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EAP - The Pacific Infrastructure Challenge - World Bank (2006).pdf

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<strong>Pacific</strong> countries, management salaries in public corporations or corporatized entities<br />

are set at the same level as government department officials. To attract the right<br />

people, it may be necessary to set remuneration at a higher level.<br />

Governments may argue that this imposes an unnecessary additional financial burden<br />

on the service provider. However, if the appointed individual was able to turn the<br />

entity into an efficient unit which recovers its costs and provides good quality<br />

services, the benefits may far outweigh the costs. Another option is to employ<br />

managers on performance contracts, where extra pay is linked to actual performance<br />

to drive improvements.<br />

Another impediment to good public sector reform in many <strong>Pacific</strong> countries is<br />

government reluctance to support staff layoffs. Because job opportunities are limited<br />

in many <strong>Pacific</strong> countries, this is a particularly sensitive issue for many governments.<br />

However, keeping staff on who do not add any value, or forcing organizations to reappoint<br />

staff that have already been made redundant (such as was the case in the<br />

airports sector in Fiji), provides very poor incentives for efficiency and improved<br />

performance. Governments would do better to support leaner service providers,<br />

while providing support to ex-staff members and other individuals to develop small<br />

businesses that compete to provide important contract services. This initiative was<br />

employed successfully by Fiji’s electricity authority when trying to reduce staff<br />

numbers to an efficient level. A number of staff took voluntary redundancy<br />

packages, and now provide services to the utility on a contract basis.<br />

If staff layoffs are too disruptive and politically unacceptable and keeping staff on is a<br />

stated ‘social obligation cost’, then governments should support service providers<br />

keeping these staff on at a minimum wage and changing their roles to better suit their<br />

skills. This is the strategy employed at Nadi airport. Airport management were not<br />

allowed to make cleaning staff redundant, so they were redeployed to perform other<br />

‘value-added’ activities, such as porter services or serenading services for arriving<br />

tourists. While this does not get rid of the financial burden imposed by employing<br />

more staff than is necessary for efficient operation, it does not continue to reward<br />

existing staff for work they are unsuited to and are not skilled at and offers some<br />

incentives for improved performance.<br />

Output Based Aid (OBA) programs can help to make Public Sector Reforms more<br />

successful. Output Based Aid is an innovative way of delivering targeted subsidies. It<br />

differs from conventional subsidy mechanisms in that the subsidy payment is tied to<br />

the delivery of a specific output, for example installing a water connection. OBA<br />

mechanisms are discussed in more detail in Box 7.6.<br />

50

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