Into Retirement

Sep 27, 2014 Letters

DEAR EDITOR,
Somewhere, sometime not so long ago, I thought I caught a senior spokesman of the Guyana Public Service Union televising indifference to the statutory retirement age of public servants, or rather to any change in the retirement age. He did not admit whether or not he had given any thought to what is in fact a live issue. He did not appear even to have enquired about the quality of life of those required to demit office at age fifty five (55) years and to languish until age sixty (60) years to collect NIS Pension, assuming of course the contributions paid up made them eligible.
Last Sunday night, 21 September, I chanced upon a panel discussion in which the Senior Vice-President of GPSU adverted to two issues at different points in the discussion – one, on the obvious need for the bulk of (traditional) public servants to be better paid; two – this situation compounded by the increasing imposition of essentially youthful personnel as ‘contracted employees’ not only in positions to which the traditionals could be promoted, but moreso at higher than the published levels of pay. Also the necessity to wait for retirement pension was obviated by the provision of a gratuity at a rate which cumulates to nearly doubling the basic salary by the end of a two (2) year period.
For them the number 55 is therefore not an issue. Even so as ‘contractors’ they normally would be responsible for their own NIS contributions.
It might have been mentioned, but I missed any reference to the disproportionate percentage of traditionals who have been in acting positions over unreasonably extended number of years – a situation resulting at least in proportionate loss of the public service pension. What is at least curious, if not troubling, is the differentiation in identity between ‘traditionals’ and ‘contractees’ and the insistence on the former to retire on schedule, even at the expense of being rehired, presumably on contract, but at the same, or less than the terminal rate –a circumstance in which inheres a supplementary differentiation, if you will.
Somehow, while listening to the presentation I couldn’t help but recall my entry into the Civil Service more than sixty years ago – as a Temporary Class II Clerk, No 172 (or 175); and being confirmed about two (2) years later at No 82 (or 85). The reason being that there was an annual publication of all the positions and names of their holders in the Civil Service. Since promotion was largely on based seniority, it was thought important that each should be in a position to visualise his/her prospects.
Naturally, the list moved from top to bottom in every Department. Other information provided would indicate the retirement date – same as our current public service – fifty five (55) years. (What progress has been achieved since!) It meant that it was always public knowledge when even the Chief Secretary, then head of the Civil Service, would retire.
What’s the point? Well at this juncture there is such a misaggregation of categories in the Public Service, as a result of independent Agency recruitment, that the Public Service Ministry, whose responsibility it should be, would find it a challenge to concoct one or more lists of persons who can be considered authentic Public Servants.
There is not enough space to display the respective Agency and Regional Administration employment tables (in any case, some names/dates would be hard to verify).
One thing is certain, the human resources population as reflected in the National Estimates grows compulsively every year – doing essentially the same work.
But if we are traditional enough to maintain the colonial retirement age, surely in this new age of technology, we can produce current public service staff lists.
E.B John

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