Professional Documents
Culture Documents
Between:
And:
DATED:
1
PREAMBLE
This agreement made this. …………between the GESC (hereinafter called the
“employer” or “Management”) and the Ghana National Association of Teachers
(GNAT), (hereinafter called the Union).
1) The purpose of Council and the Union entering into this agreement is to set
forth their agreement on salaries, Wages, Hours of Work and other
Conditions and Rules of Employment.
2) Both parties do recognize and agree to promote the growth and development
of co-operation, trust, respect and fairness and endeavour to uphold these
virtues in their policies and standards of management.
3) It is the intention of the parties to work together to establish, promote and
maintain an orderly, peaceful and harmonious relationship in matters of
mutual concern arising under this agreement.
4) Subject to existing laws and regulations, representatives of the Union and
representatives of management shall be free to express views without fear
that relations between them will be affected in any way by statements made
in good faith while acting in a representative capacity.
5) Management shall accord the Union’s representatives all the necessary
facilities (Only in accordance with the labour laws of Ghana) to enable them
carry out their functions promptly and efficiently both during and outside
hours of work.
6) No representatives of the Union shall be victimized for acting in such
capacity nor shall he suffer a reduction in pay for any normal working time
lost in dealing with employee grievances.
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7) It is agreed between both parties that should any dispute or grievance arise
between the employer and the Association and any employee, it shall be
examined and settled in accordance with the procedure in this Agreement.
8) This agreement shall not worsen any existing Terms and Conditions of
Service.
9) Any position that is currently included in the negotiated unit shall not be
excluded from the negotiated unit without the mutual agreement of the
parties. Management shall notify the Association of all new position(s)
offered in the Ghana Education Service and submit to the Association’s
offices a written job description of the new position(s).
ARTICLE 2 - DURATION
The duration of this Agreement shall be for a period of not more than (1) year
from the date the Agreement shall come into force. At anytime after 10 months
either party to this Agreement may give the other, one (1) month notice in
writing, expressing its wish for this Agreement to continue for a further period to
be agreed upon between the parties or its intention to terminate the Agreement.
In the latter event, both parties will enter into fresh negotiations on the terms and
conditions of a new Agreement but until a new Agreement takes effect, this
Agreement shall remain in force.
ARTICLE 3 - DEFINITIONS
1) “Employee” in this document means any person who is under the jurisdiction
of the Ghana Education Service Council appointed under Ghana Education
Service.
2) “Employer” means the Ghana Education Service Council or any other
authority empowered to appoint, sanction and to dismiss staff of the Ghana
Education Service.
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3) “Teacher” in this document covers all those persons in Educational
Establishments within the Ghana Education Service who are responsible for
the education of pupils/students, and who are registered with GNAT.
4) “Certificated Teacher” means a person who holds any of the following
professional teaching certificates as defined in the Teachers Pension
Ordinance no.125 of 1955 as amended from time to time.
Also included are the Teacher’s Certificate given under the provisions of
paragraph (c) or rule 42 of the Education (Northern Territories) Rule.
- External Certificate
- Art Teachers’ Certificate and
- Technical Teachers’ Certificate
The above also covers the holders of a certificate which the Ghana
Education Service council directs shall be recognized as a teaching certificate
for the purpose of this definition; and also a person to whom a degree,
certificate or diploma has been awarded by some other institution or body which
degree certificate or diploma is recognized by the Education Service Council as
equivalent to or higher qualification than the above-mentioned certificates
provided that all such persons shall have successfully completed an approved
professional training for teachers.
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5) ‘Non-certificated Teacher/Pupil Teacher’ means a person without a
recognized professional teaching certificate.
6) “Board of Governors” means any group of people appointed under prescribed
regulations to be responsible to the management of any educational
institution under Ghana Education Service Council and includes a Committee
of Management or any other body performing similar functions of a board of
governors. “Management Committee” is a body similarly appointed to
perform the function of the board of governors for specified period.
7) “Basic School” (First cycle Institution) means an Education Institution
catering for children in Day Nursery, Kindergarten, Primary and Junior
Secondary Schools.
8) “Second Cycle Institution” means a Pre-Tertiary institution other than a First
Cycle Institution.
