Public Service Employment and Pay: the Current State
Transcription
Public Service Employment and Pay: the Current State
UNITED REPUBLIC OF TANZANIA PRESIDENT’S OFFICE PUBLIC SERVICE MANAGEMENT Public Service Reform Programme Public Service Employment and Pay: the Current State and Trends over the last four years Part I (Main Report) Monitoring and Evaluation Unit Report 2004/04 ISSUED November 2004 CONTACT Permanent Secretary President’s Office Public Service Management Box 2483 Dar es Salaam Phone: 2118531-4 E-mail: [email protected] P A Y , B U D G E T , A N D E M P L O Y M E N T Contents I N T H E P U B L I C S E R V I C E ( H C M I S ) 3.4 Budgetary trends........................................3-3 3.5 Summary.....................................................3-4 4. Public Sector Institutions in Tanzania ........4-1 Contents...................................................................i 4.1 Background ................................................4-1 Tables.......................................................................i 5. Selected Gender Data ....................................5-1 Abbreviations..........................................................i Executive Summary ...........................................1-1 Methodology.....................................................1-1 Current Levels..................................................1-1 Trends...............................................................1-2 1. Introduction ....................................................1-3 1.1 Introduction and Purpose of this Report...1-3 1.2 Who are Public Servants?..........................1-3 1.2.1 Coverage of HCMIS ...........................1-4 1.3 Methodology...............................................1-4 1.3.1 Summarizing Raw Data into Indicators14 1.3.2 Employment Indicators.......................1-5 1.3.3 Remuneration and Budget Indicators .1-5 1.4 Layout and Logistics ..................................1-6 2. Current Status ................................................2-1 2.1 Introduction................................................2-1 2.2 Employment Levels ....................................2-1 2.2.1 Major Employers ................................2-1 2.2.2 Jobs, Positions, Levels........................2-2 2.2.3 Gender .................................................2-2 2.2.4 Education.............................................2-3 2.2.5 Age and Experience ............................2-3 2.2.6 Employment Status and Discipline ....2-4 2.3 Pay, Wages, Incentives ..............................2-5 2.3.1 Remuneration Indicators.....................2-5 2.3.2 Overall Level of Remuneration ..........2-6 2.3.3 Average Wages by Various Categories26 2.3.4 Pay Targets..........................................2-7 2.4 Budget.........................................................2-7 3. Trends..............................................................3-1 3.1 Introduction................................................3-1 3.2 Employment Trends ...................................3-1 3.2.1 Job Growth trends ...............................3-2 3.2.2 Gender trends ......................................3-2 3.2.3 Age, Experience, Suspensions............3-2 3.3 Pay Trends .................................................3-3 3.3.1 Gender Pay Trends..............................3-3 5.1 Female Oriented Jobs................................5-1 5.2 Male Oriented Jobs....................................5-1 6. Other Data ......................................................6-1 6.1 Education ...................................................6-1 6.2 Pay Targets ................................................6-1 Tables Table 1: Major Job Classes of Public Servants .... 1-1 Table 1: Breakdown of Employment.................. 2-1 Table 2: Large Employers ................................ 2-1 Table 3: Major Job Classes of Public Servants .... 2-2 Table 4: Gender Employment by Broad Job Type2-3 Table 5: Education-Gender............................... 2-3 Table 6: Age and Experience (Disaggregated).... 2-4 Table 7: Employment Status ............................ 2-4 Table 8: Suspensions by Job Class .................... 2-5 Table 9: Remuneration Indicators..................... 2-6 Table 10: Disaggregated Average Wages .......... 2-7 Table 11: Job Growth from Sep 2000 to Sep 2004 32 Table 12: Remuneration Indicators ................... 3-3 Table 13: Wage Bill Data ................................. 3-3 Table 14: List of Public Institutions Receiving Government Subventions.......................... 4-2 Table 15: Institutions included in the HCMIS (June 2004) ..................................................... 4-3 Table 16: % of Females in Various Broad Job Categories............................................... 5-6 Table 17: Pay Targets by Grade ....................... 6-1 Abbreviations DCDM, De Chazal Du Mee GoT, Government of Tanzania LG, Local Government (Local Authority) M & E, Monitoring and Evaluation MDAs, Ministries, Departments and Agencies N, Number of Observations O.C., Other Charges PMS, Performance Management Systems i P A Y , B U D G E T , A N D E M P L O Y M E N T I N T H E P U B L I C S E R V I C E ( H C M I S ) PO-PSM, President’s Office Public Service Management PSRP, Public Service Reform Programme ii P A Y , B U D G E T , A N D E M P L O Y M E N T I N T H E P U B L I C S E R V I C E ( H C M I S ) Executive Summary This report is part of a series of Monitoring and Evaluation Studies prepared by the President’s Office Public Service Management (PO-PSM). Using the PO-PSM Human Resource and Payroll Management Information System (HCMIS) this report describes Public Service Employment and Pay for the 2003/04 financial year. Based a new series of indicators it also documents key trends and changes over the past four years, from September 2000 to September 2004 Methodology For the purpose of this report, Public servants are considered full time employees working for Ministries, Independent Departments, Regional Secretariats and Local Authorities. Analysis used the PO-PSM HCMIS database. Though this covers most public servants, there are key exclusions. First, data presented here excludes public servants working in the Military, Intelligence Services and PCB. Their data is sensitive. Second, it excludes employees of Public Institutions (“Public Corporations” or “Parastals”). Though these people technically work for Central Government, PO-PSM has no detailed data on their employment. Finally, due to incompleteness data for Executive Agencies has been excluded. Current Levels Table 1: Major Job Classes of Public Servants Job Classification Teacher Medical Worker (Nurse, Doctor, Med. Off) Police Officer Education Officer (Inspector, Administrator) Prison Officer Technician/Craftsman (*) Watchman (*) Office Supervisor/Attendant (*) Agricultural Field Officer Accountant (*) Driver (*) Livestock Field Officer Typist/Secretary (*) Village/Ward/Division Officer (*) Forester Judicial Officer (Judge, Court Clerk, etc) Registry Clerk (Records Management) (*) Community Development Officer Kitchen Worker (*) Game Officer Stores/Supply Officer (*) Public Health Officer Immigration Officer Telephone Operator (*) Others Conversion Designation Others Total Number 123,573 32,215 22,309 % 43.1% 11.2% 7.8% 12,907 9,390 7,502 7,379 6,844 4,260 4,168 3,338 2,915 2,868 2,494 2,245 2,010 1,997 1,600 1,543 1,152 1,125 1,058 753 306 4.5% 3.3% 2.6% 2.6% 2.4% 1.5% 1.5% 1.2% 1.0% 1.0% 0.9% 0.8% 0.7% 0.7% 0.6% 0.5% 0.4% 0.4% 0.4% 0.3% 0.1% As of September 2004: The government consisted of 286,817 active Public Servants. A majority of these were employed by Local Authorities (64%). Roughly speaking, for every employee of a Ministry there are two employees working in Local Government. 18,100 6.3% Across Tanzania, there is approximately 1 12,766 4.5% public servant for every 100 citizens. 286,817 100% Almost 50% of all public servants are directly related to the provision of education, either as teachers or inspectors and administrators. More generally, some 65% of all public servants are doctors, medical officers, nurses, teachers, police, or prison officers. They provide services directly to citizens. Forty (40%) percent of all public servants are women. However, as one moves up the ladder in terms of pay and responsibility there are fewer and fewer women. In Central Government only 22% of all high-level, decision-making posts are occupied by women Many jobs show high levels of gender imbalance. For example most drivers are men and most secretaries are women. While this is to be expected, only 5% of all women are employed in Page 1-1 P A Y , B U D G E T , A N D E M P L O Y M E N T I N T H E P U B L I C S E R V I C E ( H C M I S ) positions dominated by women while 39% of all men are employed in positions dominated by men. Six percent (6%) of all Public Servants have attended form VI or have acquired a University Education. On the other hand, almost half the Public Service has only a Primary School education (or lower level of attainment). The average public servant is 43.25 years old and he or she as been working in the Public Service for 17.2 years Currently some 0.14% of all Public Servants are on some level of suspension. This incidence contrasts sharply with service user’s perceptions of corruption. For example, in the Service Delivery Surveys undertaken by PO-PSM, 19% of all users reported that they were requested to pay an “inducement” (or bribe), while 13% admitted to actually paying one. To the degree that these self-reported incidences are reflective of reality, the probability of being suspended due to corruption is virtually zero. As of September 2004 the average public servant received a monthly wage of TSH 130,984. However once taxes and pension contributions are deducted, “take home” pay (in cash) totaled Tsh 109,531. On an annual basis, the average monthly wage ($123.52) is equivalent to 4.9 times the per capita GDP in Tanzania. Public Servants should be considered amongst the richest Tanzanians, not the poorest. In terms of distribution, only 5% of all public servants have monthly wages above Tsh 200,000 per month and only 33% have monthly wages above Tsh 150,000 per month. As of September 2004, actual salaries were 83.78% of their targeted values found in the Medium Term Pay Policy Trends Looking at the four year period from September 2000 to September 2004, the following trends have been highlighted: The number of public servants increased from 263,382 to 286,817 or at an annual average percentage increase of 2.1%. This is slower than the growth of the population so there are now slightly fewer public servants per capita than there were at the beginning of the period. Much of the increase is due to increases in teachers, whose numbers increased by over 20,000 during this period. More generally, employment increases occurred at Local Authorities, not Regional Secretariats or Central Government. This is in line with Government’s policy of decentralization. The percentage of women in the public service has increased slightly, but not at upper levels of management The government is getting slightly younger, either due to the surge in new recruitment or perhaps due to changes in retirement policy. Salaries, on either a pre-tax or after-tax basis have improved at an annual rate of 12-15% in Shillings, depending on how remuneration is measured. Average take home (cash) payments have increased by roughly Tsh 40,000 per month, from around Tsh 69,000 per month in September 2000 to about Tsh 109,000 per month in September 2004. On a $US basis, salaries increased at an average annual rate of 4.3% indicating that some levels of the nominal increase have been eroded through inflation. Though salaries have increased, salary targets in the Medium Term Pay Policy have not been met. Actual salaries have remained in a band of 84-86% of their targeted levels, with little movement. Page 1-2 B U D G E T , A N D E M P L O Y M E N T I N T H E P U B L I C S E R V I C E ( H C M I S ) Chapter I P A Y , 1. Introduction 1.1 Introduction and Purpose of this Report This report is part of a series of Monitoring and Evaluation Studies prepared by the President’s Office Public Service Management (PO-PSM: previously the Civil Service Department). PO-PSM is responsible for installing Human Resource and other Management Systems in Government Ministries, Departments, and Agencies throughout Tanzania. It also implements the Public Service Reform Program (PSRP), a major component of which is promotion of Monitoring and Evaluation.1 Using the PO-PSM Human Resource and Payroll Management Information System (HCMIS) this report describes Public Service Employment and Pay for the 2003/04 financial year. Based a new series of indicators it also documents key trends and changes over the past four years, from September 2000 to September 2004. 