Guide to Strategic HR Planning in the Civil Service

OMRH's methodological guide for planning human resource needs in the Haitian civil service, produced under the state reform framework programme. It teaches a method rather than issuing a target, and the method is quantitative: mobility matrices, a post matrix and worked examples that a ministry can reproduce with its own numbers.

The hierarchical mobility matrix shows arrivals against departures by grade level, with 50 percent of internal-mobility arrivals landing at level 2 and 61 percent of internal-mobility departures also occurring at level 2, and 10 percent of departures at level 1 being recruited from level 2. The geographic mobility matrix does the same across regions, with 18 percent of geographic mobility occurring between the Nord and the Grand-Anse, 32 percent of arrivals landing in the Artibonite and 30 percent of internal resources drawn from the Grand-Anse. Read together, the two matrices let a ministry see whether its vacancies will be filled by promotion, by transfer or by external recruitment before it advertises anything.

The post matrix then sets qualification levels against job families, cadres, technicians, employees and workers, worked through a construction example covering architecture, consultation, payment, accounting and supervision, with named posts from chief architect and chief engineer down to masons and labourers. That structure is what turns an establishment table into a plan: each post carries a qualification level, so a staffing gap can be read as a training or recruitment problem rather than as a headcount.