1. NAMUBIRU MILLY - CURRICULUM VITAE
Names NAMUBIRU MILLY
Profession: Industrial and Organizational Psychologist /Human
Resources Specialist
Nationality Ugandan
Phone Contact 0705098320
Email address kirabomily@yahoo.com
Marital status Single
Membership
- Human Resource Manager’s Association of Uganda
Key Qualifications:
An Industrial /Organizational Psychologist with supervised training and field
experience in Organizational and Human Resources development (OHRD).
Lam involved in a number of Organizational and Human Resources consultancies
employing tools like Human Resources strategic planning, Human Resources
strategic alignment, job analysis, competence analysis and profiling, career
planning development, job evaluation, competence management, and designing
open competence based appraisals.
As a fully trained Industrial/ Organizational Psychologist,
Participated in Organizational Self Assessments (OSA), Recruitments, organization
designs, Restructuring, Strategic retirement, Rightsizing and upsizing, salary
structuring, Human Resource Audits and Training Needs Assessment.
Psychometric testing, systematic interviews using structured interviews, work samples
and assessment centre design experience.
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2. EDUCATIONAL QUALIFICATIONS
Year Institution Award
2006 - 2008 Makerere University Masters Degree in Organizational Psychology
(THESIS LEVEL)
1999- 2001 Makerere university Post Graduate Diploma In Education
1996 -1999 Makerere University Bachelor of Arts in Arts (BA– Psychology
Major and CRE Minor)
1995-1996 Ndejje sen. sec.
school
Uganda Certificate of Advanced Education
(UACE)
Ndejje sen. Sec.
school
Uganda Certificate of Education (UCE)
Nakasero primary
school
PLE
Education:
• Master of Organisational Psychology. Courses undertaken and examined include:
Organizational Behavior, Institutional / Organizational and Theory Analysis,
Psychological Testing, Analysis and Evaluation of Work Roles, Employment and career
Counseling and Development , Culture and Productivity, Institutional / Organizational
Development: Theory and Practice, Occupational and Selection Workshop,
Technological Accumulation and Organizational learning, Diagnosis and
Management of Work-related Stress, Human Resource Planning, Compensation and
Reward System, Training and Development and Performance Management. The
programme included a strong practicum (Industrial attachment) component that
was followed by a comprehensive report. My research thesis was titled”Managerial
competences, entrepreneurial competences in the performance of small and
medium enterprises” (Thesis Stage)
SUMMARY OF WORK EXPERIENCE
Year Employer Position Held
2011 – to date Sheraton Kampala
Hotel
Ass. HR Director and Training Manager
2007 - 2011 PILA Consultants OD / ID Consultant
2009 - 2011 Semuto Coffee
Factory
Manager Semuto coffee factory
2003 – 2009 Ndejje SSS and
Makerere Day and
Evening Classes For
Adults
Teacher
2001 - 2003 Uganda Medical
Workers Union
Education And Organizing Officer
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3. Recent Work Experience and key achievements that Best Describe Suitability
A. Strategic Management , Strategy Making, Strategic and Action Planning
Develop strategic mandates i.e. a vision, mandate, mission, core values, strategic
objectives, specific activities and action plans
Facilitating strategy making, strategic and action planning workshops.
Engage in participatory methodologies where the top management is facilitated to
come up with a vision, mandate, mission, core values, strategic objectives, specific
activities and action plans.
Assess the organization’s situation using SWOT and program analysis that culminate
into a number of new strategic objectives, which the teams produce to align the
organization / company with its business and institutional environments.
Design action plans and monitoring instruments directly from the strategic objectives.
B. Performance Management
Developing a strategic plan and introducing the Balance score card (BSC) to manage
performance of the concession activities of Uganda Electricity Distribution Co. Ltd .
Review the strategic plan, and develop a performance management system
specifically the Balance Score Card.
Identify its corporate plans and strategies of how to identify those plans at the
strategic, departmental and individual levels.
Develop objectives that are SMART in relation to its BSC perspectives i.e. business
processes, stakeholders, Finance and People.
Several corporate maps were developed for every perspective and were later
amalgamated to form one corporate strategic map to graphically represent how
the strategic plan will be operationalised.
Develop individual maps and score cards showing how every individual in the
organisation will contribute to the achievement of the departmental objectives. The
individual score cards are thus the individual performance plans.
Designing competence based performance appraisal instruments
Design competence based performance appraisal instruments.
