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Deloitte Consulting Limited

AAPAM and Deloitte Consulting Limited (East Africa) entered a partnership agreement on the 14th of September 2013. The collaboration aims to synergize resources, facilities and networks in both organizations, in order to better implement organizational mandate both locally and internationally.

Mr.  Joseph Eshun- Director Deloitte Consulting Limited and Mr. G.k Scott-AAPAM Secretary General

Mr.  Joseph Eshun- Director Deloitte Consulting Limited and Mr. G.k Scott-AAPAM Secretary General

Kenya Institute of Management (KIM)

Kenya Institute of Management (K.I.M) is a premier learning institute for professionals in management positions. KIM has been on the forefront in provision of management training courses across the region. Since its inception in 1954, the Institute has acted as a prime catalyst in the effective transfer of management and leadership thought, knowledge and practice to all sectors of the Eastern African economies.

Mr. David Muturi-KIM CEO and Mr. G.K Scott

AAPAM Courtesy Visit

AAPAM Secretary General Mr. G.K. Scott and the Programmes team paid a courtesy visit to Prof. Shaukat Abdulrazak the CEO National Commission for Science and Technology- Ministry of Higher Education Science and Technology. The two organizations look forward to working with each other in programmes aimed at promoting quality service delivery

AJPAM Vol. XXII No. 2 Now available

AAPAM Member Survey

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34th Roundtable Conference Zanzibar, Tanzania

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Innovative Management Awards

Gender Mainstreaming

AAPAM welcomed Dana Peebles to the Secretariat offices in Nairobi on the 28th of August 2012 for a training session on Gender mainstreaming. The aim of the training was to educate staff on emerging trends in relation to gender mainstreaming and discuss the role that AAPAM should play in order to contribute towards this pursuit. AAPAM staff will in turn disseminate this information to the National chapters and relevant public administration bodies.

Dana Peebles - Gender Advisor Kartini International

“ Mainstreaming a gender perspective is the process of assessing the implications for women and men of any planned action, including legislation, policies or programmes, in any area and at all levels and using this analysis to inform policy and programme decisions to make the results more equitable and effective.” (Adapted from UN ECOSOC, 1997)

Gender equality is a fundamental right; a necessary condition for the achievement of country objectives of growth and social cohesion. One of the most effective ways of improving the well-being of women is by ensuring their full, equal and effective participation in decision-making at the three major levels:

  • Political
  • Economic
  • Social life

Reasons for gender mainstreaming:

  • National legislation and International Conventions  which countries are signatories to-Universal Declaration of Human Rights convention, Beijing Declaration,Vienna Declaration,I.L.O, CEDAW
  • There is a strong correlation between gender empowerment and family planning
  • Smart economy, diversity in the work place produces better results
  • Increases resources

International Trends

The global participation rate of women in national-level parliaments is nearly 20%. In Africa Rwanda leads the pack by having over 50% women representatives in positions of authority including politics. In Kenya this is embedded in the constitution which states "not more than two-thirds of the members of elective public bodies shall be of the same gender.

There is a clear need for gender mainstreaming and furthermore, champions who will provide an example that can be emulated in the public sector.

Exercise: Apple/Chocolate challenge

Using a practical example in a group pick out the tallest person and the shortest person- as it turns out the tallest person in most groups is male and the shortest is female- the facilitator holds an apple up in the air and asks them to reach for it on the count of three. The man easily grabs the apple. This exercise demonstrates that equal opportunities do not quintessentially mean equal results; one size does not fit all.

In a bid to enhance gender integration, some organizations have taken the schematics and copy pasted them onto the work policy, as demonstrated in this exercise this cannot work unless tailor made. An example is given of an education opportunity presented to the people of Indonesia, the government advertises scholarships abroad to people aged 40 and above, women were strongly encouraged to apply, as it turned out fewer women than men applied for the scholarships, this was because most of the women within this age bracket had family commitments, their culture prescribed that they and nurture their children up until their teen years, hence leaving for further studies was not a priority.

The negative skew that arises needs to be normalized to make the playing field even. Evidence shows that social and cultural norms are imperative aspects in making policies regarding gender mainstreaming, hence should not be overlooked at the construction and implementation stage.

Lessons learned

  • Asking the Right Questions is the Key to Integrating Gender i.e. what is gender mainstreaming? How can this be done? What is the role of the policy makers?
  • Gender mainstreaming is about both men and women- gender does not preclude men. A ripple effect of women empowering is men laxity, hence both genders need to be empowered equally.
  • Strong Correlation between increased gender equality and standard of living- in a traditional house hold of two providers a man and a woman, the economic level is likely to be higher than in a house hold which is solely dependent on one provider.

AAPAM thanks the Institute of Public Administration Canada (IPAC) and the Canadian International Development Agency (CIDA) for supporting the training.

34th Roundtable Conference Preparations

The Revolutionary Government of Zanzibar will host the 34th Roundtable Conference from the 12th to 16th of November 2012. AAPAM Secretary General Mr. G.K. Scott and Finance administration officer Mr. Mugwe visited Zanzibar on the 13th of September 2012.

The team had a chance to attend a national organizing committee meeting, which is comprised of top Principal Secretaries from various Ministries. The committee brought them up to speed on the conference preparations, the conference will be held at the Zanzibar Beach Resort.

The committee is working to ensure that the large number of delegates expected to attend the conference will be well facilitated in terms of transport and accommodation facilities.