9) “Head of institution” means the Headteacher, Headmaster, Headmistress,
Principal or Director of an institution or the person for the time being
performing the duties of such Headteacher, Headmaster, Headmistress,
Principal or Director. (Provided that he/she qualifies under sect. 79:2-4).
10) “Association” in this document refers to the Ghana National Association
of Teachers (GNAT) at the National, Regional, District, Local and
School/unit levels.
11) “Management” in this document refers to the Ghana Education Service.
12) “Contact Hours” in this document refers to the actual period of interaction
as well as the approved co-curricula activities between the teacher and the
student/pupil.
ARTICLE 4 - ENTERING THE SERVICE
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No person shall be appointed to any post, in the Ghana Education Service
unless he/she possesses the qualification and relevant experience as approved for
the post.
b. Appointing Authorities
The Appointing Authorities for the various grades of posts in the Ghana
Education Service shall be as stated below:
The Head of State
2) PROBATION
a. All employees of the Service shall serve a probationary period of six (6)
months on first appointment, commencing on the date of such
appointment.
b. All probationers shall be given every possible assistance by their
immediate heads to enable them establish themselves in the Service.
3) CONFIRMATION
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e. Heads of Educational Establishments shall submit annual Confidential
Report on each employee, which shall be signed by the appraise at his/her
place of work, and Confirming Authorities shall submit an Annual Report
on the Confirmation exercise to Headquarters by August 30th of each year.
f. After successful completion of the probationary period the officer shall be
written to, confirming his/her appointment in the Service. If the employee
is not informed after the end of the probationary period, he/she shall
consider himself/herself as a confirmed employee.
g. An employee who has not been confirmed shall not receive his/her
increment or be eligible for promotion.
4) PROMOTION
1. POSTINGS
a. Employees on first appointment may be assigned duties and stations
anywhere in Ghana as the exigencies of the Service may demand.
b. An employee upon return from Study Leave may be assigned duties
at stations anywhere in Ghana as the exigencies of the Service may
demand.
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2. TRANSFERS
a. An employee seeking transfer from one institution to another in the
same district shall have the transfer cleared by the District Director;
Inter-district transfers are to be cleared by the Regional Director.
Where the Officer is seeking transfer from one region to another, this
shall be cleared by Headquarters.
b. The Employer may transfer an employee due to discipline,
promotion or as a result of reinstatement or restoration.
3. LIMITED ENGAGEMENT
a. An employee who has retired compulsorily may be appointed on
limited engagement terms.
b. An employee on voluntary retirement cannot be re-engaged.
4. SECONDMENT.
a. With the prior approval of Council an employee may be seconded to
another Ministry, Department of Organization directly or indirectly
connected with education for a specified period.
b. An employee of the service on secondment shall retain promotion
and pension rights, etc. as if he/she were serving in his substantive
post.
1. NEGOTIATION COMMITTEES.
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a. The salary scale appropriate to each post in the Service shall be
determined through negotiations by the Ghana National Association
of Teachers and the Ghana Education Service Council.( see
appendix…………..)
b. The functions of the Standing Joint Negotiating committee shall
include the determination of:
2 INCREMENTS.
a. All employees shall have 1st September as their incremental date to
coincide with the academic year.
b. A confirmed Teacher with an aggregate of at least six-month
service prior to 1st September, may earn the award of increment.
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3. AWARD INCREAMENT.
a. Unless there is a contrary reason, an employee shall automatically
earn an increment at the end of the year.
3. INCREMENT CREDITS.
a. On the successful completion of an approved course of not less than
one academic year an employee who is not eligible for a higher
salary scale shall be granted two incremental credits over and above
his/her salary point.
The Service shall be bound to keep its premises and equipment in good
condition and to
ensure the health and safety of persons lawfully using them.
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4. RELEASE OF EMPLOYEES:
Release of teachers in both the 1st and 2nd Cycle institutions shall take
place at the end of the academic year.
ARTICLE 7 – ALLOWANCES
4. CHARGE ALLOWANCE
Where an employee is made to perform the duties of a higher employee
where acting allowance is not applicable, an allowance equivalent to 20%
of the gross monthly salary shall be paid to the employee during the period
of such duties.
