PUBLIC

SECTOR
MANAGEMEN
T

Research project

Ministry of civil
service
 INTRODUCTION
The Ministry of Civil Service (MCS) in Fiji is the largest employer in the country and is
responsible for managing the civil service. Its vision is to serve the Fijian Civil Service and foster
a culture of excellence through change, innovation, and professional development. The MCS's
Corporate Plan 2018-2022 aims to enhance institutional capacity, improve service delivery,
strengthen ethics, develop efficient human resource systems, ensure financial management,
and promote good governance. The MCS's objectives include recruitment, selection, career
development, performance management, human resources planning, organizational structures,
and accountability. The MCS uses public administration and management theories, including
meritocracy, human resource management, transparency, and accountability. The ministry
implements New Public Management (NPM) principles, such as performance-based
management, decentralization, and customer orientation.
 AIMS & OBJECTIVES.
This research aims to analyze the Ministry of Civil Service in Fiji, including its vision, mission,
goals, objectives, strategic planning process, administration, management concepts, roles of
the government minister and Permanent Secretary, key theories underpinning New Public
Management (NPM), implementation of NPM key attributes, methods of achieving public
accountability and ethics, and areas for improvement in NPM implementation. The research
aims to provide a comprehensive understanding of the Ministry and identify areas for
improvement to better serve the Fijian people.
BACKGROUND OF FIJI'S MINISTRY OF CIVIL
SERVICE
The Ministry of Civil Service (MCS) in Fiji, established in 2012, has a long history dating
back to British colonial rule. The MCS has played a crucial role in implementing reforms to
make the civil service more efficient, effective, and accountable. The MCS is responsible
for providing high-quality, efficient, and effective government services to the people of Fiji.
It develops and implements policies and procedures for the civil service, manages
recruitment, selection, and promotion of civil servants, provides training and development
opportunities, assesses civil servant performance, and promotes public accountability and
ethics. With approximately 1,000 employees, the MCS is a vital organization in Fiji,
managing the largest employer and providing essential government services.
 LITERATURE REVIEW.
Public sector management involves the administration of government
organizations and agencies, involving policy development, strategic
planning, resource allocation, program implementation, and evaluation of
public services. It is complex due to the unique characteristics of
government organizations, including a turbulent political environment,
multiple stakeholders, and divergent interests. Challenges in public sector
management include increasing efficiency and effectiveness in service
delivery, navigating political dynamics, managing stakeholder relationships,
and demonstrating responsibility and integrity in managing taxpayer funds
and delivering public services.

