Fair Wages and Salaries Commission
- Mission and Vision
Reforming public service pay has been a challenge to most countries. In Ghana, many post-independence pay reforms were not successful largely because there was no legal body mandated to oversee such reform. It is for this reason that the Fair Wages and Salaries Commission Act 2007 was promulgated by parliament, setting up the Fair Wages and Salaries Commission (FWSC).
The FWSC exists to ensure that best practices in job grading, evaluation, performance management and research are employed in pay administration to ensure that pay in the public services is linked to productivity and that high-caliber employees are attracted to and retained within the public service.
To become a world class reference center in Pay Administration, promoting Fairness, Equity and Transparency in Public Services Compensation and Benefits.
Implementation of the Single Spine Salary Structure (SSSS)
Ghana is currently implementing a unified salary structure for the entire public service to eliminate the huge inequities that existed in public service pay. The SSSS implementation started after a job evaluation of all public service grades, resulting in the establishment of a unified grading and salary structure – as opposed to the 126 existing salary structures.
Establishment of the Public Services Joint Standing Negotiating Committee (PSJSNC)
The PSJSNC comprising all labour unions and professional associations in the public service of Ghana has been established by the FWSC. This allows for one round of negotiation of salaries among all public service institutions.
It also helps resolve implementation challenges.
The Government of Kenya has requested the Commission to oversee the development and implementation of their public service salary structure. A delegation, headed by the Chief Executive, visited Kenya to evaluate their salary regime prior to its launch. FWSC has also had similar discussions with delegations from Rwanda, Nigeria and The Gambia.
Other Phases of Implementation
The Commission is in the process of implementing the other phases of the SSPP which include:
■ Linking Pay to Productivity
■ Standardising all allowances
■ Introducing Market Premium as a retention strategy to attract and retain critical skills in short supply in the public service (A major nationwide market survey is about to be undertaken to inform the determination of Market Premium).