About FWSC


The Fair Wages and Salaries Commission is mandated to:

  1. Ensure fair, transparent and systematic implementation of the Government of Ghana  Public Service Pay Policy.
  2. Develop and advise Government on, and to ensure that decisions are implemented on matters related to:
  • Salaries, wages, grading, classification
  • Job analysis and job evaluation,
  • Performance management and indicators,
  • Allowances and benefits in the public service with the ultimate objective consolidation of the allowances and benefits; and

3. Undertake negotiations where compensation is financed from public funds.



We exist to ensure that best practices in job grading, evaluation, performance management and research are employed in pay administration to ensure that pay in the Public services is linked to productivity and that high-caliber employees are attracted to and retained within the public service.

We shall achieve this by working through our highly–motivated, dedicated and innovative staff, adopting appropriate technological solutions, and also by collaborating effectively with our stakeholders through constructive dialogue and negotiations that promote and maintain industrial harmony.



To become a world class reference center in Pay Administration, promoting Fairness, Equity and Transparency in Public Services Compensation and Benefits


Functions of the Commission:

To achieve its objects, the Commission shall
(a) implement public service pay policy, except the determination of emoluments under article 71 of the Constitution,
(b) develop and monitor allowances and benefits of public servants and the consolidation of salaries of public servants,
(c) undertake job analysis and job evaluations,
(d) develop and ensure a consistent review of standard job evaluation methodology,
(e) develop and ensure implementation of grading and classification structures,
(f) review requests for the re-grading of positions,
(g) co-ordinate, manage and monitor collective bargaining processes in which Government is the direct or indirect employer,
(h) develop salary structures for the public service,
(i) ensure that the balance of internal consistency, external competitiveness and employee performance are fully reflected in the public service pay system,
(j) advise on performance management processes and indicators,
(k) develop a mechanism within the public service salary system to attract and retain critical skill,
(l) undertake research on salaries, benefits and allowances,
(m) review and propose changes to salary related components enactments, and
(n) perform other functions related to the objects of the Commission.


There is no class distinction and no matter what your role is at Fair Wages and Salaries Commission, we are committed to upholding our values. Fair Wages and Salaries Commission employees exude a deep commitment to the values, which provides a lasting impression to our clients and stakeholders. Our values are:



We respect all staff and stakeholders

Rules and regulations are clearly spelt out and applied uniformly

Equal treatment for staff and all stakeholders



We are open in all our activities

Unbiased decision making

There is no arbitrariness in our decision making.



We value teams and each one’s role and contribution

We work together to achieve a common goal.

We encourage participation through collaboration, support and communication



Engaging superiors, colleagues and subordinates to reach consensus on all issues.

Negotiations and discussions with Unions, Associations and Politicians are frank, open and transparent.

Frequently engaged with the Media, Civil Society and Development Partners.



Decisions made are based on merit.

We are not influenced by interested parties; we are firm and stick to decisions made.

Objectivity and honesty remain present in our daily dealings with each other.



We will remain relevant by the quality of our service delivery.

We are competent and know our work.

We attach seriousness to our work and behave ethically.





To be a one-stop source of timely, reliable and comprehensive database directly related to the mandate of the Commission to support the pay reform process.

Attract and retain critical staff through payment of market premium and inducement allowances

To monitor salary payment at the Controller and Accountant General’s Department

To regulate salaries on behalf of the government with the relevant and reliable data.



The Pay Policy and Analysis Directorate has two Departments, namely

Research and Publications Department

Compensation and Benefits Department


This Directorate has the responsibilities of first and foremost undertaking Compensation surveys with regards to Job Classifications, Benefits and Salaries. The Directorates work does not end with the above they have been tasked to also Audit the implementation of Public Sector pay policy to ensure compliance. Call those working in this Directorate as Policemen and you will not be far from the truth. In addition, the Directorate undertakes research, compiles data and disseminate same for effective management decision making.The Directorate responsible for Pay Policy Analysis and Research, undertakes research on salaries, benefits and allowances which aides in the review and proposal of salary related components.


Key to the functions of the Fair Wages and Salaries Commission is the need to ensure that the balance of Internal Consistency and External competitiveness and employee performance are fully reflected in the Public Service Pay Policy System and the Director of Pay Policy Analysis and Research together with his team ensures that this is done. Every individual who works expects to be paid and this pay the worker expects must be commensurate with whatever he puts into the job.


