PSC Considers Career Progression Pathways to Promote Civil Servants

PSC Considers Career Progression Pathways to Promote Civil Servants

Civil servants could soon benefit from new career progression opportunities under a proposed Public Service Commission (PSC) policy aimed at creating clearer and more flexible routes for professional advancement.

The proposed Career Management Policy seeks to change how public officers plan and develop their careers by introducing several pathways through which employees can advance within government institutions.

According to the PSC, the proposed framework would allow civil servants to progress vertically, horizontally or diagonally depending on their skills, experience and career goals.

Vertical progression would allow an employee to move to a higher grade, while horizontal movement could involve transferring to another department while remaining at the same level. Diagonal progression would allow officers to move to higher responsibilities in a different area of the public service.

“The proposed policy provides for greater career mobility through vertical, horizontal and diagonal movement.”

The policy also proposes dual career pathways for technical and professional officers, giving highly skilled employees the option of moving into management or continuing to develop as specialists and experts.

“It also introduces dual career paths for technical and professional cadres, allowing highly skilled public officers to progress either through managerial positions or specialist and expert pathways,” the PSC stated.

The commission said the proposed approach would give civil servants greater flexibility while reducing the pressure on highly skilled officers to move into management simply to advance their careers.

PSC Targets Better Career Planning

PSC Chairperson Francis Meja said the proposed policy would strengthen career planning across government institutions and improve employee development.

The framework seeks to connect career management with other human resource practices, including performance management, training and professional development.

“Once implemented, the policy is expected to mainstream best practices in human resource management, including career planning, career pathing and career development,” Meja said.

He added that the policy would also encourage government institutions to invest more in developing their employees through coaching and mentorship.

“It will also strengthen linkages with other human resource practices, prioritise resources for career management and broaden employee development to include coaching and mentorship,” Meja added.

The proposed reforms place greater emphasis on competencies and performance, rather than relying solely on traditional seniority-based career advancement.

The approach is similar to reforms being considered in other public institutions, including the Teachers Service Commission (TSC), which has been reviewing career progression arrangements for teachers.

Public Participation Underway

The PSC outlined the proposed changes after conducting a stakeholder feedback workshop as part of efforts to develop the new policy.

The commission said it is currently reviewing views collected during a public participation exercise held between June 10 and July 13.

Stakeholders are expected to examine the feedback, identify areas that require further clarification and address outstanding concerns before the policy is finalised.

The process is expected to determine how the proposed career pathways will be implemented across different public service cadres.

If adopted, the policy could provide civil servants with clearer guidance on the skills, competencies and experience required to progress in their careers.

It could also help government institutions identify and develop talent internally while giving employees more control over their professional growth.

The PSC has not indicated when the final policy will take effect. Further consultations and review of stakeholder submissions will precede its completion.

The proposed reforms come as the government continues to focus on performance-based management, employee development and efficiency in the public service, with career planning emerging as a key part of efforts to strengthen the capacity of government workers.

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PSC Considers Career Progression Pathways to Promote Civil Servants