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COLLECTIVE AGREEMENT

Between:

THE GHANA EDUCATION SERVICE COUNCIL

(hereinafter referred to as “The EMPLOYER”)

And:

THE GHANA NATIONAL ASSOCIATION OF


TEACHERS (GNAT)

(hereinafter referred to as “The UNION”)

DATED:

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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).

ARTICLE 1 - PURPOSES AND INTENT

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.

- Teachers’ Certificate ‘B’


- Teachers’ Certificate ‘A’ (Post ‘B’)
- Teachers’ Certificate ‘A’ 4-year
- Teachers’ Certificate ‘A’ (Rural Science)
- Teachers’ Certificate ‘A’ (Handicraft)
- Teachers’ Certificate ‘A’ 2-years Post Secondary
- Teachers’ Certificate ‘A’ 3-years Post Secondary

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

1) QUALIFICATION FOR APPOINTMENT

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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.

a. Membership of the Service


Membership of the Ghana Education Service shall be open to:
i all certificated teachers;
ii. non certificated teachers, and
iii. Others.

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

i. DIRECTOR-General and in accordance with Section


Deputy Directors-General 12 & 13 of the GES
Act 1995 Act 506

ii. Director 1, Director ll The Head of State acting on the


(Deputy Director), advice of the Ghana Education
Assistant Director Service Council, given in
and Officers in consultation with the Public
Analogous Grades Services Commission.

iii. Principal Superintendent The Ghana Education Service


and Officers in Analogous Council acting on the advice of
Grade the Appointment and Promotions
Committee of the GES Council.

iv. Senior Superintendent, The Director-General acting on


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Superintendent, Assistant behalf of the Ghana Education
Superintendent and Service council.
Officers in Analogous Grades.
v. Certificated Teachers, The Director-General acting
Non Certificated teacher, on behalf of the Ghana Education
Pupil Teacher & Officers in Service Council
Analogous Grades.

c. Direct entry appointment shall normally be made to the grade of


Certificate ‘A’ Teacher, Assistant Superintendent/and Senior
Superintendent as appropriate. But subject to qualifications, relevant
teaching or industrial experience elsewhere and passing an interview
where necessary, an applicant may be appointed to the other grades.
d. Every teacher employee on first appointment to the Ghana Education
Service shall receive a letter of appointment, which in conjunction with
the approved Terms and Conditions of Service shall constitute an
agreement between the Appointing Authority and the Employee.
e. There shall be an approved code of Professional Conduct, which shall
form part of the Terms and Conditions of Service jointly developed by
parties to this agreement.
f. The employer shall arrange for a medical examination at any public
hospital to ascertain the medical fitness of an employee on assumption of
duty.
g. In the case of classroom teachers, appointments for a new school term
other than temporary appointments shall be made effective from the first
day of the month in which the School Term begins. An employee shall
receive full pay for the month provided that he reports for duty not later
than three days before the beginning of school or college term. If he is
absent without reasonable cause on the day on which he has been
instructed to report, he shall be paid as from the date he assumes duty.
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h. In the case of other appointments including those of teachers made during
the course of the term and temporary appointments, the effective date shall
be the date of assumption of duty.
i. No person who has been convicted of a criminal offence shall be engaged
into the Service.

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

a. Recommendations for confirmation of appointment or otherwise shall be


submitted by reporting officers to the confirming authority (at most three
months) after the end of the probationary period.
b. An employee who has not been recommended for confirmation shall be
informed in writing immediately after the end of the probationary period,
of the reasons why he has not been recommended and be called upon to
submit his representations on the matter.
If the representation is considered satisfactory, he shall be confirmed.
c. Employees not confirmed at the end of the probationary period shall be
reported on at the end of every term not exceeding three terms.
d. No employee shall be confirmed in his appointment while he is on leave
without pay except on an approved course.

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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

a. Promotions shall be made in accordance with a transparent appraisal


system which shall be developed by parties to this agreement.

b. Promotion out of turn based on exceptional performance/conduct based on


criteria to be determined by parties to this agreement.

ARTICLE 5 - POSTINGS AND TRANSFERS

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.

ARTICLE 6 – WAGES AND SALARY

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:

i. Salaries, fringe benefits and allowances


ii. Hours of work, contact hours
iii. Leave for Union Activities
iv. Class size and work load
v. Principles of engagement and termination of service including
Redundancy, Probation, Transfers, Promotion and Housing
vi. Sick leave with pay
vii. Training and Retraining
viii. Medical Schemes
ix. Study leave
x. Release of Employee
xi. Any other matters affecting Conditions of Service from time to time
be agreed to by both parties.

