Faith Ndou
GUTU-The Public Service Commission (PSC) has embarked on a transformative journey to enhance employee welfare and performance.
Moving beyond a sole focus on client service delivery, the PSC is adopting a holistic approach that prioritizes the entire employee experience from recruitment to retirement, ensuring civil servants are motivated, well-supported and empowered to deliver quality public service to citizens.
Speaking during the recently held Behavioural Alignment Workshops at five constituency centres in Gutu District, PSC Behavioural Change Manager Edmore Nyakudya said the new approach to employee satisfaction seeks to nurture the physical, emotional, mental and spiritual well-being of workers.
“The Commission, which is at the centre of implementing Vision 2030, seeks to create a workforce that is holistically empowered and geared to deliver results to the target and beyond,” said Nyakudya.
He said several strategies are being rolled out including policies promoting work-life balance, continuous learning and leadership development, flexible work arrangements and mentorship programmes that strengthen decision making and overall wellness.
To ensure inclusive participation, employee feedback mechanisms have been established through online and physical surveys, one on one discussions and the creation of gender and special needs desks in ministries.
These initiatives are designed to capture workers’ concerns and tailor well-being policies accordingly.
In pursuit of the “leave no employee behind” principle, the PSC has decentralized its training programmes on Results-Based Management (RBM) and Behavioural Alignment, covering key areas such as code of conduct, ethics, sexual harassment, etiquette, dress code and psychological orientation, ensuring every civil servant, including those at grassroots level is equipped with the necessary knowledge and skills.
The PSC team, comprising Ellen Muvhimi (Behavioural Alignment Officer), Forget Matsungo (Occupational Psychologist), Luckson Charumbira (District Coordinator) and Edmund Chinenyanga (District Human Resources Officer), conducted one-week training sessions for 483 officers held at Better Schools Programme (BSPZ) offices in Mupandawana, Matizha and Gertneil Primary Schools (Gutu West), Maungwa High School (Gutu South) and Batanai Primary School (Gutu East).
Forget Matsungo highlighted that the Commission has also introduced fitness and wellness programmes every Wednesday afternoon to promote physical and mental health among employees.
In addition, gender, sexual harassment and special needs desks have been established to enhance inclusivity.
She also noted that the PSC is offering retirement planning workshops and economic empowerment training at its provincial training institutes to prepare workers for life after service and alleviate stress associated with retirement.
The most recent national retirement planning conference was held in Bulawayo, targeting employees aged 20 and above, with emphasis on those nearing retirement.
Applauding the collaborative approach to public service delivery in Gutu District, Luckson Charumbira the district coordinator praised the coordination among key district stakeholders including District Development Coordinator Chiedza Tafirei and Gutu RDC CEO Alexander Mutembwa which he said has enhanced service delivery despite economic challenges.
“Through this coordinated approach, the district has birthed a nhimbe, a pooling of resources and ideas that ensures efficient service delivery to our citizens,” he said.
As part of the district’s wellness drive, 86 participants recently represented Gutu in netball, soccer, volleyball, darts and chess at the Provincial Wellness Games in Masvingo, themed ‘Fighting Drug and Substance Abuse Among Youths” where the teams secured second place in netball and third in soccer.
Workers said the Wellness Programme has become a platform for networking, economic empowerment, and social cohesion. Many expressed appreciation for the PSC’s commitment to worker welfare and called for more non-monetary incentives to complement existing initiatives.
“We are grateful that the Commission is prioritizing our well-being. With the support and opportunities provided, we are now thinking outside the box and venturing into income generating projects,” said one participant.
Through such efforts, the PSC continues to demonstrate its commitment to building a motivated, healthy and high-performing civil service, one that upholds the spirit of service excellence enshrined in Vision 2030.
