Uganda's public service faces deteriorating quality and efficiency despite continuous reform efforts, according to Gender Ministry Permanent Secretary Aggrey David Kibenge. The official warned that bureaucratic delays persist while private enterprises advance rapidly across the nation. Kibenge blamed insufficient investment in civil servant development for widespread institutional stagnation. He cautioned that successive National Development Plans risk failure without properly prepared implementers. The permanent secretary emphasized maintaining professional standards among government workers.
Public Service Minister Wilson Muruli Mukasa supported these observations while highlighting recruitment competence and resource allocation as primary concerns. The ministry partnered with INSTIGLIO through the Government Empowerment Network to address capacity gaps. Thirty-four senior officials from six ministries received selection as program champions for enhanced training initiatives. The six-month program combines traditional learning with artificial intelligence tools for improved service delivery. Participants will engage both online and face-to-face educational components.
Office of the Prime Minister Commissioner Patrick Okello identified motivation and compensation as overlooked factors undermining performance improvements. He noted salary disparities between government departments create widespread employee frustration and demoralization. Okello advocated for comprehensive reform addressing skills development alongside fair remuneration structures. The commissioner stressed that capacity building alone cannot resolve systemic inefficiencies without adequate financial incentives. Minister Mukasa acknowledged poor motivation continues hampering effective governance.
The government previously increased scientist salaries significantly ahead of other employee categories, generating tension among arts and humanities staff. Officials pledged gradual salary harmonization with twenty-five percent annual increases for remaining worker classifications. Uganda established the Civil Service College in Jinja during 2010 to strengthen administrative capabilities.
Public Service Minister Wilson Muruli Mukasa supported these observations while highlighting recruitment competence and resource allocation as primary concerns. The ministry partnered with INSTIGLIO through the Government Empowerment Network to address capacity gaps. Thirty-four senior officials from six ministries received selection as program champions for enhanced training initiatives. The six-month program combines traditional learning with artificial intelligence tools for improved service delivery. Participants will engage both online and face-to-face educational components.
Office of the Prime Minister Commissioner Patrick Okello identified motivation and compensation as overlooked factors undermining performance improvements. He noted salary disparities between government departments create widespread employee frustration and demoralization. Okello advocated for comprehensive reform addressing skills development alongside fair remuneration structures. The commissioner stressed that capacity building alone cannot resolve systemic inefficiencies without adequate financial incentives. Minister Mukasa acknowledged poor motivation continues hampering effective governance.
The government previously increased scientist salaries significantly ahead of other employee categories, generating tension among arts and humanities staff. Officials pledged gradual salary harmonization with twenty-five percent annual increases for remaining worker classifications. Uganda established the Civil Service College in Jinja during 2010 to strengthen administrative capabilities.
