By the Name of Allah

HR Directorate

HR Directorate

March 2014

HR Directorate

Presentation Contents

• Introduction of HR directorate and its activities

• Training Need Assessment of MoMP/HQ

• Introduction of CBR Project

• MoMP organizational chart

•A look to the Stakeholders Engagement Guide

• Major challenges

• Why coordinate with the HR directorate?

Major Tasks of HR Directorate

The Major Responsibilities of HR Directorate are:

Recruitment

Capacity Building

Performance Appraisal

Records Keeping

Employee Relations

Organizational Development

Major Achievements

Major Achievements of the HR Directorate in 2013:

Implementation of pay and grading system

Training of (333) staff

Performance Evaluation of (1300) employees

Implementation of New filing system

Installation of complaint boxes and fire extinguishers in Kabul and

provinces

Establishment of 34 provincial offices

Almost finalizing of CBR proposal

Kabul Staff Qualification Levels

Introducing of 50 young and interested to learn employees to private universities, but still looking for fund to pay their fee.

MoMP capital and provincial staff

qualification levels

What are the present education levels of the MoMP staff (Kabul based plus provincial offices)?

How many employees were introduced for trainings in 1392 SY?

224 Male

109 Female

224 Internal Training

107 External Training

8 Master’s degree

99 Fellowship

Capacity Building

333 Total Employees Trained in 1392 SY

MoMP Employees were Introduced to

following Countries for Capacity Building

1) Australia (4)

2) Turkey (9)

3) Japan (14)

4) India (72)

5) South Africa (22)

6) UAE (2)

7) USA (4)

8) Pakistan (2)

9) Poland (2)

10) China (2)

11) Finland (7)

How Many MoMP Employees experienced capacity building opportunities abroad?

140 MoMP staff were introduced to capacity building opportunities abroad

Organizational Development Department

Accomplishments of the Organizational

Development Department

Preparing of 1390, 1391, 1392 and currently 1393

SY Ministry structure

Establishment of few directorates based on MoMP

goals in HQ

Establishment of Provincial office

Structure preparation for MoMP Gov’t Enterprises

Recruitment Department

What are the accomplishments of the Recruitment Department?

Total positions in structure: 2760

Position which are recruited under pay and grading system

(85%)

Positions under process of pay and grading system (304) (11%)

Position to be advertised (4%)

Database and filing system developed for candidates’ files

Recruitment Department

How many employees have been entered into the pay and grade system?

…..85% have been successful entered

Records Keeping and

Performance Evaluation Department

Sub database development to record central office employees

identification to report on need basis

Database development for fired employees

Database (HRMIS) development with cooperation of

Administration Reform Commission

Data Entry of current employees inforamation into (HRMIS)

Implementation of New Filling System

What are the accomplishments of the Records Keeping and Performance Evaluation Department?

Records Keeping and

Performance Evaluation Department

Records Keeping and

Performance Evaluation Department

Records Keeping and

Performance Evaluation Department

•(1646) Probationary and annual performance of Central and

provincial employees were carried out.

Retirement section:

•Retirement of (1122) Employees were processed

Main achievements of Performance Appraisal Office

Records Keeping and

Performance Evaluation Department

What is the new MoMP

attendance system?

Installation of electronic

attendance in MoMP HQ

and AGS in order to avoid

wastage of time and illegal

absence of employees

Records Keeping and

Performance Evaluation Department

Developing Standard Classes to build

Capacity of MoMP Employees

Challenge: Classes have since been occupiedGoal: To reestablish capacity building classrooms in 1393 (2014)

Developing Standard Classes to build

Capacity of MoMP Employees

Challenge: Classes have since been occupiedGoal: To reestablish capacity building classrooms in 1393 (2014)

Capacity Building for Result

CBR program, which is for five years, is managed by the MoF and IARCSC, implemented by sector ministries in capital and provinces to cause the following:

1. Clarification in Job description and MoMP responsibilities

2. Improvement in service provision

3. Improvement in development of budget expenses

4. Simplification of various operation processes

5. Implementation of important reform plans

6. Preparation, modification and management of ministries organizational structures by considering their responsibilities

7. Internal capacity enhancement of ministries to improve performance and reduce relying on foreign technical supports (like PMU, Advisors etc).

