MBC whole PRB Report (Feb 2017)

REVIEW OF PAY AND GRADING STRUCTURES AND CONDITIONS OF SERVICE IN THE PUBLIC SECTOR(Civil Service, Parastatal and Other Statutory Bodies, Local Authorities and Rodrigues Regional Assembly) AND THE PRIVATE SECONDARY SCHOOLS VOLUME 2 PART II MAURITIUS BROADCASTING CORPORATION Pay Research Bureau February 2017



THIS REPORT IS A CONTINUATION OF VOLUME 1 AND AN INTEGRAL PART OF VOLUME 2 PART II OF THE 2016REVIEW OF PAY AND GRADING STRUCTURES AND CONDITIONS OF SERVICE IN THE PUBLIC SECTOR



TABLE OF CONTENT Pages1.0 BACKDROP ........................................................................................................................................ 12.0 PERTINENT OBSERVATIONS .............................................................................................................. 33.0 NEWS AND CURRENT AFFAIRS DEPARTMENT .................................................................................. 64.0 TECHNOLOGY AND MULTIMEDIA DEPARTMENT............................................................................ 115.0 CONTENT DEPARTMENT ................................................................................................................. 206.0 MARKETING AND SALES DEPARTMENT .......................................................................................... 267.0 ADMINISTRATION DEPARTMENT................................................................................................... 328.0 HUMAN RESOURCE DEPARTMENT ................................................................................................. 339.0 SUPPLEMENTARY RECOMMENDATIONS ........................................................................................ 3510.0 ABOLITION OF GRADES ................................................................................................................... 3711.0 ALLOWANCES AND SPECIFIC CONDITIONS OF SERVICE.................................................................. 38SALARY SCHEDULE ...................................................................................................................................... 44ANNEXList of grades eligible for loan to purchase a 70% duty exempted car for official travelling...................... 51MASTER SALARY CONVERSION TABLE



Mauritius Broadcasting Corporation - Backdrop 1.0 BACKDROP1.1 The present organisation structure of the Mauritius Broadcasting Corporation (MBC) comprises four core departments namely News, TV Production, Radio and Engineering and Technology. Support services are provided by eight departments viz Programmes, Marketing and Events, PR and Customer Care, Finance, Administration, HR, Internal Audit and Documentation and Archives. The staff strength consists of some 500 employees who are distributed in 108 grades ranging from professional to manual workers.1.2 In Volume 2 Part II of the PRB Report 2016, we mentioned that the MBC was proposing a complete overhauling of its structure and the views of the parent Ministry and those of Ministry of Civil Service and Administrative Reforms were yet to be obtained. Subsequently we decided, with the concurrence of the then Management and Union jointly, to publish the Report for MBC within a period of three months as from the date of publication of the main Report.1.3 As a result of the changes brought at the level of the Management of the MBC, the exercise could not be started as planned. We did have two/three meetings with a new management, one headed by an Officer-in-Charge of the MBC and the other by an appointee from MOFED. It was only at a later stage after the appointment of the new Director-General and a new team forming part of Management that the Bureau was able to establish a programme of work to have consultations with Management, Union, representative of the PMO and the Ministry of Civil Service and Administrative Reforms.1.4 Two meetings were subsequently held on the 15 and 16 November 2016 to hear the joint submissions made by Management and Union. Their main representations pertained to the restructuring of the different departments together with the creation, merging, restyling and abolition of posts. These were thoroughly discussed during the meetings held and possible options/solutions were even sounded. However, after careful consideration, not all of them were retained for inclusion in the Report. It is evident from our study of the submissions that the problems evoked cannot be resolved to the satisfaction of all parties – some being outside the scope of the Bureau, while others having severe implications. Nevertheless, we have provided the best scenario to address all those issues falling within our parameters.1.5 We have, therefore, in this Report, restyled some grades to more appropriate job appellations, created grades on the basis of functional needs, reviewed qualifications requirement to match the demand of the jobs, introduced Qualification Bars in some salary scales to fulfil the requirements of the positions,Pay Review Page 1

Mauritius Broadcasting Corporation - Backdrop maintained justifiable allowances, discontinued the payment of allowances that seemed no longer justified and revisited the incentive scheme.1.6 In the process of examining the representations we have also made certain observations. In view of their pertinence, we have thought it appropriate to include them in this Report. Recommendations concerning each Department and allowances and specific conditions of service follow thereafter.Pay Review Page 2

Mauritius Broadcasting Corporation – Pertinent Observations 2.0 PERTINENT OBSERVATIONS2.1 Hereunder, we highlight some of our observations which are of pertinence to the review. Additional Information2.2 In the course of framing our recommendations, we have had much difficulties in many cases due to lack of corroborative information. Whenever the accuracy, reliability and completeness of the information submitted were in question, requests for additional information were made to the organisation. This process obviously lengthened the time frame to draft and publish the Report. Moreover, the information received had to be scrupulously examined to the satisfaction of the Bureau before using them for framing new recommendations. Representations2.3 Among the representations received, a number referred to matters that have to be dealt with administratively by the MBC. Creation of Grades2.4 As observed by the Fifth Pay Commission (India), the appropriate number of grades in an organisation is a matter of conscious judgement and decision – either too many or too few grades may be problematic. As the Commission rightly pointed out, the distinction between work levels becomes too fine with too many grades.2.5 From the representations we have received, it is clear that much importance has been attached to improving the promotion prospects of staff, at times without having regards to work force flexibility, functional needs and other considerations. It is natural and understandable that staff desire advancement but this cannot be the sole criteria to create a position. We believe that it is the responsibility of Management to ensure that optimum use is made of the existing human resources of the organisation. In particular, it should be ensured that manpower requirements match the prevailing workload and the human resources of the organisation are fully utilised at the level at which they are expected to operate.2.6 Notwithstanding the above, grades may be created on an ad hoc basis provided that strong functional needs can be established.Restyling2.7 Many demands have been made for the restyling of existing grades. In cases where the title of the job did not reflect the actual duties being performed, appellations were reviewed. Also a few positions were restyled to fit the nomenclature of jobsPay Review Page 3

Mauritius Broadcasting Corporation – Pertinent Observations obtainable in the public sector. But in some other cases the change in title sought appeared to be a step towards justifying a salary upgrading. We have, therefore, refrained from acceding to certain proposals for restyling where they had grading implications and/or no nexus with the duties and responsibilities associated with the posts. Requests for new appellations that seemed to restrict the scope of work of a grade were also turned down. Qualification Requirements2.8 The Bureau considered it appropriate to amend the Qualification Requirements in a few proposed schemes of service where both the Management and the staff side requested to make appointment from outside candidates. This being in line with the philosophy of the Bureau to create a career path, where justified and practicable, for qualified serving officers and also to gainfully utilise relevant experience that has been acquired over the years. Qualification Bar2.9 Qualification Bars have been inserted in some salary scales of existing grades where both Management and the Union considered possession of relevant qualifications as fundamental to fulfil the requirements of the position and where relevant experience is not deemed sufficient.Schemes of Service2.10 Many shortcomings have been noted during our examination of the existing schemes of service of some grades at the MBC. Wherever practicable with the least disturbance, these have been amended for fairness and equity sake. However, it is advised that the MBC reviews and updates the schemes of service of grades on its establishment for clarity of roles and responsibilities and to ensure that the qualifications requirements are in line with the job demand and work evolution. Furthermore, pursuant to recommendations made, consequential amendments need to be brought to some schemes of service where appropriate.Job Evaluation2.11 Grades have been assessed on the basis of a job evaluation system which focusses on job positions and their actual requirements rather than the experience and skills of incumbents. It is therefore important to establish a clear understanding of the work required of a position as opposed to the capacity of the individual. Revised Salaries2.12 All changes in job profiles have been taken into consideration in arriving at the recommended salaries.Pay Review Page 4

Mauritius Broadcasting Corporation – Pertinent ObservationsRecruitment Practice2.13 Decisions taken in the past which were not in accordance with the provision of the Report and principles of good governance, have had a serious bearing on the salary granted to certain grades, the structure and also on the internal relativity. In exercising their prerogatives, Boards are normally required to ensure that they do not encroach on areas which fall under the sphere of responsibilities of other bodies or institutions.2.14 In our recommendations, we have on several occasions referred to an equivalent qualification acceptable to the Board. It is understood that the equivalent qualification referred to should not be below the prescribed qualification. Furthermore, it should be in line with the main provision so that employees recruited on this basis are able to deliver as expected. Otherwise, besides being diversely commented, it may not give the MBC the impetus sought for to achieve its objective.Human Resource Planning (HRP)2.15 During the consultative meetings, proposals were even made for the increase in establishment size. We made it clear that this is the prerogative of Management and we drew the attention of the MBC on recommendations at paragraphs 11.14 and 11.15 of Volume 1 of the Report which are hereunder reproduced. “11.14 We recommend that all organisations should mandatorily carry out a HRP exercise so that they can have the right number, qualified and competent people to deliver successfully on their mandate. 11.15 We further recommend that it should be made mandatory for all HR cadre in all public sector organisations to carry out HRP for the rightsizing of their respective staff for better accountability, effectiveness and efficiency.”Omission/Errors2.16 All cases considered to be genuine omissions/errors should be channelled to the Bureau for consideration through the MCSAR within a time frame of three months as from the date of approval of the Report for implementation.2.17 This Report should be read in conjunction with Volume 1 and the relevant provisions of Volume 2 Part II and the Addendum Report to the 2016 PRB Report.Pay Review Page 5

