2nd Cambodia Development Cooperation Forum
National Capacity Development
Strategy and Public Service Amelioration
Presentation on behalf
of Development Partners
Peter Murphy, Senior
Public Sector Management Specialist, World Bank
PAR - Recent Achievements
Implementation of MBPI (We understand 10 Schemes
are under preparation 1 operational, 4 approved Business Cases)
Increased Recognition of importance of Merit,
Performance and Accountability Mindset Change
Creation of high level Reform Coordinating Committee
and Restructuring of CAR to facilitate more Strategic Management
and facilitate eventual decentralized HRM at Line Ministry and Sub
National Government level.
Stocktaking of ongoing initiatives and initial
formulation of new NPAR (Vision, Goals, Outputs)
Approval of guidelines for affirmative action in respect
of gender in relation to staff appointments, promotion and development.
PAR Many Challenges Remain
Continued re-orientation of
Organization Culture (Performance, Accountability & Merit),
de-centralization of HRM and reduction in influence of Patronage.
(Favoritism, Cronyism etc)
Strategic Demand (Political and
Rates, Competiveness, Coverage,
Integration of MBPI & PMG and Transparency
Transition Arrangements from
existing Schemes (Challenges)
Line Ministry Awareness and
Development Partner Engagement and
Harmonization. (One System)
Salary levels remain low in
absolute terms and insufficient to attract/retain professional/technical
Fiscal Space Analysis/Market
Survey to assess room for targeted/broad based salary increases and gap
that needs to be addressed.
Rightsizing are essential.
PAR Strategic Issues
Such a reform requires
strong and durable strategic leadership and endorsement from the
Senior Ministers and determined demand for results from all levels
The new NPAR needs
to clearly identify quantifiable outputs consistent with the new merit
and performance based strategic vision for PAR together with viable
actions to develop HRM, Remuneration Policy and implement Managerial,
Technical and HRM Capacity Building.
Coordination of DP
support for the Reform efforts is also of strategic importance. Core
development Partners are willing to supply coordinated, sustained and
substantive (technical and financial) support to a well articulated reform
Progress of Anti-Corruption law is
pending review of Penal Code; on this basis submission of the Law to
the NA prior to mid-2009 seems unlikely.
Particular issues have been
raised with the government regarding four aspects of the draft law: (i)
Independence of the Anti-Corruption Body; (ii) Asset Declaration
provisions; (iii) Investigative Power of the Secretary General of
the Supreme National Council Against Corruption; and (iv)
Harmonization of criminal offenses with the UNCAC and Draft Penal
Procedures and Penal Codes.
Prompt passage of the penal code
and the anti-corruption law is fundamental to establishing a clear signal
about the direction of the new government.
Legal & Judicial Reform: Issues
Progress on drafting of
fundamental laws with adoption and promulgation of three of these:
Criminal Procedure Code, Civil Code & Civil Procedure Code. The
Criminal Code is under review and is expected to be passed in 2009.
Other fundamental laws (Law
on the Statute of the Judges, Law on Court Organization and Functioning,
Law on the Amendment of the Law on the Organization and Functioning of the
Supreme Council of the Magistracy) have encountered obstacles. Renewed
attention of these important pieces of legislation is required.
Continued attention is being
given to the training of legal professionals (judges, prosecutors,
court clerks, lawyers etc). Improved capacity is required to ensure the
effective implementation of new laws and regulations when enacted.
How does Government plan to
concretize strategic direction/guidance to Senior and Operational
Managers, at both National and Sub National level, that hence forth merit
and results are the criteria against which their performance,
accountability and career prospects will be assessed?
Can Development Partners expect
during 2009, the new NPAR to identify specific and quantified outputs and
a timetable for i) more performance based Remuneration Reform and ii) for
policy implementation for HRM and Capacity Building at National and Sub
Will Government advise all DPs
that their contributions to Salary Enhancement and Capacity Building must
be within the strategic framework provided by the P&A instruments and the
How can Government accelerate
the progress towards finalization of the penal code and anticorruption
law, and can the obstacles to Legal and judicial reform be addressed?