Civil Service Reform Strategy 2018 - 2027


 The Personnel Management Office (PMO) 2018-22 & Civil Service Reform Programme (CRSP) 2018-2027 Strategy Plan, aim to strengthen the current strengths and opportunities, and
surmount the weaknesses and threats, through strategic interventions, as well as civil service performance and capacity development in a forward-looking perspective to enhance service delivery.
The major issues and challenges facing the civil service compelled PMO to come up with this Strategy Plan with forward looking strategic objectives and strategic initiatives for the Civil Service Reform. To
this end, the Strategic Plan have costed six strategic objectives - each with strategic actions to facilitate the targeted goals of the Civil Service Reform Programme agenda.


The Strategic Objectives and Programs of the Strategy are listed below:

  • Strategic Objective 1: To achieve optimal organisation and staffing of the public sector (excluding security organs);
  • Strategic Objective 2: To attract, retain and motivate optimal number of civil service employees;
  • Strategic Objective 3: To enhance discipline, performance and accountability of civil servants;
  • Strategic Objective 4: To reinforce meritocracy, due process and professionalism in personnel administration;
  • Strategic Objective 5: To accelerate improvements in service delivery by harnessing ICT; and
  • Strategic Objective 6: To systematically close capacity gaps in the civil service.

To achieve the foregoing objectives, the following programmes and sub programme are implemented in collaboration with partners.


The Human Resource Management and Development Programme focuses on improving the policy, legal and regulatory environment to attract, develop and retain a highly motivated, professional, effective and efficient civil service; that is responsive to national development objectives and goals.The programme also seeks for a more rational management of the country’s human resources to ensure competing demands for a sustainable socioeconomic enhancement within a sustainable development framework.


The Civil Service Reform Programme (CSRP) is in two phases namely, (1) institutional rationalisation and coordination, and (2) re-engineering and transformation of the civil service. It involves restructuring and transformation; coordination and capacity development; ensuring that resources are allocated in line with strategic priorities; and the inertia in the implementation of the CSRP is detected and arrested in good time. The primary role and responsibility to coordinate and monitor the implementation of the CSRP is assigned to PMO under the mandate of the Civil Service Reform and Planning Unit (CSRPU). Hence, the CSRPU is the lead unit for the design, development and coordination of the institutional frameworks for strategic planning, monitoring and reporting on the implementation of the Civil Service Reform Programme.


The sub-programme aims at pursuing harmony, equity and fairness in pay across jobs and grades in the civil service; introducing incentives to attract and retain adequate numbers of qualified personnel to serve in difficult and risky work environments. The sub-programme further focuses on the development and implementation of policies, strategies and institutional frameworks that ensure adequacy, affordability and sustainability of the civil service pensions scheme; and the designing and implementation of a strategy to transform public servants’ behaviour with regard to time management. In furtherance, it aims at strengthening demand side for services and accountability by civil service citizens; develop and implement a GOTG Performance Management System (PMS) around current planning, budgeting and staff appraisal systems; and tighten control over payroll and staff numbers in the civil service.