What is the CBR program?

Capacity Building for Result

The CBR program can provide ministries with following resources:

1. Recruitment of joint positions

2. Recruitment of required SMG positions in capital and provinces as specific and selective

3. Productive Advisors (Local and Expat)

4. Training for SMG and joint functions positions

5. When program proposal is approved by leadership committee, SMG and joint functions take place and recruitment process is conducted according to recruitment plan

6. More result – more recruitment

What can the CBR program provide for you?

Total Central

Directorates (30)

Total provincial directorat

es (28) and

departments (6) Govern-

mental Enterpris

es (4)

Total Positions

(2760)

Present Employee

s(2343)

87/13 Gender

Percentage

MoMP Structure

North Coal,

Enterprise (490)

Enterprise of power

and fertilizer factories

(1858)

Jabul Saraj

Cement Enterprise

(242)

Afghan Gas

Enterprise

(950)

Total staff(3540)

MoMP Governmental Enterprises

Major Challenges

Existing of Parallel offices that conduct major tasks of HR like recruitment and capacity building

Shortage of fund for short term and long term training of staff (Bachelors programs to private institutions)

Lack of proper training and education for HR staff Lack of complete capacity building policy and plan for MoMP Lack of database in HR to be responsive for all MoMP

requirements (recruiting, hiring, donor collaboration tracking, trainings, study tours)

Lack of information of contracted staff, no integration policy Lack of Training Archive to keep capacity building material for

institutional memory Lack of modern archive for Records Keeping of Employees.

The overall Major Challenges of the HR Department and MoMP presently are:

Donor / MoMP Coordination

Some challenges can be resolved through stronger coordination

between the MoMP Human Resources Department and the

international donor programs…

DFID (ASI): Technical

Assistance to the MoMP (TAMOMP)

US TFBSO:Mineral Tender Development

and Geological Services

WB:Second Sustainable

Development of Natural Resources Project (SDNRP)&

GAF Aynak Compliance Monitoring

WB: Afghanistan

Resource Corridors

Project (ARCP)

USAID: Sheberghan Gas

Development Project (SGDP)

WB: Capacity

Building for the AGS (CBAGS)

US DOC: Afghanistan

Marble Center of Excellence

(COE)

USAID: Mining Investment and Development Project (MIDAS)

Other Partners: Finland, India Japan, Ausaid,

ADB

The MoMP Donor Partners:

Donor / MoMP Coordination

The Main Reason is:

Our Goals & Objectives are the Same

Why should donor programs coordinate with the MoMP HR?

Donor / MoMP Coordination

Donor program employees are not MoMP formal employees, but we believe they

are important asset of this Ministry & want to welcome and have them as formal

staff, we are committed to help you in any possible way, but it is not possible,

• if we do not have well coordination, do not make the integration policy

together.

• If we do not have the required baseline data and your full information

• If you do not help and coordinate in system and policy development.

• If the Recruitment and Capacity Building activities are not coordinated,

recorded and conducted based on the ministry goals and objectives.

• For this reason we have developed the Stakeholder Engagement Guide (SEG).

Why should donor programs coordinate with the MoMP HR?

Donor / MoMP CoordinationWhy should donor programs coordinate with the MoMP HR?

•You are to help the ministry in developing the required system and equip it with the right tools to achieve its goals and objectives.• One of your main responsibility is Capacity Building.•HR is committed to have a system in place to help everyone in the ministry to perform his/her responsibilities as required, be a symbol of Real HR and is seeking your help in system, policy and procedures and capacity development.

