ABOUT THE AUTHOR:
Abraham Delleh WALA, BPA, MPA
An administrator, compliance, security and corporate governance professional. He holds both Bachelor’s and Master’s degree in Public Administration from the University of Liberia.
Abstract
The research focuses on the Civil Service Agency (CSA) of Liberia: Evaluating the Impact of Government Scheme Based on Merit and its Effects on the Productivity of Employees of the Agency, using the Department of Human Resources covering 2018 – 2022. The qualitative method was used to conduct research. The research population is 322 civil servants, and the sample size is 15 participants. The study finds that the CSA aims to ensure that the most competent individuals are selected for public service roles, thereby enhancing the efficiency and effectiveness of public service delivery. Most importantly, the principle of selection, appointment, and promotion of public service applicants is based on standardized and competitive examinations. The study concludes that the CSA’s mandate is to increase public service efficiency and secure deserving employees with responsible tenure of office and an opportunity for advancement according to merit and seniority.
Background of the Study
The Liberian civil unrest (1989–2003) severely undermined the nation’s economy, infrastructure, and institutions, resulting in substantial loss of life and necessitating extensive national reconstruction. Post-conflict agreements led to the establishment of a patronage-based civil service system that favoured loyalty over merit, thereby impeding efficient public service delivery and eroding public trust. In response, reform efforts have emphasized downsizing, merit-based recruitment, and the development of a cadre of well-trained, motivated, and accountable public servants to support reconstruction and socio-economic progress. (Archibald & Mulbah, 2008) (President Sirleaf, 2006; Civil Service Annual Report, 2010). Globally, employment remains a critical issue. In 2017, over 201 million individuals were unemployed, with a significant portion of the workforce involuntarily self-employed under unstable conditions. In developing nations, informal employment accounts for between 35 and 90 percent of total jobs, while working poverty affects 776 million people earning less than US$3.1 per day. Meanwhile, industrialized countries have witnessed a rise in nonstandard work arrangements, such as temporary, contract, and part-time positions that disproportionately affect youth and women. (International Labour Organization, n.d.; World Economic Forum, 2023). Wage structures in the United States and West Germany have evolved differently in recent decades. In the United States, returns to skill have increased, yet real wages for less-educated men have declined by over 20 percent since the late 1970s. In contrast, West Germany experienced stable wage inequality, a decline in the return to skill, and a more than 10 percent increase in wages for less-educated workers. These divergent trends have sparked debate on whether non-traditional work arrangements represent a fundamental shift in employment relations or merely a reallocation of economic risk. (Beaudry & Green, 2003; Krueger & Pischke, 1997).
A study of pay structures in several Liberian governmental institutions revealed significant disparities in the pay grades of civil servants with similar qualifications and status. This inequity is partly attributed to Liberia’s prolonged economic instability following a 14-year civil war. Consequently, achieving the objectives of the minimum wage act requires a critical assessment of current reform initiatives. The previous recruitment system, vulnerable to corruption and fraud, necessitates revised procedures that align with national recovery goals; without these reforms, efforts to restore Liberia’s economy may remain ineffective. (World Bank, 2020). The research is guided by the question: “What are the underlying factors driving changes in wage structures and employment relations within the Civil Service Agency (CSA), and what are the implications for less educated men and nonstandard work arrangements?” This inquiry draws on key observations: the global challenges of unemployment and working poverty; notable shifts in wage structures—where returns to skill have increased in the United States but not in Germany; and the replacement of long-term, stable employment with nonstandard work arrangements that alter risk allocation between employers and employees. Employing rigorous academic standards, the study offers insights valuable to policymakers, labor market participants, and researchers.
Purpose and Objectives of the Study
The purpose of this study is to investigate The Impact of a Government Scheme Based on Merit and its Effects on the Productivity of Employees of the Civil Service Agency (CSA) A Study of the Department of Human Resource 2018 – 2022.
The specific objectives of the study are as follows:
- To determine the Impact of Government Employment Scheme based on merit and its effects on Productivity in 2018 – 2022;
- To determine the progress made in the Liberia Civil Service Reform Strategy during 2018 – 2022;
- To identify and measure the level of effectiveness and efficiency of the merit-based employment system of the Civil Service Agency from 2018 – 2022.
Research Method
This research employed a qualitative case study approach to examine the topic under study “The Impact of Government Scheme Based on Merit and its Effects on Productivity of Employees of the Civil Service Agency (CSA) A Study of the Department of Human Resource 2018 – 2022.” According to Warthens and Sanders (1987), a qualitative research approach allows for the use of more than one method in any given study to gain a comprehensive understanding of the research subject. This approach primarily involved the analysis of unstructured information such as interviews, recordings, notes, transcripts, photos, videos, etc. Qualitative research does not rely on numbers or statistics but seeks to gain insight into people’s attitudes, behaviours, lifestyles, and culture (Ragin, 2004). Given that the study sought to assess both the positive and negative impacts of the government’s employment scheme in light of a merit-based system and its impacts on employees’ productivity, the data collected were based on the subjects’ participatory views and opinions about the situation under study. (Patton, 2002; Warthens & Sanders, 1987; Ragin, 2004).