5. ACTING ALLOWANCE
a. An allowance shall be paid to an employee acting in a position higher
than her/his substantive appointment.
b. Acting allowance shall be the difference between the substantive basic
salary and the minimum point of scale applicable to the post in which
she/he is acting or 20% of the basic salary which ever is higher.
6. SUPERVISION ALLOWANCE
a. There shall be designated established posts in the Service that shall
attract payment of supervision allowances for such designated posts
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and their corresponding allowances shall be subject to negotiations
by both parties.
b. Supervision and Invigilation of examinations conducted by an
external body on behalf of the Service shall be paid for as
determined jointly by parties to this agreement.
ARTICLE 8 – HEALTH AND WELFARE
1. The Service shall be responsible for free medical and dental facilities of
employees, their spouses and not more than four (4) children under the age
of 18 in accordance with procedures to be determined by parties to this
agreement.
ARTICLE 10 – LEAVE
1. All leave shall be taken at the discretion of the GHS, within the leave year
that is to say from January 1st to December 31st. Any agreement to
relinquish the entitlement to annual leave or to forgo such leave is void.
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ii. Superintendent to Principal Superintendent : 36 working days
iii. Assistant Director to Director : 36 working days
iv. Deputy Director-General to Director-General : 36 working days
2 CASUAL/EMERGENCY LEAVE
a. Casual/Emergency leave with pay up to a maximum of 10 working days a
year may be granted by the appropriate authority. This should be granted
after the annual leave has been exhausted.
b. Casual/Emergency Leave cannot however be accumulated from year to
year.
c. Should it subsequently be found that an employee gave false information
in his application for emergency leave, he shall be liable to forfeit his pay
for the period during which he was granted emergency leave.
d. If after the leave and the ten-day grace period, the employee still requests
for more days, he should apply to the Director-General for approval.
e. An employee summoned for duty on a jury or summoned by subpoena to
appear as a witness before a Court of law or National Labour Commission
in an action in which he is neither the defendant nor plaintiff will be
permitted to draw salary for the period of absence and this shall not count
as causal/emergency leave.
f. Casual/Emergency leave regulations shall, however apply in the case of an
employee attending a court case in which he is defendant or a plaintiff.
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b. If an employee’s annual leave is interrupted at the request of the Service,
he/she will be paid for transportation and travel expenses to enable
him/her continue with his/her leave.
5. MEMBERSHIP OF COMMITTEES
a. An employee must obtain through the appropriate channel prior
permission of the Divisional/Regional head or head of directorate of the
education Service before accepting membership of any Committee of a
public body which may necessitate his absence from work during working
hours. Divisional/Regional/District Directors must inform the Director-
General about their engagement on Committees of public bodies.
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b. Absence of an employee to attend the meetings of recognized public
bodies of which he is a member shall be with pay and shall not count as
emergency leave; but if such absence becomes excessive an employee
may be required by the appropriate authority to reduce his outside
commitments, failing which steps may be taken to terminate his
appointment.
6. STUDY LEAVE
a. Study leave with or without pay, shall be granted to members of the
Service by the Council on the advice of the Director-General.
b. The Council on the advice of the Director-General shall grant study leave
with pay to members of the Service for approved courses including
industrial and or professional qualifications as agreed by parties to this
agreement.
c. The grant of study leave with pay shall be governed by Regulations,
relating to courses, duration qualification, bonding, etc as may from time
to time be laid down by the council and the Union.
d. Employees who do not qualify under the prevailing regulations or who
wish to undertake courses not approved for the grant of Study Leave with
pay, may at their own request be granted study leave without pay for not
more than four years.
e. Period of study leave with pay shall earn increment and shall count as
service, provided the course is considered relevant to the Service by the
council and is and is subject to satisfactory work during the period of
study.
i. Study leave with pay shall be transferable except that the period
spent in the former institutions shall be deducted from the period
granted for the new course.
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ii. The Service shall provide a return-ticket for the spouse and two
children of not more than 12 years of age of members who are
granted study leave to study overseas for courses lasting for more
than one academic year.
f. Certificated teachers who are on the rank of Senior Superintendent and
above who pursue degree courses on study leave on successful completion
shall be eligible for promotion to the next grade after two (2) years service
in the Ghana Education service.
g. Certificated teachers who pursue higher degree courses such as M.A.,
M.Sc., M.Phil., M.Ed., PhD etc. on study leave would join the line for
interview for promotions to the next higher rank, provided they have
served one (1) year for Ph.D. holders or two (2) years for masters Degree
holders on their current grade.
