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For
Current Employees
What is a temporary
employee?
Temporary employees are appointed to a post
for a limited period of time. Most appointments
are temporary for the first six months to
one year, after which time you may be made
permanent and pensionable, depending on performance.
Temporary appointments are also used to fill
short-term personnel needs.
What is a contract employee?
Contract employees are persons recruited from
overseas or within the BVI to fill technical
or specialised positions. Most contracts are
for a two-year, renewable term. Contract employees
who have been employed by the Government for
ten consecutive years and have applied (and
not been turned down) for residency may become
permanent and pensionable.
What is a permanent and
pensionable employee?
Permanent and pensionable employees are long-term
employees of the Government. They are eligible
for a pension on their retirement from the
Service and may be granted study leave after
completing three years of service.
Health Insurance Benefits
Who is the Government’s
medical insurance provider?
The Government works with Atlantic Southern
Insurance Company, a San Juan-based insurance
company, to provide insurance for its employees.
Atlantic Southern is represented locally by
Alphonso Warner Insurance Agency.
What is the premium
I must pay to be covered by the Government’s
group health insurance policy?
Employees who are insuring themselves alone
must pay $59.80 per month, which is half of
the monthly premium. The Government pays the
other half. Employees may opt to insure their
spouse and/or dependents as well. The premium
for an employee and spouse or an employee
and children is $165.80 per month. The premium
for an employee and family is $248.80 per
month. The Government pays the full premium
for “risk employees”.
How do I obtain benefits
through the medical insurance?
Once you are enrolled in the group medical
insurance, you will receive an insurance card
from the Department of Human Resources. Many
medical establishments in the BVI accept this
card. That means they will prepare a claim
form for you, send it to the insurance company,
and you will be asked to pay only your deductible/co-payment
at the time of service. However, if you go
to a doctor who does not accept the card,
you will be asked to pay the full amount.
You can then file a claim yourself for reimbursement.
Our Benefits Unit staff can assist you with
this. Remember that if you are filing the
claim yourself, you must provide detailed
original receipts that specify what services
and procedures were conducted.
When is pre-certification
required?
For certain procedures, you must pre-certify
with the insurance company. Pre-certification
is required for all non-emergency in-patient
confinements, MRIs, CT Scans, laser procedures,
lithotripsy (extracorporal shock wave) procedures,
and air ambulance. You can pre-certify, you,
your doctor, or the health care provider should
call the insurance company on 787-758-9975,
787-758-7140, or 787-642-9712 (emergencies).
These numbers are also printed on your insurance
card.
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Salary
How does the new payroll
tax affect Government employees?
Effective Jan. 1, 2005, the Territory’s
income tax was abolished. A new payroll tax
was inistuted in its place. Under this new
tax, all income over $7,500 per calendar year
is taxed at a flat rate of 8 percent. The
Government contributes an additional 6 percent
on behalf of each employee. The payroll tax
applies to allowances, too.
Leave
How much leave may
I accumulate and “roll over” from
one year to the next?
The Department of Human Resources has policies
in place to encourage employees to take their
annual leave during the year in which it is
earned. According to the General Orders, approval
must be granted by the Director of Human Resources
for permission to defer annual leave beyond
certain maximums. These maximums are as follows:
Employees in grades 1-8, 36 days. Employees
in grades 9-16, 60 days. Employees in grades
17-27, 84 days. Employees in grades 28-31,
108 days. Any leave accumulated beyond these
maxium levels will be forfeited, unless you
obtain the approval of the Director of Human
Resources.
Performance
Management Programme
What is the purpose
of the Performance Management Programme?
The Performance Management Programme provides
supervisors and employees with a means to
define performance standards and objectives
over a given year. These standards and objectives
are then used to measure the employee’s
performance and determine areas for future
training and development.
What are the supervisor’s
responsibilities in the Performance Management
Programme?
Supervisors play a critical role in the effective
implementation of the Performance Management
Programme. Supervisors are responsible for
determining the standards and objectives the
employee will be expected to meet over the
upcoming year, sharing these with the employee
and ensuring that they are understood. Supervisors
are responsible for providing employees with
the resources they need to meet these objectives,
and for providing regular feedback –
both formal and informal – to the employee.
