Likewise, among the participants of the workshop who are the beneficiaries of salary reform, there are more than 90% of respondents (see figure 6) believe that salary reform is important which requires government attention, and more than half of them satisfy with the current salary levels. However, there are one third of respondents that seem to less satisfy with the current salary levels (see figure 7) even government keeps increasing the minimum salary to more than 200 percent between 2013 to 2016. Though there is less satisfaction among respondents on the current salary levels, more than 80 per cent of respondents seem to believe that the current salary levels have impact on their performance (see figure 8) (MCS 2016a; RSA 2019b). It is also noted that with the significant increase in salary and payment through the banking system, some challenges still persist such as the limited capacity of civil servants in using the banking system and ATMs and the insufficient number of ATMs (in rural areas) and amount of cash in ATMs especially during the payment days, which need further improvement. Regarding collaboration between the government and the bank partners, there are still some recommendations and suggestions regarding the speed-up process of salary payment and collaboration among the relevant stakeholders especially at the provincial levels such as the provincial-municipal departments of MEF, treasury, and MCS. Also, the pay increase seems to be not fully responding to the inflation rate and the market price, and such increase is not yet responding to the specific skills and workplace demands across ministries/institutions where high skilled and talent people are needed. Importantly, the improvement and increase in civil servants’ salary should be linked to performance and productivity of civil servants (RSA 2019a; RSA 2019b).54Figure 7: How current salary levels satisfy work performance?Figure 8: How current salary levels impact on performance?Source: RSA(2019b)
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