A Study of the Civil Service Reform in Adama City Administration: Regional State of Oromia- Ethiopia (original) (raw)
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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...
A Critical Analysis of Civil Service Reform Program in Ethiopia
Public Policy and Administration Research, 2019
The purpose of this study is to critically analyze the civil service program of Ethiopia with special emphasis on challenges and major achievements. In order to gather relevant data Secondary data were used as a main source of data. The secondary data includes; report, manuals, internal publications, journals and books. Studies conducted in CSRP indicated that some of the reform successes registered in some selected organizations was attributed to the competence and dedication of their leadership. However, many of the organization leaders in the civil service were believed to have blurred view about the mission and goal of CSRP. The study recommended that Ministry of Civil Service should make the reform internally identified and home grown to take the advantage from the implementation of the program.
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.
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.
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.
Public Policy and Administration Research, 2020
Over the past decade, discussions on concept of good governance in public service deliveries have been unsystematic. Improved public service deliveries through the effective use of citizen engagement policies and strategies by governments and other governance actors are not explored. This study undertook empiricallygrounded research focusing on "how" public services are provided, rather than on "which" services are provided. The research attempted to use both qualitative and quantitative data, employing probability and non-probability sampling techniques to collect data at different stages. The previous evidence revealed that while ineffective service delivery are considerable challenges faced by public service, they are not insurmountable. Especially, the principles that can objectively guide the public service institutions, not only on service delivery standards, but also on public participation as well is not strictly followed by the institution under study. Citizens are not just consumers of services rendered by government, but are also critical role players with a stake in the election of governments and how such governments should run the affairs of the country.
The general objective of this study is to assess the trends of the public sector reforms, coordination and performance measurement in Oromia regional state. The relevant data were gathered from primary and secondary data sources. A sample of 200 employees drawn from the randomly selected sectors of the regional state involved in the study. The study shows the predominance of performance management focusing on routines activities rather than long term results in public sectors of the regional state. Though there is a tendency to use performance indicators at organizational level in the regional sectors, the practice is at a lower level. The transfer of managerial approaches to public administration in Oromia regional state is clearly impeded by poor implementation of reform programs and difficulties of performance measurement, and weak coordination in the public sectors. The reform trends in the public sector are weak and have not brought the necessary changes in the organizations. Participation in public sectors is fragile, and top-down. Hence, it needs attention by officials and professionals to focus on measuring results using performance indicators. Coordination and collaboration strategies need to be designed and strengthened in the regional state.
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.