CONDITIONS OF SERVICE
COURSE OFFERED BY GGSU
PRESENTED BY
A RAMA
57703627
MIN OF ENVIROMENT
&
F K YARROO
5754 6786
MIN OF HEALTH & QUALITY OF LIFE
EVOLUTION OF HR Concept
Commodity
Factor Of Production
Goodwill
Paternalistic
Humanitarian
Human Resource
Emerging Concepts:
HRD & Strategic
HR- Audit
HR- the economic value
“There is no magic in the
success of companies. The
secret of their success is simply
the way they treat their
employees”
Akio Morita
(founder of Sony Corporation)
CONDITIONS OF SERVICE
DEFINITION:
the terms and conditions governing
employment of people in the Public Service
contract of employment
employee provides his services
employer provides compensation
HISTORY
British Administration-Establishment Secretary
GOE (GOS & GOF)
Independence
Maritianisation Of The Service
Development & Economic Independence
Need To improve the service (modern, dynamic
and ambitious public service)
Quality public Officers
Responsive Conditions of Service
GOE- replaced by PMM (1992)
HRMM (2010)
INSTRUMENTS REGULATING CONDITIONS
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Constitution
PSC Regulations
Official Secrets Act
Pensions Act
Workmen’s Act
Employment Relations Act
Employment Rights Act
Public Officers Protection Act
Public Officers Welfare Act
The widow’s and Children’s Pension Act
Civil Service Family Protection Scheme Board Act
The Occupational Safety and Health Act
HRMM
PRB Reports
Circulars
Public Bodies Appeal Tribunal Act
LEAVE
LEAVE (cont)
GENERAL
 Leave is generally a privilege
 Defined as an approved period of absence of an
employee (PRB)
 It intends to give a break from duty and to provide for
recreational, recuperation and other purposes
 Leave is approved subject to the exigencies of the
service
 Exceptions
 Granted to officers holding substantive appointment or
having served for at least 12 months continuous service
LEAVES (Cont)
TYPES OF LEAVES
 ANNUAL LEAVE (not holding substantive appointment)
 CASUAL LEAVE (for brief absences)
 VACATION LEAVE (longer break from duty for physical & mental
resourcing. On & Off; Over & above- procedures; leave prior to retEOAC)
 STUDY LEAVE WITH PAY – for in service training or open scholarship
considered as such – priority fields of study (HRMM for conditions)
 LEAVE WITHOUT PAY (different purposes: for higher studies; for
private purposes; to take consultancy; to run a business; to take up
employment; overseas posting; to accompany spouse; for
emigration purposes; for female officers’ subsequent confinements
after 3rd one; for sickness (abroad etc); adoption
LEAVES (Cont)
TYPES OF LEAVES (cont)
 SICK LEAVE (N/E – Subst & Non Subst + Part Timers; Bank;
Unutilised; Sickness abroad; Advance; Refund; Medical Board;
Retirement on Med Ground; Retirement in the interest of the
public service; Resignation & Demise)
 MATERNITY LEAVE
 SPECIAL LEAVE (eg birth to >2 children / sportsmen/ artists)
 PATERNITY /PARENTAL ( child birth / demise of wife )
 ADOPTION LEAVE (adoption of child – varying from 1 to 12
wks)
 INJURY LEAVE (Non-Substantive holders = 15 + 180 against
MC from Police Medical Officer or Govt Med Off)
LEAVE (cont)
Absence without permission or reasonable excuse
&
Failure to resume duty in time
=
absence without authorisation
=
To be dealt with i a w Regulations (reg 42 / 43)
PASSAGE BENEFITS
PASSAGE BENEFITS
HISTORY
British administrators-to pay visits to their families
Unions fought for extension to Mauritians.
Passage Assistance up to 31.12.73
Passage Credits - 1.1.74 to 30.6.77
Air Mileage Credits -1.7.77 to 31.7.87
Passage Benefits as from 1.8.87
PASSAGES
ELIGIBILITY
As from 1 January 2013:
 Be on PPE (confirmed)
 drawing a min basic salary of Rs 24425 PM OR
 reckoning at least eight years’ service (LOS- from DJS
and paid from public funds irrespective of the
capacity in which employed.