Mauritius Broadcasting Corporation – News and Current Affairs Department 3.0 NEWS AND CURRENT AFFAIRS DEPARTMENT3.1 The News and Current Affairs Department is responsible for the gathering of information to be relayed to the public, which is the core function of the MBC. To this effect, the department covers live news items as well as collects, edits and prepares recorded news programmes. Previously, these news items were broadcasted on Radio and TV only. However, with the advent of broadband, smart mobile devices and social media, these news items are also available On Line. The main aim of the department is to ensure that all news bulletins broadcasted are accurate and presented in a timely and impartial manner.3.2 Some of the representations made for the News and Current Affairs department in the context of this review were to restyle the grades of Desk Coordinator and Journaliste Reporteur d’Images (JRI) into that of Chief News Editor (Roster) and News Editor/Senior News Editor (Roster) respectively; insert a Qualification Bar in the salary scale of the JRI and review the qualification requirement of the grade of Logistic and Facilities Coordinator. These issues are extensively discussed in the following paragraphs. Journaliste Reporteur d’Images (JRI) (Roster) restyled News Editor/Senior News Editor (Roster) (Personal) News Editor/Senior News Editor (Roster) (New Grade) 3.3 Prior to the 2013 PRB Report, the main duties of the News Editor (Roster) and Senior News Editor (Roster) consisted of collecting, preparing and editing materials for news bulletins and features while the JRI, in addition to these duties, had to cover and shoot news items. In the context of the 2013 PRB Report, while deponing on their joint submission, both Management and Union laid emphasis on the need for a single grade to combine the above mentioned duties. In support to their request, they stated that foreign experience was demonstrating such a trend. Furthermore, the proposed changes were expected to bring about greater synergy. In the circumstances, the Bureau merged the grades of News Editor (Roster), Senior News Editor (Roster) and JRI and restyled the merger as JRl.3.4 This recommendation was eventually reviewed by the EOAC which gave the News Editors (Roster) and Senior News Editors (Roster) the option to join the grade of JRI and granted the latter a massive upgrading. The grades of News Editor (Roster) and Senior News Editor (Roster) were maintained and made evanescent for those not opting to join the grade of JRI.Pay Review Page 6

Mauritius Broadcasting Corporation – News and Current Affairs Department3.5 During the various consultative meetings held, it has been averred that most of the officers who joined the grade of JRI are not performing camera related work when they cover news items.3.6 We have, in the conduct of this in-depth exercise, re-examined and re-assessed the duties of the job, whereupon we have observed that the salary granted is not commensurate with the level of duties and responsibilities of the grade. For the sake of comparison, it is important to have a look at the table below. Grade EOAC Salary (Rs) JRI 36575 - 62375 District Magistrate 36575 - 58775 Lecturer 28925 - 587753.7 It is beyond any stretch of the mind that the duties and responsibilities of the JRI are higher and exceed those of the District Magistrate or the Lecturer. In addition, the qualification requirements of these two grades are higher than that of the JRI. For instance, most lecturers at the University of Mauritius or UTM are holders of a PhD and the District Magistrate, besides holding the LLB, needs to pass a Bar professional training course in law, undergo training (pupillage) and reckon at least two years’ standing at the Bar. So, there is an obvious need to address this anomaly. We are, therefore, accordingly restyling the grade to accurately reflect the duties being performed and making it evanescent while at the same time providing for a new level of News Editor/Senior News Editor (Roster) with the appropriate qualification requirement and salary scale.Recommendation 13.8 We recommend: (i) that the grade of Journaliste Reporteur d’Images (Roster) be restyled News Editor/Senior News Editor (Roster) (Personal); and (ii) the creation of a grade of News Editor/Senior News Editor (Roster). Appointment thereto should be made from candidates possessing a Degree in Journalism or an equivalent qualification.3.9 Incumbents in the grade of News Editor/Senior News Editor (Roster) would be required to collect, prepare, type and edit materials for news bulletins and features for Radio, TV and On line services; present news bulletins and features and talk shows; arrange and conduct interview; cover events live and recorded; anchorPay Review Page 7

Mauritius Broadcasting Corporation – News and Current Affairs Department newscasts; host talk shows and produce news content for radio, TV and multimedia service.Qualification Bar (QB) in Salary Scale of Journaliste Reporteur d’Images (Roster)3.10 According to the MBC and the Staff Union, since they are operating in a highly dynamic environment, it is imperative to have a competent workforce to enable the corporation meet the various challenges. To this end, they have submitted that there is need to insert a QB in the salary scale of JRI, now restyled News Editor/Senior News Editor (Roster) (Personal) to be in line with the above objectives, to which we are agreeable.3.11 In the 2013 PRB Report, the Bureau acceded to the request of merging the grades of News Editor (Roster), Senior News Editor (Roster) and JRI and restyling to JRI (Roster). Besides collecting, preparing and editing materials for News Bulletins, they would also be required to cover, shoot and edit news items. The top salary was set at the level of the salary of the Senior News Editor which carried the highest salary.3.12 The MBC has informed that the JRI are not performing the additional duties on which the Bureau based itself in 2013 to grant a higher salary. As stated earlier, a job re-evaluation of the grade of JRI now restyled News Editor/Senior News Editor (Roster) (Personal) has shown that the salary should be lower, preferably like the standard graduate scale. Hence, the situation calls for corrective actions.3.13 The Bureau is, therefore, inserting a QB in the salary scale so as to address the issue but at the same time bearing in mind the element of fairness and ensuring that the rights of employees are not infringed.Recommendation 23.14 We recommend that incumbents in the grade of News Editor/Senior New Editor (Roster) (Personal) formerly Journaliste Reporteur d’Images (Roster) need to hold a degree in Journalism or an alternative equivalent qualification acceptable to the Board to be able to cross the QB inserted in the salary scale of the grade.Desk Coordinator3.15 We had, in our last Report, restyled the grade of Chief News Editor/Desk Coordinator to Desk Coordinator as according to Management, the incumbents were called upon to oversee and coordinate the various desks in the News and Current Affairs Department. In the proposed structure, the Desk Coordinators would continue to perform these duties and in that regard the present appellationPay Review Page 8

Mauritius Broadcasting Corporation – News and Current Affairs Department is more appropriate than the one proposed by Management/Union. We are, therefore, maintaining the present job title.3.16 Subsequent to the restyling of the grade of JRI to that of News Editor/Senior News Editor (Roster) (Personal) and the establishment of a new level of News Editor/Senior News Editor (Roster), there is need to bring consequential adjustment to the scheme of service of the grade of Desk Coordinator. We are recommending accordingly.Recommendation 33.17 We recommend that appointment to the grade of Desk Coordinator should be made by selection from among (i) News Editor/Senior News Editors (Roster) (Personal) and (ii) News Editor/Senior News Editors (Roster) (New Grade) reckoning at least five years’ experience in a substantive capacity in their respective grades.Logistic and Facilities Coordinator3.18 The grade of Logistic and Facilities Coordinator was, prior to the EOAC Report, filled by selection from among candidates possessing a degree in a field related to Broadcasting and reckoning at least five years’ relevant experience or a Diploma in Broadcasting and at least ten years relevant experience. This qualification was subsequently reviewed by the EOAC, which recommended that the grade be filled by selection from officers in the grades of Camera Technician (Roster) and Broadcast Technologist (Shift) who reckon three years’ experience.3.19 A request has been made for the grade of Logistic and Facilities Coordinator to be also opened to Principal Cameraman (Roster) and Technical Producers/Senior Technical Producers (Roster) taking into consideration their wide experience in the field. After having duly examined the scheme of service of the grade, the Bureau has noted that the qualification requirement as per the EOAC Report and the salary attached thereto, are not in consonance with the duties and responsibilities devolving upon the grade. We are addressing this incongruity by revisiting the qualification requirement.Recommendation 43.20 We recommend that the grade of Logistic and Facilities Coordinator should be filled by selection from among serving officers possessing a degree in a field related to Broadcasting and reckoning at least five years’ experience in dealing with logistics and facilities. In the absence of qualified serving officers, selection should be made from candidates possessing the above qualifications.Pay Review Page 9

Mauritius Broadcasting Corporation – News and Current Affairs DepartmentSports The MBC has made representation to establish a Sports Department with the3.21 creation of the grades of News Editor/Senior News Editor (Sports) and Sports Desk Manager. The department would also be staffed by officers in the grades of Technical Producer/Senior Technical Producer (Roster) and Chief Technical Producer (Roster). According to the MBC, this endeavour would arouse people’s interest for sports and through sponsorship, they would increase the organisation’s revenue as well.3.22 The Bureau has examined in-depth the request and is of the view that a dedicated Department for Sports is not warranted at this stage. Further, while examining the profile submitted for the grade of News Editor/Senior News Editor (Sports), it has been observed that the qualification requirement and duties are similar to those of the News Editor/Senior News Editor (Roster). Hence the salary would be the same. The Bureau considers that the present arrangement of carrying out of these functions under the News Department is appropriate. This provides the MBC with the flexibility of reassigning duties to certain officers upon exigencies arising. In fact, the Management of the MBC has confirmed having successfully resorted to such course of action in the past.3.23 On the other hand, we have observed that the volume of activities pertaining to Sports presently does not plead in favour of the setting up of a Specialist Department, manned by officers in dedicated grades. It is more appropriate to keep these activities under the News Department for the time being. In the circumstances, we hold the view that it would be more prudent to allow these activities to expand to such an extent that a distinct structure for sports would be justified on the basis of strong functional needs and tangible indicators. Thereafter, the required grades may be created.Pay Review Page 10

