Induction Report 2014

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1 | CSCU Induction Report 2014 TRAINING REPORT INDUCTION TRAINING FOR NEWLY RECRUITED PUBLIC OFFICERS HELD AT THE NATIONAL LEADERSHIP INSTITUTE-KYANKWANZI FROM 15-28 JUNE 2014 CIVIL SERVICE COLLEGE UGANDA MINISTRY OF PUBLIC SERVICE P.O BOX 7003, KAMPALA JUNE, 2014

Transcript of Induction Report 2014

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TRAINING REPORT

INDUCTION TRAINING FOR NEWLY RECRUITED PUBLIC OFFICERS HELD

AT THE NATIONAL LEADERSHIP INSTITUTE-KYANKWANZI FROM

15-28 JUNE 2014

CIVIL SERVICE COLLEGE UGANDA

MINISTRY OF PUBLIC SERVICE

P.O BOX 7003, KAMPALA

JUNE, 2014

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TABLE OF CONTENTS

ACRONYMS AND ABBREVIATIONS ........................................................................................... 4

EXECUTIVE SUMMARY ................................................................................................................ 7

1.0 INTRODUCTION ........................................................................................................... 10

1.1 Background ............................................................................................................... 10

1.2 Learning Objectives .................................................................................................. 11

1.3 Participants ................................................................................................................ 11

1.4 Training Curriculum review ...................................................................................... 12

1.5 Venue ........................................................................................................................ 12

1.6 Financial Arrangements ........................................................................................... 12

2.0 DELIVERY OF THE INDUCTION PROGRAMME ...................................................... 13

2.1 Approach and Methodology ...................................................................................... 13

2.2 The Training Team................................................................................................... 14

2.3 Setting climate for effective Learning ....................................................................... 15

2.4 Official Opening of the training ................................................................................ 15

2.5 Proceedings of the training ...................................................................................... 16

2.5.1 Organisation of the learning process .................................................................................... 16

2.5.2 The Training Sessions ........................................................................................................... 16

2.6 Take Home Group Work ........................................................................................... 17

2.7 Official closing ceremony and award of certificates ................................................. 17

3.0 EVALUATION OF THE TRAINING.............................................................................. 19

3.1 Daily Evaluation by Participants ............................................................................... 19

3.1.1 Satisfaction with the training .................................................................................... 19

3.1.2 Most beneficial sessions/topics ................................................................................. 20

3.1.3 How the knowledge and /or skills gained from this training will be ........................ 24

3.1.4 Emerging topics for immediate training support ...................................................... 25

3.1.5 Recommended changes for future induction ............................................................. 25

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3.1.6 The Final word from participants .............................................................................. 26

3.2 Evaluation of the Induction Programme by CSCU Facilitators ................................ 26

ANNEXES ....................................................................................................................................... 28

Annex 1: List of participants .................................................................................................... 28

Annex 2: Analysis of attendance by MDAs and gender ........................................................... 35

Annex 3: Training Programme ................................................................................................. 36

Annex 4: Opening Address at the opening ceromony by Mr. John Mitala, Head of Public

Service and Secretary to Cabinet ............................................................................... 40

Annex 5: Pre-training Assignment ............................................................................................ 50

Annex 6: Participants’ Expectations .......................................................................................... 52

Annex 8: Closing Remaks at the closing ceremony on 27th

June 2014 by Mr. Duncan Bigirwa,

Secretary Public Service Commission ....................................................................... 56

Annex 9: Training Evaluation Form ........................................................................................... 61

Annex 10: Training Evaluation Summary ................................................................................... 63

Annex 11: Pre and Post Training test questions and answers ..................................................... 64

Annex 12: Programme for 2014 Induction training closing ceremony ........................................ 70

List of Tables

Table 2.1: The training content ................................................... Error! Bookmark not defined.

Table 3.1: Most beneficial sessions/topics .................................................................................. 20

List of Figures

Figure 3.1: Levels of satisfaction for each session on a scale of 1-5.......................................19

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ACRONYMS AND ABBREVIATIONS

AC -Assistant Commissioner

AIDS -Acquired Immune Deficiency Syndrome

C -Commissioner

CDO -Community Development Officer

CSCU -Civil Service College Uganda

D -Director

DEI - Directorate of Ethics and Integrity

ICT -Information and Communications Technology

IGG -Inspector General of Government

ILA -International Labour Affairs

IT -Information Technology

HIV -Human Immunodeficiency Virus

HRD -Human Resource Development

HRM -Human Resources Management

MAAIF -Ministry of Agriculture, Animal Industry and Fisheries

MDAs -Ministries, Departments and Agencies

MoEMD -Ministry of Energy and Mineral Development

MoES -Ministry of Education and Sports

MoFA -Ministry of Foreign Affairs

MoD -Ministry of Defence

MoFPED -Ministry of Finance, Planning and Economic Development

MoGLSD -Ministry of Gender, Labour and Social Development

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MoIA -Ministry of Internal Affairs

MoJCA -Ministry of Justice and Constitutional Affairs

MoPS -Ministry of Public Service

MoTIC -Ministry of Trade, Industry and Cooperatives

MoWT -Ministry of Works and Transport

NAFIRRI -National Fisheries Resources Research Institute

NALI -National Leadership Institute

NARO -National Agricultural Research Organisation

OP -Office of the President

OPM -Office of the Prime Minister

PAS -Principle Assistant Secretary

PCO -Principle Communications Officer

PM -Programme Manager

PO -Personnel Officer

PPO -Principle Personnel Officer

PRO -Principle Records Officer

PS -Permanent Secretary

PSC -Public Service Commission

PSFU -Private Sector Foundation Uganda

ROM -Results Oriented Management

SMT -Senior Management Team

SPO -Senior Personnel Officer

SSSO -Senior Selection Systems Officer

TNA -Training Needs Assessment

TOR -Terms of Reference

TOT -Training of Trainers

UCI -Uganda Cancer Institute

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US -Under Secretary

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EXECUTIVE SUMMARY

The third joint induction for new public Officers in MDAs was conducted by Ministry of

Public Service through Civil Service College Uganda from 15-28 June 2014. It was attended

by 143 participants from 14 MDAs, 64% of whom were males and 36% female. The main

objective of the training was to initiate the new officers into a professional public service

cadre with common values, ethos, doctrine and commitment to excellence in delivery of

government programmes.

On completion of the training, participants were expected to;

a) Appreciate the structure, core functions and programmes of government, and

legislations that govern its operations;

b) Acquire the requisite Public Service ethos for efficient service delivery;

c) Aspire to promote the common good, unity, national integration and character

building through embodiment of a patriotic spirit;

d) Be inspired to work for socioeconomic transformation of the country;

e) Be motivated to enhance a culture of ethical and compliant behaviour;

f) Acquire leadership and management skills for enhanced performance;

g) Appreciate and implement Uganda Public Service performance management process;

h) Acquire basic skills in Management of Public Finance.

The training curriculum comprised of eight Modules as indicated below;

a) Overview of Uganda Government set up

b) The Public Service

c) Patriotism

d) Transformation of the Ugandan Society

e) Leadership and Management

f) Performance Management

g) Cross cutting issues

h) Government Budget Process and Management

The training opening ceremony was presided over by Mr. John Mitala, Head of Public

Service and Secretary to Cabinet. He counselled the new officers to excel at their work and

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avoid any unethical behaviour. He asked them to leave a mark and make the Public Service

an admirable institution.

The training was delivered by a Team of practitioners from Civil Service College Uganda,

Ministry of Public Service, Ministry of Local Government, Local Governments, Ministry of

Gender, Labour and Social Development, NEMA, Ministry of Finance, Planning and

Economic Development, NPA, NALI, UPDF, Office of the President, PPDA, Public Service

Commission and one retired public officer from the private sector.

The training largely relied on lecturettes aided by power point presentations. The delivery

method was largely interactive which allowed sharing of learning experiences between the

participants and trainers. There were also role plays as well as group assignments.

Delivery of training was done every day from 08:00 am to 05: 00 pm with health breaks and

energisers. Participants used a Learning Journal to keep a daily record of key learning points.

From 05:30 pm to 06:30 pm, participants engaged in drills which resumed the following day

from 05:30 am to 07:00 am. Training sessions started with a recap of the previous day with

reflections of key learning points.

The induction was highly evaluated as successful by both the participants and the

organisers. Participants rated the training at 4.2 on a scale of 1-5 wher 5 is excellent and 1

un satisfactory. They stated that the training was relevant to the work they do in their

institutions and therefore highly beneficial. The most critical issues raised was (i) need for

more time for delivery of the induction training and (ii) need to train their supervisors.

CSCU facilitators’ evaluation of participants, through observation and interaction, indicate

that the majority of the participants gained more knowledge on the Uganda Public Service

and their role as public officers in service delivery. Many participants expressed their

commitment to act as change agents and be efficient and ethical public officers. The CSCU

team believes that the Induction training supported the creation of common ethos and

shared values among the newly recruited public officers. The training programme was also

perfectly delivered with all the trainers delivering their sessions as planned.

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The closing ceremony was presided over by Mr. Duncan Bigirwa, Secretary Public Service

Commission. He challenged participants to use the knowledge, skills and attitudes acquired

to continuously search for the best practices and strategies that will enable the Uganda

Public Service become a model in the region and the African Continent. He urged them to

become leaders that model the way, inspire a shared vision, challenge the process, enable

others to act and encourage the heart. He presided over a certificate awarding ceremony to

participants where all the 143 participants were awarded.

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1.0 INTRODUCTION

1.1 Background

The Uganda Public Service Training Policy provides that “All Government Officials must be

inducted into their new jobs in order to orientate them to the culture of the Public Service as

well as the challenges of their new jobs/responsibilities“. Induction is an opportunity to

introduce the young leaders to the new service culture that puts the needs of clients first. It is

also an opportunity to create commom ethos and shared values and start building an efficient

and ethical Public Service.

The third joint induction for new Public Officers in Ministries, Departments and Agencies

(MDAs) was held from 15-28 June 2014 at National Leadership Institute (NALI),

Kyankwanzi. The programme was organized and conducted by the Ministry of Public Service

through Civil Service College Uganda (CSCU). One hundred forty three new officers from

14 MDAs attended the training. The new public officers were introduced to the core

functions, principles, values, culture and common ethos of Public Service as well as valuable

leadership skills to use in their career in the Public Service.

A cross section of participants that attended the Induction Programme

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1.2 Learning Objectives

Overall objective

To initiate new officers into a professional public service cadre with common values, ethos,

doctrine and commitment to excellence in delivery of government programmes.

Specific Objectives

On completion of the course, the new Public Officers will be able to;

i) Appreciate the structure, core functions and programmes of government, and

legislations that govern its operations;

j) Acquire the requisite Public Service ethos for efficient service delivery;

k) Aspire to promote the common good, unity, national integration and character

building through embodiment of a patriotic spirit;

l) Be inspired to work for socioeconomic transformation of the country;

m) Motivated to enhance a culture of ethical and compliant behaviour;

n) Acquire leadership and management skills for enhanced performance of the Public

Service;

o) Appreciate and implement Uganda Public Service performance management process;

p) Acquire basic skills in Management of Public Finance.

1.3 Participants

One hundred forty three (143) new public officers from 14 MDAs attended the training.

Ministry of Agriculture, Animal Industry and Fisheries (MAAIF) contributed the largest

number (33 participants), followed by Judiciary (28), Ministry of Works and Transport (26).

In terms of gender, 64% were male while 36% were female. The distribution of male and

female differed from MDA to MDA. Judiciary, Ministry of Public Service and Directorate of

Ethics and Integrity had a balanced gender composition of 50% male to 50% female. There

were also some MDAs that presented more females than males. Notable among these is

Ministry of Defence where all the 8 participants were female. However, majority of MDAs

provided more males than females. The list of participants disaggregated by gender and

institution is provided in Annex 2.

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1.4 Training Curriculum review

The ELD training comprised of eight Modules that comprised of 38 sessions as indicated in

table 3.1 section 3.5.1. The curriculum was reviewed resulting into reduction of the sessions

from 52 of the previous training to 38. This was done by merging related training sessions

and providing other sessions as reading materials. The main purpose of the review was to

provide adequate time for discussion and internalisation of issues.

1.5 Venue

The National Leadership Institute (NALI) - Kyankwanzi was used as the venue for the

training because of two main reasons

a) it is able to accommodate large numbers of participants

b) it is cost effective compared to hotels.

1.6 Financial Arrangements

The ELD training was financed on a cost sharing arrangement. The MDAs contributed UGX

726,000/= per participant which covered part of the cost of running the course. The Ministry

of Public Service contributed towards curriculum review and delivery.

