Scheme of Service for Human Resource Cadre

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(i) To allocate duties, monitor and evaluate the performance, andcoach/develop staff within the department, to ensure theachievement of departmental objectives;(j) To ensure the preparation of departmental budgets andmanage the utilization of funds within the department; and(k) To conduct HR surveys and researches aimed at establishingperformance gaps and designing remedial policies, plans,programmes in liaison with the relevant stakeholders.Key Result Areas/Performance Indicators(a)(b)(c)(d)(e)(f)(g)(h)Policies have had a considerable effect/impact on improvingprofessionalism, working conditions, and service delivery.Strategies have been effective in achieving objectives.HR staff have been deployed and are effectively utilised in theMinistry and there is Improved Individual productivity andpersonal effectiveness.Quality reports that enable Senior management is able to makesound and informed decisions on recommendations onrecruitment of staff and staff promotions.Error margins in HR work has reduced to acceptable levelsbecause of technical guidance and support supervision andthere is increased job satisfaction.HR personnel have acquired hands on skills and experience,and it is evident that staff are receiving quality HR services.Critical and important items have been funded in departmentalbudgets.No budget overruns.Scheme of Service for Human Resource Cadre Page 21
(i)(j)(k)Quality survey reports enable Senior management to makeinformed decisions on remuneration of staff.Supervised staff respected by supervisors.Achievement of performance indicators by supervised staffPerson/Job Specifications(a) (i) An Honors Bachelors Degree in HRM; or(ii) Social Sciences or Arts or Commerce or BusinessAdministration with a recognized specialty in HR fieldsuch as HRD or HRM or Organizational Developmentstudies; plus(b)A Masters degree in HR Studies or Social Sciences orBusiness Administration or Public Administration or relevantprofessional qualification like CIPD or any related field;(c)A minimum of a Certificate Training in Financial Managementis a requirement if not done at Postgraduate level; and(d)At least nine years’ experience in an HR field, three of whichshould have been at the level of Assistant Commissioner orequivalent level in a reputable Institution.Scheme of Service for Human Resource Cadre Page 22
Page 1 and 2: THE REPUBLIC OF UGANDASCHEME OF SER
Page 3 and 4: LIST OF ACRONYMSGoUGovernment of Ug
Page 5 and 6: aligned and professionalized in ord
Page 7 and 8: a) Management of the HR Officer’s
Page 9 and 10: (iv) Responsible Officers shall obs
Page 11 and 12: Revised Job TitleSalary ScaleDirect
Page 13 and 14: 4.0 HR FUNCTION IN MINISTRIES, DEPA
Page 15 and 16: (a) To assist the Permanent Secreta
Page 17 and 18: Person/Job Specification(a)(i) An H
Page 19 and 20: (d)Strategic thinking(i) Has the ab
Page 21 and 22: (ii) Reinforces the change message
Page 23: Job duties and ResponsibilitiesAn O
Page 27 and 28: d. Policy Management(i) Is able to
Page 29 and 30: 5.3 Assistant Commissioner Human Re
Page 31 and 32: (h) To interpret and advise clients
Page 33 and 34: level of Principal Personnel Office
Page 35 and 36: (ii) Is able to fit the organizatio
Page 37 and 38: 5.4 Principal Human Resource Office
Page 39 and 40: (l) To gather information on HR pol
Page 41 and 42: (b) A post-graduate Diploma in Huma
Page 43 and 44: (g)Policy Management(i) Is able to
Page 45 and 46: 5.5 Senior Human Resource OfficerJo
Page 47 and 48: (i)Consistent harmony between exist
Page 49 and 50: (vi) Is able to recommend policy re
Page 51 and 52: Key Result Areas(a)(b)(c)(d)(e)(f)(
Page 53: (ii) Is able to implement governmen

Scheme of Service for Human Resource Cadre

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