7. SICK LEAVE
a. An employee who becomes unfit for work because of sickness shall seek
permission from his/her head of institution or officer forthwith and report
to the nearest Government or recognized medical practitioner for
treatment.
i. An employee with excused duty from a recognized medical
practitioner shall be granted sick leave and this shall be with pay.
ii. Where the excused duty in ‘i’ above, certifies that continuous absence
from duty is necessary, the employee shall be entitled to sick leave
with pay as follows:
Three (3) years service and over - 12 months full pay and
- 6 months half pay
Below three (3) years service - 6 months full pay and
- 4 months half pay
b. In the case of an employee for who it is physically impracticable to
consult the nearest government or recognized medical practitioner, full
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pay may be granted for a period of up to five working days with approval
from the local representative of the District head
c. No employee shall be absent from duty for more than five working days
without a medical certificate.
d. If at the end of the first three months of illness an employee is still not fit
for duty, the Service before the extension of the sick leave shall request a
medical report on him/her.
e. An employee may be granted sick leave on full pay for a maximum period
of six months and on half pay for another period of six months, on the
recommendation of a Medical Board.
f. Any period of sick leave in excess of twelve months shall be without pay.
g. Where, on the finding of a Government medical Board that an employee is
incapable be reason of any infirmity of mind or body of discharging the
duties of his office, and that such infirmity is likely to be permanent, and it
is decided to retire the employee from the Ghana Education Service, the
employee shall:
i. If he has not already been granted six months sick leave may be
granted sick leave equivalent to the period by which the sick leave
already granted falls short of six months sick leave whichever is the
least and
ii. If necessary, also be granted sick leave of up to two months on the
salary drawn immediately before it takes effect so that a minimum
period of two months leave will intervene between the date of issue
of the notification that he will be invalid and the date he leaves the
Service.
h. Careful records shall be kept of all period of sick leave granted with or
without pay and those records shall be forwarded to the Headquarters
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when as a result of long repeated sickness, it is decided to dispense with
an employee’s service.
i. Convalescent leave may be granted only on the written recommendation
of a Government or recognized medical practitioner. Such leave shall not
normally exceed three week but may in exceptional cases be extended to
six weeks.
8. MATERNITY LEAVE
a. A woman employee who is an expectant mother is entitled to six weeks
leave before and after birth with full pay on the certification of a Medical
Officer or recognized Medical Practitioner. On resumption of duty a
nursing mother will be granted two (2) hours off-duty every working day
to nurse her child up to a period 12 months. Such employees shall be
permitted at their own request to take additional unpaid leave of up to one
year after child-birth without loss of employment.
b. Maternity leave shall be additional to annual leave entitlement or leave
earned in the leave year.
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c. Application for such leave shall be submitted to the Director-General at
least two months before the employee is due to leave the country.
Applicants shall wait for approval before they leave.
d. All such leave of absence shall not count as service periods.
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v. On final retirement on reaching the retiring age - to his/her
hometown.
2. No claim for such refund for traveling expenses shall be made where an
employee is:
i. Posted for disciplinary reasons:
ii. Posted at his/her request before completing the minimum service of
four years continuous service in the district from which he/she is
posted, except in special circumstances; and
iii. Re-appointed after suspension or dismissal.
3. An employee traveling on duty is entitled to claim refund of traveling
expenses at approved rates, or in exceptional cases at the proven actual
incurred expenditure.
i. Traveling to attend approved in-service courses and to take
promotion examinations including interviews shall be considered as
traveling on duty.
ii. Travelling to honour official invitation from the employer shall be
considered as traveling on duty.
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g) No employee shall receive any gift which may tend to influence
his/her official conduct or as a reward for official action.
11.04 INTERDICTION/SUSPENSION
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b) Where disciplinary proceedings which may result in a employee’s
dismissal are being taken or are about to be taken and the GES
management is of the opinion that the interests of the GESC requires
that the employee should cease forth to exercise the duties and
functions of his/her office, management shall suspend such an
employee from the exercise of those duties and functions.