The International Institute of Administrative Sciences (IIAS) signed a Memorandum of Understanding with the African Association of Public Administration and Management (AAPAM) in June 2012.

The parties agreed to cooperate in:
1) Sharing good practices and knowledge and conducting joint research, seminars and workshops
2) Developing mechanisms for participation and interaction at one another’s events – conferences, congresses, dialogues and other forums
3) Sharing information through access and exchange of each organization’s professional publications
4) Disseminating the specifics of this agreement throughout AAPAM and IIAS;
5) Any other activity of mutual interest

The MoU was signed by Director General of IIAS Mr. Loretan on behalf of IIAS and by Secretary General of AAPAM Mr. G.S. Scott on behalf of AAPAM.


In Africa, the current efforts to strengthen local governance stem from the realization of the challenges of the post-independence centralized systems to deliver public services. Effective decentralization is today regarded as an element of good governance and an expression of democratic practice and effective, efficient public administration. However although fiscal decentralization is a key element to the process public servants shy away from issues relating to its development.

In order to allow a better understanding of fiscal decentralization and to demystify the intense subject field, AAPAM successfully partnered with UNCDF to host a panel session and concurrent workshop during the 33rd Roundtable on Local Development Financing. The High level panel included leading authorities: Dr. Kadmiel Wekwere, Dr. Kodjo Mensah-Abrampa, Dr. Christel Avergne, Dr. Christel Avergne, Ms. Ziria Ndifuna, Ms. Wezi Mjojo, Dr. Vincent Hungwe and Mr. Djoume Sylla

During his presentation Dr. Wekwere stressed that local resource mobilization is the centre of decentralization which involved creating mechanisms for mobilizing and managing resources as well as creating mechanisms for managing and investing financial resources.


As part of the efforts to increase the visibility of the organization the Association has worked in close cooperation with CAMPS. This cooperation was evident during the CAMPS meeting held in May 2011, Nairobi, Kenya. During the conference the Association was given observer status and recognized as a key partner in the growth of the African Public Service.

The AAPAM President, Mr. Tlohang Sekhamane made a formal address at the CAMPS meeting where he briefed members on the work undertaken by AAPAM. The President outlined the opportunity for AAPAM to be used as a vehicle for popularizing the African Charter on Values and Principles of Public Service.

Going forward AAPAM will be looking to work together with the CAMPS in the implementation of its long term strategy on governance and public administration.


AAPAM Secretary General, Mr. G.K. Scott graced the 7th Annual Leadership Conference in Toronto Canada on the 13th and 14th of February 2012. The theme of the Conference was “Re- think! Re- define! Re- invest! Exploring new leadership realities”. The conference explores the leadership gaps that were experienced worldwide with the aim of developing systems to fill these gaps.

Mr. Scott was part of a panel which focused on the leadership challenges faced across the globe and presented a paper which focused on the challenges faced by the African public administrators in executing their duties. The Secretary General emphasized the need to embody the theme; more so in the African continent as they grapple with issues on the political social and economic pillars.

In his presentation, he pointed out the importance of good leadership, attributing it as self driven, disciplined and creative. He added that capacity building of human resource was key, given that this was the driving force. He further reiterated the importance of providing leaders with formal and informal incentives that will inherently improve their effectiveness. In his closing remarks, he observed the need to re-think, re-define priorities and goals and finally re-invent the wheel of policies to make them development oriented. He called upon IPAC and other delegates to partner with AAPAM so as to ensure continued sharing of thoughts, ideas, skills and experiences on the journey towards reinventing the public service leadership experience.


Tanzania Public Service Commission has been a supporter of AAPAM activities, this dates back to the 1990’s, their commitment has been demonstrated by its active and sustainable participation in all Roundtable Conferences from the 13th Roundtable, it is on this basis that the Government of the Republic Tanzania is hosting the 34th Roundtable conference in Zanzibar November 12th - 16th 2012.

AAPAM Secretary General, Mr. Scott paid a visit to Tanzania mainland as part of AAPAM’s effort to bridge communications with the National Chapters and promote a sense of coordination.

He paid courtesy calls to:

  1. Secretary, Public Service Commission, Ms. Claudia Mpangala
  2. Permanent Secretary- Public Service Management (Office of the President) Mr. George Yambesi
  3. Chief Secretary and Head of Public Service Mr. Ombeni Y. Safue
  4. Tanzania chapter with Prof. Mutahaba

There were general discussions on how to improve the chapter and AAPAM as a whole, in the spirit of promoting Best practice and Excellence. The following was noted:

  • There was a need to nurture the APSHRMnet. This is one of AAPAM’s networks which is housed within AAPAM and is currently viewed as a wing of AAPAM
  • Introduction of On- line training courses in order to raise the capacity of Human resource and Administrative managers to handle their operations efficiently
  • AAPAM tradition of sharing experiences on developments and innovations (Awards) in African public Administrators, informed by both practitioners as well as research conducted by academics need to be continued, nurtured and strengthened.
  • Developing and nurturing the networking among practitioners and managers across the continent.
  • Sensitizing members of AAPAM to increase the number of participants in the AAPAM innovative management award

With those remarks, the Secretary of the Tanzania Public Service Commission thanked the AAPAM delegation for their visit and assured them on the sure arrangements of the 34th Roundtable.

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Conference Report

AAPAM Malawi reportAAPAM 34th Roundtable Conference

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