ABSTRACT
This is the second serial of South
Sudan organized forces administrative corruption article. It discusses the
current appointments and postings of South Sudan
National Police Services (SSNPS) officers and soldiers to represent the
country in the embassies abroad. Additionally, it sheds light on the systemic
discrimination and its purpose, origin, consequences and provides substantial
evidence of systemic discrimination. The paper argues that, Kiir’s regime is
not willing and ready to restructure or
dismantle organized forces not to eliminate
the culture of less command and control and less disciplined organized
forces which existed for years in the
post Comprehensive Peace Agreement (CPA) and
independence periods. Furthermore, institutionalized
Discrimination is driver for insecurity, instability
and bad governance crisis. The attached list of SSNPS officers and soldiers compiled
in this work in progress reflects only two ethnicities. It is a clear
indication of Dinkanization-Nuerization
policy at all levels of government. The paper commences with an overview of
systemic discrimination.
Systemic
discrimination ascribed tribal emotions, ideologies and attitudes that generate
and undergird discriminatory practices in the social groups, tribal networks,
and institutions that embed and buttress the pervasive tribal discrimination,
the unjustly gained economic and political privileges, resources and power of Dinka-Nuer
that have resulted from institutionalized discrimination over many years
(Bolton, Jr., & Feagin, 2004). This systemic discrimination is encompassing widespread
discriminatory practices targeting non-Dinka-Nuer in public services, officers and
soldiers in organized forces. It is well institutionalized systemic
discrimination practices designed to subordinate members of majority ethnic
groups (62 ethnic groups) to the less of secondary citizens. The origin of
systemic discrimination can be traced to the time of Abel Alier. Abel was the
first President of High Executive Council in the Post-Addis Ababa Agreement (AAA)
period.
The systemic discrimination practices are
an old system of tribal oppression of Dinka, planned by Abel Alier in the mid-1970s
and maintained by the leadership of Sudan People’s
Liberation Army/ Movement (SPLA/M) and Jieng Council of Elders (JCE) leaders
in the liberation movement, (CPA) and independent era with strategies to root
out non-Dinka-Nuer from executive and senior positions in the organized forces
and government departments and to unjustly enrich the retired bosses of SSNPS
such as Gen. Acuil Tito, sons and daughters of Warrap state with money
generated from passports, nationalities, drivers’ and residence permits, customs
and oil. The unjust impoverishment of non-Dinka-Nuer created an entrenched
tribal hierarchy and inequality that are difficult to overcome, because Dinka-Nuer
resisting the surrender of ill-gotten gains.
The
origin of systemic discrimination practices, and administration corruption were
developed and instituted in Alier’s era, subsequently transferred into
development and institutionalization of organized forces in the post-CPA and
independent periods. As a result, the non-Dinka-Nuer in organized forces
officers and soldiers face systemic discrimination, unfair treatments and
promotion barriers which are often based on the traditional ideology and myth of
the SPLA/M being a Dinka movement and the South Sudan government a private
company of Warrap State. The structural and institutional discrimination and policies
of inequality were ingrained in the JCE development
plan as well as 39 SPLA Laws.
The
structural institutional discrimination is built into the major institutions of
the government such as the economy, political, educational, military, police
health care and other sectors. The core of systemic discrimination is laid to
divide citizens based on ethnic lines, to weaken major ethnic groups of
Shilluk, Anuak, Feritit and Equatoria and depopulating the original inhabitants
of Malakal, Gambela, Raja and Equatoria through JCE’s divide and rule, land
grabbing and creation of 28/32 states policy.
The
creation of the 28/32 states by the JCE is an example of rampant efforts to
derail the peace implementation process, to dominate, exclude and marginalize and control
the government, and to enable further transplantation of Dinka into Shilluk,
Feritit, Anuak, and Equatoria areas, and finally to annex the independent
Feritit groups in Northern Bahar Al-Ghazal East, into Dinka majority
areas. The overall calculus of the JCE
development plan in the establishment of the 28/32 states is to provide a
safety net for Dinka and empower its members with greater authority and
hegemony over 62 ethnic groups. Out of 28 states Dinka has 15 and translates to more
seats in the National Parliament and Senate, guaranteeing one
ethnicity control of the nation’s affairs and decision-making in the post-conflict
period, and domination of most non-Dinka-Nuer areas (Establishment Order 36).
