Thursday, July 19, 2012

Concept Note for Achieving Good Governance


            Concept Note for Achieving Good Governance     
               EDR vs HDR  --- EDI vs HDI
An innovative step may be taken-up by GoUP to achieve Good Governance (GG) by Employee Development Report (EDR) based on Human  Development Report (HDR). This pattern is a Corollary based on UNDP’s HDR and HDI respectively.
Annual Human Development Reports (HDR) by United Nations Development Program (UNDP) based on Human Development Index (HDI) was launched by Pakistani economist Mahbub ul Haq in 1990. It had explicit purpose “ to shift the focus of development economics from national income accounting to people centered policies.”
Haq was sure that a simple composite measure of human development was needed in order to convince the public, academics and policy-makers that they can and should evaluate development not only by economic advances but also improvements in human well-being.
Noble laureates Amartya Sen’s work on capabilities and functioning provided the underline conceptual framework.  Sen initially opposed Haq’s idea, but he went on to help Haq develop the index. Sen was worried that it was difficult to capture the full  complexity  of human capabilities in a single index but Haq persuaded him that only a single number would shift the attention of policy-makers from concentration on economic  to human well beings.
The first HDR introduced a new way of measuring development by combing indicators of life expectancy, educational attainment and income into a composite HDI. Its importance was the creation of a single statistic which was to serve as s frame of references for both social and economical developments. The HDI sets a minimum and a maximum for each dimension, called goalposts, and then shows where each country stands in relation to these goalposts, expressed  as a value between 0 and 1. HDI is a comparative measure of life expectancy, literacy, education, standard of living and quality of life for countries worldwide.
 Team is always there. Leaders (not only politicians but leadership quality) generate team spirit in them. This team spirit converts efforts into public goods. Well knitted system is there but team spirit is not. This step is able to develop required team spirit in system to enhance its performance.
We must develop EDR based on HDR & EDI based on HDI. EDI will have three indicators.
1.   Service matters:
a)   EPF/GPF and its passbook.
b)  Medical Leave account
c)   Earned Leave account
d)  Annual Confidential  Report
e)   Service book
f)    Personal file.
g)   Pending applications of service matters
2.   Structured time promotions:
a)   Scale wise-ACP
b)  Postwise
3.   a) Training: a training road map for whole carrier and its implementation.
b) Required statutory changes to manage the cadre.

c)   HR planning: Preparation of a road map for sustainable, energetic, and productive human recourse of each cadre to carry forward the mandate and mission of the department and governments.


Frame work for action.
It must be first agenda point of monitoring of CM/CS in all development meetings. CS must appoint one of his staff officer as Nodal to manage this portfolio.
Examinee and examiner must be different for impartial evaluation. We need to hire a company to get report of each department. This will be completely under CS to give impartial report and will work under the appointed Nodal officer / staff officer to ensure its impartiality.  
Each department has many cadres. First identify and list cadres. After listing, start completing and implementing as per the existing rules and regulations. To prepare road map enact, amend rules as required. Each department must appoint a nodal officer not below the rank of special secretary who will co-ordinate with Nodal officer in CS office and his departments.
Prepare a job chart what is needed to be done as per exiting rules and regulations. First complete this to send a strong signal in employees that Government is ready to energize you. And in turn you need to energies the public whom serving as duties by your delivery.
Stakeholders:
1.   Employees
2.   Public
3.   CM and Government
4.   CS
5.   Employee Associations of each cadre.
This innovative step will be a win-win situation for all stakeholders.
Employee: Each employee is a leader in its domain- here leader refers for his leadership quality. They are not delivering as expected. Among many reasons, one important reason is bad service conditions have deenergized/demotivated them.  They are converted into pessimistic elements in government machinery. Meaning is that parts of government machinery are not oiled. They are not update to accommodate the fast changing situations in their working. Implementing a  time bound service improvement conditions of about 16 lakh employees will keep them always energized, motivated and in ready-to-deliver zone.
Public: Public is running pillar to post for their works. Employees are not delivering the government services employed for. Motivated workers will deliver and system efficiency will improve. Therefore, public will get benefit and their hardships will reduce. It will save their time, money and energy.
CM and Government (Political economy): Present government has got mandate to provide good governance. Our young CM inculcated a hope in public for good governance- fed-up with bad governance. If it will be done, it will be an accomplishment of a mandate free of cost only by monitoring. Motivated workers will deliver and public’s good governance expectations will be fulfilled. This will strengthen the public faith in our CM and government. Certainly this will be a good political product for government to sell in coming elections. Above all, service matters are emotional in nature. It will hit the emotional cord of employee and its family. This will develop a long lasting bond with government and CM in particular which will be a great asset for a political party and politicians.
CS: Our CS is a renowned person and commanding high esteem of public. Employees are hopeful that they have got the right doctor to cure their chronic service illnesses. There is a big challenge before our CS, being head of bureaucracy, how to deliver. Public is also having big hope with CS to get good governance. This step will help him in overcoming this challenge. Since this step is for the first time from a CS level, certainly it will be a new feather in the cap of our CS. Moreover, this is an emotional issue, so a small removal of service problem will attach all 16 lakh employee with CS emotionally. It will be a great and life achievement for him.
Employee Associations: Time to time they agitate, sometimes violently, over service matters of their respective cadres. This step will satisfy them and they will provide their conducive support to the government.
To start with it can be experimented with a few selected departments.
It can be in Two Phases:
1.   Ensuring implementation under existing rules and regulation and Mapping of what need to be done in each head- One year
2.    Stabilizating  this issue as  routine work to avoid adhochism in HR management.
Referance: