To enhance financial reporting, auditing standards, and professionalism through governance, capacity building and institutional support fostering transparency and economic stability across all sectors.
The leading agency in setting internationally recognized financial and auditing standards ensuring transparency, efficiency and accountability in Bhutan’s financial ecosystem.
Discharge of Administrative and Finance functions
The National Internal Audit Committee comprises of the following members:
As per the Global Internal Audit Standards issued by the Institute of Internal Audit (IIA), USA:
“Internal auditing is an independent, objective assurance and consulting activity designed to add value and improve an organization’s operations. It helps an organization accomplish its objectives by bringing a systematic, disciplined approach to evaluate and improve the effectiveness of risk management, control, and governance processes.”
Based on the IIA definition, the RGoB has accordingly defined the purpose of the Internal Audit in the Internal Audit Charter as:
“The Internal Audit Services conduct audits and reviews, using a systematic and disciplined
approach, to provide:
(i) Independent and objective assurance on the efficiency and effectiveness of their respective
Entity’s governance, risk management, control, and accountability processes.
(ii) Recommendations for improving the efficiency and effectiveness of the
Entity’s operations, achieving organizational objectives, and proper stewardship of
resources.
The Policy and Planning Division is the policy arm of the Ministry. The PPD is the focal for coordinating and spearheading policy and plan formulation and setting the targets ofofthe Ministry. This is to ensure the responsibilities of the Departments/Divisions are in line with the Vision of the Ministry and that of the National Objectives.
This Section is responsible for developing Plans, Programmes and Projects of the Ministry. The Section undertakes research and policy analysis to ensure coherence and consistency in the policies, socio-economic development objectives, and programs. The Section also coordinates Projects, if any to be implemented by various Departments under the Ministry.
This Section is also responsible for coordinating MoF’s interaction with the Cabinet and through the Cabinet with the Parliament. It also facilitates and liaison between the external stakeholders and within the Departments/Divisions of the Ministry.
All Policy issues and decisions are carried out through the Policy & Planning Coordination Meeting (PPCM) chaired by Hon’ble Minister and this Section is responsible for the coordination and implementation of the decisions of the PPCM.
One of the most important responsibilities of the Section is to spearhead the preparation of Annual Budget which the Hon’ble Minister presents to the Parliament. The Section will also spearhead major reforms and initiatives of the Government.
This Section is responsible for reviewing the policies and legislations that require comments and views of the Ministry of Finance. The Section is responsible for representing Ministry of Finance in the relevant national and international organizations.
The section is also responsible for mid-year reviews of the Ministry’s annual plans and the Mid-Term Review of the Five Year Plans and the Round Table Meetings. The Section also conducts ad-hoc monitoring and evaluation exercises on relevant macro-fiscal and public finance issues in consultation with the relevant departments.
The Section is particularly responsible for the Regulatory Impact Assessment of the policies developed by the Departments/Divisions of the Ministry of Finance.
As the Media Focal of the Ministry and working under the direct supervision of the Hon’ble Minister and Secretary, this Section shall be responsible for the media and knowledge management both mainstream media and social media.
As one of PPD’s main responsibilities is to spearhead the preparation of Annual Budget which the Hon’ble Minister presents to the Summer Session of the Parliament, the Report, Speech and Bills for submission to the Parliament have to be translated in Dzongkha. The Ministry also frequently has to translate agreements, conventions, and legislation that are submitted to the Parliamentary for ratification. This Section therefore will be responsible for translation of Report, Conventions, Legislations and any other translation assignments on behalf of the Ministry.
The Policy and Planning Division will also provide advisory support services to and carry out any assignments given by the Office of the Minister and Secretary.
In Bhutan, ongoing development across the country, including upcoming mega-hydro projects, is leading to increased property accumulation and the need for asset expropriation. To manage this effectively, a sound valuation system is essential. In response, and in line with the Land Act of Bhutan 2007, the Property Assessment and Valuation Agency (PAVA) were established in 2008 under the Ministry of Finance to assess and fix land and collateral property values.
Administration & Finance consists of Personnel Administration section, Finance Section, General Administration section, Procurement section, Vehicle allotment section and computer section.
The Chief Human Resource Officer heads the Human Resource Division (HRD) and it functions directly under the Directorate of Services. The core mandate of HRD is to develop long and short-term Human Resource development and management plan and employment plan of the Ministry of Finance. The Ministry parents the Procurement Officers, Finance Officers, Accounts Assistants and Internal Auditors serving in the agencies thus, the role of the HRD cuts across other line Ministries and Agencies.