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c) Notice of suspension shall be conveyed in writing to the Employee
concerned, and a copy shall be served on the Union.
d) Any Employee who has had his/her increment deferred may have the
increment restored to him/her, where the superior is satisfied that the
officer has earned its restoration by an improvement in the standard
of his/her work and conduct.
d) For the purpose of this Article, a warning letter shall cease to have
effect after twelve (12) months from the date of issue. Persistent
offenders will, however, be treated in accordance with their previous
records even though a letter may have been ineffective after twelve
(12) months from the date of warning.
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c) The GESC may terminate the appointment of a Employee on
probation. Such an Employee shall be entitled to two (2) week’s
notice in writing or two (2) week’s salary in lieu of notice.
11.09 MISCONDUCT
or spoken.
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The following proven misconduct may attract minor penalties
The GESC and GNAT are both committed to a harassment free environment and
recognize the importance of addressing discrimination and harassment issues in
a timely and effective manner.
a) The GESC and the GNAT agree that there will be no discrimination,
interference, intimidation, restriction or coercion exercised or
practiced by any of their representatives with respect to any
Employee because of the Employee’s membership or non-
membership in the Union or activity or lack of activity on behalf of
the Union or by reason of exercising her or his rights under the
Collective Agreement.
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b) It is agreed that there will be no discrimination by either party or by
any of the Employee(s) covered by this Agreement on the basis of
race, creed, colour, nationality, origin, gender, marital status, age,
handicap, religious affiliation or any other factor which is not
pertinent to the employment relationship.
(d) The parties recommend and encourage any Employee who may have
harassment or discrimination complaint to follow the process as set
out in the grievance procedure.
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At any stage of the grievance procedure, an employee is entitled to Union
representation. It is the intent of parties that complaints of the employee
shall be handled as quickly as possible.
a. Aggrieved employees of the Service shall first take up the matter with
the immediate head in writing and signed by the employee
b. In the event that no conclusion is reached, the matter shall be referred
to a Grievance Handling Committee constituted by the District
Director for Education, the District Secretary or his/her representative
and representatives of the Union shall be members.
c. If the case is still not settled at step ‘b’ above, it shall be referred to a
standing Joint Negotiating Committee of both the Union and the
Service at the Regional level.
d. In the event that no decision is reached at the standing Joint
Negotiation Committee level, the Regional Joint Negotiating
Committee shall within 14 days refer the case to the National Joint
Negotiating Committee through the Director General for settlement.
Director-General shall refer all unresolved issues to Council.
e. Having exhausted the provisions of this Article a-d, aggrieved
employees of the Service and the Union shall report the matter to the
National Labour Commission for assistance.
f. It is agreed that the grievance procedure is a problem solving
mechanism and that no one shall, suffer any form of discipline or
discrimination as a result of having filed a grievance, or having taken
part in proceedings under this provision.
The modes by which an employee may leave the Ghana Education shall
be as follows:
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i. Termination of appointment or removal from the Service.
ii. Compulsory retirement.
iii. Voluntary retirement.
iv. Retirement on medical grounds..
v. In the event of death.
2. COMPULSORY RETIREMENT
a. An employee shall retire compulsorily from the Ghana Education Service
on reaching the prescribed age.
b. The District Director shall inform him/her 6 months prior to the due date
for his/her retirement.
c. It shall be the responsibility of appropriate authority to forward the
employee’s particulars to reach the Headquarters at least three (3) months
before the date of retirement.
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d. An employee shall be entitled to Pension and Gratuity after the attainment
of the prescribed age and satisfying other conditions in accordance with
existing pensions law at the time.
3. VOLUNTARY RETIREMENT
a. An employee may retire voluntarily from the Service at anytime he has
reached the prescribed voluntary retiring age.
b. An employee who wishes to retire voluntarily shall seek the permission of
the Director-General at least three (3) months before the date on which he
wishes to retire.
c. The retirement notice may be waived in whole or in art at the discretion of
the Director-General.
d. The Director-General shall grant such permission unless criminal or
disciplinary proceedings have been or are about to be instituted against the
employee concerned.
