The World Bank Implementation Status & Results Report
Somaliland Civil Service Reform Project (P155123)
Somaliland Civil Service Reform Project (P155123)
AFRICA | Somalia | Governance Global Practice |
Recipient Executed Activities | Investment Project Financing | FY 2016 | Seq No: 4 | ARCHIVED on 21-Dec-2018 | ISR32557 |
Implementing Agencies: Somaliland Civil Service Commission, Ministry Of Finance
Key Dates
Key Project Dates
Bank Approval Date: 30-Jun-2016 Effectiveness Date: 26-Oct-2016
Planned Mid Term Review Date: 30-May-2019 Actual Mid-Term Review Date: --
Original Closing Date: 30-Jun-2021 Revised Closing Date: 30-Jun-2021
pdoTable
Project Development Objectives
Project Development Objective (from Project Appraisal Document)
The project development objective is to strengthen basic functions for payroll, human resources and policy management in selected central
government agencies and line ministries.
Has the Project Development Objective been changed since Board Approval of the Project Objective?
No
Components Table
Name
Component 1: Strengthening the policies, procedures and systems for civil service management:(Cost $3.90
M)
Component 2: Strengthening core capacity of targeted ministries:(Cost $3.60 M)
Component 3: Strengthening policy management capabilities at the center of government:(Cost $0.75 M)
Component 4: Project management and support in delivery:(Cost $1.75 M)
Overall Ratings
Name Previous Rating Current Rating
Progress towards achievement of PDO Moderately Satisfactory Moderately Satisfactory
Overall Implementation Progress (IP) Satisfactory Satisfactory
Overall Risk Rating High High
Implementation Status and Key Decisions
Component 1: Strengthening the Policies, Procedures, and Systems for Civil Service Management
Civil Service Headcount and Payroll Management: The Human Resource Audit (including the Biometric exercise) was concluded and the report
findings validated by Government. Unique personnel identifier numbers have been assigned and ID cards are currently being distributed to all civil
servants that were verified in the Human Resource audit. The results of the HR audit have informed the finalization of the public sector pension
policy (with the agreed scheme options and costing) which is currently undergoing translation, to be submitted to cabinet for approval and the Bill to
Parliament. The payroll cleaning exercise is underway, and control systems will be identified. The Somaliland Civil Service Commission and the
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The World Bank Implementation Status & Results Report
Somaliland Civil Service Reform Project (P155123)
Ministry of Finance will be supported to enhance their capacity in payroll management and audit. New electronic personal records are being
developed.
Human Resources Management: From the Human resource policies developed and validated in Years 1 and 2 have been processed by the
government into civil service administrative rules and procedures, currently being translated to be presented to Cabinet for approval: (i) Competency
Framework; (ii) Performance Management Policies and Procedures; (iii) Career Management Policies and Procedures; (iv) Coaching and Mentoring
Policies and Procedures; (v) Code of Conduct for Civil Servants; (iv) Records Management procedures; (v) Career Development Framework and
Scheme of Service; (vi) Recruitment and Selections Policy and Appointment; (vii) Staff Retention Schemes; (viii) Succession Planning; (ix)
Complaints and Grievance Management; (x) Staff Leave Policy; (xi) Policy and Procedure for Creation and Abolition of Offices; (xii) Policies and
Procedures on Staff Promotion, Transfers, Secondment and Retrenchment; (xiii) Establishment Control Policies and Procedures; (xiv) Civil Service
Sanctions (Disciplinary) Management Policy and Procedures.
A Government organizational ordinance to provide more clarity on mandates, vision, mission, functions, accountabilities, structures, staff
complement and establishment ceilings for 10 Ministries, Departments and Agencies has been prepared.
Results under this sub-component have been achieved beyond end target value and ahead of end target date
Public Sector Pension Policy and Bill: The Government of Somaliland has developed a public sector pension policy and settled on a contributory
scheme. The policy also recognizes past service and Government through the human resource audit, has identified those who have attained
retirement age who should benefit from a severance package. The Policy and the Bill are currently undergoing translation and will be presented to
cabinet before the end of the year.
