Competency Framework of Civil Service of Nepal

Status: 
Completed

Team: Khum Raj Punjali (Advisor), Basanta Raj Sidgel (Team Leader), Rajendra Adhikari (Team Member), Binod Kumar Bista (Team Member), Trilochan Poudyal (Research and Data Expert)

Nepal is in the initial phase of implementing federal system of governance. Preparing legislative and regulatory frameworks and structural arrangements as provisioned in the Constitution are in progress. The system has envisioned presence of three levels of governments at the doorsteps of people in the form of improved service delivery and holistic development. This becomes reality when the civil service is competent and dedicated to function as per the spirit of the Constitution and government policies. The changing paradigm of governance demands role reorientation of the civil servants, who are considered as change leaders. They should possess required competencies to perform effectively in their respective role. The idea of competency mapping emerged to assess the required core competencies of civil servants in the changed context and to define competency framework for the civil service.

Nepal Administrative Staff College has taken this novel initiative to define the core competencies of the civil servants, perhaps milestone in Nepal’s public administration. This would guide overall human resource management functions of the governments at federal, province and local levels. The study is based on the premise that civil servants, irrespective of their positions and specific responsibilities, should possess core competencies- composite of knowledge, skills and attitude- to demonstrate professionalism in their decisions, actions and behavior. The competency mapping exercises in all levels of government revealed that civil servants should have integrity as foundational competency and lead people to deliver results with service orientation and effective communication. The defined competency framework would primarily be useful for the Public Service Commission in recruitment of public officials. Similarly, the government can benefit from this framework to prepare human resource development plan and the capacity building institutions can align their programmes to develop those competencies.
The research team that worked hard for this commendable work deserves sincere appreciation. I take this opportunity to appreciate Government of Nepal, the Public Service Commission and the members Executive Committee of NASC for their continued support throughout this study. I am also thankful to Chief Ministers of provinces, Mayors/Chairpersons of local governments and civil servants who provided their valuable information for deriving competency framework.
 
The financial support from Governance Facility for accomplishing this initiative is praiseworthy.
 
We consider this as a living document and NASC will continuously work to update, as there would be changes in public service environment. The framework is expected to gain maturity over time and provide a useful base to embark ‘towards competency based civil service’.