Competency and Human Resource Management Executive Office

  Competence and Human resource Administration

  1. Competence and Human resource Administration
  2. Executive Office Objective:-In an institution with more than 400 employees, the executive office leads the competency and human resource administration work, making guidelines to be reviewed and establishing a system, ensuring that competency are carried out, ensuring that a modern human resource information management system is implemented to ensure that there is a qualified and quality human resource that can achieve the mission and purpose of the ministry.
  3. Vision: To see healthy, productive and prosperous Ethiopians
  4. Mission- To promote the health and well-being of the society through providing and regulating a comprehensive package of health services of the highest possible quality in an equitable manner    
  5. Executive office role and responsibility 
  1. Planning, directing, and coordinating the work of the unit.

• Plans, organizes, directs, monitors, supports, decides, supervises, evaluates performance, identifies gaps, and closes the department's activities.

• Develops an annual plan derived from the sector's strategic plan, monitors and evaluates performance.

• According to the delegation of authority given by the superiors of the institution, he makes decisions on human resource management and competence issues or monitors the implementation of the decisions given.

• Presents reports on the department's current performance to relevant parties.

• Monitors the applicability of government personnel proclamations, regulations, directives, circulars and relevant laws.

  1. To revise various human resources management guidelines and to confirm their implementation by evaluating research results.

• He will revise various guidelines regarding human resource management in the institution and study new researches, evaluate research results.

• Conducts job analysis for job positions in the institution and prepares job specifications.

• Conducts standardized human resources work environment safety and health protection studies and evaluates the studies.

• Researches the benefits and incentives system and evaluates the results.

• Considering the existing development of the institution, it will study the structural improvement and work level assessment works, and will present the results for decision.

• Studies and approves education and training manuals and regulations, and monitors their implementation.

• Develops and implements effective operating systems; It also monitors its implementation.

• Provides ideas that can be used for consultation and input on the formation of police and strategy issues of the institution.

• Ensuring that qualified human resource fulfillment and human resource deployment activities are implemented. 

  1. Ensuring that human resource efficiency activities are carried out;

• Ensures that the principles and practices of competency assessment and certification are implemented in accordance with the government employee competency assessment and certification regulations.

• Based on the implementation of the recruitment and selection plan, it ensures that those who have met the minimum required skills for the position are ready for the next qualification evaluation process.

• About the purpose of the office; function It ensures that the basic and technical skills required by the vacant position, as well as the appropriateness of the assessment and other related issues are posted on the institution's website and notice board and made known.

• Ensures that a copy of the job advertisement and other necessary information is sent to the assessment center for the positions to be evaluated.

• Ensures that the professionals recruited for education and training are recruited according to the standards.

• Conduct a skills and attitude gap survey (TNA) and provide training, design training programs to help address the problem of skilled human resources faced by the employer.

• In order to provide internal and external capacity training supported by planning and research, it implements it by finding a budget source for training.

• Conducts a study of behavioral changes obtained through training, and evaluates the results of the study.

• Ensures that the institution's education and training policy is up-to-date by aligning it with the country's education and training policy.

• Ensures that implementation guidelines are prepared so that short and long-term education and training can be used properly, coordinates the preparation of seminars, workshops and symposiums to promote the regularly issued guidelines and studies.

• By compiling and adapting good practices, the work unit will be guided by new practices, and a working system will be established.

  1. Ensuring that a modern human resource information management system is implemented and that a procedural system is in place to resolve disciplinary and grievance issues;

• A human resource information management system supported by technology and professionally trained human resources ensures its functionality.

• Organizes, compiles, and analyzes the current statistical information of the institution's human resources and monitors it to be used for the required task.

• Ensures that various personnel services provided by human resources (work experience, discharge, insurance, retirement, cooperation, etc.) are carried out according to an efficient process supported by technology.

• Coordinates the updating of the records system with modern technology for the records and archives service.

• Ensures the relevance of submitted education and work experience evidence through a technology-supported process.

• Makes employees aware of disciplinary and grievance procedures, and coordinates clear operational systems where they can access services that uphold their rights when they feel complaints about decisions.

• Coordinates the establishment and completion of the Institution's Disciplinary and Grievance Investigation Committee.

• Ensures that disciplinary action is initiated against an employee who commits disciplinary action.

• Provides the necessary information for lawsuits submitted to the Civil Service Administration Court; Tracks appeals; Monitors the implementation of their decisions and performance.

  1. The performance evaluation system of employees is properly carried out and the creation of a comfortable and suitable working environment;

• Ensures there is a plan down to staff based on a measurable work unit plan.

• Ensures that the performance evaluation results of the institution's employees are evaluated according to the plan.

• Analyzes the institution's assessment results, analyzes the institution's staff assessment results according to the Civil Service guidelines (Normal Distribution Curve) and submits it to the relevant body for decision.

• Establishes a system for encouraging model employees, provides capacity building training to those who have low results; It executes subsequent operations based on the results.

• Weighs the results of the work department's employees (groups) and provides feedback when encountering strengths and weaknesses; Follows up. If there is a complaint between the staff in the directorate about the result between the balance and the balance, it will lead to communication.

• Establishes and implements a system of benefits and incentives that can retain and motivate employees.

• Coordinates the fulfillment of occupational safety and accident prevention resources for employees, and monitors their fulfillment.

• Employees' work clothes and injury prevention equipment are studied according to their work characteristics and used at work.

• Provides compensation for work-related injuries.

• Ensures a comfortable and attractive working environment for the employees of the institution.

• Standardized human resource work environment safety and health protection.