Faq's

According to Article 227 of Constitution of Zambia (Amendment) Act No.2 of 2016 (1) There is established the Local Government Service. (2) The office of the Town Clerk, Council Secretary, members of staff of the Local Government Service Commission, the members of staff of local authorities and other local government staff, as prescribed, are offices in the Local Government Service. Currently, Secretariat under the Commission are appointed by the Civil Service Commission, Central Government.

The decentralisation policy has given the Councils to handle staff matters below the position of Chief Administrative Officer (LGSS/06). LGSC will be playing an oversight role and handle officers above LGSS/06.

 First and fore most Local Government employees just like any other Public Service employees are employed to serve the people of Zambia anywhere within the geographical boundary of the country.  Now, the word frequency becomes a relative term in this context. In order to appreciate transfers in the Local Government Service, we need to look at historical perspective of the Local Authorities. Previously, Local Authorities had separate system meaning each Local Authority appointed, developed and managed its own staff according to its capacity. Staff were not transferable from one Council to another but had to resign in order to move to another Council, in the process breaking years of service.  Currently, we have unified Local Government service system where a central body such as LGSC has be given power to employ staff in all 116 Local Authorities. LGSC has to ensure that all LAs have adequate human resource irrespective of the locality. REASONS FOR STAFF MOVEMENTS (TRANSFERS) 1. Re-alignment of staff: Transfers are sometimes effected on account of re-alignment of staff in order to ensure efficient and effective functioning of Local Authorities. 2. Creation of new Districts/Local Authorities: Between 2016 and 2018 the number of Local Authorities increased from 103 to the current 116. In order to operationalize the new Local Authorities an average of 40 staff per Council was required which translated into a total of 520 officers at the barest minimum for the 13 newly created Local Authority. The Commission therefore, had to identify experienced serving officers to be transferred to the new established Councils to provide guidance new entrants. 3. Overstaying at one Local Authority: Employees who overstay at one Local Authority become familiar and consequently complacent and unproductive. In order to stop being too familiar and unproductive, the Commission does transfer such officers to other Local Authorities. 4. Career Progress: where promotional positions are not available at a particular Council, the Commission, as a way of motivating its employees who acquire higher qualifications, does promote and transfer such employees to other Local Authorities where vacancies exist. 5. Medical Grounds: Sometimes employees are transferred at the instigation of the physical in order for such officers to be near and have access to medical services from secondary and tertiary medical facilities. This is meant to preserve lives of employees with unique and serious medical conditions that requires specialized treatment. 6. Equitable distribution of skilled and qualified: In order to ensure equitable distribution pf staff from areas of surplus to deficit areas which usually are rural and remote Councils, the Commission does conduct transfers in that regard. 7. Workers safety/ Welfare: In instance where the work environment becomes hostile and unconducive for employees, and in order to safeguard the lives of its employees, the Commission effects transfers of such employees to other Local Authorities. 8. Request by employees: The Commission does also sanction transfer of employees who agree to swap on recommendation by their respective Principal Officers. 9. Other transfers are due to the exigencies of service and in national interests. The Commission always ensures that the transfers are balanced and that they are effected to be benefits of both the sending and receiving Local Authority. In this regard, each department of Local Authority is left with some experienced officers who have been at the station for a considerable period time to guarantee institutional memory.

LGSC is currently using 2021 Harmonised Structure which did not specifically assign number of staff to the positions. What the LGSC does is to place one employee or staff for the positions from LGSS/01 to LGSS/06 while positions from LGSS/07 to LGSS/18 are demand driven. The number would differ according to the category of the Council, which is City, Municipal or Town Council. For instance, you have more than one Town Planner at City Council and one at town Council due to size and work load of the council. Devolved Structure which will be in use soon has addressed the issue of establishment in the Councils. Wage bill cannot be hindrance to place human resource in the councils who are supposed to provide quality and sustained services in the communities. Councils by nature and law are supposed to generate money for their use. Local Equalisation Fund is not the main source but it is meant to supplement the locally generated funds for salaries and operations. What is expected of the Councils is improve collection efficiency of the locally generate funds which currently is below 50 % in most Councils.

There is absolutely no biasness in the promotion of staff. Criteria which is used is based on the following: 1. Qualifications 2. Competence (Skill, knowledge) 3. Performance 4. Conduct (Discipline) The recommendations for promotions are submitted by the Council after Council resolutions. The starting point for all staff related matters is the Council.

Yes. Two letters are needed, one from sending council and another from the receiving council.

7th Floor, New Government Complex Independence Avenue, Kamwala Lusaka

First and foremost, the power to appoint persons to hold offices in the Local Government Service is vested in the Republican President in accordance with Article 185 (1) of the Constitution of Zambia (Amendment) Act No.2 of 2016. The said powers according to article 185 (2) are exercised in the name and on behalf of His Excellency the President by the relevant Service Commissions such as the Local Government Service Commission. When vacancies occur, the Local Authorities inform the Commission. The Commission will then advertise, short list applicants, conduct interviews, select suitable candidates and appoint them accordingly subject to the production of satisfactory Medical Report and Police Clearance Certificate.

One of the functions of the Commission is to monitor and evaluate compliance with the code of ethics, human resource management principles and values and any other standards and guidelines on human resource management for the Local Government Service, in the execution of delegated powers and functions by the Local authorities within the Local Government Service. This entails that the Commission should regularly visit Local Authorities irrespective of the remoteness of the area. The only challenge which the Commission faces is inadequate logistics. Once the logistical problems are addressed the Commission will be visiting all 116 Local Authorities.

Detailed functions of the LGSC are provided under section 16 of the Service Commissions Act No. 10 of 2016:  second, re-grade, transfer and separate employees in the Local Government Service;  facilitate the transfer of staff across the Service Commission;  transfer employees from one local authority to another local authority within the Local Government Service;  authorise the withholding, reduction, deferment or suspension of salary of employees in the Local Government Service;  hear and determine complaints and appeals from employees whose cases have been determined be Local authorities within the Local Government Service;  set and promote a code of ethics and human resource management principles and values for the Local Government Service, in accordance with the values and principles set out in section four;  establish standards and guidelines on human resource management for the Local Government Service;  monitor and evaluate compliance with the code of ethics, human resource management principles and values and any other standards and guidelines on human resource management for the Local Government Service, in the execution of delegated powers and functions by the Local authorities within the Local Government Service;  impose appropriate sanctions, including withdrawal of delegated human recourse management functions, on erring local authorities within the Local Government Service; and  perform such other functions as are necessary or incidental to the regulation of human resource management in the Local Government Service.

Article 228 of Constitution of Zambia (Amendment) Act No.2 of 2016 gives power to the Local Government Service Commission to handle human resource matters in the Local Authorities.

lgscommission@gmail.com

The Commission does advertise vacant positions which are provided by the Local Authorities.

This type of transfer is based on the following factors: staff redesignation, career progression, equitable distribution of skilled and qualified staff, employee’s safety or welfare as well as exigency of services.

The composition of the Local Government Service Commission is provided under sections 15 of the Service Commissions Act No. 10 of 2016 :  the Chairperson;  the vice Chairperson; and  five other members (Commissioners).