Demographic characteristics and background information of the respondents
4.2 Demographic characteristics and background information of the respondents
This section explains the response rate, occupation of the respondents, gender and duration of the working in the institution, age and highest level of education attained.
4.2.1 Gender of the respondents
The response was 100%. All the 50 respondents who formed the sample size returned their questionnaire. The response rate is shown in the figure 4.2.1 below.
Figure 4.2.1 showing the gender of respondents
Source: Primary data, 2016
Figure4.2. 1 shows that Puntland Civil Service Commission has employed both male and female employees though the gender difference still exists. This is shown at the response rate and the fact that the distribution of questionnaire was done with all employees having equal chance of being included in the sample, 40% were female which more than half were male i.e. 60% of the respondents. The above statics reveals that the research was not biased to only one gender. The results mean that in order to cover the gender gap Puntland Civil Service Commission should consider to employ more females in the commission.
4.2.2 Age of the respondents Figure 4.2.2 showing the age of respondents
Source: primary data 2016
Based on the table 4.2.2 indicates that majority of the respondents who works with Puntland Civil Service Commission were in the age bracket of 26 and 35, with a rating of 42%, age bracket 36 to 45 were rated at 28%, 18 to 25 at 22% and the least were age bracket of 46 to 55. The findings mean Puntland Civil Service Commission employs more young people who are energetic and capable to chance the performance of the commission.
4.2.3 Level of Education of the respondents Figure 4.2.3 showing the education of respondents
Source: primary data 2016
Based on the results in figure 4.2.3, the results indicate that 38% of the respondents were degree holders, followed by a 28% Diploma level, 20% were secondary level holders and 16% were master’s holders’ level. The information reveals that Puntland Civil Service Commission has tried to recruit qualified personnel with considerable qualification. The researcher also noted that some secondary holders were holding some big positions and heading some leading departments. The researcher noted that there was need to fully professionalize the commission by recruiting doctorate holders and more masters holders to fill the qualification gap.
4.2.4 Duration of stay in the institution Figure 4.2.4 showing the duration of stay in the institution of the respondents
Source: primary data 2016
Based on the results in figure 4.2.4, the results confirm that 32% of the respondents of this study had stayed in the institution between 3 to 5 years, followed by 30% who had stayed at the institution for 6-8 years, 20% of employees had stayed in the organization for less than 2 years and 18% had stayed for more than 9 years. This information shows that majority of the employees had stayed for considerably longer period and minority had been with the commission for fewer periods. This means that the study targeted employees who had worked for long and for a short period so as to cut across all the sections of the commission. The views they shared with the researcher were based on knowledge and experience in serving the commission.
4.2.5 Position of respondent in the organization Figure 4.2.5 showing the position of the respondents
Source: primary data 2016
Figure 4.2.5 reveal that 36% of the respondents of this study were heading the divisions, 28% were department directors, 24% were departmental assistants and 12% were in the general directors department. This means that the selection of the respondents was done well to represent the entire organization. The information obtained can be dependable because the officers who took part in the study were those who run the day to day activities of the commission.