1.2 Who are Public Servants? For the purpose of this study, Public Servants are defined as employees who work full time for Ministries, Departments, Regions and Local Authorities.2 This constitutes a subset of employees who are paid through “public funds” or might broadly be considered to “work for government.” Public Servants For the purpose of this document a Public Servant can be considered: A full time employee of a Government Ministry, Department, Region, or Local Authority. This is a working, rather than legal definition of who constitutes a Public Servant. According to law, public Servants are defined in the Construction of Laws and General Services Act (No X of 1972). They include {see Act: MATTHIAS OR MRS ABOUD}. Subsequently, however, each legal instrument defines Public Servants differently, for the express purpose of the Act or Regulation at hand.3 PO-PSM’s computerized HCMIS4 covers most of the Public Servants defined above. Key exclusions from the database include: Employees in “SENSITIVE” positions, for example the Military, PCB and Intelligence Officers. These persons are technically public servants.5 CONTRACT EMPLOYEES, CASUAL LABORERS, ETC. This exclusion mainly affects minimum wage employees, especially in Local Authorities, where many security staff, cleaners, etc. are paid 1 Further information about Tanzania’s PSRP can be found at www.estabs.go.tz. Regions include Regional Administrations (the RAS’s office), Regional Commissioners, and District Commissioners Offices. 3 In the Public Service Act, a public servant works in a “paid public office in the United Republic charged with the formulation of Government Policy and delivery of public services other than: (i) a parliamentary office (ii) an office of a member of council, board, panel, committee or other similar body whether or not corporate, established by or under any written act (iii) an office the emoluments of which are payable at an hourly rate, daily rate or term contract (iv) an office of a judge or other judicial office (v) an office in the police force or prisons service” (Section 3(a)). This definition differs from that in the Public Service Regulations, where Police and Prison are included. 4 A brief history of the development of this system as well as its current constraints can be found in the Annex (see page {}) 5 On the other hand the President’s and Prime Minister’s details can be found in the database, though their data is also, in many ways”sensitive.” Generally, the Military’s HR and Payroll are very well administered using a computerized system, so their exclusion is both a consideration of sensitivity and the historical development of their own management systems. 2 Page 1-3 P A Y , B U D G E T , A N D E M P L O Y M E N T I N T H E P U B L I C S E R V I C E ( H C M I S ) through “Other Charges” (O.C). This also excludes contract (term) employees (such as long-term consultants hired by Ministries). SOME POLITICIANS, for example Local Government Councilors (who are also paid through O.C). These may total some 3-4,000 persons.6 MOST EMPLOYEES OF PUBLIC INSTITUTIONS (“taasisi”), such as employees of the University of Dar es Salaam, TRA and Bank of Tanzania. Though many of these institutions are integral to “government” (for example, Central Banking is rarely undertaken by the Private Sector), they tend to have different salary and employment structures than the “public service.”7 The HCMIS does contain 25 “Companies,” such as Tanzania Investment Centre and KCMC but this is a small fraction of existing institutions. Exclusions may total some 21,000 persons.8 SOME EXECUTIVE AGENCIES: of the 20 Executive Agencies formed as of June 2004, 12 are contained in the HCMIS.9 Generally speaking, inclusion depends on the mode of payment rather than employment; some employees of Executive Agencies are paid through “own funds” others by Central Government. Given the data at hand, results in this study will severely underestimate the size of government or public sector employment in Tanzania. 1.2.1 COVERAGE OF HCMIS The annex tables (see page 4-1) contains a list of institutions both covered and excluded by the HCMIS. Roughly speaking the database covers some 90% of the Tanzanian Government’s nonsensitive employees. The exclusions working for Public Corporations are likely to have higher salaries than Public Servants, and this introduces some level of bias into our remuneration estimates and trends.10 1.3 Methodology The HCMIS contains information on individual employees in the Public Service. Data includes: SOCIOECONOMIC DESCRIPTORS, such as age and gender EDUCATIONAL BACKGROUND, such as the highest degree or certificate received EMPLOYER: the institution the employee works for. EMPLOYMENT STATUS, for example whether the employee is on suspended pay, has been terminated, etc, as well as how long the employee has been in the Public Service PAY: salary, allowances, arrears, taxes, pension benefits and other forms of remuneration owed or made to the employee JOB, the position, grade, or job of the employee 1.3.1 SUMMARIZING RAW DATA INTO INDICATORS To gauge trends, raw data (on each employee) was converted into a series of summarized, monthly indicators. For example, the number of employees was summed or the total salaries paid were divided by employment to derive average monthly figures. This created a time series of indicators. Indicators were of the following general classes: EMPLOYMENT INDICATORS, looking at the total number of employees, for example, number of female employees, number of teachers, etc. 6 30 Councilors × 120 Local Authorities. Local Authority Councilors receive allowances, not salaries and MPs receive an allowance for staff they hire. 7 Autonomy in terns of remuneration is established by the Public Corporations Act (No 2 of 1992). 8 In the data, employees of Executive Agencies and other Public Institutions are classified under “COMPANY” 2001 while those in Ministries, Departments, Agencies, Regions, and Local Authorities are classified under COMPANY 2002. The 26 institutions under Company 2001 average 257 Employees (June 2004, data). Rounding this to 300 (since many excluded, such as the Universities are quite large) and assuming there are at least 70 “Public Institutions” excluded results in 21,000 employees. 9 Note: Public Institutions are sometimes called agencies (such as TRA). They differ from Executive Agencies in terms of operations and legislation, though both forms have increased autonomy in terms of remuneration. Executive Agencies are generally considered part of the Public Service (in many regulations) and fall under the Executive Agencies Act. Agencies such as TRA have their own legislation. 10 On the other hand, the exclusion of a large number of minimum wage employees through O.C. may counteract this bias. Page 1-4 P A Y , B U D G E T , A N D E M P L O Y M E N T I N T H E P U B L I C S E R V I C E ( H C M I S ) PAY INDICATORS: looking at average salaries (before deductions) and wages (after deductions), arrears, salary, allowances, arrears, taxes, pension benefits and other forms of remuneration owed or made to the employee BUDGET INDICATORS, which totaled payment obligations or liabilities, for example, the wage bill, budgets, or total arrears. Generally, each class of indicator (Employment, Pay, and Budget) has a different definition of the “base” or set of employees to be included in their calculation. For example, budget indicators (since they look at liabilities) tend to be more conservative. They include, for example, employees on half pay and various levels of suspension, under the assumption that in the future, their full salary might need to be paid. In other cases, indicators needed to be deflated or converted into common currencies (like dollars) in order to generate consistent time series.11 Indicators were derived internally by POPSM after a lengthy process of consultation and provisional use in the PSRP quarterly reports. Clear definitions of each indicator can be found in the annex, while key classes of indicators are described in part II of this study. All Employees paid through Public Funds [?] In HCMIS Database [332,762] 88% Active employees [293,243] 98% Permanent Government Employees [286,624] NOT In HCMIS Database [?] 12% Inactive (Terminated, etc) [39519] 2% Teacher Trainees (not yet Public Servants) 0% 2% 2% 95% 1.3.2 EMPLOYMENT INDICATORS Paid By Paid By Paid By CENTRAL Paid By LOCAL Employment indicators total the number of TT [85] “OTHER” [6511] Government [272900] Government [7128] public servants in a particular category (for example, female public servants). As can be Employed Employed By Employed By Employed by Public By Regions MDs [90636]: LGs [179,490]: Institutions and Executive seen adjacently, of the 332,762 persons in [9987]: 3% 32% 63% Agencies [6511]: 2% the June 2004 database, some 12% are Public Servants [280,113] 12 inactive. Active Public Servants are also defined to exclude Teacher Trainees. Since trainees are not yet permanently employed (they are paid through Other Charges, not PE). The most important grouping of Active Public Servants concerns who they work for (Public Institutions, Regions, MDs, Local Authorities) and who pays their salaries. Over time employment figures are likely to be affected by the coverage of the HCMIS, particularly in terms of its inclusion of Public Institutions. For this, reason, employees of Public Institutions and Executive Agencies will be typically dropped from the analysis presented here. 1.3.3 REMUNERATION AND BUDGET INDICATORS The HCMIS contains data on wages,13 employment allowances, taxes and pension benefits. While taxes should clearly not be included in any tallying of employee benefits, accounting for pension benefits is more problematic. Pension benefits will not be received until a future date. While the amount of the deduction is known its future value, in real terms is not. From the standpoint of the budget, pension obligations are clearly a budgetary cost, but the payment of taxes is not. Taxes represent a transfer from one arm of government (treasury) to another (TRA). In all cases, indicators are derived on a “cash” basis (where transfers are included) and an “economic” basis (where transfers are not). 11 Assumptions used to convert currencies or divide by GDP are documented in the Annex (see {}). Raw figures (number of employees) are listed in square brackets, []. “Inactive” employees have the following status: TM (Terminated), XN (On IPD, not in payroll), SN (Suspended No Pay) , and FZ (in Transfer, No Pay). 13 Again, wages are a separate field from salaries. For example, if a person is on half pay, their wage is 50% of their salary. 