Public Sector Reform Unit

Office of the President, 8 Wesley Street, Freetown

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Public Service Commission

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The Public Service Commission was created in 1948 as an advisory body to the Governor on matters relating to appointments, promotions, transfers and disciplinary action in the Civil Service.


Section 152 ( 1 ) of the Constitution of Sierra Leone (Act No.6 of 1991) confers on the PSC....’the power to appoint persons to hold or act in offices in the Public Service (including power to make appointments , promotions and to exercise disciplinary control over persons holding or acting in such offices shall vest in the Public Service Commission..’

The overarching objective of the Public Sector Reform programmes is to strengthen and improve capacity in the Public Sector that will translate efficiency, effectiveness and accountability in service delivery in a way that will impact positively on the lives of Sierra Leoneans.

Against this background that in February 2008, His Excellency the President in his capacity as ‘Minister For Public Service’ initiated a range of reforms to transform the Public Service into a modern, efficient and service oriented-organization.

As part of this transformation, a case was made for the PSC to adopt a more strategic and regulatory role, in addition to concentrating on its Constitutional responsibilities as outlined in the Constitution, to become a strong regulatory entity overseeing the development of policy frameworks relating to Recruitment and Selection, Training and Staff Development, Discipline, Public Sector Pay and Performance as well as monitoring and evaluation of the implementation of these policies.


The policy objective of the reformed PSC within the framework of the Public Sector Reform Programme and the ‘AGENDA FOR PROSPERITY’ is to implement an open, competitive, and merit-based recruitment of competent personnel into the Civil Service and ensures the development and enforcement of ethical standards that ensure professional and merit-based progression of Civil Servants.


In order to effectively assume these new roles, the PSC had to first reorganize and strengthen itself, redefine its mandate/Mission, articulate its Vision and Strategies as follows:


‘Provide leadership, oversight and policy guidelines in the development and management of the human resources of the public service to ensure effective and efficient service delivery to the people of Sierra Leone’


‘To be outstanding, effective and efficient in the execution of our Constitutional mandate of merit-based recruitment and retention of best skills into the Civil Service, and institute the highest ethical and performance standards in the Civil Service.’

The Public Service Commission recognizes that good governance, effective and efficient service delivery can only be realized when the right mixes of qualified, experienced and competent personnel are recruited into the Civil Service.

The broad (new) functions of the PSC is the strategic development and application of policy framework as well as the monitoring and evaluation of the implementation of Recruitment and Selection, Training and Staff Development, Public Sector Performance and Pay policies across the Civil Service. Over decades, the institutional capacity and credibility of the Commission progressively eroded and this in large measure explains the deterioration of the Public Service itself.

The Commission has taken unprecedented steps in its 64 years of existence to heed to the call and contribute in a significant way in moving the forward the process of reform and manage change in the public service. Since early 2009, PSC has since undergone significant internal restructuring whilst at the same time embarking on a dedicated recruitment drive to fill critical vacancies.

Changes in the Commission include a new organizational structure.

    • Revised Organogram and Staffing structure identified in the new organizational structure;
    • PART 11 SECTION 2 of PSC Statutory Instrument which stipulates thus: ‘the Commission may appoint a Secretary to the Commission and authorize the appointment of such other staff as from time to time shall deem it to be necessary’.
    • Executive Clearance for the reformed organizational structure was obtained in December, 2011 and the recruitment of the first set of core professional staff was accomplished in April, 2012 ( HSSD, HPDMR, PRO, M & E, ICT, CDO, SAPO, PMD, HRO, PO)
    • Three other key positions i.e. Secretary to the Commission, Internal Auditor and Accountant are to be filled.
    • These recruitment form part of the Commission’s Year O requirement under Sub-Component:2 Recruitment and Staffing:-DLI of the World Bank Programme of support to Public Sector Reform.