Fears are growing that hundreds of jobs and careers in the civil service are on a knife edge following the introduction of a Competency Based Career Path by the government. The Directorate of Public Service Management (DPSM) has already unveiled plans to “…decide whether candidates possess the qualifications, skills and competencies stipulated in this Competence Based Career Path and have demonstrated level of competence.” Those whose careers are on the line are largely secretarial cadres. In a directive addressed to various government Ministries and departments, the DPSM Director Gaone Macholo states that “This Competency Based Career Path does not in itself constitute an authority for the creation of new posts or for new grading. These must be sought through the normal manpower exercise and other relevant policies.”
She said progression of officers will depend on the availability of a vacant post and possession of requisite qualifications, skills, competences and performance levels. In 2017, the government was compelled to make a hasty retreat after secretaries across government ministries and departments succeeded in their bid to force the DPSM to set aside the CBCP scheme, which the Directorate of Public Service Management (DPSM) introduced in 2015. At the time, the CBCP scheme was introduced via a Directive No. 1 of 2015 and implemented through various directives and circulars to map out a clear career progression structure for the Secretarial and Executive Office Management Cadre. The scheme introduced new academic requirements and competencies for progression and elevation from lower to higher offices. In her directive, the newly appointed Macholo indicated that “The purpose of this competency based career is to facilitate the execution of the responsibilities of the secretarial service function.”
“ The job profiles and competencies contained within the Competency Based Career Path are designed to map out a clear career progression structure for the secretarial cadre. Inevitably there will always be exceptions and differing circumstances that should be taken into consideration when implementing the career path,” said Macholo. She said the primary objective of this Competency Based Career Path is to provide a clearly defined, motivating career for the secretarial cadre. Thus the current CBCP, Macholo said is designed to prescribe qualifications, skills, and competencies for entry to the various positions/grades and levels and to indicate the promotion/progression criteria at these levels and define in broad terms the key performance areas/duties or responsibilities at each position/grade and required skills and competencies; attract and retain highly qualified persons who have met the required competency and performance ratings, drive and integrity to perform at various levels.
She added that it prescribes the training requirements and standards of recruitment and progression to maintain efficiency and effectiveness within the public service. The scheme will also subject employees to performance rating and among the things to be considered are that the “Employee’s performance is visibly outstanding on a sustained basis and far exceeds expectations across all achievement areas; he/she has achieved all objectives and done more to achieve the objectives of the department and ministry and tangible evidence exists of the employee’s ongoing achievement.” Regarding job requirements; the directive states that “Employee’s performance exceeds the requirements of the job. He/she has achieved all objectives and done more to achieve the objectives and done more to achieve the objectives of the department.”
The directive says “Promotions from one level to the next higher level will depend on an officer attaining the required skills, competencies, qualifications and practical experience and the availability of a vacancy.” It further indicates that promotion will also be based on merit and satisfactory performance in the existing grade, approval by the relevant appointing authority and compliance to any other relevant policy as set by the DPSM.
