1. PRESENTATION BY ESTABLISHMENT SECRETARY GOVERNMENT OF PAKISTAN

2. CIVIL SERVICE REFORM AGENDA

3. OUR VISION  Reinventing the organizational culture of the public sector  Improving upon the existing service delivery mechanism  Fostering values of 'service', 'responsiveness to public', and 'transparency’  Capacity building of public service to meet the demands of a modern and progressive state  Providing opportunities to government employees for professional development  Institutionalizing accountability process  Instituting effective controls to preclude unauthorized/ irregular induction

4. OBJECTIVES FOR REFORMS Creating a qualified and professional civil service responsive to: Needs –of changing socio-economic environment –needs of the people Changes –willing to adapt to change –applies creative and innovative solutions in decision making Challenges –accepts challenges –has been professionally trained to cope with global and national challenges

5. IMPROVING PUBLIC SERVICE DELIVERY  Devolution  Police Reforms  Tax Administration Reforms  Public Financial Management  Procurement Reforms

6. PROGRESS SO FAR  Recruitment Reforms  Promotion Reforms  Accountability and Customer Focus  Pay and Pension Reforms

7. DEVOLUTION  Launched in August 2001 (Local Government Ordinance (LGO)  To provide: –Local service delivery –Provincial Transition Committees/Community Boards –Political decentralization is being followed by fiscal decentralization –Effective devolution of authority up to the District cadres

8. RECRUITMENT REFORMS  Federal Public Service Commission (FPSC) Ordinance amended to enhance the Commission’s independence increase its financial autonomy extend its role in the recruitment of public servants limit and define the posts which are outside its purview  Maximum age limit for entry into the government service reduced from 30 to 28 years  FPSC (Amendment)Ordinance-2000, inter-alia provides security of tenure to FPSC members with no provision of an extension

9. PROMOTION REFORMS  Performance Evaluation System revised  Monitoring, appraisal, evaluation and computerization of Performance Evaluation Reports made effective  Job descriptions of Federal Secretariat posts developed  Central Selection Board made more representative  Central Selection Board chaired by the Chairman, FPSC  Successful implementation of mandatory 12 days concept/skill mix training of the civil servants in BS-17, 18 and 19, which is linked to promotion to higher grades in BS-18, 19 and 20

10. ACCOUNTABILITY AND CUSTOMER FOCUS  The Civil Service Act amended to enable the government to prematurely retire inefficient civil servants and ensure periodic performance monitoring  Removal from Service (Special Powers) Ordinance 2000 issued for expeditious disciplinary proceedings.

11. STRATEGY FOR COMPENSATION  Compensation linked to responsibility/job requirements  Adjusting compensation for higher executive positions  Rationalization of Grade structure

12. PAY AND PENSION REFORMS  A high powered Committee established to review Pay and Benefits Reforms in 2000  Phase I of Pay and Pension Reform Scheme 2002: Revised pay scale Rationalization of pension benefits Option of accessing a new pay scale in conjunction with revisions in pension benefits  Phase II Special Relief Allowance @ 15% of the basic pay p.m. w.e.f.1.7.2003  Complemented by Right-sizing of the federal work-force

13. FUTURE STRATEGIES  Establishing a Civil Service Reform Unit which would be responsible for proposing, monitoring and evaluating: Strategy for Restructuring Strategy for Compensation Strategy for Professional Development

14. CIVIL SERVICE REFORM UNIT  A nucleus Civil Service Reform Unit (CSRU) in the Establishment Division and orbital units in each administrative Ministry/Department  Work Program of CSRU: –all activities that ensure that Civil Service Reforms conform to the capacity building process of the Government –Manage the analytical work that will underlie decisions about restructuring, compensation and related implementation issues –Facilitate provincial and national level stakeholders workshops to develop consensus on restructuring, compensation and related reform issues –Manage the Executive Development Program (EDP) and Professional Development Program (PDEV) –Carry out tracer studies for the returnees of the EDP and PDEV Programs –Other related work of the Secretarial Cabinet Committee on the Civil Service Reform

15. STRATEGY FOR RESTRUCTURING  Eventual creation of five new services –The Federal Civil Service –The National Executive Service –The Provincial Civil Service, including Provincial Executive Service –The District Civil Service –The Tehsil Municipal Service  Eventual creation of three professional streams –Economic Management –Social Sector Management –Regulatory Management