Ethiopia is on a mission to reform its civil service sector into a professional, efficient, and citizen-oriented public sector. The reform will prioritise areas that can attract, retain, and motivate talent, directly enhancing employee well-being and public service outcomes.

Through its ongoing Public Administration and Civil Service Reform, Ethiopia is building on seven pillars of the reform programme serving as crosscutting dimensions for strengthening the civil service.

In a recent interview with apolitical, Ethiopia’s Federal Civil Service Commissioner, Dr Mekuria Haile, outlined the seven pillars as follows: “First, creating a seamless organisational structure while improving occupational classification and pay. Second, managing civil servants' competencies effectively. Third, focusing on service improvement and modernisation. Fourth, fostering an inclusive and diversified civil service. Fifth, establishing a modern human resource management system. Sixth, digitising and digitalising the civil service. Seventh, promoting capable reform leadership to implement these programmes, which we refer to as pragmatic leadership development.”

A delegation from the Commission was recently in Kenya for a benchmarking mission. Led by Dr. Birhanu Asfaw, Lead Executive Director for Government Employees Competency at the Ethiopian Civil Service, the scoping mission to Kenya (8-18 June 2025) fell within the reform pillar, focusing on building and implementing a competency assessment and certification system of public servants.

The delegation engaged with key Kenyan institutions responsible for public administration, gaining practical insights into competency frameworks, salary and remuneration systems, and performance-based governance. These included the Kenyan Ministry of Public Service Human Capital Development, Salary and Remuneration Commission, Human Resource Management Professionals Certification Board, Ministry of Information, Communications, and the Digital Economy, Public Service Commission, Kenya Institute for Public Policy Research and Analysis, Kenyan School of Government, and the Ministry of Labour and Social Affairs.

Dr. Birhanu said, “Kenya offers a very relevant model for us. Its reforms in competency-based human resource management, salary structures, and citizen-centred service delivery resonate strongly with the direction that Ethiopia is heading towards.”

In recent years Kenya has continued to modernize its public service system through technological innovation and policy change. Platforms such as e-Citizen have digitized services, improved accessibility, and reduced corruption.

Technical Insights from Kenya’s Public Service Reform

Kenya’s public service transformation is underpinned by several technical innovations and institutional reforms that Ethiopia can adapt to its own context:

• The Public Service Competency Assessment and Management System (PSCAMS) enables real-time, web-based assessments. It enhances transparency, supports data-driven decision-making, and promotes continuous improvement in training outcomes.

• Kenya’s standardized occupational framework (KeSCO-2022) ensures uniformity in job classification across public and private sectors. Competencies are systematically mapped to curricula, syllabi, and content flow, promoting coherent learning pathways and practical skill application.

• High-quality competency assessments are supported by detailed test blueprints, expert item writers, and multi-institutional input, ensuring reliable and valid evaluation of employee skills.

• Performance appraisals are directly linked to salary increments, benefits, and recognition, enhancing motivation and accountability.

• Harmonized salary scales, competitive benefits, and inclusive negotiation with professional associations help retain experienced staff and attract new talent.

Key Takeaways and Recommendations for Ethiopia

In terms of performance management, Ethiopia’s current strategy aligns well with Kenya’s approach, but the delegation reflected on the lesson that benefits could come from ensuring stronger links between performance outcomes and salary increments, as well as digitization of the evaluation process to promote fairness and transparency.

Finally, implementing performance-based salary structures—grounded in fiscal research—can help Ethiopia attract and retain skilled professionals while ensuring affordability and sustainability within its economic context.

Looking ahead

Ethiopia’s Federal Civil Service Commission intends to integrate the lessons learned into its ongoing reform process, while also exploring areas for deeper collaboration with Kenyan counterparts. Kenya’s experience demonstrates how deliberate reforms, guided by strong institutions, can help build a more transparent, efficient, and citizen-friendly public service. The Ethiopian delegation returned home with renewed commitment to shaping a civil service that delivers not just policies but also trust and value to its people.

*** The Federal Civil Service Commission’s visit to Kenya was made possible through the FutureSmart UNDP programme in Ethiopia that supports governance reforms in the public sector through the 3i approach of Inclusion, Integrity, and Innovation, which plays a central role in reform implementation.

The FutureSmart programme is financed by the Governments of Denmark, Luxembourg and the Republic of Korea through the UNDP Funding Windows, and supported by the UNDP Governance for Public Goods and Services (GPGS) Global Team.

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