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2.0 DELIVERY OF THE INDUCTION PROGRAMME

2.1 Approach and Methodology

The CSCU adopted a participatory approach to training using a combination of methods. The

methods used include:

a) Pre-induction assignment. The participants were given 3 pre-induction questions for

research. This was intended to stimulate their thinking. A list of reading materials was

also sent to them at the time of invitation to help them read ahead of time. The pre-

induction assignment and reading list are presented in Annex 5.

b) Pre-Training Test. On the day of arrival, participants did a pre-training test with

questions picked from ELD training curriculum. The test was done by 138

participants who reported on the first day. The test helped organisers to know how

much the participants knew before the training. Each trainer was briefed on the kind

of answers participants gave on the questions related to trainer’s topic which helped

us to focus our training. Participants also became more attentive during the training in

order to answer the questions they saw in the test

c) Lecturettes. Interactive lecturettes were the most commonly used training method.

The facilitators used power point presentations to deliver the sessions. The lecturettes

generated a lot of thought provoking questions and brainstorming which helped in

sharing learning experiences between the participants and the trainers.

d) Question and answer. Participants asked questions during and after presentations and

all questions were answered.

e) Practical excercises. Participants participated in practical exercises. Notable among

the exercises was prepararation of performance plans and Computation of retirement

benefits.

f) Role plays. Participants participated in role plays where they acted out work

scenarios. The rest of the participants and the trainers watched the plays and critiqued

the play situations. Corrections were made immediately by more rehearsals.

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An illustration of a role play during the training

g) Take home assignmements. Two take home assignments were given to groups which

were done. Report backs were done in plenary sessions. The first assignment was

done in groups composed of a mix of people from various MDAs. The second

assignment was done in groups composed of people from each MDA. Each MDA was

asked to discuss their role in achieving vision 2040.

Participatory Learning: One of the discussion groups conducting a session

2.2 The Training Team

The Training Team comprised of experienced practitioners drawn from the Uganda Public

Service and one retired Public Officer. The Team was purposively selected from CSCU

training faculty based on demonstrated hands on experience on the topics.

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2.3 Setting climate for effective Learning

Participants were taken through the learning objectives and the programme for the two

weeks, placing emphasis on the training content and other extra curricula activities that had

been lined up in the programme. The participants were requested to point out their

expectations. A summary of participants’expectations is presented as Annex 6. For

effective participation and management of the Induction, participants proposed and agreed to

be guided by the following Ground Rules:

Respect one another

Respect each other’s views and opinion

Phones should be put in silent mode

Punctuality of participants in all scheduled course activities

Time management in delivery of each session

Participants’ contribution to discussions should be by show of hand and through the

chairperson/moderator

No obstructive movements during the session

No private conversation/discussion during the session

2.4 Official Opening of the training

The Official Opening of the 3rd

joint ELD was presided over by Mr. John Mitala, Head of

Public Service and Secretary to Cabinet. Before his speech, participantst of hour by MDA.

This was followed by remarks from Director of NALI and Ag. Permanent Secretary Ministry

of Public Service.

The Head of Public Service and Secretary to Cabinet. Mr. Mitala congratulated participants

upon joining the Public Service which is not easy due to stiff competition. He advised them

to work deligently and leave a mark that they will be remembered for. He highlighted on the

requirements for making a successful career in Public Service and wished them well in their

Public Service career. He thereafter declared the training opened. A copy of his opening

address is attached as Annex 8

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2.5 Proceedings of the training

2.5.1 Organisation of the learning process

All participants were issued with a Learning Journal on reporting. The booklet contained

the Programme, learning diary, action planning sheet and evaluation form. Participants used

the learning diary to keep record of key learning points from each session. At the beginning

of each day, they were given 10 minutes to reflect on the key learnings for the previous day

and discuss them as a class.

A typical day started at 05:30 and ended at 22:00. Morning run and drills were the first

activity each morning from 05:30 to 07:00. Training would start from 08:00 through to 17:00

and beyond on a few occasions, with 3 health breaks. Faciliators followed the training

programme and delivered the traiing. Energisers were used throughout the training to

facilitate learning. Sports and drills followed from 05:30 pm to 06:30 pm.

2.5.2 The Training Sessions

The training materials which were used are attached. An assessment by participants of the

delivery of these sessions is presented in the Section 4.0 on Evaluation of Training.

Table 2.1: The training content

SN Module and Session

Module 1: Overview of Uganda Government set up

1 Overview of Uganda Government

2 Overview of Uganda's Foreign Policy

3 The Local Government System in Uganda

Module 2: The Public Service

4 Public Service values and ethical Code of Conduct for Public Officers

5 Protocol and Etiquette for Public Officers

6 Terms and Conditions of Service

7 Discipline and Disciplinary Measures in the Public Service

8 Career Planning

9 Pre retirement planning

Module 3: Patriotism

10 Patriotism: meaning and value to leaders

11 Introduction to political economy

12 History of Uganda (pre-colonial, colonial and post colonial history of Uganda)

13 Ways of Thinking and Decision Making

14 Uganda’s Geography

15 Geo-politics and the Vital and Core National Interests

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SN Module and Session

16 Transformative discipline and methods of work

17 Field exercise

18 Basic Kiswahili

Module 4: Transformation of Ugandan society

19 National Visioning and Planning Framework

20 Policy making process and Management in the Public Sector

21 Monitoring and Evaluation of Government programmes

22 The role of innovation in Public Service transformation

23 Personal icome enhancement

Module 5: Leadership and Management

24 Leadership and Management for transformation

25 Communication in the Public Service

26 Records Management in the Public Service

27 Occupational Safety and Health

28 Customer Care in the Public Service and Public Relations

29 Employee relations

30 Conflict and conflict management

Module 6: Cross-cutting issues

31 Mainstreaming Diversity in a work place

32 Mainstreaming Environmental & Natural Resources Issues

33 Management of HIV/AIDS

Module 7: Performance Management in the Public Service

34 Performance Management

35 Enhancing Personal effectiveness for results

Module 8: Management of Public Finances

36 Budgeting and Financial Planning

37 Financial Accountability in the Public Service

38 Public Procurement and Disposal of Public Assets

2.6 Take Home Group Work

The participants were given two take home assignments organised in groups. The first

assignment was organised in platoons. The second take home assignment was organised

according to Ministries and Departments.

2.7 Official closing ceremony and award of certificates

The closing ceremony was presided over by Mr. Dunca Bigirwa, Secretary Public Service

Commision. He asked the new public officers to use the knowledge, skills and attitudes

acquired during the trainng to make the service better. He awarded Certificaes to the 143 new

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officers and declared the training closed at 02:00pm on 27.06.2014. A copy of his Closing

remarks is appended as Annex 10.

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3.0 EVALUATION OF THE TRAINING

3.1 Daily Evaluation by Participants

3.1.1 Satisfaction with the training

Participants evaluated each session of the training on soon after it was delivered. A specimen

evaluation form is presented as Annex 10. They evaluated knowledge transfer, relevancy of

the topic, the trainer/presenter and training materials on a scale of 1-5 where; 1= Un

satisfactory, 2= Marginal, 3= Good, 4= Very Good, and 5= Excellent. Results indicate that

the overall level of satisfaction of the training was 4.2 which is between very good and

excellent. Figure 3.1 shows the overall level of satisfaction in each session

Figure 3.1: Levels of satisfaction for each session on a scale of 1-5

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The participants liked the field exercise more than any other session. Other most liked

sessions were employee relations, customer care and public relations, occupational safety and

health and communication in the public service.

In terms of rating the four elements listed earlier, participants liked most the relevancy of the

topics (4.33), knowledge transfer (4.22), the trainers/presenters (4.2) and training materials

(4.0). Participants rated training materials least because they

3.1.2 Most beneficial sessions/topics

Participants were asked to list three sessions of the training that were most valuable or beneficial to

them with reasons. Close to ninety percent (89.5%) of the topics in the curriculum were mentioned in

the responses. The most useful sessions were identified to be Performance Management, Customer

Care and Public Relations, Code of Conduct for Public Officers, Financial Accountability, Career

Planning, Pre Retirement Planning, Protocol and Etiquette for Public Officers and Communication in

Public Service. All the topics which were identified are indicated in the table below.

Table 3.1: Most beneficial sessions/topics

SN Most valuable

session (topic)

Reason

1 Discipline and

disciplinary

measures in the

public service

I understood how to behave as a civil servant

2 Performance

management It has helped me to plan better

Important for the image of public service

It is under my unit

Improve my output and effectiveness of work.

This will help me improve on my performance and growth.

Enhanced my understanding of result oriented management.

Determines my performance in relation to the objectives ,

outputs and targets of my job.

I will excel at my job

3 Pre retirement

planning It opened my mind that Ihave to start planning for exit now

Related to my job

I learnt a lot about planning my exit out of public service.

Public officers need to plan early for their retirement.

Helps plan for the future.

Gave insigt to the future and made me change my life style.

Very important because I plan to work in public service for a

long time.

It spelled out my retirement benefits.

Taught me to calculate pension.

4 Protocol and

etiquette for public

officers

This is part of our daily routine.

Has helped me to have a proper way of following right

procedures of addressing people.

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SN Most valuable

session (topic)

Reason

Helped me to know how I should carry myself.

It helped me to know how to exercise good morals and

conduct of conduct.

Learnt how to organize a public ceremony.

5 Communication in

the public sector This is a key area where public servants fail in

communication

Relevant and well explained

I handle a lot of communication.

Improved on my communication skills

Will communicate better than before.

General principle and rules in communication

It has taught me how to write a letter to different officers

I didn’t know how it is done

6 Conflict and

conflict

management in

public service

There is a lot of tension between supervisors and

subordinates.

Assisted me to avoid conflicts at my work place

Already seeing my senior officers pushing heads with each

other.

7 Patriotism (value to

leadership) Improved patriotism and leadership skills

Willingness to sacrifice to promote the country’s good.

Will always love and protect my country.

Learnt how to fight for my country and promote national

programs.

It is my duty as a civil servant

8 Financial

accountability Ensures proper records and accountability.

It’s applied in my job assignment.

One of my core duties.

It enables me to carry out accountability.

New topics

9 Customer care and

Public Relations Efficiency and effectiveness in service delivery

Well discussed

All public servants must have good customer care.

Daily interaction with client.

It handles the best way in life.

I learnt how to influence people and Make friends.

Learnt public relations magic actions like smile, thank you.

Helps in handling the general public at the workplace.

10 Ways of thinking

and decision

making

It oriented my thoughts and the laws governing my thought

process.

It helps me to be upright in my ways.

It changed all the bad ways of thinking I had.

11. Introduction to

political economy It focused my thoughts on understanding of man and the

management of society effectively and efficiently

12. Career planning It highlighted the major aspects of mapping carrier during the

work life session.

This will steer my thoughts on various careers to choose from

for God and my country.

It will help me plan for my education .

Appreciate the service and my future in it

It is not taught anywhere

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SN Most valuable

session (topic)

Reason

13 Public Procurement

and disposal of

public assets

Well articulated

Procurement is every body’s business

I have to understand the procurement law

14 Personal income

enhancement Regular salary insufficient for un ending needs

Help in improving my income

Realized good lines of investment.

It supports savings and improve on expenditure skills

15. Field exercise Improved my physical fitness and health.

For a health stay.

Diversified my understanding of the gun.

Self defense

Enhance fitness.

Learnt how to fire a gun.

16. Public service code

of conduct I am a public servant.

Because it helped us to understand ethical issues that are in

life.

Public servant must be financially credible.

Helped to modify myself in a way that will promote good

image for the public.

Helps to portray the right message about myself and the

government.

Cleary spells out how a public servant should behave.

Promotes and provides guidance of behavior in public

service.

17 Overview of

Uganda

government

Clearly explained functions of each arm of the government.

It helped us to understand government and Uganda as whole.

It has helped me to understand my position in Government.

18 Enhancing personal

effectiveness for

results

It has given me tips perform better.

I will live a healthy life for better perfomance.

Can effectively manage my time well.

Will help improve my productivity.

19. Political education. Has given me ideological direction.

Helped me appreciate some strategic decisions of

government.

20 Leadership and

management Because we were able to gain and attain leadership skills.

It perfects me on my daily work.

I understood different styles of leadership

21 Employee relations. Helped to realize the importance of employer employee

relations.

It was practical

22 Uganda’s Foreign

Policy Understood Uganda’s Foreign Policy objectives

Diplomacy critical

23 Uganda geography Very important information about our country

Helped me realize how Uganda is rich

Understand various regions in Uganda

Realized that Uganda is rich but poor

Know the boundaries of Uganda

24 Occupational safety

and health Taught us the rights of workers

It relates directly to me because if not handled it would lead

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SN Most valuable

session (topic)

Reason

to death

25 Globalization Exposed me to reasoning of countries interests and

responsibilities

Hilighted key issues on globalization in relation to Uganda

Some countries are able to integrate into global economy

26 Terms and

conditions of

service

Helped me to know some processes of the service

Because it guides my service

It helps in knowing the terms and conditions at work place

27 Policy making

processes My field of supervision

As a future policy maker I have to know the stages

It is directly related to my work

28 Management of

HIV/AIDS Learnt how to protect myself

How to handle colleagues who are infected

29 National vision and

planning trade

work

It gave me the chance to see clearly the essence of programs

I learnt about the key issues in the NDP II

30 Kiswahili Learnt Swahili version of Ugandan and east African anthems

I didn’t know swahili

31 Records

management in

public service

My profession

For accessibility purpose

Very informative

32 The role of

innovation in

public service

It leads to development

Finding scientific ideas to enhance transformation

We work in a challenging environment. Innovation is

inevitable for success

33 Budgeting and

financial planning Understood budget process and timelines

Understand the budgeting process

We originate budgets for our divisions, units and departments

34 Monitoring and

evaluation New topics

Evaluating impact of what we do is critical.

