HRM Final Presentation

Final Presentation
on 'Conducting a survey and an analysis of remunerations in the
civil service as compared to remunerations in other public
administration offices and in other sectors of the economy’
Warsaw, 19 January 2011
The project is co-financed by the European Union
from the European Social Fund within the
framework of the Human Capital Operational
Programme (Priority 5, Measure 5.1, Sub-Measure
5.1.1)
This is the Final Report for the project called 'Conducting a survey and
an analysis of remuneration in the civil service as compared to
remuneration in other public administration offices and in other
sectors of the economy’
delivered following a commission by the Chancellery of the Prime Minister
under the agreement No DSC/166/10 ID 112/DSC/10;
financed from the project budget ‘Job evaluation and changes in the remuneration system of the
government administration’, co-financed the European Union from the European Social Fund within the
framework of the Human Capital Operational Programme (Priority 5, Measure 5.1, Sub-Measure
5.1.1);
a source of valuable information on developing remuneration policy in the civil service;
1587 pages (including 1520 pages of statistical data for 29 functional regions and 57 areas of employment)
it presents results of statistical analysis of data on both financial remuneration (i.e. total salary, base salary,
regular supplements, bonuses and awards and other components of financial remuneration)
and non-financial remuneration (additional allowances not included in the salary and training expenses) — received by
employees on selected positions in the civil service, in other offices of public administration and in private sector
of the economy;
the following entities were covered by the survey:
62 — non-business entities (organisations being a part of the civil service and other organisations of
the public administration)
31 — business entities (companies);
the project presents results for 91 positions;
the list of organisations included in the survey was consulted with and accepted by representatives of the
Chancellery of the Prime Minister
Copyright by
HRM partners S.A.
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Project Schedule
Schedule of conducting a survey and an analysis of remunerations in the civil service as compared to remunerations
in other public administration offices and other sectors of the economy
The project’s duration
Stage 1 – drawing up a list of positions and entities
Stage 2 – Final Report’s Structure
Stage 3 – Database
Stage 4 – Sourcing data, conducting a comparative
analysis
Stage 5 – Survey close-out
Final Report Approval
Final Presentation
Stages/actions
completed
[cze] = Jun
Copyright by HRM partners S.A.
[lip] = Jul
[sie] = Aug
[wrz] = Sep
[paź] = Oct
[lis] = Nov
[gru] = Dec
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Methodology applied
MANAGEMENT
SPECIALISTS
SUPPORT
According to the adopted
methodology, the positions
were divided into:
M5 General
M4 Integrating
P5 Experienced
Expert
M3 Senior
P4 Expert
M2 Linear
M1 Supervising
P3 Independent
T4 Leading
P2 Junior
T3 Experienced
P1 Novice
T2 Junior
T1 Novice
MANAGERIAL
POSITIONS
DIRECTORS/MANAGERS
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SPECIALIST
POSITIONS
SUPPORT POSITIONS
INDEPENDENT AND SUPPORT POSITIONS
HRM partners S.A.
Managerial, where employees achieve goals
through managing people and assets they
were entrusted with (listed in the M table,
which includes five levels of competence
labelled from M1 to M5)
Independent, where employees are
assessed on the basis of individual work
results:
Specialist (listed in the P table, which
includes five levels of competence labelled
from P1 to P5);
Support (listed in T table — with four levels
of competence, labelled from T1 to T4)
In the civil service:
managerial positions — these include
senior positions in the civil service and
middle management positions; they can
also include coordinating positions, if they
are a part of the managing level in an
organisation
specialist positions — these include
coordinating, independent or specialist
positions within the civil service
support positions — these include
support positions in the civil service.
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Sample data
93 organisations:
48 civil service organisations
14 organisations from other sectors of public administration
31 business entities
38,364 employees
9,581 employed in the civil service
3,359 employed in other sectors of public administration
25,424 employed in business entities
Copyright by HRM partners S.A.
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Organisations included in the survey
1. ABB
2. Agora
3. ArcelorMittal Poland
4. National Archive in Poznań
5. National Archive in Warsaw
6. Bank Gospodarki Żywnościowej
7. Bank Pekao
8. BRE Bank
9. Budimex
10. Head Office of the National Health Fund (NFZ)
11. Dalkia
12. Energomontaż-Północ
13. Ernst & Young
14. Fiat Auto Poland
15. Generali Group
16. General Directorate of National Roads and
Motorways (GDDKiA)
17. Chief Inspectorate for Environmental Protection
18. Chief Veterinary Inspectorate in Warsaw
19. Central Office of Measures
20. Central Statistical Office (GUS)
21. PZU Group
22. Hellmann
23. Hewitt Associates
24. Hewlett-Packard
25. ING Financial Services
Copyright by HRM partners S.A.
