31 March, 2011 CIRCULAR STANDING INSTRUCTION NO.1 OF ...

the behavior of employees and to cultivate a performance culture that
focuses on results, excellence and professionalism.
2.0 CURRENT SITUATION
2.1 A number of regulations and disciplinary procedures are detailed in
the Public Service Act, the Uganda Government Standing Orders, the
Code of Conduct and Ethics for the Public Service, the Public Service
Commission Regulations, and the Rewards and Recognition
Scheme.
2.2 Although the regulations provide for measures and procedures to
deal with indiscipline, their enforcement is still weak and slow. The
focus is on rewarding and recognizing good performance.
Sanctioning poor performance as a means of improving performance
is not being addressed. This has been confirmed by Public Service
Inspection Reports, the Local Government Reports, the Service
Commission Reports and the Joint Government/Development
Partners’ Reports.
2.3 The current system has the following weaknesses:
a) The rewards have not been applied in a standard manner across
the Service. Hence there is a lot of inconsistency in the
implementation.
b) The rewards are not significant enough to cause change in
behavior and to encourage exertion of extra effort.
c) The criteria for nominating best performers has been challenged
resulting in discontent.
d) The criteria for reward or recognition places little emphasis on
promoting innovativeness.
e) The focus on rewarding individuals does not allow enough
recognition of the collective and collaborative efforts by teams to
deliver key outputs.
Page 2 of 21