The project's main objective is to build and maintain capacity in key public institutions and skill areas by expanding the supply of well-trained senior planners, policy analysts, managers, and technicians, and by enhancing pay and other incentives and conditions of employment for senior civil servants. The project comprises the following two components: (a) strengthening legal institutions - implementation of a long-term strategy to strengthen legal institutions and expand legal education; pre-service and in-service training for lawyers, magistrates, and other legal workers; and creation of computerized legal data bases and library collections; and (b) improving public administration and development management - establishment of a Ministry of State Administration planning unit to formulate civil service reform policies and oversee their implementation; technical assistance and training to support ongoing improvements in public sector personnel management (job grading, recruitment and promotion, career structures, training for professional growth); monitoring and coordination of an incentives scheme for senior civil servants to be financed by donors; and creation of a fund for in-service training in public administration and management.
Detalhes
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Data do documento
1992/10/29
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TIpo de documento
Relatório do Presidente
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No. do relatório
P5866
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Nº do volume
1
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Total Volume(s)
1
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País
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Região
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Data de divulgação
2012/07/10
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Disclosure Status
Disclosed
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Nome do documento
Mozambique - Capacity Building : Public Sector and Legal Institutions Development Project
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Palavras-chave
Economic and Financial Management;legal institution;senior civil servants;Public and Private Institution;national bar association;high degree of centralization;social and economic development;Legal Services;legal profession;mandatory retirement age;Civil Service Reform;conditions of employment;upper secondary education;continuing education programs;condition of effectiveness;foreign technical assistance;legal assistance;availability of textbook;student learning achievement;civil service personnel;public sector personnel;private sector performance;civil service pay;area of education;poverty alleviation program;private sector activity;private sector management;Public Administration Reform;law and regulation;public international law;lack of transportation;international economic law;human resource development;normal retirement age;costs for operation;Standard Bidding Documents;private international law;lack of incentive;female civil servant;continuing legal education;agriculture and irrigation;service delivery functions;economic policy formulation;government salary scales;situation of women;national civil service;private sector remuneration;share of professional;local training institution;public sector institution;quality and efficiency;civil service remuneration;civil service salary;lack of textbook;practice of law;decentralization of government;decentralization in government;external training program;legal information system;law and development;level of qualification;danish international development;duplication of efforts;Civil Service Employment;high level position;alternative dispute resolution;law school;practical training;long-term strategy;court system;legal materials;donor community;government post;project costing;legal workers;legal sector;legal training;university degree;donor agencies;personnel management;public pay;educational qualification;severe shortage;law clerk;international agency;civil works;school year;Management Systems;Independent Judiciary;formal schooling;library material;career structure;professional training;formal approval;legal capability;court decision;progress reviews;age cohort;legal professional;computer hardware;local capacity;academic qualification;data bank;skilled personnel;legal framework;market economy;work environment;legal reform;legal skill;
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