An efficient and professional customs workforce is crucial for facilitating international trade and safeguarding national economic security. Building such a workforce requires a scientific, modern human resources management system. In West Africa, Mali Customs is pioneering a competency-based approach to HR modernization, offering valuable lessons for other developing nations.
Project Background: The West African Customs Modernization (MADAO) Initiative
Funded by Swedish grants and implemented by the World Customs Organization (WCO), the West African Customs Modernization (MADAO) project aims to enhance customs administration across West Africa, with human resources management (HRM) as a key component. Mali Customs has emerged as a leading beneficiary, actively implementing a competency-based HR system.
Expert Support: Knowledge Transfer and Capacity Building
From August 7-11, 2017, WCO dispatched an expert team to Bamako to provide technical assistance to Mali Customs. The mission focused on:
- Internal Communication: Explaining the HR modernization process to all customs departments to ensure smooth implementation.
- External Coordination: Engaging Mali's Ministry of Economy and Finance and Ministry of Public Service to secure government endorsement for nationwide adoption.
The mission notably included HR specialists from East and Central Africa, fostering regional knowledge exchange through a "peer-to-peer" assistance model better suited to African contexts.
Inclusive Participation: Building Ownership Among Customs Personnel
The experts consulted with over 70% of Mali's customs officers (excluding northern regions) through workshops and discussions. Customs staff demonstrated strong support for the new system, actively contributing suggestions regarding:
- Recruitment procedures
- Training programs
- Promotion criteria
- Performance management
This inclusive approach fostered strong staff buy-in, creating solid foundations for successful implementation.
High-Level Endorsement: Paving the Way for Nationwide Expansion
Following meetings with Mali's Minister of Economy and Finance and the Secretary-General of Public Service, both officials endorsed extending the HR model to other government agencies. This political support removes potential barriers to broader public sector reform.
The Competency-Based HR System: Key Features and Advantages
This evidence-based approach focuses on employees' knowledge, skills, and abilities, offering significant improvements over traditional systems:
- Precision Recruitment: Competency frameworks enable more accurate candidate screening.
- Targeted Training: Identifies skill gaps for customized professional development.
- Merit-Based Advancement: Objective competency assessments support fair promotion decisions.
- Effective Performance Management: Links employee performance to measurable competencies.
Mali's implementation includes five core components:
- Developing competency profiles for all positions
- Revising recruitment processes with competency assessments
- Restructuring training programs based on competency gaps
- Implementing competency-based performance evaluations
- Creating individualized career development plans
Challenges and Future Directions
Despite progress, Mali Customs faces ongoing challenges:
- Sustaining funding for long-term implementation
- Integrating supporting IT infrastructure
- Managing organizational culture change
The successful West African initiative demonstrates that developing countries can achieve meaningful HR modernization through:
- Strong political commitment
- Staff participation in reform processes
- Phased, sustainable implementation
- Continuous system improvement