CUT Calls For Reforms In Public Sector Recruitment

CUTS-Accra

CUTS International is calling for urgent reforms in Ghana’s public sector recruitment. The organization cites issues like opacity, politicization, and lack of meritocracy.

Appiah Kusi Adomako, the West Africa Regional Director of CUTS International, highlighted flaws in recruitment practices. He described the current system as favoring political connections over merit. Recruitment into Ministries, Departments, and Agencies (MDAs) should be open and competitive. However, this is not the reality.

Job openings at major institutions like the Bank of Ghana are rarely advertised publicly. The process often relies on ‘protocol lists’ from influential figures. This has fostered a culture of nepotism and secrecy.

Qualified job seekers without political connections are disadvantaged. This is especially true for those from rural areas like Damongo and Tamale. A lack of a centralized platform for job postings worsens this inequality.

Mr. Adomako stated that this issue transcends political parties like NDC or NPP. Any future government could continue the current status quo without reforms. A merit-based recruitment system is essential to create fairness.

He contrasted civil service recruitment with more transparent processes in security services. These emphasize merit and regional diversity.

Adomako warned that politicized hiring deepens loyalty to political parties within public institutions. Public sector employees may feel obligated to support the party that hired them. When governments change, these workers can be marginalized.

This pattern turns tertiary education into a source for political supporters instead of innovators or critical thinkers. The consequences include declining professionalism and rising unemployment among youth.

A Call to Action: CUTS Proposes Five Key Reforms

To address these issues, CUTS International urges bold reforms from the government:

1. Create a Centralized Recruitment Portal
A digital platform should serve as a single entry point for all applications.

2. Mandatory Public Advertising of Vacancies
All public institutions must advertise job openings widely for at least 30 days.

3. Merit-Based Assessment and Interviews
Standardized tests and competency-based interviews should be included in recruitment processes.

4. Annual National Recruitment Calendar
A publicly available calendar should promote predictability in hiring practices each year.

5. Digital Records and Annual Audits
All recruitment activities must be digitally recorded and audited annually with reports made public.

Adomako emphasized that these reforms are necessary and achievable. If digitization works for education systems, it can work for public sector recruitment too.

CUTS International urges the Public Services Commission to rebuild trust in Ghana’s public sector through these reforms. A transparent recruitment system is vital for fairness and national development.