Local Government Service authorises rationalisation, redistribution of staff

The Local Government Service (LGS) has authorized staff rationalization and redistribution across Metropolitan, Municipal and District Assemblies (MMDAs) to enhance local government administration efficiency and address staffing disparities. Professor Lord Kwaku Mensah, Head of the LGS, announced this move, stating that it would relocate staff from overpopulated MMDAs to areas with deficits in personnel, based on staffing norms, competencies, positions, and operational needs.

The exercise aims to ensure the right number of qualified personnel are available at the appropriate locations to bolster service delivery, rather than punitive action.

During a working visit to the Northern Region, Professor Mensah interacted with staff from the Northern Regional Coordinating Council (NRCC) in Tamale, Savelugu, Sagnarigu, and Tamale Assemblies. Staff from various Ministries, Departments, and Agencies participated in the discussions, sharing operational challenges and concerns with the Head of the Service.

Professor Mensah highlighted the uneven distribution of personnel across MMDAs, citing examples such as the Tamale Metropolitan Assembly, which could potentially have 17 budget officers under staffing guidelines, while some districts might lack the minimum four administrative officers required. Consequently, Regional Coordinating Directors have been tasked with initiating the process of moving staff to regions where their services are needed, in accordance with the rules and conditions of service.

Offices held by personnel who have exceeded the prescribed tenure could also be reallocated to other areas, including headquarters or outside their current regions, as part of workforce planning and rationalization. The Head of the Service emphasized the importance of staff compliance with posted assignments, warning that non-compliance could result in consequences under the Service's rules and scheme of service.

The LGS is developing web-based operational tools to digitize human resource and operational processes, relying on accurate data from Human Resource units at regional and assembly levels to ensure the system's success.

Additionally, the Service is focused on professionalizing its workforce by promoting discipline, ethical conduct, punctuality, and adherence to institutional procedures. Professor Mensah expressed concerns about staff lateness and absenteeism, mentioning attendance levels of 30, 45, and 50 percent in different MMDAs during his recent visits.

He urged Coordinating Directors and Heads of Department to enhance supervision to ensure staff productivity and responsiveness to assigned responsibilities. The Head of the Service cautioned against disregarding reporting lines and supervisory authority, emphasizing that weak departmental leadership and poor adherence to institutional hierarchy could impede coordination and service delivery.

Professor Mensah also addressed concerns about Human Resource officers allegedly altering personnel records to extend staff members' working lives, emphasizing the importance of maintaining the integrity of personnel records for effective human resource planning. Failure to comply with these measures could result in administrative, disciplinary, and legal consequences.

The Head of the Service urged staff to refrain from engaging in partisan politics and maintain political neutrality, ensuring continuity in public administration irrespective of changes in government. Regarding staff development, the LGS aims to provide a minimum of 40 hours of training annually for each staff member, potentially leveraging a Learning Management System to facilitate online training, self-tutoring, and assessments.

Management plans to introduce a more coordinated calendar for job-class association conferences to reduce the burden on Regional Coordinating Councils and MMDAs' resources.