Induction Report 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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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.
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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.
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
15 Beatrice
Nannozi
Kasirye
F Veterinary
officer
MAAIF 0782145945
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
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
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
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
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
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
88 Achayo
Rophine
F Magistrate
G.1
Judiciary 0782818037
0701818037
89 Kimono
Juliana
F Magistrate
G.1
Judiciary O70438388
5
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]
92 Nantege
Christine
F Magistrate
G.1
Judiciary 0774218080 [email protected]
93 Kagoya
Jackline
F Magistrate
G.1
Judiciary 0774064100
0702655585
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
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
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