Civil Service Commission Research Articles

A Multivariate Study of Job Enrichment and Managerial Efficiency in Selected Organizations

The purpose of the study was to examine job enrichment on managerial efficiency in Cross River State, Civil service commission. The specific objectives were to; examine the effect of skill variety on managerial efficiency in Cross River State, Civil service commission; determine the effect of autonomous team work on managerial efficiency in Cross River State, Civil service commission; investigate the effect of feedback on managerial efficiency in Cross River State, Civil service commission. The research design adopted for the study was cross sectional survey. The researcher gathered data from primary sources. Multiple regression technique was used to determine the effect of independent variable on dependent variable. Based on the analysis of the results, the major findings of the study were: skill variety had a positive significant effect on managerial efficiency. Team work had a positive significant effect on managerial efficiency. Feedback had a positive significant effect on managerial efficiency in Cross River State, Civil service commission. Based on the findings, the study recommended that organizations should endeavor to solve the problem of excessive job specialization by periodic job rotation to provide variety.

Historical Study of the Neutrality Arrangements of the State Civil Apparatus in General Elections in Indonesia

This research aims to determine the neutrality regulations of civil servants in general elections. To achieve this goal, analysis was carried out on secondary data or library materials consisting of primary legal materials, secondary legal materials, and tertiary legal materials. To complete secondary data, interviews were conducted with sources consisting of experts in the field of civil service law and general elections, as well as practitioners such as the State Civil Service Agency, the State Civil Service Commission, and the General Election Supervisory Agency of the Republic of Indonesia. This research applied a statute approach and combined it with a historical approach and a conceptual approach. The results of the research showed that from 1966 until now, the regulation of the neutrality of the State Civil Service in general elections has undergone changes in the subject and object of its regulation. However, this arrangement has not been able to guarantee the neutrality of the State Civil Service in general elections. This is inseparable from the political system, which does not yet support the realization of neutrality of the State Civil Service in General Elections.

Motivation through indirect compensation: Evaluating employee performance in Enugu State Civil Service Commission

Purpose: This study evaluates the impact of indirect compensation on employee job performance by the Enugu State Civil Service Commission. Research Methodology: This study employed a cross-sectional survey research design with a population of 280 participants, comprising staff from the Administration, Planning and Budgeting, and Research & Statistics Units, spanning grade levels 2-16 within the Enugu State Civil Service Commission. Data were collected using a questionnaire as the primary tool and rigorously analyzed using the Pearson correlation coefficient in the Statistical Package for Social Sciences (SPSS) version 23. Results: The findings revealed a significant positive impact of indirect compensation metrics on employee performance of the Enugu State Civil Service Commission. Limitations: The study specifically targeted personnel within grade levels 2-16 of the Enugu State Civil Service Commission. Contribution: This research significantly advances our understanding of indirect compensation and its impact on employee performance by pioneering new concepts, refining existing theories, and conducting comprehensive empirical studies. Funding: This research did not receive any funding from any Agency or Organization.

Strategic Management Practices and Organisational Performance in Akwa Ibom State Civil Service

The study centered on strategic management practices and organisational performance in Akwa Ibom State Civil Service Commission. The survey research design was used in the study. Two objectives, two research questions and two null hypotheses were formulated for the study. The population of the study was 886 staff of the studied ministries, while the sample size was 276. A proportional and simple random sampling technique was applied in the study. Using simple linear regression analysis, results from the analysis showed that strategic planning has a positive and significant influence on the performance of Akwa Ibom State Civil Service Commission (R2 = 0.685, < P.0.000) and strategic choice has a positive and significant effect on the performance of Akwa Ibom State Civil Service Commission (R2 = 0.793, < P.0.000). It was concluded that strategic management process has a significant and positive effect on the performance of Akwa Ibom State Civil Service Commission. It was recommended that the strategic planning process in the studied ministries should be improved through adequate resource allocation as this will improve the performance of the organisation, and strategic choices should be made based on the prevailing economic developments to ensure optimal realisation of corporate goals.