24 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

3.1.3 How the knowledge and /or skills gained from this training will be

Participants expressed happiness about the training and pledged that they will use the knowledge and

skills gained in their work. Some of the areas where the knowledge and skills will be used by the

participants are stated below:

I will discuss the lessons with my boss and my subordinates to transform

our ethics.

I will improve on the time management and being more careful when

executing public services.

It will enhance my ability to perceive the world differently from what I

have been

All my work will be geared towards realizing the vision 2040.

Transform the public service through proper service delivery

Apply the knowledge in my day today life and to defend my country and

its interests

I will use performance management to improve my work.

I will strive to be a good leader by enhancing my leadership skills.

Will use this knowledge to sensitize my fellow workmates about the good

of being patriotic .

I will effectively communicate to stakeholders.

Encourage all Ugandans to know the Uganda and East African anthems

Has built confidence in me.

Personal financial management will improve.

Good customer service to citezens will be a priority for me.

Avoiding conflicts and managing conflicts at my workplace.

I will properly account for the resources given to me.

I will help others to calculate pension.

Respecting my job

25 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

3.1.4 Emerging topics for immediate training support

Paricipants pointed out the following areas for immediate training

Public service value

Stress management

Public speaking

Project planning and management

Mainstreaming diversity in a work place

Computerized systems in automobiles

Risk analysis in inspection.

Cabinet memo development in that policy making .

More on Plan for saving and investment for personal income enhancement

Report writing

Administrative law

In addition to the participants’ training needs, they stated that while the training was excellent and

would improve their performance, they believe that training of their seniors is of paramount

importance if they are to successfuly apply their learning. They, therefore, proposed training of their

supervisors so as to be at the same level.

3.1.5 Recommended changes for future induction

Increase in the topics and duration to widen the scope

Understanding government information system and how different MDA can benefit on using

them rather them working in isolating identity card system land system ipps, ifms etc

Induction should be done soon after recruitment

The training should run for one month to give enough time to the participants and trainers.

Wish that public service follows up whether our out of pocket allowances has been issued .

Pregnant women should be isolated from other members especially in dormitories and

bathrooms.

Create a virtual library.

To ensure public servants are trained twice a year.

New recruited civil servants should be trained with old civil servants so as to enhance

harmony.

It’s been a pleasant experience and government should consider training more people and not

just the new public servants.

26 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

The induction has been fruitful and we request that more regular training should be provided

after a particular period of time say every year to refresh our minds with new developments.

The practice of patriotism should be started at the village level.

The training will only be productive if the top officers also have the knowledge, skills, and

ethical behaviour necessary for transforming the country. Otherwise little will be achieved in

spite of excellent training we have got

It should be made compulsory to all public servants

Hard copy materials should be availed to ignite learning

3.1.6 The Final word from participants

On the final day, a book was signed by participants asking them to state their final thoughts

on the induction. A few selected comments are given below;

The course has been beneficial to me as a civil servant

Thank you very much for the training and continue in the same spirit

It has been an educative training and I have gained a lot

All speakers and trainers were generally knowledgeable

Thank you the civil service college for the good work done

This is the beginning of transforming and innovation in Uganda

It was well organized training with vital topics which are relevant to public servants

3.2 Evaluation of the Induction Programme by CSCU Facilitators

CSCU facilitators evaluated the training through observation and interaction with

participants during and at the end of the training. Observation indicate that participants

appreciated the training highly. Informal interaction with participants also revealed that the

training achieved its objectives. Many participants expressed their appreciation of the training

and admitted that it was very useful to them. They also expressed their commitment to work

for the transformation of Uganda, be change agents, efficient and ethical public officers. The

participants networked and confessed that they can now easily work across Government

given that they made friends in different Ministries. They also attained a common

understanding of where the country wants to be.

27 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

It is therefore the opinion of the facilitators that the training achieved its objectives. The

majority of the participants left the training more knowledgeable about the Uganda Public

Service and their role as public officers in service delivery. The CSCU training therefore

created common ethos and shared values among the newly recruited public officers.

Participants rated the trainers highly and were all smiles for most of the time

CSCU facilitators also evaluated the training highly because it was conducted as planned.

All the invited trainers turned and in time. Therefore, all the topics were covered as planned.

The planned discussions took place and the generated knowledge was found to be very useful

in inspiring the new officers into action

Time was well managed. Trainers came in time which enabled us to start all sessions on time.

They also managed their training time very well, balancing presentations and question and

answer.

28 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

ANNEXES

Annex 1: List of participants

S/N NAME SE

X

Title Institution TEL EMAIL ADDRESS

1 Ajulong

Martha

F Accountant DEI 0772566705 [email protected]

2 Oduka

Robinson

M Senior Ethics

Officer

DEI 0774224290 [email protected]

3 Nabakooza

Edith

F Records

officer

E.S.C 0782597253 [email protected]

4 Mugisha W.

Kinene

M Fisheries

Inspector

MAAIF 077698395 [email protected]

5 Stella Naiga F Statistician MAAIF 0754050466 [email protected]

6 Lufafa

Robinson

M Statistician MAAIF 0774491194 [email protected]

7 Kayongo

Steven

M Statistician MAAIF 0772871952 kayongo.

[email protected]

8 Eseru David M Veterinary

Inspector

MAAIF 0783646242 [email protected]

9 Nakawoombe

Millian

F Fisheries

inspector

MAAIF 0775485348 miriamnakawoombe@yahoo

.com

10 Nakakinda

Mutumba

Viviene

Wabwile

F Engineer MAAIF 0712096883 [email protected]

11 Olul Denis M Statistician MAAIF 0705816032 [email protected]

12 Nagayi Agnes F Statistician MAAIF 0783414113 [email protected]

13 Musana Jonah M Fisheries

inspector

MAAIF 0752355387 [email protected]

14 Enyagu Peter M Fisheries

inspector

MAAIF 0755456234

0772456234

[email protected]

15 Beatrice

Nannozi

Kasirye

F Veterinary

officer

MAAIF 0782145945

[email protected]

16 Akello Lilian

Perry

F Human

Resource

Officer

MAAIF 0772629732 [email protected]

17 Dr. Isingoma

Emmanuel

M Vetinary

inspector

MAAIF 0712108962 [email protected]

18 Dr. Makabugo

Joshua

M Vetinary

inspector

MAAIF 0782385494 [email protected]

19 Dr. Oryem

Charles

M Vetinary

inspector

MAAIF 0777359186 [email protected]

20 Atuhaire

Phiona

F Statistician MAAIF 0776556469 [email protected]

29 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

S/N NAME SE

X

Title Institution TEL EMAIL ADDRESS

21 Namukasa

Grace

F Fisheries

Inspector

MAAIF 0785203796 [email protected]

22 Mbabazi Stella F Fisheries

Inspector

MAAIF 0777209897 [email protected]

23 Avua Jimmy M Veterinary

Inspector

MAAIF 0772611288 [email protected]

24 Dr. Zirintunda

Gerald

M Veterinary

Inspector

MAAIF 0774234165

[email protected] ug

25 Kimaanga

Michael

M Veterinary

Inspector

MAAIF 0701160063 [email protected]

26 Dr. Nsubuga

David Kituuka

M Veterinary

Inspector

MAAIF 0752378348 [email protected]

27 Semakalu

Ronald

M Veterinary

Inspector

MAAIF 0772472031 [email protected]

28 Byansansa

Grace

M Engineer MAAIF 0774336474 [email protected]

29 Tusiime Max M Statistician MAAIF 0702630907 [email protected]

30 Dr. Sessanga

Sam

M Veterinary

Inspector

MAAIF 0772573752 [email protected]

31 Mukasa David M Veterinary

Inspector

MAAIF 0782158367 [email protected]

32 Muhumuza

Francis

M Statistician MAAIF 0774923767 [email protected]

33 Gavamukulya

David

M Statistician MAAIF 0779365417 [email protected]

34 Birantana John

Chrysostom

M Statistician MAAIF 0702699075 [email protected]

35 Dr. Opeto

Charles

Dickens

M Veterinary

Inspector

MAAIF 0782668337 [email protected]

36 Lubega Jovan F Statistician MAAIF 0757280923 [email protected]

37 Hasango

Samuel Were

M Stores keeper MEACA 0773477207 [email protected]

38 Baguma John M Senior Policy

Analyst

MEACA 0772995957 [email protected]

39 Kenganzi

Annette

F Principal

economist

MEACA 0701454386 [email protected]

40 Kasozi Kizito M Human

Resource

Officer

MEMD 0772051312 [email protected]

41 Tinkasimire

Peter

\M Economist MEMD 0713265522 [email protected]

42 Joshua Ssubi M Geologist MEMD 0782323169 [email protected]

43 James Olwa M Geologist MEMD 0702797632 [email protected]

44 Kizito

Mugerwa

M Procurement

officer

MEMD 0782441220 [email protected]

45 Mughuma

Constance

F Procurement

officer

MEMD 0774446868 [email protected]

30 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

S/N NAME SE

X

Title Institution TEL EMAIL ADDRESS

46 Tamusuza

Kambagira

Amos

M Senior energy

officer

MEMD 0705826399

0774966506

[email protected]

47 Nyakahuma

Joel

M Petroleum

Officer

MEMD 0782090191 [email protected]

48 Muheirwe

Morris

Tabaaro

M Inspector of

Mines

MEMD 0752730155 [email protected]

49 Martha Rolly

Ngole

F Pool

Stenographer

MoD 0772833502 [email protected]

50 Kajengali

Anita

F Research

Officer

MoD 0774108416 [email protected]

51 Zalwango

Irene

F IT Officer MoD 0782626222

2

[email protected]

52 Emily

Nimusiima

F Research

Officer

MoD 0772083633 [email protected]

53 Kirabo Clare F Research

Officer

MoD 0784408607 [email protected]

54 Monica

Nyangoma

F Human

Resource

Officer

MoD 0774981401 [email protected]

55 Merone

Nakyejwe

F Human

Resource

Officer

MoD 0782304028 [email protected]

om

56 Zapharan

Mulumba

F Assistant

Secretary

MoD 0703120996 [email protected]

57 Nakabuye

Nusulah

F Education

officer

MoES 0712374908 [email protected]

58 Mugisha

Henry

M Education

Officer

MoES 0772368270 mugishahenrymuntu@gmail.

com

59 Gitta Eric M Education

Officer

MoES 0772054509 [email protected]

60 Twesige

Francis

M Records

Officer

MoES 0781500259 [email protected]

61 Ochira John

Pakony

M Education

Officer

MoES 0774140921 [email protected]

62 Wanakina Fred M Qualifications

Officer

MoES 0777513129 [email protected]

63 Lovance

Kyarizi

F Qualifications

Officer

MoES 0782773161 [email protected]

64 Einstein Luke

Eittit

M Qualifications

Officer

MoES 0712145562 [email protected]

65 Kabusere

Julius

M Principal

Policy analyst

MOFA 0779109426 [email protected]

66 Eunice

.A.Engola

F Foreign

Service

Officer

MOFA 0772552418 [email protected]

67 Nakangu

Susan

F Records

assistant

MOFA 0772834989 [email protected]

68 Namuddu

Jessica

F Assistant

Records

MoFA 0700754213 [email protected]

31 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

S/N NAME SE

X

Title Institution TEL EMAIL ADDRESS

Officer

69 Nakawombe

Ruth

F Records

Officer

MoFA 0781014815 [email protected]

70 Malinga Julius

Amese

M Foreign

Service

Officer

MoFA 0782572879 [email protected]

71 Kambabazi

Lydia

F Foreign

Service

Officer

MoFA 0702532445 [email protected]

g

[email protected]

72 Sanyu Mukasa F Magistrate

G.1

Judiciary 0703978433 [email protected]

73 Mujuni Paul M Magistrate

G.1

Judiciary 0779316480 [email protected]

74 Bbosa Michael M Magistrate

G.1

Judiciary 0783108223 [email protected]

75 Nassozi

Rehema

Ssebbowa

F Magistrate

G.1

Judiciary 0782843807 [email protected]

76 Ninsiima

Marion

F Magistrate

G.1

Judiciary 0782006740 [email protected]

m

77 Lumunye

Timothy

M Magistrate

G.1

Judiciary 0702186202 [email protected]

78 Tibagonzeka

Jane

F Magistrate

G.1

Judiciary 0775102989 [email protected]

79 Muinda Tadeo M Magistrate

G.1

Judiciary 0703952037 [email protected]

80 Oburu Morris

Ezra

M Magistrate

G.1

Judiciary 0774500258

0701171511

[email protected]

m

81 Achok

Abrahams

Moding

M Magistrate

G.1

Judiciary 0751026192 [email protected]

