PRESENTATION BY NANA KWASI AGYEKUM DWAMENA HEAD OF CIVIL SERVICE - World Bankpubdocs.worldbank.org/pubdocs/publicdoc/2016/2/... · Located on the West Coast of Africa, about 750 km

2/8/2016Challenges and Opportunities of CS

Reform in Ghana 1

PRESENTATION BY

NANA KWASI AGYEKUM DWAMENA

HEAD OF CIVIL SERVICE


Reform in Ghana 2

• Profile of Ghana

• Public Service of Ghana

• Ghana Civil Service

• Background of the Head of Civil Service

• Past Public Sector Reform Initiatives

• Challenges of Civil Service Reforms

• Emerging Issues

• Issues for Research

• Opportunities

• Reform Focus as HCS

Located on the West Coast of Africa, about 750 km north of the equator between the latitudes 4 and 11.50 north and longitude 3.110 West and 1.110 East.

Bounded on the north by Burkina Faso, west by La Cote D’voire, east by Togo and south by the Gulf of Guinea (Atlantic Ocean).

Total land area of 238,537 km2 (92,100 sq.

miles) stretching 672 km north to south and 357 km east to west with a tropical climate.

First black African colony to achieve independence from British colonial rule on March 6, 1957.

56 Ghanaian dialects

Population estimated at about 24,791,073

Grows at 2.7% annually.

2010 Population Census indicates that Christianity (71.2%), Islam (17.6%), Traditional Religion (2.3%) and (5.3%) has no religious affiliation

A pluralistic and highly independent media.

50 newspapers

125 (FM) Radio Stations

Cable television companies


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Article 190(1) (a) (b) © and (d) provide categoriesof institutions that constitute the Public Service:

a. The Public Services include the Civil Service

b. Public Corporations other than those set upas commercial ventures

c. Public Services established by theConstitution. example; the Media Commission(Article 216)

d. Such other Public Services as Parliament mayby law prescribe. Example VAT Service –Value Added Tax Act 1998, Act 546


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The Ghana Civil Service is part of theabout twenty (20) categories of PublicService Institutions as defined by Act190(1) of 1992 Constitution; service ina civil capacity in both central andlocal government as established in theCivil Service Law, 1993 PNDCL 327.

The Heart of the Gov’t Administrative

Machinery and has oversight responsibility

over all the other Public Services.

Each Public Service institution is

supervised by a sector Ministry as

prescribed by Law


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Reform in Ghana 7

It exists to support the Government in the

formulation and implementation of policies

and programmes for the development of

the country.


Reform in Ghana 8

• Initiate and formulate policy options for

the consideration of the government ,

• Initiate and advise on government plans,

• Undertake the necessary research for

the effective implementation of

government policies

• Review government policies and plans

• Monitor, coordinate and evaluate

government policies and plans


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CIVIL SERVICE COUNCIL

MDs HEAD OF CIVIL SERVICE MSD

PRAAD

CHIEF DIRECTOR

PROCUREMENT

CAREER MGT. PERF. BUDGETING RESEARCH, STATS & FINANCE & ADMIN RECRUITMENT,

DIRECTORATE M&E DIR. INFO. SYSTEMS TRG. & DEV’T


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• Management Analyst

• Reform Co-ordination

• Leader of Reform Technical Teams

Civil Service Reform Programme (CSRP), 1987-93

National Institutional Renewal Programme (NIRP), 1994-2001

Civil Service Performance Improvement Programme(CSPIP), 1995-2004

Decentralization,

PUFMARP

Ghana Integrated Financial Management InformationSystem (GIFMIS),

Functional Organizational Assessment Tool(FOAT)/District Development Facility

Subvented Agencies Reform

Agricultural Sector Strategy & Investment Programme;1997

Health Sector Reforms


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Institutional/strategic renewal: alignment of

vision/mission, structure, staffing and systems

processes to mandates

Capacity development: training, institutional

socialization, systems and processes

Modernization: e-connectivity/platforms, e-

storage/archival systems, e-imaging, staff friendly

work environment, physical mobility

Policy/Process/Systems reforms-

financial/expenditure and human resources

management systems

Goals: To improve service delivery, maximize the returns

from the use of public funds and expand citizens’

participation in local governance.


Reform in Ghana 12

Review of structures, Skills Mix in the CS;

Re-centralization of training, Recruitment

and Promotion;

Acceleration of Training for Civil Servants

esp. Leadership of the Service

Service Delivery Standards/ Improvement

Implementation of Performance

Management system. Agreement Contracts

& Staff Appraisal


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System-wide problems not addressed;

Inadequate Political support andCommitment

Insufficient Budgetary Allocation

Failure on the part of Reforms to addressthe problems of poor Conditions of Service,poor Motivation and Low Morale amongPublic Servants

Donors and Consultants took centre stagein the reforms and huge reports not fullyimplemented


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Continuity and Compliance:Changes in government andleadership in reform entitieshave led to changes in theprioritization and the pace ofthe reforms.

Reform Coordination:Generally, reforms in the CivilService fell short in theavailability of reformpolicies/guidelines; optimalprioritization andintegration/sequencing withinand across all environmentsof the public service;setting/coordination andmonitoring and evaluation oftargets for reform goals

Linkages to National andBudget Plans: the integrationof the reform outcomes intothe planning and budgetingframework inadequate.

Deepening of ReformOutcomes: Aninstitutionalized system fordeepening past reformoutcomes did not exist.


Reform in Ghana 15

Accountability coordination with

targets/time lines for delivery;

Public Sector Integrity;

Prioritization and sequencing of reforms

for maximum outcomes;

Concern/sensitivity to issues of

sustainability and managing change


Reform in Ghana 16

Political/Administrative/Interface

Ministerial Instability:

Role of Donors/DPs

- Lack of Resources BUT Project Resources Available

- 60% of Cabinet Decisions not fully implemented

(Analytical basis)

- Cabinet Memo Writing Training on going

- Huge C.V. of Top Civil Servants but why training in

same areas

- Improvement in number of ICT equipment and skills

yet not integrated into service delivery


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Lessons learnt from the past reforminitiatives will provide ideas forimplementation of new reform agenda

Introduction of Single Spine Salary Structurehas called for urgent reform in Service

Availability/Existence of a cadre of reformminded officers in leadership positions in theService (PSC, SEC, LGS, OHCS)

The establishment of institutions such asPublic Sector Reform Sector and ReformCoordinating Unit of the OHCS/IMCC atOOP

Mainstreaming Research Finding into Policy(2 currently)

1. Performance Management Performance Agreement for CDs/Directors

Performance Reporting

Staff Performance Appraisal Instrument

2. Decentralization Ministerial Realignment

3. Training Refocusing of our Training Institutions

Review of Training Activities

4. Customer Services/Responsiveness

5. Sanitization of Ministerial Enclave

6. Asserting the Role of OHCS as Central Management

7. Improving Relationship with other Central ManagementAgencies/Projects

8. Integration of National Anti-Corruption Action Plan (NACAP) intoPerformance Agreements


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THANK YOU


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Documents

PRESENTATION BY NANA KWASI AGYEKUM DWAMENA HEAD OF CIVIL SERVICE - World Bankpubdocs.worldbank.org/pubdocs/publicdoc/2016/2/... · Located on the West Coast of Africa, about 750 km