Further work on the pension will focus on its implementation. The Government of Somaliland, through the Ministry of Employment, Social Affairs
and Family has conducted a knowledge exchange program on pension policy implementation with Ethiopia and is in the process of identifying a
second country for benchmarking.
Developing a pay and grading structure for the civil service: The current structure will be modernized to ensure a relative sound grading
structure is in place. Capacity of the Somaliland Civil Service Commission will also be strengthened to manage the pay and grading exercise. Talent
Management Program salaries will be integrated in the new structure.
The Civil Service Law is currently undergoing review with an aim to complete the exercise by January 2019.
Component 2: Strengthening Core Capacity of Targeted Ministries
Reorganization of key departments in Targeted Ministries, Departments and Agencies : This has been completed in 18 Ministries,
Departments and Agencies (Civil Service Commission; Civil Service Institute; Ministry of Employment, Social Affairs and Family; Ministry of Energy
and Minerals; Ministry of Environment and Rural Development; Ministry of Education and Science; Ministry of Finance Development; Ministry of
Health Development; Ministry of National Planning and Development; Office of the Presidency; Ministry of Interior; Ministry of Foreign Affairs and
International Cooperation; Ministry of Defence; Ministry of Religion and Endowment Affairs; Ministry of Livestock and Fisheries Development;
Ministry of Investment Development; Ministry of Commerce, Industry and Tourism; and Ministry of Justice).
The reorganization provides optimal organization structure, redistributes mandates, and provides vision and mission of the organizations as well as
the staffing structures, numbers and personnel mix. This staffing plan ensures efficient control over institutions and optimal usage of resources. With
the reorganization, there will be establishment posts and ceilings for every institution hence enabling the Government of Somaliland to manage its
wage bill. Some Ministries have been merged under the new leadership and the structures of these Ministries have been reviewed further. Year 3
activities will mainly support the implementation of change management plans and strategic plans derived from the organizational reviews. These
results have been achieved beyond end target value and ahead of end target date
Talent Management Program-TMP
The Talent Management Program targets critical positions at the managerial level and in the areas of policy management and human resource
management in selected Ministries, Departments and Agencies. The first 10 positions have been advertised, and the Bank task team is working
closely with the Civil Service Commission to advance with this process. The project will put in place a complaints handling system to handle any
recruitment-related grievances that may arise.
The talent management program manual has been developed and approved by the Steering Committee. This was a Year 1 Disbursement-Linked
Indicator and has therefore triggered the release of USD150,000 to cover salaries and allowances of Talent Management Program staff.
Management and Common Services Training and Coaching: A government team comprising the Somaliland Civil Service Commission and
the Civil Service Institute undertook study tours to identify external training institutions to establish partnership arrangements for continuous training,
training of trainers, curriculum development and accreditation. The institutions visited included the Kenya School of Government; the Ghana
Institute of Management and Public Administration; and the Rwanda Institute of Management-RIM. The Civil Service Institute has identified the
Ghana Institute of Management and Public Administration and as the external partner institution to partner with in supporting their capacity to
manage and deliver civil service trainings. Next steps will be to work with the identified institutions to prepare and sign memoranda of understanding
for the partnership(s); prepare standardized curriculum; and put in place accredited training programs.
Component 3: Strengthening Policy Management Capabilities at the Center of Government
Policy Planning and Development
A Cabinet Manual/Handbook has been reviewed and revised through the support of DfID. Building on the work done under the DfID project which
closed in August 2018, the CIP is currently assessing the existing policy management capacities of the Office of the President and its future needs
and agree on measures that will strengthen these. Activities under this component will be planned for in December 2018 and implementation will
start in January 2019.
The DfID project mainly focused on New Council of Ministers procedures, and training in on these new procedures to staff recruited to the cabinet
secretariat. Unfortunately, these staff have subsequently left the cabinet secretariat which as of July 2018 comprised of the cabinet secretary
alone. The TMP will aim to hire policy analysts for the Office of the President. The DfID project also supported the development of a legal drafting
manual.
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The World Bank Implementation Status & Results Report
Somaliland Civil Service Reform Project (P155123)
Status of Disbursement-Linked Indicators
Year 1 Disbursement-Linked Indicator
DLI5: "Talent Management Program manual approved by the Public Sector Reform Steering Committee" has been achieved, and has therefore
triggered the release of USD150,000 to cover salaries and allowances of Talent Management Program staff.