Supervisors are encouraged to meet with employees
at least once every six months to review the
performance agreement and discuss any concerns
or issues that have arisen. Supervisors are
responsible for fairly assessing employees
on the appraisal form and providing them with
clear and specific examples to support their
assessment. Finally, supervisors are responsible
for recommending specific areas in need of
development, forwarding this information to
the Training Division and doing what is necessary
to ensure that development opportunities are
provided.
What are the employee’s
responsibilities in the Performance Management
Programme?
Employees are responsible for reviewing and
agreeing to the standards and objectives listed
on their performance agreement. If an employee
does not fully understand an objective or
standard, it is her responsibility to make
their uncertainty known and seek out the necessary
clarification. Employees are responsible for
remaining open to suggestions and feedback
from their supervisor and are encouraged to
ask questions and seek input when they are
unsure of what to do. Employees are responsible
for attending all meetings with their supervisor
and discussing their performance in an open,
honest, and professional way. Employees are
responsible for preparing a self-assessment
prior to their annual assessment meeting and
taking an active role in the assessment process.
Finally, employees are responsible for pursuing
available training and development opportunities
and making any changes to their behaviour
recommended as a result of the assessment.
What should I do if I disagree
with my appraisal?
If you disagree with your appraisal, the first
thing you should do is discuss the matter
with your appraiser. Explain your objections
clearly and provide evidence to support your
position. If you and your appraiser are unable
to reach an agreement, you should inform the
Department of Human Resources of your objection
to the appraisal. You can do this either by
making a note of your objections under the
“Employee’s Comments” section
of the appraisal form or by writing to the
Director of Human Resources. This letter may
be written in your own hand as long as it
is legible and signed. Your objection will
be forwarded to the Performance Management
Unit.
Do I have to sign my appraisal
even if I disagree with it?
Yes. Signing your appraisal form indicates
that you have reviewed the appraisal form
and discussed it with your supervisor, not
that you agree or accept what it says. If
you object to the appraisal follow the steps
outlined above.
What happens after
my grievance is forwarded to the Department
of Human Resources?
On receiving your written objection, the Assistant
Human Resources Manager in charge of the Performance
Management Programme will arrange a meeting
with you and the person who conducted your
appraisal. The objective of this meeting will
be to encourage constructive communication
between the parties involved with a view towards
reaching an agreement on the performance evaluation.
A record of your objections and the outcome
of the meeting will be prepared in the form
of a Grievance Summary, which is forwarded
to the Director of Human Resources and attached
to your personal file.
How can I learn more about
the Performance Management Programme?
The Performance Management Unit of the Department
of Human Resources is glad to answer any questions
employees or supervisors may have about the
Performance Management Programme. You can
find current contact information for this
Unit in the Who
We Are section of this website. The Unit
has produced a series of Performance Management
Tips to assist employees and supervisors effectively
use the programme. These are available in
the News
and Publications section of this website.
Employee Relations
Unit
What is the purpose
of the Employee Relations Unit?
The Employee Relations Unit was formed in
2002 to ensure the continuous improvement
of the Government’s human resources
by addressing work-related issues that destabalise
job performance. We operate an Employee Assistance
Programme, develop recognition activities
for employees, and draft policies that address
health and safety concerns within the Public
Service.
What is the Employee Assistance Programme?
The EAP is a counselling-based, confidential
service to employees to help them address
a wide range of personal and work-related
problems. Our counsellor can help you overcome
marital and/or family discord, emotional distress,
job-related stress, alcohol or drug abuse,
child/spousal abuse, grieving and loss, concerns
about ageing parents, issues with your children,
and more.
How can I obtain help from
the Employee Assistance Programme?
Government employees can receive help from
the EAP by calling is private line, 468-3205.
You may also call us at extension 3991. When
you call, you will be asked to state whether
it is an emergency and to give your name,
your work and home phone numbers, and the
best time to return your call. Our counsellor
will arrange a meeting with you at a time
and place that is convenient and comfortable
for you.
Is the service confidential?
Yes, except in situations where the counsellor
thinks you pose a danger to yourself or to
others. We know that in order for our EAP
to be successful, employees must have confidence
that when they talk about things with the
counsellor, the conversation will remain confidential.
No records of your visits or counselling session
will be placed on your personal file. However,
in circumstances where our professional counsellor
believes you pose a risk to yourself or to
others, or if a court mandates us to, our
counsellor will have to report the situation
to the proper authorities.
