PUBLIC SERVICE DEVELOPMENT CONSULTANTS by SIPU International AB

PUBLIC SERVICE DEVELOPMENT CONSULTANTS

TWO DECADES OF COMMITMENT TO GOOD GOVERNANCE We are convinced that an effective public service is necessary for developing democracy and equitable and sustainable socio-economic growth. It is a crucial element of good governance.

SIPU International is a consultancy and training organisation specialising in public service development and reform. We collaborate with parliaments, national governments, provincial and local governments and other public service organisations covering a wide range of sectors. We operate in a global context in developing and transitional countries. Our view on public administration

The purpose of public administration is the provision of accountable public services to citizens who are entitled to know how resources are used and which results have been achieved. Methods

In our work as consultants we see our client as the owner and partner in the development process. SIPU is the facilitator; offering development tools that strengthen our clientsâ&#x20AC;&#x2122; capacity to solve their own problems.

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merit. We attempt to provide a mix of both theoretical competence and practical experience of how to effectively manage and develop public services. We continuously assess results and other benefits from external evaluations of projects where we are engaged. These provide important stepping-stones for our own and our partnersâ&#x20AC;&#x2122; learning and development.

Values

Effective public management is a vital element of socio-economic development. A capable public administration is a cornerstone of a democratic society. It provides the backbone for the rule of law and is characterised by participation, equity, accountability, transparency and pluralism. SIPU is committed to democratic ideals and sincere respect for the distinct historical and cultural settings in which we operate. To us, democracy is an ongoing process that springs from acquired democratic attitudes, values and behaviours. It is a fragile process that needs continuous attention in all societies. Quality control

Our definition of quality embraces a client focus, and our mission is to satisfy the clientsâ&#x20AC;&#x2122; expressed needs. We strive to generate ownership and apply appropriate methods to ensure a mutual understanding of results to be achieved. We apply a longterm perspective in our work. We aim at continuous improvements by constantly following research and trends in the field of Public Administration and adopt those techniques we believe have real practical

OUR APPROACH IS SIMPLE WE WORK WITH PEOPLE FOR PEOPLE Development is about people.

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AS CONSULTANTS … As consultants in needs-based development and change, we cooperate with organisations at different stages of development. We form partnerships with clients who have diverse experiences, professional competencies, values and preferences. These conditions determine our role as consultants. In every case we wish to help our client analyse a situation, find appropriate solutions to problems, learn how to harness opportunities and improve work practices. We have the capacity to take on a mentoring role and to be a sounding board for the client. In other situations we may be hands-on experts “getting things done” together with members of the client organisation.

techniques, including methods of measurement and evaluation of results.

AS TRAINERS … SIPU International is known for its original and dynamic training approach, applying action learning, facilitation, coaching, participative techniques, case studies and similar modern training methods, with supporting materials carefully tailored to local conditions and requirements. Our training methodologies are innovative. We test and develop new models and adopt new

SIPU International operates in many countries with different cultural, political, religious and ethical environments. Experience has taught us to appreciate diversity. We believe that diversity and different backgrounds in project teams composed of men and women, young and old, improve effectiveness and the likelihood of achieving desired results.

AS CONSULTANTS AND TRAINERS … Our aim is to develop learning organisations. These provide a platform for the development of skills and ultimately a highly effective public administration. Learning organisations are characterised by an open working environment in which employees are encouraged to enhance their skills and abilities and where work experiences are used to promote learning and change. We use techniques for problem solving and learning in groups to bring about change, development and growth for individuals, teams and organisations.

ONE OF THE MOST SIGNIFICANT CONSULTANCY ORGANISATIONS IN SCANDINAVIA…

SIPU International – the Swedish Institute for Public Administration – was established in 1979 as a Government Agency to provide training and consultancy services to the Swedish civil service. The institute was privatised in 1992 and is now a limited company owned and managed by its senior staff. SIPU International has undertaken more than 400 projects in some 50 countries in Central and Eastern Europe, Asia, Africa and Latin America. We are currently operating in around 20 developing and transitional countries. Our clients are parliaments, national governments, provincial and local governments, and NGOs, as well as multilateral and bilateral organisations. SIPU International has provided support to projects financed by most bilateral and multilateral development cooperation organisations, like Sida, Norad, Danida, SDC, DfID, the World Bank, regional development banks, UNDP, and EU-funded programmes. SIPU has 25 full-time staff at our head office in Stockholm, and most are management consultants who also provide support to about 15 consultants based around the world. We have access to a consi-

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OUR CONSULTANCY SERVICES SIPU International offers consultancy and training in the following areas:

derable pool of associated long- and shortterm consultants and experts in public management and related fields, both in Sweden and abroad, as well as staff from Swedish Government Institutions at central, regional and municipal levels.

