Centralising Recruitment in Tanzania’s Public Service: A Critical Assessment of the PSRS Legal Framework and Implementation Outcomes

Abstract

This doctrinal review assesses the Public Service Recruitment Secretariat’s (PSRS) efforts in Tanzania to foster a results-oriented public service. By replacing decentralised, ministry-based hiring with a unified, merit-based system, the PSRS’s approach is analysed through thematic coding of legal instruments, literature, and policy documents. Findings show that while the PSRS has enhanced transparency and qualification standards, gaps remain between hiring and performance outcomes. Persistent challenges include inadequate staff expertise, slow recruitment causing service delays, and a weak link between recruitment and performance management.The Online Aptitude Testing System (OATS) shows potential but requires integration with ministry performance agreements. The study concludes that the PSRS has made procedural progress yet remains disconnected from post-hire evaluation.

Recommendations include amending the Public Service Act to mandate recruitment performance linkages, building specialised PSRS capacity, integrating OATS with performance agreements, and bridging centralised hiring with decentralised performance accountability.