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This study examined local government staff promotion procedures and it takes Ilala municipality as its case study. The study indicates that staff promotion is an important component of staff management that must be effective executive. The research employed sampling techniques and in depth interviews in selecting respondents, while informants were selected as responses of respondents suggested. The data were analyzed using statistical packages and in-depth analysis approach.
The research findings show that, Ilala municipal has clearly stated processes that determine promotion of the employees. The process involves identifying the batch within which an employee follows. These are determined basing on the year of employment and the education level. Thus promotion within the batch go to certain level beyond which an employee will be required to either under go further education or accumulate three or above years of service to qualify next post of promotion. There are also annual promotion which is based on salary increment, benefits and more responsibilities that one is undertaking. However employees do not regard this second as promotion.
Procedures for promotion involve annual promotion review exercise which is done to all employees by their immediate supervisors called open performance review and appraisal system (OPRAS). The findings and recommendation of this process are further reviewed by the departmental promotion committee with approval of the human resource department before effective promotion occurs. Some of the criteria that are regarded are seniority, level of education, ability to perform and above all outstanding performance.
The findings further suggest that, promotion as it is being practiced in the Ilala municipal is to some extent effective. This has been gauged basing on the extent to which respondents feel, out of promotion their level of work engagement; satisfaction and self-esteem have been improved. This research suggests that employees would exert more effort and hence lead to less conflict, more responsible character and eventually more productivity. These are some of the advocated benefits of the promotion process.
However, the municipal is facing some possible obstacles as they implement their promotion within the municipal. These obstacles results from the existing loopholes within the system. When there is limit of promotion of employee in the batch, some start to use rent seeking behavior and favoritism to acquire their way to next level. If these remains unchecked will lead to total reluctant among the employees on the entire process and hence makes the entire exercise meaningless. Findings of the study show, Promotion practices are implemented in Ilala municipal at moderate level and without clear structure.
However, the use of Promotion for motivational purposes is not at the desired level and very low in the municipal. Additionally, Promotion is used by employees’ close supervisors is not such a motivational approach as it lacks objectivity. Rather, it consists of mixed interests which makes it vague, particularly to be used for the purposes of determining warnings, retentions or discharging low performing workers. The study reveals that such mixed interests rather discourage workers from competitive workings and creativities.
Hence the study recommends the Ilala municipal council to take all the necessary initiatives to impalement good practice of employee’s promotion and leveraging on it as a tool to enhance human resources development for employee’s job satisfaction, engagements and productivity. |
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