• Public Service and Administrative Reform • Parliamentary Democracy and Management of Parliaments • Institutional and Organisational Development • Human Resources Management • Management Development • Democracy and Human Rights • Equity Management • Performance Management • Financial Management, Accountability and Budgeting • Public Procurement • Urban Development • Public Health Management • Local Government Development • Project Management and Development • Feasibility studies, appraisals, evaluations, monitoring of progress, LFA and other administrative studies.

… AND ACROSS THE WORLD Public service development needs to maintain an international approach. By bringing together expertise from different administrative traditions and legal frameworks, we can offer our clients a wide selection of alternatives and help turn a range of options into a coherent plan. We have a core network of European partners, which enhances the quality of our services by offering unique combinations of resources and approaches in our assignments. SIPU has a number of local offices around the world for project administration and regional marketing. We frequently form partnerships with local consultants or consultancy companies.

PUBLIC SERVICE AND ADMINISTRATIVE REFORM The goal of public administration is to provide services of value to individual citizens and society as a whole.

SIPU International has wide experience in supporting government institutions on national, regional and municipal levels. Our approach is based on specific principles, such as: • Strengthening common ownership and fostering commitment • Improving the understanding of the role of public services among civil servants and citizens • Introducing policies and management systems which encourage organisations to be performance-driven • Analysing strategic processes and developing solutions for service delivery with stakeholders • Devising appropriate structures for transparency, responsibility and accountability • Adopting a change-oriented approach • Stressing the importance of competence development, human resources development and staff participation.

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Transformation and reform are time-consuming tasks in any organisation. Reform requires more than knowledge or skills enhancement. Reform requires changes in attitudes, values, and ways of working. We have extensive experience of facilitating these processes in co-operation with politicians, managers, leaders, staff at all levels, and other stakeholders.

Thailand: Overall strengthening and capacity building for the Office of the Civil Service Commission, including institution building, training, policy development and change programmes for the Civil Service, all within the PAR programme

Vietnam: Support for the implementation of the PAR Programme Russia: Strengthening of public administration in the Lake Bajkal Region Ukraine: Various projects within the PAR programme, such as support for administrative reforms, results-based management, studies of public awareness and other topics Mongolia: Support for different components of the Good Governance programme, such as the development of performance management frameworks and a management development centre, introduction of a leadership programme, and strategic improvements to approaches to communication, anticorruption, etc.

MANAGEMENT OF CHANGE Capacity building for institutional development strives to meet current demands, as well as developing and adapting institutions to respond to new needs and requirements. Capacity building in development co-operation aims at supporting individuals, departments, organisations or a group of organisations to perform their respective missions, functions and tasks efficiently and effectively. Capacity building is a broad concept that encompasses a range of measures and activities:

People are our focus. An appreciation of their history, tradition, culture and accumulated experience is the starting point for sustainable development. Managers and staff are key players in development activities and both types of player must be involved in bringing about change and improvements.

• Improving service delivery capacity • Developing a shared vision, values and strategy in an organisation • Developing policies and appropriate and efficient structures and staffing levels • Identifying best practices and implementing effective work methods and processes in combination with streamlined planning, monitoring, reporting and evaluation processes • Improving the level of professional and managerial competence • Training individuals in certain target groups in an organisation • Developing partnerships and joint development programmes to reform the institutional framework for certain sectors of public administration.

Managing change is a specialty in its own right and requires skills that go beyond operational management. Because fixed formulas are often inappropriate and each organisation is unique, an approach tailored to particular organisational needs is required. Albania: Decentralisation and Local Governance, at central ministry level and projects in two municipalities China: Capacity Building Programme for the Prosecutor Office of Shanghai, including a Human Rights component Mongolia: Support to the decentralisation process, including policy development, training for central and local government staff, and applied research Rwanda: Local Government Capacity Building, focusing on central ministries, two provinces and the municipal level, in particular South Africa: Management Develop-ment, Institution and Capacity Building for the provincial administrations of the Northern Cape and the Eastern Cape

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LOCAL GOVERNANCE We support our clients in rationalising and restructuring their local government institutions. ping elements of the plan and working in partnership to strengthen implementation. We can also help evaluate the performance of local government in developing and transitional environments and identify how to sustain progress and achievements.

Local government has many names â&#x20AC;&#x201C; municipalities, districts, provinces â&#x20AC;&#x201C; and is characterised by being close to its citizens and by providing services that are important for people on the ground, such as education, health, roads and other amenities. However, a fragmented local government structure, often under-financed, may find it difficult to bridge the gap between available resources and the satisfaction of basic needs.

