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Government at a Glance: Latin America and the Caribbean 2024

image of Government at a Glance: Latin America and the Caribbean 2024

The 2024 edition of Government at a Glance: Latin America and the Caribbean provides the latest available evidence on public administrations and their performance in the LAC region and compares it to OECD countries. It includes indicators on trust in public institutions and satisfaction with public services, as well as evidence on good governance practices in areas such as the policy cycle, budgeting, public procurement, infrastructure planning and delivery, regulatory governance, digital government and open government data. Finally, it provides information on what resources public institutions use and how they are managed, including public finances, public employment, and human resources management. Government at a Glance allows for cross-country comparisons and helps identify trends, best practices, and areas for improvement in the public sector. Governance indicators are especially useful for monitoring and benchmarking governments’ progress in their public sector reforms. Each indicator in the publication is presented in a user‑friendly format, consisting of graphs and/or charts illustrating variations across countries and over time, brief descriptive analyses highlighting the major findings of the data, and a methodological section on the definition of the indicator and any limitations in data comparability.

English Also available in: Spanish

Compensation of civil servants

Expected remuneration is one of the factors people consider when applying for a job, and also when deciding whether to remain in a post. Governments also consider this factor, as public resources are limited and should be invested in a well-prepared workforce that can meet societal demands. At the same time, candidates expect competitive salaries that reflect their preparation, effort and responsibilities, and that are fair across the administration and the wider labour market. Factors such as political interference, limited resources, inadequate budget allocation and limited human resource management capacity might contribute to disparities in pay and benefits among civil servants. These may deter highly qualified individuals from pursuing an opportunity in the public service. A competitive remuneration system that creates certainty for those involved and operates under clearly established rules increases the attractiveness of public employment. Furthermore, clear and fair criteria for salary increases help to retain civil service personnel.

English Also available in: Spanish

Graphs

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