12 Page 1-5 P A Y , B U D G E T , A N D E M P L O Y M E N T I N 1.4 Layout and Logistics This report can be downloaded from www.estabs.go.tz. PO-PSM is in the process of developing a database of indictors over time to be accessible from this web-site. The remainder of this report is divided into three chapters: CHAPTER TWO: A description of the current status in terms of employment, remuneration and budgeting. Chapter two contains a detailed disaggregation of data and focuses on September 2004. CHAPTER THREE: Trends in terms of employment, remuneration and budgeting. Data covers the Period from September 2000 to September 2004. CHAPTER FOUR: a brief background on government institutions CHAPTER FIVE: ANNEX. These provide additional data. T H E P U B L I C S E R V I C E ( H C M I S ) M&E Reports M&E (Monitoring and Evaluation) reports can be downloaded from the web site www.estabs.go.tz These reports have been prepared independently and are designed to provide an unbiased assessment of the progress and impact of Public Sector Reforms in Tanzania. Comments concerning this report may be addressed to: Daniel Kobb President’s Office: PSM Box 2483 Dar es Salaam, Tanzania Phone: 2110715 E-mail: [email protected] Part II of this report provides additional data on an indicator by indicator basis. Page 1-6 B U D G E T , A N D E M P L O Y M E N T I N T H E P U B L I C S E R V I C E ( H C M I S ) Chapter II P A Y , 2. Current Status 2.1 Introduction Using the HCMIS database, this section analyses employment, pay and HR related budgetary data for the month of September 2004. Focusing on a single period permits the disaggregation of information in terms of employer, gender, employment status, age and other socioeconomic characteristics. Em ploym ent in the Public Service Ministries, Departments 32% Regions 4% Local Governments 64% 2.2 Employment Levels As of September 2004 the HCMIS database contained information on 286,817 active Public Servants. A majority of these are employed by Local Authorities (64%). Roughly speaking, for every employee of a Ministry there are two employees working in Local Government. Across Tanzania, there is approximately 1 public servant for every 100 citizens.14 Though a majority are employed by Local Governments, only 3.6% are paid by Local Governments. In addition to Public Servants, the HCMIS database tracks information concerning 21,503 other employees. These either work for Public Institutions (4,400) and Executive Agencies (2,164) or are still being trained as teachers (and thus, have not entered into full time contact). In all these “others” comprise 7% of the total employees monitored by PO-PSM. 2.2.1 MAJOR EMPLOYERS Who do public servants work for? Table 2: Breakdown of Employment Description Public Servants Local Governments Ministries, Departments Regions Others Public Institutions Executive Agencies Teacher Trainees Total Number 286,817 185,845 90,920 10,052 21,503 4,400 2,164 14,939 308,320 % (Sub) 100% 65% 32% 4% 100% 20% 10% 69% % Total 93% 7% 100% Table 3: Large Employers Organization Min. of Home Affairs-Police Ministry of Education Min of Home Affairs-Prison Judiciary Kinondoni District Ilala District Temeke District Moshi District Min Natural Resources & Tourism Employees 27,074 18,973 11,177 5,994 4,617 3,842 3,554 3,522 3,480 % 9.4% 6.6% 3.9% 2.1% 1.6% 1.3% 1.2% 1.2% 1.2% Cum 9.4% 16.1% 20.0% 22.0% 23.7% 25.0% 26.2% 27.5% 28.7% Note: CUM = Cumulative The HCMIS monitors 187 different employers. Though most public servants work for Local Authorities the largest employers tend to be Ministries, in particular the Ministry of Home Affairs (Police, Prisons), Education (including Secondary School Teachers), and the Judiciary. Following these (see Table 3) are the Local Authorities (Municipalities) of Dar es Salaam.15 The 9 largest employers employ 28.7% of all Public Servants in Tanzania. 14 That is, public servants make up 0.85% of the population. When classifying employers, Regions include both Regional Secretariats (the RAS’s Office) as well as the District and Regional Commissioner’s office. 15 Though the Dar es Salaam Local Authorities are large employers, the average rural district employs more people than the average urban districts (on average 1,633 for rural vs. 1,483 for urban). Urban councils may, however, employ more persons (or have higher expenditures) per capita population. Page 2-1 P A Y , B U D G E T , A N D E M P L O Y M E N T I N T H E P U B L I C S E R V I C E ( H C M I S ) In contrast to these large employers there are 12 institutions employing less than 100 persons and 9 employing less than 50. For example, the Teacher’s Service Commission employs 2 persons and the Lands Tribunal 18 persons.16 Table 4: Major Job Classes of Public Servants 2.2.2 JOBS, POSITIONS, LEVELS What do public servants do? Almost 50% of all public servants are directly related to the provision of education, either as teachers or inspectors and administrators. More generally, some 65% of all public servants are doctors, medical officers, nurses, teachers, police, or prison officers. They provide services directly to citizens. Following these large groups of service providers the Public service consists of a wide range of administrative officers: craftsman, watchman, accountants, office supervisors, office attendants, drivers, typists and so forth. Adjacently, these positions have been assigned an asterisk (*). Those with an asterisk, constitute 18% of the major positions documented in Table 4. Job Classification Teacher Medical Worker (Nurse, Doctor, Med. Off) Police Officer Education Officer (Inspector, Administrator) Prison Officer Technician/Craftsman (*) Watchman (*) Office Supervisor/Attendant (*) Agricultural Field Officer Accountant (*) Driver (*) Livestock Field Officer Typist/Secretary (*) Village/Ward/Division Officer (*) Forester Judicial Officer (Judge, Court Clerk, etc) Registry Clerk (Records Management) (*) Community Development Officer Kitchen Worker (*) Game Officer Stores/Supply Officer (*) Public Health Officer Immigration Officer Telephone Operator (*) Others Conversion Designation Others Total Number 123,573 32,215 22,309 % 43.1% 11.2% 7.8% 12,907 9,390 7,502 7,379 6,844 4,260 4,168 3,338 2,915 2,868 2,494 2,245 2,010 1,997 1,600 1,543 1,152 1,125 1,058 753 306 4.5% 3.3% 2.6% 2.6% 2.4% 1.5% 1.5% 1.2% 1.0% 1.0% 0.9% 0.8% 0.7% 0.7% 0.6% 0.5% 0.4% 0.4% 0.4% 0.3% 0.1% 2.2.3 GENDER Forty (40%) percent of all public servants are women.17 Though this constitutes a fairly broad base, women are not evenly distributed within the public service. Women are 18,100 6.3% concentrated in specific jobs many of which are in 12,766 4.5% 286,817 100% the lower-to-middle range of the salary scale. In positions of upper level management, where extensive education is required, one finds fewer and fewer women. For example, PO-PSM monitors the level of females in Central Government decision making posts by adding the number of women who are directors, assistant directors, commissioners, Permanent Secretaries, Deputy Permanent Secretaries, and Chief Secretaries. Amongst this cadre, only 22% are women. The gender composition of the Public Service is determined by several factors. Most important is the establishment (the list of available jobs in the service) and the interplay of these positions with the traditional roles of men and women in Tanzanian society. To provide the simplest example, women tend to be typists and men tend to be drivers. If the job of driver was outsourced (“privatized”) this would increase the percentage of women in the public service. So, what jobs do women and men tend to take? To answer this question, an in-depth analysis was undertaken focusing on all jobs having more than 20 employees.18 Within this sample, positions having an unbalanced gender composition were then extracted. For example, there were 32 different jobs, in which women constituted 75% or more of all employees. These jobs employed 5% of all public servants and can be considered to be “female-oriented” jobs. Jobs within this group included Nurses and Maternal Health Workers, Secretaries, and Phone operators (for a detailed list see sections 5.1 and 5.2 beginning on page 5-1). On the other hand there were 250 different “male oriented” jobs comprising some 27% of the public service. These included many of the higher, “glamour” positions (Judge, Permanent Secretary, Doctor, District Executive Director, MPs), most positions in the Police Force and Prisons, many of the key sector extension jobs (Agriculture, 16 To recall Chapter 1: in some cases classifications and descriptions in the database are not very accurate. Actually, the gender of 14% of all Public Servants found in the HCMIS is not known. Figures in this section concern only those who have been classified as male or female. 18 There are about 1,500 different “jobs” in the Public Service. The “job” is quite specific and depends on levels, with Accountant (II) being different than Accountant III. Therefore, jobs with few people were dropped from the sample. 17 Page 2-2 P A Y , B U D G E T , A N D E M P L O Y M E N T Veterinarian, Forestry, Game and Land Surveyors) which are field and travelrelated, as well as the auxiliary positions traditionally held by men (drivers, security). The gender composition of a particular job reflects both demand and supply factors. On the demand side, influences include preference, tradition, and physical strength, while on the supply side the dispersion of professions by gender is also established by past and current trends in education. In particular, more men graduate university than women, and more men enter the sciences then women. For example, differing levels in “science” achievement might explain the large number of male accountants and laboratory technicians, since these positions are not traditionally gender based. I N T H E P U B L I C S E R V I C E ( H C M I S ) Table 5: Gender Employment by Broad Job Type Broad Job Class Driver Watchman Game Officer Technician/Craftsman Police Officer Village/Ward/Division Officer Public Health Officer Livestock Field Officer Forester Prison Officer Immigration Officer Other Agricultural Field Officer Stores/Supply Officer Education Officer Accountant Kitchen Worker Teacher Community Develop. Officer Judicial Officer Office Supervisor/Attendant Registry Clerk Medical Worker Telephone Operator Typist/Secretary Total Female 27 169 112 887 2,616 289 168 515 440 2,048 167 3,253 1,057 322 3,259 1,421 562 50,537 746 1,061 3,599 1,219 20,913 253 2,482 98,122 Male 2,924 5,272 1,009 6,334 17,954 1,827 854 2,329 1,734 7,225 552 9,746 3,063 707 6,384 2,324 775 61,089 644 891 2,929 583 9,840 39 180 147,208 Total 2,951 5,441 1,121 7,221 20,570 2,116 1,022 2,844 2,174 9,273 719 12,999 4,120 1,029 9,643 3,745 1,337 111,626 1,390 1,952 6,528 1,802 30,753 292 2,662 245,330 %F 0.9% 3.1% 10.0% 12.3% 12.7% 13.7% 16.4% 18.1% 20.2% 22.1% 23.2% 25.0% 25.7% 31.3% 33.8% 37.9% 42.0% 45.3% 53.7% 54.4% 55.1% 67.6% 68.0% 86.6% 93.2% 40% Overall, women depended less than men on gaining employment in female-specific Note: % F = % Female. Includes only those whose gender has been professions. While 5% of all women are classified employed in positions dominated by women (i.e. the “female oriented” jobs), Education of the Public Service 39% of all men occupied positions dominated by University men. Similar results, for general job Form VI or Education / Advanced classifications are contained above (see Table Postgrad Diploma 5). Diploma 3% The link between the nature of the job and its gender composition has strong implications in Form IV or terms of developing strategies to achieve a Ordinary more gender balanced public service. First, Diploma should strategies target jobs? Broadly, one 47% could promote and encourage women to enter traditionally male dominated jobs or one could promote and encourage women in “neutral” positions (for example, teaching which is 45% female as opposed to “Watchman,” which is 3% female). Second, to what degree should “decision makers” and “managers” be targeted and at what point should the intervention be made (given, for example that the supply of college educated females remains low)? 2.2.4 EDUCATION Six percent (6%) of all Public Servants have attended form VI or have acquired a University Education (see the graphic above). On the other hand, almost half the Public Service has only a Primary School education (or lower). More detailed data on education can be found in the annex (see Section 6.1 page 6-1). 3% Primary Education (or below ) 47% Table 6: EducationGender Education Level Up to Standard 4 Standard 5-8 Form 1-4 Ordinary Diploma Form 5-6 Advanced Diploma Bachelors Degree Post-grad Diploma Masters Degree Doctorate Overall % Women 19% 44% 41% 29% 20% 23% 21% 19% 23% 11% 40% Note: includes only those whose gender has been classified In terms of education, women are clustered as Primary School and Form I-IV leavers. As one proceeds up the educational ladder (for example to University level) there are fewer and fewer women (see Table 6). 