Administrative Challenges and Practices of Civil Service Reform Implementation: The Case of Haro Limu District in Oromia Region

Abstract

Civil service reform is wide ranging areas of public administration adopted by developed and developing countries. This is due to ever increasing change in economic, social, political, and technological environment has demanded more efficient and effective management systems However, the implementation process of the reform tends to became complex because of various institutional challenges. 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and focus group discussion while secondary data were gathered from books, journals, articles both published and unpublished and official documents from Haro Limu District.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 and employees; lack of accountability and professionalism; low recognition of reform standards; lack of fair selection, evaluation and promotion of employees; lack of advanced measurement standards; lack of adequate training, lack of incentives and rewards for good performers and lack of regular supervision and monitoring. 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.