The Government of Grenada is committed to improving Public Service productivity within fiscally sustainable parameters. While the Homegrown Structural Adjustment Programme resulted in significant economic improvement, more must be done to maintain these gains and further strengthen economic performance. To this end, the Public Service Management Reform Strategy has been developed to chart the way forward. It is intended that this strategy will serve as a catalyst for the transformation of Grenada’s Public Service to one that is high performing, professional, results-driven, risk aware, responsive and customer-centric. This, in turn, is likely to better position Grenada’s development and competitiveness as a small island developing state. The reform strategy is built on the following four pillars: Re-engineering the Public Service This pillar seeks to improve governance in the Public Service thereby strengthening the machinery of government towards greater effectiveness and efficiencies. This entails: (a) the determination and revision of the core business and functions of government, (b) the delineation of roles and responsibilities of centres of government, and (c) strengthening the governance and account ability arrangements through legislation, regulations and policy instruments for the public services. Strategic HR Management The goal is to improve employee well-being and development aimed at ensuring optimal deployment and utilisation of human resources across the Public Service through: (a) capacity development (b) integrated performance management (c) human resource management information systems to discharge the re-conceptualised human resource functions of government. Integrated Information Government seeks to improve the ease of doing business in the Public Service. Critical to this, is the ability to leverage ICT particularly in enhancing service delivery and to create efficiencies in various government operations. In addition, the Public Service Management Reform Strategy was developed and guided by the core principles entrenched in the Caribbean Public Service Charter. The Government of Grenada fully endorses the Charter and adapts the framework as a template for its Public Service advancement that would enable better designed and targeted interventions to support its Public Sector transformation efforts. Grenada’s commitment to this regional initiative emboldens it on its Public Service reform journey. Mindful of the need for empirical evidence and systematic evaluation of the impact of the identified reforms, heavy emphasis will be placed on the identification of the right performance indicators and the supporting data collection and information management systems necessary to demonstrate the successful results anticipated from the reform initiatives. Further, Government is cognisant that managing change in the Public Service is a mammoth challenge and so, it will adopt an incremental approach to change, in line with its current capacity and level of organisational maturity, until the desired changes take root. The road to fiscal stability is known to be long and difficult, but the Government of Grenada pledges its full commitment to sticking to the task and will give its full support to the process at all levels. SOURCE: LYNDONNA MARSHALL, Head, Reform Management, Department of Public Administration, Prime Minister's Office, GRENADA 6 Strategic Compensation Management This pillar aims for fiscally sustainable compensation management. Government recognises the need to examine existing compensation arrangements with a view to developing compensations solutions within an affordable and sustainable Public Service wage bill. This includes: (a) revising the compensation architecture to reflect competitive and performance-based remuneration, (b) the institutionalisation of a forward-looking, data-driven wage negotiation and wage setting cycle, (c) the establishment of a sustainable pension scheme (d) and regulated payroll system.
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