2.2.5 AGE AND EXPERIENCE Page 2-3 P A Y , B U D G E T , A N D E M P L O Y M E N T I N T H E The average public servant is 43.25 years old and he or she as been working in the Public Service for 17.2 years. Age (and experience) differs by job (and thus employer), gender, and education. Some jobs (for example in the Ministry of Foreign Affairs) require significant experience. On the other hand, the average age of a police or prison officer is relatively young, and this reflects not only easy entry requirements (in terms of schooling and training) but retirement policies which remove the eldest from the profession. Surprisingly, there is little difference in the average experience of men and women. Biases in hiring practice (towards experience) are commonly believed to prolong historical gender imbalances. This would have explained the lower numbers of women in upper management positions, but based on aggregate levels this does not appear the case. As can be seen in Table 7 both the most educated Public Servants (those with doctorates) and the least educated Public Servants (those not completing Primary Education) are nearing retirement age. 2.2.6 EMPLOYMENT Table 8: Employment Status STATUS AND DISCIPLINE Status No % Currently 0.63% of all Full Time 280,843 97.917% public servants are in In Transfer 1,826 0.637% Suspended 414 0.144% the process of being No Data 3,734 1.302% transferred and 0.14% Total 286,817 100% are on some level of suspension (i.e. under some disciplinary action). The reasons for suspension are not monitored in the HCMIS, but the incidence or level of suspensions contrast sharply with service user’s perceptions of corruption. For example, in the Service Delivery Surveys 19% of all users reported that they were requested to pay an “inducement” (or bribe), while 13% admitted to actually paying one. To the degree that these self-reported incidences are reflective of reality, the probability of being suspended due to corruption is virtually zero. In other words, despite reportedly widespread incidence of corruption there is a correspondingly minimal level of disciplinary Oldest Institutions action taken. P U B L I C S E R V I C E ( H C M I S ) Table 7: Age and Experience (Disaggregated) Classification BY GENDER (*) Male Female BY ORGANISATION Region Executive Agency Local Gov. Central Gov. BY EDUCATION < Standard 4 Doctorate Masters Post Graduate Bachelors Standard 5-8 Advanced Diploma Ordinary Diploma Form 1-4 Form 5-8 BY JOB CLASS Police Officer Prison Officer Immigration Officer Teacher Public Health Officer Stores/Supply Officer Accountant Registry Clerk Typist/Secretary Education Officer Office Supervisor/Attendant Medical Worker Judicial Officer Livestock Field Officer Community Dev. Officer Technician/Craftsman Forester Agricultural Field Officer Village/Ward/Division Officer Driver Telephone Operator Other Kitchen Worker Game Officer Watchman Age Experience 45.0 42.3 20.4 19.7 46.1 46.0 43.9 43.2 20.2 20.4 16.6 17.0 53.8 52.7 49.9 49.4 46.5 46.2 45.7 44.7 40.7 39.1 22.6 24.4 24.0 24.0 20.3 22.8 20.6 20.5 17.1 15.1 40.0 40.6 42.3 43.4 43.4 43.8 44.0 44.0 44.1 44.2 44.4 44.4 45.4 45.4 45.7 45.7 45.8 46.2 46.5 46.5 46.6 46.9 47.4 47.5 48.3 Note: all values are in years Institutions Public Debt & General Services (59.4), Teacher's Service Commission (51.5), Foreign Affairs & Intl. Co-operation (51.0), Suspensions vary widely according to Office of the Speaker (50.1), Occupational Safety & Health (49.8), profession. On an aggregate level (looking Min. Co-Operatives & Marketing (49.4), Community Dev, Women & at total incidence), the most widely Children (49.4), Registrar of Political Parties (49.1), Public Service suspended profession are accountants. Commission (48.5), Kagera Region (48.3) Corruption studies in Tanzania typically Youngest Institutions identify the police, courts and revenue Anti-Drug Commission (34.7), Bukombe District (39.5), Hanang authorities as places where corruption is the District (39.8), Tanzania Tree Seed (40), Ministry Home Affairsmost rampant. The data, however, shows Police Force (40.2), Simanjiro District (40.6), Min.Home AffairsPrison Srvcs (40.9), Mkuranga District (41.1), Kiteto District (41.2), that very few of these are suspended. For Bariadi District (41.6) example, there are some 22,309 police officers but only 9 are currently suspended. Note: Average Age, in years, in parenthesis Disciplinary action appears more common in the judiciary where there are some 2,010 court workers, 34 of whom are currently suspended. Page 2-4 P A Y , B U D G E T , A N D E M P L O Y M E N T I N T H E 2.3 Pay, Wages, Incentives To review, the HCMIS database tracks the following pay related items: SALARY: the statutory, gross monthly payment due an employee based on their salary grade, scale, and schedule WAGE: the actual gross monthly payment made to an employee. The wage differs from the salary according to the employment status of the public servant. For example, a public servant may be suspended on half pay. ARREARS: the amount paid an employee for previous underpayments. Arrears are typically generated when an employee is promoted. ALLOWANCE: a fixed monthly statutory payment to an employee; differs from “allowances” paid as per diems, workshops, etc. TAX: the amount of tax deducted from the employee’s wage. “BENEFITER”: the monthly pension (retirement) contribution made by the employing institution, on behalf of the public servant “BENEFITEE”: the monthly pension (retirement) contribution made by the public servant; a deduction from his or her gross wage P U B L I C S E R V I C E ( H C M I S ) Table 9: Suspensions by Job Class Class Accountants Teacher Judiciary Watchman/Guard Health Worker Works/Technicians General Administrator Office Attendant/Secretary Unknown Village/Ward/Divisional Officer Stores/Supplies Officer Lands Officer Police Records Officer Natural Resources Police/Prisons Administration Immigration Driver Agriculture/Vet Other Support Staff Prison Total No 90 73 34 32 24 24 18 17 17 12 9 9 9 8 8 7 6 5 5 4 3 414 % 21.7% 17.6% 8.2% 7.7% 5.8% 5.8% 4.3% 4.1% 4.1% 2.9% 2.2% 2.2% 2.2% 1.9% 1.9% 1.7% 1.4% 1.2% 1.2% 1.0% 0.7% 100.0% Note: No = Number suspended Breakdow n of Paym ents to Public Servants Allow ances 2% Arrears 2% The HCMIS does not include other forms of remuneration, which may be quite substantial. These include: 1. SASE Payments 2. Per Diems, Workshop Allowances, honorarium, and so forth. These are paid within “Other Charges” or may be in the development budget or paid by donors. 3. Pay for secondment or various forms of consultancies, task force duties, etc. Wage 96% 2.3.1 REMUNERATION INDICATORS Remuneration can be measured in several ways, and the method selected depends upon the projected use of the indicator. Key factors include: How to address INFLATION: when increases in wage rates do not keep pace with inflation, the “real” level of remuneration goes down. This is typically addressed by converting Shilling wage rates into a more stable currency (such as $US) or deflating by the inflation rate (GDP deflator). Differences between GROSS and NET pay: Gross pay consists of Wages plus Allowances plus Salary arrears. Deductions from gross pay include taxes and pension payments. Differences over time or between current (cash) benefits and benefits due in the future. While tax is a clear cost to an employee, the deduction of money for retirement is more difficult to treat. The degree to which a deduction for pension is a benefit depends upon the real rate of return realized on the investment (or savings). To account for these factors, remuneration will be discussed in both Shilling and $US terms and indicators will include: 1. GROSS PAY: Wages + Arrears + Allowances 2. NET CASH PAY: Gross Pay – Taxes – Benefiter (i.e. employee’s own pension contribution). This indicator looks at pay from the perspective of the employee, as she picks up her salary Page 2-5 P A Y , B U D G E T , A N D E M P L O Y M E N T I N T H E P U B L I C S E R V I C E ( H C M I S ) 3. NET ECONOMIC PAY: Gross Pay – Taxes + Benefiter + Benefitee (i.e. total pension contribution). Looks at pay from the perspective of the employee, over the long run and assuming competent management of his or her retirement benefits. Table 10: Remuneration Indicators Pay Indicator Average Monthly Value Definition 2.3.2 OVERALL LEVEL OF Wage Tsh 130,984 $123.52 Wages only REMUNERATION Net Cash Tsh 109,531 $103.29 Wage– Tax + Allowance + Arrears - Employee Pension Remuneration As of September 2004 the Contribution average public servant “Economic” Tsh 146,902 $138.53 Wage–Tax + Allowance + received a monthly wage of Arrears + Employer Pension Remuneration TSH 130,984. However once Contribution taxes and pension contributions are deducted, “take home” pay (in cash) totaled only Tsh 109,531. In all, public servants paid monthly taxes of Tsh 4.2 Billion, or an average rate of 11.2% of their total wages. As can be seen in Table 10, much of the benefits received by public servants are in the form of pensions or retirement payments. Once pension benefits (paid by employers) are added, the “economic” value of a public servants remuneration (assuming a 0% return on pension contributions) becomes Tsh 146,902.19 Overall, 96% of all payments to public servants, in the PE budget, are in the form of wages.20 On an annual basis, the average monthly wage ($123.52) is equivalent to 4.9 times the per capita GDP in Tanzania. Therefore, while $123 is not (by any stretch of the imagination) a large sum of money, a public servant’s salary makes them one of the richer members of Tanzanian society. This assertion is supported by the very low rate of voluntary exit from the Public Wage Distribution Service. Low exit rates imply that the remuneration package (including legal 35% means, such as allowances, as well as 30% 30% illegal ones, such as misappropriation of 24% 25% funds and corruption) constitute 20% 20% favorable employment terms when compared to an public servant’s 15% 12% opportunity cost.21 10% In terms of distribution, only 5% of all public servants have monthly wages above Tsh 200,000 per month and only 33% have monthly wages above Tsh 150,000 per month. At the top end of the distribution there are 919 public servants with salaries between Tsh 500,000 and Tsh 1 Million per month and 598 with salaries exceeding Tsh 1 Million per month. 2.3.3 AVERAGE WAGES BY VARIOUS CATEGORIES Salaries differ by education, gender, and employer. As can be seen in Table 11 women make, on average, 94% of the monthly wage of men. Education is the major determinant of wage levels. For 8% 5% 5% 1% 0% <75,000 <100,000 <125,000 <150,000 <175,000 <200,000 >200,000 Institutions Lowest Paid Judiciary (95,664), Commercial Courts (97,576), Min. Home AffairsPolice Force (98,512), Defense (103,610), Lands Tribunal (Court) (106,360), The National Service (108,192), Min. Home Affairs-Prison Services (108,728), Dar es Salaam City Council (109,906), Min. Natural Resources & Tourism (109,971), Radio Tanzania (114,229) Highest Paid President’s Office-Public Service Mgt (207,980), Min. Co-Operatives & Marketing (218,297), Ethics Secretariat (221,815), Planning & Privatization (235,809), Prime Minister-Private Office (237,624), Vice Presidents Office (260,976), President's Off.& Cabinet Sect (282,664), Foreign Affairs & International Co-operation (289,204), Office of the Speaker (693,081), Public Debt & General Services (1,242,471) Note: Average Wage, in TSH, in parenthesis 19 Average “wages” depend not only on one’s definition of wages and their currencies, but the “base” or set of employees covered in the average. For example, employees in Executive Agencies may on average receive higher wages than those in MDs and Local Authorities. 20 Furthermore, the payment of arrears is quite sporadic. During many months, no payments are made. September 2004, which is the source of data for this chapter, had abnormally high payments of arrears. 21 The decision to serve government is not based solely on remuneration, though remuneration serves an important role. Page 2-6 P A Y , B U D G E T , A N D E M P L O Y M E N T I N T H E P U B L I C S E R V I C E ( H C M I S ) example, a public servant with a doctorate degree makes on average 3.7 times the wage of a public servant with a form IV completion. Given, however, Table 11: Disaggregated Average Wages the very low pass rates from primary school to Form Classification Average IV and Form VI, the salary differences are quite BY GENDER small between these categories. Finally, pay differs Unknown 92,921 according to major job categories, again, largely as Female 131,035 a reflection of education. Noteworthy are the low Male 138,882 payments to members of the police force and the BY EDUCATION relatively high payments to teachers and extension Up to Standard 4 82,513 officers. Standard 5-8 125,654 2.3.4 PAY TARGETS The Medium Term Pay Policy (MTPP) sets pay targets from {DATES} to {}. As of September 2004, actual pay, across all positions covered in the policy stands at 83.78% of their targeted values. In all there are 39 grades covered by the policy; one has currently met its target though employment in this cadre is very low. Performance across all grades can be found in the annex (see Table 18 page 6-1). 