Disclaimer: The views and opinions expressed by this author are their own and do not represent the official position of the Barbados Today.
by Michael Ray
It must be clearly understood that for a number of years, civil servants have not been the recipients of any beneficial or improved pension arrangements and conditions; this has always been the case whether subsequent to an actuarial review or after the passage of legislation amending existing laws.
For anyone to dismiss the concerns of civil servants as “much ado about nothing” is tantamount to a lack of concern and respect for those widely regarded as the support staff forpolitical directors.
The Law Books of Barbados as well as transcripts of parliamentary debates contain a copious amount of information about pension arrangements and conditions for both civil servantsand parliamentarians.
The following are examples of the type of information included in such pension laws.
1) The pensionable age of a civil servant is 67 years as set out by the Pensions Act Cap 25, while a member of parliament can receive a pension at the age of 50 years old.
2) Over the years, the age for civil servants to receive pension has moved from 55 years to 60 years, then to
65 and now 67 years.
3) In 1989, a change was made that allowed parliamentarians to receive a pension at age 50.
4) When a parliamentarian serves for two terms and then leaves parliament, he/she is entitled to a pension at age 50, but when a civil servant leaves his employment, he cannot receive pension until the retirement age of 67 years.
5) A civil servant can receive a full pension after 33 and a third years of service, while a member of parliament can receive a pension equivalent to two-thirds of salary after 12 years and then later qualify for a full pension after 12 years.
The disparity between the terms and conditions for civil servants and parliamentarians is a genuine concern that should not be taken lightly especially when civil servants have long been considered essential support staff for the political directorate.
With a history that shows civil servants being disadvantaged from time to time, the recent IMF report is sure to have a negative impact on the emotions and sensitivities of those who will be directly affected by the changes.
I am therefore suggesting the application of Vroom’s expectancy theory that clearly sets out a belief system grounded in valence, expectancy and instrumentality?
At the core of Vroom’s theory is the need for leaders and managers to match rewards directly to performance, to ensure that the rewards provided are the rewards deserved and wanted by the recipients, and that favourable performance will result in a desireable reward
Our civil servants are unlikely to desire or be deserving of reductions in terms and conditions of pensions.
Of course, we are all in it together.