Under the Ministry of Finance, there are 6 Departments including the Directorate of Services and each department is being designated with focal HRO (s) to manage and cater the services effectively and efficiently. The HRD formulates any human resource plans and policies in close collaboration with respective Departments and Divisions of the Ministry. Once the plans and programs are in place, the HR Division plays the key role in executing it in coordination with the Departments and Divisions.
Following are some of the key functions of HRD:
The following are the services broadly being delivered by HRD in line with Bhutan Civil Service Rules and Regulations 2018 (BCSR 2018):
The HR Division collects the manpower requisition from respective Departments and other line Ministries and Agencies. The requirement is reviewed by HR Division based on the Approved Staffing Strength approved by Royal Civil Service Commission (RCSC) in the beginning of the Five-Year Plan development. The selection is merit based, and the vacancy of the post and its requirements are announced in the media and on the Ministry’s website in a transparent manner.
There are two types of trainings that are being carried out by HRD i.e, Long Term Training(both planned and adhoc program) and Short Term Training (STT). The planned trainings are usually the long-term trainings/study that is incorporated in the HRD Master Plan approved by RCSC. Also the adhoc trainings are carried out but are subject to the approval of the RCSC. The duration of the Adhoc training or STT ranges from few days to couple of months but not exceeding six months that include workshops, seminars and meetings exceeding five days. All trainings/studies are on merit based and equal opportunities are given to all through open competitive selection procedures. The slots are announced through media and on the website of the Ministry.
The general transfer exercise is conducted once in a year from the month of October to November as per the transfer guidelines of the Ministry. Generally, the civil servants parented by the Ministry serving in various agencies are being transferred upon the completion of five years serving in the same agency. The transfer exercise is centrally initiated by the HRD in collaboration with the respective parent departments.
The transfers were facilitated based on the availability of posts and the reliever in their opted places. The criteria for transfer review are mainly on marital, medical and domestic ground. The individuals are given the choice of three places for posting which is then submitted to the HRD routed through the HRC of respective departments and working Agencies. The HRD then reviews and finalizes the transfer proposals in coordination with the respective parent departments which are put up to the HR Committee meeting of the Ministry for approval.
The schedule for promotion is twice in a year i.e in January and July. The process starts from October for January promotion and from March for July promotion. The promotion is based on individual performance and every individual is eligible for promotion within the period of 4 to 5 years. The performance is assessed through Individual Work performance (IWP) or the activities that are drawn in the beginning of the financial year between the Supervisor and the individual. The IWP is usually linked with the Ministry’s goal through Division’s/Department’s outputs. The IWP scores of individuals are further moderated by the Moderation Committee in Department wise based on the APA score of the departments and the final score is awarded to the individuals. The final ratings taken from the moderation exercise are taken into consideration for the purpose of promotion.
The salaries for the new recruits for the departments at the headquarters are fixed by the HRD. On the other hand, the annual increments for the employees at the HQ are granted either in January or July depending on their appointment dates by the HRD.
As mandated by the BCSR 2018, every Ministry and Agency has to institute a HR Committee (HRC). The very purpose of instituting the HRC is to guide all the HR actions of the Ministry whilst promoting broader participation and ensuring fair and transparent HR decision making based on merit.
All the HR issues are put up to the HRC and the meeting is convened every forth nightly chaired by the Hon’ble Secretary of the Ministry who is the head of the Agency. The members of the committee are Directors/Director Generals of all the Departments, Chief Planning Officer from Policy and Planning Division (PPD) and the Chief Legal Officer from Legal Division. The Chief HR Officer of HRD and HROs are the member secretary to the HR Committee.
The HR information of the staff both at the Headquarter and working in the agencies are maintained through Zhiyog Electronic System (ZESt)developed by RCSC.
On the other hand, the Ministry maintains our own HR Information System (HRISOF) developed by our ICT personnel for the management of Para-regular employees under the Department of National Properties and Directorate of Services.
The welfare of the staff of the Ministry is taken care of by the Civil Servants’ Welfare Scheme (CSWS) of the RCSC, and this scheme applies to all the civil servants across the Ministries and Agencies. All civil servants become members of CSWS on a voluntary basis and this scheme provides the financial contribution (Semso) during the event of demise of the member or the member’s dependents.
On the other hand, there are other schemes like Civil Service Support Desk and Exit Management after superannuation which is covered under Civil Service Well-being Program initiated by RCSC. For more information, the details can be viewed from RCSC’s website at www.rcsc.gov.bt.
The HRD coordinates the Civil Service Award annually which was instituted by RCSC to recognize and reward civil servants for their dedicated service to the Tsa-Wa-Sum in December.
The award is given to staff with clean service records who have served the Tsa-Wa-Sum with full dedication and loyalty primarily based on the duration served in the Civil Service as follows:
A brief mandate, roles and duties of the ICT Division are as follow: