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The Kampala Capital City Authority (KCCA) faces significant disruptions in its operations due to persistent absenteeism among its employees. Dorothy Kisaka, the executive director of KCCA, has embarked on a city-wide campaign aimed at fostering teamwork among staff across the five divisions. Kisaka highlights a prevailing culture within the entity where a minority of employees bear the brunt of workload while others habitually skip work yet continue to draw salaries.
During a recent interaction with over 200 KCCA employees at the central division office, Kisaka emphasized the imperative of improving teamwork to ensure efficient service delivery for the growing urban population. She warned that employees who persist in absenteeism may face interdiction, emphasizing the need for collective responsibility and accountability.
Kisaka’s campaign for enhanced teamwork extends beyond mere rhetoric. She asserts that KCCA will implement strict measures, leveraging data collected over the past three months to identify and address absenteeism effectively. Kisaka underscores the importance of fairness and transparency in rewarding diligent employees while holding absentee staff accountable for their actions.
The executive director’s commitment to fostering cohesion within KCCA extends to addressing perceived disparities among employees. She emphasizes that regardless of employment status, all staff members are subject to disciplinary action if found neglecting their duties. Kisaka underscores the urgency of resolving internal differences, emphasizing the time-sensitive nature of KCCA’s mandate to serve the city’s residents effectively.
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Concerns raised by division-level officers regarding disparities in treatment between division and city headquarters underscore deeper issues of hierarchy and organizational culture within KCCA. Kisaka acknowledges these concerns, stressing the need for mutual respect and collaboration among all staff members.
In addition to addressing absenteeism, KCCA is actively pursuing initiatives to enhance infrastructure and operational efficiency. Deputy Executive Director David Luyimbazi highlights the authority’s efforts to secure grants and engage the private sector in revitalizing infrastructure and improving service delivery.
Challenges with the existing attendance monitoring system prompt KCCA to explore alternatives. While the current log-in book system has limitations, plans are underway to implement a more robust Human Capital Management System (HCMS) to address manipulation and ensure accuracy in tracking employee attendance.
Despite these efforts, employees express grievances regarding late salary payments, limited promotional opportunities, inadequate staffing in certain departments, and other concerns. KCCA leadership acknowledges these challenges and commits to addressing them comprehensively to foster a conducive work environment and promote staff welfare and productivity.
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