 Minimum – Rs 11 000 to be able to use
RATE
 5% of gross salary annually OR
PASSAGE BENEFITS
NON ELIGIBILITY PERIOD FOR PB:
1.
2.
3.
vacation leave;
vacation leave taken as casual leave;
sick leave in excess of 21 working days in any calendar
year;
4. accumulated sick leave taken prior to retirement;
5. leave without pay;
6. injury leave;
7. maternity leave/adoption leave/parental leave;
8. study leave with or without pay;
9. interdiction; and
10. probationary period
PASSAGES
USES

For travel purposes (self / immediate family members/ mother / father)
 To meet the costs of other expenses in connection with their travel
 For medical treatment for (self / immediate family members - overseas)
 To meet fees i c w SC and HSC examinations for wards (even if the balance standing to one’s
credit is < Rs 11,000 )
 Inland Hotels & Recreational resorts
 Travels cancelled shall, immediately, be notified in writing to Sup Officer & the AccountantGeneral.
 At time of retirement the monetary value of all passage benefits standing to one’s credit is
payable
 On the death of an officer, the monetary value of all accumulated passage benefits shall be
paid to the heirs.
 Cash at the rate of 90 % for private purposes
HUMAN RESOURCES PLANNING
HUMAN RESOURCE PLANNING
WHAT IS IT?
Its all about planning to achieve optimum use of an
organization's most valuable asset - its human resources. Its
objective is to ensure the best fit between employees and jobs,
while avoiding manpower shortages or surpluses
WHY HRP?
Today, human resource managers do not have the luxury of
operating and performing in a stable, predictable environment as
political, social and economic changes are affecting all
organizations and their human resource management activities
HUMAN RESOURCE PLANNING IN THE PUBLIC SERVICE
CHARACTERISTICS:
Mostly incremental in practice but programme based and focus on
outcome rather than input
Cumbersome procedures (too much papers)
Lack of expertise and objectivity. Still not very clear to many actors
Submissions should be in conformity with 3-yr strategic plan & 10-yr
Economic and Social transformation Plan (ESTP)
Not easy in view of no of grades, hierarchy & availability of skills,
knowledge and attitudes (especially for large Ministries)
Need to justify at the level of several instances
Subject to approval of MCSA & funding from MOFED
HUMAN RESOURCE PLANNING IN THE PUBLIC SERVICE (cont)
PROCEDURES (EXISTING ORGANISATION/ DEPARTMENT):
MOFED issues circular setting ceiling
MCSA issues circular inviting submissions regarding HR proposals
HR proposals relate to:
Filling of funded vacancies
Funding of unfunded vacancies
Additional posts & New posts
Restyling of posts & Abolition of posts
NEW ORGANISATION / DEPARTMENT?
Mission/ Vision/ Objectives (purpose & source / origin)
Activities/ Duties/ Tasks (job description)
Competencies/ skills / Qualifications (person specification)
Quantity
HUMAN RESOURCE PLANNING IN THE PUBLIC SERVICE (cont)
ACTIVITIES (PBB)
CONSULTATIONS
TALLYING STAFFLIST WITH CISD LIST
ASCERTAINING FUNDED & UNFUNDED VACANCIES
DECIDING ON PROPOSALS MADE DURING CONSULTATIONS
DISCUSSIONS WITH FINANCE SECTION
DISCUSSIONS WITH SUPERVISING OFFICER
FINALISING PROPOSALS AND SUBMISSION TO MCSAR & MOFED
PARTICIPATING IN BUDGET COMMITTEES (MCSA & MOFED)
PREPARATIONS FOR COMMITTEE OF SUPPLY
BRIEF FOR THE MINISTER AFTER S O HAS VETTED
SHEME OF SERVICE
SCHEME OF SERVICE
GUIDELINES:
MINISTRY DEPARTMENT
TITLE OF THE POST- as per CEO
SALARY- as per CEO
EFFECTIVE DATE: as from date of prescription
QUALIFICATIONS: Qualifications, experience and personal skills and
abilities. Min Qual +Add Qual +Prof & Technical Qual etc
DUTIES: main duties – should reflect tasks to meet organisational
goals and objectives. Should be updated regularly
GENERAL OBSERVATIONSRole and responsibilities
Age Limit(ex: for trainees and Students)
Training (ex: for trainees and Students)
ICT / Driving License /Physical measurement
In cases of Restructure- should include an organisation chart
PROCEDURES FOR PRESCRIPTION OF SOS
 RO seeks agreement of the Minister
 RO consults Staff Association and the Federation of Unions for their views
and comments on the draft proposed Scheme of Service (15 day’s delay is
given)
 Concurrently, an advance copy is submitted to MCSA and PRB is also
consulted (with copy to MCSA) on salary grading in cases of new posts or
amendments having bearing on salary
 RO considers and submits to MCSA, within 5 days as from the deadline set,
the views and comments of the Staff side. Further consultations, if
needed, is done by the MCSA
 MCSA forwards the proposed SOS, within 5 days as from the date of the
finalisation of the draft SOS , to the appropriate Service Commission for
consideration and agreement.
