Islamic Republic of Afghanistan Independent Directorate of Local Governance Evaluation of Human Resources in the Provinces and Districts Presentation July 2009

PRESENTATION CONTENT Overview HR Analysis by Province Discussion

IDLGs total Taskheel contains about 4,500 positions- almost half of those have gone through the Priority Reform & Restructuring process IDLG TASHKEEL: OVERVIEW

Vacancy rates in the provinces range from under 8% in the case of Kunar to over 85% in the case of Zabul PROVINCIAL VACANCY RATES (PERCENTAGE)

Kunar has only 9 unfilled positions compared to 125 filled positions, while Zabul has 14 filled positions and 96 unfilled positions PROVINCIAL HR: FILLED POSITIONS AND VACANCIES Vacancy Filled Position

The most commonly-cited reason for unfilled vacancies is a lack of qualified candidates, followed by low salary scales and then security REASONS CITED FOR UNFILLED POSITIONS (%)

PRESENTATION CONTENT Overview HR Analysis by Province Discussion

In Uruzgan, there are 69 vacancies out of a Tashkeel of 86, and only 8 merit-based appointments have been completed HR STATUS: URUZGAN PGO & DGOs TOTAL TASHKEEL = 86

In Zabul, from a Tashkeel of 110, there are 96 vacancies, and only 11 merit-based appointments have been completed HR STATUS: ZABUL PGO & DGOs TOTAL TASHKEEL = 110

Paktika has a Tashkeel of 158, with only 30 positions filled- 19 of them by means of merit- based appointment HR STATUS: PAKTIKA PGO & DGOs TOTAL TASHKEEL = 158

Nuristan has 69 vacancies out of a Tashkeel of 92, and has completed only 9 merit-based appointments HR STATUS: NURISTAN PGO & DGOs TOTAL TASHKEEL = 92

Kandahar has 100 vacancies in its Tashkeel of 154, and has completed 17 merit-based appointments HR STATUS: KANDAHAR PGO & DGOs TOTAL TASHKEEL = 154

Faryab has a Tashkeel of 143, and of these 143 positions only 54 have been filled- the other 89 are vacant HR STATUS: FARYAB PGO & DGOs TOTAL TASHKEEL = 143

Helmand has a Tashkeel of of these positions are vacant, and 45 are filled by staff who have not been hired by the merit-based appointment system HR STATUS: HELMAND PGO & DGOs TOTAL TASHKEEL = 129

Farah has 59 vacancies in its Tashkeel of 114, and has completed only 12 merit-based appointments. HR STATUS: FARAH PGO & DGOs TOTAL TASHKEEL = 114

Ghazni has a Tashkeel of 167, and still has 84 vacancies- but it has been able to complete 20 merit-based appointments HR STATUS: GHAZNI PGO & DGOs TOTAL TASHKEEL = 167

Sar-E-Pul has somewhat less than 50% of its positions vacant, but only 8 out of 48 appointments are merit-based HR STATUS: SAR-E-PUL PGO & DGOs TOTAL TASHKEEL = 87

Badghis has 38 vacancies in its Tashkeel of 87, but only 8 out of the 49 filled positions were appointed through the merit-based process HR STATUS: BADGHIS PGO & DGOs TOTAL TASHKEEL = 87

In its Tashkeel of 80, Nimroz has 34 vacancies and 36 filled positions- only 6 of the filled positions went through the merit-based system HR STATUS: NIMROZ PGO & DGOs TOTAL TASHKEEL = 80

There are 124 positions in Paktias Tashkeel- 72 positions are filled, but only 12 of these positions were filled through the merit-based system HR STATUS: PAKTIA PGO & DGOs TOTAL TASHKEEL = 124

Herat has a Tashkeel of 157, with 60 vacancies and 97 filled positions- 17 of these were filled through the merit-based system HR STATUS: HERAT PGO & DGOs TOTAL TASHKEEL = 157

Baghlans Tashkeel has 140 poisitions, and only 47 vacancies- most of the positions that were filled did not go through the merit-based system, however HR STATUS: BAGHLAN PGO & DGOs TOTAL TASHKEEL = 140

Wardak has a comparatively low 33 vacancies in its Tashkeel of 100, but 57 out of 67 appointments were not merit-based HR STATUS: WARDAK PGO & DGOs TOTAL TASHKEEL = 100

In Parwan, there are only 33 vacancies out of a Tashkeel of 111, but just 11 of the filled positions were completed through the merit-based appointment process HR STATUS: PARWAN PGO & DGOs TOTAL TASHKEEL = 111

