The SENIOR EXECUTIVE SERVICE

Transcription

1 Government of Liberia CIVIL SERVICE AGENCY The SENIOR EXECUTIVE SERVICE demonstrating leadership in the development of Liberia

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3 Government of Liberia CIVIL SERVICE AGENCY The SENIOR EXECUTIVE SERVICE demonstrating leadership in the development of Liberia

4 Text: Julia Spry-Leverton Photos and production: Giacomo Pirozzi

5 ARE YOU READY AND WILLING AND CAN MATCH UP TO THE PRESIDENT S EXPECTATIONS? IF SO, YOU ARE INVITED TO JOIN THE SES As part of the Civil Service reform effort our Government is creating a Senior Executive Service (SES), a highly-trained and motivated cadre of top public servants who are ready to help make a difference in Liberia. Through the SES, these skilled Liberians will join us in the pursuit of sustainable human development in our country, helping the Government to achieve its strategic goals in a more rapid and robust manner. The members of the SES will be resultsoriented public servants who make good things happen for people, through ethical behaviour, teamwork, effective communication and managing professional relationships. At full strength, the SES will number 100 of the best and brightest Liberians, a new cadre of public service leadership for change, a united group of managers which adheres to and promotes the Civil Service Code of Conduct, while demonstrating a set of generic competencies. SES personnel will provide high quality policy advice, strategic direction, and innovative thinking and will drive the reform and development agenda of our government The first wave of recruitment of senior civil servants from Liberia and in the diaspora is now taking place, through a transparent selection process targeting both incumbents and new talents. If you can live up to our expectations and requirements, we invite you to join the Senior Executive Service. My Government is deeply committed to re-building capacity as the foundation for a successful development agenda. Statement by President H. E. Ellen Johnson Sirleaf, launching the Liberia National Human Development Report, 2006 Eric Kanalstein/UNMIL 1

6 MOVING FORWARD WITH THE SES We are eager to move toward meeting the capacity-building challenge with which post-war Liberia is confronted. With the SES we are seeking to establish a cadre of strongly ethical, technically qualified, reform-driven and professionally motivated individuals able to deliver instant credibility and increased capacity to the Civil Service. This cadre will help implement the reforms that will make such change sustainable in the long run. The SES joins similar initiatives currently being implemented, such as The Governance and Economic Management Assistance Programme (GEMAP), the Liberia Emergency Capacity Building Support (LECBS) and the Transfer of Knowledge Through Expatriate Nationals (TOKTEN) projects, all of which aim to restore transparency, revamp financial management, and re-organize public procurement processes, as well as to curb corruption in the public service. We are very grateful to the President, H.E Ellen Johnson Sirleaf and the Cabinet for fully embracing the SES scheme, and to our international partners notably, UNDP, The World Bank, USAID, the Government of Greece, the Government of Germany, the Government of Sweden, Humanity International, and UNMIL for providing the much needed support for making the SES a reality in Liberia. Dr. C. William Allen Director-General Civil Service Agency Republic of Liberia 2

7 THE SES THE BEST AND BRIGHTEST RE- ENERGIZING PUBLIC SERVICE IN LIBERIA Re-building capacity as the foundation for the development agenda As an immediate response to the current crisis of capacity which Liberia is experiencing, the Government is establishing a Senior Executive Service (SES) made up of highly competent, technically-qualified, professionally-motivated, reform-driven and strongly ethical individuals who will bring instant credibility to the Civil Service and implement the reforms needed for development and sustainable change. Top people recruited into the Civil Service The aim of the SES is to develop a cadre of 3 top public servants who are properly trained, well-motivated and adequately compensated. The SES stems directly from the Government s determination to tackle the enormous challenges remaining in Liberia and to achieve its strategic goals and development outcomes rapidly, effectively and efficiently. A dynamic group driving the reform agenda The Government recognizes the need to establish this cadre as quickly as possible, creating a group of public service leaders to take ownership of the reform process

