Addendum: On top of the additional targets
suggested by MPs during the parliamentary debate on this issue and
the "Succession Planning" KPI suggested by me previously - the
Gahmen should add one more target
for Gini co-efficient (measures Income Inequality;
smaller number denotes less income inequality).
According to World Bank data, the Gini co-efficients for Singapore
was 0.467 in 1999 (went up from 0.436 in 1990) and Cameroon (Africa) was
0.446 (2001)! 
In comparison, amongst the 4 dragons - Taiwan
(one of the 4 dragons) scored 0.326 (2000) and HK did worst than
Singapore at 0.525; whereas amongst the First World countries,
Germany is 0.283 (2000), whereas US is a bit better than Singapore
at 0.408.
Originally posted by SeeHearSpeak:
1. If the PAP wants to use Private Sector pay as a
yardstick, then it cannot be just based on one [b]KPI (Key
Performance Indicator) of GDP Growth. As the PAP claims
that the main driver for ministerial pay hikes is the attrition
rate in the elite Admin Service, then shouldn't
"Succession
Planning" be included as one more KPI in addition
to the other valid ones suggested in Parliament during the recent
debate??? 
2. It was reported in the press that "the elite Admin Service has
lost entire cohorts of young capable officers to the private
sector". This is DESPITE the fact that salaries of AOs at SR9 (the
first Superscale grade) are currently at $372k per year pegged to
the top earners aged 32 in the private sector (ie, 103% of the
benchmark of $361k). Hence, this group would NOT be getting any pay
adjustment for this round. This clearly proves that the disastrous
brain drain is happening even though the Gahmen is paying ABOVE the
benchmark. 
Our ministers and senior civil servants have failed
miserably in grooming/retaining their successors but are getting
rewarded with bonuses and salary
increments???
3. Serious
suggestion: After the first 10% attrition per annum
for this category of next-generation-leaders (from SR9 to
below-Superscale D), for every 10% resignation thereafter of the
junior and middle ranks in this elite Admin Service during the year
of evaluation, the ministerial and senior civil servants' salary
and bonus be cut by 1%.
4. Another factor -
Post-retirement benefits: We must NOT forget that
in the private sector, once you lose your job (whether by
retirement, retrenchment or restructure), that's it. In the govt
service for these Top Brass - there's a pension scheme of sorts
(replete with almost free medical care) that goes on until death
for those who retire after the official retirement age. An
"imputed" cost of benefit should be added to the remuneration
package if the PAP wants to peg Public Service Pay Scale to the
Private Sector. 
Fair enough???