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4. Articulate the key result areas for their jobs, the critical outputs and critical incidents
that show performance.
Train and guide clients to identify performance levels that are; outstanding, above
average, average and poor performance levels.
The specific consultancies include;
Baylor College of Medicine Uganda
Uganda Communications Commission
Designing Performance appraisal instruments
C. Organizational Development and Institutional Development Consultancies
Consultancy for Job Evaluation, Organizational Restructuring, Human Resources Audit
and Strategic Plan Review – Baylor College of Medicine Uganda (June 2009 – 2010l)
Review and re-design job descriptions for every role in Baylor College of Medicine
of Uganda.
competence based job descriptions have clear role definitions (i.e. describing in
one sentence why an individual’s job title or role exists, the specific key result areas
(KRAs) referring to those aspects of the role which if not satisfactorily addressed will
lead to measurable organizational and departmental loss.
Job evaluation exercise and team leader for job restructuring.
Competence-based factor plan has been developed as a guiding instrument to
evaluating the jobs’ worth so as to establish internal equity.
Conduct human resource audit of the organization.
Determine whether role holders’ capabilities occupying particular positions are
matched with the skills and competence requirements of the jobs.
Recommendations and courses of action will be made to Management
concerning the jobs in question.
design an appropriate data collection tool to capture information regarding role
holders’ skills and competences
Consultancy for Job Evaluation, Organizational Restructuring and Salary Structuring –
Makerere University of Business Studies (MUBS) – January 2008 – October 2008
Review for Makerere University Business School (MUBS).
Focus on applying change management strategies that are pointed towards an
efficient organization.
Restructuring departments within the organisation
Examine the organization’s core processes and similarly doing the same for the
departments. The aim of core process analysis was to determine whether the
departments were sufficient in terms of having a significant contribution to the
organization’s mission.
Conduct a core process to determine whether departments were particularly
overloaded making the risk of compromising quality salient.
Design salary structure that could support the new salary structure.
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5. Participate in the salary benchmarking exercise to compare the organization’s
remunerations with those of similar organizations so as to produce a structure that has
external relativity.
PLAN Uganda: Job Analysis, Job Grading, Job Evaluation, Salary Structuring; using the
Hay System; June – October 2008-
Conducted a job analysis, job grading and job evaluation using the Hay System for
Plan Uganda.
Designed a hay grading chart
Developed a job analysis questionnaire reflecting the Hay features,
Conducted the job evaluation.
Develop salary grading so as to bring about internal equity.
Human resource infrastructure review: Community Development Resource Network
(CDRN) –2007
Developed new job descriptions under the new structure.
Uganda Communications Commission: Job evaluation, salary structure, Job
descriptions, and competence profiles, - 2007
Design job descriptions for every role in Uganda Communications Commission (UCC).
Conduct a job evaluation from where a grade and salary structure was designed.
Design competence based job descriptions with role definitions the specific key
result areas (KRAs)
Accompany Key result areas with the most important behavioral competences or
critical behavioral competences.
Critical outputs that would be used in writing individual operating plans were derived
for each KRA.
D. Competence profiling (Job Analysis) and reviewing job descriptions
• Review job descriptions for a number of organisations.
• Carry competence based profiling and designing job descriptions for employees
using the strategic thinking model.
• Align the job profiles to the organisation’s strategic objectives.
• Articulate the organizational mandate, vision and mission.
• Articulate departmental mission, the role title, role definition, key result areas,
critical outputs
• Baylor College of Medicine – Uganda, Makerere University Business School,
Capital Markets Authority (CMA), Plan Uganda, Uganda Tourism Board, Uganda
Communications Commission, the Community Development Resource Network,
Law Development Centre among others.
E. Salary structuring and review of reward systems
Catholic Relief Services Uganda: Salary Survey January 2009 – April 2009
I conducted a salary survey for Catholic Relief Services (CRS) in Uganda.
I selected comparator organizations,
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6. Collected data from comparator organizations and benchmarked job positions
in each category /level.
I conducted a salary survey and then allocated new pay ranges to existing
positions using the benchmarked data.
CRS’ benefits and allowances were also compared with those of the comparator
organizations.
I recommended benefits and allowances basing on what comparators offer to
their staff.
Capital Markets Authority (CMA): Job analysis, job evaluation and Salary Survey
November 2008 – April 2009
Conducted a salary survey CMA’s benefits and allowances were compared with
those of the comparator organizations.