Institutional governance and state-building in Somaliland

Governance is the combined principles of the effective rule of law within a framework of institutional capacity for legal entity, Institutional governance encompassed both administrative aspect and legal framework of institutional development linked with the state-building development. Institutional governance entails accountability, transparency to the demands of effective monitoring process, the aim of the paper is to know how institutional governance affect state-building in Somaliland, institution governance framework and the role of institutions to stat-building follow to accountability, transparency, rule of law and participation. The paper exams to understand the dynamics of institutional governance and state-building idea of governance in state-progress, state-building determinate, institutional Legal frameworks, discrepancies affecting institutions and the consequence. Somaliland is post-conflict country, the consequence from the destruction of infrastructural development brought some basic facilities including, peace, schools and institutional governance has destroyed, the paper presents the role of government bureaucrats (Civil Service)[1] in institutional building, peace restoration and institutional development, finally one of the ideas of paper discussed is the how citizens involved state-building and state-development. The Somaliland Civil Service Commission is a Somaliland government agency established in 1993 that oversees the employment of civil servants and lead reforms in Somaliland's decentralization process. The head of the agency is chairman and is appointed by the President of Somaliland.

Talent Management Policy and Meritocracy to Accelerate Bureaucratic Reform of Local Government: Comparative Study of Pontianak and Pekanbaru Cities

The Indonesian government prioritizes implementing talent management for bureaucratic reform in civil service (ASN) management. The merit system index measures the implementation of human resource management based on meritocracy values in government agencies with a minimal score of 250. However, data shows that only 12.8%of district and city local government agencies are included in the good and excellent categories, which is still far from the target set. At the end of 2022, based on data from the Indonesian Civil Service Commission (KASN) assessment results, the Pekanbaru City Government (Riau Province) got an outstanding or “Good” category for the merit system index. On the other hand, Pontianak City (West Kalimantan Province) is also in the excellent or “Very Good” category. This study aims to analyze the efforts made by the Pontianak City Government and Pekanbaru City in implementing the ASN management merit system and identify strategies to implement talent management. Studies are based on the results of qualitative research through collection of data and information from various sources, such as interviews, observations, secondary data, and documentation. Purposive sampling is applied with primary data sources obtained directly from the location through documentary evidence, focus group discussion (FGD), and interviews. The results of the study found that the governments of Pontianak City and Pekanbaru City have prepared several policies and initiatives for merit-based ASN management, as well as the implementation of talent management. Political support encourages the implementation of good talent management to be the key to success, because of the understanding of the importance of human resources to improve public services and encourage economic growth and quality of life in Pekanbaru City and Pontianak City. The absence of in-depth studies of talent management applications in city/regency local governments, especially outside Java, can contribute significantly to both the application practice and the science of administration and public policy.
 Keywords: talent management policy, civil service management, meritocracy, local government, bureaucratic reform

Reward System and Employee Commitment: Evidence From Delta State Civil Service Commission, Asaba

The most important and valuable organizational and institutional resource in both public and private services is the employee. This is primarily because, without the employee commitment, all other resources will be dormant. Against this backdrop, this study examined the impact of the reward systems on employee commitment in the Delta State Civil Service Commission, Asaba using useful primary and secondary data sources. We discovered that intrinsic and extrinsic rewards have a significant impact on employee commitment in the Delta State Civil Service Commission, Asaba. This finding is significant because it shows that the only way to engineer the civil service to play its crucially essential and facilitating role in the State's political and socioeconomic development is through the creation and secured intrinsic and extrinsic reward systems that are systematically planned and scientifically implemented. The study concluded that the Delta State Civil Service Commission, Asaba needs both intrinsic and extrinsic reward systems to foster greater employee commitment. Based on this finding, we recommended among others that Delta State Civil Service Commission's reward systems should be subject to modification to suit social conditions or changing circumstances in the society. This underscores the fundamental logic underpinning the many international initiatives launched by multinational corporations in Nigeria to promote organizational effectiveness, which assumes that management will pursue employees’ happiness voluntarily in the absence of robust organizational regulations and strict enforcement.

