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Islamic Republic of Afghanistan Independent Directorate of Local Governance. Evaluation of Human Resources in the Provinces and Districts. Presentation July 2009. PRESENTATION CONTENT. Overview HR Analysis by Province Discussion.
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Islamic Republic of Afghanistan Independent Directorate of Local Governance Evaluation of Human Resources in the Provinces and Districts Presentation July 2009
PRESENTATION CONTENT • Overview • HR Analysis by Province • Discussion
IDLG’s total Taskheel contains about 4,500 positions- almost half of those have gone through the Priority Reform & Restructuring process IDLG TASHKEEL: OVERVIEW
Vacancy rates in the provinces range from under 8% in the case of Kunar to over 85% in the case of Zabul PROVINCIAL VACANCY RATES (PERCENTAGE)
Kunar has only 9 unfilled positions compared to 125 filled positions, while Zabul has 14 filled positions and 96 unfilled positions Vacancy Filled Position PROVINCIAL HR: FILLED POSITIONS AND VACANCIES
The most commonly-cited reason for unfilled vacancies is a lack of qualified candidates, followed by low salary scales and then security REASONS CITED FOR UNFILLED POSITIONS (%)
PRESENTATION CONTENT • Overview • HR Analysis by Province • Discussion
In Uruzgan, there are 69 vacancies out of a Tashkeel of 86, and only 8 merit-based appointments have been completed TOTAL TASHKEEL = 86 HR STATUS: URUZGAN PGO & DGOs
In Zabul, from a Tashkeel of 110, there are 96 vacancies, and only 11 merit-based appointments have been completed TOTAL TASHKEEL = 110 HR STATUS: ZABUL PGO & DGOs
Paktika has a Tashkeel of 158, with only 30 positions filled- 19 of them by means of merit-based appointment TOTAL TASHKEEL = 158 HR STATUS: PAKTIKA PGO & DGOs
Nuristan has 69 vacancies out of a Tashkeel of 92, and has completed only 9 merit-based appointments TOTAL TASHKEEL = 92 HR STATUS: NURISTAN PGO & DGOs
Kandahar has 100 vacancies in its Tashkeel of 154, and has completed 17 merit-based appointments TOTAL TASHKEEL = 154 HR STATUS: KANDAHAR PGO & DGOs
Faryab has a Tashkeel of 143, and of these 143 positions only 54 have been filled- the other 89 are vacant TOTAL TASHKEEL = 143 HR STATUS: FARYAB PGO & DGOs
Helmand has a Tashkeel of 129- 70 of these positions are vacant, and 45 are filled by staff who have not been hired by the merit-based appointment system TOTAL TASHKEEL = 129 HR STATUS: HELMAND PGO & DGOs
Farah has 59 vacancies in its Tashkeel of 114, and has completed only 12 merit-based appointments. TOTAL TASHKEEL = 114 HR STATUS: FARAH PGO & DGOs
Ghazni has a Tashkeel of 167, and still has 84 vacancies- but it has been able to complete 20 merit-based appointments TOTAL TASHKEEL = 167 HR STATUS: GHAZNI PGO & DGOs
Sar-E-Pul has somewhat less than 50% of its positions vacant, but only 8 out of 48 appointments are merit-based TOTAL TASHKEEL = 87 HR STATUS: SAR-E-PUL PGO & DGOs
Badghis has 38 vacancies in its Tashkeel of 87, but only 8 out of the 49 filled positions were appointed through the merit-based process TOTAL TASHKEEL = 87 HR STATUS: BADGHIS PGO & DGOs
In its Tashkeel of 80, Nimroz has 34 vacancies and 36 filled positions- only 6 of the filled positions went through the merit-based system TOTAL TASHKEEL = 80 HR STATUS: NIMROZ PGO & DGOs
There are 124 positions in Paktia’s Tashkeel- 72 positions are filled, but only 12 of these positions were filled through the merit-based system TOTAL TASHKEEL = 124 HR STATUS: PAKTIA PGO & DGOs
Herat has a Tashkeel of 157, with 60 vacancies and 97 filled positions- 17 of these were filled through the merit-based system TOTAL TASHKEEL = 157 HR STATUS: HERAT PGO & DGOs
Baghlan’s Tashkeel has 140 poisitions, and only 47 vacancies- most of the positions that were filled did not go through the merit-based system, however TOTAL TASHKEEL = 140 HR STATUS: BAGHLAN PGO & DGOs
Wardak has a comparatively low 33 vacancies in its Tashkeel of 100, but 57 out of 67 appointments were not merit-based TOTAL TASHKEEL = 100 HR STATUS: WARDAK PGO & DGOs
In Parwan, there are only 33 vacancies out of a Tashkeel of 111, but just 11 of the filled positions were completed through the merit-based appointment process TOTAL TASHKEEL = 111 HR STATUS: PARWAN PGO & DGOs