Population of the Study
The population of this study comprised of the employees of the Civil Service Agency (CSA) in Liberia. According to the Human Resources Department of the CSA, the existing headcount was about 322. This population is particularly relevant for this research as it includes individuals who are directly involved in the implementation of the government’s employment scheme and the merit-based system. Their experiences, views, and insights provide valuable data for assessing the impact of these initiatives on the national economy. (EDP/MOF, 2012).
Sample Size and Sampling Techniques
Given the qualitative nature of this study, a non-probability sampling technique, specifically purposive sampling, is recommended. Purposive sampling involves the researcher using their judgment to select participants that are most representative or informative for the study. (Guest, Bunce, & Johnson, 2006; Marshall, Cardon, Poddar, & Fontenot, 2013). In terms of sample size, qualitative research does not typically require large sample sizes due to its focus on depth and richness of data rather than generalizability. A common approach in qualitative research is to continue sampling until data saturation is reached, that is, until no new insights are being gained. However, for the purpose of this study, a more structured approach to determining sample size is employed using the following formula for sample size determination in a population:
Where:
n is the sample size,
N is the population size,
e is the margin of error (set at 0.25 for a 75% confidence level).
Given the population of 322 employees in the Civil Service Agency (CSA), the sample size calculation is as follows: (EDP/MOF, 2012)
Rounding up, the appropriate sample size for this study is approximately 15 participants. This sample size ensured that the study captured a wide range of perspectives and experiences related to the implementation and impact of the merit-based system and the government’s employment scheme.
Research Instrument
Research Instrument may be defined as a tool used to collect, measure, and analyse data related to research interests. The researcher used both primary and secondary sources as instruments for the study. The primary sources were gathered from interviews conducted through a self-developed questionnaire, designed to tap respondent’s views and opinions on the topic under study. The secondary information came from articles, newspapers, text books and other literary texts gathered as support to the work.
Data Collection Procedures
Data collection is a systematic process of gathering observations or measurements. Whether you are performing research for business, governmental, or academic purposes Pritha Bhandari (2023). The research instruments for this study encompass both primary and secondary sources. Primary Sources: The primary data for this study is collected through interviews. A self-developed research question was used as the primary research instrument. This research question was designed to capture the participants’ views and opinions on the topic under study. The questions are carefully crafted to elicit insightful and comprehensive responses that would contribute significantly to the research objectives. Secondary Sources: Secondary data for this study are derived from various literary texts and books. These sources provide additional context, theoretical frameworks, and empirical evidence that support the research. They offer a broader understanding of the topic and help to validate or contrast the findings from the primary data. It is important to note that the use of both primary and secondary sources allows for a more robust and comprehensive analysis. While primary data provide firsthand information from the respondents, secondary data offer a broader context and background, enhancing the depth and validity of the research.
Data Analysis Procedures
Data Analysis involves applying statistical or logical techniques to describe, summarize, and evaluate data (Shamoo & Resnik, 2003). In this study, data from questionnaires and interviews were analyzed using thematic analysis. The researcher began by familiarizing himself with the responses, reading them repeatedly to gain a thorough understanding. The themes, in question forms, were subsequently reviewed, refined, and defined to capture the essence of the data.
Data Analysis
Below is an analysis of the responses obtained from the respondents. For logical flow, this was based on the responses to each of the ten questions in the questionnaire used during the research.
Civil service, also known as the merit system, was created to ensure that the recruitment and retention of a qualified workforce, and the selection and promotion of employees providing public services and compensated by tax dollars are conducted impartially, and competitively. Interestingly, recruitment into the Liberia Civil Service Agency is accomplished via the Personnel Action Notice (PAN). The PAN is a useful form to record all HR matters involving employees. An employee’s file were filled with PANs to record hiring, promotions, changes in compensation, and any termination-related incident. Moreover, competition is assured by sitting a test administered by the Civil Service Agency of Liberia. The most impact is that all parties involved benefit from competitive employment. Such employment provides all, irrespective of status, with a real job, benefits, and the dignity that arises from gainful employment. The employer gets a good worker and receives specialized support to train and maintain the individual. (Amalwa, 1975; Ministry of Foreign Affairs, 1988).
