Public Sector Compensation in T - OECD _ OCDE
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Foreword Table of contents Preface Executive summary Compensation management in a changing world Trends in the post “New Public Management” era Compensation planning decisions Lessons from past experience Current trends in the compensation of public employees in OECD countries Introduction The fiscal consolidation imperative Plans to reduce payroll and labour costs Comparing compensation in selected public sector occupations Compensation cuts may produce workforce management challenges Conclusion Note References Public sector compensation management in a changing world Introduction Government compensation programmes are at a crossroads The purpose of compensation Controlling payroll costs is key to managing the total compensation package Developing accurate job descriptions to establish appropriate salary levels Balancing internal and market considerations The growth of knowledge jobs has led to greater individualised pay Downsizing, restructuring and salary management Best practices in compensation management Conclusion Notes References Managing compensation in a post “New Public Management” era Introduction The need for change in compensation management The use of pay bands to manage salaries The highest hurdle – transitioning successfully to performance-related pay The new importance of the market factor in retaining talent Compensating public managers effectively Pay and gender equity Conclusion Notes References Policies and practices governing public sector compensation planning Introduction The compensation data available Collective bargaining and salary planning Considerations in using labour market surveys to inform salary planning Concerns in using inflation data to adjust salaries How to allocate amounts for salary adjustments Planning and managing additional payments: allowances and bonuses Setting the stage for total rewards management Conclusions References Key considerations in reforming the government compensation system References Annex A. Extent of union involvement in HRM issues and sources of financial support, 2010 Annex B. Salary negotiations and determination of pay, 2010
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