Unfortunately,
many Dinka-Nuer refused to acknowledge the existence of this structural
systemic discrimination and instead engage in angry reaction, intimidation and
retaliation against those who assert that a discrimination problem exists at
all levels of government. The non-Dinka-Nuer officers and soldiers who are
competent and able to work to effect important changes in SSNPS and public
services, to contribute new knowledge, wisdom, professionalism and modernize
law enforcement operations to be more professional, humane and know-how of
intra and inter communities conflict preventions found themselves hated,
demoted and forced to the non-active list.
The consequences of tribalistic systemic discrimination hamper the transfer of knowledge,
skills, experiences and wisdom to next generation.
The
consequences of discriminatory action of Dinka-Nuer public servants and organized
officers’ behavior is tribalistic to the extent that institutional control is
weak, dysfunctional, unprofessional, unethical, reduces the quality of service
deliveries, and is ineffective and inefficiency; furthermore, it destroys social
fabric, and creates lack of equality and undermines the state authority’s
government. These above constitute conflict drivers, civil war recurrences,
political instability in the near future.
The analysis is based on 10 States and 64 ethnic groups. The
appointments and postings of passports and immigration officers and soldiers
are based on family ties and ethnic affiliation, rather than merit. Data
collected on some of the officers has shown family linkages, ethnicity,
nepotism and favoritism which are key factors in decision regarding postings. The
analysis of the SSNPS officers and soldiers list consists of 38 individual’s majority are Dinka and Nuer.
The following is background information on some officers and soldiers and their
ranks, states, ethnicities, family affiliations and gender.
Col.
Gathuoth Gai Diu:
Director
of passports and immigration and relative of Hon. Tut Kiw, the current Presidential
Advisor on Security. Tut is adopted son of president Omar Al-Bashir and this may
explain how Sudan was able to infiltered South Sudan through such ties.
Maj.
Kuc Koor Kuc
Capt.
Zacharia Deng Majok:
Brother of Gen. Pieng Kuol, former SSNPS Inspector General (IGP), Hon. Deng Alor, and Dr.
Francis M. Deng and all are citizens of Abyei as well as enjoying status as Sudanese
citizens and other privileges.
2nd Lt. Mayen Acuil Tito:
Son of Gen. Acuil Tito, former SSNPS Inspector General (IGP)
and citizen of Warrap state.
Lt.
Col. Majok Peter Majok:
Director
of passports and immigration, former office staff of Gen. Acuil Tito, former
SSNPS IGP and relative. In 2016 Gen. Acuil was appointed deputy minister of the
Interior and Majok was promoted from rank of 1st Lt. to Lt. Colonel
within period of 14 days. Additionally, Gen. Acuil made other four promotions
which were completely against policy, illegal and contrary to the rules and
regulations of police promotions. Regrettably, Kiir endorsed administrative
corruption, nepotism, and ethnicization of organized forces when he confirmed
illegal promotions with Presidential Decrees (Presidential Decrees,2016).
Lt.
Col. Rual Billu Gatluok:
Director
of passports and immigration and nephew of the Interior Minister.
Capt.
Polo Bouol Kelenga:
Deputy
Director of passports and immigration, a member of Murle ethnic group and son In-law of Mr. Machok (Married Dinka lady/ Dinka in-law)
Member of Parliament.
Capt.
Kuel A. Manyuat Peter:
Deputy
Director of passports and immigration and son of Lt. Gen. Abraham Manyuat, Assistant IGP for
Administration
Col. Muorwel
Andrew Anyuonic:
Director of passports and
immigration, and former passports and immigration officer and under qualified.
He served at the embassy of South Sudan in Khartoum.
Capt. Ajak
George Kongor:
Daughter of Hon. George Kongor, Former Vice President of
Sudan. She served at the Embassy of South Sudan in Sudan and is supposed to be
recalled to the Headquarter in Juba.
Maj. Giir
Giir Majok:
Director
of passports and immigration, office manager of current Gen. Majak Akech, SSNPS IGP.
Capt.
Daniel Makur Marol:
Director
of passports and immigration and Son of Gen. Makur
Marol former SSNPS IGP.
