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inter alia – the development and delivery of integrated public services which meet the needs of

customers; strengthening the link between planning, budgeting and performance management through

the introduction of a framework for Medium Term Results Based Budgeting; improving the

efficiency and effectiveness of Human Resource Management across government; developing

capacity for continuous improvement in the quality of service delivery across the public sector;

institutionalization of the Public Investment Management System and fostering industrial and trade

facilitation through the Government’s Agencies.

For FY 2016/2017 a budgetary allocation totalling J$1,387mn is provided to the two aforementioned

projects to implement a slate of activities aimed at progressing towards the objective of transforming

the public sector. The major activities financed include inter alia: Modernization of the Government

Electrical Inspectorate (GEI), Implementation of a Human Capital Management Enterprise System

with Payroll (HCMES/Payroll), establishment of a One Stop Shop for business registration,

establishment of a Montego Bay One Stop Shop for import/export inspection service, development of

a GOJ Records and Information Management Programme, the design and implementation of the

Public Investment Management Information System, design and implementation of a

Pre-investment Studies and Evaluation Fund, and Change management within various Ministries,

Departments and Agencies.

EDUCATION (Additional school places, training and reform)

In FY 2015/16, the Ministry of Education’s approved budget of $2,071mn was increased to $2,311mn

in the 2015/16 First Supplementary Estimates to facilitate the implementation of capital projects. The

main projects and activities executed included: (i) Education Systems Transformation completed

installation of the NEI inspection software, purchased equipment and licence to support the

implementation of a new Human Resource System; commenced development of the Primary Exit

Profile and Grade 2 & 9 diagnostic tests;, commenced the development and piloting of the National

Standard Curriculum, and completed extension of classroom blocks in two (2) schools; (ii) The

University of Technology Enhancement Project - completed the construction of the School of Hotel

and Tourism Management; continued construction of Shared Facilities to provide additional

classrooms and Laboratories upgrade; (iii) USAID/MOE Education for Partnership for Improved

Reading Outcome - continued intervention in schools that needed assistance in improving reading

levels and (iv) Education Transformation Programme - the provision of additional classroom blocks

in 11 secondary schools to alleviate the shift system.

The Education Ministry’s budget for FY 2016/2017 is J$2,633mn to implement capital projects. All

levels of the education spectrum will benefit from the resources provided. The Early Childhood

cohort/stakeholders will benefit from the Early Childhood Development Project which is supporting

the objective of providing quality education for all children ages 3-5. This will be done through the

development of health education materials, training of health care workers, ECI Practitioners and

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Public Sector Reform

Public Sector Efficiency Programme (PSEP)

The GOJ continues to make steady progress in implementing the Human Resource (HR) Capacity Enhancement Project under the Public Sector Efficiency Programme (PSEP). A delegation of twelve (12) HR professionals attended the Society for Human Resource Management (SHRM17) Conference in New Orleans in June 2017, which focussed on HR Transformation and Professional Development. In addition, face-to-face training of HR Professionals in the Strategic Human Resource Management Division (SHRMD), Office of Services Commissions (OSC), and Ministries, Department and Agencies (MDAs), in core competencies commenced in December 2017, and will continue through to December 2018. The PSEP is strategically aligned to Jamaica’s National Goal No. 1 – Jamaicans are empowered to achieve their fullest potential” – and is expected to enhance the management of human resources and productivity within the public sector.

Human Capital Management Enterprise System (HCMES)

The integrated HR and payroll system, which has been rebranded as MyHR+, was implemented in the following entities:

Entity Go-Live

eGov Jamaica Limited April 2017

Office of the Services Commissions (OSC) May 2017

Passport Immigration and Citizenship Agency (PICA) June 2017

Transport Authority of Jamaica July 2017

Accountant General’s Department November 2017

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3 | P a g e

Though the CTMS has matured as a budget control and payment system, it may not be able to

continue to leverage the fast-evolving technological developments in the ICT environment, to

meet the growing needs for transparency and accountability of government towards its citizens.

The GoJ plans to extend the functionality of the CTMS by developing the Revenue Management

Module (RMM), which will address the current deficiencies in revenue recording. As a first step

towards the implementation of a government-wide JIFMIS, CTMS is being further enhanced to

function in a web-based environment. The web-enhanced version of the CTMS will centralize

the implementation of the current client-server FinMan budget execution application software

used in MDAs. It will facilitate version management of the application software and the related

look-up tables such as the Chart of Accounts. It will also provide a consolidated view of budget

execution in a single centralized database.

