A Critical Analysis of Civil Service Reform Program in Ethiopia (original) (raw)
Related papers
2016
The study was conducted on challenges of implementing Civil Service Reforms: BPR and BSC in focus, in Arsi Zone, at Asella. The researcher employed mixed type of research to achieve intended objective of study. The researcher used multi-stage sampling technique to select required sample. The data was gathered through questionnaires and collected data were summarized and analyzed using frequency, percentage and presented by using table. In addition, Chi-square test used to see significance of collected data. The finding of study shows misunderstanding of reforms concept, lack of adequate training which equip employees with new process, hiring inexperience consultants, lack of competent and skilled workers, poor communication and lack of top commitment were identified as major challenges reforms implementation. In addition to above, the study put the following pitfalls: failing to provide clear information on objective of reforms, lack of clear performance management criteria and lack...
Civil Service Reform and Leadership Role in Ethiopia: The Case of Tigray Regional State
ABSTRACT This study was about the civil service leadership role to implement civil service reform in Tigray Region. In Ethiopia, civil service leaders are required to contribute towards the development of public sectors. To this regard, the district level decentralization in Ethiopia let civil service leaders to provide high quality public services and to ensure freedom of choice and customer participation since early 1991.The 1990s was the period of change in government from Central Planning to Federal System. It was during this time that the government has tried to restructure the civil service system as a structural adjustment with federal outlook. Not only theoretically but also in practical discipline, civil service leaders have the responsibility to implement effectively government policies and strategies. It was with this intention that, the autonomous Ethiopia civil service institutions in general and that of Tigray region’s in particular were established and the civil service leaders were begun to operate independently the civil service organizations. It is believed that, a successful leadership is the cornerstone of government institutions to implement public policy which intern can have a direct impact on the development performance of a nation. However, some empirical evidence indicates that, the civil service leadership approach is inhibited by many administrative bureaucracies. Therefore, the objective of this journal article was to examine leadership role in implementing civil service reform in Ethiopia: the case of Tigray regional state. To examine the leadership role, the relevant data was collected both from primary and secondary data sources. Finally, the factors that impede the role of leadership to implement the civil service reform were identified and the discussion was concluded that regardless of the institutional framework in-place, the civil service leaders were ineffective and were not played their role effectively as a result of the inadequate appointment of civil service officials and process owners.
A Study of the Civil Service Reform in Adama City Administration: Regional State of Oromia- Ethiopia
2011
This study attempts to explain the civil service reform in the delivery of public services which is implemented in Adama city administration. It aims at assessing whether the reform achieved the intended objectives about efficiency and effectives in the delivery of services, to render better quality services and be accountable for its failure, to produce committed citizens, and to bring attitudinal change towards public service delivery. To this end, the study starts by explaining the overall move for reform globally and then narrows its scope. It also deals with assessing the factors that led to the achievement or failure of the process in Adama city administration. The study presents data collected from the field using a qualitative and quantitative approach. The instruments used to gather the data are questionnaires, interviews, observation and documents. However, the data collected draws a complex picture. It indicates that some reform measures are successful while others unsucc...
Civil and Environmental Research, 2014
The initiative to reform the Ethiopian civil service accounts more than a century old which dates back to the Menelik II Era 1907. However, it was consolidated after the end of the Socialist Era since the early 1990s. The current Ethiopian government has conducted a continuous reform to restructure the civil service system objectively to introduce the multi-party democracy and market-driven economy. In contemporary CSR, like the other African governments, the Ethiopian government is trying to link the dynamics of ICT as a sole promoter to implement the CSRs and to provide quality service. However, it is evidenced that the implementation of CSR in Ethiopia in general and that of Tigray's in particular has poorly supported by ICT. Therefore, the objective of this article was to ascertain the implementation of CSR in Tigray national regional state with particular reference to the Woreda-Net as a sole promoter to implement CSR. To ascertain how the Woreda-Net was used as a sole promoter to implement the CSR and the provision of quality service in Tigray, pertinent data was gathered both from primary and secondary sources. Finally, the problems that inhibit the Woreda-Net to function as a sole promoter of CSR implementation were recognized and the discussion was concluded with, though, the regional government tried to narrow the gap between the urban and the remote rural areas by using ICT expansion, the ICT centers /Woreda-Nets were not centers of civil servants training to scale-up the civil servants skill to utilize computer technology which helps them to implement the CSR.