 Upon Commission’s agreement, the SOS is prescribed in its official form by
the MCSA without delay
APPOITMENT AND PROMOTION
APPOINTMENT AND PROMOTION
• MEANINGS:
 conferment of an office of emolument in the public service
 grant of permanent and pensionable terms (may be transfer
also – PPE)
 engagement in a public office of a person on contract terms
 permanent transfer to an office in the public service (reg 25)
 transfer of an officer serving in one public office to another
office (approved service) – reg 25 (2)
 appointment of a public officer to act
PSC Should maintain a high standard of efficiency while making
appointment & promotions– reg 14 (1)
POWERS OF THE SERVICE COMMISSIONS
Under the Constitution, the power to:
Appoint persons to hold an office in the
Public Service;
To appoint in an acting capacity in any office in
the Public Service;
To confirm in an appointment;
To exercise disciplinary control ; and
To remove such person from service,
is vested in the appropriate Service Commissions
TYPES OF APPOINTMENT
 Casual Appointment
 Temporary Appointment
 Acting Appointment
 Appointment on Probation (substantive)
 Supernumerary Appointment (additional)
 Contract Appointment
 Concurrent Appointment (simultaneous)
 Permanent Appointment (PPE / confirmation)
 Capacity building (unavailable grades fixed contract –
procurement system)
 Service to Mauritius(MOFED- competencies not available
inside. They have knowledge but lack experience)
 Work placement (from National empowerment foundation)
AGE LIMIT FOR APPOINTMENT
40 YEARS
MANUAL GRADES- 48 YEARS
CRITERIA USED FOR APPOINTMENT (reg 14)
QUALIFICATIONS: (As per the Scheme of service)
EXPERIENCE: Determined by the Officer’s length of service and
Knowledge and practically having performed the duties
MERIT: Assessed on the basis of the PAF, Ad-Hoc and Special
Reports /report on fitness for promotion)
SENIORITY : (as per PSC Regulations as mended)
ACTING APPOINTMENT
ACTING APPOINTMENT(reg 22)
RO seeks approval from the appropriate Service Commission
or
 RO approves under delegated powers (PSC Circular 2011)
ELIGIBILITY PERIOD
 a continuous period of seven days(inc sat, sun & PH)
 Supervising officers & workmen’s group even 1 day
QUANTUM OF ACTING ALLOWANCE PAYABLE
The difference between salary drawn and the initial or flat
salary of higher post
or
Three increments worth at the incremental point reached
If not fully qualified – allowance is paid at the rate of 80 %
PERFORMANCE MANAGEMENT SYSTEM
Performance Management System (PMS)
WHAT IS PMS?
 A Tool to manage performance
WHY PMS?
