Afghan officials criticize new employment program for bypassing civil service law
A number of officials from the Labor and Social Affairs Department have lost their posts on the basis of the new employment program “Capacity Building for Results (CBR)”.
The officials from 22 different posts have slammed the new employment program for bypassing the civil service law.
“I was appointed four years ago as a director of the labor and social affairs [in Badakhshan province] through a transparent process,” Pajhwok Afghan News quotes Abdul Ghani.
Ghani added that he was replaced despite his qualifications and without taking the civil service employees law into consideration.
Another official from Sar-e-Pul province said his post would be filled through a competitive exam without evaluating his performance or observing the law of civil service employees.
Some of the protesting officials have accused the new system of appointing their own friends and relatives to the positions.
Meanwhile, Labor and Social Affairs Minister has regarded the accusations as baseless and said the CBR program was supported by the Word Bank and the Afghan government.
Funded by the World Bank, the CBR was approved in 2011 at a total cost of USD 100mn.
The objective of the Capacity Building for Results Facility Project for Afghanistan is to assist the government in improving the capacity and performance of select line ministries in carrying out their mandates and delivering services to the Afghan people. This will be achieved through the implementation of specific capacity and institution building programs, which include systematic monitoring of and reporting on results.
The project will support the government’s effort to improve the capacity and performance of core line ministries responsible for national priority programs. The grant will help finance the costs associated with (i) technical assistance for preparation and implementation of capacity building programs; (ii) recruitment of managerial, common function and professional staff for key positions in selected line ministries; (iii) a management internship program; (iv) training of civil servants; and (v) project management, monitoring and evaluation. The proposed project is aimed at sustained capacity building of selected line ministries with appointment of approximately 2,400 managerial, common function and professional staff on term contract for key civil service positions, and a management internship program.
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