The Ministry of Public Administration and Political Affairs (MoPAPA) has on Friday, 20th December 2024 at the Foreign Service Academy brought together Human Resource (HR) Officers from all Ministries Departments and Agencies (MDAs) on the validation of Individual Performance Appraisal System (IPAS) and assessment of key public institutions.
On the overview of the meeting, Amara Kallon, the Minister of MoPAPA, implored all HR Officers to stay put and pay heed to the Monitoring and Evaluation (M&E) Framework that has been developed in line with the key recommendations put together—considered fit into what needed to be done in their respective institutions—in the path to ensuring the achievability of IPAS.
The Minister emphasised the importance of the developed framework and the respective recommendations, underscoring the need for sound discussions expected to bring out challenges - which would evidently trigger support from the United Nations Development Programme (UNDP) and other partners – to enhance effective service delivery.
The Hon. Minister disclosed that, in line with the accountable governance commitments of H.E. President Bio’s led administration, especially having—for the first time in Africa as a whole—a government ministry concerned with the ideal reforms for the public service has triggered attention from the African Union (AU), whereby Sierra Leone has been selected to host the AU Public Administration Managers and Practitioners Conference.
The Minister enlightened that MoPAPA, as a Ministry, is concerned with identifying issues in the various key public institutions, developing programmes for the problems identified, and, at the end of it all, undertaking thorough monitoring of the implementation activities carried out by the said institutions to ensure they are prepared to drive the necessary reforms, made visible by the political and strategic leadership of MoPAPA.
Minister Amara Kallon, in his statement, throws light on the assessment of these key institutions, noting that the evaluation digs deep into their capacities, citing, for instance, The Public Service Commission – PSC (the umbrella body); Human Resources Management Office – HRMO (concerned with HR Management); Public Sector Reform Unit – PSRU (concerned with the technical responsibility to support MoPAPA on the reform processes).
On his part, Ansu S. Tucker, Director General HRMO, expressed profound gratitude to the leadership of MoPAPA for what he referred to as robust steps undertaken to revamp the public sector and, by extension, expressed the same on Minister Kallon’s resilience in making cabinet approval of the 2011 Civil Service Codes and Rules visible, describing such approval as a win for all.
He stressed the need for such an institutional framework assessment, stating that it has to do with making visible the strengths and weaknesses associated with all the key public institutions, including MoPAPA—all in the direction of shaping performances.
The Director General went on to emphatically enlighten that institutional assessment cannot be achieved without IPAS assessment. He went on to state that, in order to ensure relevance for such assessment, the HRMO established the Performance Management Directorate in 2011. Noting that after the establishment of this Directorate, the performance appraisal system that targeted key MDAs was introduced.
For effective service delivery, D.G. Tucker called for updated policies around IPAS and, in the same vein, the automation of the IPAS process—which he said is an assurance of making informed decisions.
The session climaxed with a thorough PowerPoint presentation by the consultant, Dr. Hindowa Momoh, on the institutional framework assessment of the key institutions, followed by contributions from the HR participants.
Musa Kamara
SLENA Correspondent
Contact: kaymuzay222@gmail.com /+232 78 155260
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