Panjshir has a Tashkeel of 87, with only 27 vacant positions. 8 of the filled positions were completed through merit-based appointment. HR STATUS: PANJSHIR PGO & DGOs TOTAL TASHKEEL = 87

Kabul Province has filled 104 of its 150 positions, but only 16 of these positions were completed through the merit-based system HR STATUS: KABUL PGO & DGOs TOTAL TASHKEEL = 150

Bamyan has filled 61 of its 88 positions, but only 8 of these appointments were completed through the merit-based system HR STATUS: BAMYAN PGO & DGOs TOTAL TASHKEEL = 88

Out of its Tashkeel of 226, Badakshan has only 64 vacancies but 133 of the positions were not completed through the merit-based system HR STATUS: BADAKSHAN PGO & DGOs TOTAL TASHKEEL = 226

Kapisa has a Tashkeel of 94 positions, with 26 vacancies. Of the 68 filled positions, 8 were completed through the merit-based system. HR STATUS: KAPISA PGO & DGOs TOTAL TASHKEEL = 94

Ghor has 145 positions in its Tashkeel, and of these positions only 39 are not filled. Of the filled positions, 11 were completed through the merit-based system. HR STATUS: GHOR PGO & DGOs TOTAL TASHKEEL = 145

Laghman has a Tashkeel of 75, of which 55 positions are filled. 6 of the filled positions were completed through the merit-based system. HR STATUS: LAGHMAN PGO & DGOs TOTAL TASHKEEL = 75

Khost has a Tashkeel of 123 positions, and of these a comparatively small portion are unfilled HR STATUS: KHOST PGO & DGOs TOTAL TASHKEEL = 123

Kunduz has 23 vacancies in its Tashkeel of 101, but 70 out of its 78 filled positions were not completed through the merit-based system HR STATUS: KUNDUZ PGO & DGOs TOTAL TASHKEEL = 101

Daikundi has a Tashkeel of 94, and of this number only 21 vacancies- however, only 10 out of 73 positions were filled through the merit-based system HR STATUS: DAIKUNDI PGO & DGOs TOTAL TASHKEEL = 94

TOTAL TASHKEEL = 88 Samangan has just 17 vacancies in its Tashkeel of 88 positions, but only 8 of its 71 positions were filled through the merit-based system HR STATUS: SAMANGAN PGO & DGOs

Nangahar has a particularly low proportion of vacant positions- just 29 in its Tashkeel of 193 HR STATUS: NANGAHAR PGO & DGOs TOTAL TASHKEEL = 193

Logar has a Tashkeel of 86 positions, of which only 12 are vacant. It has completed 8 merit- based appointments. HR STATUS: LOGAR PGO & DGOs TOTAL TASHKEEL = 86

Balkh has a particularly low number of unfilled positions- only 18 out of its Tashkeel of 164. However, its appointments are still mostly not through the merit-based system. HR STATUS: BALKH PGO & DGOs TOTAL TASHKEEL = 164

Takhar has only 17 vacancies in its Tashkeel of 151, but 116 of its 134 filled positions were not completed through the merit-based system HR STATUS: TAKHAR PGO & DGOs TOTAL TASHKEEL = 151

Jawzjan has filled 106 of the 115 positions in its Tashkeel, but only 12 of these positions were completed through the merit-based system HR STATUS: JAWZJAN PGO & DGOs TOTAL TASHKEEL = 115

Kunar has only 9 vacancies out of a Tashkeel of 134. Only 16 of the filled positions, however, were completed through the merit-based system. HR STATUS: KUNAR PGO & DGOs TOTAL TASHKEEL = 134

PRESENTATION CONTENT Overview HR Analysis by Province Discussion

Kunar has only 9 vacancies out of a Tashkeel of 134. Only 16 of the filled positions, however, were completed through the merit-based system. QUESTIONS FOR DISCUSSION Recruitment Process in Civil Service Law Incentives for Provincial Recruitment Many provinces are not able to attract qualified staff, especially in insecure provinces What incentives can we provide to attract good staff? How can we make sure that these incentives are sustainable and affordable? The Civil Service Law stipulates a process and strict qualification standards for all recruitments, including ones in the provinces and districts Should we consider revising the civil service law? - If so, can we do this without risking diluting our standards too much, and how can we provide interim improvements until the law is revised? - If not, how can we solve the basic problem of lack of qualified candidates? Progress of Public Administration Reform PAR is an important activity, but we see very low numbers of merit-based appointments in the provinces; Implementation of Pay & Grading is very challenging What steps should IDLG and the Civil Service Commission take to accelerate this process?

Thank You