The Ministry of Modernization of Administration and Public Service in Guinea has unveiled the results of its efforts to digitalize administrative texts and frameworks, marking a significant shift towards a more efficient and performance-driven public administration. This move aims to clarify responsibilities, streamline staffing, and introduce performance evaluations for state agents starting January 2027. The current system, long dominated by an administrative approach focused on employee IDs, statuses, and grades, is set to evolve with a new emphasis on positions, competencies, and results.
A key component of this reform is the digitalization of organic texts and frameworks, as well as the revision of the occupational and competency reference framework. As of now, 646 out of 905 administrative structures in the central government have validated texts and organic frameworks. Additionally, the exercise has identified 22,500 occupations and 29,548 positions. These tools are designed to better organize public services, define the responsibilities of each agent, and establish a clear link with the biometric database of state agents.
The modernized reference framework, which had not been updated since 1965, aims to move beyond a management system primarily based on statutory bodies, diplomas, and grades. It seeks to answer fundamental questions about the job each agent performs, the position they occupy, and the competencies required to fulfill their missions. The new framework consists of six components, including state missions, functional domains, occupations, jobs, competencies, and profiles. It encompasses 18 functional domains, 367 competencies, and 8,960 associations between occupations and competencies.
The Ministry's efforts are part of a broader vision to transform Guinea's public administration, aligning with the Simandou 2040 strategy championed by President Mamadi Doumbouya. According to Minister Faya François Bourouno, a well-organized administration with clearly defined positions and responsibilities is crucial for mobilizing the necessary competencies for the country's development. The success of structural projects, he noted, depends on the administration's ability to mobilize, organize, and value its human capital.
A significant aspect of the reform is the introduction of performance evaluations for state agents, slated to begin in January 2027. This will be based on performance contracts at all hierarchical levels, from secretaries general to division heads. The goal is to identify training needs and create tailored professional development paths in collaboration with administrative training institutions and specialized schools. Minister Bourouno emphasized that the effectiveness of these new tools depends on their implementation across various ministerial departments.
The transition from administrative tools to practical changes in public services is critical. Minister Bourouno called on Secretaries General, Cabinet Chiefs, and Human Resources managers to play a pivotal role in this process. The aim is to gradually shift from personnel administration, focused on files and administrative acts, to strategic human resource management based on competencies, merit, and results. The challenge now is to translate this digital and organizational architecture into tangible changes in public services.
The reform's success hinges on the adoption of new behaviors and work methods across the administration. Minister Bourouno stressed that modernization goes beyond rewriting texts and creating platforms; it requires an evolution in behaviors and work practices. For Guinea's administration, the real challenge begins now: to make these new tools a lasting instrument for public efficiency and responsibility.
Key points
- The Ministry of Modernization and Public Service aims to introduce performance evaluations for state agents starting January 2027.
- The digitalization of administrative texts and frameworks covers 646 out of 905 administrative structures.
- The modernized occupational and competency reference framework includes 18 functional domains, 367 competencies, and 8,960 associations between occupations and competencies.