Mauritius Broadcasting Corporation –Technology and Multimedia Department 4.0 TECHNOLOGY AND MULTIMEDIA DEPARTMENT4.1 The Engineering Department plays a pivotal role in the effective functioning of the MBC and it is responsible for the core functions like Radio & TV operations, Audio/Video Editing Satellite and Electrical Services, Radio; TV and News Automation System, Digital Archiving, Multimedia and System Design.4.2 Latest technological developments have radically transformed the audiovisual landscape moving from analogue to digital transmission. As a result, the installation, operation, maintenance and control of equipment in relation to the above functions are highly technology driven.4.3 Consequently, the MBC has suggested that the appellation of the Department itself be reviewed so as to better reflect the change and nature of operations taking place. The Bureau subscribes to the views expressed, has acceded to its request and is, therefore, restyling the Engineering Department into Technology and Multimedia Department.4.4 Submissions received in respect of this Department comprise, among others, the restyling of a few grades, creation of an array of grades to accommodate the employees in the grade of Broadcast Technologist (Shift) and putting certain grades on the roster pattern of work. The MBC laid much emphasis on the creation of these proposed grades as it considers that it will soothe out the frustration arising out of the disturbance caused to internal parity which existed before, following the appointment of several employees holding different posts including contractual and freelance positions to the grade of Broadcast Technologist (Shift). In the ensuing paragraphs, we are making appropriate recommendations and also providing the supporting rationale behind them.Head of Technology and Multimedia formerly Chief Engineer4.5 Broadcasting was formerly engineering driven and consequently the Head of the Department used to be the Chief Engineer. However, there is presently a shift from engineering to technology and multimedia. Eventually, as the department was renamed Technology and Multimedia Department, a request was made to restyle the Chief Engineer to Head of Technology and Multimedia. In view of the arguments put forward, the Bureau is agreeable to the proposal, particularly taking into consideration the latest development in digitalization and software engineering which has brought some changes in the responsibilities of the Chief Engineer. Hence, we are recommending accordingly.Pay Review Page 11

Mauritius Broadcasting Corporation – Technology and Multimedia DepartmentRecommendation 14.6 We recommend that the grade of Chief Engineer be restyled Head of Technology and Multimedia.Broadcast Technologist (Shift)4.7 Staff members as well as Management of MBC are on the same wavelength concerning the grade of Broadcast Technologist (Shift). Both have averred that the situation is quite eccentric, requesting that remedial measures be taken to reduce/eliminate frustration among other employees. Several representations received from individual employees converge to the same request mentioned above. Their proposal pertains to restoring the parity which existed between their grades and that of those employees who have joined the grade of Broadcast Technologist (Shift). Their contention resides in the fact that, though appointed to the higher grade of Broadcast Technologist (Shift), the employees are still performing the same duties as prior to their appointment in this grade.Historical Facts4.8 In the context of the 2013 PRB Report, the MBC proposed a complete overhauling exercise. One of the requests concerned the merging of several grades which would then be restyled Broadcast Technologist (Shift). These grades were: Audio Visual Technician (Roster), General Technician (Rodrigues) (Roster), Broadcast Operator (Shift), (Roster), Senior Broadcast Operator (Shift), Chief Broadcast Operator (Shift), Broadcast Officer (Shift), Senior Broadcast Officer (Roster), Technician/Producer (Radio) (Shift) and Video Editor/Senior Video Editor (Roster). Obviously, the Bureau did not accede to the request. They vehemently supported their proposal, stating that considerable changes in the work processes have occurred. According to them, a delayering exercise has been initiated to render the MBC more effective and efficient.4.9 Following an in-depth analysis, the Bureau provided the MBC with a three-level structure comprising the grades of Broadcast Technology Assistant (Shift), Senior Broadcast Technology Assistant (Shift) and Broadcast Technologist (Shift). The EOAC Report brought further changes subsequent to the PRB Report. Grades which were merged and restyled Broadcast Technology Assistant by the Bureau were further restyled to Assistant Broadcast Technologist (Shift). The grades of Broadcast Officer (Shift) and Senior Broadcast Operator (Shift) which were merged and restyled Senior Broadcast Technology Assistant (Shift) by the Bureau were made evanescent by the EOAC. The evolution of these grades is displayed in the table below:Pay Review Page 12

Mauritius Broadcasting Corporation –Technology and Multimedia DepartmentGrades prior to 2013 PRB 2013 EOAC Post EOACAudio Visual Merged and restyled Assistant Broadcast All officers in thisTechnician (Roster) Technologist (Shift) grade absorbed in Broadcast Technology Assistant the grade ofBroadcast Operator (Shift) Broadcast(Shift) Technologist by MBC BoardGeneral Technician(Rodrigues) (Roster)Broadcast Officer Merged and restyled(Shift) Senior Broadcast Technology Assistant (Shift) Made evanescentSenior Broadcast Merged and restyled Broadcast Technologist (Shift)Operator (Shift)Chief BroadcastOperator (Shift)Senior BroadcastOfficer (Roster) Broadcast Technologist (Shift)Technician/Producer(Radio) (Shift)Video Editor/SeniorVideo Editor (Roster)4.10 The EOAC further recommended that the grade of Assistant Broadcast Technologist (Shift) be made evanescent and on its complete phasing out, appointment to the grade of Broadcast Technologist (Shift) should be made by selection from candidates possessing a Cambridge Higher School Certificate and a City and Guilds Technician Certificate or an equivalent qualification and who have successfully completed the training.4.11 In September 2013, all the employees in the grades of Assistant Broadcast Technologist (Shift) were appointed Broadcast Technologist (Shift) by the Board of the MBC. It has also been observed that many other employees were selectively appointed Broadcast Technologist (Shift). Some of these employees were already on the establishment of the MBC while others held either a contractual or a freelance position. Since employees in the evanescent grades of Broadcast Officer (Shift) (Personal) and Senior Broadcast Operator (Shift) (Personal) were also appointed Broadcast Technologist (Shift), these grades are now abolished.4.12 It is against this background that the MBC has formulated its request which is laid down at paragraph 4.13.Analysis4.13 In providing for the mergers in 2013, the Bureau did take into consideration factors like qualification requirement, nature and overlapping of duties and responsibilities, supervision, etc. On this basis, we regrouped the grades as per the above tablePay Review Page 13

Mauritius Broadcasting Corporation – Technology and Multimedia Department and provided appellations which reflected the duties being performed. The EOAC, on its part, restyled the first level merger Assistant Broadcast Technologist (Shift). According to the nomenclature of job appellations, Assistant Broadcast Technologist connotes a higher level of operations than what devolves on these incumbents.4.14 The EOAC also recommended that in the future the grade of Broadcast Technologist (Shift) would be filled by selection from among candidates possessing a Cambridge Higher School Certificate and a City and Guilds Technician Certificate and who have successfully completed their training. The salary granted to this grade was Rs 31475 to Rs 52775. It is important to note that the qualification is well below a degree while the initial salary is much higher than that of a grade requiring a Master’s degree. For instance, the initial salary granted to professionals like Psychologist or Pharmacist was Rs 27425.4.15 During the consultative meetings we were informed that the appointment exercise was carried out without any advert being issued to invite applications for the posts of Broadcast Technologist (Shift). So, both staff and Management did raise questions about the legitimacy of such an exercise. Employees within the same grade are performing different sets of duties, which is bizarre. Consequently, both Management and the Staff side of the MBC have proposed the creation of the grades of Broadcast Operator/Senior Broadcast Operator, Chief Broadcast Operator, Broadcast Officer/Senior Broadcast Officer, Chief Broadcast Officer, Digital Archives Officer/Senior Digital Archives Officer, Chief Digital Archives Officer to accommodate the employees of the former grade of Broadcast Technologist (Shift).4.16 Having regard to the practices adopted and the surrounding circumstances, the Bureau considers that there is pressing need to address this issue.4.17 Providing a structure together with the salary grading does not pose any problem whereas the transition from the present chaotic situation to the proposed one is quite problematic. The above proposal of the MBC implies a reversal of the decisions taken by the previous MBC Board in relation to the appointment. Though the approach has been extensively criticized yet the Bureau cannot accede to the request or else it would appear that the Bureau is acting as an appellate body. We are also conscious that the employees do have rights, certain expectations and aspirations. However, expectations and aspirations should be legitimate. It is not legitimate for an employee holding a bare School Certificate to expect to draw the salary of a graduate or to aspire to climb up the ladder and obtain a graduate scale without having improved his/her qualifications.Pay Review Page 14

Mauritius Broadcasting Corporation –Technology and Multimedia Department4.18 On the other hand, the Bureau has a sort of fiduciary duty towards its stakeholders, in pursuance of which we cannot allow bad practices to perpetuate in one organisation while we are responsible to bring standardisation across organisations on which we report.4.19 In addressing this situation, we are giving due consideration to employees’ rights and their legitimate aspirations as well. Our recommendations that follow do not debar employees from acceding to higher levels. We have rather specified the relevant qualifications and experience that employees should possess should they wish to be considered for posts at higher level. Nevertheless, it is not the role of the Bureau to select the employees who would be appointed in a particular grade. The MBC Management should, within a reasonable delay, proceed with the appointment exercise in accordance with the recommendations which are fairness driven. All these factors have been taken into consideration in arriving at the salaries recommended for the grades.Broadcast Officer/Senior Broadcast Officer (Shift) (New Grade)Recommendation 24.20 We recommend that a grade of Broadcast Officer/Senior Broadcast Officer (Shift) be created. Appointment thereto should be made by selection from among candidates possessing a Cambridge Higher School Certificate with passes in Mathematics and Physics at Principal Level together with a Diploma in Electrical or Electronic Engineering or an equivalent qualification acceptable to the Board.4.21 We also recommend that for the first intake, posts in the grade of Broadcast Officer/Senior Broadcast Officer (Shift) should be filled by appointment of: (a) Broadcast Technologists (Shift) who, as at 31.12.12 were serving in the grades of (i) Broadcast Officer (Shift), (ii) Senior Broadcast Officer (Roster) (iii) Technician/ Producer (Radio) (Shift) and (iv) Video Editor /Senior Video Editor (Roster); and (b) Broadcast Technologists (Shift) who were previously serving in other grades but who hold the prescribed qualifications for the grade of Broadcast Officer/Senior Broadcast Officer (Shift) (New Grade).4.22 The Broadcast Officer/Senior Broadcast Officers (Shift) would be responsible, among others, for the installation, operation, maintenance and repairs of electronic/digital equipment; assisting in managing a unit of the Technology and Multimedia Department including allocation of duties to subordinate staff and monitoring their work progress; assisting in the implementation of projects and ensuring effective coordination with other Department/Units.Pay Review Page 15