The Government’s merit system principles aim not only to ensure fair, apolitical hiring but also to broadly enhance workforce performance. The Civil Service Reform Act in Liberia codifies these principles, emphasizing a competent, honest public workforce to improve governance. While deregulating performance appraisal and awards grants agencies like the Civil Service Authority (CSA) flexibility, it also demands greater accountability. Merit principles create a framework for ethical, results-driven management, aligning with core performance processes: planning, monitoring, developing, appraising, and rewarding. These steps, when integrated with merit standards, reinforce mission success and responsible oversight. (Amalwa, 1975; Ministry of Foreign Affairs, 1988).
Liberia’s Civil Service Reform gained momentum in 2014 with a World Bank-funded Public Sector Modernization Project (PSMP), backed by a 2 million IDA credit and co−financing from USAID and Sida ($4million). The initiative targeted transparent, accountable institutions through upgraded payroll systems and performance standards, aligning with Liberia’s Agenda for Transformation. As World Bank Country Manager Inguna Dobraja noted, it reflected global partners’ commitment to institutional recovery. The PSMP addressed critical HR gaps—remuneration, performance, and capacity—via technical assistance, aiming to accelerate reforms, enhance salary transparency, and strengthen public sector efficiency. (World Bank, 2020).
- What would be your recommendations regarding the merit and strategies of the CSA?
The Liberia CSA must continue in its growth path by subscribing to the principles of integrity to rekindle interest in its objectives by the larger public, be free of political persuasions, and must not be used as a tool by any government to score a political goal, must not be a place for political witch-hunt. It must remain neutral. The CSA must ensure fair and open recruitment competition and employment practices free of political influence or other non-merit factors.
- How does the effectiveness of CSA Employees affect the national government in Liberia?
The main role of civil servants is to help the government run the country, but they also have a responsibility to help deliver public services and support the government’s policies. Having a civil service that is highly motivated and empowered is more important than ever. A case in point is during the transition period when civil servants commence operating the line ministries and agencies of the Government of Liberia through the human resource directors. In a government, many different responsibilities need to be fulfilled. From managing public finances to providing public services, governments have a huge workforce that needs to be efficiently and effectively managed to deliver on their mandate to citizens. Civil service management is therefore an important function within a government, and the right policies and systems must be in place.
- What would be your recommendations regarding the effectiveness and productiveness of CSA Employees?
I recommend adopting a culture of accountability and continuous improvement, helping the government identify potential risks before they escalate into serious problems. This proactive approach enhances operational efficiency and aligns strategic objectives with practical, on-the-ground tactics. Moreover, CSA employees must exercise “Control Self-Assessment” – a process by which management and staff of all levels collaborate to assess the effectiveness of their internal controls, evaluate their risk exposures, and determine corrective actions or improvements where necessary. It is a participatory risk management approach that combines risk assessment with self-evaluation.
- To what extent does the merit-based system of CSA affect the national government’s developmental plan?
Successful merit-based human resource management is a cornerstone to building government institutions, which can impact the country’s development performance. Civil service performance depends on sound recruitment, selection, and promotion practices. However, low morale, high turnover, extreme salary bills, and poor service quality are widespread in government administrations that fail to pull, maintain, and motivate high-quality civil servants. The merit-based system fulfils the requirement of transparency recruitment, selection, and promotion processes are made known to the public and are open to inspection.
- What would be your recommendations regarding the productivity of the CSA?
Flexible approaches can boost CSA productivity in complex environments. Public servants need high-trust relationships to meet policy objectives and improve services. Reflecting on the emotional impact of their work can enhance performance. The following four areas are underscored:
- Identify areas for change: Public servants derive meaning and improved performance by positively impacting citizens, though limited engagement can hinder this.
- Prioritize tasks: With competing commitments, focusing on tasks that align with their passion and impact is critical.
- Build soft skills: Investing in interpersonal, analytical, and collaborative skills is essential for effective communication and productivity.
- Deal with emotions: Acknowledge the emotional toll of service, using reflection to manage stress and prevent burnout.
Balancing genuine service connection with professional restraint is vital for self-care, ensuring sustained productivity and mitigating the psychological impact of unmet role expectations.
- To what extent does the CSA Impact national government developmental strategies and plans?
The civil service significantly influences economic development by operating state institutions. Historically, its role has been pivotal to national progress, though inefficiency, corruption, or excessive bureaucracy can hinder growth by draining resources. Whether it aids or obstructs development depends on structural factors, governance dynamics, and the regime’s priorities. Post-COVID-19, governments increasingly recognize that a resilient civil service is critical to addressing crises and sustaining operations. Building this resilience demands investment in workforce capacity, with many public sectors already advancing reforms through training and institutional strengthening to meet future challenges.
- What are some of the major impacts of the CSA in the recruitment of civil servants?