Capt. Maker
Bona Nyang:
Director
of passports and immigration Office manager of
Gen. John Akot, Director General of SSNPS.
1st
Lt. Aluel John Justin:
Director
of passports and immigration, Daughter of Legal
Advisor to the Minister of Interior since 2005.
Capt. Bol
Puok Bol M:
Director
of passports and immigration, son of a Member of Parliament
Lt. Gen. John Akot:
Lt. Gen. John Akot is currently
Director General of Passports and an Immigration. He was Acuil Tito’s office manager. In 2016, he was promoted from
Colonel to Maj. General and later to Lt. General and appointed Director General
of nationalities, passports and immigration. In 2011-2011 Lt. Gen. Akot was
sent for training in Rwanda Police Academy and dismissed and sent home due lack
of respect for academic integrity- Lt. Gen. Akot plagiarized an essay submitted
by his former colleague.
1st Lt. Gen. Majak Akec Malok:
Current SSNPS IGP, promoted from Colonel to Maj. General
and Lt. General, appointed Director General for passports and an immigration and
less than a year was promoted to full general and appointed new IGP for the SSNPS.
Maj. Gen. Akol Ayii Madut:
Current Director General for Customs Service (SSCS)
is citizen of NBS. He was a junior officer in 2010 and promoted five times within
period of eight years, while non-Dinka-Nuer officer are deprived of promotions.
Lt. Gen.
Henry Kuany Aguar:
Current Director General of National Prison
Services (NPSSS) and citizens of Warrap State.
Lt. Gen.
???
Current Director General of Wildlife
Conservation and Tourism is Dinka
According
to the 2012 Police Leadership Conference under the theme: “Comprehensive institutional need assessment (CINA)” held in Wau,
determined that, number of police officer college graduates is less than 10%
and most graduates were either demoted, forced to the non-active or marginalized without assignments and deployments
and replaced by illiterate SPLA soldiers.
In addition, most Police Commissioners across South Sudan are either Dinka or
Nuer. For instance; the current Jubek State Police Commissioner is Nuer member
of Taban Deng rebel group.
RANKS
·
8 senior and 24 junior officers and 6
policemen (soldiers);
·
22 law enforcement officers and soldiers
from Warrap State and
·
8 from Lakes state
STATE
·
22 out 38 officers/ soldiers are citizens of Warrap
·
8 out 38 officers/ soldiers are citizens of Lakes
·
3 out 38 officers/ soldiers are citizens
of Jonglei
·
5 out of 38 officers/ soldiers are
citizens of unity and
·
1 out of 38 officer citizen of Western
Equatoria State
ETHNICITY
·
32 out 38 Dinka
·
4 out 38 Nuer
·
1 out 38 Azande
·
1 out 38 Murle
PERCENTAGE
(%)
Ethnicity
|
Percentage
|
Dinka
|
84%
|
Nuer
|
10.5%
|
Murle
|
2.6%
|
Azande
|
2.6%
|
FAMILY
AFFILIATIONS
·
14 out 38 officers/soldiers are related
to public office holders
GENDER
·
4 females
·
34 males
The administrative corruption of SSNPS
ranges from ghost list in payroll, manipulating procurement contracts, and
falsifying evidence of falsifying the actual number of SSNPS personnel in
service. These practices existed during liberation time, integrated into
governments of Southern Sudan (GoSS) and its
continuous business as usual across the country. For instance; in the post
independent period, late Gen. Alison Magaya, the first Minister of Interior discovered
that, one
police officer turned out to be a bull. A grandmother in her 70s had been
listed as a captain and a man; she claimed entitlement to the salary of her
long-deceased son. Colonels who were 12 years old were discovered too. People
had just added their children to the lists (AU Inquiry Report,2014). This
illustrates the nature of established administrative and political corruption
in the organized forces and public services.
Moreover,
the joint assessment committee conducted analysis of literacy and language
capacities and competency levels disaggregated by rank and identified five
areas critical to the transformation of the SSNPS, including training gaps,
capacity inadequacies, and institutional deficiencies. It found that police
cannot read and write the Penal Code or check procedures for arrest. Major
problems ensue (Johnson, 2016: P.238).
