimum.
- Under the cooperation with the Ministry of Finance and Ministry of Labor and Social Protection of Population determine the pay grading system, which is fiscally sustainable, affordable and fair.
B. Development of recommendations for performance pay system:
- Analyze the performance incentive and career progression system in place;
- Develop clear guidelines for administration of performance pay, which should be based on formal verifiable rules;
- Develop rules for setting the incentive fund as a reasonable percentage of estimated organizational wagebill.