Effect of performance appraisal on employee performance in selected ministries in Enugu State Civil Service

Performance appraisal is a regular or systematic evaluation of the performance of an employee on his current job thereby advancing productivity. Therefore, the broad objective of this study was to investigate how performance appraisal can improve the performance of employees in some selected ministries in Enugu State Civil Service between the years 2015-2022. The Specific objectives of the Study were to: Examine the impact of performance appraisal on employee productivity; Explore the effect of performance appraisal on employee competence; and Examine the impact of performance appraisal on employee workload delivery. Three null hypotheses, aligned with the objectives, were formulated to guide the study. The descriptive research design and survey method of data collection were adopted. The population of the study consists of the 755 staff of the three selected ministries in Enugu state civil service, namely: Office of the Head of Service, Civil Service Commission and Ministry of Lands and Housing from the Enugu State Civil Service located at the State Secretariat Enugu. The instrument for data collection was a structured questionnaire administered to the 261 respondents. Mean statistics were used to present the data descriptively using frequency tables displaying the mean score. The three hypotheses were tested using Linear Regression. The result indicates that performance appraisal significantly influences employee productivity, employee competence, and employee workload delivery. Therefore, the study recommends that management of public offices should create channels for employee feedback, conducting training and retraining periodically.

Understanding the Implications of Ethnic Diversity in the Nigerian Civil Service

Ethnicity differentiated societies are often regarded as dysfunctional with poor violent civil conflict. This is because, Nigeria’s multi ethnicity suggests a tendency to show favoritisms to individual because of ethnicity. This paper examines the implications of ethnic diversity in the Nigerian civil service to undermine the consideration of merit principles in the recruitment process. The paper relies on the Weberian bureaucratic model prescription to guide the Nigerian civil service commission out of the recruitment process bedeviled by the factors sentiments. Among other things, the paper recommends strict measure on the prevailing principles that promotes mediocrity as against old philosophy of excellence, competence and qualification that facilitate improved implementation of government policies and programmes in the Nigeria civil service commission.

Co-worker incivility and task performance: The mediating effect of psychological empowerment

It is widely acknowledged that workplace incivility (WI) is a serious issue that negatively affects employee performance (EP). This study investigated whether psychological empowerment (PE) mediated the link between employees’ task performance (TP) and co-worker incivility (CI). The study adopted a cross-sectional survey design, with a population of 307 employees of two ministries in Delta State, Nigeria. Using Yamane’s (1973) formula, 186 was determined as the sample size. After a week, 145 copies of the questionnaires were fully completed and retrieved. Hypotheses were tested using structural equation modeling (SEM). The results showed that while CI was positive and significantly related to PE (β = 0.561, p < 0.05), it was negative and significantly related to TP (β = -0.422, p < 0.05). PE was positive and significantly related to TP (β = 0.133, p < 0.05). Moreover, a partial mediating role for PE was observed in the relationship between TP and CI. Based on these findings, it was recommended that the Delta State Civil Service Commission should put in place policies that will mitigate the occurrence of WI as it adversely affects EP. In addition, employees should be empowered psychologically to enable them to manage the detrimental effects of WI.

Staff Discipline and Performance of Kogi State Civil Service Commission

Despite the Kogi State Government efforts to reposition the State Civil Service Commission for improved performance, staff commitment to duty has not significantly improved. Staff lateness and absence from duty posts, undue delay in promotion, underserved appointment and promotion in the Service among others are common. The study assessed the effect of staff discipline on the performance of the Kogi State Civil Service Commission. The general objective of the study was to assess the effect of staff discipline on the performance of Kogi State Civil Service Commission. This research work was anchored on bureaucratic theory. The study adopted the descriptive survey design. The population of the study and the sample size was 120 staff of the Commission, utilizing the census sampling technique. The sources of data collection for this study were primary and secondary. Simple percentage was used to analyze responses generated from the questionnaire while the secondary data was subjected to intense analysis. We found out among others that despite the fact that there are several training and development programmes created for her staff of all ranks, the exercise fall short of established training and development standards in choosing staff for training. Of the 110 respondents, majority 65 (59.1%) identified connection to heads of units and politicians as against length of service (16, 14.5%), specific needs of the departments/units (10, 9.1%), and staff commitment to duty (19, 17.3%). The study concluded that consequent upon the neglect of established procedures in training and development of employees of the KSCSC as well as appointment and promotion, the practices have affected negatively the commitment of staff to their duties. The study then recommended among others that the Kogi State Civil Service Commission should sublet its training and development as well as appointment and promotion exercises to professional bodies, especially those outside the state to reduce possible undue influences.

