Public Transport Operator, SMRT, announced today its Wage Review for all Non-Executive staff. The company will begin the roll out of what it describes to be a progressive and responsive wage system that will benefit Non-Executive employees of its trains and bus operations as well as corporate office staff.
The new wage framework was developed following several months of industry review, a market benchmarking exercise, performance goals-setting, and an extensive consultation process with the National Transport Workers’ Union (NTWU), an affiliated-union of the National Trades Union Congress (NTUC). Both parties came to an agreement early this week and inked today a revised Collective Agreement to begin the implementation of SMRT Wage Revision 2013 and an enhanced career progression framework for all its Non-Executive employees. The signing ceremony was witnessed by NTUC Secretary-General Lim Swee Say.
The highlight of the new framework is the launch of a monthly Productivity and Performance Incentive that directly links to staff performance in improving operational performance and productivity, adhering to safety regulations and contributing to an overall positive customer experience. These are behaviours which have been identified as key to achieving the larger objectives of the company in providing a safe, reliable and comfortable public transportation system. These initiatives are aligned with the government’s aim for businesses to upgrade, create better jobs and raise wages.
SMRT President and CEO, Desmond Kuek said: “We believe that this is an important milestone for SMRT. The Wage Review represents a significant step towards achieving one of the company’s goals of developing a world-class workforce and promoting organisational health. A productive and well trained workforce will help us drive our commitment to provide excellent transportation service to all our commuters. This breakthrough wouldn’t have been possible without the strong and mutually beneficial relationship we have with the Union, and I thank them for working with us towards these outcomes.”
“NTWU has been in on-going talks with SMRT on the revision of wage system for the non-executive staff. It is a collective decision for both parties to work towards a progressive and responsive pay system for all the workers in SMRT. Thus, we are extremely pleased to conclude the agreement with SMRT, bringing better pay packages to the workers. This review also marks the beginning of a new chapter of good Labour Management Relations (LMR) between SMRT management and NTWU,” commented Mohd Rasi Taib, President of the National Transport Workers’ Union.
SMRT Wage Revision 2013
The key objective of the SMRT Wage Revision 2013 is to build a productivity and performance based culture where individual work performance is directly aligned to remuneration and incentivisation. The SMRT Wage Revision 2013 also represents part of SMRT’s on-going plans to enhance the career schemes and progression of SMRT employees, and is part of the company’s systematic review of its Human Resource policies to ensure that the welfare and work-harmony arrangements of its employees are well looked after.
Wage Revision 2013 features enhancements made to the remuneration packages of all SMRT’s Non-Executive employees with effect from March 2013, excluding its Bus Captains who had received a salary enhancement package last year. These include an increase in basic salaries, the introduction of a Monthly Performance and Productivity Incentive component, increase in salary ranges of existing employees, a one-off Market Adjustment Component, and an upward adjustment to the commencement salaries of new Non-Executive employees. For further details of SMRT Wage Revision 2013, please refer to Annex A.
Single Scheme for Bus Captains
For SMRT’s Bus Captains who had received a salary enhancement package last year, part of the wage review includes a one-time emplacement exercise into a new scheme. From April 2013, all SMRT Bus Captains on permanent contracts, who currently belong to two distinct schemes, will be emplaced into a single Bus Captain scheme. This will allow for all Bus Captains to be developed, assessed, incentivised and promoted based on a common set of performance indicators and competency levels. All Bus Captains will enjoy incentives that measure their operational performance and productivity, as well as adherence to schedule, service and safety standards. PRC Bus Captains who are under 2-year contracts will also receive the same performance incentives, an Annual Wage Supplement and a year-end variable bonus annually, in place of their current ex-gratia and sign-on bonus.
Enhanced Career Progression Framework for SMRT employees
The revised Collective Agreement also includes an Enhanced Career Progression Framework. This is a robust competency training support roadmap for individual staff that aims to enhance the career schemes and development of employees, retain and develop talent, allow steady career progression based on individual performance, and increase productivity to develop a performance-based workplace culture that is aligned to achieving Workforce Health – one of SMRT’s Five Strategic Thrusts.
