| Strategic
Plan
Strategic Planning is a powerful and useful
management tool that can be used by managers to better manage
organisations and obtain better results. Strategic planning
provides the necessary link between inputs, outputs and
outcomes, and clearly shows responsibilities of various
Divisions/Departments within an organisation in achieving
agreed organisational objectives. This Strategic Plan is
a result of a series of consultations, meetings and workshops
that involved the senior and middle level managers of the
Public Service Commission (PSC).
The Public Service Commission (PSC) was
established in accordance with the Public Service Act No.
8 of 2002 and became operational on 7th January 2004 after
the President made the appointments of the Chairman, Commissioners,
Secretary and Deputy Secretaries of the Commission.
The creation of the PSC is one of the
efforts to implement the Public Service Management and Employment
Policy endorsed by Government in 1999. The aim is to bring
about fundamental shift in the management of the Tanzania
Public- Service, especially in the management of employees
as Human Resource Management (HRM) replaces the existing
"personnel administration concept".
According to the Public Service Act No
8 of 2002, the core functions of the PSC are to advise the
President on employment matters, facilitate Employing Authorities
on the development of service schemes, prepare and review
guidelines on merit based appointments and promotions, facilitate
the implementation of performance based evaluation by Employing
Authorities, receive and act on appeals from the decision
of other delegates and Disciplinary Authorities.
In other words, the PSC is charged with
the main function of providing efficient and effective Human
Resource Management services to the Public Service. In the
performance of its functions, it complies and adheres to
laid down acts, regulations and procedures aimed at enhancing
discipline, ethical conduct, fairness, meritocracy and results
oriented performance.
Since its creation, the PSC has been involved
in a number of initiatives such as awareness creation and
also sensitisation of PSC stakeholders to its mandate. Some
of the current initiatives amongst others include Re-Tooling
and Establishment of Suitable Office; Recruitment of New
Staff to Fill Vacant Positions at PSC; Orientation/Induction;
Awareness Creation for Stakeholders; Review of Public Service
Act Of 2002 And Clarification of PSC’s Responsibilities;
Finalisation of Pending Issues Left by Previous Commissions;
Establishment of Contacts with Other PSC; Development and
Dissemination of Appointment, Confirmation and Promotion
Guidelines; and Development of An Orientation Manual For
Newly Recruited PSC Employees
From the various inputs to the strategic
plan including Self Assessment Report, Service Delivery
Survey, review of the Current Situation along with several
discussions among the senior management of PSC, the following
are regarded as the critical issues facing the Commission,
which would need to be addressed in the medium term period
in order to improve the current standards of service delivery
- Filling the vacant positions
- IT Literacy and IT equipment
- Accessibility to stakeholders (remote areas)
- Limited knowledge and awareness of stakeholders on
PSC functions and responsibilities
- Capacity building of all employees up to district level
(Roles and
responsibilities not very clear for all) and training
of commissioners for proper
interpretation of HR Audit reports and decision making)
- How to monitor HRM practices and to be HRM auditors
- Harmonization of the Act (Conflict between previous
Acts and new Act).
- HIV/AIDS - Problem of losing staff in the whole of
the Public Service.
- Installation of an appropriate Monitoring and Evaluation
system
- No proper MIS in the organisation
- Office facilities and working tools should be improved.
Downloadable version is available HERE
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