Public Sector Human Resource Management Adviser

Project Background

Sri Lanka underperforms in public service, which has a long-term negative effect on socio-economic development. This can be attributed to a number of human resource management weaknesses;  its public sector human resource management is not based on results based management principles; human resources inefficiently managed due to weak leadership, a lack of training and other forms of professional development to build the capacity of personnel.

In February 2010 the Commonwealth Fund for Technical Cooperation funded a three-day workshop,  providing an initial engagement of 43 senior level public sector officials from a cross section of Sri Lankan public service departments on the subject of public sector human resource management reform.

The workshop was organised by the Commonwealth Secretariat’s Governance & Institutional Development Division in conjunction with Sri Lanka Institute for Development Administration (SLIDA), the agency responsible for ‘the development of an efficient, effective and forward looking public service through the provision of training, consultancy and research’ in Sri Lanka. Recommendations from that workshop and subsequent discussions between SLIDA and the Commonwealth Secretariat have identified a need for a two year project to strengthen public sector human resource management in Sri Lanka.

Project Purpose

Enhanced capacity of SLIDA to strengthen the management of public sector human resources in Sri Lanka.

Project Outcome

This project is expected to contribute to the goal of advanced good governance in Sri Lanka created by assisting the government to build public service capacity, strengthen public institutions and improve service delivery.

Scope of Work

Summary of Project:

This project will provide one expert for a period of 24 months to support The Ministry of Public Administration in the conduct of research, development and agreement of a policy to guide the reform of Sri Lanka’s public sector human resource management. This policy is expected to address five key areas of human resource function:

   (1) Human resource planning, retirement policy and pensions

   (2) Performance management and appraisal

   (3) Compensation

   (4) Recruitment and selection

   (5) Training and career development

In addition, the Expert will provide support and capacity development to SLIDA officials so that they may provide more effective capacity building to public sector personnel in human resource management. This capacity building is expected to increase the efficiency and effectiveness of the delivery of public services.

Project Outputs

• Improved knowledge and understanding of 5 Human Resource Management areas in Sri Lanka

   Expected Activities to include, but will not be limited to:

• Activity 1.1: Develop information collection tools and methods
• Activity 1.2: Identify and train 5-6 SLIDA staff as researchers
• Activity 1.3: Information collection and stakeholder review
• Activity 1.4: Analyse and produce a report on information collected

•  Sri Lankan Public Sector Human Resource Management Policy Framework

   Expected Activities to include, but will not be limited to:

• Activity 2.1: Develop discussion agenda and identify participants for 5 Task Forces on key Human Resource Management areas
• Activity 2.2: Facilitate Task Force workshops on 5 areas of HRM
• Activity 2.3: Develop and agree a Policy Framework with Task Force members

• Sri Lankan Public Sector Human Resource Management Policy and Policy Implementation Plan

      Expected Activities to include, but will not be limited to:

• Activity 3.1: Develop workplan for the development of the policy in 5 HRM areas by Task Forces
• Activity 3.2: Develop templates and accompanying guidelines to aid the development of the policy
• Activity 3.3: Task Forces collect information for and draft policy on 5 HRM areas according to workplans and agreed Policy Framework
• Activity 3.4: Finalise and agree HRM Policy
• Activity 3.5: Develop and agree HRM Policy Implementation Plan

• Improved capacity of SLIDA to provide training and capacity development to Sri Lanka's public sector personnel

   Expected Activities to include, but will not be limited to:

• Activity 4.1: Review of previous assistance provided to increase SLIDA's capacity
• Activity 4.2: SLIDA capacity needs analysis
• Activity 4.3: Training of trainers for 5-6 SLIDA staff on HRM research techniques
• Activity 4.4: Train SLIDA on latest HR management and training best practice
• Activity 4.5: Curriculum review and development

Implementation Arrangements

• The Adviser will be initially based at SLIDA for the duration of the project of 2 years and will be supervised by the Additional Director, Academic Affairs, SLIDA.
• The project will be managed by the Technical Cooperation & Strategic Response Group (TCSRG) of the Commonwealth Secretariat, with technical support provided by the Governance & Institutional Development Division (GIDD).
• The Commonwealth Primary Contact Point (PCP) and GIDD will be kept informed on project progress during implementation, and be given the opportunity to provide feedback at the mid-term evaluation.
• Monitoring and Evaluation of the project will take place during the course of its implementation. The Adviser will be expected to provide an Inception Report within two months and six-monthly Progress Reports to his / her designated Project Manager, TCSRG, at the Commonwealth Secretariat. A mid-term evaluation of the project will take place after one year.

Transfer of Expertise

The Commonwealth Secretariat attaches significant importance to transfer of expertise and knowledge to counterparts. The expert, in discussions with the Reporting Officer, should identify the need for key staff to be assigned as counterparts at the assignment's outset. This should be reported on in the Inception Report, normally due after two months. A training programme for key counterpart staff should be produced by the expert and agreed with the Reporting Officer. An update should be provided on this in the first Progress Report, normally due after six months.  The expected role of the local counterpart will be to work closely with the CFTC expert, providing knowledge and experiences of the Sri Lanka Public Service.

Experience & Qualifications

Successful candidate should have:

• Essential: A postgraduate university degree in Human Resource Management/Development or equivalent
• Desirable: Professional qualification in Human Resources in a Commonwealth country, such as the Chartered Institute of Personnel and Development (CIPD) or its equivalent

Essential Work Experience:

• At least 15 years’ experience in Human Resource Development/Management of which at least 10 in senior HR management in the public sector or governmental organisation.
• Extensive knowledge of Human Resources Planning, Performance Management and Appraisal, Reward Management, Recruitment and Selection, and HR Learning and Development.
• Proven track record in advising senior management on the full spectrum of the HR function and policy issues.
• Experience in work force planning and establishing modern proactive recruitment and selection systems.
• Experience in capacity development in the areas of training and development of personnel in the public sector.
• Experience of working on similar projects in a Commonwealth jurisdiction would be an advantage.

Making an application & further information

How to apply

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