82 Nsobya Ronald

Kamya

M Magistrate

G.1

Judiciary 0779094836 [email protected]

83 Egessa

Wilberforce

Masaaka

M Magistrate

G.1

Judiciary 0772346820 [email protected]

84 Gakyaro

Mpirwe Allan

M Magistrate

G.1

Judiciary 0752959502 [email protected]

85 Ngamije

Mbale Faishal

M Magistrate

G.1

Judiciary 0772836183 [email protected]

86 Bomukama

Muhwezi

Pamela

F Magistrate

G.1

Judiciary 0782259044 [email protected]

87 Adong Molly

Alice

F Magistrate

G.1

Judiciary 0774099600

0757099600

[email protected]

88 Achayo

Rophine

F Magistrate

G.1

Judiciary 0782818037

0701818037

[email protected]

[email protected]

89 Kimono

Juliana

F Magistrate

G.1

Judiciary O70438388

5

[email protected]

90 Nambatya

Irene

F Magistrate

G.1

Judiciary 0782049343 [email protected]

32 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

S/N NAME SE

X

Title Institution TEL EMAIL ADDRESS

91 Stella Okwong

Paculal

F Magistrate

G.1

Judiciary 0775541244 [email protected]

[email protected]

92 Nantege

Christine

F Magistrate

G.1

Judiciary 0774218080 [email protected]

93 Kagoya

Jackline

F Magistrate

G.1

Judiciary 0774064100

0702655585

[email protected]

94 Bwambale

Daniel

Busathiro

M Magistrate

G.1

Judiciary 0772182209 [email protected]

95 Rukundo Isaac M Magistrate

G.1

Judiciary 0774360701 [email protected]

96 Nyadoi Esther F Magistrate

G.1

Judiciary 0774376955 [email protected]

97 Owino Paul

Abdonson

M Magistrate

G.1

Judiciary 0784945151 [email protected]

98 Kirya Martins M Magistrate

G.1

Judiciary 0782353479 [email protected]

99 Kaibei

cherotich

F Magistrate

G.1

Judiciary 0779831087 [email protected]

100 Gwom Jacob M Records

Officer

MoPS 0777028949 [email protected]

101 Kyarimpa

Moreen

Matsiko

F Record

Officer

MoPS 0774172294 [email protected]

102 Kunya Bernard

Trevor

M Data Entry

clerk

MoTI&C 0774976777 [email protected]

103 Moses

Magumba

M Cooperatives

Officer

MoTI&C 0702153756 [email protected]

m

104 Prime Blessed

Fom

M Industrial

Officer

MoTI&C 0772855334 [email protected]

105 Babirye Lucy F Cooperative

Officer

MoTI&C 0702495832 [email protected]

106 Margaret

Nnattembo

F Human

Resource

Officer

MoTI&C 0772517734 [email protected]

107 Nakakande

Khadija

F Public

Relations

Officer

MoTI&C

0703635118

[email protected]

108 Ndago Noeline F Administrativ

e Assistant

MoTI&C 0704785885 [email protected]

109 Hamega Miria F Cooperative

Officer

MoTI&C 0782047047 [email protected]

110 Nabongho

Jackson

M Assistant

Secretary

MoTI&C 0772090622

111 Jjumba

Emmanuel

M IT Officer MoW&E 0754981196 [email protected]

112 Olweny Lamu M Principal

Engineer

MOW&E 0772453395 [email protected]

113 Kule Bbagoza M Surveyor MoW&T 0774342531 [email protected]

114 Ategeka Henry M Senior

Transport

MoW&T 0772459176 [email protected]

33 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

S/N NAME SE

X

Title Institution TEL EMAIL ADDRESS

Officer (

Water & Rail

transport

regulation)

115 Daphine

Kwikiriza

F Surveyor MoW&T 0701075487 [email protected]

116 Ochaya Alfred M Senior

Surveying

Assistant

MoW&T 0759955153 [email protected]

m

117 Muhangi

Yusifu

M Records

Officer

MoW&T 0773780440 [email protected]

118 Tibalitegyekire

Richards

M Lab. Assistant MoW&T 0759244030 [email protected]

119 Munduru

Sandra

F Air Transport

Officer

MoW&T 0789861186 [email protected]

120 Keya Paul M Mechanical

Engineer

MoW&T 0704931245 [email protected]

121 Wanyama

David

M Senior

Assistant

Engineering

Officer

MoW&T 0782914462 [email protected]

122 Omara Walter

Louis

M Mechanical

Engineer

MoW&T 0789725281 [email protected]

123 Waseni George M Principal staff

Surveyor

MoW&T 0772462748 [email protected]

124 Byamukama

Abumelech

M Laboratory

Assistant

MoW&T 0779435735 [email protected]

om

125 Edmand

Kalende

M Planner –

Transport

MoW&T 0779906244 [email protected]

126 Lubega

Samuel

M Principal

Engineering

Officer

MoW&T 0758181008 [email protected]

127 Muhuruzi john M Senior Asst.

Engineering

Officer

MoW&T 0772618881 [email protected]

128 Ogwal

Douglas

M Laboratory

Assistant

MoW&T 0777035262 [email protected]

m

129 Kyarimpa Ben M Lab Assistant

Grade.1

MoW&T 0773534738 [email protected]

m

130 Alupo Caroline F Lab Assistant MoW&T 0783726997

0718110960

[email protected]

131 Mulele Allan

Jackson

M Lab Assistant

GII

MoW&T 0703896040 [email protected]

132 Tumuhimbise

Ivan

F Lab Assistant MoW&T 0784010178 [email protected]

133 Olowo Amos M Lab Tech

Assistant

MoW&T 0779220055 [email protected]

134 Okello Stephen

Nobert

M Lab Assistant MoW&T 0775605030 [email protected]

34 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

S/N NAME SE

X

Title Institution TEL EMAIL ADDRESS

135 Mawa James

Watson

M Senior

Transport

Officer

MoW&T 0772555983 [email protected]

136 Tumusiime

Aggrey

M A.T.O MoW&T 0775910906 [email protected]

137 Wandera

Benard

M Lab Assistant

GII

MoW&T 0773928004 [email protected]

m

138 Bogere Ronald M Lab Assistant

GI

MoW&T 0772045694 [email protected]

139 Emuria

Stephen

M AC/Micro

Small,

Medium

Enterprises

MTIC 0772316249 [email protected]

140 Nabongho

Jackson

F Assistant

Secretary

MTIC 0772810622 [email protected]

m

141 Mugoya

Mwanga Roy

M Disaster

Management

officer

OPM 0712383960 [email protected]

142 Roland Bless

Taremwa

M System

Analyst

OPM 0772586509 [email protected]

143 Imelda

Mirembe

F Information

Officer

OPM 0792027625 [email protected]

35 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

Annex 2: Analysis of attendance by MDAs and gender

S/N Ministry, Department, Agency Number of Participants

Male Female Total

1 Ministry of East African and Community Affairs 02 01 03

2 Ministry of Trade, Industry and Cooperatives 05 06 11

3 Ministry of Energy and Mineral Development 08 01 09

4 Ministry of Education and Sports 06 02 08

5 Directorate of Ethics and Integrity (Office of the President) 01 01 02

6 Ministry of Defence 00 08 08

7 Ministry of Works and Transport 22 04 26

8 Ministry of Foreign Affairs 05 02 07

9 Office of the Prime Minister 02 01 03

10 Judiciary 14 14 28

11 Ministry of Agriculture, Animal Industry and Fisheries 23 10 33

12 Education Service Commission 0 01 01

13 Ministry of Public Service 01 01 02

14 Ministry of Water & Environment 2 0 2

TOTAL 91 52 143

36 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

Annex 3: Training Programme

PROGRAMME FOR INDUCTION TRAINING FOR NEW PUBLIC OFFICERS AT THE

NATIONAL LEADERSHIP INSTITUTE (NALI), KYANKWANZI, JUNE 15-28, 2014

Participants: New Public Officers in Ministries, Departments & Agencies

Overall objective

To initiate new officers into a professional public service cadre with common values, ethos, doctrine

and commitment to excellence in delivery of government programmes.

Specific Objectives

On completion of the course, the new Public Officers will be able to;

a) Appreciate the structure, core functions and programmes of government, and legislations that

govern its operations;

b) Acquire the requisite Public Service ethos for efficient service delivery;

c) Aspire to promote the common good, unity, national integration and character building

through embodiment of a patriotic spirit;

d) Be inspired to work for socioeconomic transformation of the country;

e) Motivated to enhance a culture of ethical and compliant behaviour;

f) Acquire leadership and management skills for enhanced performance of the Public Service;

g) Appreciate and implement Uganda Public Service performance management process;

h) Acquire basic skills in Management of Public Finance.

Time Activity\Session Facilitator/Responsibility

Centre

Amori Moses Programme Administrator

Rwabujumbure Course Coordinator,

NALI

0706956405

Nabwiire Flavia Raportour 0701337337

Stella Araakit Secretary 0702777213

Manano K. Richard Moderator 0704917811

Frederick Anyine Moderator 0702823623

Enoch Mutambi Moderator 0702836594

MONDAY 16.06.2014

08.00-10:00 Climate Setting Enoch Mutambi

(PM/G&PS, CSCU) and

Director NALI

0702836594

10:00-11:30 OFFICIAL OPENING Chief Guest (Mr. John

Mitala/Head of Public

Service/Secretary to

Cabinet)

37 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

Time Activity\Session Facilitator/Responsibility

Centre

12:00-13:00 Question & Answer Session Enoch Mutambi

(PM/G&PS, CSCU)

0702836594

14:00-16:00 Overview of Uganda

Government

Enoch Mutambi

(PM/G&PS, CSCU)

0702836594

16:00-17:00 Kiswahili/Anthems

20:00-22:00 Ways of Thinking and Decision

Making

Odauk Paul (AC/NSPC,

OP)

0772454321

TUESDAY 17.06.2014

08:10-09:05 Ways of Thinking and Decision

Making

Odauk Paul (AC/NSPC,

OP)

0772454321

09:10-10:30 Terms and conditions of Service Richard K. Manano (AC

HRM, MoPS)

0704917811

11:00-13:00

14:00-16:00 Geo-politics and the Vital and

Core National Interests

Paul Odauk (OP) 0772454321

16:00-17:00 Kiswahili NALI

WEDNESDAY 18.06.2014

08:10-10:00 Pre-retirement Planning Richard K.

Manano(AC/HRM,

MoPS)

0704917811

10:30-11:30

11:30-13:00 Skills at Arms NALI

14:00-15:25 Customer Care and Public

Relations in the Public Service

Jonas Tumwine (PCO,

MoPS)

0772450375

15:30-17:00 Patriotism; meaning and value to

Leaders

Lt Col Masiko, (C/NSPC,

OP)

0772880292

THURSDAY 19.06.2014

08:20-10:00 Career planning Richard K. Manano (AC

HRM, MoPS)

0704917811

10:30-12:00 Uganda’s Geography Capt. Kigozi Kaweesa

(OP)

12:00-13:00 Discussion

14:00 -

17:00

Key issues in the History of

Uganda

NALI

FRIDAY 20.06.2014

08:00-08:20 Recap of the previous day Richard K. Manano (AC

HRM, MoPS)

0704917811

08:20-10:00 The Local Government System

in Uganda

Paul Okot Okello (C/DA,

MoLG)

0772437932

10:30-11:30 Conflict & Conflict

Management

Paul Okot Okello (C/DA,

MoLG))

0772437932

11:30-13:00 Overview of Uganda's Foreign

Policy

Ambassador Francis

Katana

0782508975

14:00-16:00 Etiquette & Protocol for Public

Officers

Ambassador Francis

Katana

0782508975

16:00-17:00 Discussion Richard K. Manano

(AC/HRM, MoPS)

0704917811

38 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

Time Activity\Session Facilitator/Responsibility

Centre

20:15-22:00 Introduction to Political

Economy

NALI

SATURDAY 21.09.2014

08.10-10:30 Preparation for field exercise NALI

11.00-17.00 Field Exercise

SUNDAY 22.09.2012

08:10-18:20 Field Exercise ALL

Records Management in the

Uganda Public Service

Lilian Ariso ((AC

Records, MoPS)

0772437014

Management of HIV Lilian Ariso ((AC

Records, MoPS)

0772437014

20:50-22:00 Discussion ALL

MONDAY 23.09.2014

08:20-09:40 Leadership and Management for

Transformation

Frederick Anyine

(PM/L&MD, CSCU)

0702823623

0712823623

10:10-11:30 Communication and Writing

Skills in the Public Service

Frank Musingwiire

(C/PGM, PSC)

0701799067

0712966921

11:30-13:00 Guest speaker: Personal income

enhancement

Yusif Ssenteza, CAO,

Mayuge

0703031926

0392948655

14:00-15:30 Discipline and Disciplinary

Measures in the Public Service

Frank Musingwiire

(C/PGM, PSC)

0701799067

0712966921

15:35-17:00 Performance Management Herbert Kiguli (AC HRM

, MoPS)

0772446333

20:00-22:00 Group work NALI

TUESDAY 24.09.2012

08:00-08:10 Recap of the previous day Enoch Mutambi

(PM/G&PS, CSCU)

