Approach to the Employment Finish Cycle in Ghana

The result of the general elections of 2024 from Ghana saw the National Democrat Congress (NDC), led by President John Dramani Mahama winning over the new Patriotic Party (NPP).

However, as the new administration has been solved in power, a controversial problem of mass termination of employees who have been recruited in government agencies within the Nana Addo Dankwa AkuFo-Addo administration has dominated public space.

This development has aroused national debates on the implications of political transitions on job security, the governance and a wider promise of job creation that dominated the campaign rhetoric. The situation raises important questions: Was the process due in these meetings? Should a new administration have the power to stop mass hiring? Finally, the most importantly, how can Ghana learn from other democracies to prevent such occurrences in the future?

The problem at hand

The PNP claimed that the employment of these persons was legal and had financial authorization and also brought strict adhesion to the appropriate process. From their perspective, these terminals represent the political victimization and contradict the promise of President Mahama’s campaign to create jobs for Ghanai through initiatives such as 24 -hour economic policy.

On the other hand, the NDC argues that these state -of -the -art hires were politically motivated and aimed to strategically place the party loyalists in government institutions before teaching power. They claim that it is in the government prerogative to review and restructure the employment in the public sector, as needed.

It may not be the first time Ghana attended such a scenario. The amendments of the government were historically accompanied by the dismissal, transfers and appointments that lead to insecurity at work for those employed in the public sector.

This cyclical model not only disrupts the means of living, but also weakens the institutional stability.

Lessons from Advanced Democrats

In advanced democrats, such as the UK (UK), Germany, United States (USA) and Canada, political transitions do not usually lead to mass -employment. Instead, governments differ between political appointments and civil servants.

1. The United Kingdom: in the United Kingdom, governments that usually go to make significant appointments during the Purdah period, the time between an election announcement and the formation of a new government. For example, in 2010, the Labor Party refrained from the last-minute appointments before taking over the Conservatives of the Democrat Coalition. This convention provides a smooth transition and minimizes political interference.

2. Germany: In the largest economy in Europe, the public service is very professional, and appointments are based on merit, rather than political affiliation. When governments change, civil servants retain their positions, unless they have politically called roles. For example, during the transition from the Christian Democratic Union of Angela Merkel (CDU) to the coalition of the Social Democratic Party (SPD) of Olaf Scholz (SPD) in 2021, only top political appointments were replaced, while the lower level employees remained unaffected.

However, they can be reversed by the administration received. For example, President Donald Trump has reversed several appointments from the Obama era in 2017, but such actions were usually limited to high-level positions, not to medium or lower level roles. However, in recent termination of appointments by President Mahama’s administration, even lower level positions for ordinary Ghana are affected.

4.Canada: In Canada, transitions are generally smooth, with governments that go outside avoiding controversial appointments. For example, when Justin Trudeau’s Liberal Party took over Stephen Harper’s conservatives in 2015, there were no mass terminations of lower -level denominators.

Solutions proposed for Ghana

To ensure that ordinary Ghanaians do not suffer when governments change, it is imperative that Ghana reform their employment practices in the public sector. The following measures could be considered:

1. Protections allowed for civil servants: Ghana could establish clear legal staffs that protect employees in the public sector against politically motivated redundancies.

There should be a distinction between political appointments and civil servants.

2. Commission for Independent Public Service: An independent body could be set up and authorized to supervise recruitment, promotions and dismissal in the public sector. This will prevent output governments from making appointments in a hurry and ensure that employment decisions are based on merit, rather than political fidelity.

3.. This will ensure that only the sanctioned and necessary programming is maintained.

4. The institutional continuity of the escape: Ghana could adopt policies that promote continuity in government to ensure that government projects and staff remain unaffected by political changes.

Conclusion
The recent wave of jobs following the 2024 elections indicates a major defect in the Ghana governance system and should be approached urgently to protect the living means of ordinary citizens.

Political transitions should not be translated into economic instability for workers serving the nation. By learning from advanced democrats and the implementation of reforms that isolate the public service of political interference, Ghana can build a stable and professional public sector that thrives beyond the mandate of any political party. Until the adoption of such reforms, the cycle of termination of the labor will continue to disturb the governance and economic well -being of many Ghana.