2.4 Budget During September of 2004 total payment, to public servants, on PE related items was Tsh 38.6 Billion. The amount paid by Central Government was equivalent (on an annual basis) to 4.7% of GDP.22 Looking across all government institutions monitored in the HCMIS, per capita levels of PE payment total roughly Tsh 15,000 per person per year. Form 1-4 Form 5-6 Ordinary Diploma Advanced Diploma Bachelors Degree Post grad Diploma Masters Degree Doctorate BY JOB CLASS Watchman Kitchen Worker Driver Registry Clerk Telephone Operator Office Supervisor/Attendant Typist/Secretary Police Officer Forester Game Officer Prison Officer Technician/Craftsman Stores/Supply Officer Medical Worker Village/Ward/Division Officer Accountant Judicial Officer Public Health Officer Community Development Officer Teacher Livestock Field Officer Agricultural Field Officer Education Officer Other Immigration Officer 129,711 134,793 161,303 223,444 274,369 317,319 380,457 475,844 69,718 77,423 80,447 81,082 84,546 88,355 88,596 98,107 102,669 104,453 106,434 107,791 108,314 109,922 111,802 126,660 133,337 141,499 142,380 142,707 149,583 150,610 152,021 159,782 184,381 Note: all figures are monthly in Tsh 22 The target is 4% GDP. Again, this DOES NOT reflect the relative size of government. Instead, the indicator is used to gauge Treasury’s budgetary responsibility, in terms of public servants, in relation to the size of the government. Page 2-7 I N T H E P U B L I C S E R V I C E ( H C M I S ) Chapter III E M P L O Y M E N T 3. Trends Se p00 M ar -0 Se 1 p01 M ar -0 Se 2 p0 M 2 ar -0 3 Se p03 M ar -0 4 Se p04 Mar-04 % of Public Servants w ho are Teachers Sep-04 Mar-04 Mar-03 Sep-03 Mar-02 Sep-00 Sep-02 80,000 Mar-04 160,000 Sep-04 85,000 Mar-03 170,000 Sep-03 90,000 Mar-02 180,000 Sep-02 95,000 Mar-01 Mar-03 Sep-03 Mar-02 Sep-02 Mar-01 Sep-01 Sep-00 Sep-04 Central Governent Em ploym ent Local Governm ent Em ploym ent 190,000 Em ploym ent in Regional Secretariats 10,500 44 43 42 41 10,000 40 39 38 Sep-04 Sep-04 Sep-04 Mar-04 Mar-04 Mar-04 Mar-03 Mar-02 Sep-02 120,000 110,000 100,000 Mar-03 Mar-02 Sep-02 Sep-01 90,000 Mar-01 Num ber of Police Officers 23,500 22,500 21,500 Mar-03 Sep-02 Mar-02 20,500 Sep-01 Mar-04 130,000 Sep-04 Mar-03 Sep-03 Mar-02 Sep-02 Sep-01 32,000 Over the four year period from 31,000 September 2000 to September 30,000 2004, the number of Public servants 29,000 increased from 263,382 to 286,817. 28,000 This is equivalent to an annual 27,000 average percentage increase of 2.16%, a rate somewhat lower than the overall growth rate of the population (2.90%). Since the population is increasing faster than the public service, the number of public servants per 100,000 population has decreased from 815 in September 2000 to 792 in September 2004. Mar-01 Sep-01 Sep-00 Num ber of Teachers Medical Officers (Doctors, Nurses, etc) 33,000 Sep-00 Mar-01 9,500 37 Sep-00 3.2 Employment Trends 760.00 Mar-01 Part II of this report contains trends and definitions for 174 different indicators monitored in this data set. 260,000 Sep-00 The inclusion of these months was limited by availability of historical data as well as the time required to develop a standardized process within PO-PSM for handling and manipulating the information. 780.00 Sep-01 270,000 Mar-01 September 2000, 2001, 2002, 2003 (i.e. annual September data) December 2003, March 2004 (i.e. quarterly data beginning December 2003) All monthly data starting in May 2004 800.00 Sep-00 820.00 280,000 Se p00 M ar -0 1 Se p01 M ar -0 2 Se p02 M ar -0 Se 3 p03 M ar -0 4 Se p04 This chapter reviews major trends in employment, pay, and budgeting. Monthly data covers a 4 year period from September 2000 to September 2004. The following months have been included: Public Service Em ploym ent per 100,000 population Em ploym ent in the Public Service 290,000 Sep-01 3.1 Introduction Sep-03 A N D Sep-03 B U D G E T , Sep-03 P A Y , Page 3-1 E M P L O Y M E N T I N T H E Most of this increase in employment occurred within Local Authorities, in particular, teachers and medical staff. During the four year period, the number of teachers ( H C M I S ) % annual increase 14.21% 11.24% 10.59% 7.92% 6.03% 5.78% 5.53% 5.52% 5.51% 5.49% 4.74% 4.08% 3.85% 3.72% 2.32% 2.04% 1.83% 1.38% 1.17% 1.09% 0.96% 0.56% 0.31% -0.40% -11.27% 2.16% Position Education Officers/Administrators Village/Ward/Divisional Officers Watchmen Drivers Stores/Supply Officers Registry Officers Accountants Teachers Community Development Officers Immigration Officers Public Health Officers Typists Judicial Officers Medical Officers Game Officers Kitchen Staff Agriculture Officer Livestock Officers Foresters Prison Office Supervisors Technicians/Craftsman Police Telephone Operators Others Overall Elsewhere, there has been some decrease in employment at the Regional Secretariats, though this trend has stabilized and since 2003/04 the number employees has remained roughly constant in the range of 10,000 to 10,100. 3.2.1 JOB GROWTH TRENDS While the public service grew at an average annual rate of 2.16%, this growth was uneven across broad job categories. The largest increases were registered in some of the administrative positions, in particular those relating to education and those at lower Local Government level (villages and wards). The increase in drivers and watchmen is undoubtedly linked to increased investments in offices, vehicles and other assets. 3.2.2 GENDER TRENDS % of the Public Service w ho are Female % of Decision Making Posts held by Wom en 40.50% 23.00% 40.00% 22.00% 39.50% 21.00% 39.00% Average Age (in years) 44.40 Mar-04 Sep-04 Mar-03 Sep-03 Mar-02 Sep-02 Mar-01 Sep-01 Mar-03 Mar-02 Sep-02 Mar-01 Sep-01 Sep-00 Sep-00 38.50% 20.00% Average Experience (in years) 20.50 44.20 43.60 Se p00 M ar -0 1 Se p01 M ar -0 2 Se p02 M ar -0 3 Se p03 M ar -0 4 Se p04 3.2.3 AGE, EXPERIENCE, SUSPENSIONS The public service is becoming younger and somewhat less experienced. From September 2000 the average age has decreased from 44.3 to 43.3 year while the average years of experience has reduced from 20.1 to 17.2. It is unclear whether this trend is due to the push towards new recruitment (for example, the increase in 19.50 18.50 17.50 16.50 Se p00 M ar -0 1 Se p01 M ar -0 2 Se p02 M ar -0 3 Se p03 M ar -0 4 Se p04 43.80 Suspensions per 100,000 Public Servants 160 120 80 40 Se p00 M ar -0 1 Se p01 M ar -0 2 Se p02 M ar -0 3 Se p03 M ar -0 4 Se p04 44.00 Excluding upper management 43.40 43.20 positions women have gained ground 43.00 in almost all other general job categories (see Annex Table 17 on page 5-6). Increases in the composition of women has been most prominent in the Judiciary, Supplies, Teachers and Accountants. 23 S E R V I C E Table 12: Job Growth from Sep 2000 to Sep 2004 increased by 23,812, which was roughly equivalent to the net increase in employment in the Public Service (of 23,485). Many of these increases in the “poverty reduction” areas occurred during 2003/04. On the other hand, large segments, such as the police have seen no similar increase (see Table 12). Since September 2000, the percentage of public servants who are female increased from 38.65% to 39.96%.23 Despite this general increase, improvements have been slow in the higher decision making areas. In fact, since September 2002, the percentage of women who are directors, assistant directors, permanent secretaries and commissioners has decreased slightly from a high of almost 23% to its current level of 22.3%. P U B L I C Mar-04 A N D Sep-04 B U D G E T , Sep-03 P A Y , Recall, however, that a large number of employees are not classified. Page 3-2 E M P L O Y M E N T teachers) or trends in retirement and exits. T H E P U B L I C S E R V I C E ( H C M I S ) Pay Trends (in Tsh) Actual Salaries as a % of those in the Medium Term Pay Policy 150,000 87.0% Wage Cash Economic 125,000 86.0% 100,000 85.0% 84.0% 75,000 83.0% Sep-04 Jan-04 May-04 Sep-03 Jan-03 May-03 Sep-02 Jan-02 May-02 Sep-01 50,000 Se p03 N ov -0 3 Ja n04 M ar -0 4 M ay -0 4 Ju l-0 4 Se p04 Though the frequency of suspension remains low (given perceptions on corruption or unethical behavior), levels of suspension are on the rise (especially from September 2000 to September2003). Suspensions have stabilized at roughly 0.14% of the public service. I N Jan-01 A N D May-01 B U D G E T , Sep-00 P A Y , Table 13: Remuneration Indicators ANNUAL AVERAGE % INCREASE 3.3 Pay Trends AVERAGE LEVELS IN TSH Sept Sept 2000 2004 75,560 130,984 Pay Indicator Note $US TSH On a cash basis, pay has increased Wage Earned 1 6.9% 14.7% at an annual rate of 12.1 % from Cash Payment 2 4.3% 12.1% 69,367 109,531 September 2000 to September Economic Payment 3 6.5% 14.2% 86,430 146,902 2004. Average salaries rose by Notes over Tsh 40,000 per month, from 1. Wages only roughly Tsh 69,000 to Tsh 2. Wage – Tax + Allowance + Arrears - Employee Pension Contribution 109,000. Most of this increase 3. Wage –Tax + Allowance + Arrears + Employer Pension Contribution came more recently, especially Average Fem ale Wage as a % of since September 2003 (see the adjacent graph). 95.0% Average Male Wage 94.5% 94.0% 93.5% 93.0% 92.5% Se p0 M 0 ar -0 Se 1 p0 M 1 ar -0 Se 2 p0 M 2 ar -0 Se 3 p0 M 3 ar -0 Se 4 p04 However: cash remuneration has increased more slowly than wages, largely due to increases in tax payment. It is probable that this has to do with “bracket creep,” when tax brackets are not increased with inflation. Furthermore, nominal trends in Shillings overstate the true progress because of high levels of inflation in the early 2000’s. Looking in dollar terms, pay increases are more modest and have averaged only 4.3% per annum since September 2003. Central Governm ent Wage Bill (Cash) as a % of GDP 5.0% Gross Monthly Wage Bill in Tsh (Paid to Public Servants Only) 50,000,000,000 4.5% 40,000,000,000 4.0% Sep-04 Mar-04 Sep-03 Mar-03 Sep-02 Mar-02 Mar-01 20,000,000,000 Sep-01 3.0% 30,000,000,000 Sep-00 3.5% Se p00 M ar -0 1 Se p01 M ar -0 2 Se p02 M ar -0 3 Se p03 M ar -0 4 Se p04 If the target levels in the medium term pay policy had been met, average salaries would currently stand at Tsh 157,000 per month. As can be seen above, targets have historically been met in the range of 83% to 86%. 3.3.1 GENDER PAY TRENDS Over time there has been very little change in the terms of pay between men and women. If anything larger gaps are arising. This is likely Table 14: Wage Bill Data linked to education and the trend for pay levels of Item Value more highly educated Public Servants to be Wage Bill September 2000 (in Tsh) 24,190,141,539 increasing faster than pay levels for more lowly Wage Bill September 2004 (in Tsh) 45,838,457,885 educated Public Servants. Since fewer women are % increase in Tsh 17.3% in these high level positions, their pay status, vis a % increase in $US 9.5% vis men, is slowly deteriorating. 