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.

ARTICLE 7 – CONDITIONS OF WORK.

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.

1. HOURS OF WORK OR CONTACT HOURS


a. Working hours per day shall be as prescribed by law.
b. Contact hours shall be as determined through negotiations by both
parties i.e. GES Council and GNAT.
c. Employees who work outside the normal working hours shall be paid
20% of the employee’s gross monthly as monthly allowance.

2. HEALTH AND SAFETY


a. All employees covered by this agreement who sustain injuries during
and in the course of their employment shall be entitled to workmen
compensation claim in accordance with the provisions of the
Workmen’s Compensation Law 1987 (PNDCL. 187)
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b. An employee whose property is established to have been damaged or
destroyed by pupils/students shall be paid the full cost by the Service
through negotiations with the employer.
c. The Service through negotiations shall compensate employees who
suffer loss of personal properties as a result of such disasters as
outbreak of war or communal violence with the employer.
d. Technical/Vocational, Science and Home Economic teachers shall be
paid Clothing Allowance of five percent (5%) of their annual gross
salary to defray cost of purchasing protective clothing.

3. IN-SERVICE TRAINING PROGRAMMES


The Service shall organize systematic in-service programmes as a means
of improving the efficiency and effectiveness of employees. This shall
include teachers promoted to higher management positions.

a. Records shall be kept of all such in-service programmes and they


shall count towards the promotion of employee.
b. The Service shall be responsible for the provision of all logistics
during in-service programmes.
c. All new employees shall receive within the first thirty (30) days on
commencing duty an orientation provided by the employer and the
Association. The orientation provided by the employer and the
Association. The orientation shall acquaint employees with the basic
operations of the Service and the schools as well as the rights and
responsibilities as provided in this Collective Agreement.
d. The Service shall give Certificates of Attendance free of charge to all
employees who attend in-service programmes organized by the
Service.

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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.

a. Employees who wish to be released from their schools shall apply to


the District Director three (3) clear months before the end of the
academic year.
b. Under no circumstance shall an employee be given an Open Release.
c. Heads of institutions who may request for the release of teachers
shall notify the District Director ninety (90) days before the release
is effected.
d. Employees of the Service who may request for release shall be
written to before the release is effected.

ARTICLE 7 – ALLOWANCES

1. MAINTENANCE AND MILEAGE ALLOWANCES


a. Maintenance and Mileage allowances shall be paid at approved rate
to all employees of the Ghana Education Service who are entitled to
own and who own and use the means of transport in the performance
of their duties.
b. A commuted allowance shall be paid to employees in the Service
who own means of transport at the approved rate.

2. OUT-OF- STATION ALLOWANCE


The Service shall pay out -of -station allowance to employees on duty
outside of his/her normal place of work according to approved rates
determined by parties to this agreement.
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a. Any employee on duty outside his/her normal place of work shall be
paid a night allowance if the period extends beyond 10pm of the same
day.

3. ALLOWANCE FOR TEACHERS IN DIFFICULT AREAS


The employer shall pay a monthly allowance of 25% on employees gross
monthly salary to teachers who accept posting/transfer to areas
designated as difficult by parties to this agreement.

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.

a. The Service on the certification of a recognized medical authority


shall bear the cost of traveling in Ghana for receiving medical and
dental/optical care and returning to post.
b. The Service shall bear the expenses including passages for medical
and dental care outside Ghana of an employee the spouse or child on
the recommendation of a Medical Board in accordance with existing
regulations.
c. The above notwithstanding all employees of the Service shall
contribute towards a Health Insurance Scheme.

ARTICLE 9 – ADVANCES AND GRANTS


1. An employee of the Service shall be granted facilities indicated below
upon application in accordance with this agreement.
a. Advances to purchase means of transport.
b. One month gross leave salary advance approved by management,
which may be recoverable in not less than twelve (12) months.
c. The Service may grant special advance to members of the Service.
d. A transfer grant of one-month gross salary shall be paid to each
member on approved transfer.
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2. An employee shall be paid a transfer grant at the appropriate rate where
the transfer is at the instance of management provided it is not on
disciplinary grounds and the transfer result in the change of station as well
as movement of household effects. It is also applicable even if the transfer
is at the instance of the employee concerned provided he has served a
minimum period of four (4) years in one district and provided such
transfer results in the change of place of abode as well as movement of
household effects.

