Some Recruitment and Promotion Nightmares in Cameroon’s Public

Author: Kijem Joseph Yuh


This work deals with recruitment and promotion. It is limited to the following definitions within the Cameroonian context:

a) Recruitment: It is the process of finding and hiring the best qualified candidate (from within or outside an organization) for a job, in a timely and cost-effective manner. It consists in analyzing the requirements of a job, attracting potential employees to that job, screening and selecting applicants, hiring, and integrating a new employee in the organization concerned. In the context of this work, “organization” becomes “public service”;
b) Promotion: It is an appointment to an office of higher status. In Cameroon’s public service, an employee could be promoted from one category to another, or from one index in a category to another. Furthermore, he could also be promoted to a senior post in the administrative hierarchy. It should be noted that in Cameroon, a promotion could, at times, be likened to an appointment.
In said country’s public service, recruitment is not well streamlined. Despite the significant or important nature of this domain in a country’s life or welfare, the Cameroonian Government and a good number of State officials in charge of managing State recruitment from the grassroots level (entrance examinations for professional schools, classroom work and examinations in these schools, etc) right up to the final recruitment of potential public service workers are not doing an acceptable job. In other words, public service recruitment in Cameroon, so far, has been done in a haphazard and deplorable manner.
This situation is not a far cry from the appointment or promotion endeavours in the said public service. These endeavours are replete with bad practices such as nepotism, tribalism, favoritism, corruption, partisan leanings, etc. Furthermore, in Cameroon, we are dealing with a public service which cares less about career profile, social justice, the protection of the rights of vulnerable groups, merit, etc. Indeed, this public service breeds frustration and dejection through its demoralizing appointment or promotion endeavours. Such an unwholesome dispensation cannot ease emergence.
N.B: The findings of this work are based on interviews and chats conducted in some key ministries in Cameroon. They also involve the perceptions of some public service authorities, experts, etc.



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