8 and drive it forward. As a dynamic new generation of leadership, the SES will revitalize public service in Liberia and provide the impetus for rapidly advancing the government s reform agenda. Surge effect on national capacity Formulated jointly with the Government and key development partners, the SES concept draws on the experience of countries like Kenya, Nigeria, Sierra Leone and Tanzania. These scenarios have shown that a tightly-focused group of public service leaders can bring about a radical surge effect in a country, triggering a dramatic leap - within a short space of time - in national human and institutional capacity. THE NEED FOR A NEW CADRE Massive loss, decline in effectiveness The legacy of neglect, instability and conflict in Liberia resulted in a massive loss of its professionals and a serious decline in its capacity and effectiveness. This flight of experienced civil servants was exacerbated in the 14 crisis years of civil unrest during which the country suffered war, violent death, dehumanization, and the abuse of recruitment and other human resources systems by warlords and incompetent governments. Additionally, some losses must also be attributed to the brain drain which is a factor even where there is peace. and the achievement of the Millennium Development Goals (MDGs) and other international goals. The Government recognizes the importance of this agenda in order to sustain and consolidate the peace and to meet its strategic goals, including successfully implementing its reform programme, delivering essential services and meeting public expectations. Consolidating and sustaining reform The Government, with the support of its international partners, is introducing reforms to strengthen public sector institutions, including the Civil Service. These include updating the civil service code, re-organizing the procurement process, revamping financial management procedures and introducing measures to curb corruption in the public sector. The Governance and Economic Management Assistance Programme (GEMAP), the Liberia Emergency Capacity Building Support (LECBS), the Transfer of Knowledge Through Expatriate Nationals (TOKTEN), and the Liberia Civil Service Capacity Building Project (CISCAB) are all designed to invigorate the public service. Some reform is also taking place in the police and armed services. SES seeks to contribute to and Critical shortage of requisite capacity The result is that today there is a critical shortage of requisite capacity across the entire public service. In the context of post-war recovery and reconstruction the demands on the public service are huge, since there are also long-standing structural problems to be dealt with, which currently impede the management of public resources and the growth of the economy. This situation must be urgently remedied. Commitment to progressive development agenda Liberia is committed to a progressive development agenda underpinned by the pursuit of sustainable human development 4

9 benefit from these emergency initiatives by establishing a cadre of public servants to consolidate and sustain the reforms, linked to the Government s 10-Year Capacity Development Strategy and Action Plan currently being formulated. Meeting post-crisis challenges More is required, though. A way has to be found to address the major challenges of implementing the policy reform and programmes which will bring about reconstruction and foster development. One of the most formidable of these is to strengthen the ability of the State as a whole to deliver services to the people. At this juncture, the priority for the Civil Service is resolving its problems of capacity weakness and poor morale. HOW THE SES WILL DEMONSTRATE LEADERSHIP IN THE DEVELOPMENT OF LIBERIA Overall: By establishing a re-energized Civil Service in Liberia that is adequately resourced, remunerated, ethical, innovative, results-oriented and able to lead and direct change, fully supporting the Government in its reconstruction and development efforts. Specifically: By attracting, deploying and retaining qualified public service professionals with the right technical and managerial skills for strategic decision-making and improved service delivery 5

10 Through creating a massive surge executive capacity needed to proactively trigger the Government s Civil Service reform effort By establishing a platform for structuring the Civil Service as a thoroughly professional, effective and accountable organ of the Government. THE SES STRUCTURE AND ORGANIZATION 100 professionals - a unified management group Fully embedded in the Liberia Civil Service and consisting of senior civil servants drawn from the administrative and professional streams, SES personnel will mainly come from the directorate tier. A total of 100 professionals are being recruited to work as a unified group of managers. Although the initial focus is on the directorate category, strategic middle and junior executive tier positions are ultimately expected to be identified. All positions systematised and re-classified All SES positions are being re-profiled and reviewed, their levels and titles updated and made consistent across ministries and Government agencies. Once the duties, responsibilities and reporting relationships have been analyzed, positions of comparable complexity and performance requirements will be assigned to the different tiers. Performance-based 3-year contract All SES personnel are being hired on a 3- year performance-based contract. Contracts are for an initial 1-year period with 2 subsequent years renewable, dependant upon performance and the achievement of set targets. A key feature of the SES is that it will be performancedriven, providing the opportunity to compensate high performance while belowpar performing staff are encouraged to move into positions appropriate to their competencies. Intensive competency assessment and skills development As part of their induction into the SES, all successful candidates will go through an intensive programme of management skills development and public service ethics, as well as an introduction to the Liberia Civil Service Code of Conduct. THE SES CRITERIA SES managers will possess a set of generic competencies as the minimum criteria for membership. In certain Ministries there will be a requirement for specific technical skills and experience relevant to the positions to supplement these generic competencies. Competencies include: Strategic orientation, values and commitment: Conceptual ability, strategic focus, vision, sound judgment, positive attitude, integrity and fairness, gender sensitivity and cultural adaptability Leadership and management: Analytical thinking, proactive disposition, creativity and innovation, knowledge sharing, knowledge management and learning Team-building and people management: Effective team management, motivational ability, effective interpersonal relationships, team-building, mentoring and professionalism Effective communication: Ability to communicate clearly (verbally and in writing), respect for the views of others, negotiation and listening skills Results-orientation: Ability to manage change, reformmindedness, timely and effective delivery of planned results, and adherence to overall performance culture. COMPENSATION AND CONDITIONS OF SERVICE Monthly package with monetized fixed benefits An attractive remuneration package is provided for SES personnel, with monthly remuneration of up to $3,000 for directorate tier, $2,000 for middle executive tier, and $1,000 for junior 6