Mauritius Broadcasting Corporation – Technology and Multimedia DepartmentBroadcast Operator/ Senior Broadcast Operator (Shift) (New Grade)Recommendation 34.23 We recommend the creation of a grade of Broadcast Operator/Senior Broadcast Operator (Shift). Posts in this grade should be filled by selection from among candidates possessing a Cambridge Higher School Certificate with passes in Mathematics and Physics or Computer Studies at Principal Level together with a City & Guilds Technician Certificate.4.24 We further recommend that for the first intake, posts in the grade of Broadcast Operator/Senior Broadcast Operator (Shift) should be filled by appointment of: (i) Broadcast Technologists (Shift) who, as at 31.12.12 were serving in the grade of Broadcast Operator (Shift) and Senior Broadcast Operator (Shift). (ii) Broadcast Technologists (Shift) who were not serving in the grades of Broadcast Operator (Shift) and Senior Broadcast Operator (Shift) but who hold the prescribed qualification for the grade.4.25 Incumbents would be required to, among others, install, operate, maintain electronic digital equipment; ensure the smooth running of Radio & TV operation including Radio & TV Continuity Control Rooms; perform video/audio editing, sound dubbing, mixing and other functions for broadcasting purpose; ensure content delivery and on air operations as per established standards and instructions; monitor quality control television system and ensure that all channels are operating appropriately with specifications and correct programming is being broadcast.Chief Broadcast Operator (Shift) (New Grade)Recommendation 44.26 We recommend the creation of the grade of Chief Broadcast Operator (Shift) which should be filled by selection from among Broadcast Operator/Senior Broadcast Operators (Shift) who possess a Diploma in Electrical or Electronic Engineering or an equivalent qualification acceptable to the Board and reckon at least five years’ service in a substantive capacity in the grade or an aggregate of five years in the grades of Broadcast Operator (Shift) and Senior Broadcast Operator (Shift) and Broadcast Technologist (Shift).4.27 The Chief Broadcast Operator would be required to, among others, ensure the smooth running of the Radio and/or Television transmission; operate, adjust and service electronic broadcasting equipment and regulate fidelity, brightness,Pay Review Page 16

Mauritius Broadcasting Corporation –Technology and Multimedia Department contrast, volume and sound quality of television and radio broadcasts; perform editing, sound dubbing, mixing and other functions for broadcasting purposes and record films and documentaries from satellite feeds.Digital Archives4.28 The MBC is quite up to date in terms of use of modern technology in broadcasting. The Radio and TV services as well as archiving have already been digitalised. There is need, therefore, for appropriate grades to carry out the archiving duties and for the former grades performing manual archiving duties to be abolished. Employees in the former grades are presently serving in the grade of Broadcast Technologists (Shift) and performing digital archiving duties. We are hereunder making necessary provision to that effect.Digital Archives Officer (Roster) (New Grade)Recommendation 54.29 We recommend the creation of a grade of Digital Archives Officer (Roster), which would be filled by selection from among candidates possessing a Diploma in Library and Information Science or an equivalent qualification acceptable to the Board together with at least two years’ experience in audio visual archiving.4.30 Incumbents would be required, among others, to ensure the maintenance of an effective system for the classification, retrieval, conservation and safeguard of audiovisual and written materials; work in close collaboration with other Departments and Divisions regarding the requirements, purchase and circulation of audiovisual and written materials; carry out research work through the internet or any electronic system on audiovisual materials related to archiving and assist in the conception and preparation of radio and TV Programmes and keep abreast of latest technological developments in the field of documentation and archive relevant to the audiovisual field.4.31 We also recommend that for the first intake, posts in the grade of Digital Archives Officer (Roster) should be filled by appointment of Broadcast Technologists (Shift) who as at 31.12.12 were holding the post of Documentation, Archives and Research Officer/Senior Documentation, Archives and Research Officer.4.32 We further recommend that employees who would be appointed in the first intake exercise should possess the prescribed qualification in order to move beyond the QB inserted in the salary scale.Pay Review Page 17

Mauritius Broadcasting Corporation – Technology and Multimedia DepartmentChief Digital Archives Officer (New Grade)Recommendation 64.33 We recommend the creation of the grade of Chief Digital Archives Officer. Appointment thereto should be made by selection from among Digital Archives Officers (Roster) who possess a Degree in Library and Information Science or an equivalent qualification acceptable to the Board and reckon at least three years’ service in a substantive capacity in the grade.4.34 We also recommend that for the first intake, the grade of Chief Digital Archives Officer should be filled by appointment of the Principal Documentation, Research and Archives Officer who hold the prescribed qualification.4.35 The Chief Digital Archives Officer would be required, among others, to ensure that archived audiovisual content are updated and readily made available for broadcast on multimedia platform; oversee the processing of audiovisual and written materials; ensure that dubbing of programmes and news items are performed in accordance with requests received and duly approved; carry out research work on audiovisual materials and counsel and train subordinate staff.Broadcast Assistant (Shift) (New Grade)4.36 From among the Broadcast Technologists (Shift), there are a few employees who do not have the basic qualification to join the grade of Broadcast Operator/Senior Broadcast Operator (Shift), Chief Broadcast Operator (Shift), Broadcast Officer/Senior Broadcast Officer (Shift), Digital Archives Officer (Roster) and Chief Digital Archives Officer. To address this problem, we are creating a grade of Broadcast Assistant (Shift) which shall accommodate those Broadcast Technologists (Shift). As this is an unusual situation, the grade shall be abolished upon vacancies arising.4.37 The MBC should also made necessary provision for duties to be allocated to them on the basis of qualification and experience.Recommendation 74.38 We recommend the creation of the grade of Broadcast Assistant (Shift) which should be filled from among Broadcast Technologists (Shift) who are not qualified to join the grades of Broadcast Operator/Senior Broadcast Operator (Shift), Chief Broadcast Operator (Shift), Broadcast Officer/Senior Broadcast Officer (Shift), Digital Archives Officer (Roster) and Chief Digital Archives Officer.Pay Review Page 18

Mauritius Broadcasting Corporation –Technology and Multimedia Department4.39 We further recommend that the grade be made evanescent.Recommendation 84.40 We also recommend that employees in the former grade of Broadcast Technologist (Shift) who would be appointed in the relevant grades in the new structure and who would be drawing a higher salary point than that recommended for the grade should continue to draw same on a personal basis.Maintenance Assistant (New Grade)4.41 At present there is no specific grade to perform maintenance and repairs related work at the MBC. These duties are assigned to certain employees belonging to another grade. With a view to ensuring the proper maintenance of MBC’s premises, plants and buildings, the need is now felt for a dedicated grade to perform these duties.Recommendation 94.42 We recommend the creation of a grade of Maintenance Assistant. Appointment thereto should be made by selection from candidates possessing the National Trade Certificate (Level 3) in Maintenance Work.4.43 We further recommend that for the first intake, posts in the grade should be filled by appointment of serving officers who have been performing maintenance duties and reckon wide experience in the field.4.44 Incumbent would be required to, among others, perform maintenance and repairs tasks such as broken window and door locks, assist in carpentry, electrical, plumbing or general building/facility maintenance; move furniture and equipment as and when required and carry out periodic inspections inside and outside MBC premises for the lookout for possible problems/ with the building such as repair needs/renovation work.Pay Review Page 19

Mauritius Broadcasting Corporation –Content Department 5.0 CONTENT DEPARTMENT5.1 In restructuring its organisation, the MBC has stressed on the need to regroup its core activities under one Department so as to bring greater synergy.5.2 In view of the importance and sensibility of News and Current Affairs, a specific department looks after all such issues already. Besides, the MBC has proposed that all other core activities pertaining to Radio, TV programmes and TV Production be organised under the new Content Department. At the same time other requests were made concerning necessary adjustments which would enable the carrying out of operations under a single department. These requests relate to the creation of the grades of Head of Content and Audio Visual Assistant (Roster); restyling the grades of Chief Carpenter, Carpenter and Camera Technician (Roster), making certain grades evanescent and abolishing those grades which are no longer required.5.3 On the basis of arguments presented in favour of the Content Department and following an in-depth study, it is considered that having a single department for these core activities would lead to an optimal use of resources. Subsequently, appropriate adjustments are being made. Proposals which have satisfied the criteria to be considered for this Report have, therefore, been acceded to. Recommendations thereto do hereafter follow and explanations and clarifications deemed important are provided, where appropriate.Head of Content (New Grade)5.4 Presently, the responsibility for the departments of Radio, TV Production and TV programmes rests with the Radio Production Manager (Oriental/General), Production Manager (Oriental/General) and Programme Manager, respectively. With the grouping of these departments, it has been represented that there is need to have a level which will be responsible for the coordination of activities and exercise of supervision across the abovementioned departments. As from a functional justification perspective the request appears to be in order, we are therefore, recommending accordingly.5.5 It has to be noted that no additional activities or functions have arisen that has warranted the creation of the level of Head of Content. The only factor concerns the supervision and coordination of the functions of the three departments. Presently, the accountability for each of these departments accrues to the respective Managers. In fact, with the creation of the grade of Head of Content, a transfer in accountability from the Departmental Managers to the Head of Content has been observed. Consequently, this impacts on the salary of the Managers.Pay Review Page 20

