A ministry of efficient, effective, responsive and result-oriented administrative system.

Mission

To develop and operationalize a good human resource management, financial management and procurement system for the achievement of organizational objectives.

Objectives

• To provide competent human resources for the various Divisions and Departments.
• To streamline a sound financial regulation practices.
• To provide sound and effective procurement management system.

Strategic Goals

Human Resource Management (related to objective 1)

• To develop performance-based career development system.
• To introduce performance-based placement, reward and punishment system (based on interest, training, qualification, aptitude, etc.)
• To provide training as per need and depute right personnel for training and get continuous feedback.
• To provide motivated, qualitative and output oriented manpower.
• To review and update continuously the manpower needs and provide right persons in right place.
• To operationalize the performance based incentive system.
• To link the performance evaluation with actual performance of the employees.

Financial and Procurement Management (related to objective 2 and 3)

• To link the performance evaluation with sound financial regularities.
• To maximize the utilization of resources.
• To develop and operationalize an efficient, economic and transparent procurement management.

Programs

• Development of database on recruitment, placement,
transfers, retirement, disciplinary act performance records
• Human resource development with assessment of training needs of target groups
• Development of network with the personnel sections of departments regarding database
• Making up to date job descriptions of the employees
• Development of network with the revenue offices
• Making performance appraisal in time and report to the concerned
• Strictly compliance of financial rules and taking action on all financial irregularities
• Development and management of transparent and good procurement system

Performance Indicators

• Job descriptions are available for all categories of staff
• Posts are filled as per requirements
• Regular Departments/Divisions are reorganized as per needs
• Revenue targets are achieved as per targets
• Number and nature of complaints from inside and outside are reduced
• Financial irregularities are cleared
• Sound financial management system is established

Expected Results

• Positive image of MOF employees at large
• Increase in employees satisfaction level
• Better revenue collection
• Better management of economy (macro/micro)
• Increase in Tax payers and other stakeholders satisfaction
• Efficiency in revenue collection
• Reduction in amount and number of financial irregularities

Internal Factors affecting the implementation of program

• Work culture
• Motivation: financial as well as career development
• Leadership dynamism