0702836594

08:10-10:30 Performance Management Herbert Kiguli (AC HRM

, MoPS)

0772446333

11:00-13:00 Role of Innovation in the

Transformation of the Uganda

Public Service

Enoch Mutambi

(PM/G&PS, CSCU)

0702836594

14:00-15:25 Public Service Values and

Ethical code of conduct

Herbert Kiguli (AC HRM,

MoPS)

0772446333

15:30-17:00 Transformative discipline and

methods of work

Col. Patrick Mwesigye

20:15:22:00 Enhancing personal

effectiveness

Enoch Mutambi 0702836594

WEDNESDAY

25.06.2012

08:00-08:10 Recap of the previous day Frederick Anyine

(PM/L&MD, CSCU)

0702823623

08:10-09:40 National visioning and Planning

Framework

Dhizaala Sanon Moses,

Head, Research,

Innovation, Monitoring

and Evaluation, NPA

0772409547

10:10:11:40 Employer-Employee Relations Patrick Okello (AC/, 0776417077

39 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

Time Activity\Session Facilitator/Responsibility

Centre

Labour Productivity,

MoGLSD)

11:45-13:00 Mainstreaming Environmental &

Natural Resources Issues

Dr. Daniel Babikwa,

NEMA

0757742761

0772667066

14:00-15:30 Occupational Safety and Health Patrick Okello (AC/,

Labour Productivity,

MoGLSD)

0776417077

15:35-17:00 Monitoring and Evaluation of

Government programmes

Dhizaala Sanon Moses Head, Research, Innovation,

Monitoring and Evaluation,

NPA

0772409547

THURSDAY 26.06.2014

08.00-08:15 Review of the Previous Day Frederick Anyine

(PM/L&MD, CSCU)

0702823623

08.15-09:30 Policy Making Process and

Management in the Public

Sector

Frederick Anyine 0702823623

09:30-11:00 Budgeting and Financial

planning

William Ndoloriire; AC

Social Services MoFPED

0414 797223

11:30-13:00 Public Procurement and

Disposal of Public Assets

John Saturday: Manager,

Training and Capacity

building,PPDA

14:00-15:30 Financial Accountability in the

Public Service

William Ndoloriire; AC

Social Services MoFPED

0414 797223

15:30-16:00 Group Discussion

16:30-18:30 Foot ball and net ball matches/

New public officers vs NALI

Participants

FRIDAY 27.06.2014

08:15-09:15 Post Training Test Frederick Anyine

(PM/L&MD, CSCU)

0702823623

09:30-10:30 Group presentations Enoch Mutambi

(PM/G&PS, CSCU)

0702836594

11:00-12:00 Evaluation and Action Planning Enoch Mutambi (PM/

CSCU)

0702836594

12:00-14:00 Closing Ceremony Jane K. Mwesiga

(C/HRD, MoPS)

0702593095

14:00-15:00 LUNCH

15:00-15:30 Hand over of property

SATURDAY 28.06.2014

09:00 DEPARTURE

40 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

Annex 4: Opening Address at the opening ceromony by Mr. John Mitala,

Head of Public Service and Secretary to Cabinet

THE REPUBLIC OF UGANDA

INDUCTION COURSE FOR NEWLY RECRUITED PUBLIC OFFICERS HELD AT THE

NATIONAL LEADERSHIP INSTITUTE (NALI), KYANKWANZI, 15TH

– 28TH

JUNE 2014

OPENING ADDRESS

BY

MITALA JOHN

HEAD OF PUBLIC SERVICE AND SECRETARY TO CABINET

The Permanent Secretary, Ministry of Public Service

Directors

Heads of Department

Senior Government Officials

Resource Persons

Distinguished Participants

Workshop Organisers

Ladies and Gentlemen

Before I plunge into the Address, let me tickle you with the following quotations which I have found

to be educative and interesting:

1) “If you want to go fast, go alone. If you want to go far, go together” African Proverb.

41 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

2) “One-half the troubles of this life can be traced to saying yes too quickly and not saying no

soon enough.” Josh Billings.

3) “Half the worry in the world is caused by people trying to make decisions before they have

sufficient knowledge on which to base a decision.” Dean Hawkes.

4) “Ninety-nine percent of failures come from people who have the habit of making excuses”

George Washington Carver.

5) ‘Discipline is doing what needs to be done, when it needs to be done, in the best possible way

it can be done every time it needs to be done.” Anonymous.

6) “The Five “Watches”

Watch your thoughts; they become words.

Watch your words; they become actions.

Watch your actions; they become habits.

Watch your habits; they become character.

Watch your character; it becomes your destiny.

Frank Outlaw.

7. “Success is never final; failure is never fatal; it is courage that counts”. Winston Churchil.

8. “Work as if you were to live one hundred years. Pray as if you were to die tomorrow.”

Benjamin Franklin.

9. “When you work, work hard. When you play, play hard.” Theodore Roosevelt.

10. “Coming together is a beginning; keeping together is a progress; working together is

success.” Henry Ford.

11. “It takes twenty years to build a reputation and five minutes to ruin it.” Warren Buffet.

12. “The easiest thing to get, but the most difficult thing to get rid of, is a bad reputation.” Teen

Esteem.

It is with great pleasure that I stand here once again this time to officially open the 3rd Early

Leadership Development Training Programme organized by the Ministry of Public Service (MoPS),

through the Civil Service College, Uganda. I thank the Permanent Secretary, Ministry of Public

Service for the invitation to come and address the new public officers who are the participants in this

Workshop. I would also like to thank all other Permanent Secretaries and Accounting Officers for

making it possible for you to attend this Workshop. Thanks also go to the organizers of this training

programme and all resource persons. I thank the Management of the National Leadership Institute for

availing your facilities to train our new public officers, for the third time. I congratulate you upon the

able way you hosted the recent Induction Course for the RDCs and their Deputies.

42 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

I wish to congratulate and welcome all of you participants into the Uganda Public Service. Your

joining of the Public Service is no mean achievement because you competed with many and came out

successfully. I would like to assure you that you all have the potential to make a successful career in

the Public Service. This two weeks training will give you a foundation on which you are going to

build your career with the assistance of your superiors and peers.

Ladies and Gentlemen, Officers entering the Public Service are often confronted with serious

challenges ranging from the seeming lack of reliable information about the Service in general, to

reluctance by some serving Officers to mentor and coach them in all aspects of their job requirements.

The challenge is compounded by some new officers who think that they know more than anybody

else especially in this era of dotcom. In an attempt to surmount these challenges, the new public

officers sometimes make grave mistakes that demotivate them and scare their personal initiative to

perform efficiently.

This induction programme, therefore, has been deliberately tailored not only to enable you understand

the Public Service and the expectations of your job, but also to build your confidence to contribute

more effectively to the transformation of the Public Service. The induction and what you have

experienced so far should enable you to decide early enough whether you want to make a career in the

Public Service or to exit to somewhere else.

At this juncture, I would like to inform you that broadly speaking, the Public Service is important

because, among others, it is:

a) The Implementing Arm of Government.

b) The Institutional Memory of any Country.

c) The Vanguard in creating an enabling environment for the private sector to flourish. It is

therefore increasingly appreciated the world over that while the Private Sector is the

engine of growth, the Public Service is the driver.

The Public Service which you joined willingly is governed by the Constitution, the Public Service

Act, the Uganda Government Standing Orders, the Public Service Code of Conduct and Ethics and

Circulars issued from time to time by the Ministry of Public Service.

As you may recall, your respective appointment letters clearly state that the appointment is subject to

the Constitution, the Public Service Act, the Uganda Government Standing Orders and Circulars

issued to the Service from time to time.

43 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

The duty of the Permanent Secretary is to draw your attention to those important legal documents. It

is up to you to read them and internalize them so that you may know your rights and obligations. If

you decide not to look at them that will be your choice and if you run into serious challenges do not

blame others but yourself squarely.

Although I do not expect you to grab the Constitution, read it and internalize it tomorrow, my advice

is that in the Constitution, look at the 29 National Objectives and Directive Principles of State Policy,

the Chapter on the Public Service, the Chapter on Local Governments, the Chapter on Finance and the

Chapter on Individual Basic Rights. You should specifically internalise National Objective and

Directive Principle of State Policy No. XXVI on Accountability as well as No. XXIX on Duties of a

Citizen, which should be read together with Article 17 on Duties of a Citizen.

The Public Service Act should be read along with the Uganda Government Standing Orders which

were issued recently by the Ministry of Public Service. This is where you will find the details of our

rights and obligations in the Public Service. Since the Code of Conduct was put in a more user

friendly form, I request the Ministry of Public Service to acquire copies for you.

Lastly, Ministry of Public Service from time to time issues Circulars to guide the Service on various

issues. My advice is that whenever you hear of any new Circular or Establishment Notice being

issued, take the earliest opportunity to look at it with a view to knowing and appreciating its

implications. If you fail to do so you may find yourself living in the past and possibly taking

decisions based on things which have been repealed or drastically amended. Aware that some of you

may be belonging to professions with specific Codes of Conduct you have an additional obligation of

knowing what your respective professions require of you.

Since Uganda is a signatory to the Charter for the Public Service in Africa, all of us employed in the

Public Service are under duty to respect the Fundamental Universal Principles of the Public Service.

These are the:

a) Principle of Equality of Treatment

b) Principle of Neutrality

c) Principle of Legality

d) Principle of Continuity

The Charter further spells out rules governing relations between the Public Service and the users. In

summary, according to those rules, the Public Service shall serve users in accordance with the

following criteria: Proximity and Accessibility of Services, Participation, Consultation and

44 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

Mediation, Quality, Effectiveness and Efficiency, Evaluation of Services, Transparency and

Information; Speed and Responsiveness; Reliability and Confidentiality of Information.

The Public Service offers great opportunities for its employees that are not generally provided by

other employers. The situation has even been made better in our case by the various initiatives

implemented as part of the Public Service Reform Programmes which have assured a more conducive

work environment. As a result, we do witness an increasing number of job seekers from the private

sector wanting to join the public sector. Among the key opportunities provided by the Public

Service are: Training and Development Opportunities; Personal and Career Growth; Attractive

Terminal Benefits; High Respect for Human Rights; and Reasonable Security of Tenure. In the

Public Service you can access any information at almost NO COST except your time and desire to get

informed.

The only weapon used to discredit the Public Service is usually the low pay but if we were to translate

the above opportunities into money, the value would be quite enormous. Secondly, we know very

well that money on its own is never sufficient for job satisfaction. There are many organisations

which pay handsomely but their terms and conditions are quite restrictive and unpleasant. I am not

saying that our pay in the Public Service is very good. It is not and the biggest challenge is to address

the question of pay squarely by all stakeholders spearheaded by the Ministry of Public Service. As a

starting point, it is necessary not only to remove the unjustified pay differential between persons with

similar qualifications and doing the same job but also to curb the selfishness of a number of

institutions which were allowed by law to determine their terms and conditions. That is why the idea

of putting in place an independent body to handle terms and conditions of service, salaries inclusive,

is very welcome.

At this juncture, let me advise you that while the Public Service offers great opportunities and

benefits, you as Public Officers have the obligation of upholding the image of Public Service which

follows the principles and values of Accountability, Decency, Diligence, Discipline, Effectiveness,

Efficiency, Impartiality, Integrity, Loyalty, Professionalism, Selflessness and Transparency. I

hope your Responsible Officers have provided you with copy of the Code of Conduct and Ethics

which you should read and internalise. These principles are very important as they are the basis for

meeting the expectations of the citizens and Government. The citizens and other recipients of public

services expect a public service that is accountable, demonstrated through provision of timely and

high quality Public Services. The Government on the other hand expects the public service to be

effective and efficient in delivering its programmes. You should know from the onset that you have

an individual contribution to make in order to meet these expectations.

45 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

In addition to observing the public service values as you conduct your official business, you must

deliver expected targets to agreed standards in accordance with the public service performance

management system. Be mindful of the words in Proverbs 14:35 that, “A King delights in a wise

servant but a shameful servant incurs his wrath.”

In order to maintain a high level of performance, you need to:

(a) Strive to widen your knowledge through reading, research, attending training programmes,

consultations etc. Knowledge is power; it builds confidence and enables performance. Please

use the training opportunities especially when you are still young. Never dodge any training

opportunity especially the local ones because it is the one which helps you to understand

better the local situation on which you will always be asked as you advance in your career.

Remember the words of Lord Chesterfield who said,

“If we do not plant knowledge when young, it will give us no shade when we are old.”

(b) Reading and being a continuous learner. The world we live in is dynamic and changing very

fast especially in this information age. Being a lifelong learner is good for two reasons. First,

you become a good role model for those around you and second, your ability to take

advantage of new challenging opportunities will be enhanced. The importance of lifelong

learning is put very well by Alvin Toffler who says:

“The illiterate of the 21st Century will not be those who cannot read and write but

those who cannot learn, unlearn and relearn.”

