Statement delivered by Hon. Wanneh Clarke-Reeves Deputy Director-General for Human Resource & Policy

    Statement delivered by Hon. Wanneh Clarke-Reeves Deputy Director-General for Human Resource & Policy
    Statement delivered by Hon. Wanneh Clarke-Reeves Deputy Director-General for Human Resource & Policy Photo credit: Moses Owne Browne, Jr
    Introductory Statement
    Hon. Eugene Nagbe, Minister of Information, Culture & Tourism , Hon. Jeddi Mowbray Armah, Deputy Minister for Press & Public Affairs, Officials of Government Present, Fellow Civil Servants, Members of the Press, Ladies & Gentlemen:
    The Director General of the Civil Service Agency, Dr. Puchu Leona Bernard extends her compliments to the Ministry of Information, Culture & Tourism for affording the Civil Service Agency the opportunity to discuss our Agency’s key achievements over the past twelve years.
    We are pleased to express appreciation to our Civil Servants as well as our Public Servants who continue to remain committed and work diligently in their various institutions. 
    Upon assuming office, the President immediately realized that there was an immediate need to undertake measures to transform the Civil Service.  The President, the Director General of the Civil Service Agency along with international partners worked collaboratively to introduce mechanisms to improve the Civil Service.  As a result, the Civil Service Reform Strategy was developed in 2008 to address the concerns of Government and served as the principle thrust for guiding the reform agenda.
    The strategy of the reform process focused on six components: a) Restructuring & Right Sizing; b) Pay and Pension Reforms; c) Improving Service Delivery; d) Human Resource Management; d) Leadership Development; e) Gender Equity
    Today’s Press Conference will highlight some of the CSA Achievements from 2006-2017 and focus on some of the thematic areas of the reforms:
    • In 2013, the Ministry of Finance & Development Planning (MFDP) relinquished control of the management of the Civil Service Payroll to the Civil Service Agency (CSA). The CSA has instituted control mechanisms which has reduced the number of persons having access to the payroll to a select few;
    • The CSA has developed a Medium Term Pay Strategy to inform civil servants pay reform;
    • Through the payroll vetting processes since 2006 up until 2017, CSA has reduced the civil service payroll strength from more than 75,000 to less than 48,000 thereby, reducing the fiscal burden on our National Budget.
    • The CSA worked in conjunction with the USAID-GEMS, to grade and classify over 3000 jobs in the civil service.
    • We have secured the state-of-the-biometric equipment for the civil service, and are currently issuing new biometric ID cards, with additional security features, to civil servants. 4,936 civil servants have received their biometric ID cards and more than 10,000 civil servants are biometrically enrolled;
    • The CSA Team embarked on the development of Job Descriptions for 3500 positions in the civil service with support from USAID GEMS;
    • In 2012, the Civil Service Agency developed the Guide to Performance Management, and created awareness campaign on the PMS rollout in all Civil Service Institution in 2015;
    • The CSA was successful in rolling out and instituting the system of Performance Management to Ministries and Agencies in 2016;
    • The Civil Service Agency developed the Merit-Based Recruitment Manual. It is a framework that guides recruitment and selection in the Civil Service;
    • Additionally, with the collaboration of our USAID partner, the CSA developed and launched the Human Resource Policy Manual to Ministries, Agencies, and Commissions in 2014;
    • In 2012, the CSA updated the Civil Service Standing Orders. Our Standing Orders outlines the rules and regulations of the Civil Service as well as providing guidance to the Civil Service towards the implementation of those regulations.
    In an effort to strengthen its own capacity to reform, the Civil Service Agency sought the assistance of USAID-GEMS to conduct the Performance Assessment of the CSA, as well as staff performance;
    • The CSA developed its Service Delivery Charter to enhance the visibility of the functions of the CSA to its clients. The Charter basically informs all civil servants including the general public about the CSA’s operations;
    • In 2012, the Government of Liberia absorbed the TOKTEN professionals in the Civil Service, while some of the SES professionals were absorbed in 2014;  
    • 77 of the President’s Young Professionals (PYP) have been absorbed into the Civil Service and 120 PYPs have been recruited in the Civil Service.
    • In 2015, the Civil Service Agency in collaboration with the Governance Commission (GC) and the Liberia Institute of Public Administration (LIPA) launched the ongoing Public Sector Modernization Project (PSMP);
    • During the period of 2014-2015, the CSA and its tripartite partners implemented the Civil Service Reform Project (CSRP);
    • The Civil Service Reform Strategy (CSRS) is now being implemented;
    • The Civil Service Agency in collaboration with the FHI360 (Int’l Consortium) cleanup to reform the Ministry of Education Central Office.  This exercise drastically reduced the congestion of staff from 900 to less than 300;
    • Additionally, the CSA worked actively with the Ministry of Planning and Economic Affairs and the Ministry of Finance in 2014 towards the closure of both ministries and the establishment of the restructured institution, Ministry of Finance and Development Planning (MFDP);
    • The CSA also worked in collaboration with the Ministry of Gender to restructure the institution to the Ministry of Gender, Children & Social Protection.
    • In 2015, the CSA worked with the Ministry of the National Security (MNS) and the Legislators for the closure of the (MNS). More than 100 employees were transferred to either the LNP, LIS, EPS, or MOJ;
    • Currently, over 300 Liberian students have been enrolled in bilateral scholarships program in various disciplines in 20 countries;
    • The Civil Service Agency in collaboration with the LIPA has conducted several training programs in “Women In Leadership”, Transformative Leadership, Performance Management, etc.;
    As I conclude my remarks, the Leadership of the Civil Service Agency wants to thank the President of the Republic of Liberia, Her Excellency Ellen Johnson Sirleaf for giving us the opportunity to serve our beloved nation.  We also extend special thanks and appreciation to her Excellency for the leadership and steadfastness she has exemplified over the years of her administration.  The President has been instrumental in her support of the Civil Service Reform initiatives and has relied on the Civil Service Agency for its Merit-Based Recruitment System to even recruit Officials of Government.