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Congo, Democratic Republic of - Public Service Reform and Rejuvenation Project (Inglês)

The development objective of the Public Service Reform and Rejuvenation Project for Congo, Democratic Republic of is to improve the human resource management capacity of selected ministries and rejuvenate their workforce. The project has two components. The first component is supporting the implementation of the public service reform program. This component aims to support the public administration reform program in terms of coordination, implementation, and monitoring progress and impact of key aspects of the reform. It has following six sub-components: (i) strengthening capacity to plan, coordinate, and build consensus on the implementation of the government's public administration reform program; (ii) supporting the restructuring of the organization and functions of targeted ministries and institutions; (iii) building capacity for human resource (HR) data management and control; (iv) building capacity to establish an HR management system; (v) supporting a pilot "young professionals program" to rejuvenate the civil service; and (vi) implementation support and impact evaluation. The second component is supporting the retirement process. This component is aimed at supporting the government's efforts through: (a) the preparation and management of the biometric identification process; (b) the payment of benefits for eligible staff of targeted ministries and agencies through an external and independent agency; and (c) the establishment of a civil service pension fund. It has following three sub-components: (i) payment of retirement benefits; (ii) establishing a grievance and dispute resolution mechanism; and (iii) technical assistance to establish a public service pension fund.


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    Congo, República Democrática do

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  • Nome do documento

    Congo, Democratic Republic of - Public Service Reform and Rejuvenation Project

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    public service reform and rejuvenation;Bureau Central de Coordination;Administrative and Civil Service Reform;civil service pension fund;retirement benefit;average for sub-saharan africa;Risks and Mitigation Measures;governance and public sector;Human Resource Management System;public financial management reform;public sector management reform;Management of Public Finance;millennium development goal;young professional;Management of Natural Resources;Public Administration Reform;years of service;independent agency;dispute resolution mechanism;public sector reform;mandatory retirement age;quality of governance;Young Professionals Program;payroll system;allocation of fund;court of audit;legal advisory service;exchange rate;public service delivery;process of reform;flexibility and adaptability;career civil servant;lack of integration;public pay scale;Public Finance Management;ad hoc committees;public service management;Financial Management System;lack of resource;local public service;quality of public;management of finances;amendment of legislation;safeguard policy;Safeguard Policies;Exchange Rates;provincial capital city;global economic crisis;sense of pride;government training center;biometric identification;pension payment;Wage Bill;legal framework;retirement program;orientation training;result indicator;reform process;organizational structure;young graduate;retirement system;pension benefit;career prospect;General Administration;functional reviews;public perception;trade union;wage system;pension system;broad consensus;data management;communication strategy;institutional context;discretionary interventions;budgetary implication;career management;female graduate;monitoring mechanism;fiscal implication;treatment process;career development;recruitment procedures;integrated system;stateowned enterprises;independent audit;unemployment rate;arable land;water resource;hydropower potential;poverty indicator;mineral deposit;political stability;severance payment;payment process;potential conflicts;legal advice;applicable legislation;legal text;budget support;correct application;national budget;retirement plan;defined benefit;legal age;social impact;legal support;security system;management leadership;ministerial order;indirect impact;productive sector;political leadership;raise awareness;strategic objective;clear rules;organizational audit;internal rule;national school;personnel movement;data verification;ghost worker;voluntary basis;administrative decentralization;political appointee;development partner;reform strategy;Political Economy;firm commitment;payroll management;government effectiveness;Fiscal Sustainability;skilled manpower;good governance;good performance;work motivation;coherent policy;public expenditure;high concentration;road map;aid effectiveness;Business Climate;fiscal term;management structure;government priority;fragile environment;Learning and Innovation Credit;Macroeconomic Policy;formal employment;performance assessment;young people;state authority;political instability;Armed Conflict;comparative advantage;agricultural potential;political relation;strategic location;annex annex;government effort;creating job;performance issues;equitable development;results framework;prior review;franc congolais;reform implementation;revenue agency;Fragile Situations;core functions;effective performance;restructuring plan;baseline cost;preparatory work;government strategy;indirect beneficiary;technical expertise;transparent mechanism;monitoring progress;



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