Imagine an organization where operational efficiency is not just about process optimization but also about unlocking the potential of its people. The Barbados Customs and Excise Department (BCED) is undergoing a profound transformation, with the World Customs Organization (WCO) playing a pivotal role in empowering this change. At the heart of this evolution lies the development of a Competency-Based Human Resource Management System (CBHRMS), which goes beyond restructuring to redefine career growth and employee engagement. But what tangible impact can WCO's intervention bring to BCED?
BCED's Reform Context and Challenges
BCED faces multifaceted challenges, including enhancing operational efficiency, improving governance, increasing revenue collection, facilitating trade, and strengthening stakeholder engagement. To address these, BCED launched a comprehensive technical reform and modernization initiative. Yet, technology alone is only half the solution—the other half lies in human capital. To fully realize the potential of these reforms, BCED requires a robust HR system capable of attracting, developing, and retaining top talent.
WCO's Empowerment Strategy: The EPCB-HRMP Project
Under its flagship program, the "Executive and Professional Competency-Based Human Resource Management Programme" (EPCB-HRMP), WCO provided critical support to BCED. Funded by China's Customs Cooperation Fund (CCF), WCO conducted an expert mission in Bridgetown, Barbados, from October 31 to November 4, 2022. This follow-up mission focused on assisting BCED's HR working group in finalizing competency-based HR tools and driving change management efforts to ensure the successful implementation of a transparent CBHRMS.
WCO's experts collaborated closely with BCED's HR team to:
- Develop competency frameworks: Identify core competencies for BCED roles, creating models to guide recruitment, training, performance evaluation, and career progression.
- Design HR tools: Create competency-based instruments such as recruitment assessments, performance review templates, and training programs to ensure objectivity in HR decisions.
- Implement change management: Conduct workshops, focus groups, and communication campaigns to foster employee buy-in for the new system.
BCED's Commitment and Vision
With backing from Barbados' Ministry of Finance, BCED is committed to establishing an autonomous HR unit aligned with global best practices. Key priorities include:
- Restructuring its organizational hierarchy and job classifications to meet international standards.
- Cultivating a culture of pride and belonging among staff.
- Designing transparent career pathways emphasizing integrity and professional growth.
Employee Engagement and Leadership Support
BCED staff have responded enthusiastically to the CBHRMS initiative, recognizing its potential to create fairer opportunities for advancement. During consultations, employees highlighted the system's value in streamlining promotions, rotations, and skill development.
The reform also gained high-level endorsement. In meetings with Barbados' Minister of Finance and Minister of the Public Service, WCO emphasized the need for an HR Management Council and project-based implementation. The Finance Minister pledged full support, noting the initiative's alignment with broader modernization goals across the ministry.
The Road Ahead
WCO's recommendations for BCED include:
- Establishing an HR Management Council to oversee strategic direction.
- Adopting the proposed organizational structure without delay.
- Implementing reforms through phased projects to ensure measurable progress.
From a data perspective, CBHRMS promises significant benefits: more targeted recruitment, precision training, objective performance metrics, and reduced staff turnover. Beyond operational gains, this represents a cultural shift—one that positions BCED as a model for modern, people-centric customs administrations.