By Benjamin Majok Mon-Rumbek

May 13, 2011, the minister of public services in the government of Lakes state Madam Marina Martin Legge pledged a mechanism to reform employment policy in all the government institutions in the state. “Improved public services rules and regulations is the solution to widespread nepotism and corruption in the government of south Sudan and the states level”.  She said

The minister of public services Marin martin Legge

The mechanism to fight the nepotism in the government institutions include, advertising the available vacancies through radios, news papers and public boards  that call for applicants to apply. The qualify candidates are to be shortlisted and interviews conducted that she said will reduce chances of employing relatives and family members in the state.

 Following independence vote from the people of south Sudan to form their entity country from the Khartoum government, the government of south Sudan is stepping up procedures to regulate the employment policy.

The minister said, “Aren Payroll is a user-friendly payroll program that runs on the computers and enables you to set up a database containing payment details of the employees in your institutions and then use this data to print payroll reports and easy use to detect ghost names in the institution”

She urged all the government to adopt what she described, “Data entry is interactive with income tax, loan payments, pension fund balances and other calculated amounts updated and displayed as you work. Numerous reports are provided including payslips, payroll summary, payroll control account, cash and cheque lists as well as monthly and annual tax returns” she pointed.

Legge said that the government is now putting up policies that will regulate the employment of government officials through a modality she term as the competent employment that will prevent nepotism and corruption in the state

 Public services will enable the government to be noble and effective in the sense that it helps the government to achieve economic development in the country and therefore helps to provide more job opportunities.

 Hence an efficient and effective government system is actually the driver of the economy which means it can help to facilitate the private sector development which ends up providing jobs. She added

“There are a number of benefits that emerge when the government implements reforms effectively as I indicated earlier on. When the government implements reforms effectively, it means the government system becomes efficient and effective which to an extent leads to the attraction of more international investors.

 This in turn boosts the economy of the country as more job opportunities are created and the government can raise revenue and be able to build roads, hospitals and so many things and all this is what every person wants as services from the government.

Therefore the creation of jobs enables the ordinary person get a job and a population where everyone has got money boosts the country’s economy. Even a farmer can market his or her produce and contribute to the country’s economy”.

The public concern in south Sudan is that government institutions allow individual officials at ministries and institutions to recruit members of their families. She said that policies and safeguards that were already in place were not being enforced. South Sudan has experience the malpractices in the region.

 In all the government institutions witnessed a lot of government employees coming and leaving anytime they feel. They are working as if there are no rules. One wonders whether there are supervisors at work places because you see employees coming and leaving at their own times.

In Juba it is common for many workers in government institutions to leave their jackets hanging on their chairs pretending to be around when in fact they had absconded from work for personal activities.

Some employees only attend the office for short periods resulting in an accumulation of work that is unattended. Some officials, she said, are in the habit of arriving late and taking four hour lunch breaks.

Report on the Survey of Serving Public Service Personnel in Southern Sudan

A comprehensive survey of Public Service Personnel in Southern Sudan was conducted in 2005-2006 by the Government of Southern Sudan supported by the World Bank’s LICUS Project and other donors (CBTF and USAID). A total of over 62, 000 respondents including CANS (Civil Authority of New Sudan) and CCSS (Coordinating Council of Southern Sudan) were surveyed. The survey covered all serving public service personnel in the classified grades, including in the organized services (police, wildlife, prison, and fire services), and personnel seconded to nongovernmental organizations by the Civil Authority for the New Sudan (CANS), initially established in 1996 as an organ of the Sudan People’s Liberation Movement (SPLM), and the Coordinating Council of Southern States (CCSS). Personnel at all three levels of government – ministries and central agencies, states, and counties – were surveyed.

Objective: The main objective of the survey was to compile a database for use in developing a payroll and as part of a wider scheme to establish a comprehensive training program and human resource development program in the medium term. The survey was also intended to facilitate the compilation of data required for initiating the process of formal appointment of public service personnel, and for formulation of conditions of service for public servants.

Survey Team: The survey was undertaken by integrated teams of officials drawn from CANS and CCSS and staff of the organized forces, reinforced by local enumerators, who collected information from all states under the overall direction of the Coordination and Verification Committee constituted by the vice president of Southern Sudan.

Key findings

This report presents the results of the survey in five key areas: (a) educational characteristics of the respondents; (b) their proficiency in English, Arabic, and other languages; (c) their categories of employment according to employing authority (CANS or CCSS), grade, age group, and gender: (d) their experience in terms of years in public service; and (e) the number of retiring serving public service personnel by grade and the projected year of their retirement.

The following are some of the main findings:

Coverage: Out of a total of 62,172 forms received from respondents, 32,865 (52.9%) were from CANS and 29,307 (47.1%) from CCSS.

Geographical Distribution: The distribution of personnel across states was and counties was not uniform. Central Equatoria state had 20.4%, of serving personnel and 80% of the serving public service personnel were concentrated in 31 of the 122 counties.

Functional Distribution: Broad functional areas with the highest numbers of serving public service personnel were police, prisons, and security, with 27.7% of the total; education, 21.1%; and health, 9.4%. Technical/engineering and agriculture had the lowest numbers at 3.4% and 3.7% respectively. An analysis by job category showed teachers to be the largest employment group (7,802), followed by police officers (7,549). 31,874 serving public service personnel had less than three years’ experience in their current job, while 8,413 had over 10 years’ experience.

Education: Educational attainment levels were found to be low: 42.5% of total respondents had only early education; 29% had secondary and post-secondary education; while only 5.5% had a graduate degree or higher level of education.

Language Proficiency: 41.5% of the total gave their proficiency in spoken English as good or excellent, with 12% classified as excellent. The highest levels of proficiency were found in Central Equatoria. A higher number of respondents spoke Arabic than English, though the difference was not large. Some of the respondents could speak and write only in local languages, including Dinka,Nuer, Bari, Shilluk, Moru, Madi, Zande, Acholi, and  many others.

Gender Balance: Considerable gender imbalance was identified in public service employment. Of 55,542 public service personnel reporting their gender, 19.2% were women. The percentage of female personnel among CANS staff was lower than the average. Education, science and technology, police, prisons and security, and health sectors had above-average proportions of female employees. Of total personnel serving at super scale and professional grades, only 16.6% were women.

Age Distribution: Of serving public service personnel, a high proportion (42.7%) was aged between 16–35 years. It was notable that 678 respondents gave their age as below 16 years, which is the minimum age for employment in government. Similarly, 2,314 respondents should have retired by the year 2005 but claimed to be in service.


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