Civil Service Reforms in Public Service Delivery, Phase II
The overall objective is to support the RGoB in improving Public Service Delivery through various civil service reforms ensuring firm institutionalization of systemic changes for sustainability of such reforms for all times to come. This will contribute to the implementation of the 11 Five Years Plan of the Royal Government of Bhuta, pillar Good Governance.
The main out-come will be professional and quality service delivered by the civil servants resulting in positive behavioural change leading to enhanced services delivery.
The main outputs will be the Managing for Excellence – new Performance Management System, which will be firmly institutionalized; Succession Planning and Leadership Development System (SPLD) developed and institutionalized; the Bhutan Civil Service Examination Selection process improved/enhanced, and Civil Service wellbeing Program institutionalised.
The reforms are aimed at review and endorsement by RCSC Commission the Chapter 12 and 13 on Performance Management System and Promotion and Chapter 7 on Bhutan Civil Service Examinations of the Bhutan Civil Service Rules & Regulations (BCSR). Two new chapters on, one on Executives and another on Civil Service Wellbeing will be included in the revised BCSR 2017.
Target group / Beneficiaries
The main target group are the 138 Human Resource Officer (92M/46F) and 400 P1 Officers (Managers) (267M/133F), 143 Executives (131M/12F) and annually 3,647 graduates (1,987M/1,660F) of the Bhutan Civil Service Examination.
The beneficiaries are the 30,258 (19,369M/10,889F) civil servants of which 26,611 (17,382M/9,229F) are civil servants and about 3,647 fresh graduates (1,987M/1,660F) annually.
The final beneficiaries are all citizen of Bhutan as the improved service delivery will benefit public and also in country management and research institutes.
The implementing agency is the Royal Civil Service Commission, a constitutional body headed by a Chairperson and four Commissioners. At the secretariat level, the Commissions functions with four divi-sions supervised by the Chief of Division, who reports directly to the Director. The Commission will also partner with local institutes like Royal Institute for Governance and Strategic Studies for development of various framework and leadership courses and other research institute for conducting researches.
For the Civil Service Reforms for Excellence in Public Service Delivery different activities are identified as below:
Output 1 : Institutionalise Managing for Excellence framework: Training on MaX online System and concepts of performance management system for civil servants
Output 2 : Institutionalise a Succession Planning and Leadership System: Leadership Development programs (ex-country and in-country training)
Output 3 : Enhance Bhutan Civil Service Examination Selection process: Reviewing of Current Bhutan Civil Service Examination, Development of question banks and online system
Output 4 : Institutionalise Civil Service Well-being Program: Development of frameworks and conduct of research for civil service wellbeing/retirement planning.
The on-going assistance from Austrian Development Cooperation for Institutionalising performance Management System and Leadership Development Program is completed as of December 31, 2016. The intervention received the support from critical position holders particularly to enhance accountability of civil servants. Therefore as a continuation Phase II is aimed at achieving improved efficiency and effectiveness in public service delivery through further systemic reforms.
The contribution is in line with Austria’s programmes under the Austria – Bhutan Country Strategy 2014-2018 and projected under the 11th Five Year Plan of the Royal Government of Bhutan.