 Criticisms against the public service
 Expectations- Efficient & Effective civil service
 Government Vision
 Inadequacy & inappropriateness of CR
WHAT CAN BE MEASURED CAN BE
MANAGED
PERFORMANCE MANAGEMENT SYSTEM(cont)
PURPOSE
To enhance performance at all levels (focus on main)
To establish clear links between OD- Quality services delivery
and Employee Development
To promote a sense of ownership & motivation with a view to
inspire delivery of quality performance (committed people)
To translate corporate goals
departmental and divisional goals
into
individual,
team,
PERFORMANCE MANAGEMENT SYSTEM(cont)
OUTCOMES
Alignment of goals (Organisation-Dept-Individuals)
Priority areas- judicious allocation of resources
Opportunity to improve processes & systems
Goal congruence ( common sense of direction for all)
Support leadership- team building & motivation
Facilitate change management initiatives
Recognition of talents & release of potential
Effective service delivery satisfaction of customers
PERFORMANCE MANAGEMENT SYSTEM(cont)
The Performance Management Process (4 Stages)
Planning work and Performance Agreement
Preparing work plan and setting targets(Setting
performance expectations
Signing of Performance Agreement after discussion.
Monitoring and Feedback
Continually Monitoring and documenting performance
On-going communication and feedback
Identifying performance gaps and Initiating remedial
actions/PIP).
Developing Capacity to perform
PERFORMANCE MANAGEMENT SYSTEM(cont)
The Performance Management Process (cont)
Mid term Appraisal
 Discussing and recording progress made on PA
 Identifying shortcomings and agreeing on remedial actions/PIP
 Recognising achievements, where appropriate
Final Appraisal
 Assessing own performance – self assessment
 Conducting formal meeting & appraisal
 Rating [>3.2 - <2] (Excellent / Good / Fair / Unsatisfactory)
REWARDING GOOD PERFORMANCE AND TACKLING POOR
PERFORMANCE
PERFORMANCE MANAGEMENT SYSTEM(cont)
BENEFITS
To Appraisee
• Organisation goals are made clear to him
• He knows what are expected of him.
• He knows what he needs to do to meet the standards
• He can discuss with the appraiser any pertinent
issue(s) pertaining to performance in his job.
• He can identify opportunities for self-development.
PERFORMANCE MANAGEMENT SYSTEM(cont)
BENEFITS
To Appraiser
Closer working relationships based on
understanding, trust and respect can be built
mutual
Problem areas can be identified more easily and
remedial action can be initiated accordingly.
Free flow of information can be enhanced and
collective decision-making can be promoted by spending
quality time with appraisee.
PERFORMANCE MANAGEMENT SYSTEM(cont)
BENEFITS
Organisation
 Align Corporate, individual and team objectives
 Helps focus on key areas of activities (KRAs)
 Creates common bond of ownership among employees
CONFIDENTIAL REPORT
 A Responsible Officer shall ensure completion of Confidential
Reports on each and every officer working in his
Ministry/Department and drawing salary in a scale the
minimum of which is not less than Rs 7,000 monthly.
 Any rating below 3 - a shortcoming
 Communicate in writing to the officer.
 Reporting Officer submits his or her comments
 The officer submits his representations.
 Representations are justified or not, they are attached to
the C R with the comments of the Reporting Officer
INCREMENT AND INCREMENTAL CREDIT
INCREMENT /INCREMENTAL CREDIT
INCREMENT
 Salary scales and flat salaries
 Movement from initial to top salary point is incremental
 It is a method for rewarding those who have demonstrated
adequate yearly progress and whose work and conduct have
been satisfactory
 Increment not a Right - It has to be earned
 Incremental Date is 1st January
 1ST Increment is payable on confirmation
 Exception: Workmen’s group 1st January even not confirmed
 Increment on Resumption of Duty from LWOP / STUDY LWOP
INCREMENT /INCREMENTAL CREDIT(cont)
INCREMENTAL CREDIT
 Incremental Credit for Experience (outside service)
 Incremental Credit for Additional Qualifications
 Incremental Credit for Temporary Service (in the service)
 Increment For Long Service
 Increment beyond top
ALLOWANCES
ALLOWANCES
• Acting/ Responsibility
• Overtime
• Travelling
• Lecture n exams
• Uniforms
• On call and in attendance
• Funeral Grant(substantive / 1 yr’s continuous service) –
Rs 10 000 to nearest relative having borne funeral expenses
ALLOWANCES
• Meal (cyclone & unexpected retention for >3hrs- Rs 125)
• Out of pocket (short official visits- Rs 160/day)
• Subsistence (missions & training-allowance approved by FS)
•
• Disturbance (to work in Rod-25% & outer islands-50%)
• Inducement (professionals -50% instead of 25%)
• Rent (prison/police /forest/doctors)
ALLOWANCES
 Special Duty and Extra Duty Allowance:
(to work unusually long hours for completion of assignments /
reports by set time frame)
Not eligible for overtime
Put in min of 25 excess hours monthly
Approval of SO required
3 increments worth
 Travelling Allowance (various types)
 Car Allowance(in lieu of Duty Free)
 Foreign Service Allowance
 Entertainment Allowance
 Warm Clothing Allowance
 Excess Air Baggage Allowance(pg 119 EOAC)
 Ad hoc allowance
ALLOWANCES (cont)
OVERTIME
• No overtime allowance to • (a) trainees, students and apprentices;
• (b) members of a Disciplined Force; and
• (c) officers drawing salary of Rs 39,275 or more monthly.
