Integrity Commission Says Salary Limits Are Driving Staff Turnover

Jamaica's Integrity Commission is finding it increasingly difficult to recruit qualified professionals because its salaries are not competitive, according to Executive Director Craig Beresford. The anti-corruption body wants the Ministry of Finance to move quickly to address the problem under the existing public-sector compensation system.

Beresford raised the concern on Tuesday at a press briefing on the Commission's annual report. He said pay remains the leading reason workers resign and that the current salary arrangements have reduced the agency's ability to compete with other government organisations for employees with specialised technical skills.

The executive director said the Commission has taken the matter to the finance ministry but has not received an answer. Although he remains hopeful that a response will eventually come, Beresford said he has highlighted the difficulty during every stakeholder meeting.

The concern comes as the Commission faces significant gaps in its workforce. Its annual report recorded a 19 per cent turnover rate among employees on fixed-term contracts during the 2025/26 financial year. The agency hired 39 people over that period, while 29 employees departed.

According to the report, the repeated loss of workers who have already been trained is adding to recruitment and training expenditure. It is also extending the period needed to develop the Commission's internal expertise and capacity. Despite attempts to recruit people for essential roles, the organisation is operating with only about 80 per cent of its positions filled.

Beresford acknowledged that employees also leave because they are migrating or dealing with personal circumstances. However, he said feedback gathered through exit interviews regularly identifies salary levels as the main problem. He estimated that compensation is cited by a majority of departing workers, possibly as many as 90 per cent, even though it is not the sole factor.

He said the Government's restructuring of public-sector pay has placed the Commission at a disadvantage when seeking experienced personnel. The effect has been particularly noticeable in technical areas, where candidates can obtain comparable government jobs without facing the distinct demands that accompany anti-corruption duties.

Beresford explained that some workers ended up in a weaker financial position after the changes. Before the restructuring, Commission salaries were generally set slightly higher because of the complexity of its mandate and the nature of the work. While he recognised that the exercise was intended to standardise compensation across the public service, he said it had caused difficulties for the agency and lowered the relative position of some technical employees.

The Commission requires workers with advanced training, but many suitable candidates can pursue other opportunities within government, Beresford said. He questioned why someone would accept a Commission post at the same salary available elsewhere in the public service when the role may also bring personal risks, online abuse and concerns about having to remain alert to possible threats.

Beresford said the agency will maintain discussions with the Ministry of Finance as it seeks help to correct the compensation issues. The annual report also identifies pay as a major barrier to keeping experienced staff.

It states that the approved salary ranges restrict the Commission's ability to compete for highly qualified specialists in a labour market where demand for their services is growing. Unfilled posts have consequently limited the agency's ability to place workers in all critical positions and achieve its highest level of operational efficiency.

During the financial year, the Commission spent approximately $16.8 million on employee training and professional development. The report said ongoing departures mean it must repeatedly pay to recruit, onboard and prepare new workers to replace trained staff who have left.