Can the EAP counsellor
deal will every kind of issue?
Our EAP counsellor can help you overcome any
kind of situation, large or small. However,
in certain situations she may refer you to
an outside person or agency who can provide
the specialised care you need.
Training
and Development
Who is eligible
to receive study leave?
All permanent and pensionable employees with
at least three years of service are eligible
for study leave.
How do I apply for
study leave?
What factors determine whether
my application will be successful?
After we determine that you are eligible for
study leave, we will examine your application
with a view to determining how your further
education would fit into the Government’s
overall training needs. Every year we publish
a list of priority training areas to assist
students, current officers, and the public
in understanding the Government’s most
pressing human resource needs.
What fields are on the current
training needs list?
The 2004/2005 priority training areas are:
agriculture, engineering, economics, statistics,
law/legal drafting, air traffic control, social
science, information and public relations,
medical/health services, veterinary services,
environmental health, medical imaging technology
and accounting.
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For Prospective Employees
How can I find out what vacancies
exist?
Vacancies are posted on this website every Monday.
Vacancies are also kept in a binder for examination
at the Help Desk at the Central Administration Building,
West Atrium.
Are all Government vacancies
processed through the Department of Human Resources?
No. The Department of Human Resources administers
posts only in the central Government. We do not
hire teachers, police officers (with the exception
of the Royal Virgin Islands Police Force administration
staff and officers with a rank of Superintendent
or higher), or “daily-paid” workers.
A number of public services are administered by
statutory boards, which hire their own employees.
To find out whether vacancies exist in these areas,
contact the following:
Teaching
Department of Education and Culture
Secretary, Teaching Service Commission
Central Administration Building
Road Town, Tortola
British Virgin Islands
284-494-3701 ext. 2151
Police
(officers only)
Royal Virgin Islands Police Force
Human Resources Manager
Road Town Police Station
284-494-3822
BVI Electricity Corp.
Long Bush
Tortola, British Virgin Islands
284-494-3911
BVI Tourist Board
Akara Building
Wickham’s Cay I
Tortola, British Virgin Islands
284-494-3134
www.bvitourism.com
H. Lavity Stoutt
Community College
Paraquita Bay
Tortola, British Virgin Islands
284-494-4994
www.hslcc.edu.vg
Financial Services
Commission
Pasea Estate
Tortola, British Virgin Islands
284-494-4190
www.bvifsc.vg
BVI
Health Services Authority
BVI Ports Authority
Purcell Estate
Tortola, British Virgin Islands
284-494-2642
National Parks Trust
Main Street
Tortola, British Virgin Islands
284-494-2069
www.bvinpt.org
Development Bank
of the Virgin Islands
Joshua J. Smith Building
Wickham’s Cay I
Tortola, British Virgin Islands
284-494-3737
Social Security Board
Joshua J. Smith Building
Wickham’s Cay I
Tortola, British Virgin Islands
284-494-3418
Who makes hiring decisions?
The final decision regarding all appointments, contract
renewals, promotions, transfers and terminations
lies with the Governor. The Public Service Commission
advises the Governor on all such decisions.
Who sits on the Public Service
Commission?
The Public Service Commission is composed of five
people. One member is appointed by the Civil Service
Association, one by the Chief Minister and one by
the Leader of the Opposition. The Governor appoints
one member and the Chairman.
Retiring
from the Public Service
What is the retirement
age for Public Servants?
The age of 60 is considered retirement age
in the Public Service, although individuals are
sometimes able to retire sooner under certain circumstances.
For example, you may be eligible for retirement
before age 60 on medical grounds, on the abolition
of your post, after 25 years of service or on termination
of service in the public interest.
Can I continue to work
after age 60?
The general policy is that you must retire upon
reaching the age of 60. However, based on your job
and the need for your services, you may be re-hired
on a contractual or temporary basis.
If I would like to retire, how
much notice should I give?
One year’s notice is required, but in some
cases six months is accepted.
How many years of service must
I have to qualify for a pension?
You must have 25 years of service to qualify for
a pension.
If I die as a retiree,
what benefit will my spouse receive?
If you die, your surviving spouse is entitled to
2/3 of your monthly pension. |
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