RECRUITMENT, GOVERNANCE, AND THE DEMOCRATISATION OF PUBLIC ADMINISTRATION: EVIDENCE FROM A COMMUNITY HEALTH WORKER PROGRAMME IN SEDIBENG DISTRICT, GAUTENG

Abstract

The democratisation of public administration is frequently linked to political reforms and elections, but it equally extends to the administrative processes encountered by citizens in everyday settings. This study investigates recruitment and selection as an everyday tool through which democratic values can be extended in public administration by examining a Community Health Worker (CHW) Programme in Sedibeng District Municipality (SDM), in Gauteng South Africa. The study, is grounded on Human Capital Theory (HCT) and Equity Theory (ET), with focus on interconnected democratic dimensions, including procedural fairness, accountability, transparency, participation /inclusivity, representiveness and institutional legitimacy in public sector governance. A quantitative study design was employed to collect data from 254 respondents engaged in CHW service delivery. The results indicated that 90.8% of respondents were recruited by Non-Governmental Organisations (NGOs) and 95.2% were satisfied with the recruitment processes. The findings also reveal generally positive impressions of fairness and inclusivity, although variations among demographic groups suggest that there is still a need for consistent and transparent processes. The paper argues that recruitment has a particular democratic relevance in that it limits access to work in public service and determines who is at the frontline of service delivery, representing public institutions. In South Africa its relevance is contextualised by the constitutional commitment to fairness, accountability, transparency, representativeness, change and post-apartheid redress. The study ends by proposing a Democratic Recruitment Framework which speaks to accountability transparency, merit-based selection, inclusivity and implementation.