The assessment also determined
and revealed that only one-third of the police were literate in English and
one-sixth in Arabic. The rest were illiterate in all languages.
In Unity and Jonglei as
many as nine of ten officers were illiterate. And there had been a huge
inflation in rank: the ratio of non-commissioned officers to constables was
almost 1:1 (ibid).
Therefore, the development of
competent SSNPS is essential, but change will not happen with the current
leadership, which is incapable and resisting de-ethnicization of organized
forces and public services as well as senior and junior positions filled with
relatives, and in-laws who lack experience, skills, training, have limited
education, and knowledge of policing and are illiterate in all languages.
In conclusion, structural and institutional
discrimination play a negative role in organized forces, public services,
crimes and corruption prevention. Systemic employment discrimination is designed
by JCE to promote and recruit less-educated Dinka-Nuer officers and soldiers
and demoting well-qualified, experienced and competent non-Dinka-Nuer officers
and soldiers.
The
2019 goal of the Juba regime is controlling members of 62 groups through
government apparatus such as organized forces to ensure that Dinka-Nuer power
prevail over the less powerful citizens of 62 ethnic groups. The 2019 plan of Dinka-Nuer
is to annex the Juba Mayor Office to the President Office with intention to control
Jubek state’s resources, land, housing and remote-control Jubek State governor.
With
Dinka-Nuer virtually controlling all major institutions, excluded members of
other the 62 ethnic groups do not have access to power and resources. Dinka-Nuer
elites authorized the use of violence (unknow gun men operations) and organized
forces, economic, political, military powers to subordinate citizens of 62
ethnic groups.
Ethnicization of organized forces and
public services and the use of violence to exclude members of 62 ethnic group
in decision-making and make them less secondary citizens is clear Dinkanization-Nuerization policy. Will
peace survive under this system?
About the author:
© Hüstin
Läkü,Sr
Is a
native South Sudanese, and educated in South
Sudan, Sudan, Egypt, Germany and Switzerland. His current research topic
Title: Evaluating
South Sudan Governance: From Perspective of Federated Forms and/or Devolution; South Sudan: Institutionalized Discrimination
in Organized Forces and Public Services (part-2); Administrative Corruption,
Nepotism, Injustice and Discrimination in South Sudan (part-1); SPLA Versus Khartoum Regimes: Animal Farm
Carbon Copies; politics of foreign aid-the myth of international aid in
Africa. Research interestis deep-rooted
conflict, and community mediation and faciliation and leadership training. Moreover,
Hüstin has lectured on Sudanese issues in the United States, Canadian
universities, the Canadian military academy in Kingston, Rome, Berlin,
Innsbruck, Geneva and Slovenia. Hüstin is recipient of Dr. Martin Luther King,
Jr life time Dream keeper Award, and Queen Elizabeth II Diamond Model for
Humanitarian. Hüstin is football
referee and he speaks Arabic, French, and Deutsch and read and write Greek and
Hebrew.
ACRONYMS
AAA Addis Ababa Agreement
CPA Comprehensive
Peace Agreement
GOSS Government
of Southern Sudan (Government of Self Serving)
IGP Inspector
General of Police
JCE Jieng
Council of Elders
NPSSS National Prison Service of South
Sudan
SSCS South Sudan Customs Services
SSNPS South Sudan
National Police Service
SSNSS South Sudan National Security Service
SPLA/M The
leadership of Sudan People’s Liberation Army/ Movement
REFERENCES
AUCISS. (2014). AU
Commission of Inquiry on South Sudan . Addis Ababa: African Union.
http://www.peaceau.org/uploads/auciss.final.report.pdf
Feagin, K. B.
(2004). Black and Blue: African-American Police Officers and Racism .
NYC: Routledge .
Feyissa, D. (2011).
Playing Different Games: The Paradox of Anywaa and Nuer Identification
Strategies in the Gambella Region, Ethiopia. NY: Berghahn Books.
Johnson, D. H.
(Ed.). (2015). The Upper Nile Province HandBook: A Report on Peoples and
Government in the Southern Sudan, 1931. Oxford: Oxford University Press.
Johnson, H.
(2016). South Sudan: The Untold Story from Independence to Civil War .
London: I.B. Tauris.
