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CIVIL SERVICE COMMISSION COMMENCES WITH RESTRUCTURING PROCESS

 

The logo of the CSC (Source:Online)

Written by Fundizwi Sikhondze

The restructuring process for the Civil Service Commission (CSC) appears to have gained full speed after the United Nations Development Programme (UNDP) Eswatini introduced a consultant to the CSC to help drive the restructuring work. The Ministry of Public Service and Administration social media page reported on the 19th December 2025 that the consultant, Ms Sharon Maziya, was introduced or handed over by the UNDP Eswatini to the CSC to commence her duties. Ms Maziya is a human resources expert who according to her LinkedIn profile boasts over 25 years’ experience in leading significant, enterprise-wide change management and holds a Master’s degree in Leadership and Change Management amongst several qualifications.

The UNDP Eswatini had posted the advert for an Individual Consultant for the organisational Restructuring of the Civil service on their website (https://ungm.org) on 9th October 2025. The outlined responsibilities of the consultant include, the assessment of the organisational structure of the CSC, designing and proposing a revising structure and operational model aligned with CSC strategic plan, conducting benchmarking with similar public service commissions and facilitating consultations with CSC leadership, staff and key stakeholders.

From strategic plan to restructuring

The CSC restructuring appears to be the second phase in the CSC/UNDP Eswatini collaboration after the UNDP Eswatini first assisted the CSC to formulate their strategic plan which was launched in July 2024. The UNDP Eswatini social media platforms reported on the occasion that the CSC strategic plan aimed to provide the CSC with a roadmap for the next five years 2024/25 – 2028/29. Its focus was reported to be enhancing the efficiency and effectiveness of both the CSC and the broader public service in Eswatini. The UNDP further reported that the CSC aspired to set a standard of excellence, (and sought to) motivate (sic) the entire civil service to achieve efficient and effective service delivery at all levels across Eswatini.

The Chairperson of the CSC Simanga Mamba (represented by CSC Commissioner HRH Princess Sibahle) on this occasion is reported to have welcomed the strategic plan and underscored its importance in the CSC’s quest for service provision. He said, “The decision to embark on organisational restructuring is both strategic and forward looking. It reflects our collective resolve to strengthen institutional effectiveness, enhance service delivery, improve internal efficiency and position the commission to discharge its constitutional mandate with greater impact”.

CSC constitutional mandate

The CSC is a creature of the Eswatini Constitution ,2005 as a supreme commission in the management of the Eswatini public service. Starting from section 172 to 185 the 2025 Eswatini Constitution provides the background for the presence of service commissions in different parts of the public sector. From Section 185 the constitution then proceeds to empower the CSC as the supreme commission throughout the public service where there are several sectorial commissions such as the Teaching Service Commission and several other in the different sections of the public service.  

Involvement of the public service workers

In one of the first interviews after resuming her duties Ms Maziya has revealed her approach to the work that lie ahead. Speaking to the Weekend Observer (03-01-2026) she emphasised the importance of involving public service workers in the process of restructuring. She said, “Managing a large public service effectively begins with clarity of mandate, fair and consistent systems, and strong, ethical leadership at all levels. Equally important is engaging employees as partners in service delivery, ensuring they are heard, supported, skilled and held accountable through performance management”.

She further revealed that she intended to apply a methodology that is grounded on stakeholder engagement while ensuring an evidence-based approach and that is also participatory.  She said, “I will apply a participatory, evidence-based approach grounded in stakeholder engagement, organisational analysis as well as change management while ensuring that the process if inclusive, practical and sustainable.

For now it is not clear whether the restructuring of the CSC will have only have an effect only on its employees , or on the close to 200 employees of the Ministry of Public Service or perhaps the effect will be expressed on the entire public service of around 43 000 public services personnel.

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