3.4 Budgetary trends Over the last four years, monthly expenditures on Personal emoluments increased from roughly 24 Billion Shillings to almost 46 billion Shillings. This increase (of 17.3% in Tsh or 9.5% in $US) is due Page 3-3 P A Y , B U D G E T , A N D E M P L O Y M E N T I N T H E P U B L I C S E R V I C E ( H C M I S ) both to increases in the number of Public Servants as well as increases in pay. The government aims to spend roughly 4% of GDP on salaries. This figure has remained constant over time. 3.5 Summary Looking at the four year period from September 2000 to September 2004, the following trends have been highlighted: The number of public servants increased from 263,382 to 286,817 or at an annual average percentage increase of 2.1%. This is slower than the growth of the population so there are now slightly fewer public servants per capita than there were at the beginning of the period. Much of the increase is due to increases in teachers, whose numbers increased by over 20,000 during this period. More generally, employment increases occurred at Local Authorities, not Regional Secretariats or Central Government. This is in line with Government’s policy of decentralization. The percentage of women in the public service has increased slightly, but not at upper levels of management The government is getting slightly younger, either due to the surge in new recruitment or perhaps due to changes in retirement policy Salaries, on either a pre-tax or after-tax basis have improved at an annual rate of 12-15% in Shillings, depending on how remuneration is measured. Average take home (cash) payments have increased by roughly Tsh 40,000 per month, from around Tsh 69,000 per month in September 2000 to about Tsh 109,000 per month in September 2004. On a $US basis, salaries increased at an average annual rate of 4.3% indicating that some levels of the increase have been eroded by inflation. Though salaries have increased, salary targets in the Medium Term Pay Policy have not been met. Actual salaries have remained in a band of 84-86% of their targeted levels. Page 3-4 B U D G E T , A N D E M P L O Y M E N T I N T H E P U B L I C S E R V I C E 4. Public Sector Institutions in Tanzania ( H C M I S ) Annex I P A Y , 4.1 Background This annex brief describes the structure of government in Tanzania, in terms of its key institutions and institutional structure. These institutions constitute the employer of Tanzania’s public sector workers. Public Sector Institutions in Tanzania can be classified into 5 main categories: 1. Ministries (including 4 Semi-Autonomous Departments under the President) 2. Independent Departments 3. Executive Agencies 4. Public Institutions 5. Local Authorities There are currently 22 “pure” Ministries in Tanzania. In addition to these there are also 4 Departments under the president which have “extra Ministerial functions” and thus have Ministers of State.24 Independent Departments do not have Ministers and are thus politically answerable to the Minister of their Parent Ministry. For example, the Electoral Commission is answerable to the Prime Minister’s Office. Of the 12 non-security related 5 are overseen by the Prime Minister. In addition to these “pure” Independent Departments, there are 2 Security Related institutions (Prevention of Corruption Bureau, Tanzania Intelligence and Security Services) answerable to the President but without Ministers. List of Ministries & Independent Departments Ministries (22) Ministry of Agriculture and Food Security (43), Ministry of Communications and Transport (62), Ministry of Community Development, Women and Children (53), Ministry of Cooperatives and Marketing (24), Ministry of Defense and National Service (57), Ministry of Education and Culture (46), Ministry of Energy and Minerals (58), Ministry of Finance (50), Ministry of Foreign Affairs and International Co-operation (34), Ministry of Health (52), Ministry of Home Affairs (51), Ministry of Industries and Trade (44), Ministry of Justice and Constitutional Affairs (41), Ministry of Labour, Youth Development and Sports (65), Ministry of Lands and Human Settlements Development (48), Ministry of Natural Resources and Tourism (69), Ministry of Science, Technology and Higher Education (68), Ministry of Water and Livestock Development (49), Ministry of Works (47), President's Office and Cabinet Secretariat (30), Prime Minister's Office (25), Vice President's Office (31) Departments of the President having Extra Ministerial Status (4) President's Office - Regional Administration and Local Government (56), President's Office Planning and Privatization (66), President's Office Public Service Management (32), State House (20) Independent Departments (including 2 “Security” Organs under the President, + 21 Mainland Regional Secretariats + 12 others) “SECURITY” ORGANS UNDER THE PRESIDENT: Prevention of Corruption Bureau, Tanzania Intelligence and Security Services (TIS) 21 Regional Secretariats (under President's Office - Regional Administration and Local Government) INDEPENDENT DEPARTMENTS (12): Anti Drug Commission (under Prime Minister's Office; vote = 91), Commission for Human Rights and Good Governance (under Ministry of Justice and Constitutional Affairs; vote = 55), Electoral Commission (under Prime Minister's Office; vote = 61), Ethics Secretariat (under President's Office; vote = 33), Industrial Court of Tanzania (under Ministry of Labour, Youth Development and Sports; vote = 60), Judiciary (under Ministry of Justice and Constitutional Affairs; vote = 40), Law Reform Commission (under Ministry of Justice and Constitutional Affairs; vote = 59), National Audit Office (NAO) (under Ministry of Finance; vote = 45), Office of the Speaker (under Prime Minister's Office; vote = 42), Public Service Commission (under President's Office; vote = 94), Registrar of Political Parties (under Prime Minister's Office; vote = 27), TACAIDs (Tanzania Commission for Aids) (under Prime Minister's Office; vote = 92) Finally, there are 21 Regional Secretariats having the technical status of Independent Departments. NOTE: Vote number in Parenthesis Regional Secretariats have a “technocratic side,” consisting of the office of the Regional Administrative Secretary (RAS) together with the office of the District Administrative Secretariat, and a “political” side, consisting of the Regional and District Commissioners.25 The office of the Regional 24 The President is also the Commander and Chief and is therefore in charge of the Armed Forces. On a day to day basis the armed forces are managed by the Ministry of Defense and National Service. 25 The Divisional Secretary was under the “political side” but will eventually be answerable to Local Authorities. Page 4-1 P A Y , B U D G E T , A N D E M P L O Y M E N T and District Commissioner can be considered “mini-presidents” since they have both executive and political roles.26 While Independent Departments are created either by Acts of Parliament or Executive Order, Executive Agencies are legislated under the Executive Agencies Act (No X of Y). Executive agencies operate at arms length from their Parent Ministry (from which they were derived). Currently there are 20 Executive Agencies (see the adjacent list). The functions and classification of these institutions is a separate issue from whether or not these institutions have votes (or are subvotes). The issuing of votes is a matter of financial management and there are cases where departments under Ministries (like the Accountant General’s Office under Ministry of Finance) have their own votes, but are not separate Ministries.27 I N T H E P U B L I C S E R V I C E ( H C M I S ) Executive Agencies (20) Agency for Development of Educational Management (ADEM) (with the Parent: Ministry of Education and Culture; vote = ), Business Registration and Licensing Agency (BRELA) (with the Parent: Ministry of Industries and Trade; vote = ), Drilling and Dam Construction Agency (DDCA) (with the Parent: Ministry of Water and Livestock Development; vote = ), Eastern African Statistical Training Centre (EASTC) (with the Parent: President's Office Planning and Privatization; vote = 280403), Government Chemistry Laboratory (GCL) (with the Parent: Ministry of Health; vote = ), National Bureau of Statistics (NBS) (with the Parent: President's Office Planning and Privatization; vote = 280301), National College of Tourism (NCT) (with the Parent: Ministry of Natural Resources and Tourism; vote = 280318), National Housing and Building Research Agency (NHBRA) (with the Parent: Ministry of Works; vote = ), Occupational Safety and Health Agency (OSHA) (with the Parent: Ministry of Labour, Youth Development and Sports; vote = 280315), Tanzania Airports Authority (TAA) (with the Parent: Ministry of Communications and Transport; vote =), Tanzania Building Agency (TBA) (with the Parent: Ministry of Works; vote = 280314), Tanzania Civil Aviation Authority (TCAA) (with the Parent: Ministry of Communications and Transport; vote =), Tanzania Food and Drugs Authority (TFDA) (with the Parent: Ministry of Health; vote = ), Tanzania Government Flight (TGF) (with the Parent: Ministry of Communications and Transport; vote = ), Tanzania Institute for Accountancy (TIA) (with the Parent: Ministry of Finance; vote = ), Tanzania Meteorological Agency (TMA) (with the Parent: Ministry of Communications and Transport; vote = ), Tanzania National Roads Agency (TANROADS) (with the Parent: Ministry of Works; vote = 280716), Tanzania Public Service College (TPSC) (with the Parent: President's Office Public Service Management; vote = ), Tanzania Tree Seed Agency (TTSA) (with the Parent: Ministry of Natural Resources and Tourism; vote = 280317), Weights and Measures Agency (WMA) (with the Parent: Ministry of Industries and Trade; vote = 280311) There are a large number of “Public Institutions” some of which are commercial (“Public Corporations”) and others of which are non-commercial and thus dependent upon NOTE: MOF transfer references are placed in Parenthesis Government subvention. According to the 2004/05 budget there were 103 Public Institutions receiving some form of subvention (see the next page for a list). These institutions are generally not found in the HCMIS database. Sustainable, purely independent Public Institutions (like the Bank of Tanzania and National Social Security Fund) are outside the government budget and outside the HCMIS. Table 15: List of Public Institutions Receiving Government Subventions Ministry Public Institution Judiciary Institute of Judicial Administration ( 280554) Ministry of Agriculture and Food Security Freedom from Hunger ( 280705), National Sugar Institute ( 280568), Rufiji Basin Development Authority ( 280553), Tanzania Coffee Board ( 280578), Tanzania Pesticides Research Institute ( 280527), Tanzania Pyrethrum Board ( 280573), Tanzania Sisal Board ( 280114), Tanzania Tea Board ( 280574), Tanzania Tobacco Board Tanzania Tobacco Board ( 280579) Ministry of Communications and Transport Air Tanzania Holding Company ( 280576), Dar es Salaam Maritime Insitute ( 280535), National Institute of Transport ( 280536), Regional Transport Authority ( 280601), Tanzania Aircraft Authority (Tanzania Govt Freight Agency) ( 280571) Ministry of Co-operatives and Marketing Co-operative Audit and Supervision Corporation ( 280102), Cooperative College Moshi ( 280508), Inspection and Supervision of Cooperative Fund ( 280319) Ministry of Defense and National Service Mzinga Factory ( 280107), Shirika la Nyumbu ( 280108) 26 This contrasts with the setup at Ministries, where Permanent Secretaries have executive roles and Ministers have political roles. 27 There are 10 such cases (as of the 2004/05 budget). They are: Accountant General's Department (having the Parent: Ministry of Finance; vote = 23), Commercial Court (having the Parent: Judiciary; vote = 64), Defense (having the Parent: Ministry of Defense and National Service; vote = 38), Lands Court (having the Parent: Judiciary; vote = 90), Ministry of Home Affairs-Police Force (having the Parent: Ministry of Home Affairs; vote = 28), The National Service (having the Parent: Ministry of Defense and National Service; vote = 39), Public Debt and General Services (having the Parent: Ministry of Finance; vote = 22), Vice President (having the Parent: Vice President's Office; vote = 26), Ministry of Home Affairs-Prison Services (having the Parent: Ministry of Home Affairs; vote = 29), Immigration Department (having the Parent: Ministry of Home Affairs; vote = 90) Page 4-2 P A Y , B U D G E T , A N D E M P L O Y M E N T I N T H E P U B L I C S E R V I C E ( H C M I S ) Ministry Public Institution Ministry of Education and Culture CHEWATA ( 280706), EACRATANAL ( 280402), Film Censorship Board ( 280514), Institue of Adult Education Institute of Adult Education ( 280118), Institute of Education ( 280512), National Arts Council ( 280515), National Correspondence Institute ( 280513), National Examination Council ( 280510), National Kiswahili Council ( 280516), Tanzania Library Service (TLS) ( 280511) Ministry of Energy and Minerals Tanzania Petroleum Development Corporation ( 280714) Ministry of Finance Commission for Insurance ( 280557), Institute of Finance Management ( 280536), Joint Finance Commission ( 280127), National Board of Accountants and Auditors ( 280538), National Institute of Accountants Arusha ( 280573), Tanzania Revenue Authority ( 280126) Ministry of Foreign Affairs and International Co-operation Centre for Foreign Relations ( 280503) Ministry of Health Bugando Medical Centre ( 280711), Kibongoto Hospital ( 280310), Kilimanjaro Christian Medical Centre ( 280708), Mbeya Referral Hospital ( 280308), Mirembe and Isanga Institutions ( 