Mauritius Broadcasting Corporation – Content Department5.6 Given that no new function has evolved as a result of the use of advanced technology or restructuring there was need to review the salaries of the Radio Production Manager (Oriental/General), Production Manager (Oriental/General) and Programme Manager. In setting the salaries of the Head of Content, particular consideration has been given to:  Internal parity, especially with other Heads of Department  External parity  The transfer of managerial accountability and responsibility, specifically from a lower level to a higher level, span of control and scope of responsibility5.7 Yet, the salary determination exercise was not an easy task as we had to also pay heed to the salary of strong benchmarks which normally dictate the salary range at that particular level. Despite our tight manoeuvre, we have provided salaries which reflect the level of duties and responsibilities.Recommendation 15.8 We recommend the creation of the grade of Head of Content. Appointment thereto should be made by selection from among officers in the grades of Radio Production Manager (Oriental/General) (Personal), Radio Production Manager (Oriental/General) (Future Holder), Programme Manager (Personal), Programme Manager (Future Holder), Production Manager (Oriental/General) (Personal), Production Manager (Oriental/General) (Future Holder) and Executive Production Coordinator (Personal) possessing a Master’s Degree in the field of Broadcasting or Film Making or TV and Radio Production Techniques and Multimedia or in a related field and reckoning at least five years’ service in a substantive capacity.5.9 Incumbent would be required, among others, to formulate and direct the content with both local and foreign programmes in accordance with audiences demand; ensure effective programming and scheduling of content with emphasis on the development of local productions and the creation of innovative programmes; oversee development of multimedia content; evaluate the effectiveness of current linear and non-linear broadcast content for Radio and Television and other platform and to devise policies for co-production and outsourcing of programmes.Audio Visual Assistant (Roster) (New Grade)5.10 Presently, a wide array of duties is being performed by Handyworkers (Roster) (Personal) to support the technical staff. According to the scheme of service, the Handyworkers (Roster) (Personal) are required to perform an extensive set ofPay Review Page 21

Mauritius Broadcasting Corporation –Content Department duties and are liable to be posted in other sections as well where the duties are of a totally different nature.5.11 On the other hand, the technical equipment and other audio visual materials are highly sophisticated and are expensive. Very often, in handling these costly equipment certain instructions need to be followed as per affixed indications. Hence, the MBC has proposed that a dedicated grade be provided to cater for these duties whereby incumbents should possess at least some reading and understanding skills to be able to follow the relevant instructions.5.12 We are acceding to the request while also making provision for the transition.Recommendation 25.13 We recommend the creation of the grade of Audio Visual Assistant (Roster). Appointment thereto should be made by selection from among candidates who show proof of having sat for the Cambridge School Certificate or GCE ‘O” Level.5.14 We also recommend that for the first intake serving employees presently performing the duties prescribed for the grade and who reckon relevant experience should be given the opportunity to join the grade.5.15 Incumbent would be required to, among others, assist technical/production staff in the setting up of cables and other facilities in studios and on outside Broadcasting Sites; handle and clean technical equipment and other audio visual materials; issue, receive, keep records and maintain control on audio visual equipment; ensure that the Audio Visual Equipment Room is kept tidy and clean at all times and move furniture and equipment.Cameraman/Senior Cameraman (Roster)5.16 The grades of Cameraman/Senior Cameraman (Roster) and Principal Cameraman (Roster) were merged and restyled Camera Technician (Roster) in our 2013 Report. For its part, the EOAC reviewed this recommendation on the basis of representations from Principal Cameramen (Roster) who stated that major events are entrusted to them and they reckon wide experience. So, it restored the grade of Principal Cameraman (Roster) and recommended that the grade of Cameraman/Senior Cameraman (Roster) be restyled Camera Technician (Roster).5.17 In restoring the grade of Principal Cameraman (Roster), the EOAC failed to bring necessary amendments to the salary scale of the merger created by PRB. In fact, the salary of a merger is a combination of the segments of the master salary scalePay Review Page 22

Mauritius Broadcasting Corporation – Content Department that are granted to the grades. In this case, the merger created by the Bureau has been reviewed while maintaining the salary scale, which is basically wrong. Subsequently, the grade of Principal Cameraman (Roster) was granted a salary which is substantially high. So this motivated employees in other grades which had a set parity with the grade of Cameraman/Senior Cameraman (Roster) to make a case for alignment.5.18 After considering all the related facts, the Bureau has taken the necessary measures to re-establish parity between these grades. In this context, we have restyled the grade of Camera Technician (Roster) to a more proper appellation and provided for a grade of Cameraman/Senior Cameraman (Roster) (Future Holder).Recommendation 35.19 We recommend that the grade of Camera Technician (Roster) be restyled Cameraman/Senior Cameraman (Roster) and be made evanescent.5.20 We further recommend that a new grade of Cameraman/Senior Cameraman (Roster) (Future Holder) be established.5.21 We also recommend that henceforth appointment to the grade of Cameraman/Senior Cameraman (Roster) (Future Holder) should be made by selection from among candidates possessing the Cambridge Higher School Certificate with passes in at least two subjects at Principal Level including Mathematics and Chemistry or an equivalent qualification and a Certificate in Photography/Film Making.Principal Cameraman (Roster) (Future Holder)5.22 Further to paragraph 5.17, there is need to restore internal parity and reflect the real worth of the job. Hence, corrective measures are being provided for.Recommendation 45.23 We recommend that: (i) the grade of Principal Cameraman (Roster) be made evanescent; and (ii) a grade of Principal Cameraman (Roster) (Future Holder) be established.5.24 Promotion to the grade of Principal Cameraman (Roster) is on the basis of experience and merit of Camera Technician (Roster). Following the restyling of Camera Technician (Roster) into Cameraman/Senior Cameraman (Roster) (Personal) and that the present grade of Principal Cameraman (Roster) has beenPay Review Page 23

Mauritius Broadcasting Corporation –Content Department made evanescent, there is need to bring consequential amendments to the scheme of service of Principal Cameraman (Roster) (Future Holder).Recommendation 55.25 We recommend that posts in the grade of Principal Cameraman (Roster) (Future Holder) should be filled by promotion of Cameraman/Senior Cameraman (Roster) (Personal) formerly Camera Technician (Roster) and Cameraman/Senior Cameraman (Roster) (Future Holder) who reckon at least five years’ service in a substantive capacity in the grade.Chief Carpenter restyled Chief Carpenter (Decors) (Roster)Carpenter restyled Carpenter (Decors) (Roster)5.26 In the context of this report, much emphasis was laid by the MBC on the restyling of Chief Carpenter and Carpenter to Chief Carpenter (Decors) and Carpenter (Decors) respectively and to place them on the Roster.5.27 Over the years, there has been considerable change in the nature of carpentry related work at the MBC. Today the carpentry works are mainly in relation to decors and scenery. In contrast to the past, the setting of scenery and decors today is to a large extent an assembly of pre-fabricated parts of the décor which is easily assembled and dismantled. Nowadays with the availability of lighter décor materials, the handling and setting of décor parts are even easier.5.28 As it is highly desirable that job appellations reflect the actual duties performed, we are, in this particular case, supporting the request.5.29 According to the MBC, previously there was only one studio while today there are four. The number of programmes produced in the studios have increased by more than five-fold. However, the number of employees involved in carpentry work has remained almost the same. Hence, often there is need to dismantle the scenes and decors on the same day, though late, to reassemble for another programme early next morning. So the MBC has made a plea for placing the grade of Carpenter (Decors) and Chief Carpenter (Decors) on the Roster pattern of work. Being convinced of the need to have this grade on Roster, we do recommend accordingly.Recommendation 65.30 We recommend that the grades of Chief Carpenter and Carpenter be restyled Chief Carpenter (Decors) and Carpenter (Decors) respectively.5.31 We also recommend that the Chief Carpenter (Decors) and Carpenter (Decors) be placed on the Roster pattern of work.Pay Review Page 24

Mauritius Broadcasting Corporation – Content Department5.32 We further recommend that employees in the grades of Carpenter restyled Carpenter (Decors) and Chief Carpenter restyled Chief Carpenter (Decors) be granted one additional increment on conversion for joining the Roster pattern of work.Allowance for Carpenters restyled Carpenter (Decors)5.33 At present, a monthly allowance of Rs 870 is payable to Carpenters for performing décor and set design duties. As these form part of the normal responsibilities of the grade, payment of the allowance is no longer justified and should be discontinued.Pay Review Page 25

Mauritius Broadcasting Corporation – Marketing and Sales Department 6.0 MARKETING AND SALES DEPARTMENT6.1 The Marketing and Sales Department provides support to the MBC by developing and implementing strategic marketing policies, analyzing audience surveys and selling advertising space on the various platforms which are Radio, TV and On Line, among others.6.2 The main representations in respect of this department have focused on: segregating the marketing, sales and control functions through the restyling of existing grades and the creation of grades of Sales Executive, Sales Officer/Senior Sales Officer, Traffic Control Executive and Traffic Control Officer/Senior Traffic Control Officer. Proposals were also made for the creation of the grades of Channel Packaging Officer (Roster) (CPO) and Assistant Channel Packaging Officer (Roster) (ACPO) to service a new Branding Unit.6.3 While studying the schemes of service of the proposed grades of Channel Packaging Officer (Roster) and Assistant Channel Packaging Officer (Roster), we have made certain observations on the basis of which we have not acceded to the request. Explanations thereto are provided hereafter. As regards the other representations made, we have examined them thoroughly and are making appropriate recommendations wherever there are valid justifications.Marketing, Sales and Control Functions6.4 In the context of the 2013 PRB Report, Management had averred that the role of the Marketing Department as well as the responsibilities devolving upon incumbents had changed. It accordingly requested the Bureau to review the structure of the department so that for efficiency purposes, a single officer would carry out the marketing, sales and control functions. On the basis of the arguments put forward, the Bureau merged the grades of Traffic Officer and Senior Traffic Officer and restyled it Marketing and Events Officer; restyled the grade of Marketing and Sales Manager to Marketing and Events Manager and abolished the grade of Chief Traffic Officer.6.5 During the present review exercise, emphasis was laid on the fact that the merging of the three functions has had an adverse effect on service delivery. It was particularly pointed out that in such a highly competitive environment, the MBC requires not only a solid marketing function but also a strong and proactive sales function to significantly boost its revenue-generating potential. Further, it also needs a separate control unit to strictly control revenues from sales so as to reduce the risk of fraud. Consequently, the creation of the grades of Sales Executive and Sales Officer/Senior Sales Officer were proposed for a new Sales Unit whilst the grades of Traffic Control Executive and Traffic Control Officer/Senior TrafficPay Review Page 26

