April 29, 2008
OECD Fourth Regional Meeting of GDF Working Group,
Amman
Regional Capacity Building Seminar on “Drafting
Legislation and Oversight Bodies for Regulatory Quality”
Eng. Ghada Labib
The Head of the Institutional Development
Program
Overview
 Strategy
of
Ministry
of
State
for
Administrative Development (MSAD)
 MSAD’s Capacity Building Policy
 Institutional Development Program (IDP)
 IDP Approach
 IDP and Capacity Building
 IDP’s Outlines for Human Resources’
Development
 Capacity Building in the Legislation Domain
GL – OECD -Amman
2/19
29/4/2008
Strategy of Ministry of State for
Administrative Development (MSAD)
MSAD has been mandated to develop the
Government body to be more flexible,
competent, efficient and effective
GL – OECD -Amman
3/19
29/4/2008
MSAD’s Capacity Building Policy
Towards this goal MSAD has adopted a
policy that has incorporated the capacity
building via:
 Fostering
a
new
generation
of
government leaders
 Adopting intensive human resource
development programs
 Improving incentive and salary schemes
GL – OECD -Amman
4/19
29/4/2008
Institutional Development Program (IDP)
 Since the Capacity Building of the Human
Capital is a pivotal step towards the
administration development, MSAD has
assigned the IDP this task
 IDP is a program launched by MSAD to
align the governmental institutions to the
National Strategies and directions to
radically
improve
the
institutional
performance and creating an effective and
efficient governmental body
GL – OECD -Amman
5/19
29/4/2008
IDP Approach
IDP undertook before initiating any step
towards the capacity building to review first
the existence and effectiveness of:
 Long and short termed strategic plans
 Simple organizational structures
 Well defined roles and responsibilities
 Capacity building programs (top/middle
management)
 Legislation amendment
GL – OECD -Amman
6/19
29/4/2008
IDP and Capacity Building
Legalization Amendment (e.g. Civil Service
Law)
IDP has proposed a law project to enforce its
plan for upgrading its HR capital via drafting
the Civil service law that:
 Attracts qualified calibers to work in the
different governmental entities, by offering
them competing wages “Teacher’s Cadre”
 Defines a set of procedures to be followed in
the process of hiring the right person for the
right job based on their qualifications and
skills
GL – OECD -Amman
7/19
29/4/2008
IDP and Capacity Building (Continued)
Then IDP Develops current personnel
department within the governmental entities
to HR department that includes new
redefined:
 Structure
 Functions
 Responsibilities
 Training system
GL – OECD -Amman
8/19
29/4/2008
IDP’s Outlines for Human Resources’
Development
Objective: Maximize return on investment
from the organization’s human capital
Mission: Develop a competitive workforce
in an environment of industrial harmony and
social justice
GL – OECD -Amman
9/19
29/4/2008
IDP’s Outlines for Human Resources’
Development (Continued)
Functions and Activities:
 Developing and providing the following human resources
services, advice, support, and assistance to employees:
 Recruitment
 Compensation
 Promotions
 Managing Relations
 Designing training materials
 Training Employees
 Planning and implementing HR policies, programs,
communications plans, and information management
systems
 Comprehensively analyzing, evaluating, and improving
HR activities and the effectiveness of HR programs,
services, and initiatives.
GL – OECD -Amman
10/19
29/4/2008
IDP’s Outlines for Human Resources’
Development (Continued)
Typical Time Devoted to HR activities:
GL – OECD -Amman
11/19
29/4/2008
IDP’s Outlines for Human Resources’
Development (Continued)
HR Reform Policy:
 Strategic alignment of staff management systems
with strategic objectives of the organization may
lead to improved government effectiveness.
 Leadership commitment is necessary
 Must understand the underlying political system
to make sense of or improve public staff
management: “To make a difference, an
understanding of politics is every bit as important
as an understanding of HRM itself.”
 Governments are well advised to start reform
from current situation and adjust gradually to
best practice requirements rather than start from
scratch and try to build a new system.
GL – OECD -Amman
12/19
29/4/2008
IDP’s Outlines for Human Resources’
Development (Continued)
HR Reform Policy (Continued):
 Before tackling more complex issues, a solid
foundation
should
be
in
place
(e.g.
institutionalizing a unified merit-based career civil
service)
 In order to be binding, Reform should be:
 Voluntary (not imposed by outside agents against
government’s better judgment)
 Explicit (clear and straightforward)
 Challenging (leads to significant improvements)
 Public (leaders publicize their commitment to reform
in mass media)
 Irrevocable (no turning back if things get hard)
GL – OECD -Amman
13/19
29/4/2008
IDP’s Outlines for Human Resources’
Development (Continued)
GL – OECD -Amman
14/19
29/4/2008
Capacity Building in the Legislation Domain
The main Role of IDP in reforming
legislations: new civil service law, ERRADA
Coordination with the State Council:
 Legislation sector
 Legal advise department
Capacity Building:
 Faculties of Law – Egyptian Universities
 Juridical Academy Project
 IDLO
(International
Intergovernmental
Organization)
GL – OECD -Amman
15/19
29/4/2008
OECD – EGYPT Partnership
Thank you!
ghadalabib@ad.gov.eg
GL – OECD -Amman
16/19
29/4/2008