South Africa: Local Government Development Support programme (MDU) for all municipalities within the Northern Cape province Moldova: Local Self-Government, including training of

SIPU International AB works within generally accepted principles of decentralisation and assignments of power. We support our clients in rationalising and restructuring their local government institutions by examining the coordination of financial flows and identifying improvements in financial information and management systems, as well as helping to define service boundaries. Our local governance projects are often part of integrated development plans in which our role ranges from initial advice to actively develo-

mayors and accountants, development of manuals and materials and study tours Russia: Training for the Oblast in Novgorod in local democracy, local government planning and integrated planning Uganda: Local Government Development, including administrative strengthening at city-level and curricula development for local government training

HUMAN RESOURCES MANAGEMENT AND DEVELOPMENT Civil servants are the lifeblood of the public service. Effective and efficient use of personnel requires professional management, competent use of procedures, supporting systems, training and linkages to organisational objectives.

Human Resources Management (HRM) and Human Resources Development (HRD) enable an organisation to achieve its objectives through its staff. The scope and content of how to acquire, retain, administer, train, develop and retire personnel is therefore driven both by general principles and the needs of the specific organisation. There are two main aspects of HRD and HRM: • Development of leadership and management • Development of competence Both aspects are necessary to maximise human capital. Strategies applied by managers to develop their human resources may make the vital difference between success and failure in an organisation. We support our client organisations to: • Develop explicit, clear linkages between business and human resources plans • Develop skills and improved systems and procedures for HRM and HRD, in recruitment and selection, job design and analysis, performance appraisals,

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Vietnam: Strengthening Personnel Management Practices

redeployment, labour relations, control of staff costs and assessing the number of employees required • Develop and implement capacity building strategies and plans for individual, organisational and institutional development • Strengthen the capacity of HR functions to make informed decisions about skills and attitudes within the organisation • Support line managers in managing their staff • Move towards a merit-based and equal opportunity organisation.

in the Public Service, Curriculum Development and Training of Trainers Serbia: Development of Modern Human Resources Management (HRM) and introduction of a HRMIS in the Civil Service Moldova: Capacity Building within the Academy of Public Administration Mongolia: Civil Service Training and policy development in areas such as Human Resources Development, Organi-

We do not advocate any particular solutions; instead we support the organisation to find the most appropriate solution. Local conditions, management capacity and previous experience are guiding principles. We simply start out where the client organisation is.

sational Development, Transparency Thailand: HRM Rightsizing and Simulation Model

South Africa: Human Resource Management and Institution Building and HIV / AIDS in the Workplace, Eastern Cape Provincial Administration

GENDER EQUITY – DIVERSITY MANAGEMENT Equal rights, equal opportunities, equal obligations and equal remuneration for men and women – a precondition for sustainable development of human resources and for service delivery.

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Georgia: Mainstreaming Gender Equality into the

We recognise equality as one of the cornerstones of democracy. Gender equity is usually part of an overall equity policy that could also encompass race, age, disability and other types of discrimination.

Government Institution Estonia, Kazakstan, Ukraine: Gender within development cooperation

We support client organisations in fully integrating a gender perspective in projects and policies. This can be done by ensuring the equal participation of men and women in activities; by structuring activities to address different needs; by promoting gender awareness at all levels; by developing opportunities for women in leadership through training and the promotion of networks; by setting gender equity targets; and by balancing the composition of consultant and expert teams.

South Africa: Gender programme in the Local Government Development Programme Mongolia: Organisational development in the Cabinet Secretariat included a gender programme Vietnam: Strengthening Personnel Management Practices in the Civil Service EU: Integration of gender issues in development cooperation, for ACP countries

We share our experiences from our international work in equity and equality, as well as taking an active part in developing gender methodologies and collaborating with a network of gender experts.

URBAN DEVELOPMENT Urban development is concerned with improving living conditions for the urban poor.

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ementing skills development plans to ensure sustainability.

Democratic and inclusive local government institutions are a precondition for achieving sustainable urban development and for minimizing urban poverty. Infrastructure, social facilities and good urban settlements, with a pro-poor emphasis, provide a positive environment for development. A holistic approach is necessary to eradicate urban crime, poverty and unemployment and to improve health and the environment. In this context, economic growth is the foundation for sustainable urban development.

