5 The USD calculation is based on USD 1 = 4200 rielshave been increased from around 402,800 riels (USD 95.90) and 360,000 riels (USD 85.71) respectively in 2013 to 800,500 riels (USD 190.59) equally in 2016. While the minimum pay of the general administrative civil servants, police and military have been increased from 344,000 riels (USD 81.90), 379,930 riels (USD 90.45) and 315,990 riels (USD 75.23) in 2013 to 700,500 riels (USD 166.78), 784,730 riels (USD 186.84), and 733,730 riels (USD 174.69)5 accordingly in 2016. (See figure 4).If we continue to look at the minimum salaries of civil servants in 2023, the figures also show dramatic increase. For instance, the minimum salaries for civil servants in education and health sectors have been increased to around 1,400,000 riels (USD 333.33) equally, while minimum salaries for the general administrative civil servants, police and military have also been increased to around 1,300,000 riels (USD 309.52), 1,384,477 riels (USD 329.63), and 1,309,477 riels (USD 311.78) respectively (MCS 2023b).The motive of pay-based performance was mostly driven by development partners to support public servants who worked for the donor-related projects in various key sectors especially in health and education sectors. It was believed that monetary incentive (extrinsic factor) could boost performance motivation. However, performance motivation is seen to be influenced by both intrinsic and extrinsic factors, where the former is more sustainable than the latter (Jacobsen and Andersen 2014). Verbeeten (2008) Performance ManagementOver the years, Cambodia is seen to have good performance in restoring peace and strong economic growth. Since early 2000s, public-sector reform in Cambodia has been initiated with support of various development partners including the World Bank and its allies. In this regard, various components of New Public Management (NPM) have been deployed across reform agenda such as public administrative reform, local government decentralization, financial management, semi-autonomous public enterprise, anticorruption, etc., as demonstrated in the government political agenda. In such regard, Performance Management (PM) has also emerged in the form of pay-based performance such as Priority Mission Groups (PMGs), and Merit-Based Performance Incentives (MBPI) (see table 3). In practice, there were separated institutions of responsibilities such as PMGs was under management of Council for Administrative Reform (CAR), and MBPI was under control of Ministry of Economy and Finance (MEF). The key objective of introducing such pay-based performance was in response to the low remuneration of civil servants through providing performance-based monetary support. Source: MCS(2016a) Figure 4: Minimum salary increase for civil servants and armed forces51
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