The project will be implemented along the following tracks:

i) Track 1 CTMS Development

The objectives of this track are to address the current deficiencies in revenue recording; increase

domestic revenue; as well as strengthen revenue policy and oversight of revenue collection; and

improve the receipt and processing of payment requests from the MDAs. This will include the

implementation of an upgraded version of the CTMS to a web-based environment without any

additional functionality by March 2019 (this has been achieved). This will be followed inter alia

by the introduction of consolidated financial reporting and automated bank reconciliation.

ii) Track 2 Development and implementation of the JIFMIS

The objectives of this component are to enhance cash management, government accounting and

reporting, debt management and improve revenue and expenditure forecasting by developing a

solution to replace the GOJ’s CTMS and integrating with other GoJ development projects that

can be considered components of the JIFMIS, such as:

1. Budget Preparation and Management System (BPMS)

2. Government of Jamaica Electronic Procurement (GOJEP)

3. Revenue Administration Information System (RAiS)

4. Automated System for Customs Data (ASYCUDA) -

5. Human Capital Management Enterprise System (referred to as ‘myHR+’)

6. Commonwealth Secretariat Debt Recording and Management System (CS-DRMS)

7. Central Securities Depository (CSD)

8. Pension Earnings and Pension Administration System (PEPAS)

9. Asset Management and Inventory and Shared Services system

10. Public Investment Management Information System (PIMIS)

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Name Competition for integrated HR/Payroll System. September 2016


NAME REQUIREMENTS The Government of Jamaica (GOJ) invites all employees in the public sector to create a name for its new integrated Human Capital Management Enterprise System (HCMES) for the public sector. It must be professional and complement the stature of the Jamaican public service.

You will agree that the acronym HCMES doesn’t convey the purpose or properly describe our

HR Management System and so we need a name!


The Government of Jamaica (GOJ) is implementing an integrated Human Capital Management

Enterprise System (HCMES) to more efficiently manage our human resources and to create an

electronic link to the respective payroll data across the public sector. When completed, all

Ministries, Departments and Agencies (MDAs) will be on this system. The project is being

undertaken on a phased basis with the first batch of MDAs scheduled to be on the system by

January 2018.

The introduction of this integrated system is part of a wider programme to transform human

resources management in the public sector. By extension, this programme forms part of the

plans of the GOJ to modernise and transform the public sector.

When fully implemented, employees will have full access to their own personal details and will

be able to conduct basic HR transactions such as leave application and updating their personal

information. Managers and HR and Payroll personnel will be better able to manage the

payrolls, plan for current and future training and development, monitor performance and

create a more efficient recruitment process.


 Names will be judged by how ‘catchy’ the name is, and how easy it is to pronounce and


 The name should reflect positively on the system and the GOJ.  The name should not be offensive, insulting or derogatory in nature.  In instances where the same name is submitted, the Selection Committee will select the

entry with the earliest entry by time/date.  The name must be original, not likely to cause confusion with any other similar service

of system.

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5.16.3 T-Card (Toll Card) (i) Toll accounts may be opened and T-cards obtained in respect of any emergency, official or

fleet vehicles that will require regular journeys on toll roads.

(ii) Permanent Secretaries, Chief Executive Officers and Heads of Departments must authorize

the operation of toll accounts.

(iii) The Transport Manager must keep a register of all T-Cards obtained (see Appendix 36).

The account number that is printed on the card must be entered in the Register.

(iv) The Transport Manager must obtain a monthly statement from each toll operator for each T-

Card and use this to prepare a monthly reconciliation with the motor vehicle’s Daily

Assignment Record of the T-Card usage.

(v) Where the T-card is used for any unauthorized journey, the charge(s) must be recovered

from the responsible driver.

5.17 Human Capital Management Enterprise System (HCMES) (i) MOF shall implement on a phased basis throughout the entire public sector an integrated

Human Capital Management Enterprise System which consists of human resources and

payroll .

(ii) MDAs shall not be authorised to procure any new payroll or human resource system during

this period. They shall continue to use their existing systems and await the roll out of the

HCMES in their ministry, department, agency and public body.

(iii) The Instructions herein shall be revised where necessary to facilitate the operation of the


June 11, 2021