Democratic Republic of Congo Reforming the Public Service Wage System : Background Paper
The civil service management model in the Demorcatic Republic of Congo (DRC) still conforms to the old institutional order. The legislation governing employment in the public sector is unchanged and still responds to centralized administration. The...
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| Format: | Policy Note |
| Language: | English en_US |
| Published: |
Washington, DC
2014
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| Online Access: | http://documents.worldbank.org/curated/en/2008/09/9071631/congo-democratic-republic-reforming-public-service-wage-system-background-paper http://hdl.handle.net/10986/18921 |
| Summary: | The civil service management model in
the Demorcatic Republic of Congo (DRC) still conforms to the
old institutional order. The legislation governing
employment in the public sector is unchanged and still
responds to centralized administration. The public
administration categorizes public employees in two main
groups: civil servants and local public employees. Civil
servants are governed by legislation that is neither merit
based nor performance and result oriented. Local public
employees are governed by labor legislation.
Decentralization also requires the definition of a salary
system for the new provincial administrations. For the first
six months of the establishment of the provincial Civil
Service, the same salary paid to the State civil servants
should be ensured and paid to the provincial civil servants
by the State administration. The provinces would not have
yet established adequate financial coverage and mechanisms
to ensure regular payments. While the provincial
administrations are being consolidated (maximum 2 years),
new legislation for public sub national service should be
established including norms on wages. Such legislation
should be in line with the national civil service
legislation regarding principles and standards. The DRC
Government is faced with five main challenges: 1) To
modernize the Civil Service system and amend its legislation
to elevate it to improved standards of efficiency in service
delivery and human resources management. These can be
achieved by instilling values including merit, results,
performance, and professionalization. 2) To fill the
normative vacuum by setting rules and procedures to manage
the new decentralized Civil Service. 3) To establish
interactive consultation tools and procedures among all
levels of public administration. 4) To harmonize the
national and sub-national Civil Services with the new
constitutional order. 5) To make the public administration a
more attractive employer for young skilled professionals by
reforming and improving the public sector wage system
through systematic and sound reform measures. |
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