Department:  Department of Personnel

1. Objectives

The objectives of this sub-program are: 1) to improve efficient and equitable teaching and non-teaching staff deployment to expand enrolment opportunities in primary and secondary education, especially in disadvantaged, remote and under-served areas, and to deploy specialized teachers equitably; 2) to contribute to improving education quality through the replacement of retired and contract teachers with qualified, newly recruited teachers; and 3) to provide incentives to educational staff to promote their willingness to work in remote and disadvantaged areas.

2. Responding to ESP Strategies and Policies

Policy 1: Ensuring Equitable Access to Education Services

¯  Ensure the rationalization of educational staff in remote and disadvantaged areas.

     Policy Action:

• Progress on the staff deployment strategy reviewed in 2010.
• Staff utilization standards, particularly in over-staffed schools, reviewed in 2011.
• Teacher demand and supply strategies revised in 2011.

Policy 2: Improving the Quality and Efficiency of Education Services

¯  Increase service remuneration and incentives linked to teacher performance and standards.

            Policy Action:

• Result-based management (RBM) such as staff performance evaluation developed in 2011.

Policy 3: Institutional and Capacity Development for Educational Staff for Decentralization

¯  Strengthen HR-MIS, EMIS, HE-MIS, F-MIS, and NFE-EMIS.

Policy Action:

• Action plan for reviewing the personnel management information system at all levels developed in 2010.
• Job specialization and job descriptions of ministry staff finalized in 2010.
• Medium term capacity building plan for MOEYS developed in 2011.

¯  Reduce gender disparity in management positions at national and sub-national level.

Policy Action:

• Principle of prioritizing women as designated management staff reviewed in 2011.

 3. Indicators and Targets

• 95% of new graduates from TTCs to be assigned to under-staffed schools, disadvantaged and remote areas every year.
• Recruit 4,800 to 5,000 new teachers every year.
• Female staff at middle management (directors, and deputy directors at provincial and central departments) increased to 15% by 2013; and at highest position (deputy director general and above position) to 10% by 2014.
• Medium-term capacity development plan is developed by 2010.

4. Main Programs and Activities

4.1) Recurrent programs (Program based budgeting​​​​​ and others budgeting)

• Provide supporting budget to teachers working in disadvantaged and remote areas.
• Provide once-off supporting budgets to educational staff deployed from over-staffed schools to under-staffed schools.

• Review and monitor the staff deployment plan, especially at the provincial level and for newly recruited teachers.

4.2) Capital programs

Technical Cooperation

• Develop a staff utilization plan and evaluation system in accordance with responsibilities and a performance-based work plan.
• Develop job descriptions and job specializations.
• Strengthen HR-MIS and support DEO operation.
• Evaluate the impact of the capacity development strategy in DEOs and at schools.
• Provide technical support to education authorities at the sub-national level.
• Conduct study on the teaching staff norms and non-teaching staff utilization in educational institutions.
• Develop a medium term capacity for educational staff.

5. Program Management and Monitoring

The Personnel Department will be responsible for all projects, program monitoring and coordination. The program will be managed by the POEs and will be periodically delegated to DOEs based on the defined regulations and norms for staff utilization. Monitoring the different entities’ role revisions will be conducted in order to implement decentralized management.

6. Financing Plan (million Riels)