As you build your career do not hesitate to ask those who know when you get stuck. Those

who may be feeling too shy to ask should take solace in the Chinese proverb which says,

“He who asks may be a fool for five minutes. He who does not is a fool for a life

time.”

(c) Manage your time well. Time is a precious resource, which if lost can never be regained. In

Ecclesiastes 3:1, we are indeed reminded that there is time for everything and a season

for every activity under heaven. That is why Lee Lacocca reminds us that,

“The ability to concentrate and use your time well is everything you want to

succeed in business … or almost anywhere else for that matter.”

46 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

The seriousness of wasting time was further emphasised by Bob Feller who said,

“Wasting time is just as serious as breaking any of the Ten Commandments. The

Lord allotted us a certain amount of time and wasting it is being ungrateful and

selfish not only to God above, but to our fellow citizens.”

(d) Be Patient. The problem with many young professionals is that they are in a hurry to achieve

everything within a very short time. This normally lands them in problems. Patience pays.

Although there is nothing wrong with being ambitious, you should avoid being “microwave

persons” who want everything there and then. Handle peer pressure firmly. These days

there is a lot of peer pressure from both friends and relatives to do all sorts of things

especially to get rich quickly through whatever means. While in principle there is nothing

wrong with getting rich, getting rich through whatever means such as bribery, corruption,

stealing or other reckless ventures is not worth trying because the consequences are quite

grave with a high possibility of being ruined forever. A.O Battista cautions with the

following words, “A cemetery is a place where a lot of over-ambitious young men come to a

dead stop.”

(e) Facing Challenges. In the Public Service which you have joined, as you build your career,

you are challenged to:

(i) Practice truthfulness and honesty always.

(ii) Develop moral courage and stand up for what you know to be right.

(iii) Never abuse the privileges of your offices.

(iv) Never make promises you know you cannot keep.

(v) Be good time managers.

(vi) At all times strive to be part of the solution rather than being part of the problem.

(vii) Accept responsibility where you may make a mistake instead of pointing at others

and looking for scapegoats.

Looking at challenges from a broader angle, you may in the long run think about the words of

an anonymous writer who said,

“Challenges in life come in three broad categories: Easy, Difficult and

Impossible. Those who take on only the easy have a safe and boring life. Those

who take on the difficult have tough but satisfying life. Those who take on the

impossible are remembered”. It is you to choose where you want to belong.

(f) Have a positive attitude towards work. There is nothing that cannot be done if you have a

positive attitude. As Thomas Jafferson puts it,

47 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

“Nothing can stop the man with the right mental attitude from achieving his goal; nothing

on earth can help the man with the wrong mental attitude.”

The above statement is important when considering strengthening commitment and enhancing

performance. This is because the difference between successful people and the less successful

is largely their mentality or attitude about abundance and scarcity. The abundance mentality is

inculcated to us when we are still young and strengthened in schools and at the work place.

Our mentality is, to a large extent, responsible for our commitment. Commitment is

responsible for 80% of our performance. It is therefore important to know where one belongs.

You should ask yourself whether you have an abundance mentality or scarcity mentality.

People with an abundance mentality keep their mind and body tuned through wide reading

and exercise. It is a pity that most of us stop reading on graduating. Most successful people

read voraciously - they are in sync with what is going on around them. They are current.

People with an abundance mentality serve others. Like one writer put it, "Service is the

only rent to pay for the privilege of living in this world." Are you paying or are you

robbing the landlord?

People with an abundance mentality let those below them grow and hence give themselves

the opportunity to grow even faster and higher. I keep saying to people that if you are good at

what you do, the only place those who want your job can do is push you upwards. They work

with the best minds. They seek out those who are better than them! A scarcity mentality tells

you it is dangerous to let your junior become as good as or better than you - nothing could be

further from the reality! My career success would not be what it is without those who

worked under me. As the saying goes, when you are up there, there are many below

holding the ladder so that you do not fall.

People with an abundance mentality understand and respect the law of the farm or the law of

the harvest. They know how and when to forego immediate gratification in favour of delayed

and long term satisfaction. They appreciate that you will reap what you planted!

People with an abundance mentality are passionate about everything they take up. They live

their short lives in greater harmony than mediocre people. They are ordinarily positive about

much in life and this seem to produce a self-fulfilling prophecy of success. When they see a

48 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

mountain they think of how best to climb it and not about the dangers of climbing. They see

opportunity where others see no hope.

An instructive story is told of two shoe salesmen sent to Africa to see what opportunities there

were. One came back saying he was disappointed that there was no market for shoes because

the natives do not wear shoes. The other came back saying there was a huge opportunity

because the natives do not have shoes!

Professionals with an abundance mentality treat whatever they take on as a project. A project

to be executed so well that it guarantees extension or another project.

(g) Guarding yourselves against HIV/AIDS. Having got a job should be no license for you

especially the male officers to go on rampage and indulge in reckless sexual activities because

as of now no cure has yet been found for that deadly disease. Be mindful of the A.B.C.

message. Your life is not only precious to you and your family but to the country as a whole.

That is why it is said that we are not put on earth to play around. There are responsibilities

and tasks to be carried out. In all this the contribution of every man and woman is required.

Whatever our life span may be, let us live it fully. The following perspective of life by an

unknown authority is worth thinking about as you continue to serve and beyond. According

to that author:

Life is a gift ………………………………………… Accept it.

Life is an adventure…………………………………. Dare it.

Life is a mystery …………………………………….. Unfold it.

Life is a game ………………………………………… Play it.

Life is a struggle ……………………………………. Face it.

Life is a beauty ……………………………………… Praise it.

Life is a puzzle ………………………………………. Solve it.

Life is an opportunity …………………………….. Take it.

Life is sorrowful …………………………………….. Experience it.

Life is a song …………………………………………. Sing it.

Life is a goal ………………………………………….. Achieve it.

Life is a mission …………………………………….. Fulfill it.

49 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

Before I conclude, I urge you to treat your job as a project to be executed meticulously and create a

brand name for yourself in the profession, and believe me before long people will be looking for you

to do other lucrative assignments/projects.

As I conclude my address, I put to you a lengthy but favorite quotation often wrongly attributed to

Nelson Mandela but is actually by Marianne Williamson that:

"Our deepest fear is not that we are inadequate. Our deepest fear is that we are powerful beyond

measure. It is our light not our darkness that most frightens us. We ask ourselves who am I to be

brilliant, gorgeous, talented, fabulous? Actually who are you not to be? You are a child of God.

Your playing small does not serve the world. There is nothing enlightened about shrinking so that

other people won't feel insecure around you. We are all meant to shine as children do. We were

born to make manifest the glory of God that is within us. It is not just in some of us; it is in

everyone. And as we let our own light shine, we unconsciously give other people permission to do

the same. As we are liberated from our own fear, our presence automatically liberates others."

In whatever you do, do not forget your Creator. That is why it is stated in the Holy Quran that,

“God is nearer to you than your jugular vein and when you are in distress God will respond

immediately provided you trust in him.”

Although a snail is a very primitive animal, wherever it passes it leaves a mark and people will see it.

If you have made up your mind to make a career in the Public Service, work hard and leave a mark

for which you will be remembered positively even after you have long gone. You may wish to think

about the Seventeen words which Bob Gilbert says will Never Fail You. These are “Accept, Act,

Believe, Care, Change, Choose, Focus, Forgive, Listen, Persist, Pray, Prepare, Relax, Risk,

Smile, Trust and Wait.”

I wish you well in your journey to make the Public Service an admirable institution that you will

continue to serve with “dignity, pride and joy.”

I now have the pleasure to declare this Induction Workshop officially open. I thank you for your

attention and may God bless us all.

50 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

Annex 5: Pre-training Assignment

Questionnaire:

Complete the questionnaire below and be prepared to share your experiences and thoughts during the

induction programme:

1. What are the biggest challenges you have faced as a newly recruited public officer?

2. Think about the first day you reported on duty in the public service. What did you like about

the way you were received? What suggestions do you make for effective management of first

days of reporting on duty in the public service?

3. What recommendations do you have to improve the induction process in the Ugandan Public

Service?

Reading Materials:

Please take time to read the following materials whose content is relevant to the focus of the induction

programme and will give you a feel for some of the content and ideas that will be discussed during the

programme.

1. The constitution of the Republic of Uganda, 1995

2. The Local Government Act, 1997 (with amendments)

3. The Public Service Act

4. The National Development Plan

5. The President’s Manifesto

6. National Service Delivery Survey 2008

7. The Uganda Government Standing Orders

8. The Code of Conduct and Ethics for the Public Service

9. The Leadership Code

10. The Result Oriented Management Handbook

11. The Competence Dictionary

12. The Archives Act, 2001

13. The Gender Mainstreaming Guidelines for the Public Service

14. The HIV/AIDS Policy for the Public Service

15. The Public Finance and Accountability Act 2003

16. Budget speech, June 2010

17. The Public Procurement and Disposal of Public Assets Act 2003

18. Sector strategic plans

The reading materials can be accessed at your work place (Office of the Head of HR), Internet and/ or

the Ministry of Public Service Website: www.publicservice.go.ug

Also in preparation please…

51 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

1. Book yourself out of the office as if you were going on vacation for the duration of the

training programme. You will get the most out of your time investment if you can

concentrate on the opportunities for your learning without being distracted by other demands

for your time and energy; and

2. Come prepared to actively participate.

We look forward to seeing you at the Induction Programme.

Jane K. Mwesiga

FOR: PERMANENT SECRETARY

52 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

Annex 6: Participants’ Expectations

a) To acquire leadership and management skills to enhance performance

b) To acquire more information on the public service standing orders and the public service

c) How best to fit in the public service

d) To be an excellent officer managing public duties with respect, credibility, status and

fulfilling public interest.

e) To network with the various Officers for continued learning

f) Know entitlements and benefits of a public officer

g) Attain more knowledge in Political education

h) Know the ways of fighting corruption

i) Know the confirmation process

j) Learn about the protocol of Public Service

k) Learn how government departments operate

l) To understand the ethics and procedures in the Public Service

m) Love to understand how public funds are managed amidst overwhelming corruption

n) Know what the Public service is about

o) Become a better Officer of the Ugandan Public Service

p) Know how to prepare for old age

q) Know the strength and weakness of Information laws in Uganda

r) To have change in attitude

s) To acquire skills for efficient performance

t) Know the core functions and programmes of government

u) How to manage security

v) To learn the ‘‘dos’’ and ‘‘don’ts’’ of Public Service

w) Acquire Knowledge on the Public Finance Management

x) Learn more about record keeping

y) Patriotism for my country

z) To be conversant with the Public Service ethos and etiquette

aa) Learn how to calculate retirement benefits

bb) Be motivated and team builder

cc) Attain skills in efficient service delivery

dd) Become a role model leader

ee) To be physically fit

ff) Know about Public Procurement Process

gg) Know how to interpret the constitution of Uganda

hh) To leave kyankwanzi healthy

ii) Understand legal frameworks and principles that govern the Public Service

jj) Learn about public policy implementation

kk) Learn the roles of a Public Service

ll) Obtain more clarity on the Public service code of conduct

mm) How to exit the public service/ forms of retirement

nn) How to dismantle and assemble a gun, how to use a gun and self defense

oo) Enhance understanding of the performance management process

pp) Renewed zeal to serve the public encouragement

qq) Learn Swahili

53 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

rr) Acquire basic military skills especially use of a gun

ss) Learn why officers with over 15 years of experience and relevant qualifications are subjected

to interviews for promotional jobs like one freshly joining the Public Service

tt) Learn about Result Oriented Management.