Selected comparator organizations
Collected data from comparator organizations and benchmarked job positions
in each category /level.
Conducted a salary survey for CMA and then allocated new pay ranges to
existing positions using the benchmarked data.
Recommend benefits and allowances basing on what comparators offer to their
staff.
F. Selection and Recruitment Consultancies
Uganda Wildlife Authority: Selection and Recruitment for the Positions of Director
Corporate Services, Manager, Project Monitoring and Evaluation, Marketing
Manager and IT Support Officer – July 2009 –September 2009
POSTA Uganda: Selection and Recruitment for the Positions of Human Resource and
Administration Manager, Finance Manager, Business Services Manager, and
Manager Internal Audit – May 2009 –June 2009
DANIDA HUGGO: Recruitment of Deepening Democracy Programme (DDP) Staff-
November 2008- November 2008
POSTA Uganda: Selection and Recruitment for the Positions of Managing Director,
General Manager Finance and Company Secretary - May 2008
National Forestry Authority: Selection and Recruitment for the Positions of Director,
Finance and Administration and Director, Natural Forests – November 2007
National Forestry Authority: Selection and Recruitment for the Position of Managing
Director November 2007.
Celtel Uganda: Selection and Recruitment of Applicants for the various Positions:
November 2007
Developing, Administering and Marking Psychometric Tests
I carried out the following tasks;
Placed a newspaper adverts
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7. Reviewed all documents relating to the jobs to be filled
Receiving and reviewing all applications’
Summarizing CVs / personal profile to aid short listing
Short listing candidates for each position
Designing competence based Assessment Centre using the competence profile
comprising of a Competence Based Structured Interview, Work Sample, Oral
Presentation Test and a Team Performance Measurement Instrument
Managing the Assessment Centre exercise
Compiling and submitting report of the exercise
Conducting a background search / vetting and investigating on the suitability of the
winning candidate(s)
G. TRAINING AND DEVELOPMENT
Developing a five-year training plan for the Kampala Institutional Environment
Management Programme (KIEMP) – April 2008 – October 2008
Carried out a training needs assessment in environment management.
The training needs assessment was done by introducing specific data collection
tools.
Designed a questionnaire which was then administered on a larger scale.
The questionnaire was designed to particularly tap information on the reservoir of
competences in an area that the targeted group had.
Training modules were thereafter developed (to be addressed over a period of
five years) with the aim of addressing the competence gaps in a competence
area.
Conducting capacity needs assessment in Procurement and Disposal Entities in
Central Government: November 2007
Conducted the capacity needs assessment in Procurement and Disposal Entities in
Central Government.
Put in place public procurement and disposal training programmes for PDEs.
In-depth interviews with key informant stakeholders were used to provide data on
the core competences required of PDEs;
Focus group discussions were also used to articulate the competences to be
acquired at the end of the training.
Training modules and methods were recommended to the client
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8. Preparing and organising training materials
These include short-lecture notes, presentation exercises, team building exercises,
role plays, flip charts, markers, pens and pencils, note books as well as making
arrangements for the welfare of participants such as booking venues, meals and
accommodation for participants.
H. Reviewing and Designing the Organisation’s Human Resources Manual
Review and design of the new Uganda Communication Commission’s Human
resources manual, East African Manual
Review the Sheraton Manual.
Review human resource policies in relation to the national labour and employment
laws such as laws relating to recruitment, employee benefits and termination of
contracts among others.
I. Uganda Medical Workers Union
Milly has worked in Uganda medical workers union as the Education and organising
officer and used to sensitize workers on their rights in all government hospitals in Uganda.
Among the activities Milly carried was training workers on their rights, grievance handling,
and quality service delivery among others.
J. Ndejje sen sec school and MAECA
Milly has taught in several schools including Ndejje, Watoto, Mulago sen sec, Entebbe
sen sec, Makerere Day and Evening Classes for Adults (MAECA). Furthermore, Milly was
UNEB examiner for a period of 6years till she joined PILA Consultants to carry out hands on
experiential learning in Human Resource functions.
Milly is currently working in the Human Resource Department at Sheraton.
K. Manager Semuto Coffee Factory
L. Ass. Human Resources and Training Manager (currently working at Sheraton
Kampala Hotel)
M. FUE Technical Advisor on assessing HR Functions.
Languages spoken:
Language Fluency Written
English Very Good Very Good
Luganda Very Good Very Good
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