The Southern Sudan Legislative Assembly (SSLA)and the Ten State Assemblies of Southern Sudan
Last Updated on Thursday, 09 February 2012 11:18 Written by Communications Intern Thursday, 17 February 2011 10:20
Background
In 2007, the SSLA signed a Memorandum of Understanding (MoU) with AWEPA for a project to enhance the basic principles of parliamentary democracy. In the MoU both parties agreed to cooperate in the development and implementation of a Parliamentary Capacity Building Program. The basis of this memorandum was the joint recognition that the SSLA and the SLA face enormous challenges as parliamentary institutions operating in a post-conflict environment, whereby political forces at hand are to implement a complex peace agreement and democratic transition.
Programme Purpose
The overall objective is to contribute towards the democratic development of Sudan, which embodies the principles of good governance, effective representation, respect for human rights, accountability and transparency by supporting the capacity and development of the Legislative Assemblies to perform their duties.
Specific objectives of the program are to strengthen the capacity of the Legislative Assemblies in Southern Sudan and the office bearers, Committees, Members and staff to respond to the challenges they face in the discharge of their representative, legislative and oversight functions.
Activities
Development of Job Descriptions for the Staff of the State Assemblies, Juba, February 2010
Over a five day workshop, AWEPA facilitated the process of developing job descriptions and person specifications for the ten (10) SLA's. Central Equatoria State Legislative Assembly was taken as a model Assembly for the development of generic job descriptions and person specifications.
The activity started with a workshop in which a target group of classified staff of the Assembly were grouped into two; senior and middle class staff. The first day for each group began with presentations on organisational structure, an understanding of job descriptions and how they are developed.
The second day was for each staff to present the information on his/her position. The facilitators then used the information gathered to draft the job descriptions and person specifications for the various positions in the proposed staff structure.
Donors