Year 2 Disbursement-Linked Indicators
DLI 1:"Share of civil servants with verified and completed personnel records in central HR personnel database of satisfactory quality". The project is
advancing with this activity and the target will go up in early-2019.
DLI 3: "Number of improved human resource procedures approved by the Public Sector Reform Steering Committee and submitted to the
cabinet". The human resource procedures have been approved by the PSRSC and are currently being translated for submission to cabinet. These
results have been achieved beyond end target value and ahead of end target date.
DLI 4: "Newly established or reorganized HR units in targeted Ministries, Departments and Agencies adequately staffed. Human resource units
have been established in the Ministries, Departments and Agencies and the Bank team will work closely with the Government of Somaliland to
ensure that the organizational review's recommendations for the human resource units in targeted Ministries, Departments and Agencies are
implemented in Year 3.
Project Management and Support in Delivery
The project coordination unit continues to closely monitor project progress and submit comprehensive quarterly progress reports in a timely manner.
PROCUREMENT
All procurement transactions are now carried out through STEP. The Bank continues to provide hand holding support to the procurement staff.
FINANCIAL MANAGEMENT
The Financial Management arrangements led by the External Assistance Fiduciary Section are adequate. The two consultants to support the Office
of the Auditor General undertake the Disbursement-Linked Indicator verification have been hired. The migration of interim financial reports to the
SL-FMIS as part of strengthening the Use of Country Systems is complete. This mapping is aligned to the priorities in the Somaliland National
Development Plan.
Risks
Systematic Operations Risk-rating Tool
Risk Category Rating at Approval Previous Rating Current Rating
Political and Governance High High High
Macroeconomic Substantial Substantial Substantial
Sector Strategies and Policies Moderate Moderate Moderate
Technical Design of Project or Program Substantial Substantial Substantial
Institutional Capacity for Implementation and
Sustainability High High High
Fiduciary High High High
Environment and Social Moderate Moderate Moderate
Stakeholders Moderate Moderate Moderate
Other High High High
Overall High High High
Results
PDO Indicators by Objectives / Outcomes
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The World Bank Implementation Status & Results Report
Somaliland Civil Service Reform Project (P155123)
Strengthen basic functions for payroll management in selected central agencies and line ministries
IN00598191
►Effectiveness of payroll controls (assessed by degree of integration and reconciliation between personnel records and payroll
data) (Text, Custom)
Baseline Actual (Previous) Actual (Current) End Target
Integrity of the payroll is Integrity of the payroll is
Payroll cleaning
significantly undermined significantly undermined
underway. Preparation Reconciliation of the
by lack of complete by lack of complete
of personnel records payroll with personnel
Value personnel records and personnel records and
will be completed once records takes place at
personnel database or by personnel database or by
the payroll cleaning is least every six months.
lack of reconciliation lack of reconciliation
completed.
between the three lists. between the three lists.
