Systemic Injustice Threatens Tanzania’s Public Service Sector Integrity

By Adonis Byemelwa

In a recent development, Deputy Minister Ridhiwani Kikwete's call for human resource and good governance officers to uphold fairness in serving their fellow employees has brought attention to alleged victimization in the transfer of public servants.

Speaking at the opening of the 11th meeting of the African Association for Public Administration and Management (AAPAM) Tanzania Chapter in Arusha on Saturday, May 4, 2024, Ridhiwani’s remarks shed light on the need for transparent and equitable practices within the public service sector.

Aziza Ngalaba, serving as the Education Quality Controller in Shinyanga Municipality, recently voiced concerns to PanAfricanvisions newspaper regarding her transfer to Utete Ward, Rufiji District. She claimed that the transfer, coupled with a demotion, was executed without adherence to proper procedures, causing distress and hindering her ability to fulfill her duties effectively.

Ngalaba cited several irregularities in her transfer process, including a lack of notification to new workplace leaders or department heads, incorrect addressing in her transfer letter, absence of confidential stamps, and failure to specify reasons for her demotion or provide an opportunity for defense.

The spotlight falls on Mr. Ephraim Simbeye, former Director of Education Administration (DEA), as accusations of disrupting the civil service system through employee suppression surface. These allegations come amidst the government's recent initiatives to enhance efficiency and transparency in public service transfers, guided by the Public Service Law No. 8 of 2002.

Ngalaba, a civil servant, raises concerns about her transfer, suspecting it may be driven by personal vendetta rather than adherence to the established transfer guidelines. Notably, she had previously requested to remain in Shinyanga due to health reasons, raising questions about the motives behind her relocation.

The government's decentralization of transfer authority aims to empower local authorities and ensure a more responsive approach to transfers within Local Government Authorities. However, anonymous reports from the Shinyanga Municipal Quality Control Office shed light on Ngalaba's commendable work ethic and reveal potential clashes with infrastructure supervisors over corruption allegations related to Boost school construction and COVID-19 relief fund distribution.

These anonymous reports add complexity to the situation, suggesting possible underlying motives for Ngalaba's transfer. As investigations unfold, stakeholders emphasize the importance of upholding transparency and fairness in the transfer process to maintain public trust and promote an efficient and accountable public service workforce.

Ngalaba's case highlights broader systemic issues within Tanzania's public service sector, echoing the recent challenges faced by Beatrice Mohamed Moshi, a teacher from Arusha city. Moshi's struggles, which began in 2012 when she sought permission to pursue further studies, underscore the obstacles encountered by many public servants.

During Moshi's attempt to obtain release for her studies, she faced opposition from a personnel officer who denied her request due to objections from the school principal.

Notwithstanding approval from an education officer, Moshi found herself facing charges from the Teacher Services Department (TSD). Despite continuing her studies, her salary was unjustly deducted, and she was erroneously labeled a ghost worker by regional authorities. Despite directives from top ministry officials to rectify the situation, Moshi has yet to receive her unpaid wages totaling TZS 740,940,000 as per a high court judgment.

These events have led to legal actions against those responsible for violating employment regulations. Despite interventions from figures like Regional Commissioner Paul Makonda, Moshi's case remains unresolved, highlighting ongoing challenges within Tanzania's public service sector.

Deputy Minister Ridhiwani cautioned against arbitrary salary withholding and human resource officers' denial of training or promotional opportunities, stressing the importance of compassion and fair treatment.

However, beyond these specific cases, concerns linger over the lack of a clear plan for educational administration and the dearth of knowledge among workers regarding their rights and responsibilities.

Educational administration in Tanzania has long been plagued by inefficiencies and bureaucratic hurdles, hindering effective management of human resources. Despite efforts to streamline processes and improve transparency, issues such as nepotism, favoritism, and arbitrary decision-making continue to undermine the system's integrity.

Moreover, many public servants lack awareness of their rights and responsibilities, making them vulnerable to exploitation and mistreatment by higher authorities. This lack of knowledge exacerbates the power imbalance within the public service sector, further perpetuating a culture of fear and silence.

In Tanzania, the mistreatment of public servants has sparked widespread concern, highlighting deep-rooted issues within the public service sector. This mistreatment, exemplified by the recent case of Beatrice Mohamed Moshi, underlines the urgent need for comprehensive reforms to address systemic challenges.

Beatrice Mohamed Moshi's ordeal, where she faced obstacles in pursuing further education due to bureaucratic hurdles and administrative misconduct, is emblematic of a larger pattern of injustice faced by many public servants.

Despite legal victories and directives from higher authorities to rectify the situation, she continues to await the restitution of her unpaid wages, reflecting a systemic failure to uphold employees' rights.

Moreover, the involvement of Mr. Ephraim Simbeye in mistreating other employees, as evidenced by the transfers of Prosper Kyaruzi Mutungi, Aisha Juma, and Alex Magesa, underscores the pervasive nature of the problem. These transfers, marred by administrative errors and lack of accountability, further highlight the need for robust oversight mechanisms to prevent abuse of power.

In Tanzania, the transfer of public employees from one region to another is governed by specific laws and regulations. However, these laws appear to be insufficient in safeguarding employees' rights and preventing instances of victimization. Additionally, the significant financial cost involved in these transfers, estimated to be over Sh6,000,000 per employee, raises questions about the efficiency and effectiveness of current practices.

As the government under the leadership of the Office of Good Governance led by Ridhiwani Kikwete takes steps to address these issues, it must prioritize the implementation of comprehensive training programs, transparent grievance procedures, and stringent accountability measures.

 Only by fostering a culture of transparency, accountability, and respect for employees' rights can the public service sector truly fulfill its mandate and serve the needs of the population effectively.

Efforts to reach Mr. Ephraim Simbeye for comment were unsuccessful, highlighting the challenges faced by those seeking accountability and justice in cases of misconduct within the public service sector. These ongoing struggles highlight the urgency of addressing systemic issues and implementing meaningful reforms to ensure fairness and equity for all employees.