11 It is our intent that, as the Civil Service reforms take hold and our revenue collection increases, the Government will consider further increases in the salaries of civil servants until we reach a point where conditions of service in the public sector are good enough to attract our best and brightest minds.. Annual Message from the President, 52nd Legislature, January 2007 executive tier, respectively. The package includes the monetization of fixed benefits such as housing and transportation and is proposed as an all-inclusive lump sum. A one-off grant is provided for individuals relocating from overseas. Amenable conditions of service In addition to monetizing all allowances, and accounting for any other incentives, adequate support facilities and amenable conditions of service will be addressed as a priority for SES personnel. These include equipment support, working environment, continuing professional development as well as authority, professional independence, lines of communication and reporting. Additional incentives As appropriate, additional types of awards and incentives may be introduced at a later date, i.e., bonuses or non-monetary forms of recognition and rewards. Other incentives such as tax status may be applicable. It is planned that SES package will eventually converge with the ongoing reforms in the Civil Service and the review of salaries and wages in the public service. A RIGOROUS RECRUITMENT PROCESS Accountability in selection Transparency is paramount in identifying SES personnel, ensuring appropriate 7 selection and accountability. This includes use of an independent evaluation and assessment procedure. The procedure is linked to the functional review spearheaded by the Governance Reform Commission (GRC) and in close collaboration with the (CSA) and guided by the tenets and principles of good governance and prudent fiscal management as spelt out by the Governance and Economic Management Programme (GEMAP), as well as in the Government s anti-corruption policy. Three tiers SES recruitment is taking place in three tiers. The first and most strategic tier of 21 positions will help to influence the nature and content of the subsequent second wave of 49 positions and third wave of 30 positions. Assigned to ensuring the achievement of key national development priorities, each tier will also contribute to change management for the beneficiary ministries, agencies and departments. YOUR QUESTIONS ANSWERED Am I eligible for the SES? The SES is open to all professional Liberians meeting its criteria. What is the SES selection process? Selection is a highly rigorous, competitive, transparent and merit-based process,

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13 involving the following steps: All SES positions will be re-profiled and widely advertised, the announcement specifying number, type, level, experience and qualifications, competencies, performance expectations, benefits, etc. Candidates must submit a written application letter and an achievementoriented curriculum vitae, outlining details of their experience and qualifications against each of the competencies for the positions. Short-listing will be done by a panel of independent professionals. Applicants not meeting the minimum requirements will be notified in writing. Short-listed applicants will undergo a professionally-administered competency assessment test at a designated centre in Liberia, or in a designated centre abroad for candidates in the diaspora. The assessment test will be the same for all candidates, regardless of job family or grade level applied for. Specialized competencies applicable to certain technical or professional disciplines will be addressed in the selection interview, if needed, to help differentiate between otherwise equivalently-qualified finalists. Evaluation of the assessment tests and conducting of interviews will be done by a selection committee. The committee will comprise representatives from government, CSA, reputed Liberian experts or professionals in the sector/discipline, academics, and representatives of the donor community. Interviews with overseas candidates will be arranged via telephone/videoconferencing from a designated facility in key cities. The selection committee will exercise the final authority to recommend appointment of candidates to the SES, subject to the terms and conditions of employment offered. How is performance monitored and evaluated? Periodic monitoring and evaluation of performance will take place (at a minimum, on a quarterly basis) against a performance 9

14 contract developed for each successful candidate, specifying roles and role-relations, targets and timeframes. There will be a yearly progress review of overall SES outputs and effectiveness. An external assessment will be conducted at the end of the second year to evaluate the entire SES programme performance, outputs and results. What separation package is provided? As national development objectives evolve it is possible certain SES positions will change their form or no longer be required. The SES initiative allocates a severance package to all positions, to allow for affected staff to relocate outside their current job positions. Components in the package include: training and counselling to prepare staff for their next assignment; support to help them locate opportunities; exit pay to ensure all severance entitlements are paid. How can I apply to join the SES? Full details of all positions available and application forms setting out the procedures can be obtained by contacting: The Programme Coordinator Senior Executive Service Programme Civil Service Agency RL MONROVIA Liberia Address: 63 Carey Street, MONROVIA Liberia Phone number: edward.cuffy@yahoo.com Or you can download the forms by visiting the SES page on website: 10

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