The HR Audit Status & the Way Forward

The HR Audit oversight committee led by the Ministry of Labor & Social Affairs (MoLSA) had been crosschecking the head count report which was submitted at the end of October 2018. This showed that there were discrepancies found in the data produced by the HR firm which required further verifications.

The MoLSA officials presented some key outputs of the head count report, in addition to this, shared that an additional exercise was conducted to further screen and crosscheck by use of a biometric registration system across the government’s security sector (military and police) as well as the employees of the Banadir Regional Administration. This was to compare such data with the civil service employees already recorded in order to detect possible double payments made to any of the government employees.

This exercise was being finalized and led by the Ministry of Finance in collaboration with the Ministry of Labor and the National Civil Service Commission. Due to this exercise, the ministry would like to release a final and authenticated HR Audit head count report that can better guide both the government and the other interested stakeholders. The World Bank would then receive the way forward derived from the consolidated outcome figures in regard to the HR Audit exercise in terms of the absenteeism numbers, ‘ghost workers’ that have no justifications, the number of retired civil servants as well as the different statistical representations of the civil service in terms of percentages of; current grade, educational backgrounds and gender etc.

The minister emphasized that in the absence of a pension policy, the unwritten law in Somalia in this post-conflict era, means that it has become the norm for the offspring of the deceased to automatically be employed.

The two groups that would benefit from incentives or promotions are:

1) Senior people (lacking an exit strategy) and 2) Young dynamic graduates (lacking incentives).

This highlighted that there’s an immediate need of getting a reliable Human Resources Management Information System (HRMIS) to digitally manage the government civil service database by having different control protocols which could be used by all MDA’s.* The task team lead was pleased to hear that talks with the Ministry of Finance are ongoing on linking a HRMIS in conjunction with the current financial management system.

*Ministries Departments and Agencies