arbitrary powers of the lower functionaries but
Sindh Civil Services reforms
1) Utilize the entire workforce employed by the
Government optimally by following an inclusive
approach whereby it provides equality of
opportunity to the majority of officers who are
currently outside the occupational groups and
service cadres in matters of recruitment, training,
career progression and promotion on the basis of
performance and achievements and does away
with entitlements and reservations.
2) There is a clear need to ensure that generalists
and specialists are brought together under the
highest policymaking position matrix.
3) The essence of decentralization and devolution
to the local governments is extended further and
strengthened by recommending creation of
District Services under the control and
management of the districts. All employees in
Grades 1-16 in the devolved departments will
become employees of the District Governments
improving span of control and accountability for
results.
4) The interaction between the public and the civil
service administration has to be improved in a
manner beneficial to citizens. The current norm
is one where the public deal with low grade,
unqualified and ill-trained officials who lack
neutrality, integrity, and right attitude and often
lack the skills to address the concerns of the
citizens. There should be a system where each
district assigns young direct recruits in thanas,
tehsils, etc to be the first point of contact with a
citizen. These public servants will be authorized
to resolve the problems and take the decisions
expeditiously.
5) A holistic approach is to be adopted for human
resource management to turn civil servants into
competent, motivated, well-trained problem-
solving individuals rather than demotivated, ill
equipped, paid sticklers for rules. The emphasis
is on a transparent and accountable merit-based
approach that rewards performers and penalizes
the recalcitrant. This will ultimately bring much
needed cultural change to the organization; it will
also ensure that mechanisms are put in place to
address under-performance.
6) The potential offered by E-Government should
be exploited quickly and advantageously. The
switch will ensure there is a move away from
paper-based working towards a more efficient,
productive and cost-effective approach. This will
also imply that all government rules, regulations,
circulars, instructions and manuals are readily
accessible through web in the public domain.
This will not only curtail the discretionary and
also encourage openness, transparency, lesser
opportunities for corruption and accountability
by the public.
7) Performance–based promotions and career
progression for all public sector employees, with
compulsory training at post induction, midcareer
and senior management levels
8) Equality of opportunities for career
advancement to all employees, without
preferences or reservations for any particular
class.
9) Strict observance of security of tenure of office
for a specified period of time.
10) Creation of Sindh Provincial Executive Service
(PES) for senior management positions, drawn
through a competitive process, from Provincial
and District level Civil Servants and outside
professionals. Introduction of three specialized
cadres for Economic Management, Social Sector
Management and General Management.
11) Clear separation of policy-making, regulatory
and operational responsibilities of the
Ministries/ Provincial Departments.
12) Making each Ministry/Provincial Department
fully empowered, adequately resourced to take
decisions and accountable for results.
13) Reduce the number of layers in the hierarchy of
each Ministry/Provincial Department.
14) District level officers interacting with the
general public in day-to-day affairs should enjoy
adequate powers, authority, status and
privileges to be able to solve the problems and
redress the grievances of the citizens.
15) Police, Revenue, Education, Water Supply, and
Health are the departments which are highly
relevant for the day-to-day lives of the ordinary
citizens of this country. The internal governance
structures of these departments, public
grievance and redressal systems against these
departments and checks and balances on the
discretionary powers of the officials have to be
introduced.