Change Army: The New Face of Modernizing Civil Service in Ethiopia
It is believed that a modernized civil service is imperative to bridge governance dynamics with public interest. The Ethiopian government has introduced the change army scenario as a new modality to modernize the civil service. However, some empirical evidence indicates that though the new scenario is introduced, the civil service effectiveness is inhibited by many administrative bureaucracies. Therefore, the objective of this research is to examine the practice of the change army scenario in Addis Ababa. The relevant data was collected both from primary and secondary sources. The factors that impede the practice of change army were identified and concluded that regardless of the institutional framework in-place and some positive changes that can be cited, the application of the change army scenario is highly inhibited by misunderstanding and poorly leading the way; the application of change army is not uniform across the civil service institutions and the new scenario is not internalized; better performers are not rewarded and there is also lack of appraisal uniformity. Celebration of success is almost not practiced. Hence, the reality of the change army concepts and goals needs to be well communicated. Follow-up should be in place to make uniform the application of the new practice. Civil service leaders and process coordinators have to internalize and play their active role in leading changes.
Building Civil Service Capacity in Ethiopia: The Case of Tigray Regional State
ABSTRACT In the contemporary world today, building the capacity of civil service organizations has got a notable recognition from policymakers, reformers and international development agencies. It rests on the principle that investing in human and social capital enables public servants to develop the capacities needed to thrive and to play an autonomous role in developing and renewing their communities. Both concepts and practices have evolved in the development communities, ranging from the institution-building to human resource development and then to capacity development/knowledge networks via reforming government Bureaucracies. It was with this intention that, the Ethiopian government reformed its civil service. It is also believed that, a successful civil service capacity building program is the keystone of government institutions to implement public policies and strategies. This in turn have a direct impact on the development performance of the nation. However, some empirical evidence indicates that, the civil service capacity building program in Ethiopia is inhibited by many administrative procedures. Therefore, the objective of this journal article was to examine the challenges of civil service capacity building programs. For this reason, the relevant data was collected both from primary and secondary data sources. Finally, the factors that impede the implementation of civil service capacity building were identified and the discussion was concluded that regardless of the institutional framework in-place and continual human resource development, the application of relevant training was highly inhibited by lack of skill gap analysis before training was provided for the civil servants of the study area.
Public service reform in Ethiopia: Challenges and gaps post-implementation
Africa’s Public Service Delivery and Performance Review, 2019
Conclusion: It has been concluded, therefore, that because of the pitfalls in the reform efforts just mentioned, the desired targets of the reform efforts were not met. The study calls for further longitudinal study for informed decision regarding the reform initiatives in Ethiopia.
Developing Country Studies, 2014
The role of civil service in socioeconomic and political development of a country is unquestionable. In some countries, however, the civil service is not aligned with the prevailing ideological, political and economic changes as well as management theories. Moreover, in some countries, especially in Africa, the civil service is blamed as a major cause for social and political upheavals and economic crises because of institutional and capacity weakness. As a result, it is common to see many countries engaged in the reform of their civil service. In 1991, Ethiopia experienced political changes that resulted in the introduction of multi-party system, marketoriented economy and federal form of government. Accordingly, the government introduced civil service reform that includes the issues of human resource development under human resource management reform since 1996. Studies revealed, however, that the implementation process was not going well. This article, therefore, aims to assess the implementation of training and development programs in civil service institutions of Oromia National Regional State in Ethiopia. The findings reveal that though the government is committed in developing a system of human resource development, the implementation is not on the right track to fill the skill gaps evident in the civil service.
2010
The objective of the study is to evaluate and critically assess the implementation of PSCAP project in Addis Ababa City Government with particular reference to the civil service reform sub program and its contribution on performance improvement of service delivery. In order to achieve the stated objective, some factors are used to assess and evaluate the program, which focuses on five aspects namely Top management system, Human resource management, Expenditure management, Civil service ethics, and Service delivery reform. The population of the study was grouped in to higher officials, PSCAP technical staffs, civil servants, stakeholders and customers. Based on this, the survey was carried out on three hierarchical levels (center, sub city and kebelle). To analyze the data, semi- structured questionnaires were prepared and distributed to the all levels of employees under the city government hierarchical offices, In addition to the questionnaires, semi structured interview was carried...