Public Service is generally described as a service provided by the Government and it is usually something that is done or provided for the public because it is needed. Regrettably, in Anguilla, the term ‘Anguilla Public Service’ appears to lend new significance to the word ‘fallacy.’ Many persons are wondering, where is the service the term suggests?
While the Anguilla Public Service has always been the subject of some criticism, this seems to have escalated in recent years. Access to public officers is often only achieved after long unexplained delays. Emails go unanswered. Telephone calls are not returned. Applications are undetermined for lengthy periods without explanations. These occurrences all cause frustration in members of the public, because the inactivity on the part of public servants translates into personal and business inconveniences and losses.
What is the answer to this apparently perennial problem? Very recently, Deputy Governor Perin Bradley announced the relaunch of the annual Anguilla Public Service Performance Management and Development Review. In communicating with his Public Service Colleagues, Mr. Bradley stated: “Having a robust performance management and development regime is essential to creating a culture of excellence, improving service delivery and strengthening accountability in the public service. In keeping with the Leadership Statement, the aim is to use the Performance Management and Development Review (PMDR) as a management tool to develop and empower all public servants, improve the overall organisational performance, drive value for money in the delivery of our work and meet the goals of the Anguilla Public Service.”
Is there a glimmer of hope? Will the suffering public experience some relief from the malaise, which appears to be affecting a significant portion of the Anguilla Public Service? We can only live in hope and pray that our hopes are realised. The Performance Management and Development Review is described as being relaunched. In fact, a fledgling performance management system existed prior to Mr. Bradley assuming the office of Deputy Governor and he is credited by some as having derailed that system. To achieve buy-in for the relaunched Performance Management and Development Review, Mr. Bradley will have to disabuse persons of that notion and demonstrate his wholehearted commitment to the firm establishment of the Annual Performance Management and Development Review in the Anguilla Public Service.
Mr. Bradley has repeatedly confessed to certain failings, during his tenure as Deputy Governor. One such failing is a lack of responsiveness. While accepting one’s failings is to be commended, greater commendations will be forthcoming if those failings are addressed, and addressed in a timely manner. A huge failing of the Anguilla Public Service is the non-responsiveness that is exhibited by many public officers. That this trait is exhibited by the Deputy Governor, who has been charged with the management of the Anguilla Public Service, is cause for concern. Hopefully, it will soon become a thing of the past.
Recent suggestions that the reintroduction of the payment of salary increments will be linked to the Annual Performance Management and Development Review has been met with some skepticism. Will this really serve to ensure improved productivity? There appears to be little faith in public officers being truthful in their assessment of a colleague, if the result will be the denial of a colleague’s annual increment. Obviously, the success of the Annual Performance Management and Development Review is very dependent on the integrity of public officers.
Pride in the delivery of service is something to which each public officer must aspire. It is only when this aspiration is pursued that the term ‘Anguilla Public Service’ will reflect reality rather than fallacy.
