Abstract
The main objective of this study is to examine administrative challenges in the implementation of civil service reform in Haro Limu District. In order to achieve this objective, descriptive research design and combination of quantitative and qualitative research approach was employed. In this study, the researcher used both primary and secondary sources of data. Primary data were gathered through questionnaire, interview and focus group discussion while secondary data were gathered from books, journals, articles both published and unpublished and official documents from Haro Limu District. Questionnaires were distributed and administered by the researcher with the help of enumerators. Structured questionnaires were filled by the sample respondents from five selected civil service sectors. Interviews were conducted with five management officials from five selected public offices to attain profound information. Similarly, FGD was conducted with employees selected purposively from civil service sectors. Data collected from different sources were analyzed and interpreted through quantitative and qualitative techniques. The finding of the study identified some interrelated administrative challenges in the implementation of CSR in the study area. These are low commitment and competency of management officials; lack of accountability and low cooperation between management officials and employees; low recognition of reform standards; lack of professionalism, lack of fair selection, evaluation and promotion of employees and lack of advanced measurement standards; lack of adequate training, lack of incentives or rewards and regular supervision. Based on the identified problems, the following possible recommendations were provided. Strengthening capacity building, enhancing the cooperation between management officials and employees, ensuring accountability of management officials and employees, enhancing human resource management, allocating adequate budget, promoting effective communication between public sectors and strengthening regular supervision and monitoring for the effective implementation of civil service reform in the study area. Keywords: civil service reform, implementation, administrative challenges and practices DOI: 10.7176/JPID/60-02 Publication date: July 31 st 2021
Highlights
Civil service reform is the most comprehensive areas of public administration adopted by both developing and developed countries of the world
The ever increasing change in economic, social, political, and technological environment has demanded more efficient and effective management systems (Solomon, 2013). This in practice, led to the need for the governments to implement civil service reform to reduce the cost of the civil service and create skilled and efficient workforce which is critical for governance, production and distribution of public goods and services, formulation and implementation of economic policy, and management of public expenditure (Lukumai, 2006)
24.2 sectors on civil service reform?. As it can be observed from the above Table, 4.14, regarding whether there is effective communication, 24.2% of the respondents said ‘Yes’ and 75.8% of them replied ‘No’ on the existence of effective communication between public sectors on civil service reform
Summary
Civil service reform is the most comprehensive areas of public administration adopted by both developing and developed countries of the world. In Ethiopia the purpose of reforming the old civil service system under FDRE was to avoid the undesired practices that hindered effective and efficient public service delivery and to maintain civil service system with the changing circumstances. In realizing this objective, the current government of Ethiopia had adopted three important and comprehensive policy reforms; changing the political ideology from socialist to federal system; building a capable civil service to provide citizens with friendly service delivery, and improving quality service delivery which is still under process (Abeje Tafere and Narayana, 2015)
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