Date 28-Jun-2016 30-Mar-2018 04-Dec-2018 30-Jun-2021
Strengthen basic functions for human resources management in selected central agencies and line Mins
IN00649514
►Improved HR development functionality in targeted MDA (disaggregated by function) (Number, Custom)
Baseline Actual (Previous) Actual (Current) End Target
Value 0.00 7.00 14.00 4.00
Date 01-Jul-2016 30-Mar-2018 04-Dec-2018 30-Jun-2021
Achieved beyond end target value and ahead of end target date
Comments:
**Note: Establishment of HR units in targeted MDA is a DLI result
Strengthen basic functions for policy management in selected central agencies and line Mins
IN00649515
►Improved Policy development functionality in targeted MDA (disaggregated by function) (Number, Custom)
Baseline Actual (Previous) Actual (Current) End Target
Value 0.00 0.00 0.00 4.00
Date 01-Jul-2016 30-Mar-2018 04-Dec-2018 30-Jun-2021
Policy Development
Comments:
Intermediate Results Indicators by Components
Component 2: Strengthening core capacity of targeted Ministries
IN00598200
►Number of staff from target MDA who have successfully completed training programs supported through the project
(Number, Custom)
Baseline Actual (Previous) Actual (Current) End Target
Value 0.00 0.00 0.00 160.00
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Somaliland Civil Service Reform Project (P155123)
Date 28-Jun-2016 12-Jun-2017 04-Dec-2018 30-Jun-2021
IN00598197
►Targeted MDA with revised organizational structures approved by the PSRSC (Number) (Number, Custom)
Baseline Actual (Previous) Actual (Current) End Target
Value 0.00 10.00 18.00 4.00
Date 28-Jun-2016 12-Jun-2017 04-Dec-2018 30-Jun-2021
Achieved beyond end target value and ahead of end target date
Comments:
IN00598199
►Pay policy and revised pay and grading structure approved by the PSRSC and submitted to the cabinet (Yes/No, Custom)
Baseline Actual (Previous) Actual (Current) End Target
Value No No No Yes
Date 28-Jun-2016 30-Mar-2018 04-Dec-2018 30-Jun-2021
Component 1: Strengthening the policies, procedures and systems for civil service management
IN00598196
►Payroll audits to identify control weaknesses and ghost workers (Number) (Number, Custom)
Baseline Actual (Previous) Actual (Current) End Target
Value 0.00 0.00 0.00 2.00
Date 28-Jun-2016 30-Mar-2018 04-Dec-2018 30-Jun-2021
IN00598195
►Severance policy and pension policy and law approved by the PSRSC and submitted to the cabinet (Yes/No, Custom)
Baseline Actual (Previous) Actual (Current) End Target
Value No No No Yes
Date 28-Jun-2016 30-Mar-2018 04-Dec-2018 30-Jun-2021
IN00598194
►Share of civil servants with verified and completed personnel records in the central HR personnel database of satisfactory
quality (%) (Percentage, Custom)
Baseline Actual (Previous) Actual (Current) End Target
Value 30.00 30.00 30.00 90.00
Date 28-Jun-2016 30-Mar-2018 04-Dec-2018 30-Jun-2021
IN00598185
►Revised civil service law and civil service regulation have been approved by the PSRSC and submitted to the cabinet
(Yes/No, Custom)
Baseline Actual (Previous) Actual (Current) End Target
Value No No No Yes
Date 28-Jun-2016 30-Mar-2018 04-Dec-2018 30-Jun-2021
IN00649518
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The World Bank Implementation Status & Results Report
Somaliland Civil Service Reform Project (P155123)
►Number of improved HR procedures (including establishment control, recruitment, HR records management, termination,
retirement) approved by the PSRSC and submitted to the cabinet (Number, Custom)
Baseline Actual (Previous) Actual (Current) End Target
Value 0.00 7.00 14.00 6.00
Date 01-Jul-2016 30-Mar-2018 04-Dec-2018 30-Jun-2021
Achieved beyond end target value and ahead of end target date
Comments: Note: Number of improved HR procedures developed and agreed to by the PSRSC. The following
procedures should be included in final target: establishment control, recruitment, HR records
management, termination, or retirement.
Data on Financial Performance
Disbursements (by loan)
Project Loan/Credit/TF Status Currency Original Revised Cancelled Disbursed Undisbursed % Disbursed
P155123 TF-A2810 Effective USD 2.50 2.50 0.00 2.37 0.13 95%
P155123 TF-A7321 Effective USD 2.50 2.50 0.00 1.39 1.11 56%
Key Dates (by loan)
Project Loan/Credit/TF Status Approval Date Signing Date Effectiveness Date Orig. Closing Date Rev. Closing Date
P155123 TF-A2810 Effective 30-Jun-2016 29-Jul-2016 26-Oct-2016 30-Jun-2021 30-Jun-2021
P155123 TF-A7321 Effective 30-May-2018 30-May-2018 30-May-2018 30-Jun-2021 30-Jun-2021
Cumulative Disbursements
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The World Bank Implementation Status & Results Report
Somaliland Civil Service Reform Project (P155123)
Restructuring History
Level 2 Approved on 09-Feb-2018 ,Level 2 Approved on 15-May-2018
Related Project(s)
There are no related projects.
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