1) EMPLOYEE’S ORGANISATIONS
a. Facilities shall be accorded to the representatives or recognized
Employees’ organizations as may be appropriate in order to enable
them carry out their functions promptly and work efficiently both
during and outside their hours of work.
b. The granting of such facilities shall not impair the efficient
operations of the Service
c. The nature and scope of these facilities shall be determined by the
Service in consultation with the Association.
2. FUNERAL GRANT
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(i) In the event of the death of a Employee’s spouse or child, the
Local GHS office shall make a cash donation of two million
cedis (¢2,000,000) to defray the funeral expenses.
(iii) An Employee with 20 years service and over – six months basic
salary, a certificate plus a gift not exceeding ¢500,000 or cash in
lieu.
4. CANTEENS
The GHS shall provide canteens where meals can be provided by the GHS
or by arrangements with third-parties.
5. RECREATION
The GHS shall provide and maintain reasonable recreational and sporting
facilities and equipment for the medical practitioner.
The employer shall institute a Provident Fund scheme for nurses and
contribution to the Fund shall be as follows:
1. ASSOCIATION DUES
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conclusive authority to make the deduction specified. In the case of
any local dues, levies, the Association will make notification
endorsed by the president of the Association and such notification
shall be the employer’s conclusive authority to make the deduction
specified.
2. ASSOCIATION ACTIVITIES
d) The Local Union will advise the employer in writing of the name of
the contact person(s) for the Local Union for all purposes.
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shall have access to the premises only with the approval of the
Administrator, which will not be unreasonably withheld
tour of duty, the employer shall not be scheduled to work that day.
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TITLE (DESIGNATION) ……………………………..
DATE…………………………………………………..
OFFICIAL SEAL
NAME……………………………………………
SIGNATURE…………………………………….
TITLE (DESIGNATION)……………………….
DATE:…………………………………………..
OFFICIAL SEAL……………………………….
APENDIX.
SCHEME OF SERVICE
The scheme of Service , shall operate for the various teacher employees in the
Ghana Education Service.
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1. NON-PROFESSIONAL TEACHING STAFF
The following employees shall constitute non professional teaching staff.
1.1 Craftsman
1.2 Craft Instructor Grade ll
1.3 Craft Instructor Grade l
1.4 Senior Craft Instructor
1.5 Principal Craft instructor
1.6 Supervisory Craft Instructor
1.7 Senior Supervisory Craft Instructor
1.8 Pupil Teacher
1.9 Technical Instructor
1.10 Senior technical Instructor
1.11 Superintendent (Non-Professional)
a. QUALIFICATIONS:
(c) Progression:
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Eligible for promotion to the grade of Craft instructor after three years
satisfactory service plus Work Inspection Report by the Inspectorate
Division of Ghana Education Service.
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Three years’ satisfactory service in the grade of Senior Craft
Instructor including attendance in two courses followed by
satisfactory Report by Head of institution.
b. Duties
i. Teaching of craft in Basic Institutions
ii. Visiting other basic Institutions and conducting
demonstration lessons.
c. Progression
Eligible for promotion to the grade of Supervisory craft Instructor
after 3 years satisfactory service.
1.6 Supervisory Craft Instructor
a. Qualification:
Principal Craft Instructor with three years’ satisfactory service and
must have passed an interview at the Regional level.
b. Duties
i. Teaching of craft in Second Cycle Institutions.
ii. Visits with demonstration lessons/inspections in 1st and 2nd
Cycle Institutions.
iii. Zonal/district Supervision of craftwork
c. Progression:
Eligible for promotion to the grade of Senior Supervisory Craft
Instructor with 3 years satisfactory work.
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1.8 Pupil Teacher
a. Qualification:
i. S.S.S.C.E/SC/GCE in four subjects including English or its
equivalent or R.S.A. Stage ll in four subjects including
English and Maths.
ii. GCE ‘A’ Level in at least two subjects with a credit in
English and Maths at “O” Level
b. Duties: Teaching in Basic Institutions
c. Progression:
By further professional qualifications.
d. Should be laid off after 5 successive engagements of one year each.
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Eligible for promotion to the grade of Senior Technical Instructor
after at least 3 years satisfactory work with good report by Head of
institution and further academic advancement.
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2. PROFESSIONAL TEACHING STAFF
b. QUALIFICATIONS
2.1 SUPERINTENDENT II
2.1.1 Certificate ‘A’ Post Primary
Qualification
M.S.L.C. or its equivalent and successful completion of a four-year
Teacher Education Course; or a two-year Post Certificate ‘B’
Teacher Education Course.
