HR REFORMS FOR GHANA EDUCATION SERVICE

The Human Resources (HR) component of every organisation plays a key role in developing, reinforcing and impacting on its culture, and since 2017, various HR reforms have been pursued to ensure that the Ghana Education Service (GES), the lead agency under the Ministry of Education, is better positioned to play its role in the delivery of quality education outcomes in this country.

GES HR Reform

The Reforms

A.    Workforce Design – Organisational Restructuring and Redesign

We undertook an analysis of the manpower inventory and re-designed the structure of GES. This included competency modelling, job profiling and job descriptions at school level, district, regional and national levels

B.    Planning the Future Manpower Needs of GES

This included the drafting of a deployment and transfer strategy document, focusing on the equitable distribution of teachers by deploying them to fill specific vacancies in schools.

C.   Staff Development

The aim of this reform was to ensure the skills of our staff were fit for purpose of delivering quality education.

To achieve this, the following steps were taken;

• Institution of Professional Learning Communities for teaching staff, where they would take time off from work to develop their skills through note comparison among the staff

• Promotion Aptitude test replaced Promotion interviews to remove the cumbersome and laborious promotion system.

• Continuous Professional Development for teachers

D.   Employee Relations

We have pursued the following reforms in employee relations

• A Review of Code of Conduct

• Issues regarding teachers’ conditions of service are being worked on in conjunction with the National Teaching Council and Fair Wages Commission and government will soon be able to resolve any outstanding challenges

E. Payroll Reforms

We have resolved payroll discrepancies i.e Date of birth, SSNIT numbers,  removed staff with no bank accounts and other biometric validation irregularities.

F.    Automation and Digitisation

We have employed technology and innovation to ensure solutions that are faster, more flexible and positioned reduce the bureaucracy and paper-based processes.

We have also ensured the digitisation of the HR process, including, for instance the recruitment and deployment processes commencement to completion.

We have also increased the use of technology for the dissemination of information on HR requirements and processes by ensuring that this is more frequent.

We are further introducing the GES APP to ensure improvements in employee engagement and communication. Work on this is ongoing.

The welfare of our staff is crucial to the reforms that we are undertaking in our educational establishments, and we will continue to ensure that through innovative methods and a robust HR system, we are better able to cater for their needs and advance their welfare.

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