Developing Human Capability to Believe in Bhutan

The Kingdom of Bhutan is an exemplar of ongoing sustainable transformation. From realising over 20% growth in literacy rates in the last 15 years to sustaining an average economic growth of 7.5% per year since 1980 to becoming the world’s first carbon-negative country with forests covering over 70% of the land, Bhutan quietly continues to lead the way with unique foresight and resilience. This tradition of leadership continued in 2020 when His Majesty, the Fifth King of Bhutan’s urgently called upon Bhutanese civil servants to ‘prepare for the future’ as a ‘self-reliant’ nation. In response, the Royal Civil Service Commission of Bhutan launched a development accelerator called the ‘Nurturing Leadership Program’ which leveraged community-based participatory research methodologies to launch 125 innovation projects and build leadership capacity among over 625 civil servants. In total, 98.6% of more than 3,000 stakeholders surveyed at the end of the program agreed that project efforts positively impacted target outcomes, demonstrating that Bhutan can continue its unique role as a human capability incubator by transforming talent, organisation, leadership and HR into a shared and sustained brand of believe.

Human Resource Management Practices, Knowledge Sharing, and Emotional Intelligence of Unit Heads: A Causal Model on Organizational Resilience in Government Agencies in Davao Region

Purpose: Organizational resilience is a prime concern among organizations, to respond and recover from challenging events. If organizations lack resilience, they may not be able to serve the public. Essentially, this study aimed to review empirical evidence on how organizational resilience is affected by variables in the context of accredited government agencies under the Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) of the Civil Service Commission in Davao Region.
 Methodology: Two hundred government employees participated in the survey, selected through stratified sampling. The survey questionnaire used was validated and approved by experts. Data were collected through manual accomplishment by some respondents, while the rest was accomplished through google form. This study utilized a quantitative research design and employed the descriptive-causal method. The data analysis applied were mean, Pearson r, multiple regression, and the structural equation model. It was done using the IBM SPSS.
 Findings: Results revealed that the unit heads have very high levels of human resource management practices, knowledge sharing, emotional intelligence, and organizational resilience. A significant relationship exists between the exogenous latent variables and the endogenous latent variable. When regressed, only human resource management practices (HRMP) and emotional intelligence, including its manifest variables, revealed to be the best predictors of organizational resilience. The structural equation modeling showed that model 5 is best fit for organizational resilience in the context of government agencies. It was found in the model that human resource management practices, knowledge sharing, and emotional intelligence have a positive impact on organizational resilience. Indeed, the findings of this study have implications for human resource management in public and even private organizations.
 Recommendations: The CSC as a learning institution may introduce learning sessions on organizational resilience for leaders which may give them more exposure to resilience strategies. There is a need to continuously and seriously implement PRIME-HRM to strengthen organizational resilience. There is also a need to evaluate to identify potential threats and challenges that may affect the organization by conducting organizational resilience survey.

KAJIAN YURIDIS MEKANISME PENANGANAN PELANGGARAN NETRALITAS APARATUR SIPIL NEGARA DALAM PENYELENGGARAAN PEMILIHAN UMUM DI KOTA BIMA TAHUN 2019

This research aims to find out and analyze the mechanism for resolving alleged violations of the neutrality of the State Civil Apparatus in holding general elections and to find out and analyze the follow-up to handling violations of the neutrality of the State Civil Apparatus in holding the general elections in Bima City in 2019; The method used in this research is normative-empirical legal research with a statutory approach, conceptual approach, case approach and sociological approach. Based on the results of research on the mechanism for handling violations of the Neutrality of the State Civil Apparatus in holding the general election in Bima City in 2019 involving three state institutions, namely the Regency/City Bawaslu as the entry point for reports or findings of alleged violations of the Neutrality of the State Civil Apparatus, the results of handling violations by the Regency/City Bawaslu then forwarded to the State Civil Service Commission for recommendations. The Regency/City Bawaslu recommendations are followed up by the State Civil Service Commission in the form of sanctions and recommended to the Regional Civil Service Development Officer for implementation. Regarding the imposition of sanctions and recommendations from the State Civil Apparatus Commission, Bima City Regional Civil Service Supervisory Officers were not implemented in accordance with the recommendations, they were implemented according to the recommendations of the State Civil Apparatus Commission.