های برنامه تعداد

تدویر آموزشی

شده

تدویر جهت پالن

آموزشی برنامه

کارکنان تعداد

شده نیازسنجی

اداره / وزارت شمار

ه

های برنامه تعداد

تدویر آموزشی

شده

تدویر جهت پالن

آموزشی برنامه

تعداد

کارکنان

نیازسنجی

شده

اداره / وزارت شما

ره

2 ندارد 112 انرژی و آب 19 9 ندارد 259 فواید عامه 1

15 407 445 کمیسیون مستقل انتخابات 20 ندارد ندارد ندارد امور مهاجرین وعودت

کننده گان

2

10 ندارد ندارد اداره مرکزی احصائیه 21 13 4 205 جیودیزی وکارتوگرافی 3

11 ندارد 415 ولسی جرگه 22 10 ندارد ندارد مالیه 4

12 60 ندارد اداره انسجام کوچی ها 23 5 ندارد ندارد دولت در امورپارلمانی 5

4 1 7 اداره ملی حفاظت محیط

زیست

24 ندارد ندارد ندارد اطالعات وفرهنگ 6

1 ندارد ندارد کمیسیون مستقل نظارت

برتطبیق قانون اساسی

25 14 ندارد ندارد معادن 7

8 7 ندارد زراعت ،آبیاری ومالداری 26 17 ندارد ندارد عدلیه 8

18 226 ندارد ستره محمکه 27 5 ندارد 350 اقتصاد 9

4 ندارد 22 امور زنان 28 13 421 436 احیاء وانکشاف دهات 10

9 ندارد ندارد اداره عالی تفتیش 29 6 ندارد 10 ریاست عمومی تربیت

بدنی وسپورت

11

8 29 94 اداره عالی نظارت مبارزه

علیه فساد اداری

30 5 ندارد ندارد ارشاد حج و اوقاف 12

10 92 493 مخابرات وتکنالوجی

معلوماتی

31 10 113 225 امور داخله 13

13 ندارد 495 شاروالی کابل 32 7 2 11 اداره ملی ستندرد 14

11 700 1890 کار، اموراجتماعی، شهدا

ومعلولین

33 19 ندارد 27 امور شهرسازی 15

6 ندارد ندارد اداره اموروداراالنشاء شورای

وزیران

34 8 12 ندارد مشرانوجرگه 16

2 ندارد ندارد کمیسیون عالی انرژی اتمی 35 9 ندارد ندارد ترانسپورت وهوانوردی 17

4 40 463 امور سرحدات، اقوام وقبائیل 36 9 ندارد ندارد کمیسیون مستقل اصالحات

اداری و خدمات ملکی

18

No. of Trainings conducted or # of employees trained in each Ministry

Donor / MoMP Coordination

The MoMP has done a survey of past trainings. (Please see training needs assessment handout)

Results show that better coordination with the HR Dept on participant selection is needed:

Why should donor programs coordinate with the MoMP HR?

Stakeholder Engagement Guide

The Stakeholder Engagement guide addresses such problems as formally tracking donor

capacity building programs through forms and communication procedures with the HR.

The SEG can also benefit your program and the MoMP by:

1. Effective co-ordination of trainings and coaching seminars, workshops , meetings or other

2. Outreach and access to a broader MoMP and stakeholder beneficiary base

3. Improved communications and stakeholder engagement

4. Identification and access to the right stakeholders

5. Information of MoMP operations and key contacts

6. Improvement of MoMP services

7. Reduce risk and unnecessary grievances or conflicts

8. Improves monitoring and evaluation

9. Provides a centralized resource space for all donor reports, assessments, videos, training

materials etc.

What does the Stakeholder Engagement Guide Do?

SEG Tool Example 1:

Name: HR- CBAR – 001 Capacity Building Activity Request Form (CBAR-Form) – In Country

Purpose: For capacity building approval – in country

Please see Page 48 of your SEG.

What other forms are included in the SEG?

There are presently eleven forms in total being considered for implementation.

Stakeholder Engagement Guide

Please give feedback to:

Mr. Wali FaiziDirector of Human Resources

Email: wali.faizi@mom.gov.af Office Address:Third Floor, Deputy Ministry for Finance and Adminisratin Building Ministry of Mines and Petroleum

We need your feedback so that we can properly implement these protocols and procedures moving forward……