South Africa: Urban advisors for the municipalities of Nelson Mandela, Buffalo City and Sol Plaatje South Africa: Advisor to the Galeshewe Urban Renewal programme

We can strengthen the local planning and implementation machinery by applying professional expertise to the urban components of integrated development plans, and supporting client municipalities in developing, managing and implementing projects. Our experts can help develop and implement specific plans concerned with urban housing, transport and the environment, as well as designing and impl-

PERFORMANCE AND FINANCIAL MANAGEMENT Without good state-of-the-art tools and procedures to control limited financial and other resources and to relate them to the services produced, it is difficult to evaluate the productivity and impact of public services and to provide a reliable basis for informed decisions on priorities and resource allocation.

Sound management of financial resources in harmony with good management of human resources and business plans, and supplemented by effective and efficient systems are the tools available for the delivery of high quality public services. These resources are essential for integrated planning. Performance management focuses on what the organisation produces. Performance management - or results-based management - is a powerful tool for managing the objectives, activities, costs and operations in a coherent and consistent frame-work.

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South Africa: A number of Financial Management and

We work with all aspects of public financial management. This covers financial issues at the macro level, system analysis, poverty reduction modalities, tracking of expenditure, accounting, matters concerning the overall public financial situation and economic and financial policies, budgeting and financial forecasting, monitoring and control, IFMIS, revenue, audit and corruption, and financial management at the local level.

Budgeting projects, including introduction of the Public Financial Management Act, application of budget formats, personnel budgeting and costing, accounting and budget structure China: Perfermance management within the Chinese Supreme PeoplesÂ´ Prosecution Services - Shanghai PeoplesÂ´Procuratorate - Huang Pu District.

Mozambique: State Financial Management Project, including legislation, training, IFMIS specifications, accounting standards and charts, computerization of procedures and compilation of quarterly and annual government accounts Kosovo: Municipal Financial System, including production of training materials for certification, provision of training and training of trainers Tanzania: Financial Management and Budgeting, including production of Government Budget Handbook, system development for compilation of budget figures, budget structure development

PUBLIC PROCUREMENT Transparency and consistency in procurement are essential to achieve effectiveness and efficiency in public services. Procurement management will produce savings in public expenditure.

Public procurement is an increasingly important and complicated aspect of public administration in all spheres of government. Globalisation, international treaties and regional multilateral groups influence national procurement rules and procedures and may conflict with national preferences and traditions.

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Highly specialised expertise in public procurement regulations may be needed, along with extensive experience in public administration and reform in general, to satisfy conflicting influences and prevent fraud and corruption. We have access to a pool of highly qualified experts who have delivered projects in the following countries. Ukraine: Public Procurement, development of new legislation Slovenia: Public Procurement for the Ministry of Finance Zimbabwe: Public Procurement Development for the Ministry of Economy Mozambique: Drafting new Government Legislation

PROJECT MANAGEMENT AND DEVELOPMENT We see project work as a method, as a concept, and as a process.

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tified users of the Logical Framework Approach (LFA) and are skilled in team building.

Project work is a method in the sense that it is an efficient and proven way of accomplishing well defined goals and objectives within set limits of time and financial resources. It is a concept in the sense that it is a training tool for human resources development, for team building and teamwork and for its orientation towards results. It is a process in the sense that each project has to be identified, formulated, appraised, implemented, monitored, terminated and finally evaluated. Our approach to project work stresses all three aspects and additionally emphasises the integration of the skills achieved into the organisation after project completion. We are experienced in conducting feasibility studies, design, appraisals, implementation, management and evaluation for a wide range of bilateral and multilateral organisations. Many of our consultants are cer-

S I P U I N T E R N AT I O N A L A B POSTAL ADDRESS

P.O.Box 70338 SE-107 23 Stockholm Sweden VISITING ADDRESS

Torsgatan 4, Stockholm PHONE

+46 (0)8 698 06 01 FAX

+46 (0)8 698 06 10 E-MAIL

info@sipu.se www.sipu.se

One of the most significant consultancy organisations in Scandinavia…

SIPU International offers consultancy and training in the following areas:

SIPU International is a consultancy and training organisation specialising in public service development and reform. We work with parliaments, national governments, provincial and local governments and other public service organisations covering a wide range of sectors. We are working in transitional and developing countries all over the world as advisors, facilitators, trainers and experts.

Our business is to contribute to Good Governance – to improve professional practices as well as service delivery in our client public service organisations. Commitment, visionary leadership and the ability to carry out decisions are essential prerequisites for growth and development. Democracy, rule of law and human rights, transparency and access to information, accountability and quality assurance of public management are integral components of Good Governance.

SIPU International is committed to democracy, good governance, and gender equality. We are recognised for our participative approach and our orientation towards sustainable results.