{"id":2706,"date":"2026-04-10T13:52:21","date_gmt":"2026-04-10T13:52:21","guid":{"rendered":"https:\/\/sfaict.com\/jssmof\/?p=2706"},"modified":"2026-04-10T13:53:51","modified_gmt":"2026-04-10T13:53:51","slug":"training-and-development-regulation-no-12","status":"publish","type":"post","link":"https:\/\/sfaict.com\/jssmof\/training-and-development-regulation-no-12\/","title":{"rendered":"Training and Development Regulation (No. 12)"},"content":{"rendered":"\t\t
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Training and Development Regulation (No. 12)<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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Capacity Building, Skills Development, and Institutional Learning Framework<\/h4>

This Regulation establishes the framework for training and professional development within the Jubbaland State civil service. It defines how capacity-building needs are identified, planned, and implemented to strengthen individual performance and institutional effectiveness.<\/p>

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 promotes continuous learning and aligns staff development with organisational priorities.<\/p>

Responsibility for training and development is shared across institutions. The Civil Service Commission provides overall coordination and approval of training plans, while human resource units within ministries and agencies are responsible for preparing and implementing annual training plans in consultation with departmental leadership.<\/p>

Identification of training needs is based on institutional priorities, performance gaps, and future workforce requirements. Assessment methods include performance evaluations, supervisory observations, and structured reviews of organisational objectives, ensuring that training interventions are relevant and targeted.<\/p>

Training plans are developed on an annual basis and must align with strategic and operational priorities. These plans include short-term and long-term training activities, as well as formal education programmes where necessary. Each plan specifies participants, objectives, duration, delivery methods, and associated costs, ensuring clarity and accountability.<\/p>

A range of training methods may be used, including on-the-job training, internal workshops, external courses, and formal academic programmes delivered locally or internationally. Training duration for individual staff is limited within a defined annual period to ensure continuity of service delivery.<\/p>

Budgeting forms an integral part of the framework. Training costs must be incorporated into institutional annual budgets, ensuring that capacity-building activities are planned within available resources and provide value for public expenditure.<\/p>

Approval processes require endorsement at both institutional and central levels. Training plans must be approved by the head of the institution before submission to the Civil Service Commission for final validation within defined timelines.<\/p>

Record-keeping and reporting requirements ensure accountability. Institutions are required to maintain detailed records of all training activities and submit annual reports on implementation and outcomes to the Civil Service Commission.<\/p>

Provisions also address full-time external education, requiring formal approval and unpaid leave arrangements, with individuals responsible for covering associated costs.<\/p>

Mechanisms for complaints and appeals provide recourse where decisions related to training and development are contested, ensuring fairness and transparency in implementation.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Capacity Building, Skills Development, and Institutional Learning Framework This Regulation establishes the framework for training and professional development within the Jubbaland State civil service. It<\/p>\n","protected":false},"author":1,"featured_media":2708,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"elementor_header_footer","format":"standard","meta":{"_angie_page":false,"page_builder":"","footnotes":""},"categories":[36],"tags":[],"class_list":["post-2706","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-csc-regulations"],"_links":{"self":[{"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/posts\/2706","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/comments?post=2706"}],"version-history":[{"count":7,"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/posts\/2706\/revisions"}],"predecessor-version":[{"id":2714,"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/posts\/2706\/revisions\/2714"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/media\/2708"}],"wp:attachment":[{"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/media?parent=2706"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/categories?post=2706"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/tags?post=2706"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}