BY ROGER LEY*
FOR THOSE who may
not know, the PNG Ombudsman Commission (OC), is a constitutionally independent
body with two central functions – dealing with complaints against government
departments and administering the leadership code.
The second function meant it was PNG’s main
anti-corruption agency when the Ombudsman Commission Institutional
Strengthening Project started.
The Project ran from November 1997 to August 2002. Its
purpose was ‘to enable the OC to perform its Constitutional and Organic Law
roles efficiently and effectively by strengthening its organisational and staff
competencies.’ The design was based on ten objectives set by the OC prior to
the project:
1. A five
year strategic plan
2. A
functional organisational structure
3. Adequate
case management
4. An
appropriate work planning and monitoring system
5. Improved
internal communications
6. Improved
budgeting and expenditure controls
7. OC staff
trained and skilled in their work
8. An
adequate public awareness program
9. Development
of close working relations between the OC and similar institutions
10. Effective
use of information technology by the Commission.
The OC achieved all of them. In 1998, it produced its
first five-year strategic plan and reviewed and updated it in 2002. Based on
the Strategic Plan, the OC submitted annual outputs-based “Ombudsplans” and
budgets to Parliament, and reported against them the following year.
This planning underpinned and reflected a complete
organisational restructure arranged through the project, so that every position
contributed to the OC’s planned outputs.
An indicator of the success of these changes is that in 2001 the Chief
Secretary distributed the OC’s plan and budget to other government departments
as a model for their submissions to the Central Agencies Coordinating Committee.
The introduction of IT systems to support case management,
budgeting and expenditure and HRM and HRD systems in support of work planning
and monitoring was a major project component.
The project purchased approximately $600,000 of computer software and
hardware, related services and training from PNG suppliers via an open tender. It also assisted the OC to develop its
internal IT support capacity.
This major organisational revamp required a comprehensive
training program for around 100 staff on every aspect of the OCs systems and
procedures. To ensure that the changes
would be sustained, the project produced training manuals and the OC expanded
its training capacity.
Supported by the project, the OC developed its Public
Awareness/External Relations program. A
local media organisation trained the Ombudsmen and senior staff in public
speaking and media skills with immediate results.
In 2000, OC senior staff conducted information seminars
with Local-level Government members in Milne
Bay, Gulf (2), Morobe, Enga (2), East
New Britain and Oro; and gave presentations at twenty schools, in Milne Bay
(5), Gulf (4), Enga (2), East New Britain (4), Oro (2), East
Sepik (2) and Sandaun. They
held public awareness seminars at locations throughout Papua New Guinea and gave
presentations at training sessions for law enforcement and custodial officers
and journalists from all media.
In March 2000, the OC distributed over 2,500 copies of a
new pamphlet “Making a Complaint”.
Members of the Commission made ten presentations to seminars, workshops
and conferences and briefed parliamentarians on the Leadership Code
requirements that year.
In 2001, the OC held media conferences in to launch the
Cairns Conservatory and Malagan House status reports, and conducted a series of
radio interviews in Port Moresby, Morobe, East
New Britain, Milne
Bay, Mt Hagen and Kokopo.
The OC’s media unit issued 47 media releases, updated and reprinted the
complaints and leadership pamphlets, produced a new booklet An introduction to the Ombudsman Commission,
and produced and distributed an eight page monthly newsletter.
Ternty-eight summaries from complaints finalised by the
Commission were prepared annually for release to the print and electronic media
and for inclusion in the OC’s Annual Report. This campaign, which continued
throughout the remainder of the Project, resulted in an increase of more than
100% in complaints against government bodies being received and processed by
the OC.
Through this element of the project, the OC also set up a
pilot government bodies’ liaison program, assisting the Constabulary and
Defence Departments to establish their own complaints handling capabilities and
appoint liaison officers to communicate with the OC. The OC provided training
and guidelines to these departments and officers.
To carry out its anti-corruption function the OC must
liaise with similar organisations in PNG and overseas. Through the project the
OC defined a strategy to develop linkages with oversight and enforcement
agencies to facilitate its investigations.
OVERALL RESULTS
Complaints Handling. Even though the public awareness campaign led
to a doubling of complaints it received from 1,524 in 1998 to over 3,000 in
2002, the OC managed to more than double the annual number of complaints
brought to a satisfactory conclusion, achieving an overall increase in
productivity of more than 30% in complaints handling.
Leadership
Investigations. In the five years
prior to the project (1992-7 inclusive), the OC had referred a total of 12
leaders to the Leadership Tribunal.
Although no leaders were referred in 1998 (as the restructure occurred),
from 1999 to 2002 the OC referred 21 leaders to the Tribunal.
The OC has maintained its improved performance since the
project concluded. In the five years
after the project, figures for complaints received were: 2003- 4,250; 2004-
3,823; 2005-3,299; 2006-3,823; 2007-2,986.
Leadership Tribunal referrals by the OC over the same period were: 2003–
4; 2004-3; 2005-6; 2006 -10; 2007-2. [Source:- Justice Advisory Group reports
in 2007 and 2008]
After the project, the OC continued expanding its
government bodies liaison program, with the number of liaison officers
increasing from 4 to 44 by 2007, and more complaints being handled directly by
government departments rather than going to the OC, so the drop in complaints
received since 2003 is to be expected.
Given the complexity of leadership cases and time required
to gather evidence, the variation in the number of leaders referred to the
tribunal since 2002 is also to be expected, but nevertheless the OC has
maintained the number of referrals achieved during the project.
If people still doubt the OC’s effectiveness, the recent
cowardly attempt on the life of the current Chief Ombudsman Chronox Manek
should be enough to convince them that that the PNG Ombudsman Commission
remains a power for improved governance in PNG.
WHERE DID THE $5.7M
GO?
To put it into perspective, $5.7m is $1.14m/year, i.e. the
equivalent of about one tenth the annual turnover of a supermarket currently
being offered for sale in Victoria (here). Even allowing for inflation, that’s not a
huge amount of money to spend on improving a nation’s main accountability
organisation.
Here’s a summary of how AusAID’s funds were spent across
the project: Project Design (including
extension): $375k; Organisational structure and work processes: $700k; HRM and
Staff Development: $775k; Systems for planning and reporting: $560k; IT systems
development and training: $950k; Public awareness and external relations:
$650k; IT procurement: $600k; Travel and per diems:$275k; Management, overheads
and profit: $780k.
In the interests of space, I haven’t included details of
the project team, but my opinion, it would be hard to find a more appropriate
group than the one we had – a view I know was shared by the MOC at the
time.
It’s easy to criticise the Australian Aid program, but I
think even AusAID’s staunchest critics would agree that improving capacity to
hold government departments to account and addressing corruption is an
essential step in enabling development to occur.
That’s what the OC project achieved. The credit for this achievement goes to the
Ombudsman Commission and to AusAID.
* Roger Ley is Managing
Director of Educo Pty Ltd. This commentary was written in response to an original article in PNG Attitude, which you can link to here.