Position Classification System

towards excellence in the civil service

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What is PCS

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PCS Policy Document - 2005

BCSR 2006

PCS Manual - 2006

Position Directory

Job Description

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Frequently Asked Questions

1. Concept

1.1 What is the Position Classification System?

The Position Classification System (PCS) is a process of grouping together positions that are sufficiently alike with respect to duties and responsibilities so they can be treated the same way for the purposes of all human resource actions.

1.2 How is PCS different from the Cadre System?

The PCS expands the existing Cadre System's seven cadres by classifying positions within 19 occupational groups and approximately 60 sub-groups based on internationally recognised classifications. The PCS also applies a new set of best practice principles to the Civil Service;

these are:

Meritocracy
One position/one grade
Open competitive selection
Fair market rate of pay
Equal pay for equal value of work

1.3 What do these principles mean?

Meritocracy means that the Civil Service will put a greater value and emphasis on the performance of civil servants when determining all aspects of human resource actions, for example: promotions, training needs and salary increases. While years of service will still be recognised, it will no longer be the determining factor in such decisions.

One position/one grade means each position in the Civil Service will be valued through an objective job evaluation process and will be assigned a grade on the basis of that assessment. Anyone fulfilling that position with the required qualifications and experience will be placed/paid within that grade.

Open Competitive Selection means that all vacant positions will be advertised throughout the Civil Service so all civil servants with the required qualifications and experience can apply to be considered for the vacancy. All eligible applicants will be assessed against selection criteria specified in the job description and the most suitable candidate who meets the selection criteria will be selected.

Fair Market Rate of Pay means that civil servants will be remunerated at a level consistent with the value of the position they hold when it is compared to similar positions that exist both inside and outside of the Civil Service.

Equal Pay for Equal Value of Work means that employees with the required qualifications and experience, performing comparable jobs will be compensated similarly. However, the specific salary paid to any individual may well be different based on years of experience, level of responsibility and/or their performance.

1.4 Why are we moving from the Cadre System to the Position Classification System?

The Cadre System was introduced in 1989; 16 years on, it now requires to be strengthened to address some of the changes and emerging issues brought on by the rapid development of the country. The PCS is found to be an appropriate foundation towards promoting a merit-based and professional Civil Service that is dynamic, efficient and capable of meeting the changing needs of the public administration system.

1.5 What is the PCS trying to achieve?

The broad objective of the PCS is to achieve excellence in the Civil Service and promote Good Governance through enhancing effi ciency, transparency and accountability by linking individual performance to organisational goals and national objectives.

1.6 How does the PCS benefit the civil servants?

It ensures all civil servants have a clearly defined job description for the position they are fi lling.
It grades each position based on the duties and responsibilities undertaken, therefore providing a fair and equitable grading.
It specifies the competency requirements of every position in the Civil Service, thereby making it clear what qualifications and experience are needed in order to qualify for that position.
It recognises individual performance through salary incentives.
It provides civil servants with the opportunity to apply for any vacancy throughout the Civil Service as long as the minimum qualifications and experience are met.
It ensures civil servants are treated fairly in the selection process by focusing on the actual needs of the vacant position; rather than on individual personalities.

1.7 How does the PCS benefit the civil service?

It provides a systematic means of defining positions and their associated grades and responsibilities in relation to other positions in the Civil Service.
It provides for fair and equitable compensation for civil servants.
It clearly indicates the training and development needs required for each position throughout the Civil Service.
It links every position in the Civil Service to their respective organisation’s goals and objectives.
It provides clearer information to support organisations in their human resources functions.
It enables organisations to use their human resources effectively and efficiently, thereby maintaining a small, compact and efficient Civil Service which is a key policy of the Royal Government.

1.8 Who is responsible for the PCS?

As the central personnel agency of the Royal Government, the Royal Civil Service Commission (RCSC) together with the line Ministries/Agencies and dzongkhags, is responsible for the implementation, integrity and validity of the PCS.