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M.S.L.C. OR ITS EQUIVALENT AND SUCCESSFUL
COMPLETION OF A 4-5 YEAR Handicraft Teacher Education
course.
2.2 SUPERINTENDENT I
Qualification for Cert. ‘A’ 4-year, Post Sec. (3yr)
Duties – Teaching in Basic Institutions.
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i. Final/Advanced City and Guilds Certificate (or approved
equivalent) plus at least two years approved aggregate work
experience: or
ii. Intermediate/Craft City and guilds Certificate plus six years’
relevant
industrial experience or three years’ satisfactory service in the grade
of Senior Technical Instructor; or
iii. Mechanical Engineering Technician Part ll or Electrical
Engineering Part ll or an approved equivalent; or
iv. Construction Technician Part l or an approved equivalent (with
one year industrial experience): or
v. Dispensing Technician Part ll or an approved equivalent; or
vi. Institutional Management Certificate (IM) or an approved
equivalent.
vii. And in addition officers entering this grade will be expected to
undergo Teacher Training at the UCEW – Kumasi Campus.
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a) Institute of Chartered Accountants (ICA) or an
approved equivalent; or
b) Association of Certified and Corporate Accountants
(ACCA); or
c) Institute of Coast and Management Accountant
(ICMA); or
d) Association of International Accountants (AIA); or
e) Diploma in Business Studies (DBS); or
iv. Diploma in Business Studies (DBS); or
v. Associate Certificate of institute of Book-keepers.
vi. Final or Advanced Certificate of the British Society of
Commerce.
a. Duties
Teaching/Demonstration in First and Second Cycle Institutions.
b. Progression
Supervisory duties. Eligible for promotion to the grade of Superintendent.
Qualifications:
i. Promotion by Long Service:
a) Three years as Assistant Superintendent and satisfactory appraisal
by Head of Department and relevant in-service training.
b) Non-graduate professional Qualification (Diplomates); or
a) Duties
i. Teaching in First and Second Cycle Institutions
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ii. Inspection in 1st and 2nd Cycle Institutions
iii. Visit with demonstration lessons in 1st and 2nd Cycle
Institutions
iv. District/Regional Subject Organizers
v. Administrative Duties
vi. Any other duties
b) Duties
i. Administrative duties at Headquarters/Regional/District.
ii. Headship/Assistant Headship of 2nd Cycle Institutions
iii. Headship of departments in 2nd Cycle Institutions where appropriate
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iv. Inspection and supervision of 1st and 2nd Cycle Institutions
v. Regional Managers of Education Units.
2.9 DIRECTOR ll
a) Qualification
2.10 DIRECTOR l
a) Qualification
Three (3) or more years post qualification experience as Director ll
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Appraisal and interview attendance of a relevant course at recognized
management institution after passing the interview.
b) Duties
i. Regional/Divisional Heads
ii. As Director ll with added responsibilities11.
a) Duties
i. To assist the Director-General in the execution of his duties.
2.12. DIRECTOR-GENERAL
Appointed by the Head of State acting on the advice of the Ghana
Education Service Council and in consultation with the public Services
Commission.
a) Duties
The Director-general is the Chief Executive and Professional Head
of the Ghana Education Service and subject to the direction of the
Ghana Education Service Council, is responsible for the day-to-day
management of the Service, its administration and organization.
b) He will be responsible for the financial management and be
accountable for the financial administration of the Ghana Education
Service to the Ghana Education Service Council.
c) He exercises general disciplinary control over all members of the
Ghana Education Service subject to the Code of Professional
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conduct or other regulations as will be determined by the Ghana
Education Service Council, and GNAT.
d) He serves as the Executive Liaison between the Ghana Education
Service and the Ghana Education Service Council.
e) He is responsible for initiating new directions in educational
development through the Ghana Education Service council to suit
the changing needs of the times.
f) He is responsible to the Minister for Education through the Ghana
Education Service Council.
g) He is expected to report on the Ghana Education Service regularly
to the Ghana Education Service council.
h) He is expected to promote quality education, discipline and provide
general leadership of the Ghana Education Service.
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