The Bermuda Public Services Union’s membership rejected the government’s reform and outlined several critical concerns with pay models for civil servants
The Bermuda Public Services Union has rejected proposed changes to public servant’s pay structure to a performance-based pay model.
Under amendments to the Public Services Commission Regulations 2001, the government has made suggestions to modernise the governance and pay structure within the civil service.
However, the BPSU said it is gravely concerned with the proposal in its current form.
In a position paper by the BPSU seen by Bermuda Broadcasting, the union’s membership outline several critical concerns with a new pay model for civil servants.
The BPSU argued that the system is being advanced without proper consultation, that it relies on performance appraisal mechanisms not yet defined or tested, and lacks safeguards to protect members from bias.
Furthermore, they said the model risks inequity between legacy staff and new hires.
The union said it agrees with the need to address workforce challenges and modernise the public service, including updating job evaluation methods.
The Government provided the union with draft legislative changes to the Public Service Commission Regulations 2001 in February.
Based on the feedback from members, the BPSU has called for “an immediate pause in the implementation and a return to structured, transparent, and consultative process.”
A presentation to members said the Government’s aim is to address a ‘cumbersome, lengthy, recruitment process,’ as the country faces a declining birth rate, a growing number of posts difficult to fill and a highly competitive local and global job market which the reform aims to address.
A seven-factor job evaluation method and 15-level pay grading structure is meant to create internal equity across roles.
The Head of the Public Service, Cherie Whitter responded to the BPSU’s comments to clarify that the Government is not considering the introduction of traditional performance-based pay system for civil servants, ordinarily linked to bonuses or incentive pay on top of base pay.
She said, “Instead, what is currently under consideration is the implementation of a new job evaluation tool and corresponding grade structure, aligned with the Public Service Strategic Plan 2024–2027, to strengthen recruitment, retention and attraction.The new competency‑based job evaluation tool, developed in partnership with PwC, is designed to assess the value of public service roles across government.”
Ms. Whitter added that the government’s current job evaluation system has been in place for more than 50 years and the grading structure is designed to provide a ‘more modern and competitive structure’.
A timeline suggests the transition to new grade structure would begin within the public services ideally before the end of 2026.
Ms. Whitter said, “While grade progression will continue to be linked to performance, under the new framework, progression will be directly linked to a structured performance appraisal process.
“Importantly, the transition to the new job evaluation tool and grade structure is subject to ongoing consultation with Union partners.”
