| dc.description.abstract | KISEKKA BWEBUKYA GODFREY (2006-M092-10008)
Assessment of the Staff Recruitment Process in the Decentralised System of Local
Government: A Case Study of Mukono District
The study was carried out in Mukono District Local Government (DLG) with the major objective
of assessing the recruitment process in the district. The specific objectives of this study were to
establish the actual and potential sources of recruitment for Mukono district, to identify the
problems surrounding recruitment of staff within the decentralised system of local government in
Mukono district, to establish the effects of the recruitment process on staff performance in the
district and to establish the attitude of the district staff and political leaders towards the recruitment
procedures and retention of staff. The study was both qualitative and quantitative in nature. Target
groups included serving officers in different categories ranging from the Chief Administrative
Officer (CAO), middle level and junior officers. The lower local governments selected included
the town councils of Njeru, Lugazi, Mukono and Nkokonjeru, plus the sub-counties of Goma,
Najjembe, Kawolo and Nama. Also, some respondents were purposively sampled from National
Service Commissions and a few line ministries. Methods used to gather data included
questionnaires, interviews and focus group discussions. The data were analysed and presented as
tables, graphs and charts. It was found out that Mukono district by virtue of the Constitution and
the Local Government Act, Cap 243, is mandated to recruit, discipline, develop and dismiss its
staff, except the CAO and Deputy CAO. The district recruits from within and from outside through
a procedure that is well stipulated by the Public Service Commission (PSC). However, the
recruitment is done with a lot of irregularities like political influence, bribery, no submissions from
the CAO and or/Town Clerk, which is contrary to the relevant laws, guidelines, rules and
regulations. This has resulted into wrong decisions being implemented, thus causing loss of
revenue to the district through performance gaps, heavy workload and poor service delivery.
Eighty percent of respondents pointed to the need to recruit basing on multiparty system while
20% were against it, 57% preferring radio as a means of communication in case short-listing is
out, 57% were of the view that political influence has limited proper management of human
resource matters in the district. It is recommended that there should be regular training of the
District Service Commission (DSC) members and the public as well as on the procedures of
recruitment and putting in place an efficient feedback mechanism. High labour turnover should
also be studied and prevented from escalating. There is also need to set up quality assurance
mechanisms, amendment of the law such that the DSC members are not appointed by the district
council but by the MoPS in consultation with the PSC and their remuneration be channelled direct
to the DSC account instead of sending it through the CAO. More still, the DSC should have the
mandate to demand for some vital submissions from the CAO/Town Clerks instead of just sitting
back to wait for submissions. In addition, the DSC should improve communication with shortlisted
candidates through telephone calls, emails and text messages and feedback to those who aren‟t
successful after the selection process. The rules on co-option of technical members need to be laid
down clearly and tightened to avoid bias, nepotism and bribery. In conclusion, it is recommended
that the applicants should submit verified academic copies with their applications to reduce cases
of forgery. The DSC should also submit their quarterly reports to the District Council and the PSC
on time.
Keywords: Staff recruitment, decetralisation system, local government, Mukono distrcit | en_US |