Mauritius Broadcasting Corporation – Marketing and Sales Department Control Officer were suggested for a Control Unit. Besides, it has also requested for the restyling of the grades of Marketing and Events Manager, Marketing and Sales Executive and Marketing and Events Officer.6.6 We have paid particular attention to the factors that may possibly be hindering effective service delivery while framing our recommendations. At the outset it is important to note that subsequent to marketing endeavours, sales is evident. The duties relating to sales are merely a component of marketing and sales can be segregated at the lowest level but up the hierarchy the duties are so intertwined and interlinked that it may become difficult to separate them.6.7 On the other hand, a close look at the duties in the proposed schemes of service shows that the duties of Sales Officer/Senior Sales Officer and those of the Sales Executive considerably overlap. Further, it has also been observed that the duties listed for the grade of Sales Executive may not be pegged at the level proposed by the MBC. In the circumstances, the grade of Sales Executive is not warranted, the moreso that the scheme of service of the Marketing and Sales Executive already includes certain sales related duties. Moreover, it is not appropriate to entrust the elementary duties pertaining to sales to a merger grade. Hence, a two- level structure, that is, Sales Officer and Senior Sales Officer under the responsibility of the Marketing and Sales Executive may be granted.6.8 Management has also stressed on the necessity for employees performing control duties to report to the Head of Department so as to avoid the risk of malpractices. We do subscribe to the views of Management and we have recommended accordingly. However, we consider that the need for a hierarchy to perform control duties is not warranted at this stage. We are, instead, providing for one grade in this respect.Recommendation 16.9 We recommend: (a) that the grade of Marketing and Events Manager be restyled Marketing and Sales Manager; (b) the creation of a grade of Sales Officer. Appointment thereto should be made by selection from candidates possessing a Cambridge Higher School Certificate with a pass at “Principal Level” in Accounting or Passes in at least two subjects including Accounting obtained on one Certificate at the General Certificate Education “Advanced Level” together with a Certificate in Marketing or Sales;Pay Review Page 27

Mauritius Broadcasting Corporation – Marketing and Sales Department (c) the creation of a grade of Senior Sales Officer. Appointment to the grade should be made by selection from among Sales Officers possessing a Diploma in Marketing or an equivalent alternative qualification acceptable to the Board and reckoning at least four years’ service in a substantive capacity in the grade; (d) the creation of a grade of Marketing Officer. Posts in this grade should be filled by selection from among Sales Officers possessing a Diploma in Marketing or an equivalent alternative qualification acceptable to the Board and reckoning at least four years’ service in a substantive capacity in the grade; and (e) the creation of a grade of Sales Control Officer. Appointment to the grade should be made by selection from among Sales Officers possessing a Diploma in Marketing or an equivalent alternative qualification acceptable to the Board and reckoning at least four years’ service in a substantive capacity in the grade.Sales Officer (New Grade)6.10 The Sales Officers would be required, among others, to assist the Senior Sales Officer in the design and placement of advertisements which are to be presented to clients or according to their needs and requirements; accompany the Senior Sales Officer during his/her meetings with potential clients with a view to selling advertising slots on radio, TV and online services; keep accurate record of sales, contracts and deals and prepare sales reports at regular intervals.Senior Sales Officer (New Grade)6.11 The Senior Sales Officers would be required to, among others, contact potential clients and sell advertising slots on radio, TV and on line service; attend to clients’ needs and develop strategies to maximize sales opportunities and carry out analysis of Sales Reports so as to identify opportunities for new revenue streams.Marketing Officer (New Grade)6.12 The Marketing Officers would be required, among others, to assist the Marketing and Sales Executive for the marketing of programmes and broadcast advertisements in line with the marketing strategy of the MBC; prepare commercial packages and offers; promote commercial slots and programmes with a view to maximizing sale of air time; collect relevant data on media advertisements and assist in carrying out market research and audience surveys; provide information to clients on advertising rates and to attend to their requirements and assist in organizing events, sourcing and securing sponsorship.Pay Review Page 28

Mauritius Broadcasting Corporation – Marketing and Sales DepartmentSales Control Officer (New Grade)6.13 The Sales Control Officers would be responsible to the Marketing and Sales Manager formerly Marketing and Events Manager and would be required to ensure the preparation and processing of commercial logs and scripts; verify that advertising materials logged in are in strict accordance with the contract; and compile revenue figures from advertising to tally the total value of daily commercial logs after broadcast, among others.Transition6.14 Presently, the marketing, sales and control functions are being performed by officers in the grade of Marketing and Events Officer. With the creation of the new structure, there would be two different grades performing the same duties within each function, be it in Sales, Sales Control or Marketing. This would be quite improper, warranting that appropriate action be taken to avoid such situations.6.15 So, the transition needs to be carefully handled. The Bureau cannot either restyle the grade of Marketing and Events Officer into three different appellations. Otherwise it would appear that the Bureau has usurped the prerogative of the MBC and appointed the officers in posts in the grades of the new structure.6.16 Hence, we are making appropriate recommendations to ensure a smooth transition from the present to the proposed structure.Recommendation 26.17 We recommend that for the first intake, the MBC should promptly fill posts in the grades of Marketing Officer, Senior Sales Officer and Sales Control Officer by selection from among officers in the grade of Marketing and Events Officer.6.18 We also recommend that eventually only in the absence of suitable candidates in the grade of Sales Officer, appointment to the grades of Marketing Officer, Senior Sales Officer, and Sales Control Officer may be made by selection from among outside candidates possessing the qualifications and experience prescribed for the grade.6.19 We further recommend that the grade of Marketing and Events Officer be made evanescent.6.20 In setting the salaries of the new grades, we have taken into account the career path as per the structure, the qualification requirements of the grades as well as the duties and responsibilities thereto attached. However, it is observed that the top salary of incumbents are higher than those proposed in the new structure. To ensure that employees are not worse off with the implementation of this Report, we are, hereunder making necessary provision.Pay Review Page 29

Mauritius Broadcasting Corporation – Marketing and Sales DepartmentRecommendation 36.21 We recommend that Marketing and Events Officers (Personal) holding a substantive post as at the date of publication of this Report should, exceptionally on integrating the new post as recommended at paragraph 6.17, be allowed to move up to salary point Rs 43850 which is deemed to be the revised top salary of the abovementioned officers.Animation and Graphics6.22 Proposal was also made for the setting up of a Branding Unit, which would be manned by officers of the Animation and Graphics cadre as well as officers in the new grades of Assistant Channel Packaging Officer (Roster) and Channel Packaging Officer (Roster).6.23 Branding encompasses a much wider array of tasks pertaining to the creation of a brand and the development of a brand strategy. All these involve an array of research work as well. An analysis of explanations provided and the duties in the scheme of service of the proposed grades of ACPO and CPO has revealed that many aspects involved in branding are not covered. Another amazing fact is that the duties proposed for the grades of ACPO and CPO are identical. In other words, the need for two distinct grades does not arise.6.24 A closer look and comparison with the grades in the animation and graphics hierarchy shows that the qualification requirement are quite similar. The duties and the tools to be used for the performance of these duties are similar as well. In the circumstances, this may lead to an extensive overlapping of duties and responsibilities. Consequently, having found no functional justification, the Bureau is refraining from acceding to the request of setting up the Branding Unit and creating the grades mentioned above. We are, therefore, not making any provision in this regard.6.25 It was submitted that the main duties of officers in the grade of Animation Graphics Technician consist of conceiving, designing and executing still and animated graphics as well as creating and editing generics. These works are artistic and creative in nature and hence the appellation “Technician” does not seem appropriate. We subscribe to the views of Management for the job title to be reviewed and are recommending accordingly. We are also restyling the grade of Assistant Animation Graphics Artist/Animation Graphics Artist (Roster) in the same breath.Recommendation 46.26 We recommend that the grades of Animation Graphics Technician (Roster) and Assistant Animation Graphics Artist/Animation Graphics Artist (Roster) be restyled Senior Animation Graphics Artist (Roster) and Animation Graphics Artist (Roster) respectively.Pay Review Page 30

