Somaliland Special Arrangement 3 and 4 November, 2014 Nouh Sh. Omer - - PowerPoint PPT Presentation

PSG 5 - Civil Service Reform - CSR 2014 Progress Report Somaliland Special Arrangement

3 and 4 November, 2014 Nouh Sh. Omer Sh. Muse Duale: CSC Chairman Civil Service Commission

7th High Level Aid Coordination Forum Hargeisa Republic of Somaliland

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Rationale for Civil Service Reform

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• Somaliland’s civil servants characterized mostly

as:

• Overstaff,
• Over aged staff,
• unskilled,
• inexperienced,
• poorly equipped,
• poorly resourced, and
• suffer from low morale arising, amongst other, from poor

remuneration and terms and conditions of service.

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‘To enhance the quality of life of the people on a sustainable basis by creating a competent, professional Civil Service workforce that will be responsive, effective, and efficient in achieving the

• bjectives of the National Development

Plan.’

Goal

Objective

‘To develop a professional and adequately compensated Civil Service that effectively and efficiently delivers high quality services to the people aimed at improving and sustaining their quality of life.’

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• Legal and Institutional Framework Component:

– Civil Service Commission to review and recommend amendments to the Civil Service Law. – Civil Service Commission to finalize drafting the Pension and Retirement Law and submit to Civil Service Reform Steering Committee for approval.

• Structures & Right People:

– To develop Human Resource Manual and Recruitment Policy. – To develop a Human Resource Development Plan.

Key Targets

cont…

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• Skilled People:

– Civil Service Institute to review its training materials and submit the outcome to the Civil Service Reform Steering Committee. – Civil Service Institute to develop pool of resources, and continue expanding to upgrade civil servants’ capacity. – Civil Service Institute is in the process of becoming an accredited training partner with CIPFA UK – Capacity Surge Project (CSP): (SDF supported Ministries/Agencies)

• To continue training programme - 9 project management

courses and 4 ICT and English language courses.

• To conduct Mid-Term Review of CSP (January 2015).

Progress since 2013 - Highlights

Strategy and Structure of Civil Service Reform:

– A quick wins agenda for Civil Service Reform - Addis Retreat. – The Civil Service Reform Steering Committee held meetings mostly on a weekly basis. – The Steering Committee developed and approved the Terms of References for Civil Service Reform Steering Committee and Program Implementation Unit with assistance of UNDP. – Minister of Defence, and Minister of Interior invited to Steering Committee to harmonise efforts.

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Cont…

Strategy and Structure of Civil Service Reform:

– The Steering Committee also developed and reviewed the Civil Service Reform Strategic Work Plan for 2014-2016, consisting of four big components;

i) Legal and Institutional Framework; iii) The Right People; and ii) Structures; iv) Skilled People.

– Conducted awareness and consultation workshop to the DGs. – Increased interest of donors to contribute to the Reform. – Division of Labour among donors.

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Civil Service Reform Implementation Structure – partly in place

President Civil Service Commission Program Implementation Unit (incl. Inter/National Advisers) Component 1 Component 2 Component 3 Component 4 Technical Task Force (DGs of Civil Service Reform-SC) Civil Service Reform- Steering Committee Joint Government-Donor Civil Service Reform Task Force

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cont…

cont…

• Legal and Institutional Framework:

– Since 2012 : 1% from staff salary for Pension Fund. – The Program Implementation Unit Coordinators - working

• n drafting the Pension and Retirement Law.
• Structures:

– The Government Administration Act Bill which clarifies mandates - cleared by the Cabinet. – Training Needs Assessment of 6 Ministries and Functional Review of 4 institutions was conducted by CSC and Good Governance Commission respectively, supported by UNDP. – The World Bank also did Functional Review of two Ministries; Ministry of Environment, & Ministry of Fishery: used for SDF programming.

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cont…

• The Right People:

– The Civil Service Commission recruited 1,419 Staff to Government Ministries and Agencies on 2014.

• Skilled People:

– The Civil Service Institute have started to review their structure and strategy. – The Institute established links with: Kenya School of Government, EMRIF Kenya, and Public Administration Institute for Turkey & Middle East. – 47 civil servants graduated from first and second degree programs at the Ethiopian Civil Service University. – 43 civil servants in which 20 of them where sent to Ethiopia this year, are now pursuing their education.

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cont…

• Skilled People:

– Civil Service Institute:

• Degree program: 343 graduated this year from different faculties.
• Diploma Program: 226 graduated from IT, Project Management, English

Language, Accounting, and Statistics.

• Professional Short courses: provided short trainings to 590 civil

servants, 35% are female.

– SDF – Capacity Surge Project:

• A Training Needs Assessment was conducted among the Capacity

Surge Project target group and based on the findings, a training programme was developed, which kicked off on 13 September.

• Baseline assessments were conducted at three levels: Trainees,

Project Management Teams and Ministries/Agencies.

• Cooperation with CSI as close partner for Capacity Surge Project

has been effective.

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CSP: Active participation in the project cycle management course

Challenges

– Lack of technical and financial assistance. – Other than DFID through SDF (on Capacity Surge Project) and National School of Government International (on Monitoring Framework), financing has been delayed. – Limited human resource capacity;

• Lack of specialised senior advisors (both International and

National Advisors).

– Specifically for the Capacity Surge Project:

• Complex training schedule
• Different levels of English among trainees

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Way forward for 2015

– To fully implement the Civil Service Reform Work Plan. – Focus on building on what we have, through learning by doing, Identify existing talent pools and use them for capacity injection. – To request international donors to give support to the Civil Service Reform Workplan on both technical and other resource matters. – Urgent technical support needed on placement of International Advisors to the program implementation unit. – Model joint government – donor collaboration after the PFM coordination mechanism. – Capacity Surge Project training programme to be completed and Final Review to be conducted (July 2015).

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