Effect of Organizational Culture on Employee Performance: A Survey of Selected Public Sector Organizations in Enugu

Employee performance is significantly impacted by organizational culture because it helps employees match their goals with the organization's overarching objectives. This helps ensure that public organizations uphold their obligation to provide end users with necessary services. This study's main goal is to explore the relationship between organizational culture and employee performance. It does this by employing both descriptive and exploratory research designs using both primary and secondary instruments to collect data. 100 employees of the Enugu State Ministry of Finance and Economic Planning, the Enugu State Civil Service Commission, the Enugu State Economic Planning Commission, and the Office of the Head of Service completed a structured questionnaire that served as the primary data source. While secondary data came from government papers, textbooks, the internet, and journal publications. Statistical Package for the Social Sciences (IBM SPSS) was used to analyze the collected data and evaluate the hypotheses. The analysis's findings indicate that organizational norms have a significant impact on employee commitment within an organization in terms of professional growth and development, recognition and rewards for good performance, clear communication of the organization's goals and values, and a positive work environment. Additionally, a well-structured work routine has a significant impact on how much work is completed by employees by improving productivity, time management, and work quality. The study makes the urgent recommendation that the Ministries, Departments, and Agencies (MDAs) under review establish and uphold strong organizational norms that encourage employee commitment with a particular focus on professional growth and development, recognition and reward for good performance, clear communication of organizational goals and values, and a positive work environment that fosters performance. It's important for leaders to be aware of their preferred styles and to adapt them as necessary to create a positive and productive work environment. Ministries, Departments, and Agencies (MDAs) should promote employee delivery on workload with a view to ensuring productivity, time management, and adaptability.

Communicative competencies of civil servants: foreign experience

To date, the Law on the Civil Service of the Republic of Kazakhstan for civil servants has approved ethical rules, tasks, requirements that must be observed when interacting with society, however, explanations of communicative competencies, communication skills that must be observed when interacting with society are not given. The concept of development of local self-government in the Republic of Kazakhstan until 2025 outlines the need to clarify the status, functions, and powers of civil servants taken together of the current model of local self-government. The research paper uses the results of a sociological survey conducted by the Kazakhstan Institute for Strategic Studies under the President of the Republic of Kazakhstan in 2021, which indicate the main characteristics of the state body: accessibility of the state body, starting with the availability of contacts and addresses in the public domain; openness in providing information about activities and budget; availability of existing feedback channels with the population. This result once again confirms the need to improve the communicative competencies of civil servants of the Republic of Kazakhstan. In the course of writing the article, the analysis of the content and history of the development of the process of reforming the civil service of the countries of Great Britain, France, USA, Switzerland, Japan, Canada, South Korea, standards of conduct of civil servants was carried out. Based on foreign experience, on the full coordination of the functions of the Civil Servants Service, on the experience of introducing the benchmarking process into the public administration system, the principles of the Civil Service Commission, the School of Public Service, Charity and Care in the country, recommendations are given on the formation of a model of professional communicative competencies of Kazakhstan civil servants.

Perspectives on the Participation of Civil/Public Servants in Partisan Politics in Nigeria: A Call for Rethinking and Revision of the Public Service Rules

Towards the 2023 general elections in Nigeria, the debate on the validity and application of the principle of absolute political neutrality of civil servants resurfaced. This principle requires civil servants to abstain from political activities including campaigning and joining political parties. The Federal Civil Service Commission and the Attorney General of the Federation contend that the Public Service Rules prohibit civil servants from political activities. However, the Nigeria Labour Congress and other labour unions disagree and argue that the Public Service Rules contravene the constitution and violate civil servants' fundamental rights to freely associate and belong to a political party. This study interrogates the legality and desirability of the principle of absolute political neutrality in the Nigerian Civil Service. It draws upon the extant statutory framework, relevant jurisprudence, scholarly literature and contemporary practices in other jurisdictions. The finding of this study shows that the Public Service Rules as presently constituted violate constitutional provisions and civil servants' rights to hold and join political parties of their choice. The central argument is that constitutionalism principles in Nigeria and practices in other jurisdictions increasingly invalidate an approach that anchored civil servant loyalty and effectiveness on the principle of absolute political neutrality. The study concludes by recommending that in line with practices in the United Kingdom and Canada, the Civil Service Rules should be revised to permit differentiated prohibitions. This will permit civil servants that hold non-sensitive positions to hold political opinions and join political parties of their respective choice.