280309), Muhimbili Medical Centre ( 280529), Muhimbili Orthopedic Institute ( 280530), National Institute for Medical Research (NIMRY) ( 280532), Ocean Road Cancer Institute ( 280531), Tanzania Food and Nutrition Center ( 280533) Ministry of Industries and Trade Board of External Trade (BET) ( 280113), Center for Agricultural Mechanisation and Rural Technology (CAMARTEC) ( 280104), College of Business Education ( 280509), Copyright Society of Tanzania ( 280126), London Trade Centre ( 280944), Small Industries and Development Organisation (SIDO) ( 280109), Tanzania Bureau of Standards ( 280110), Tanzania Engineering and Manufacturing Design Organisation (TEMDO) ( 280106), Tanzania Industrial Research and Development Organisation ( 280103) Ministry of Labour, Youth Development and Sports National Social Welfare Training Institute ( 280537), National Sports Council ( 200518) Ministry of Lands and Human Settlements Development Ardhi Institute ( 280522), Land Use Planning Commission ( 280558), NHBRA ( 280316) Ministry of Natural Resources and Tourism and Tourism, and Tourism College of Wildlife ( 280575), Marine Park Reserve Unit ( 280554), National Museum ( 280517), Tanzania Fisheries Research Institute (TAFiRI) ( 280551), Tanzania Forestry Research Institute (TAFORI) ( 280550), Tanzania Tourist Board ( 280112), Tanzania Wildlife Research Institute ( 280116) Ministry of Science, Technology and Higher Education Dar Es Salaam Institute of Technology (DIT) ( 280545), Higher Education Accreditation Council ( 280543), Kivukoni Academy of Social Sciences ( 280404), Muhimbili University College of Health Services ( 280544), Mzumbe University ( 280570), National Council for Technical Education ( 280546), National Radiation Commission (NRC) ( 280574), Open University of Tanzania ( 280539), Sokoine University ( 280541), Tanzania Commission for Science and Technology (COSTECH) ( 280548), University College of Lands and Architectural Studies ( 280540), University of Dar Es Salaam ( 280524) Ministry of Works Appropriate Technology Training Institute ( 280559), Engineers Registration Board ( 280561), Morogoro Training Institute ( 280562), National Board of Engineers and Quantity Surveyors ( 280524), National Board of Material Management ( 280519), National Construction Council (NCC) ( 280521) President's Office - Regional Administration and Local Government Hombolo Local Government Training Institute ( 280534), Kibaha Education Centre ( 280506), Local Government Loans Board ( 280119) President's Office Planning and Privatization Institute for Rural Development Planning ( 280538), National Business Council ( 280125), National Productivity Council ( 280111), Parastatal Sector Reform Commission ( 280556), Tanzania Investment Centre ( 280307) President's Office Public Service Management ESAMI ( 280401) Prime Minister's Office Capital Development Authority ( 280520), Dakawa Development Centre ( 280552), Tanzania Broadcasting Services ( 280577) Vice President's Office National Environmental Management Council ( 280501) Table 16: Institutions included in the HCMIS (June 2004) Company = 2000; Organisation Type = ‘Agency’ [3 institutions included] Lands Tribunal (Court), Law Reform Commission, Prime Minister-Private Office Company = 2000; Organisation Type = ‘Department’ [12 institutions included] Civil Service Commission, Defence, Ethics Secretariat, Local Govt Service Commission, Planning & Privatisation, Pres.OfficePublic Service Mgt, Prime Minister-Private Office, Regional Admin. & Local Govt., State House, Teacher's Service Commission, The National Service, Vice President Company = 2000; Organisation Type = ‘District’ [117 institutions included] Page 4-3 P A Y , B U D G E T , A N D E M P L O Y M E N T I N T H E P U B L I C S E R V I C E ( H C M I S ) Arumeru District, Arusha Municipal Council, Babati District, Bagamoyo District, Bariadi District, Biharamulo District, Bukoba District, Bukoba Town Council, Bukombe District, Bunda District, Chunya District, Dar es Salaam City Council, Dodoma District, Dodoma Municipal Council, Geita District, Hai District, Hanang' District, Handeni District, Igunga District, Ilala District, Ileje District, Iramba District, Iringa District, Iringa Municipal Council, Kahama District, Karagwe District, Karatu District, Kasulu District, Kibaha District, Kibaha Township, Kibondo District, Kigoma District, Kigoma Town Council, Kilombero District, Kilosa District, Kilwa District, Kinondoni District, Kisarawe District, Kiteto District, Kondoa District, Kongwa District, Korogwe District, Kwimba District, Kyela District, Lindi District, Lindi Town Council, Liwale District, Ludewa District, Lushoto District, Mafia District, Mafinga District, Magu District, Makete District, Manyoni District, Masasi District, Maswa District, Mbarali District, Mbeya District, Mbeya Municipal Council, Mbinga District, Mbozi District, Mbulu District, Misungwi District, Mkasi District, Mkuranga District, Monduli District, Morogoro District, Morogoro Municipal Council, Moshi District, Moshi Municipal Council, Mpanda District, Mpwapwa District, Mtwara District, Mtwara Town Council, Muheza District, Muleba District, Musoma District, Musoma Town Council, Mwanga District, Mwanza City Council, Nachingwea District, Neatu District, Newala District, Ngara District, Ngorongoro District, Njombe District, Nzega District, Pangani District, Rombo District, Ruagwa District, Rufiji District, Rungwe District, Same District, Sengerema District, Serengeti District, Shinyanga District, Shinyanga Municipal Council, Sikonge District, Simanjiro District, Singida District, Singida Town Council, Songea District, Songea Town Council, Sumbawanga District, Sumbawanga Town Council, Tabora District, Tabora Town Council, Tandahimba District, Tanga Municipal Council, Tarime District, Temeke District, Tunduru District, Ukerewe District, Ulanga District, Urambo District Company = 2000; Organisation Type = ‘Independent Department’ [14 institutions included] Accountant General's Dept, Anti-Drug Commission, Commercial Courts, Electoral Commission, Exchequer & Audit Department, Human Rights & Good Governance, Industrial Court of Tanzania, Judiciary, Min.Home Affairs-Police Force, Min.Home Affairs-Prison Srvcs, Office of the Speaker, Public Debt & General Services, Radio Tanzania, Registrar of Political Parties Company = 2000; Organisation Type = ‘Ministry’ [24 institutions included] Agriculture & Food Security, Community Dev,Women & Children, Foreign Affairs & Intl.Co-optn, Justice & Constitutional Affrs, Lands & Human Settlements Dev., Min Communication & Transport, Min of Defence & National Svc, Min. CoOperatives & Marketing, Min.Labour, Youth Dev.& Sports, Min.Natural Resources&Tourism, Ministry of Education, Ministry of Energy & Minerals, Ministry of Finance, Ministry of Health, Ministry of Home Affairs, Ministry of Industries & Trade, Ministry of Works, President's Off.& Cabinet Sect, Prime Minister's Office, Science,Technology & Higher Ed, Vice Presidents Office, Water & Livestock Development Company = 2000; Organisation Type = ‘Region’ [21institutions included] Arusha Region, Coast Region, Dar es Salaam Region, Dodoma Region, Iringa Region, Kagera Region, Kigoma Region, Kilimanjaro Region, Lindi Region, Manyara Region, Mara Region, Mbeya Region, Morogoro Region, Mtwara Region, Mwanza Region, Rukwa Region, Ruvuma Region, Shinyanga Region, Singida Region, Tabora Region, Tanga Region Company = 2001; Organisation Type = ‘Agency’ [4 institutions included] DSM Inst. of Technology, Muhimbili Medical Centre, Muhumbili Univ Coll Hlth & Scs, Ocean Road Cancer Institute Company = 2001; Organisation Type = ‘Department’ [2 institutions included] Defence, Muhimbili Medical Centre Company = 2001; Organisation Type = ‘Executive Agency [12 institutions included] National Bureau of Statistics, National College of Tourism, Occupational Safety & Health, Tanzania Airports Authority, Tanzania Building Agency, Tanzania Civil Aviation Auth., Tanzania Govt. Freight Agency, Tanzania Inst. Of Accountancy, Tanzania Meteorological Agency, Tanzania Tree Seed, Weights & Measures Agency Company = 2001; Organisation Type = ‘Other Government Organisation’ [9 institutions included] Bugando Hospital, K. C. M. C. Hospital, Local Auth. Provident Fund, Public Service Pension Fund, RUBADA, Tanzania Broadcasting Commissn, Tanzania Investment Centre, Tanzania News Agency, Tanzania School of Journalism Page 4-4 D E L I V E R Y S U R V E Y S S U M M A R I E S 5. Selected Gender Data 2 0 0 3 / 0 4 Annex II S E R V I C E 5.1 Female Oriented Jobs Female Jobs 1. Child Day-Care Assistant 2. Sen Maternal&Child HlthAide(I) 3. Maternal&Child Health Aide (I) 4. Maternal&Child Health Aide(II) 5. Sen Maternal&Child Hlth Ai(II) 6. Principl Nurse Midwife & PHN-B 7. Princ Maternal&Child H Ade(II) 8. Typist (I) 9. Typist (II) 10. Senr Nurse Midwife & PHN-B (I) 11. Sen Nurse Midwife & PHN-B(III) 12. Senior Telephone Operator (II) 13. Sen Nurse Midwife & PHN-B (II) 14. Telephone Operator (II) 15. Personal Secretary (II) 16. Personal Secretary (III) 17. Nurse Midwife & PHN-B (III) 18. Nurse Midwife & PHN-B (I) 19. Nurse Midwife & PHN-B (II) 20. Personal Secretary (I) 21. Nursing Officer (III) 22. Telephone Operator (I) 23. Registration Assistant (II) 24. Office Management Secretry(II) 25. Nursing Officer (IV) 26. Senior Nursing Officer (III) 27. Nursing Officer (I) 28. Senior Nursing Officer (I) 29. Nursing Officer (II) 30. Senior Nursing Officer (II) 31. Library Attendant (II) 32. Office Management Secretary(I) F 32 708 627 437 823 240 37 636 1,420 117 754 24 132 104 165 130 587 997 991 116 209 114 38 97 117 175 360 60 272 212 16 203 M 0 10 10 9 20 10 2 40 93 9 61 2 11 10 16 13 64 109 116 17 47 26 9 23 31 47 100 18 83 66 5 65 Total 32 718 637 446 843 250 39 676 1,513 126 815 26 143 114 181 143 651 1,106 1,107 133 256 140 47 120 148 222 460 78 355 278 21 268 %F 100.0% 98.6% 98.4% 98.0% 97.6% 96.0% 94.9% 94.1% 93.9% 92.9% 92.5% 92.3% 92.3% 91.2% 91.2% 90.9% 90.2% 90.1% 89.5% 87.2% 81.6% 81.4% 80.9% 80.8% 79.1% 78.8% 78.3% 76.9% 76.6% 76.3% 76.2% 75.7% 5.2 Male Oriented Jobs Male Jobs 1. Permanent Secretary 2. Education Officer (II) 3. Land Assistant (IV) 4. Agricultural Field Asst (I) 5. Corporal Of Prison 6. Sen Ag/Livestock Resch Offr(I) F 6 13 6 20 699 11 M 18 39 18 61 2,137 34 Total 24 52 24 81 2,836 45 %F 25.0% 25.0% 25.0% 24.7% 24.6% 24.4% Page 5-1 S E R V I C E Male Jobs 7. Medical Doctor (III) 8. Msaidizi Misitu (III) 9. District Executive Director 10. Afisa Mtendaji Wa Kijiji (I) 11. Livestock Field Assistant (II) 12. Medical Assistant (II) 13. Sen Ag/Livestock Economist (I) 14. Senior Livestock Field Asst(I) 15. Sen Agricult Field Officer (I) 16. Accountant (I) 17. Veterinary Laboratory Tech(IV) 18. Princ Assistant Medical O(III) 19. Supplies Officer (II) 20. Senior Accountant (II) 21. Senior Administrtv Officer (I) 22. Princpl Education Officer (II) 23. Senior Office Supervisor (I) 24. Msaidizi Misitu (IV) 25. Medical Assistant (I) 26. Sergeant Of Prison 27. Staff Sergeant Of Prison 28. Judge - The High Court 29. Member of Parliament 30. Livestock Field Assistant (I) 31. Accountant (II) 32. Pharmaceutical Technician (II) 33. Msaidizi Misitu Mwandamizi (I) 34. Radio Technician (IV) 35. Medical Laboratory Technicn(I) 36. Assistant Examiner Accounts(I) 37. Agricult Field Officer (IV) 38. Senior Trade Officer (I) 39. Gardener (II) 40. Wdr/Wdrs - Of Prison 41. Immigration Officer (III) 42. Ag/Livestock Research Offr(I) 43. Principal Accountant (III) 44. Senior Craftsman (III) 45. Assistant Agric Tutor (II) 46. Co-Operative Officer (II) 47. District Magistrate (II) 48. Sen Co-Operative Officer (I) 49. Division Secretary (II) 50. Assistant Medical Officer (II) 51. Launderer (I) 52. Agricult Field Officer (III) 53. Immigration Officer (II) 54. Land Surveyr/TownPlan/Val(III) 55. Afisa Uvuvi Msaidizi Mkuu (II) 56. Mvuvi Msaidizi (II) 57. Senior Medical Assistant (II) 58. Planning Officer (III) 59. Senior Agricultural Officr(II) 60. Planning Officer (II) 61. Supplies Officer (I) 62. Afisa Misitu Msaidizi (IV) 63. Livestock Field Officer (II) 64. Director 65. Senior Livestock Field Off(II) 66. Senior Gardener (II) 67. Assistant Medical Officer (I) F 18 26 16 24 29 280 5 15 49 33 8 7 23 22 6 31 14 8 60 223 189 6 44 16 39 9 18 7 10 5 144 6 6 856 21 17 11 31 7 7 8 11 6 52 10 84 26 8 4 4 35 10 10 10 9 14 140 22 92 5 21 D E L I V E R Y S U R V E Y S M 56 81 50 