By Senyo M. ADJABENG
I know this article’s heading sounds like a Doctoral Thesis topic. Pardon my choice of such headline but this is a topic quite dear to my heart.
To get the best people to drive government business and development programs, the processes of vetting, selection and validation of the President’s constitutional mandate of proposed appointments cannot be taken lightly. And this is why I want to delve into the subject for purposes of educative and national discourse.
The vetting of ministerial nominees in Ghana is a critical process that ensures the selection of competent, ethical, and visionary leaders to steer the affairs of the nation. As a cornerstone of democratic governance, this process demands meticulous attention to detail, transparency, and a focus on the skills and qualities that align with the demands of public service.
In the context of Human Resource Management (HRM), the vetting process can be likened to a high-stakes recruitment exercise, where the “candidates” are assessed for their suitability to occupy pivotal roles in government. This article explores the critical skills required for vetting ministerial nominees and provides guiding principles to ensure educative and successful outcomes.
The Ministerial Vetting Process is a critical component of democratic governance, ensuring that individuals nominated for ministerial positions are thoroughly scrutinized for their competence, integrity, and suitability to hold public office. In Ghana, this process is conducted by the Parliament of Ghana, specifically through its Appointments Committee, and is a constitutional requirement under Article 78 (1) of the 1992 Constitution of Ghana.
The process begins with the President of Ghana nominating individuals to fill ministerial positions. The President selects nominees based on their expertise, experience, and alignment with the government’s policy objectives. The list of nominees is then submitted to Parliament for consideration.
Once the President submits the list of nominees, the Speaker of Parliament officially communicates the names to the ‘House’ of Parliarment. The nominees are then referred to the Appointments Committee, a specialized parliamentary committee responsible for vetting ministerial and other presidential appointees.
Before the vetting process begins, nominees are required to submit detailed documentation to the Appointments Committee. This typically includes, Curriculum Vitae (CV), highlighting their educational background, work experience, and achievements, Tax Clearance Certificates, to confirm compliance with all tax obligations and their Asset Declaration Forms, as required by the Public Office Holders (Declaration of Assets and Disqualification) Act, 1998 (Act 550).
Other Relevant Documents such as academic certificates, professional licenses, and references are also submitted. The committee may also conduct background checks on the nominees, including verifying their credentials and investigating any potential ethical or legal issues. The Committee also received memos from the general public providing critical information on the nominees.
The Public Hearing and Vetting
The vetting process is conducted through public hearings, where nominees appear before the Appointments Committee to answer questions. This process is transparent and often broadcast live on television and radio, allowing the public to observe and engage with the proceedings. The key
components of the vetting include an opening statement by the nominee, more like an introduction of self to the Committee Members, then questioning by Committee Members, answering of questions submitted by the general public and media, deliberation and report preparation by the Committee and Parliamentary approval before the plenary (general) House.
Nominees are given the opportunity to make an opening statement, where they introduce themselves, outline their vision for the ministry they have been nominated to lead, and highlight their qualifications and readiness for the role. Committee members, drawn from both the majority and minority sides of Parliament, take turns to question the nominee.
The questions are designed to assess the Technical Competence (knowledge of the sector and ability to address sector-specific challenges), Leadership Skills (experience in managing teams and implementing policies), Integrity and Ethical Standards (commitment to transparency, accountability, and the rule of law),
Communication Skills (nominees’ ability to articulate ideas clearly and engage with stakeholders) and questions on Vision and Strategic Thinking (plans for advancing the government’s agenda and addressing national issues).
The public and media often play an active role in the vetting process by submitting questions or raising concerns about the nominees. These inputs are sometimes incorporated into the committee’s questioning. After the public hearing, the Appointments Committee meets in camera (in private) to deliberate on the performance of each nominee. The Committee evaluates the nominee’s responses, background checks, and overall suitability for the role.
Based on this assessment, the committee prepares a report with recommendations for approval or rejection of the nominee. The committee’s report is presented to the full House of Parliament for debate and approval. During this stage, Members of Parliament (MPs) discuss the committee’s findings and vote on whether to approve or reject the nominee. A simple majority vote is required for approval.
If a nominee is approved by Parliament, they are formally sworn into office by the President. The new ministers then assume their duties and begin implementing policies and programs in their respective ministry.
The Vetting Process is driven by some key principles such as transparency, depicted by the public nature of the hearings which ensures accountability and builds public trust, meritocracy which ensures nominees are assessed based on their qualifications, experience, and competence, and inclusivity, for the involvement of both majority and minority MPs ensuring a balanced and non-partisan evaluation.
Another is the application of ethical standards emphasizing integrity and adherence to ethical principles. Despite its strengths, the vetting process sometimes face some key challenges, including the problem of partisanship political affiliations can sometimes influence the objectivity of the committee. Time Constraints often plague the process resulting in rushed proceedings and limiting the depth of scrutiny.
There are often concerns about the independence and fairness of the process and sometimes perceptions and allegations of bribery and bias are targeted at the vetting committee or some of its individual members. In the current instance of the ongoing vetting of the President’s Ministerial Nominees, a civil advocate and legal practitioner, Oliver Baker Vomawor, was reported to have accused the Chairman of the Vetting Committee of bribery in an online post.