Mauritius Broadcasting Corporation – Marketing and Sales DepartmentCommunication and Customer Care Executive (New Grade)6.27 Proposal was made for the creation of a grade of Communication and Customer Care Executive on the grounds that the MBC is focusing on communicating its offerings to the public and has to ensure an effective system of communication both internally and externally. The MBC has further proposed that the grade of Public Relations and Customer Care Manager be abolished. Since the grade is vacant, we are acceding to the proposal made.Recommendation 56.28 We recommend: (i) the creation of the grade of Communication and Customer Care Executive. Appointment thereto should be made by selection from candidates possessing a Degree in Customer Care or Communication or an equivalent alternative acceptable to the Board and reckoning at least five years’ experience in the field; (ii) the abolition of the grade of Public Relations and Customer Care Manager.6.29 The Communication and Customer Care Executive would be required, among others, to work in close collaboration with other departments to promote MBC Radio and TV programmes and On Line services to the public; organize events and activities to uplift the corporate image of the Corporation and organise, plan and monitor the work of Customer Care Officers/Senior Customer Care Officers (Shift) formerly Public Relations and Customer Care Officer/Senior Public Relations and Customer Care Officer (Shift).Customer Care Officer/Senior Customer Care Officer (Shift)6.30 Management has informed that public relations duties would devolve on the Communication and Customer Care Executive. Consequently it has requested that the grade of Public Relations and Customer Care Officer/Senior Public Relations and Customer Care Officer (Shift) be restyled into Customer Care Officer/Senior Customer Care Officer. The Bureau is, therefore, recommending accordingly.Recommendation 66.31 We recommend that the grade of Public Relations and Customer Care Officer/Senior Public Relations and Customer Care Officer (Shift) be restyled Customer Care Officer/Senior Customer Care Officer (Shift).Pay Review Page 31

Mauritius Broadcasting Corporation – Administration Department 7.0 ADMINISTRATION DEPARTMENT7.1 The Administration Department provides support services to the other departments and sections. These services pertain to the general office and registry management; cleaning services; transport management; security services; plant and maintenance management; and safety and health management.7.2 The proposals made in respect of the Administration Department include, among others, the amendment to the scheme of service of the grade of Administrative Manager, abolition of vacant grades, restyling of the grade of Radio & TV Attendant (Roster) (Personal) and placing certain grades on the roster system.7.3 As regards the restyling of the grade of Radio & TV Attendant (Roster) (Personal) to the grade of Office Attendant/Senior Office Attendant (Roster), the Bureau has not acceded to same as it would have salary implications. We are nevertheless, in this Report, reviewing the qualification of the grade of Administrative Manager.Administrative Manager7.4 At present, the grade of Administrative Manager is filled from candidates possessing a degree and reckoning at least five years’ post qualification experience in Administration or Management. A request has been made to raise the qualification requirement from Degree to a Master’s Degree and to specify the field of study. As the proposal is in conformity with provision made for grades at this level across the public sector, we subscribe to same and are recommending accordingly.Recommendation7.5 We recommend that the grade of Administrative Manager should be filled from candidates possessing a Degree in Business Administration or Management together with a Master’s Degree in Business Administration or Management or an equivalent qualification and reckoning at least five years’ post qualification experience in the field.Pay Review Page 32

Mauritius Broadcasting Corporation – Human Resource Department 8.0 HUMAN RESOURCE DEPARTMENT8.1 The Human Resource Department is responsible for the conduct of duties relating to recruitment, manpower planning, employee relations, training and development and other human resource functions. The structure of the department comprises the grades of Human Resource Manager, Human Resource Management Officer and Administrative Assistant while support services are provided by officers in the grade of Clerk/WPO. At present the grade of Human Resource Manager is vacant and the duties of the post have been assigned to the Human Resource Management Officer.8.2 We have, in the context of this review, received proposals to create the grade of Training Coordinator, change the mode of appointment of the Human Resource Manager, increase the establishment size of the Human Resource Management Officer and restyle the grade of Clerk/WPO to Office Management Assistant with a view to subsequently strengthening the department.8.3 Training is one of the core functions of the Human Resource Manager. Creating a grade of Training Coordinator would imply a dilution of the duties of the HR Manager which would have bearing on its salary. Furthermore, the size of the HR department as well as the volume and type of training dispensed do not justify the creation of a grade of Training Coordinator. As regards the restyling of Clerk/WPO into Office Management Assistant, the MBC was informed that these are two different levels and hence request cannot be acceded to.8.4 Concerning the enlargement of the field of study to qualify for appointment as HR Manager, the Bureau is not in favour of such a proposal as it considers that an incumbent possessing a Master’s degree in Management would not necessarily be suitable for the grade as HR is a specialist function and it requires HR knowledge and HR skills. For the increase in the establishment size of Human Resource Management Officer, Management should proceed as per paragraph 2.15.8.5 Given that the number of levels is adequate to meet the requirements of the MBC, we are maintaining the present structure. We are, however, reviewing the mode of appointment of the Human Resource Management Officer.Human Resource Management Officer8.6 The grade of Human Resource Management Officer is currently filled from candidates possessing a Cambridge Higher School Certificate and a Degree in Human Resource Management. Generally, such a position warrants an adequate number of years of experience to ensure that the candidate hasPay Review Page 33

Mauritius Broadcasting Corporation – Human Resource Department acquired enough skills, knowledge and competencies to deliver in accordance to preset objectives. To this effect and in line with what is obtainable for similar position elsewhere, we are amending the qualification requirement of the grade.Recommendation8.7 We recommend that the qualification requirement of the grade of Human Resource Management Officer be amended so that henceforth the grade should be filled by selection from candidates possessing a Degree in Human Resource Management and reckoning at least three years’ post qualification experience in the field.Pay Review Page 34

Mauritius Broadcasting Corporation – Supplementary Recommendations 9.0 SUPPLEMENTARY RECOMMENDATIONS9.1 It has been observed that the qualification requirement set for some grades by the EOAC is not in alignment with what obtains in the public sector. Furthermore, this is also a source of discontentment internally as grades requiring similar qualifications have been granted a much higher salary. To address this situation, we are reviewing the qualification requirement and inserting a QB in the salary scale where deemed appropriate.RecommendationProducer/Senior Producer Cadre9.2 We recommend that appointment to the grade of Chief Producer (Roster) be made by selection from among Producer/Senior Producers (Roster) who reckon at least eight years’ service in a substantive capacity in the grade.News Producer/Senior News Producer Cadre9.3 We recommend that appointment to the grade of News Producer/Senior News Producer (Roster) be made by selection from among Production Assistant/Senior Production Assistants (Roster) possessing at least a Diploma in Filmmaking or an equivalent qualification acceptable to the Board and reckoning at least five years’ service in a substantive capacity in the grade.9.4 We also recommend that appointment to the grade of Chief News Producer (Roster) should be made by selection from among News Producer/Senior News Producers (Roster) possessing a Degree in Filmmaking or an equivalent qualification acceptable to the Board and reckon at least three years’ service in a substantive capacity in the grade.Technical Producer/Senior Technical Producer (Roster)9.5 We recommend that appointment to the grade of Technical Producer/Senior Technical Producer (Roster) be made by selection from among employees in the grades of Production Assistant/Senior Production Assistant (Roster), Cameraman/Senior Cameraman (Roster) (Personal) formerly Camera Technician (Roster) and Cameraman/Senior Cameraman (Roster) (Future Holder) possessing a Diploma in Photography/Film Making or an equivalent acceptable to the Board and reckoning at least five years’ service in a substantive capacity in the grade.9.6 We also recommend that the grade of Chief Technical Producer (Roster) should be filled by selection from among Technical Producer/SeniorPay Review Page 35

Mauritius Broadcasting Corporation – Supplementary Recommendations Technical Producers (Roster) possessing a Degree in Film Making/Photography or an equivalent qualification acceptable to the Board and reckoning at least three years’ service in a substantive capacity in the grade.Qualification Bar9.7 We recommend that employees need to possess the prescribed qualifications to move beyond the QB inserted in the salary scales of the grade.9.8 We also recommend that employees who do not possess the prescribed qualifications but whose salary lies after the QB in the salary scale, should continue to draw same on a personal basis. It is also understood that there should be no further movement beyond that point unless on obtention of the prescribed qualification.Pay Review Page 36

Mauritius Broadcasting Corporation – Abolition of Grades 10.0 ABOLITION OF GRADES10.1 Upon request from Management, we are abolishing several vacant grades which it no longer requires.Recommendation10.2 We recommend the abolition of the following grades: General Worker (Roster) (Personal); Radio & TV Attendant/Handyworker (Roster); Driver/Handyworker; Electrician; Assistant Stores Officer (Personal); Word Processing Operator; Documentation, Archives and Research Clerk (Roster); Marketing and Sales Officer; Assistant Financial Operations Officer (Personal); Assistant Traffic Officer; Confidential Assistant (Personal); Executive Officer (Personal); Purchasing and Supply Officer (Personal); Assistant Broadcast Technologist (Shift); Officer Supervisor; Music Programmer; Senior Confidential Assistant (Personal); Documentation, Archives and Research Officer/Senior Documentation, Archives and Research Officer (Roster); IT Support Officer (Roster); Broadcast Officer (Shift) (Personal); Senior Broadcast Operator (Shift) (Personal); Principal Documentation, Archives and Research Officer; News Editor (Roster) (Personal); Deputy Manager, Administrative Services (Personal); Senior News Editor (Roster) (Personal) and Public Relations and Customer Care Manager.Pay Review Page 37

Mauritius Broadcasting Corporation – Allowances and Specific Conditions of Service 11.0 ALLOWANCES AND SPECIFIC CONDITIONS OF SERVICERisk Allowance11.1 A risk allowance equivalent to one and a half increments at the initial of their respective salary scales is currently being paid to Electricians who are regularly called upon to intervene on high tension voltage (22000 volts).11.2 This provision is being maintained. In the event the quantum of allowance payable to the officers is lower than that drawn as at 31 December 2015, incumbents should continue to be paid the higher quantum on a personal basis.Clothing Allowance11.3 A monthly Clothing Allowance of Rs 365 is paid to Presenters of News and Programmes who are on the permanent and pensionable establishment. However, employees of a specific programme who are sponsored in their apparel for presentation are not eligible for the allowance. We are revising the quantum of the allowance while maintaining the existing eligibility criteria.Recommendation 111.4 We recommend that the criteria governing eligibility for Clothing Allowance should be maintained and that the amount be revised to Rs 385.Outdoor Coverage Allowance11.5 Presently, employees of an operation team who are required to perform outdoor duties during cyclone warning class III and Class IV are entitled to a daily outdoor coverage allowance of Rs 950. We are revising the quantum.Recommendation 211.6 We recommend that the daily outdoor coverage allowance be revised to Rs 1000.Allowance for driving Outside Broadcast Vehicles11.7 Driver/Handy Workers who drive the Outside Broadcast vehicles and lorries for live coverage are presently being paid a daily allowance of Rs 440 for each day they effectively drive the vehicle. The quantum is being revised in the context of this Report.Pay Review Page 38