54 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

Annex 7: Curriculum and Trainers

SN Module and Session Trainer Organisation

Module 1: Overview of Uganda

Government set up

1 Overview of Uganda Government Enoch Mutambi Civil Service

College Uganda

2 Overview of Uganda's Foreign Policy Ambassodor Francis

Katana

Retired Public

Officer

3 The Local Government System in Uganda Paul Okot Ministry of Local

Government

Module 2: The Public Service

4 Public Service values and ethical Code of

Conduct for Public Officers

Hebert Kiguli Ministry of Public

Service

5 Protocol and Etiquette for Public Officers Ambassodor Francis

Katana

Retired Public

Officer

6 Terms and Conditions of Service Richard K. Manano Ministry of Public

Service

7 Discipline and Disciplinary Measures in

the Public Service

Frank Musingwiire Public Service

Commission

8 Career Planning Richard K. Manano Ministry of Public

Service

9 Pre retirement planning Richard K. Manano Ministry of Public

Service

Module 3: Patriotism

10 Patriotism: meaning and value to leaders Henry Masiko Office of the

President

11 Introduction to political economy Kambarage Kakonge Office of the Prime

Minister

12 History of Uganda (pre-colonial, colonial

and post colonial history of Uganda)

Alfred Kamusaala NALI

13 Ways of Thinking and Decision Making Paul Odauk Office of the

President

14 Uganda’s Geography Kigozi Kaweesa Office of the

President

15 Geo-politics and the Vital and Core

National Interests

Paul Odauk Office of the

President

16 Transformative discipline and methods of

work

Patrick Mwesigye UPDF

Module 4: Transformation of Ugandan

society

17 National Visioning and Planning

Framework

Dhizaala Sanon

Moses

National Planning

Authority

18 Policy making process and Management

in the Public Sector

Frederick Anyine Civil Service

College Uganda

19 Monitoring and Evaluation of

Government programmes

Dhizaala Sanon

Moses

National Planning

Authority

20 The role of innovation in Public Service

transformation

Enoch Mutambi Civil Service

College Uganda

55 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

21 Uganga in a globalised world Felix Kulayigye

22 Enhancing Pesonal income of public

officers

Yusif Ssenteza

Module 5: Leadership and Management

23 Leadership and Management for

transformation

Anyine Frederick Civil Service

College Uganda

24 Communication in the Public Service Frank Musingwiire Public Service

Commission

25 Records Management in the Public

Service

Lillian Ariso Ministry of Public

Service

26 Occupational Safety and Health Okello Patrick MoGLSD

27 Customer Care in the Public Service and

Public Relations

Jonas Tumwine Ministry of Public

Service

28 Employee relations Okello Patrick MoGLSD

29 Conflict and conflict management Paul Okot Okello Ministry of Local

Government

Module 6: Cross-cutting issues

30 Mainstreaming Diversity in a work place Enoch Mutambi Civil Service

College Uganda

31 Mainstreaming Environmental & Natural

Resources Issues

Dr. Daniel Babikwa NEMA

32 Management of HIV/AIDS Lilian Ariso Ministry of Public

Service

Module 6: Performance Management in

the Public Service

33 Performance Management Herbert Kiguli Ministry of Public

Service

34 Enhancing Personal effectiveness for

results

Enoch Mutambi Civil Service

College Uganda

Module 7: Management of Public

Finances

35 Budgeting and Financial Planning Willian Ndoloreire MoFPED

36 Financial Accountability in the Public

Service

William Ndoloreire MoFPED

37 Public Procurement and Disposal of

Public Assets

John Saturday PPDA

56 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

Annex 8: Closing Remaks at the closing ceremony on 27th

June 2014 by Mr. Duncan

Bigirwa, Secretary Public Service Commission

The Permanent Secretary, Ministry of Public Service,

Director National Leadership Institute, Kyankwanzi

The Director, Civil Service College

Directors, Ministry of Public Service

Heads of Department

Senior Government Officials

Facilitators

The Staff of National Leadership Institute, Kyankwanzi

Distinguished Participants

Members of the Press

Ladies and Gentlemen

I am greatly honoured and delighted to officiate at the closing of the third Induction Course for the

newly recruited public officers organized by the Civil Service College. This is a unique course that

brings together all newly recruited public officers from the various Government Ministries,

Departments and Agencies which has enabled you to get to know each other, share experiences and

establish new positive friendship networks.

Let me also take this opportunity to commend your respective Permanent Secretaries who not only

released you for this course but also provided the necessary support and facilitation which led to the

success of this programme. I also wish to individually and collectively congratulate you upon the

successful completion of the two weeks Induction training programme.

Ladies and Gentlemen, the Uganda Public Service which you have joined is a hedge pog of

opportunities, strengths, high moments, excitement as well as serious challenges ranging from lack of

reliable information about the Service in general, to reluctance of serving officers to mentor, identify

and manage talent in career and other institutional and self imposed challenges. Such challenges, if

not addressed in time could lead you to commit mistakes for which you will remain accountable. This

tailor-made Induction Programme has therefore been deliberately developed and delivered not only to

57 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

enable you understand the public service and the expectations of your jobs, but also build your

confidence to contribute more effectively to the transformation of the Uganda Public Service.

The conduct of Government business requires unity of purpose on our part, and a harmonious

approach to all issues. You should always remember that as employees, the tax-paying public, has

high expectations of the services that are supposed to be delivered to them by Government. You are

also the people whom Government relies on to have those services delivered. In other words, you are

the face of Government to the people. You are therefore held accountable for the decisions and

actions you take while discharging your official duties and responsibilities. In that regard, it is

necessary for you to ensure proper and adequate consultations, coordination, efficiency and equity in

the management of public affairs. I believe you have achieved this orientation during this induction

course.

In addition to the aspiration of the people, you are as public officers expected to adhere to the Code of

Conduct and Ethics while conducting Government business. In order to enhance and preserve the

integrity of Government in the eyes of the public, it is a requirement and not a subject of debate, to act

with honesty, transparency and impartiality. You should avoid placing yourself in any form of

financial or social obligation to individuals or organizations that might in turn be used by those

individuals or organizations to influence your decision making process or performance of your duties.

You must also acquaint yourself with the Uganda Public Service Standing Orders, besides reading the

Constitution, Acts of Parliament and Circular Standing Instructions issued from time to time in order

to be well equipped to serve in Government.

Closely related to individual good conduct is the need for each one of you to spearhead the war

against corruption in your respective areas of jurisdiction. You are required not only to be on guard

against corruption, abuse of office, and influence peddling in all forms, but also to actively participate

in the fight against the vice. Government’s policy on corruption is that of ‘Zero tolerance’ to

corruption. You must therefore place particular emphasis on the prudent management of public

resources visible and invisible. Public resources must be utilized lawfully and for purpose intended

for.

During the two weeks that you have spent here, experienced public officers have interfaced with you

during this induction programme. You should not let this interaction go to waste. As you return to

your duty stations, you must know that you have been re-energized to begin a task of leading the

future of the Public Service of Uganda. You may be asking yourself right now, “How can I be a leader

in the Public Service when I am just starting?”

58 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

This task is made clear by some Authors, namely James Kouzes and Barry Posner, who in their book

entitled, “Leadership Challenge,” highlight five main practices of exemplary leadership. These are:-

Model the Way,

Inspire a Shared Vision,

Challenge the Process,

Enable Others to Act,

Encourage the Heart

Model the Way

Going first and setting an example, educating yourself, and doing what you say you will do, are

examples of how you Model the Way. Just by participating in this course, you are modeling the way

for young women and men to follow in your footsteps, when they join the Public Service in whatever

capacity. So make sure that when you leave Kyankwanzi today, act, perform and behave differently

from what the case was before by putting into practice all the lessons that you have learnt during the

induction. Share your story with the young officers who will come after you, set an example for them

by being the “Role Model” and let them know that with hard work and determination anything is

possible.

Inspire a Shared Vision

To inspire a shared vision, you begin by imagining what could be, by dreaming, and creating

something no one else has created. As newly recruited officers who have attended this induction

programme, you are in an ideal position to establish a vision for you are young and creative. Maybe

your collective vision for this programme and the Civil Service College is to be internationally

recognized for producing extraordinary public officers, who are able to provide exemplary service

delivery. I want the entire Public Service to know about your team as a “Change Campion Team” that

is ready to transform the public service delivery system! Start with small steps. One of the first things

you have to do is to let the entire public service know that you exist by sharing your stories in various

fora, including the internet (face book etc). If you decide to inspire a shared vision, start small, but

dream big, and follow that dream.

I have been informed that the Civil Service College is facilitating you to constitute a Forum of Young

Professionals, ‘’Network for Tomorrow’s Uganda Public Service (NTUPS)’’. This is a noble idea that

will make you stronger and enable you to champion change in the public service.

Challenge the Process

59 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

Kouzes and Posner say that you must always ask, “Why are we doing it this way?” As Change

Agents, the service will rely on you to provide constructive feedback that will continually shape the

new thinking as we tackle the challenge of transforming the public service. Leaders take risks, and

although risks can sometimes result in failure, we learn from our mistakes and continue to take on

new challenges and processes.

Enable Others to Act

Kouzes and Posner equate leadership with team effort. They also say that it is very easy to identify a

true leader, and that is by how many times a leader says “We” as opposed to “I.” It is impossible to

provide service delivery without working as a team, for each profession and discipline adds their

piece to the complex puzzle. Learn about your role as a public officer and how you can support your

team, and in return, you will get the support that you need from your workmates.

Encourage the Heart

Encouraging the Hearts of your fellow public servants, especially the officers below you, is extremely

important. This is going to be a very demanding time in your lives, and you will need to make

sacrifices in order for you to be successful. It is without question that you will need the support of

your Ministries/Departments. Providing positive feedback and ongoing encouragement to your fellow

workers is crucial, as there will be many fun and wonderful stories that you will be able to tell for

years to come, but there will also be tough and challenging times, and you will need that “pat on the

back” or that shoulder to cry on, from someone who can really understand what you are going

through.

These practices when applied by an individual at his/her work place, reflect such an individual as

being active, and an innovatior, who is interested in his/her work environment and would wish to

make such an environment to become more conducive for better results. In other words, such

practices attribute a change agent. The Public Service operates in a changing environment thereby

requiring people who can manage change; you should therefore strive to become change agents in

your Ministries and Departments. I have no doubt in my mind that each one of you will write a

training report to be shared by the staff of the Ministry/Department.

As I conclude, I would like to challenge all present to use the knowledge, skills and attitudes which

you have acquired in these two weeks to continuously search for the best practices and strategies that

will enable the Uganda Public Service, become a model Public Service in the East African Region

and the Continent of Africa. The Uganda Public Service should be unequivocal in being accountable,

transparent, responsive and capable of delivering quality, efficient, effective and timely public

60 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

services to the satisfaction of the citizens. Your being young resourceful, energetic and enthusiastic

should enable you to make the Public Service to have a better image outlook and stamina to overcome

the challenges of a rapidly changing world; since the new information era has made the world a

“global village”.

Finally, I wish to commend the Ministry of Public Service and the Civil Service College Team for

having successfully organized this two week-long programme. I would also like to thank the

leadership of the National Leadership Institute, Kyankwanzi, for their hospitality and having provided

a conducive environment for learning as well as arranging the drills that have kept the participants

mentally and physically fit. In addition, I thank the facilitators of the induction course for a job very

well done. Information is power and in this regard, they have empowered you to become well

informed public servants. In a special way, I thank the course participants for your active

participation and sharing of experiences and insights.

Ladies and gentlemen, it is now my singular honour and pleasure, to declare this Induction Course

closed.

I thank you for having listened to me.

61 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

Annex 9: Training Evaluation Form

1. What was your overall evaluation of the Induction Training Program? (Circle the

appropriate number) 1 2 3 4 5

1 – Unsatisfactory 2 - Marginal 3 - Good 4 - Very Good 5- Excellent

2. Please evaluate the knowledge transfer, relevance of topics to your work, quality of

presentation and training materials of each session of the training:

1 – Unsatisfactory 2 - Marginal 3 - Good 4 - Very Good 5 - Excellent

SN Session/topic Assessment of; knowled

ge

transfer

1 2 3 4 5

relevancy

of the

topic

1 2 3 4 5

the

Present

er 1 2 3 4 5

Training

materials

1 2 3 4 5

1 Overview of Uganda Government

2 Overview of Uganda's Foreign Policy

3 The Local Government System in Uganda

4 Public Service values and ethical Code of Conduct for

Public Officers

5 Protocol and Etiquette for Public Officers

6 Terms and Conditions of Service

7 Discipline and Disciplinary Measures in the Public

Service

8 Career Planning

9 Pre retirement planning

10 Patriotism: meaning and value to leaders

11 Introduction to political economy

12 History of Uganda (pre-colonial, colonial and post

colonial history of Uganda)

13 Ways of Thinking and Decision Making

14 Uganda’s Geography

15 Geo-politics and the Vital and Core National Interests

16 Transformative discipline and methods of work

17 National Visioning and Planning Framework

18 Policy making process and Management in the Public

Sector

19 Monitoring and Evaluation of Government programmes

20 The role of innovation in Public Service transformation

21 Leadership and Management for transformation

22 Communication in the Public Service

23 Records Management in the Public Service

24 Occupational Safety and Health

25 Customer Care in the Public Service and Public

Relations

26 Employee relations

27 Conflict and conflict management

62 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

28 Mainstreaming Diversity in a work place

29 Mainstreaming Environmental & Natural Resources

Issues

30 Management of HIV/AIDS

31 Performance Management

32 Enhancing Personal effectiveness for results

33 Budgeting and Financial Planning

34 Financial Accountability in the Public Service

35 Public Procurement and Disposal of Public Assets

36 Kiswahili

37 Field exercise

38 Personal income enhancement

3. Were the objectives of the Induction Training program achieved?

4. List three sessions of the Induction programme that were most valuable or beneficial to you?

Why?

5. How will you use the knowledge and/or skills gained from this event?

6. What are some emerging topics in your work that you would highlight for immediate training

support?