Treasury Single Account and Reduction of Financial Crime in the Enugu State Civil Service Commission

Government’s efforts at socio-economic development have often been whittled down by inadequate finance and the outright mismanagement and embezzlement of the available resources. Hence, it is regrettable the level of poverty in Nigeria, the rate of unemployment which has worsened with low life expectancy and increased in maternal mortality rates etc. The study “Treasury Single Account and Reduction of Financial Crime in Enugu state civil service Commission., Nigeria’ was undertaken to assess amongst others the effects of Treasury Single Account on the promotion of financial accountability and financial discipline in the state civil service. The study was anchored on Barley’s Agency Theory of 1973. The study adopted a descriptive and survey design. The result revealed amongst others that there is a positive relationship between Treasury Single Account and promotion of financial accountability and discipline in Enugu State civil service Commission. However, dissatisfaction was more with the abuse of the entire process, the level of awareness creation of the policy, coverage, poor network services, poor funding amongst others. The implication is that the policy is yet to achieve the basic purpose of its establishment of ensuring increase in government revenue by completely reducing leakages, and to reduce corruption to its barest minimum in the country. The study therefore recommended amongst others that in improving accountability of public sector funds, there should be appropriate sanctions where financial irregularities are discovered. This will strengthen the goal of the TSA system in Nigeria thereby by instilling discipline and accountability of public sector funds.

The Indian Civil Service, Classical Studies, and an Education in Empire, 1890–1914

AbstractThe years between 1890 and 1914 saw several prominent studies from statesmen-administrators comparing British India with the Roman empire. These were not the self-congratulatory comparisons of earlier decades, but serious comparative studies aimed at learning practical lessons from Rome's successes and failures. To gain a clearer picture of the significance of these analogies and how they were used, the Indian Civil Service (ICS) examination papers from the same period are analysed. It is argued that, following a move in 1892 to make the ICS a fully graduate service, the Civil Service commissioners showed a sustained interest in asking candidates to compare India (and the wider British empire) with the empires of Rome and Greece. Rome was considered particularly relevant for the directly ruled parts of the empire, with a focus on provincial administration and frontier defence, while Athens was preferred for questions of colonial federation. In the final section, the spread of subjects and weighting of marks within the examination are considered. It is argued that a series of changes post-1892 were designed to favour candidates who had studied Classics at university enabling them to obtain a higher proportion of the overall marks than those specializing in other subjects.

An overview of Civil Servants Training Policy in Ethiopia: A Qualitative Document Analysis

In-service training has provided to civil servants through Civil Service Training Institutes (CSTIs) established for this purpose. Such practice is widely accepted and implemented the world over. However, the absence of the required policy environment has forced these institutes to ‘ride a blind horse'. This study, aimed to examine the policy environment established to facilitate the training provisions of CSTIs in Ethiopia. To this end, a document analysis method was employed, and data obtained from government documents were analyzed to determine the extent of the facilitation of the existing civil servants' training policy environment and to see the prospects of having favorable civil service training policy in Ethiopia. As the research findings revealed, Ethiopia is a pioneer country in introducing a civil service and civil servants training system in Africa and developing countries of the world. Despite this, currently, Ethiopia deprives of a facilitative civil service training policy environment. The Federal Civil Service Commission is mandated to coordinate, formulate civil service training-related policy environments, supervise, and monitor policy implementation. However, by now, Ethiopia does not have the required federal-level policy framework to regulate civil service training programs either in the form of embedded or independent document. Ethiopia also lacks most of the indicators that are directly related to the policy foundations of the civil service training. The prospect of having a CST policy seems far from reach unless especial attention is provided to the sector. Keywords: Civil Servant, In-service Training, Civil Service Training Institute, Training Policy, Ethiopia. DOI: 10.7176/DCS/13-2-04 Publication date: February 28 th 2023