Strategies to address these challenges include adopting new public

management principles, utilizing evidence-based policy-making and
management, and building strong leadership and management capacity.
These strategies focus on market-oriented approaches, performance
measurement, and customer-centric service delivery, leveraging research
evidence and data, and fostering strong leadership and management
capacity.
 ANALYSIS AND FINDINGS
Chapter 1: The Fiji's Ministry of Civil Service: Vision, Mission, Goals, Objectives,
and Strategic Planning Process
Chapter 2: Administration and Management Concepts in the Fiji's Ministry of Civil
Service
Chapter 3: The Roles of the Government Minister and Permanent Secretary in
the Fiji's Ministry of Civil Service
Chapter 4: Key Theories Underpinning New Public Management (NPM)
Chapter 5: NPM Key Attributes and Their Implementation in the Fiji's Ministry of
Civil Service
Chapter 6: Public Accountability and Ethics in the Fiji's Ministry of Civil Service
Chapter 7: Improving NPM or Public Service Reforms Implementation in the Fiji's
Ministry of Civil Service
 THE MINISTRY OF CIVIL SERVICE:
VISION, MISSION, GOALS, OBJECTIVES,
AND STRATEGIC PLANNING PROCESS.
The Ministry of Civil Service in Fiji aims to serve the Fijian Civil Service by driving change,
implementing evidence-based innovation, supporting human resource management
policies, facilitating professional development, creating a conducive work environment,
managing large-scale conferences, and promoting an ethical culture. Their Corporate Plan
2018-2022 aims to enhance institutional capacity, improve service delivery, strengthen
ethics and integrity, develop efficient human resource systems, ensure sound financial
management, and promote good governance. Their objectives include strengthening
recruitment, selection, career development practices, performance management, human
resources planning, organizational structures, and promoting accountability. The strategic
plan is developed through a consultative process involving key stakeholders, including
government agencies, civil society organizations, and development partners.
ADMINISTRATION AND MANAGEMENT
CONCEPTS IN THE FIJI'S MINISTRY OF
CIVIL SERVICE
The Ministry of Civil Service in Fiji employs public administration and management theories to
analyze its administration and management practices. Key concepts include meritocracy,
which promotes qualified and responsible civil servants, and human resource management,
which optimizes resource use and enhances organizational effectiveness. Transparency and
accountability are also crucial principles, ensuring public access to information and holding
civil servants accountable for their actions.
 THE ROLES OF THE GOVERNMENT
MINISTER AND PERMANENT
SECRETARY IN THE FIJI'S MINISTRY
OF CIVIL SERVICE
The Fiji's Ministry of Civil Service has a political and administrative dichotomy, where the
government minister sets policy direction and makes political decisions, while the Permanent
Secretary manages the ministry's administrative operations. The minister is accountable to
the elected government and the public, while the Permanent Secretary provides technical
advice and support, ensuring the efficient implementation of government policies. This
separation maintains neutrality and professionalism in the civil service.
 KEY THEORIES UNDERPINNING NEW
PUBLIC MANAGEMENT (NPM)
New Public Management (NPM) is a set of theories developed in the 1980s to improve public
sector efficiency. It emphasizes market-style mechanisms, results-oriented management,
decentralization, customer orientation, and managerialism. NPM promotes market-based
approaches, results-oriented management, decentralization, customer orientation, and the
role of professional managers in leading and managing public sector organizations. It focuses
on setting clear goals, measuring performance, and holding organizations accountable.
 NPM KEY ATTRIBUTES AND THEIR
IMPLEMENTATION IN THE FIJI'S
MINISTRY OF CIVIL SERVICE.
Fiji's Ministry of Civil Service has implemented New Public Management (NPM) to enhance
efficiency and effectiveness. Key features include performance-based management,
decentralization, a results-oriented approach, customer-oriented service delivery, and
professionalization of human resources. Performance management systems,
decentralization, strategic planning, and customer-oriented service delivery are implemented
to improve performance and responsiveness. The ministry also emphasizes merit-based
recruitment and development.
 PUBLIC ACCOUNTABILITY AND
ETHICS IN THE FIJI'S MINISTRY OF
CIVIL SERVICE
The Fiji Ministry of Civil Service uses a code of conduct, whistleblower protection,
performance evaluations, public participation, and anti-corruption measures to ensure public
accountability and ethics. These measures guide actions, protect whistleblowers, assess
performance, engage with the public through consultations and surveys, and enforce anti-
corruption laws. These measures aim to protect whistleblowers, maintain transparency, and
promote integrity within the civil service.
 IMPROVING NPM OR PUBLIC SERVICE
REFORMS IMPLEMENTATION IN THE
FIJI'S MINISTRY OF CIVIL SERVICE
To enhance the implementation of New Public Management (NPM) reforms in Fiji's Ministry of
Civil Service, measures include strengthening leadership and governance, building civil
servants' skills, engaging stakeholders, establishing robust monitoring and evaluation
mechanisms, and learning from international best practices. These measures aim to improve
policy implementation, foster cooperation, and make necessary adjustments to improve NPM
implementation.
 Recommendation

Recommendations for enhancing the performance of the Ministry for Civil Services in Fiji, addressing
discrepancies and issues pertaining to human resources are by:
• Conduct a comprehensive assessment of the Ministrys human resource.
• Develop a human resource strategy to address the findings of the assessment.
• Implement the human resource strategy and monitor its progress.
• Invest in leadership development.
• Create a culture of innovation and continuous improvement.
• Strengthen partnership with other stake holders.
 Conclusion

To conclude the Ministry of Civil Service has a clear vision, mission, goals and principal of meritocrac
human resource management, transparency and accountability. It has implemented NPM reforms but fa
challenges. To improve implementation, the ministry needs to strengthen leadership, governance, bu
capabilities, engage stakeholders, establish monitoring and evaluation mechanism and learn from
international best practices. Identifying root causes of issues with human resources is important to dev
targeted solutions. Common problems include high turnover rates, low employee morale, lack of skills
competency, and poor performance management. Improving performance and solving discrepancies c
make the ministry more effective and responsive.