76 92 894 16 48 157 106 26 23 76 73 20 104 47 27 207 774 658 21 154 56 137 32 64 25 36 18 522 22 22 3,178 78 64 42 119 27 28 32 44 24 212 41 346 108 34 17 17 149 43 43 43 39 61 610 96 404 22 94 %F 24.3% 24.3% 24.2% 24.0% 24.0% 23.9% 23.8% 23.8% 23.8% 23.7% 23.5% 23.3% 23.2% 23.2% 23.1% 23.0% 23.0% 22.9% 22.5% 22.4% 22.3% 22.2% 22.2% 22.2% 22.2% 22.0% 22.0% 21.9% 21.7% 21.7% 21.6% 21.4% 21.4% 21.2% 21.2% 21.0% 20.8% 20.7% 20.6% 20.0% 20.0% 20.0% 20.0% 19.7% 19.6% 19.5% 19.4% 19.0% 19.0% 19.0% 19.0% 18.9% 18.9% 18.9% 18.8% 18.7% 18.7% 18.6% 18.5% 18.5% 18.3% Total 74 107 66 100 121 1,174 21 63 206 139 34 30 99 95 26 135 61 35 267 997 847 27 198 72 176 41 82 32 46 23 666 28 28 4,034 99 81 53 150 34 35 40 55 30 264 51 430 134 42 21 21 184 53 53 53 48 75 750 118 496 27 115 S U M M A R I E S 2 0 0 3 / 0 4 Page 5-2 S E R V I C E Male Jobs 68. Livestock Officer (II) 69. Principal Administrt Offr (I) 70. Senior Rural Medical Aide (I) 71. Princ Ag/Livestck ReschOff(II) 72. Senior Planning Officer (I) 73. Gardener (I) 74. Livestock Field Assistant(III) 75. District Commissioner 76. Health Officer (III) 77. Livestock Field Officer (I) 78. Senior Rural Medical Aide(III) 79. Livestock Field Officer (III) 80. Senior Technician (I) 81. Senior Accountant (III) 82. Senior Medical Officer (I) 83. Princ Immigration Officer(III) 84. Technician (I) 85. Senior Accountant (I) 86. Mtendaji Wa Kata (III) 87. Co-Operative Officer (I) 88. Senior Veterinary Officer(III) 89. Principal Primary Court Magist 90. Sergeant Major Of Police 91. Assistant Dental Officer (II) 92. Livestock Field Officer (IV) 93. Askari Wanyamapori Mwandamz(I) 94. Senior Health Officer (I) 95. Msaidizi Misitu Mkuu 96. Senior Cultural Officer (I) 97. Minister 98. Land Surveyor/TownPlan/Val(II) 99. Assistant Inspector Of Prison 100. Assistant Trade Officer (II) 101. Senior Land Officer (I) 102. Princ Assistant Medical Of(II) 103. Senior Medical Officer (II) 104. Division Secretary (IV) 105. Examiner Of Accounts (III) 106. Sen Land Surv/TownPlan/Val(II) 107. Land Surveyor/TownPlanr/Val(I) 108. Station Sergeant Of Police 109. Afisa Uvuvi Msaidizi (III) 110. Sen Land Survr/TownPlan/Val(I) 111. Princ Community Dev Offr (III) 112. Principal Trade Officer (II) 113. Mkuu Wa Masoko Msaidizi (II) 114. Senior Planning Officer (II) 115. Sergeant Of Police 116. Technical Auxilliary (I) 117. Afisa Mfugaji Nyuki Msaidiz(I) 118. Assistant Commissioner -Prison 119. Princ Ag/Livestock Rsch Off(I) 120. Sen Assistant Medical Offic(I) 121. Technician (IV) 122. Senior Livestock Field Off (I) 123. Senior Craftsman (II) 124. Afisa Misitu Msaidizi (III) 125. Afisa Uvuvi Msaidizi (IV) 126. Technician (III) 127. Immigration Officer (I) 128. Inspector Of Prison F 6 10 8 4 6 4 32 17 47 65 151 26 37 17 7 4 67 22 62 11 4 9 7 6 65 21 8 4 4 4 16 49 4 4 4 4 50 9 9 9 106 5 4 4 4 7 11 164 18 4 6 3 6 189 28 12 10 6 121 9 20 D E L I V E R Y S U R V E Y S M 27 45 36 18 27 18 146 78 216 303 704 122 174 80 33 19 321 107 303 54 20 45 35 30 331 108 42 21 21 21 86 264 22 22 22 22 275 50 50 50 590 28 23 23 23 41 65 980 108 24 36 18 36 1,151 171 75 63 38 768 58 129 %F 18.2% 18.2% 18.2% 18.2% 18.2% 18.2% 18.0% 17.9% 17.9% 17.7% 17.7% 17.6% 17.5% 17.5% 17.5% 17.4% 17.3% 17.1% 17.0% 16.9% 16.7% 16.7% 16.7% 16.7% 16.4% 16.3% 16.0% 16.0% 16.0% 16.0% 15.7% 15.7% 15.4% 15.4% 15.4% 15.4% 15.4% 15.3% 15.3% 15.3% 15.2% 15.2% 14.8% 14.8% 14.8% 14.6% 14.5% 14.3% 14.3% 14.3% 14.3% 14.3% 14.3% 14.1% 14.1% 13.8% 13.7% 13.6% 13.6% 13.4% 13.4% Total 33 55 44 22 33 22 178 95 263 368 855 148 211 97 40 23 388 129 365 65 24 54 42 36 396 129 50 25 25 25 102 313 26 26 26 26 325 59 59 59 696 33 27 27 27 48 76 1,144 126 28 42 21 42 1,340 199 87 73 44 889 67 149 S U M M A R I E S 2 0 0 3 / 0 4 Page 5-3 S E R V I C E Male Jobs 129. District Administrative Secr. 130. Executive Engineer (III) 131. Afisa Mfugaji Nyuki Msadz (II) 132. Sen Livestock Field Asst (II) 133. Principal Trade Officer (III) 134. Sen Assistant Medical Offr(II) 135. Corporal Of Police 136. Pharmaceutical Technician (IV) 137. Police Constable 138. Inspector Of Police 139. Land Assistant (II) 140. Assistant Co-Operative Off (I) 141. Sen Assistant Accountant (II) 142. Senior Rural Medical Aide (II) 143. Askari Wanyamapori (I) 144. Senior Medical Assistant (I) 145. Principal Health Officer (II) 146. Askari Wanyamapori (II) 147. Mtendaji Wa Kata (II) 148. Health Officer (II) 149. Superintendent Of Prison 150. Mtendaji Wa Kata (I) 151. Assistant Technician 152. Senior Supplies Officer (II) 153. Senor Division Secretary (III) 154. Auditor (III) 155. Senior Craftsman (I) 156. Afisa Wanyamapori Msaidiz(III) 157. Radio Technician (III) 158. Askari Wanyamapori Mwandmz(II) 159. Executive Engineer (I) 160. Senior Supplies Officer (III) 161. Assistant Commissioner -Police 162. Agricultural Officer (III) 163. Senior Technician (II) 164. Superintendent Of Police 165. Afisa Uvuvi Msaidizi (II) 166. Craftsman (I) 167. Mtendaji Wa Kata (IV) 168. Technical Auxilliary (II) 169. Assist. Superintendent -Police 170. Mkaguzi Wa Mji Msaidizi (I) 171. Principal Co-Operative Off(II) 172. Mvuvi Msaidizi Mwandamizi (I) 173. Examiner Of Accounts (II) 174. Askari Wanyamapori (III) 175. Technician (II) 176. Sen Co-Operative Officer (II) 177. Technical Auxilliary (III) 178. Afisa Mfugaji Nyuki Msadz(IV) 179. Senior Immigration Officer (I) 180. Assistant Inspector Of Police 181. Division Secretary (I) 182. Senior Land Officer (II) 183. Senior Veterinary Officer (II) 184. Forest Officer (I) 185. Internal Auditor (III) 186. Principal Livestck Field O(II) 187. Senior Geologist (II) 188. Veterinary Officer (I) 189. Craftsman (III) F 11 11 7 7 5 8 361 3 1,873 27 3 3 3 9 26 7 5 21 56 31 10 58 143 3 4 4 6 3 4 19 10 4 5 4 32 14 8 9 16 11 31 2 3 2 2 12 79 4 11 2 4 33 5 2 2 3 2 4 2 2 27 D E L I V E R Y S U R V E Y S M 71 72 46 46 33 53 2,403 20 12,906 188 21 21 21 64 185 50 36 152 406 225 74 432 1,079 23 31 31 47 24 33 167 90 36 46 37 301 136 78 88 158 109 309 20 30 20 20 121 800 41 115 21 42 347 53 22 22 34 24 48 24 24 327 %F 13.4% 13.3% 13.2% 13.2% 13.2% 13.1% 13.1% 13.0% 12.7% 12.6% 12.5% 12.5% 12.5% 12.3% 12.3% 12.3% 12.2% 12.1% 12.1% 12.1% 11.9% 11.8% 11.7% 11.5% 11.4% 11.4% 11.3% 11.1% 10.8% 10.2% 10.0% 10.0% 9.8% 9.8% 9.6% 9.3% 9.3% 9.3% 9.2% 9.2% 9.1% 9.1% 9.1% 9.1% 9.1% 9.0% 9.0% 8.9% 8.7% 8.7% 8.7% 8.7% 8.6% 8.3% 8.3% 8.1% 7.7% 7.7% 7.7% 7.7% 7.6% Total 82 83 53 53 38 61 2,764 23 14,779 215 24 24 24 73 211 57 41 173 462 256 84 490 1,222 26 35 35 53 27 37 186 100 40 51 41 333 150 86 97 174 120 340 22 33 22 22 133 879 45 126 23 46 380 58 24 24 37 26 52 26 26 354 S U M M A R I E S 2 0 0 3 / 0 4 Page 5-4 S E R V I C E Male Jobs 190. Health Officer (I) 191. Assistant Superintendent Prisn 192. Afisa Uvuvi M Mwandamizi (II) 193. Senior Superintendent - Police 194. Mortuary Attendant (IV) 195. Afisa Misitu M Mwandamizi (I) 196. Askari Wanyamapori (IV) 197. Afisa Misitu M Mwandamizi (II) 198. Senior Health Officer (II) 199. Principal Auditor (I) 200. Craftsman (II) 201. Afisa Mfugaji Nyuki M Mwdz(II) 202. Afisa Misitu Msaidizi (II) 203. Executive Engineer (II) 204. Senr Technical Auxilliary (II) 205. Principal Co-Operative Of(III) 206. Principal Technician (II) 207. Principal Medical Officer (I) 208. Senior Forest Officer (II) 209. Senior Superintendent Of Priso 210. Afisa Mtendaji Wa Kijiji (II) 211. Sen Technical Auxilliary (III) 212. Afisa Misitu Msaidizi (I) 213. Senior District Magistrate(II) 214. Senior Launderer (III) 215. Afisa Wanyamapori M Mwndmz(II) 216. Plant Operator (III) 217. Principal Technician (I) 218. Irrigation Technician (III) 219. Station Sergeant Of Fire 220. Watchman (I) 221. Watchman (II) 222. Ambassador 223. Afisa Uvuvi Msaidizi (I) 224. Watchman (III) 225. Boat/Ferry Operator (III) 226. Senior Executive Engineer(III) 227. Afisa Uvuvi M Mwandamizi (I) 228. Senior Watchman (II) 229. Corporal Of Fire 230. Senior Watchman (III) 231. Senior Executive Engineer (II) 232. Senior Driver (I) 233. Driver (IV) 234. Driver (III) 235. Driver (I) 236. Driver (II) 237. Plant Operator (II) 238. Principal Driver 239. Principal Watchman 240. Sergeant Of Fire 241. Sergeant Major Of Fire 242. Sen Irrigation Technician (II) 243. Afisa Wanyamapori Msaidizi(IV) 244. Irrigation Technician (II) 245. Irrigation Technician (I) 246. Senior Watchman (I) 247. Fire Constable 248. Senior Executive Engineer (I) 249. Senior Driver (II) 250. Afisa Wanyamapori Msaidizi(II) F 7 10 4 9 2 7 7 11 6 2 11 2 10 9 3 3 4 2 2 3 2 4 5 1 1 1 2 1 1 2 35 40 1 1 74 1 2 1 7 1 13 1 1 17 6 1 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 D E L I V E R Y M 85 124 51 115 26 92 95 150 82 28 157 29 147 134 45 46 62 31 31 48 43 86 114 23 23 24 49 26 26 53 951 1,112 28 28 2,149 31 69 35 296 43 630 55 69 1,508 562 203 429 31 33 42 51 36 23 34 25 30 92 48 28 120 40 Total 92 134 55 124 28 99 102 161 88 30 168 31 157 143 48 49 66 33 33 51 45 90 119 24 24 25 51 27 27 55 986 1,152 29 29 2,223 32 71 36 303 44 643 56 70 1,525 568 204 431 31 33 42 51 36 23 34 25 30 92 48 28 120 40 S U R V E Y S S U M M A R I E S 2 0 0 3 / 0 4 %F 7.6% 7.5% 7.3% 7.3% 7.1% 7.1% 6.9% 6.8% 6.8% 6.7% 6.5% 6.5% 6.4% 6.3% 6.3% 6.1% 6.1% 6.1% 6.1% 5.9% 4.4% 4.4% 4.2% 4.2% 4.2% 4.0% 3.9% 3.7% 3.7% 3.6% 3.5% 3.5% 3.4% 3.4% 3.3% 3.1% 2.8% 2.8% 2.3% 2.3% 2.0% 1.8% 1.4% 1.1% 1.1% 0.5% 0.5% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% Page 5-5 S E R V I C E D E L I V E R Y S U R V E Y S S U M M A R I E S 2 0 0 3 / 0 4 Table 17: % of Females in Various Broad Job Categories Position Judicial Officers Stores/Supplies Officers Teachers Accountants Village/Ward/Divisional Officers Immigration Officers Telephone Operators Community Development Officer Office Supervisors Public Health Officers Foresters F Typists Agricultural Officer Livestock Officers Medical Officers Education Officers/Administrators Watchmen Drivers Police Technicians/Craftsmen Game Officers Prisons Officers Kitchen Staff Registry Staff Others Overall Sep 2000 51.25% 28.99% 43.59% 36.61% 12.40% 22.04% 85.53% 52.59% 54.11% 15.59% 19.42% 92.43% 24.97% 17.51% 67.44% 33.31% 2.66% 0.57% 12.70% 12.27% 9.99% 23.09% 43.60% 69.22% 34.82% 38.65% Sep 2004 54.35% 31.29% 45.27% 37.94% 13.66% 23.23% 86.64% 53.67% 55.13% 16.44% 20.24% 93.24% 25.66% 18.11% 68.00% 33.80% 3.11% 0.91% 12.72% 12.28% 9.99% 22.09% 42.03% 67.65% 25.03% 39.96% Increase 3.11% 2.30% 1.68% 1.34% 1.26% 1.19% 1.11% 1.07% 1.02% 0.85% 0.82% 0.81% 0.69% 0.60% 0.56% 0.49% 0.45% 0.35% 0.01% 0.01% 0.00% -1.00% -1.57% -1.57% -9.79% 1.31% Page 5-6 D E L I V E R Y 6. Other Data S U R V E Y S S U M M A R I E S 2 0 0 3 / 0 4 Annex III S E R V I C E 6.1 Education Highest Educational Attainment Up to Standard 4 No 3,916 % 1.37% Standard 5-8 108,365 37.78% Form 1-4 95,115 33.16% Ordinary Diploma 17,862 6.23% Form 5-6 4,565 1.59% Advanced Diploma 3,396 1.18% Bachelors Degree 3,338 1.16% Postgrad Diploma 742 0.26% 1,888 0.66% Masters Degree Doctorate 159 0.06% Un-known 47,471 16.55% 286,817 100% Total 6.2 Pay Targets Table 18: Pay Targets by Grade Salary Scale Employees Actual Target % TGS A 1 2163 65,390 74,860 87% TGS B 1 13362 80,325 83,480 96% TGS B 2 447 82,790 86,050 96% TGS B 4 22 87,130 88,620 98% TGS B 6 67 91,470 91,268 100% TGS C 1 11596 107,727 127,776 84% TGS C 2 2652 110,280 137,832 80% TGS C 3 2699 112,700 147,888 76% TGS C 7 121 122,260 158,248 77% TGS D 1 6638 139,170 162,362 86% TGS D 2 3085 142,528 193,654 74% TGS E 1 5554 178,428 199,463 89% TGS E 2 1716 182,448 208,960 87% TGS E 3 348 186,330 218,457 85% TGS F 1 5064 236,255 265,427 89% TGS G 1 1723 307,350 362,973 85% TGS G 2 82 314,150 404,605 78% TGS G 4 17 327,750 446,238 73% TGS G 5 10 334,550 487,870 69% Page 6-1 S E R V I C E TGS G 7 10 348,150 529,502 66% TGS H 1 455 405,100 551,741 73% TGS H 10 7 525,790 763,371 69% TGS H 12 2 552,610 798,643 69% TGS H 2 17 418,510 587,013 71% TGS H 4 11 445,330 622,284 72% TGS H 5 10 458,740 657,556 70% TGS H 6 5 459,828 692,828 66% TGS H 8 6 498,970 728,100 69% TGS I 1 89 608,840 847,360 72% TGS I 2 3 636,590 919,205 69% TGS I 3 14 664,340 991,049 67% TGS J 1 361 750,000 1,071,324 70% TGS K 1 259 830,000 1,225,218 68% TGS L 1 62 930,000 1,555,936 60% TGS M 1 7 1,050,000 1,685,079 62% TGS N 1 58 1,123,000 1,824,940 62% TGS O 1 7 1,210,000 1,976,410 61% TGS P 1 38 1,284,000 2,140,452 60% TGS Q 1 4 1,400,000 2,318,110 60% D E L I V E R Y S U R V E Y S S U M M A R I E S 2 0 0 3 / 0 4 Note: “Actual” salary is the average across all employees in that grade. % = Actual ÷ Target Page 6-2