Mauritius Broadcasting Corporation – Allowances and Specific Conditions of ServiceRecommendation 311.8 We recommend that the daily allowance payable to Driver/Handyworkers for driving lorries and Outside Broadcast vehicles be revised to Rs 465.Incentive Scheme11.9 The Earned Regularity Allowance (ERA) was introduced in 1992 as a measure to encourage the attendance of the core staff. In 2003, the ERA was replaced by the “Incentive Scheme” which comprises the components Attendance Bonus, Inducement Allowance and Excess Hours of Work. Subsequently the scheme was extended to all staff members. The present provision governing the scheme is as follows:Attendance Bonus:11.10 A monthly Attendance Bonus of Rs 1750 is payable to all employees of the MBC.Inducement Allowance:11.11 Employees working on shift and roster are paid a monthly Inducement Allowance of Rs 1170 and Rs 870 respectively.Excess Hours of Work:11.12 (i) Employees working beyond normal working hours are classified in four categories, namely A, B, C and D. Those in categories A, B and C need to put in at least 10 hours and those in category D 15 hours to qualify for the allowance payable for excess hours. However, the maximum number of hours should be 30 for all categories. (ii) The ceiling in respect of allowance for excess hours is Rs 4390 for categories A and B and Rs 2800 for categories C and D. Excess hours of work beyond the ceiling is paid as follows: No of excess hours worked % of salary (i) above 30 and up to 50 5 (ii) above 50 and up to 75 7.5 (iii) above 75 10 (iii) The allowance for excess hours is payable in full in respect of the first two weeks an officer goes on approved vacation leave in a year provided the officer has put in the required number of excess hours during the days he has attended work in the month.Pay Review Page 39

Mauritius Broadcasting Corporation – Allowances and Specific Conditions of Service11.13 Recommendation has also been made for Management to ensure that only employees who put in extra hours be eligible for the related allowance and at the same time to monitor overtime work for those who do not opt for the scheme.11.14 It is important to highlight that allowances are generally of an ad hoc nature and, except those specifically maintained in this Report, lapse with the publication of this Report. However, allowances which are still justified should be submitted to the Bureau through the MCSAR for consideration. The ERA or Incentive Scheme could have been an effective option at some point in time but it is not permanent. Given the precarious financial situation as emphasised by the MBC itself, there is need to review the overall scheme.11.15 A close examination shows that the situation appears very odd. Employees are paid an inducement allowance to attend work and are paid an attendance bonus for having attended work. Should they work beyond normal hours, they are paid an allowance for excess hours of work put in. In other places in the public sector, no such schemes are implemented. It is important to note that essential services like the Police, Health and Fire Services are functioning smoothly without the provision of such schemes. It is quite ludicrous that people who have to work during normal working hours and where there is no dearth of candidates are granted these allowances over such a long period of time.11.16 The Bureau considers that maintaining the provision in its present form, would not be wise and appropriate particularly given the excess of manpower available at the MBC. In the circumstances, it is incumbent upon Management to plan, organise and monitor the work effectively and efficiently.Earned Regularity Allowance11.17 Following discussions during the meeting, the MBC has submitted a modified version of the incentive scheme. We have refined the proposal and placed certain parameters to bring it within our framework. In so doing, we have ensured that the underlying philosophy of corresponding recommendations in the public sector are reflected therein.11.18 According to the proposed scheme, employees working on Roster/Shift and who will be required to put in around 10 to 15 additional hours of work weekly would be eligible for the Earned Regularity Allowance (ERA) in replacement of the Inducement Allowance and payment for ‘excess hours’. On the other hand, request has been made for employees working on Roster/Shift who would not be required to work long additional hours to be eligible for Attendance Bonus. Should they put in additional hours, they would be entitled to time off. Certain provisions have also been proposed to govern this scheme. For instance, each day ofPay Review Page 40

Mauritius Broadcasting Corporation – Allowances and Specific Conditions of Service absence under the ERA should be sanctioned by a reduction of 25% from the ERA entitlement. On the basis of a thorough analysis, we have made the following recommendations:Recommendation 411.19 We recommend that: (i) Employees in the grades listed in column 2 of the table below should be eligible for ERA. Departments Grades Qualifying for ERA Qualifying for Attendance Bonus as Paragraph 10.19 (iii) as per Paragraph 10.19 (ii) News and Cameraman/Senior Cameraman Desk Coordinator (Roster) (Personal) Current Affairs formerly Camera Technician (Roster) Cameraman/Senior Cameraman News Editor/Senior News Editor (Roster) (Future Holder) (Roster) (Personal) formerly Journaliste Reporteur d’Images (Roster) Principal Cameraman (Roster) News Editor/Senior News Editor (Personal) (Roster) Principal Cameraman (Roster) News Producer/Senior News (Future Holder) Producer (Roster) Lighting Technician/Senior Lighting Chief News Producer (Roster) Technician (Roster) Production Assistant/ Senior Production Assistant (Roster) Make-up Officer (Roster) Technology & Broadcast Officer/Senior Broadcast Multimedia Officer (Shift) Broadcast Operator/ Senior Broadcast Operator (Shift) Chief Broadcast Operator (Shift) Satellite Officer (Roster) Coordinator, Broadcast Technology Systems Analyst/ Administrator (Roster) formerly Assistant Broadcast Technology Coordinator (Roster)Pay Review Page 41

Mauritius Broadcasting Corporation – Allowances and Specific Conditions of Service Departments Grades Qualifying for ERA Qualifying for Attendance Bonus as Paragraph 10.19 (iii) as per Paragraph 10.19 (ii) Content Cameraman/Senior Cameraman Technical Producer/ Senior (Roster) (Personal) Technical Producer (Roster) formerly Camera Technician (Roster) Cameraman/Senior Cameraman Chief Producer/Chief Technical (Roster) (Future Holder) Producer (Personal) Principal Cameraman (Roster) (Personal) Principal Cameraman (Roster) (Future Holder) Sound Technician/Senior Sound Technician (Roster) Marketing & Animation Graphics Artist (Roster) Coordinator, Animation Graphics Sales formerly Assistant Animation Graphics Artist/Animation Graphics Artist (Roster) Workman’s Senior Animation Graphics Artist Class Staff (Roster) formerly Animation Graphics Technician Driver/Handyworker (Roster) Audio Visual Assistant (Roster) Maintenance Assistant Electrician (Shift) Chief Electrician Carpenter Decors (Roster) formerly Carpenter Chief Carpenter Decors (Roster) formerly Chief Carpenter (ii) Employees in the grades listed in column 3 of the table should be eligible for a monthly Attendance Bonus of Rs 1850 as well as time off for additional hours put in.Pay Review Page 42

Mauritius Broadcasting Corporation – Allowances and Specific Conditions of Service (iii) The ERA payable to eligible officers should be as per the table below: Monthly Basic Salary ERA (for putting Maximum (Rs) Brackets excess hours work Amount Payable Rs and regular attendance) % of Monthly Salary (a) Up to 27075 15% 3750 (b) 27850 up to 48425 13% 4700 (iv) Employees in salary bracket at (b) whose allowance computes to a figure less than Rs 3750 monthly, should be paid a monthly allowance of Rs 3750.11.20 We also recommend that the conditions governing ERA should be as follows: (i) eligible employees working on Roster/Shift who are present on all working days of the month and who put in a minimum of 40 additional hours per month should be paid 100% of the ERA entitlement; (ii) for each day of absence in a month, the ERA entitlement should be reduced proportionately; and (iii) for the first two weeks an employee goes on approved Vacation Leave in a year, he should be eligible for the ERA in full provided the employee has put in the required number of additional hours to qualify for ERA.11.21 We further recommend that for employees eligible for Attendance Bonus, each day of absence should be sanctioned by a reduction of 50% of the Attendance Bonus entitlement.Bank Scheme11.22 We recommend that the MBC considers the advisability of setting up a Bank Scheme to palliate the shortage of staff in certain grades. The additional hours put in by these employees should count towards the excess hours required to qualify for ERA.Pay Review Page 43

Mauritius Broadcasting Corporation – Salary Schedule MAURITIUS BROADCASTING CORPORATION SALARY SCHEDULEMBC 1 : Rs 10950 x 250 – 11450 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 18450 Technicien de SurfaceMBC 2 : Rs 11970 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 20050 GardenerMBC 3 : Rs 12490 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 20525 Radio and TV Attendant (Roster) (Personal)MBC 4 : Rs 12750 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 22575 Handy Worker (Roster) (Personal)MBC 5 : Rs 13010 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 23975 Audio Visual Assistant (Roster) (New Grade) Maintenance Assistant (New Grade) Mechanic (Personal)MBC 6 : Rs 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 23975 Senior Radio and TV Attendant/Head Radio and TV Attendant (Roster) (Personal)MBC 7 : Rs 13270 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 24750 Carpenter (Decors) (Roster) formerly Carpenter Driver/Handy Worker (Roster)MBC 8 : Rs 13790 x 260 – 14050 x 275 – 15150 x 300 – 15750 x 325 – 17700 x 375 – 19575 x 475 – 21950 x 625 – 23200 x 775 – 26300 Broadcast Assistant (Shift) (New Grade) Electrician (Shift)Pay Review Page 44