“The appointment of senior staff” – the fight for highly-skilled people, that can improve an Organisation’s performance – is getting tougher every day. The aim of this paper has been to uncover how the public service commission can apply the recruitment policies and strategies in order to ensure qualified applicants for senior positions.
TABLE OF CONTENT
(The first chapter is an overall presentation of our thesis. Firstly, the research area would be discussed in background and then problem discussion follows after. Research questions of the thesis are then introduced. Finally, the layout of our thesis would also be introduced.)
The Public Service is the single largest employer in the country, having huge workforce public officers comprising members of the Civil and Teaching Services, the Police, Fire and Prison Services and the Judicial and Legal Service. As obtains in all the countries of the Anglophone Commonwealth, the constitutionally-appointed Service Commissions have responsibility for the appointment of persons into the several arms of the Public Service and for their promotion, transfer and termination of employment. The Commissions also exercise disciplinary control over such persons. A Public Services Commission whose guidelines and advice result in a well-managed workforce capable of and committed to delivering high quality services to the people of Ghana.
Traditionally, the Service Commissions recruited individuals into entry-level positions at the Clerical, Secretarial, Technical and Manipulative grades of the Public Service. To ensure equity and transparency, the application form was standardised and the application date used as a determinant of the applicant’s position on the list for appointment. With the exception of persons seeking entry into the Manipulative Class, competitive interviews and/or examinations determined suitability for selection. Persons seeking recruitment into the middle and senior (managerial and professional) levels either responded to advertisements and submitted to competitive interviews or were targeted for promotion/appointment from within the organisation on the basis of seniority and merit. Successful completion of a public service promotion examination and/or the acquisition of tertiary-level qualification from recognised institutions qualified clerical officers to enter the Administrative Class. The procedures for applying to the Service Commissions for positions in the Public Service have, essentially, remained the same over the years: .. Walk-in applicants apply for entry-level positions by completing a standardized form and waiting for temporary vacancies to become available. .. At the request of Ministries and Departments, advertisements for specific positions (usually at the professional and technical levels) are posted by the Service Commissions Department, the Secretariat for the Commissions, which processes applications and interviews suitable candidates for selection and subsequent placement. .. The Service Commissions Department also fills positions by internal recruitment, that is, appointment/promotion from within the Public Service organisation. The monthly-paid workforce in Ministries and Departments operate in established, permanent and pensionable positions. The current system of recruitment: challenges to effectiveness.
The appointment of senior staffs is very crucial to the managerial process of every institution, as it is from the top hierarchy that implementation decision begins.
‘It is fundamental to the success of the Management System and to the implementation of continual improvement throughout the organization that senior managers provide strong leadership; visible and active support; and, demonstrated commitment”. Is as a result of this that the public service commissions have to be...