Internally, the Pay Policy, Analysis and Research Directorate principally liaises with the Salary Grading, Re-Grading and Job Evaluation, Performance Management, Monitoring and Evaluation and the Grievance Negotiation and Collective Bargaining Directorates. The Directorate also interacts with the Finance and Administration Directorate.

Externally, the Pay Policy, Analysis and Research Directorate liases with Controller and Accountant Generals Department, Ministry of Finance and Economic Planning, the National Tripartite Committee and the Ghana Statistical Service. Furthermore the Directorate also liases with labour unions/ associations as well as the private sector organizations that provide data on employees and other information required by the Directorate.



Measuring the performance of an individual to the general output of an organisation is very critical to the growth of that organisation. In the light of this, the Directorate is very crucial to the growth and development of the Public Sector as it is tasked with the responsibility of Developing and Monitoring Performance Management Systems within the Public Service. The development of these systems is to ensure that the Performance of Public Servants can be monitored and evaluated.

Within the Commission itself, this Directorate will have to monitor and evaluate the implementation of all policies for the achievement of the Commission’s goals. The Single Spine Pay Policy is a new policy introduced by government as such its impact on the performance of Public Servants needs to be assessed and the Directorate has that responsibility as well as advice on performance management processes and indicators.



In order to achieve the objective of the Commission, various divisions were created to perform specific functions. One of such divisions is the Finance and Administration Directorate, which is headed by a Director by Mr. Joseph N.K. Gadikor.


The vision of the Directorate is to become an efficient and timely provider of administrative and financial services to support the Commission’s efforts to deliver on its mandate.


The Finance and Administration Directorate exists to provide the highest standard of Administrative and Financial services support to the Fair Wages and Salaries Commission by:

Providing adequate administrative and financial support services.

Adequately recruiting and developing a dedicated and well-motivated staff;

Ensuring conducive working environment.


The objectives of the Finance and Administration Directorate include:

To recruit and maintain qualified staff into the Commission;

To ensure the development of an appropriate training progrmmes for all staff;

To receive and efficiently manage the Commission’s funds;

To prepare half-year and annual financial and administrative reports;

To have an efficient record management system.

To ensure timely response to all correspondence from within and outside.


Provide financial management services to the Commission;

Mobilize financial resources for the operations of the Commission.

Prepare the Commission’s annual budget and supervise, monitor and coordinate its implementation;

Undertake personnel audit and carry out recruitment and training of staff;

Manage the assets of the Commission;

Develop, implement and Management Information System;

Ensure efficient records management system.



“Equal Pay for work of Equal Value”, this definitely is the mantra of this Directorate, considering responsibilities. As the name suggests, this Directorate is expected to Plan, Manage and Direct Salary Administration, Grading, Re-Grading and Evaluation of Public Service jobs captured under Article 190 of the 1992 Constitution.

The Directorate too has the task of ensuring the retention of critical staff within the Public Service, who otherwise would have been engaged by the private sector owing to competitive salary structures.

Mrs. Eva Addo, a Human Resource expert heads the Directorate with the following duties and responsibilities.

The mandate of planning, managing, and directing salary administration, Grading, Re –grading and Evaluation exercises for the commission concerning public sector workers.

The directorate also has the responsibility to develop a mechanism within the public service Salary System to attract and retain critical skills that the Public Sector would otherwise lose to the private sector.

Expected to develop and monitor allowances and benefits of Public Servants and other emoluments which are deemed necessary.

Must develop a standardised procedure for reviewing jobs in the Public Service has a relationship to develop and ensure a consistent review of standard job methodology. Another responsibility the directorate has to execute is the implementation of Grading and Classification structures for the various institutions under its mandate.

Over the period the Directorate has ensured that Human Resource and Pay Roll personnel within the various organisations that are expected to be placed on the Single Spine Pay Structure are trained to facilitate the process. As at 31st December 2010, over 100 of such personnel from 95 institutions have been trained to carry out the mapping and migration onto the Single Spine Pay Structure.



We are located within the State Enterprises Commission building adjacent the Ministry of Gender and Social Protection, Ministries-Accra.


P. O. Box MB 263 Ministries Accra.


Ghana West Africa



+233 0302 66 98 57

+233 0302 66 40 12


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Mapping and Migration

Mapping is the process of placing individual jobholders in an institution on the Single Spine Grade Structure based on established guidelines

Notes on the Single Spine

The Fair Wages and Salaries Commission and labour unions, associations, institutions :