DAWLADDA PUNTLAND PUNTLAND STATE

EE SOOMAALIYA OF SOMALIA

CIVIL SERVICE COMMISSION(PCSC)___________________

Puntland State of Somalia

Civil Service Commission

Background

As part of the design and implementation of the Somalia Capacity injection Project (CIP), the
Government of Puntland and the World Bank have agreed on priority areas of intervention within
the framework of the World Bank / UNDP joined up approach to capacity development.

Puntland as a major beneficiary of the CIP will be supported to improve capacity to perform key
government functions, strengthen its policy capabilities and improve civil service management
including support to improve institutional, organizational and individual level capacity to improve
public sector performance. Organizational performance is directly dependent on the quality of staff
performing well-defined functions on the basis of clearly defined mandates and availability of
appropriate tools and enabling work conditions. The CIP aims to support the Government of
Puntland to conduct a rapid assessment of mandates, functions and staffing requirements of
ministries, departments and agencies (MDAs) including taking them through a visioning process
to define their vision, mission and value system. These activities are consistent with outcomes of
the public sector reform dialogue initiated by the Puntland Government in2012 in the areas of(i)
public finance and procurement;(ii) human resources management and capacity development; (iii)
improving institutional performance; and (iv) services delivery.

1. Job Title Head of Training, Staff Development

2. Department Training, Staff Development.

3. Assignment Location Garowe, Puntland Civil Service Commission

4. Grade Level Stream A, Level 3 Sub Director

5. Reporting To Director, HR
6. Supervisory Responsibility
7. Job Purpose
8. Objectives of the Job
9. Duties and Responsibilities
The Head of Training, Staff Development will be responsible for
the supervision of all section heads within the public service.
The Head Training and Staff Development is the functional Head
of the Department. He/ she is responsible for the overall
technical, administrative and management of the Department.
The incumbent is a career senior civil servant appointed through
a competitive process and is responsible for providing leadership
and vision for achieving goals of the Department. He/ She shall be
responsible for providing technical and professional support to
the Director General
 Overall management of Training, Staff Development and for
PCSC and MDAs
 Provide effective leadership, enabling the Department to
improve performance of its functions and achieve set results
 Coordinating the development and implementation of
Training, Staff Development and.
 Provide accurate and timely reporting on progress of
implementation of Training, Staff Development policies,
strategies and programmes
The Head of Training, Staff Development:-
 Formulate and review strategies and policies for
Training, Staff Development and Career Progression in
the Public Service
 Developing career progression policies and procedures
manual and training staff on their use.
 Design career development strategies as a guide for
determination of career path for the members of staff of
the Public Service
 Identify core career progression needs of the Public
service in line with government objectives and goals for
socio economic development of the country
 Developing, implementing and monitoring career
progression programs for civil service in collaboration
with MDAs
 Establish institutional frameworks such as the Human
Resource Advisory Committees in state departments
and parastatals for the discharge of the Training, Staff
Development and Career Progression function
 Initiate collaboration with institutions of higher learning
and the School of Government for purposes of offering
suitable talent and appropriate training to the public
service
  Formulate and coordinate the performance
management systems applicable to monitor employee
productivity in the Public Service
 Develop a framework for the hearing and determination
of appeals related to human resources from county
governments
 Develop a framework for handling disciplinary matters
and appeals concerning human resources from
ministerial/state departments
 Undertake research and analysis of the status of
Training and Staff Development Functions in the Public
Service for use of review in recommendation for Career
Progression in the civil service
 Undertake monitoring and evaluation on Training, Staff
Development and Career Progression in the Public
Service
 Manage the capture of impact assessments on training
undertaken by staff in the Public Service to determine
output on the service delivery
 Manage the conduction of human resource skills audit
and maintain skills inventory of the Public Service staff
of National Government
10. Deliverables Head of Training, Staff Development shall be responsible for the
following deliverables:-

 Strategies and policies for Training, Staff Development

and Career Progression
 Career development strategies and guidelines
 Career progression programs and training plans
 Career progression policies and procedures manual
 Training needs assessment reports
 Institutional human resource frameworks
 Guidelines for linkages with institutions of higher
learning and the School of Government
 Performance management systems
 Labour tribunal framework
 The Ombudsman framework
 Public service human resource research reports
 Public service human resource recruitment and
development plan
 Human resource reviews plans and reports
 Human resource management policies, plans and
strategies
 Public service training assessment reports
 Human resource skills audit report
 Skills analysis reports
11. Education
12. Experience
13. Skills Mix Requirements
14: Competency Requirements
 A minimum of 1st Degree in Human Resource management
and development or related discipline from a recognized
University or equivalent professional qualification
 A Master’s Degree in Human Resource Development will be
an advantage
Seven years’ experience, four (4) of which must have been at the
senior management level in the public service
 Governance
 Change management
 Leadership and development
 Problem-solving techniques
 Blend of analytical, observational, organisational and
networking skills
 Strategic planning and benchmarking
 Project management
 Performance measurement
 Team building and management
 Monitoring and evaluation
 ICT skills
 Report writing
 Excellent oral and written English and Somali languages
 Gives objective advice based on sound analysis
 Focuses on outcomes
 Gives purpose and direction
 Thinks strategically
 Involves people in decision-making
 Communicates effectively
 Demonstrates commitment to organisation/ corporate
decisions
 Displays an intelligent awareness of the political environment
 Prepares plans with clear short and long term objectives
 Functions effectively in a team of professionals
 PUNTLAND CIVIL SERVICE COMMISSION

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 Education

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Additional Qualifications, Further Study, Research

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Period …../…../….. to …../…../…..

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of employer ……………
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Title of job …………………………………………… 2. ……………………………………………………..
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of employer ……………
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References
 Name three (3) immediate former supervisors or managers who can comment on your professional experience.
These must not include Relatives. Before nominating them you should have their permission to give their names

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1.

2.

3.

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or contractual agreement void without compensation or repatriation.

Signature

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Relative(including maiden , Employed Engagem
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employed by the
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Puntland - (Father,
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