7. For future events of this nature, what changes, if any, would you recommend?

8. Additional Comments

63 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

Annex 10: Training Evaluation Summary

TOPIC Presenter

Relevance

of topic

Knowledge

transfer

Training

materials Mean

Overview of Uganda Government 4.3 4.3 4.1 4.1 4.2

Overview of Uganda Foreign Policy 4.4 4.2 4.2 4.1 4.2

The Local Government System in Uganda 4 4.3 4.1 4 4.1

Public Service Values and Ethical Code of Conduct 4.3 4.5 4.3 4 4.3

Protocol and Etiquette for public officers 4.4 4.5 4.3 4 4.3

Terms and Conditions of Service 4.2 4.6 4.3 4.1 4.3

Discipline and disciplinary measures 4.3 4.6 4.4 4.1 4.4

Career planning 4 4.6 4.2 4.2 4.3

Pre retirement planning 4.3 4.6 4.3 4.2 4.4

Patriotism; meaning and value to leaders 4.1 4.3 4.1 3.9 4.1

Introduction to political economy 4.1 3.9 3.9 3.7 3.9

Key issues in the History of Uganda 4.3 4.1 4.2 3.7 4.1

ways of thinking and decision making 4.2 4.2 4 3.8 4.1

Uganda’s Geography 4.3 4.3 4.4 3.9 4.2

Geo politics and the vital and core national interests 4.1 4.1 4.1 3.8 4

Transformative discipline and methods of work 4.2 4.3 4.2 3.9 4.2

National Visioning and Planning frame work 3.9 4.3 4 3.9 4

Policy Making and management in the public sector 3.9 4.1 3.9 3.7 3.9

Monitoring and Evaluation of Government

programmes 3.8 4 3.9 3.8 3.9

Role of Innovation in public service transformation 4.1 4.2 4.1 4 4.1

Leadership and Management for transformation 4 4.2 4.2 4 4.1

Communication in the public service 4.4 4.4 4.4 4.2 4.4

Records Management in the public service 4.4 4.5 4.4 4 4.3

Occupational Safety and Health 4.6 4.7 4.6 4.2 4.5

Customer Care and Public Relations 4.6 4.6 4.6 4.3 4.5

Employee Relations 4.6 4.7 4.6 4.4 4.6

Conflict and Conflict Management 4 4.3 4.7 3.9 4.2

Mainstreaming Diversity in a work place 4.4 4.3 4.2 4.2 4.3

Mainstreaming Environmental and Natural

Resources 3.6 4 3.8 3.7 3.8

Management of HIV/AIDS 4.2 4.3 4.2 4 4.2

Performance Management 4.2 4.4 4.3 4 4.2

Enhancing Personal Effectiveness for results 4.3 4.4 4.3 4 4.3

Budgeting and Financial Planning 4.2 4.3 4.2 4 4.2

Financial Accountability in the Public Service 4.2 4.3 4.2 4 4.2

Public Procurement and Disposal of Public Assets 4.1 4.3 4.2 4 4.2

Kiswahili 3.6 3.9 3.6 3.5 3.7

Field Exercise 4.7 4.6 4.7 4.6 4.7

Personal Income Enhancement 4 4.4 4.1 3.8 4.1

AVERAGE 4.2 4.33 4.22 4 4.2

64 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

Annex 11: Pre and Post Training test questions and answers

1. a) Name the three arms of the Government? (03 Marks)

Executive (Cabinet),

Legislature (Parliament), and

Judiciary.

b) List any three functions of a public officer? (03 Marks)

To provide timely, high quality and cost effective services to the nation:

To provide quality services to the population;

Interpret, appreciate and explain governance policies to the public;

Properly portray the image of Government in the public;

Provide crucial link between the Government and the society;

Strive to improve on the quality of life of the population through provision of quality befitting

services

2. a) State the vision of Uganda as stipulated in the National Development Plan?

(02 Marks)

“A transformed Ugandan society from a peasant to a modern and prosperous country within

30years”.

b) State any three National Development Plan (NDP) 20110/11-2014/15 objectives

(03 Marks)

Increasing household incomes and promoting equity

Enhancing the availability of gainful employment

Enhancing human capital development

Improving stock and quality of economic infrastructure

Increasing access to quality social services

Promoting Science, Technology and Innovation (STI) and Information Communication

Technology (ICT)

Strengthening good governance, defense and security

Promoting a sustainable population and harness natural Resources

3. a) Define the term protocol as used in State Affairs (01 Marks)

A system of rules that explain the correct conduct and procedures to be followed in formal

situations.

The formal etiquette and code of behaviour, precedence and procedure for state and

diplomatic ceremonies.

b) b) Name the dignitaries on the sitting arrangement on the front line of the DAIS

named a - h below: (04 Marks)

a b c d President e f g h

a. First Movement Chairman b. Deputy Speaker of Parliament c. Chief Justice

d. Vice President e. First Lady f.Speaker of Parliament

g. Prime Minister h. Minister for Presidency

4. Name any 5 legal documents in which the Public Service Terms and Conditions are

stipulated? (05 Marks)

65 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

• Constitution of the Republic of Uganda;

• Public Service Standing Orders;

• The Public Service Act;

• The Public Service Commission Regulations;

• The Pensions Act;

• Local Government Act;

• Accounting Regulations;

• International Labour Laws;

• The Trade Unions Laws Statute 1993 and Employment Decree 1975;

• Workers Compensation Act;

• Circular Standing Instructions and Establishment Notices issued from time to time;

• Judicial Service Commission Act;

• Health Service Commission Act, etc.

5. b) Mention any five guiding principles of the Code of Conduct and Ethics for Uganda Public

Service? (05 Marks

Accountability

Decency

Diligence

Discipline

Effectiveness

Efficiency

Impartiality

Integrity

Loyalty

Professionalism

Selflessness

b) Give four examples of what constitutes unethical behaviour/ conduct in the Public

Service? (05 Marks)

POSITION without QUALIFICATION. For recruitment into the Public Service on falsified

qualifications;

POSSESSION without SERVICE;

PLEASURE without HARDWORK;

POPULARITY without ACCOMPLISHMENT;

PRAISE without HEROIC ACTS;

FAILURE to adhere to PRINCIPLES OF ETHICAL CONDUCT. They include:

Trustworthiness, respect, responsibility, justice and fairness, caring.

6. State any four principles of handling discipline in the Uganda Public Service

(04 Marks)

The principles of Natural justice and domestic inquiry

Consistency

Progressiveness

Right of Appeals

Conviction of a Public Officer by Competent Court Of Law

7. An officer has retired at a monthly salary of 1,690,000/= after serving for 25 years.

Calculate her;

a) Monthly pension (02 Marks)

P=LS x Sal = 1,690,000 x 12 x 25 x 12

500 500

66 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

= 12,168,000/=

Monthly Pension = P x 2/3 x 1/12

= 12,168,000 x 2 x1/12

3

= 676,000/=

b) Commuted Pension Gratuity (CPG) (02 Marks)

CPG= Px1/3 x 15 = 12,168, 000 x 15=

3

=60,804,000/=

8. a) Define corruption as used in the Public Service (02 Marks)

Corruption is defined as the misuse of public resources (human, physical, financial and

time) for personal or private gain. It is understood to involve the conversion of public

funds and other resources or abuse of power by holders of public office for selfish ends or

taking advantage of one's position for self-personal interest against the interest of the

public.

b) Mention any five legal acts that constitute Uganda’s accountability and anti-

corruption legal framework (05 Marks)

The constitution of Uganda

The Inspectorate of Government Act 2002

The Leadership Code Act, 2002

Anti Corruption Act 2009

The Whistleblowers Protection Act

Local Government Act, 1997

The Public Finance and Accountability Act, 2003

The National Audit Act, 2008

Public Procurement and Disposal of Public Assets Act 2003

Access to information Act 2005

c) List five examples of public organisations that manage anti corruption policy and

actions in Uganda (05 Marks)

Inspectorate of Government (IG)

Directorate of Ethics & Integrity,

Inspectorate of Government,

Office of the President,

Directorate of Public Prosecutions,

Office of the Auditor General,

Ministry of Internal Affairs,

Inspectorate of Courts,

Local Government Finance Commission,

Uganda Revenue Authority,

Criminal Investigations Directorate,

Public Procurement & Disposal of Public Assets Authority,

Public Service Commission,

Ministry of Public Service,

Ministry of Finance, Planning and Economic Development,

Ministry of Public Service,

67 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

Ministry of Local Government,

Education Service Commission,

Health Service Commission,

Judicial Services Commission.

9. State the colour of the following types of record (05 Marks)

SN Type of Records Colour

1 Top Secret Red folder;

2 Secret Blue folder;

3 Confidential Green folder;

4 Restricted Yellow/Brown/Pink folder.

10. a) Mention the four main stages of Performance Management Cycle?

(04 Marks)

Performance Planning and Budgeting (including standard setting and client

Charters);

Performance Monitoring and Review;

Performance Evaluation;

Performance improvement, including Rewarding for good performance and

sanctioning for poor performance.

b) State the principles of performance appraisal (04 Marks)

Fairness

Transparency

Objectivity ;

Openness;

Participation and interaction.

c) List the five key elements of the Uganda Public Service Results Oriented

Management (ROM) Framework (05 Marks)

Vision,

Mission Statement,

Objectives,

Outputs,

Performance Indicators, Targets.

11. Fill in the timelines in the table below for the National Budget Preparation Process

(05 Marks)

SN Process Timeline

1 Cabinet Retreat October

2 First Budget Call Circular October

3 First Budget Consultative Workshop October or November

4 Sector Working Group Retreat December

5 Inter-Ministerial Consultative Meetings

6 Preparation National Budget Framework Paper (NBFP) By 30th March

7 Parliamentary Approval of NBFP By 15th May

8 Consultation with H.E The President End May/1st week of June

9 Cabinet Approval of the Budget Early June

10 Presentation of the Budget Estimates and Speech to

Parliament

By June 15

68 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

12. a) Mention any three legal acts that guide the management of Public Finance

(03 Marks)

Public Finance and Accountability Act 2003.

The Constitution of the Republic of Uganda 1995 (Chapter Nine);

The Uganda Public Service Standing Orders 2003;

Public Finance and Accountability Act 2003;

Budget Act 2001;

Local Government Act 2007: Local Governments (Financial and Accounting)

Regulation 2007;

Local Government Financial and Accounting Manual 2007;

Local Government internal audit manual 2007;

The Public Procurement and Disposal of Public Asset Act 2003;

The Public Procurement and Disposal of Public Asset Regulation 2003;

Access to information Act 2005.

b) Mention any four objectives of audits conducted by Auditor General

(04 Marks)

Determine whether public funds are spent efficiently, effectively and in

accordance with applicable laws;

Evaluate internal controls and help improve governance in Government and in

public sector agencies;

Undertake investigations to assess whether illegal or improper activities are

occurring;

Determine whether public sector agencies are in compliance with applicable

laws and regulations, rules and procedures;

Provide assistance to the Parliament and Public Accounts Committee in support

of their oversight and decision making responsibilities.

c) List the areas where each public officer is expected to be accountable in the

execution of his/her duties? (04 Marks)

In performance of duties; schedule of duties as well as delegated duties;

Time management;

Funds advanced for work etc

13. a) Mention any four fundamental principles that govern Public Procurement

(04 Marks)

Maximization of competition in order to obtain the best quality and price;

Transparency in all processes undertaken;

Accountability for all actions and decisions to the Public;

Efficiency and effectiveness in order to attain Value for Money (VFM);

Fairness and non-discrimination of all Bidders;

Code of ethical conduct.

b) List the five methods of public procurement (05 Marks)

Single sourcing or micro procurement method

Request for quotation/proposal

Restricted Tendering method

Open Tendering (Domestic or International) method.

Direct Procurement method.

14. Mention the stages in policy making (policy cycle) (04 Marks)

Issue identification;

Policy analysis ;

69 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

Consultation (which permeates the entire process);

Decision;

Implementation;

Monitoring and Evaluation.

15. a) Distinguish between Vital and Strategic National interests (02 Marks)

Vital interests are interests that a state will defend or seek to further, if necessary , by

military force, because it perceives them as being directly linked to its continued

existence as an independent entity, its territorial integrity, or the lives of its people. These

are uncopromisable and non-negotiable. Whereas,

Strategic interests are interests, often of geopolitical or economic in nature, that a state

perceives as likely to determine, over time, its ability to defend or promote its vital

interests. These are also referred to as secondary interests. These can be negotiated and

compromises reached on the.

b) State any three values that underpin the Ministry of Foreign Affairs art, conduct and

practice of diplomacy (03 Marks)

Integrity

Transparency

Selflessness

Accountability

Professionalism

Patriotism

Equity

Adaptability

Loyalty

Impartiality

Gender sensitivity

70 | C S C U I n d u c t i o n R e p o r t 2 0 1 4

Annex 12: Programme for 2014 Induction training closing ceremony

27.06.2014

Time Activity Responsibility Centre

12:00 Guest of Honour ushered in Enoch Mutambi, Programme

Manager, G&PS

12:00-12:10 National and East Africa Anthems Jescah

12:10-12:30 Remarks by Programme Manager Enoch Mutambi, Programme

Manager, G&PS

12:30-12:35 Remarks by Director NALI Deputy Director, Lt Col.

Balisigara

12:35-12:45 Remarks by PS Ministry of Public

Service

Jane Mwesiga, Commissioner

HRM, MoPS

12:45-13:05 Speech by Guest of Honour Mr Duncan Bigirwa,

Secretary Public Service

Commission

13:05-13:45 Award of Certificates

13:45-13:55 Group Photograph Kiviri Julius

14:00-14:40 LUNCH Amori Moses