The CSA’s job is to build a civil service capable enough to confront all the challenges. Consequently, one of the CSA’s critical initiatives is the Performance Management System (PMS). Starting in 2024, it is expected to be fully rolled out by the end of the year. The PMS is a tool to document and analyse civil servants’ evolving performance and enable managers to improve and develop staff capacity. Its goal is to ensure a capable and productive public sector by cementing the Government of Liberia as a meritocracy.
The push for meritocracy
First, the Government of Liberia (GOL) has employed highly talented professionals to lead that fight. After the war, several professional recruitment programs were rolled out in the early 2000s to boost a depleted civil service after years of nepotistic recruitment policies and brain drain.
- What is the impact of the CSA on the economic development of post-conflict Liberia?
The creation of conditions for investment thereby promoting stability through programs and addressing governance challenges. The impact of the comprehensive peace agreement on the economic development of post-conflict Liberia is a multifaceted issue that requires analysis. The accord, signed in 2003 marked the end of the devastating civil imbroglio in Liberia aimed at restoring peace and stability to the nation. One of the key impacts of the CSA on economic development was guaranteeing a conducive environment for investment and growth. The agreement helped to establish a foundation of peace and security which are essential prerequisites for economic progress. Additionally, the CSA paved the way for the reintegration of ex-combatants into the society which was crucial for stabilizing the country and creating conditions for economic activities to flourish.
- From your point of view what would you propose regarding the following:
Governance of the Civil Service Agency Architecture in Liberia
Focus on enhancing transparency, accountability, and efficiency in recruitment, training, and performance evaluation processes, regular performance assessment, and clear promotion.
The relationship among civil servants?
Prioritize teamwork, professionalism, and mutual support. Encouraging a culture of respect providing opportunities for professional development and promoting a sense of shared purpose can strengthen cohesion and productivity among civil servants.
Discussion of the Findings
This analysis examines the merit-based employment scheme’s effects on productivity in Liberia’s Civil Service Agency (CSA) between 2018–2022. Key findings show the merit system boosted productivity by prioritizing skills over political ties, improving recruitment of competent staff and service efficiency. Transparent hiring reduced nepotism, fostering accountability and higher job performance compared to past patronage-driven practices. Aligned with Liberia’s broader civil service reforms, the scheme advanced HR Management through clearer role definitions, performance systems, and capacity-building tools. However, challenges like underfunded training, resistance to change, and political meddling in hiring threaten progress.
Policy implications stress sustaining merit-based recruitment, investing in staff development, and curbing political interference to maintain reform gains. While the merit system has strengthened CSA productivity, addressing these gaps is critical for long-term public sector efficacy and trust.
Conclusion
The study concludes that Liberia’s merit-based employment scheme significantly enhanced productivity within the Civil Service Agency (CSA) by prioritizing qualified personnel through transparent recruitment, which improved service delivery and operational efficiency. The system reduced political interference in hiring and fostered accountability via performance management frameworks and clarified roles, advancing broader civil service reforms. While progress is evident, such as resilient HR tools and institutional frameworks, challenges like underfunded training, resistance to change, and lingering political meddling pose risks to sustainability. To safeguard gains, policymakers must prioritize sustained investment in workforce development, reinforce merit-based hiring integrity, and mitigate external pressures. These steps are critical to maintaining public trust and ensuring long-term efficacy in Liberia’s public sector reforms.
Recommendations
To enhance the merit-based employment scheme and CSA productivity, the following evidence-based strategies are proposed:
- Reinforce Merit Recruitment: Strengthen transparent, competitive hiring by widely advertising roles, implementing standardized exams/interviews, and conducting independent audits to ensure objectivity. Define clear qualification criteria for each position and update these regularly.
- Invest in Capacity Building: Prioritize training programs aligned with evolving service demands, including partnerships with universities for specialized certifications. Develop leadership pipelines to prepare employees for higher responsibilities.
- Combat Political Interference: Safeguard recruitment integrity through public reporting of hiring/promotion data and robust whistleblower protections to deter malpractice. Enforce strict codes of conduct and ethics training to uphold accountability.
- Optimize Performance Systems: Implement a results-driven appraisal framework with regular feedback, linked to rewards (monetary incentives, promotions). Clarify roles/responsibilities to align staff efforts with organizational goals.
- Address Resource Gaps: Secure sustainable funding for training, technology, and reform initiatives. Manage resistance to change through inclusive communication, staff involvement in decision-making, and transition support.
- Foster Accountability & Transparency: Publish performance evaluations and audit outcomes publicly to build trust. Establish ethical leadership at all levels to model integrity.
- Promote Continuous Improvement: Regularly update HR tools and performance metrics to reflect global best practices.
By prioritizing these steps, the CSA can sustain reform momentum, mitigate inefficiencies, and cultivate a skilled, motivated workforce. This will enhance service delivery, public trust, and Liberia’s broader developmental goals.