Panjshir has a Tashkeel of 87, with only 27 vacant positions. 8 of the filled positions were completed through merit-based appointment. TOTAL TASHKEEL = 87 HR STATUS: PANJSHIR PGO & DGOs
Kabul Province has filled 104 of its 150 positions, but only 16 of these positions were completed through the merit-based system TOTAL TASHKEEL = 150 HR STATUS: KABUL PGO & DGOs
Bamyan has filled 61 of its 88 positions, but only 8 of these appointments were completed through the merit-based system TOTAL TASHKEEL = 88 HR STATUS: BAMYAN PGO & DGOs
Out of its Tashkeel of 226, Badakshan has only 64 vacancies but 133 of the positions were not completed through the merit-based system TOTAL TASHKEEL = 226 HR STATUS: BADAKSHAN PGO & DGOs
Kapisa has a Tashkeel of 94 positions, with 26 vacancies. Of the 68 filled positions, 8 were completed through the merit-based system. TOTAL TASHKEEL = 94 HR STATUS: KAPISA PGO & DGOs
Ghor has 145 positions in its Tashkeel, and of these positions only 39 are not filled. Of the filled positions, 11 were completed through the merit-based system. TOTAL TASHKEEL = 145 HR STATUS: GHOR PGO & DGOs
Laghman has a Tashkeel of 75, of which 55 positions are filled. 6 of the filled positions were completed through the merit-based system. TOTAL TASHKEEL = 75 HR STATUS: LAGHMAN PGO & DGOs
Khost has a Tashkeel of 123 positions, and of these a comparatively small portion are unfilled TOTAL TASHKEEL = 123 HR STATUS: KHOST PGO & DGOs
Kunduz has 23 vacancies in its Tashkeel of 101, but 70 out of its 78 filled positions were not completed through the merit-based system TOTAL TASHKEEL = 101 HR STATUS: KUNDUZ PGO & DGOs
Daikundi has a Tashkeel of 94, and of this number only 21 vacancies- however, only 10 out of 73 positions were filled through the merit-based system TOTAL TASHKEEL = 94 HR STATUS: DAIKUNDI PGO & DGOs
Samangan has just 17 vacancies in its Tashkeel of 88 positions, but only 8 of its 71 positions were filled through the merit-based system TOTAL TASHKEEL = 88 HR STATUS: SAMANGAN PGO & DGOs
Nangahar has a particularly low proportion of vacant positions- just 29 in its Tashkeel of 193 TOTAL TASHKEEL = 193 HR STATUS: NANGAHAR PGO & DGOs
Logar has a Tashkeel of 86 positions, of which only 12 are vacant. It has completed 8 merit-based appointments. TOTAL TASHKEEL = 86 HR STATUS: LOGAR PGO & DGOs
Balkh has a particularly low number of unfilled positions- only 18 out of its Tashkeel of 164. However, its appointments are still mostly not through the merit-based system. TOTAL TASHKEEL = 164 HR STATUS: BALKH PGO & DGOs
Takhar has only 17 vacancies in its Tashkeel of 151, but 116 of its 134 filled positions were not completed through the merit-based system TOTAL TASHKEEL = 151 HR STATUS: TAKHAR PGO & DGOs
Jawzjan has filled 106 of the 115 positions in its Tashkeel, but only 12 of these positions were completed through the merit-based system TOTAL TASHKEEL = 115 HR STATUS: JAWZJAN PGO & DGOs
Kunar has only 9 vacancies out of a Tashkeel of 134. Only 16 of the filled positions, however, were completed through the merit-based system . TOTAL TASHKEEL = 134 HR STATUS: KUNAR PGO & DGOs
PRESENTATION CONTENT • Overview • HR Analysis by Province • Discussion
Kunar has only 9 vacancies out of a Tashkeel of 134. Only 16 of the filled positions, however, were completed through the merit-based system . • PAR is an important activity, but we see very low numbers of merit-based appointments in the provinces; Implementation of Pay & Grading is very challenging • What steps should IDLG and the Civil Service Commission take to accelerate this process? Progress of Public Administration Reform • Many provinces are not able to attract qualified staff, especially in insecure provinces • What incentives can we provide to attract good staff? How can we make sure that these incentives are sustainable and affordable? Incentives for Provincial Recruitment • The Civil Service Law stipulates a process and strict qualification standards for all recruitments, including ones in the provinces and districts • Should we consider revising the civil service law? • If so, can we do this without risking diluting our standards too much, and how can we provide interim improvements until the law is revised? • If not, how can we solve the basic problem of lack of qualified candidates? Recruitment Process in Civil Service Law QUESTIONS FOR DISCUSSION