Officers drawing Rs 39,275 to 52775: 80% of OT rate for
 :Urgent tasks or
 for completion of work that cannot be postponed
OVERTIME
RATE:
6 am -11pm: 1.5* hourly rate
11 pm – 6 am: 2* hourly rate
Sun/ PH/ cyclones: 2* hourly rate
HOURLY RATE:
Workmen’s : annual salary (AN SAL F Y) FY/52*40
Other categories: AN SAL F Y/52*33.75
TRAVELLING
• Travelling by bus for a distance of not < 1.6
kms: (by the most economical route) as
follows • 20 days (five-day week ); and
• 24 days (six-day week)
• total actual expenses for purely temporary
workers/ works on shift/roster.
• Teaching staff:
• 16 for primary & 15 for Secondary
TRAVELLING
•
•
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•
•
•
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•
•
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•
•
<1.6 km- eligible for 1 stage bus fare x 20 days / month
By Bus
Bicycle (Rs 250)
Other means (Autocycle / Motor-cycle) (Rs 400)
travel grant (Rs 6600)
commuted travelling allowance of Rs 2,200
commuted allowance of Rs 3100 & Rs 4350 (Absence for a
whole calendar month on approved leave with pay but not
having to attend duty at all)
Travelling allowance of Rs 10 200
Mileage allowance (different rates)
Fuel Allowance
Use of bicycles on bad roads for official travelling (add Rs 100)
walking allowance (Rs 250)- walking over 2 1/2 kilometres
daily (where motorcycles or other vehicles cannot be used)
RETIREMENT
RETIREMENT
Under the Pensions Act, an officer AGE LIMIT :65 YRS;
AS OF RIGHT:60 YRS;
AS A SPECIAL CASE: 55 Yrs. approval of Service Commission required
JUDGES:67 years
NOTE : Transition Period Dates worked out by PRB
REACHING THE AGE OF 45: + 10 years' pensionable service (SELF
EMPL/TAKE EMPL PRIVATE SECTOR (approval of MCSA + Service Commission)
GROUND OF MARRIAGE : female officer (approval of Commission) . For benefits,
need to reckon 5 yrs pensionable service)
DISCIPLINED FORCE: aggregate of 28 3/4 years -approval of DFSC
RETIREMENT
COMPUTATION:
GROSS PENSION = [No of months/600 x Last Annual Gross Salary] (/12)
(FULL PENSION= 33 1/3 yrs (400 months)
Example: [400/600 x 10 000 x 12] = annual GP: /12 = monthly Pension
REDUCED PENSION (option form c) =[ lump sum+ monthly pension]
LUMP SUM= (GP x 25/2) x 1/4 : EX:[(400/600 x 10 000 x 12) x 25/2 x 1/4]
Monthly Pension: 3/4 GP/12. Example: [3/4 x (400/600 x 10 000 x 12)] /12
PRB 2008: FOR OFFICERS IN POST AS FROM 1.7.08
460/690=38 1/3 FOR FULL PENSION
Note: Judges & doctors have different denominations
(
THANK U
2131947 / 2136818