Public sector unions (PSUs) have maintained that government is not yet ready to implement the Performance Management System (PMS), saying key issues affecting the welfare and productivity of civil servants remain unresolved.
The unions made the remarks following a meeting between government and representatives of the Joint Negotiations Forum (JNF) held at Happy Valley Hotel on Thursday. The engagement focused on the proposed Performance Management System (PMS) and the Total Rewards Strategy, which government says are aimed at building a modern, professional and high-performing public service.
Speaking on behalf of the PSUs, Swaziland National Association of Teachers (SNAT) Secretary General Lot Vilakati said while the unions recognised the importance of performance management, government had not created the conditions necessary for civil servants to perform effectively.
“We discussed both the advantages and disadvantages of the PMS. We made it very clear that government is not ready to implement it because it has failed to address the issues that affect the performance of civil servants,” said Vilakati.
He said the meeting ended with both parties agreeing that any process related to the implementation of PMS should be suspended until concerns raised by workers had been addressed.
“We agreed that anything involving the implementation of PMS for civil servants should stop for now until the issues affecting our performance are resolved. There are many challenges that prevent employees from performing at their best,” he said.
Vilakati said government had already started conducting workshops with some civil servants before concluding negotiations with the unions, a move he described as premature.
“The negotiations on PMS should have taken place before workshops were conducted because the system affects employees’ terms and conditions of service. There should have been proper consultations and agreements before implementation,” he added.
He said the unions had consistently informed government that improving working conditions should come before introducing a performance-based system.
Vilakati cited the situation of contract teachers as one example, saying many continue to work under difficult conditions.
“Pregnant contract teachers are not entitled to maternity leave. Many civil servants do not get housing or transport allowances, while some are paid very little. Under such conditions, how does government expect them to perform?” he asked.
He added that government should first fulfil its existing obligations before introducing new performance measures.
“We cannot talk about rewarding performance when basic issues remain unresolved. Government must first pay Notch 2. It is a small amount compared to what employees are owed. We are not prepared to discuss the implementation of PMS before that commitment is honoured,” he said.
Vilakati also questioned government’s ability to implement the proposed Total Rewards Strategy, saying workers had lost confidence after previous commitments were not fulfilled.
“When government talks about rewards, we doubt whether it will be able to deliver. We no longer trust promises that are not followed by action,” he said.
Despite their concerns, Vilakati thanked government for what he described as constructive and respectful negotiations.
Meanwhile, Ministry of Public Service Principal Secretary Mthunzi Shabangu confirmed that the workshop had been successful but declined to disclose details of the discussions.
He said the engagement provided an opportunity for union representatives to ask questions, raise concerns and share their views on the proposed reforms.
Government has maintained that the PMS and the Total Rewards Strategy are intended to improve accountability, professionalism and service delivery across the public sector.