He was immediately summoned to prove his allegations. Per his appearance before the Committee, he claimed that the online post attributed to him was actually not his post, and that he did not know the source of the post and who authored it. Members of the Committee did not accept his explanation and he was asked to apologise to which he succumbed, and was further cautioned and discharged.
In the instance of concerns and perceptions of bias, another example is the vetting of the Greater Accra Regional Ministerial Nominee, Linda Ocloo, who lasted under ten (10) minutes because the Committee unanimously agreed that her competence was not in doubt, as against some nominees whose vetting lasted as long as 4 and 5 hours.
There is also the issue of illegal questions asked that are not considered constitutional and professional violation of the rights of the nominee appearing before the Committee. But this will be treated in a separate article.
The Vetting Committee essentially works like an interview panel within the context of Human Resource Management procedure. They focus on critical areas of technical competence and expertise of the nominees’ leadership skills – a check for integrity and openness to accountability, communication skills, vision and strategic thinking as well as emotional intelligence.
All these are tested in questions asked by both the Majority and Minority representatives as well as questions and information submitted to the Committee by the general public and Civil Soceity Organisations.
Technical Competence and Expertise
One of the foremost skills to assess during the vetting process is the nominee’s technical competence and expertise in the relevant sector. Ministers are expected to provide strategic direction and oversight, and their ability to do so hinges on their understanding of the sector’s intricacies.
For instance, a nominee for the Ministry of Finance should demonstrate a strong grasp of fiscal policy, economic planning, and financial management. The vetting committee should design sector-specific questions that test the nominee’s depth of knowledge, problem-solving abilities, and capacity to innovate within their portfolio.
References to past achievements, such as successful policy implementations or leadership roles, can provide tangible evidence of competence.
Effective leadership is indispensable for ministerial roles. Nominees must exhibit the ability to inspire, motivate, and manage teams to achieve national objectives. This includes skills such as decision-making, conflict resolution, and strategic planning. The committee should evaluate the nominee’s leadership style and track record.
Behavioural interview techniques, such as asking candidates to describe past experiences where they led teams or managed crises, can reveal their leadership capabilities. Additionally, 360-degree feedback from former colleagues and subordinates can provide insights into their managerial effectiveness.
Public service demands the highest levels of integrity and ethical conduct. Nominees must be scrutinized for their commitment to transparency, accountability, and the rule of law with the possibility of sharing past experiences where they exhibited these traits. Any history of corruption, malfeasance, or unethical behaviour should obviously disqualify a candidate.
The vetting process should include thorough background checks, including scrutiny of financial records, past legal issues, and public perception. Questions should probe the nominee’s understanding of ethical dilemmas and their approach to resolving them. References to frameworks such as the Ghana Integrity Initiative can provide a benchmark for assessing ethical standards.
Ministers must effectively communicate government policies, engage with stakeholders, and represent Ghana on the global stage. Strong communication skills, both verbal and written, are essential for building trust and fostering collaboration. The committee should assess the nominee’s ability to articulate ideas clearly and persuasively.
Role-playing exercises, such as simulating a press conference or a stakeholder meeting, can provide practical insights into their communication prowess. Additionally, evaluating their public speaking engagements and written publications can offer further evidence of their skills.
A successful minister must possess a clear vision for the sector they will oversee and the ability to translate that vision into actionable strategies. This requires critical thinking, foresight, and the capacity to anticipate and address future challenges.
The committee should ask nominees to present their vision for the sector and outline specific strategies for achieving key objectives. Scenario-based questions, such as how they would respond to a sudden economic downturn or a public health crisis, can test their strategic thinking abilities.
The demands of public office can be overwhelming, and ministers must demonstrate resilience and emotional intelligence to navigate the pressures of the role. This includes the ability to remain calm under pressure, empathize with citizens, and maintain a balanced perspective.
The vetting process should include psychological assessments to evaluate the nominee’s emotional intelligence and resilience. Questions that explore how they have handled stress or failure in the past can provide valuable insights into their coping mechanisms.
The vetting of ministerial nominees in Ghana is a pivotal process that requires a comprehensive and structured approach. By focusing on critical skills of competence and emotional intelligence, the vetting committee can ensure the confirmation of the best nominees for ministerial roles.
As Ghana continues to strive for development and progress, the importance of a rigorous and transparent vetting process cannot be overstated. By learning from best practices in HRM and adapting them to the unique context of public service, Ghana can set a benchmark for other nations to follow.
For Further Reading:
- Constitution of Ghana, 1992 (Article 78).
- Public Office Holders (Declaration of Assets and Disqualification) Act, 1998 (Act 550).
- Parliament of Ghana. (2023). Guide to the Vetting Process for Ministerial Nominees. Retrieved from parliament.gh.
- Ghana Integrity Initiative. (2023). Promoting Transparency and Accountability in Public Service. Retrieved from tighana.org
- Armstrong, M. (2020). Armstrong’s Handbook of Human Resource Management Practice. Kogan Page.
- Boyatzis, R. E. (1982). The Competent Manager: A Model for Effective Performance. John Wiley & Sons.
- Goleman, D. (1995). Emotional Intelligence: Why It Can Matter More Than IQ. Bantam Books.
