By Brian Mugenyi
KAMPALA, UGANDA — For two years, Mr. Edison Nuwamanya, a Diploma holder in Agriculture and Animal Husbandry from Busitema University, has waited for an opportunity he believes he is qualified for — a chance to serve Uganda through public service.
But instead of wearing the official identity of a government employee, Mr. Nuwamanya says he has spent years volunteering in the Animal Husbandry and Production department in Mayoro Town Council, Kitagwenda District, without a salary or formal appointment.
According to Mr. Nuwamanya 43-years-old, his journey into public service began in 2024 when he applied for the position of Animal Husbandry Assistant Officer through the Kitagwenda District recruitment process under the leadership of the then Chief Administrative Officer (CAO), Ms Joanita Nakityo.
He alleges that his application dated 15th December 2024 did not progress after he was asked to provide money to influence the recruitment process.
“Those who passed through paid money and they gave the handout to Ms Joanita Nakityo, the then Chief Administrative Officer. They are now government employees,” Mr Nuwamanya alleges.
He claims that applicants were asked for between Shs5 million and Shs10 million to secure government positions.
However, the allegations made by Mr Nuwamanya have not been independently verified, and the individuals mentioned have not been convicted of any wrongdoing despite attributing documents in form of application submitted in Kitagwenda District service commission.
Mr Nuwamanya says his frustration deepened after some applicants were allegedly recruited despite having qualifications different from the positions they occupied.
“There is a gentleman who is currently operating as the Animal Husbandry and Production Officer but is qualified in Crop Production only,” he claims.
For Mr Nuwamanya, his two years of voluntary service represent both dedication and disappointment.
“I have continued working because I love serving my community, but I need justice and fairness. Government jobs should be given according to qualifications and merit,” he says.
His experience reflects wider concerns raised by citizens about corruption risks within public recruitment systems, particularly at local government level where District Service Commissions (DSCs) and City Service Commissions (CSCs) manage recruitment of public officers.
Government’s Zero-Tolerance Position
In response to concerns over corruption in recruitment, the Ministry of Local Government has issued strong guidelines aimed at protecting transparency and restoring public confidence.
Permanent Secretary in the Ministry of Local Government, Mr Ben Kumumanya letter dated on 20th September 2024, has warned District Service Commissions, City Service Commissions, Chief Administrative Officers, Town Clerks and other local government leaders that government employment must never become a transaction for sale.
“Recruitment into the District Service Commission is a free service. Giving gifts, money, promises or any other inducement to influence recruitment decisions is illegal,” Mr Kumumanya stated.
The directive requires all local governments to ensure recruitment is conducted based on qualifications, competence and integrity.
According to Mr Kumumanya, corruption in recruitment undermines public trust, weakens service delivery and denies qualified Ugandans equal opportunities to serve their country.
“All adverts for job offers and placements made by District or City Service Commissions should have a corruption-free statement,” he directed.
The statement requires applicants to be informed that recruitment services are free and that offering money or any form of inducement is unlawful.
New Recruitment Safeguards
Mr Kumumanya has directed local government leaders to strengthen accountability systems through several reforms, including:
Mandatory public advertisement of government vacancies.
Monthly reporting on recruitment processes.
Disciplinary action against officers involved in recruitment malpractice.
Removal of compromised members of District and City Service Commissions.
Enforcement of the Public Service Standing Orders and Code of Conduct.
Inclusion of anti-corruption warnings on all recruitment advertisements.
He further advised citizens who are asked for money in exchange for government employment to report such cases to institutions including the Inspectorate of Government (IGG), State House Anti-Corruption Unit (SHACU), Resident City Commissioners and the Ministry of Local Government.
Kitagwenda Recruitment Questions
Meanwhile, questions have emerged over recruitment processes in some local governments.
Mr Pius Mugisha, the Kitagwenda District Town Clerk, says they have no District Service Commission and limited resources affected their ability to conduct extensive recruitment exercises.
“We had no funds and the jobs we advertised were few. The process was done by the then Chief Administrative Officer, Ms Nakityo, and today we hope to see changes under new leadership,” Mr Mugisha says.
The Town Clerk Mr. Mugisha denies that lack of recruitment was intentional, saying logistical challenges affected the process.
Local Governments Embracing Transparency
Across the country, some local governments have embraced open recruitment procedures through public advertisements and competitive selection.
According to Mr Katunda Mukulu, a Town Clerk in Busia District, transparent recruitment has supported effective service delivery.
“Today over 2,400 people have benefited through the Parish Development Model, and these programmes require competent public servants to implement government initiatives,” he says.
Governance experts argue that transparent recruitment remains one of the strongest tools against corruption because it reduces favoritism, political interference and financial influence.
A field-based governance assessment by this writer in collaboration with the Federation of Uganda Social Media Influencers indicates that several districts are increasingly aligning with accountability reforms.
Among the local governments cited for improving recruitment transparency are Mukono District, Masaka City, Arua City, Soroti District, Kaberamaido District, Mbarara District, Lyantonde District, Kitgum District, Kumi District and Kween District.
The Law Against Recruitment Bribery
Uganda’s legal framework prohibits public officers from soliciting or receiving gratification as an inducement or reward for performing official duties.
The anti-corruption provisions provide that any person who demands or receives money to influence public decisions commits an offence.
The 1995 Constitution of Uganda also establishes principles of integrity, accountability and fairness in public administration.
For job seekers across Uganda, the message from the Ministry of Local Government is clear: public employment is a service opportunity, not a commodity.
As the government continues strengthening decentralization and local governance systems, officials insist that merit, competence and honesty must remain the foundation of recruitment.
For Mr Nuwamanya and many other applicants seeking public service opportunities, the hope remains that reforms will ensure that qualifications — not financial influence — determine who gets a chance to serve Uganda.
