Modernizing the Civil Service Bureau in Bahrain

1. Modernizing the Civil Service Bureau in Bahrain

2. Modernizing the Civil Service Bureau in Bahrain

The CSB is committed to develop its role as a strategic, supervisory and monitoring organization, the CSB have started some projects to decentralize some of its services to government organizations and allow some of them to be carried out by government organizations themselves or by other organizations (i.e. external consultation companies).

3. Visit objectives

Objectives: Highlighting the responsibilities of setting & drawing the organization charts of ministries and government organizations. Emphasizing the types of organization chart implemented in the ministries and government organizations in some of OECD countries (flat or hierarchical organization chart etc.) Understanding regulations and standards of establishing new authorities & organizations that are not part of civil service and how to control manpower budget & organization charts, set lows & regulations of human resources for those organizations. Recognizing the regulation for work force growth or expansion and its calculation. Improving & developing job evaluation system in the Civil Service in Kingdom of Bahrain though adopting new approaches and trends in job evaluation. Utilizing the expertise of one of the globally specialised consultation farm in this field and allocating financial resources for this project within the projects budget.

4. SWOT Analysis for OMD

Strengths: Central approving authority in the Government on OM matters. Power of the law. Trust and support from CSB executive management. Good employee experience and skills in organization structuring and manpower assessment reviews.

5. SWOT Analysis for OMD

Weaknesses: Inadequate or unclear OM standards and procedures. Insufficient manpower resources. Large number of government organizations to be served (around 33 ministries with 38,000 employees). Non-existent government-wide manpower planning.

6. SWOT Analysis for OMD

Opportunities: Government directive to achieve a lean and effective government. CSB strategy to delegate some OMD services to government organizations. Government support in the use of external consulting companies by OMD and by Government organizations. Major upgrade/expansion of public services by Government organizations.

7. SWOT Analysis for OMD

Threats: Poor CSB perception among government organizations. Moving outside the CSB umbrella by some government organizations by becoming Boards or Authorities. Priority among Government organizations to aim for better grades and pay for its employees rather than for genuine improvement in organization structure and services. No say in the review of establishment of ministries, boards, and authorities; authority is limited to the review of the establishment of directorates only. Attractive job offers to OMD employees by other government organizations and private establishments

8. SWOT Analysis for CCD

Strengths: Different Pay Systems Based on duties, responsibilities and qualification. Distribution jobs into Classification category Each should have a job description

9. SWOT Analysis for CCD

Weaknesses: Multiple Classification standards. Multiple Salary Tables. The current job descriptions are not within the required standards. Long operation For Job Classification.

10. SWOT Analysis for CCD

Opportunities: Delegating jobs to consultant companies Finding new evaluation systems Improving job descriptions

11. SWOT Analysis for CCD

Threats: The job market moves faster than the classification standards The workload of requests submitted by the government organization is increasing The government organizations are urging us to complete the studies faster than the capacity available Job classification based on incumbent, not the job

12. Many Thanks