26. Inter Cars
27. Tax Chamber in Gdańsk
28. Tax Chamber in Katowice
29. Tax Chamber in Poznań
30. Tax Chamber in Warsaw
31. Chancellery of the Senate
32. Regional Police Headquarters in Gdańsk
33. Regional Police Headquarters in Cracow
34. Kompania Piwowarska
35. Łódź Voivodeship Office
36. Office of the Marshal for Małopolska
37. Małopolskie Voivodeship Office
38. Masovian Voivodeship Office
39. Ministry of Finance
40. Ministry of Economy
41. Ministry of Agriculture and Rural Development
42. Ministry of the Interior and Administration
43. Ministry of Justice
44. Nestlé Polska
45. National Health Fund Branch in Katowice
46. Nowa Era
47. Regional Office of Measures in Gdańsk
48. Regional Office of Measures in Katowice
49. Orange
50. PHOENIX Pharma Polska
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Organisations included in the survey
51. The First Tax Office in Gdynia
52. PKO Bank Polski
53. Polimex-Mostostal
54. Pomeranian Voivodeship Office in Gdańsk
55. PRESSPUBLICA
56. District Prosecutor’s Office in Cracow
57. Polska Telefonia Cyfrowa
58. Raben
59. Regional Court in Warsaw
60. Silesian Voivodeship Office
61. Telekomunikacja Polska
62. Office of Electronic Communications in Warsaw
63. Tax Inspection Office in Gdańsk
64. Tax Inspection Office in Poznań
65. Tax Inspection Office in Warsaw
66. Office of the Marshall in Łódź
67. Office of the Marshall in Poznań
68. Tax Office for Łódź-Widzew
69. Tax Office in Sosnowiec
70. Statistical Office in Katowice
71. Statistical Office in Poznań
72. Statistical Office in Warsaw
73. Public Procurement Office
74. Wielkopolskie Voivodeship Office
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HRM partners S.A.
75. Voivodeship Sanitary and Epidemiological Station in Poznań
76. Voivodeship Sanitary and Epidemiological Station in Cracow
77. Voivodeship Pharmaceutical Inspectorate in Łódź
78. Voivodeship Pharmaceutical Inspectorate in Poznań
79. Voivodeship Pharmaceutical Inspectorate in Warsaw
80. Voivodeship Construction Supervision Inspectorate in
Warsaw
81. Voivodeship InspectorateforEnvironmental Protection in
Cracow
82. Voivodeship Inspectorate for Environmental Protection in
Poznań
83. Voivodeship Inspectorate of Road Transport in
Gdańsk
84. Voivodeship Inspectorate of Road Transport in
Katowice
85. Voivodeship Veterinary Inspectorate in Gdańsk
86. Voivodeship Veterinary Inspectorate in Katowice
87. Voivodeship Veterinary Inspectorate in Łódź
88. Wrigley Poland
89. Wydawnictwa Szkolne i Pedagogiczne
90. Headquarters of the Social Insurance Institution (ZUS)
91. Social Insurance Institution Division in Gdańsk
92. Social Insurance Institution Division in Cracow
93. Social Insurance Institution Division in Łódź
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Conclusions of
the Survey
.
Salaries' competitiveness analysis — whole sample
CS median
Base salaries (CS/total)
total median
120%
100%
85%
87%
85%
80%
81%
70%
75%
75%
73%
75%
66%
58%
60%
49%
40%
54%
31%
20%
0%
T1
T2
T3
T4
P1
P2
P3
P4
P5
M1
M2
CS median
Total salaries (CS/total)
M3
M4
M5
total median
120%
104%
101%
100%
95%
91%
87%
89%
82%
74%
80%
80%
78%
74%
77%
68%
60%
41%
40%
20%
0%
T1
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T2
HRM partners S.A
T3
T4
P1
P2
P3
P4
P5
M1
M2
M3
M4
M5
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Analysis of competitiveness of base salaries
CS median
Base salaries (CS/other public admin.)
other public admin. median
140%
116%
120%
104%
100%
111%
95%
95%
80%
83%
90%
96%
94%
89%
81%
80%
63%
60%
40%
20%
0%
T1
T2
T3
T4
P1
P2
P3
P4
P5
M1
M2
CS median
Base salaries (CS/business entities)
M3
M4
M5
business entities median
120%
100%
83%
85%
80%
79%
78%
71%
56%
60%
71%
55%
54%
44%
39%
40%
35%
26%
25%
20%
0%
T1
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T2
HRM partners S.A
T3
T4
P1
P2
P3
P4
P5
M1
M2
M3
M4
M5
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Analysis of competitiveness of total salaries
CS median
total salaries (CS/other public admin.)
other public admin. median
140%
120%
12
2%
113%
113%
100%
100%
92%
97%
96%
93%
P1
P2
P3
P4
93%
99%
99%
99%
M1
M2
M3
M4
81%
80%
60%
40%
20%
0%
T1
T2
T3
T4
P5
CS median
total salaries (CS/business entities)
M5
business entities median
120%
105%
100%
95%
100%
87%
86%
84%
80%
70%
63%
69%
65%
57%
60%
42%
35%
40%
33%
20%
0%
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T1
T2
T3
HRM partners S.A
T4
P1
P2
P3
P4
P5
M1
M2
M3
M4
M5
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Saleries’ competitiveness – wrap-up
positions ranked low on particular career
paths (on T1, T2, P1, P2 and M1 levels) on
average receive base salary amounting to
71–85 per cent of salaries in the business
sector (for total salaries the ratio amounts to
84–105 per cent of total salaries in the
business sector).
Such salaries are competitive enough to
attract, keep and motivate candidates
displaying adequate qualifications.
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positions requiring highly skilled specialists
and managers (P5 and M5 levels) offer
base salaries at the level of 25–26 per cent
of base salaries offered by the business
sector, which may entail serious difficulties
with attracting and keeping employees with
suitable qualifications; luckily, variable
remuneration slightly increases the
competitiveness of total remuneration of
managers and experts in the civil service
(33 to 35 per cent of salaries on the private
market); it may mean that awards do not
have a motivational character, but that they
simply compensate for the very low base
salaries;
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Internal consistency of salaries in the civil service
- base salaries
Base salaries – civil service
30000
27500
25000
22500
20000
17500
15000
MED-3Q
12500
10000
1Q-MED
7500
5000
2500
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HRM partners S.A.
M5
M4
M2
P5
P3
P2
P1
T4
T3
T2
T1
0
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