Discipline and Misconduct Regulation (No. 5)

Standards of Conduct and Disciplinary Procedures for Civil Servants

This Regulation establishes the framework for managing conduct, performance, and disciplinary matters within the Jubbaland State civil service. It defines the standards expected of civil servants and sets out clear procedures for addressing misconduct in a fair, structured, and consistent manner.

Application extends to civil servants funded through the consolidated government budget, including those supported through donor-funded positions, while excluding categories such as security forces, judiciary members, and political office holders. The framework emphasises professionalism, integrity, accountability, and adherence to ethical standards in public service.

Management responsibility is central to maintaining discipline and performance. Supervisors are required to provide clear job expectations, ongoing guidance, feedback, and support to staff. Early intervention is encouraged where performance or conduct concerns arise, with corrective measures aimed at improvement rather than punishment where appropriate.

Misconduct is defined broadly and includes unauthorised absence, lateness, failure to perform duties, misuse of public resources, insubordination, corruption, disclosure of confidential information, and behaviour that brings the civil service into disrepute. Civil servants are required to report misconduct, while institutions are obligated to protect those who report such matters.

Disciplinary action follows a graduated approach. Measures may include verbal warnings, written warnings, suspension, or dismissal, depending on the severity and persistence of the misconduct. Verbal and written warnings are documented and remain valid for a defined period, forming part of the employee’s official record.

Serious allegations may lead to suspension while investigations are conducted. Suspension is applied for a limited period and may involve partial remuneration. Investigations are carried out in a structured manner, with findings informing decisions on appropriate disciplinary measures.

Dismissal may occur in cases of repeated misconduct following prior warnings or in instances of serious offences such as fraud or gross negligence. Formal procedures ensure that decisions are evidence-based and properly documented.

Principles of natural justice underpin all disciplinary processes. Civil servants must be informed of allegations, given the opportunity to respond, and treated fairly and impartially throughout the process. Decisions are subject to review through established appeals mechanisms, ensuring accountability and procedural fairness.