Financial rewards have a strong bearing on the motivation and performance of employees working in the public and private sectors. The salary structure of the civil service in Pakistan deserves special attention because it determines the quality of the CSS officers hired. A competitive salary and benefits package ensures better performance, financial stability, and job contentment, which in turn mitigates the likelihood of engaging in unethical behaviors.
The Federal Public Service Commission (FPSC) conducts the Central Superior Services (CSS) examination in the country every year. The examination allows young, successful candidates to make an impact and serve the nation. The civil servants effectively influence the government’s landscape by assuming critical responsibilities within government secretaries, cabinet offices, and civil bureaucratic operations.
When discussing the principles for determining civil service pay in Pakistan, Justice Munir noted, “We do not think it is the right policy for the state to offer such salaries to the servants to attract the best available material. The correct place for our men of genius is in the private enterprise and not in the humdrum of public service, where character and a desire to serve honestly for a living are more essential than outstanding intellect. Therefore, we cannot prescribe our pay scales, with the object of attracting to public service all the best intellect in the country.”
Salary Structure for CSS Officers in Pakistan
Basic pay scales (BPS) were first introduced in 1983, with effect from 1st July 1983, and were revised for many years until the last revision in 2017. The pay structure comprises twenty-two basic pay scales, of which the minimum is one and the maximum is 22. A newly appointed CSS officer carries the distinction of being assigned to a Basic Pay Scale-17 (BPS-17) position. The average starting salary for a BPS-17 officer in Pakistan can range from PKR 70,000 to PKR 80,000 per month.
The salary increases with annual increments and promotions to each grade. During the progression in the career, both the proportion of cash allowances in total pay and quantified perks in total cost increase, with the step up to a higher grade.
| Pakistan Administrative Service (PAS) | 22 |
| Police Service of Pakistan (PSP) | 22 |
| Foreign Services of Pakistan (FSP) | 22 |
| Pakistan Customs Service (PCS) | 22 |
| Information Group (IG) | 21 |
| Office Management Group (OMG) | 18 |
| Pakistan Audit and Accounts Service (PAAS) | 21 |
| Inland Revenue Service (IRS) | 22 |
| Commerce and Trade Group (CTG) | 21 |
| Military Lands and Cantonments Group (MLCG) | 22 |
| Postal Group (PG) | 22 |
| Railways (Commercial and Transportation) Group (RCTG) | 21 |
The civil servants, in addition to their base pay, are entitled to many benefits and allowances. The benefits for civil servants consist of a pension (i.e., 70% of the last drawn basic salary at the time of retirement), with additional allowances such as a housing allowance that increases the salary from 45% to 55%, ad-hoc allowances (increase salary by 10%), and medical and special pay allowances contributing to an increase of 15 percent and 20 percent, respectively.
Present Rewards
Cash Payments
- Base salary
- Monetary allowances: Conveyance, house ceiling, travel, medical, special pay, utilities, qualification allowance, senior post promotions, deputation allowance, etc.
In-kind
- Government housing in pricey posh areas (colonial legacy)
- Generous health benefits
- Transport/car, subsidized education for children
Intangible
- Job security, social status, and privilege
- Foreign trips, foreign training, club and board memberships
Future Expectations
Cash Payments
- Pension (70% of the running basic pay at the time of retirement)
In-kind
Arbitrary awards of urban and rural lands, etc.
Intangible
- Reputation, reemployment after retirement
Special
- Foreign training programs, reserved international postings
- Favored board positions with compensation
Incentive Theory
Reinforcements or incentives are the driving forces behind behavior. Usually, in workplace settings, individuals tend to be drawn toward actions that result in rewards. Thus, civil servants enjoy monthly and annual incentives to motivate their performance.
A study conducted by research scholars at PIDE shows that the total reward of a civil servant is several times higher than the base reward (cash salary) in the contract, more so for the higher grades.
An assessment of the in-kind benefits received by the civil servants, in contrast to the private sector, reveals that:
- The minimum market value of publicly owned houses is Rs. 1.45 trillion, which can potentially bring in an annual rental income of Rs. 10.75 billion.
- The cost of using an official car, due to the vehicle model and its frequency of use, exceeds the value of the basic salary of employees in BPS 20-22.
- Job security in the civil service has an added value of 0.5 percent to 17 percent on the compensation.
- In addition to the medical allowance, which is a part of the salary slip, the monthly cost of medical expenditures for civil personnel is roughly Rs. 2.3 billion.
- Currently, the estimated value of cars being used by grades 20-22 officers in Islamabad is around Rs. 1.53 billion.
The salary and compensation structure is vital for the functionality of the civil servants (CSS officers) in Pakistan. However, continuous assessment of the salaries of civil servants, complemented by allowances, is crucial for ensuring transparency and motivated civil servants.
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The views and opinions expressed in this article/paper are the author’s own and do not necessarily reflect the editorial position of Paradigm Shift.
Ruqayya Yar Muhammad is a fresh graduate of political science from the University of Peshawar and a keen enthusiast of current and international affairs.