Public Sector Capacity/Governance
- Project Title:
- Management Capacity Program
- Grant Amount:
- Approval Date:
- June 17, 2007
- Closing Date:
- December 31, 2011
The Development Obejctive of this project was to achieve sustained improved performance in the management capacity of key departments dealing with any or all of the common functions including financial management, human resource management, policy and regulatory design, and administration.
The project achieved its development objective through two components
i) Provision of Management Services on Demand. This component was designed to provide experienced managerial staff to line ministries/agencies to assume line management responsibility for executing common functions as well as key managerial responsibility in some sectoral ministries that contribute to key areas of economic development. Positions under civil service grades 1, 2 and 3 under the eight-grade system received support through MCP funding. Positions filled through MCP were authorized under the ministry ―Tashkeel‖ or establishment structure. Under this component it was intended that MCP recruits would be provided with two year contracts at the beginning which could be renewed for a further one year. Assignment of newly recruited MCP experts into the line ministry positions was facilitated through a Memorandum of Understanding (MoU) signed between the Capacity Development Secretariat (CDS) also known as the General Directorate of Program Design and Management (GDPDM) of IARCSC and the line ministry
ii) Program Management: This component was aimed to strengthen the CDS of GDPDM within the IARCSC which was the implementing agency of the project. The CDS was responsible for the management of the program including outreach and communications with line ministries; screening and evaluating proposals; managing and overseeing recruitment of executives; managing the monitoring and evaluation of candidates‘ performance in the employing ministries; contract management and program financial management; and reporting on and accounting for program results.
- 161 MCP’s appointed into key centre and sub-national positions,
- 5% of appointments at subnational level;
- 54.2 % MCP focus on 10 priority ministries;
- 3.5% terminations following performance appraisal;
- HR practices are merit based.