Ahmad Nader Nadery, Chairman of the Independent Administrative Reform and Civil Service Commission, launched the Commission’s Five Year Strategic Plan (2020-2025).
This Strategic Plan guarantees the continuity of the last two and half year’s reforms and achievements and lays out objectives for the country’s administrative reform and its human resource development across the civil service for the next five years.
The Strategic Plans, as a roadmap for the Commission, is the outcome of a wider consultation with stakeholders, government ministries, civil society, media representatives, a review of the first strategic plan, and extensive research in addressing the broader reform initiatives of the Government of the Islamic Republic of Afghanistan.
Mr. Nadery in the launch ceremony of this document, stated: “Afghanistan cannot take effective steps towards economic growth and remove its economic dependency unless it creates a strong, non-political, corruption free and efficient civil service. Hopefully, after five years of implementing this strategic plan, our civil service sector will be in a different, better position.”
The Commission’s Strategic Plan identifies six strategic sections: appointments, appeals handling, Civil Service Management, upgrading civil servants skills, Administrative Reform Secretariat and public relations. For each section, strategic goals and objectives are defined.
Based on this document, in order to prevent political influence and recruitment bias in appointments and to ensure transparency in the recruitment process, the Commission must develop and expand the e-recruitment system, establish and implement a standardized computer-based recruitment system in all provinces, establish a system to track and report about vacancies, breaches in the procedure for appointments, and enact other reformative measures.
Chairman of the Commission further stated that: “what has been done related to the reforming the appointments process during the past two and a half years is exceptional, but it is not sufficient and it should be strengthened.”
Also, a number of plans are being implemented in order to increase women and persons with disabilities’ participation in the civil service.
The Commission, in order to simplify and enhance the efficiency of appeals handling process, implements a number of initiatives to protect the rights of complainants through a fair and impartial complaints process. Establishing a country-wide electronic system to file and track complaints and appeals online and developing a mechanism to refer cases of non-compliance to the Office of the Attorney General are among these initiatives.
Furthermore, based on the Strategic Plan, the Commission will take practical measures to develop and strengthen the civil service management, organizational development and human resource, improve organizational culture, enhance and improve knowledge, skills and performance of civil servants, promote research and innovation in public administration, and create secure, efficient and productive workplaces at IARCSC, and strengthen the provincial offices capacity and resources.
In order to increase public trust, the Commission will promote and highlight the achievements and integrity of civil service reform, and civil servants that are innovators and champions of quality services.
The Commission’s Strategic Plan provides a clear, shared view to the civil servants, regardless of the existing variety of conflicting views.
Launch of the new E-Recruitment System
In this ceremony, the new E-Recruitment system, developed by in-house experts, was also launched. The E-Recruitment system has been developed with special capabilities to facilitate the appointments process and ensure greater transparency and accountability. Providing facilities for job applicants and recruitment committees of CSAB are among the benefits of the new E-Recruitment system. The system is developed in such a way that applicant for civil service positions registers personal information, necessary educational and work experience documents only once and is not required to go through the same process for every time the applicant applies for a position. It also enables applicants to track the progress of their appointment applications through this system.