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.

a. An employee of the Service assigned teaching duties in an educational


institution shall not be granted annual leave over and above the normal
school holidays.
b. In no case shall a member proceed on holidays before he has completed
his term’s work and he shall return to duty in time to make all necessary
preparation for the coming term, in accordance with such instruction as he
may receive.
c. All other cases of leave with or without pay shall receive the prior
approval of management.
d. Employees shall enjoy a number of days as annual vacation leave in
accordance with their status and rank.
e. Duration of Annual Leave shall be as follows:

i. Certificate ‘A’ Teachers to Assistant


Superintendent : 30 working days

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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.

3. RECALL FROM LEAVE


a. An employee may be recalled from leave by the Service to perform certain
functions/duties as the exigencies of the Service may demand and shall not
forfeit the remainder of his leave.

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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.

4 LEAVE FOR EXAMINATIONS


a. An employee who during working times sits for one of the following
examinations may be granted leave with full pay for those days
which he actually takes the examination paper and for such days as
are actually required for traveling to and from the examination center by the
most direct route; and this period shall not count as emergency leave.
b. Entrance Examinations to Approved Institutions
i. General Certificate of Education (Ordinary or Advanced Level)
ii. S.S.S.C.E.
iii. Approved professional Examinations for further courses in Tertiary
institutions.
iv. Promotions examinations and interviews
v. Degree examinations or their equivalent; and
vi. Examination relevant to the Service.
The provisions for Casual/Emergency Leave shall apply in the case of
employee sitting examinations other than those listed above.
In all cases the employee must apply for approval.

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.

9. EMPLOYEE JOINING SPOUSE ON APPROVED COURSES OF


POSTING OVERSEAS
a. An employee joining the spouse on approved course or posting overseas
shall be entitles to leave without pay. For a period of up to one (1) year
approval shall be given by the Director-General. For more than a year the
Approving Authority shall be the Council.
b. Employees shall attach to their applications either Marriage Certificates or
Statutory Declaration of Marriage from both families of the married
couples as well as certificate confirming their spouses’ postings or
approved courses. In the case of courses, the certificates should be given
particulars of course.

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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.

10. LEAVE WITHOUT PAY TO JOINING OTHER ORGANIZATIONS


a. Leave without pay with retiring benefits shall be granted to employees on
ground of public policy, by the Council for a specific period to enable
them join other organizations the duties of which are related to education,
and other approved services.
b. The employee granted such leave shall not resign from the organization
without first obtaining the consent and approval of the prescribed
authority, otherwise he shall be regarded as having resigned from the
Ghana Education Service as from the date of granting of leave without pay
with loss of all retiring benefits.

ARTICLE 10 – TRAVELLING AND TRANSPORT

1. An employee shall be eligible to claim at the approved rates and in


accordance with existing regulations a refund of traveling expenses within
Ghana for himself/herself, the spouse and dependent children under the
age 18 (eighteen) as follows:
i. On first appointment from training – from his/her hometown to
his/her new station.
ii. On posting – from his/her old station to his/her new station.
iii. On going for attachment or further approved courses – from his/her
station to his/her hometown.
iv. On re-posting after further training from his/her hometown to
his/her new station.

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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.

4. LEAVE WITHOUT PAY TO JOINING OTHER ORGANIZATIONS


a. All heads of 2nd Cycle and Special Schools shall be provided with free
residential accommodation. Where there is no residential accommodation,
the Service shall be responsible for the rents of the officer concerned. The
same shall apply to Directors at the District, Regional/Divisional levels.
b. The Service shall make sure of residential accommodation before
employees are posted to difficult areas.

ARTICLE 11- DISCIPLINE


25
11.01 GENERAL

a) Disciplinary action may be taken against an employee in respect of


any misconduct or negligence on the part of such a employee

b) An employee shall conform to and abide by the Conditions of


Service, Rules and Regulations of the Employer and shall observe,
comply with and obey any reasonable orders and directions which
may, from time to time, be given to him/her in the interest of the
Employer, by any person under whose jurisdiction, superintendence
or control he/she may, from the time be placed.

c) An employee shall serve the Employer faithfully and conscientiously,


and shall maintain the strictest secrecy regarding the Employer
affairs.
d) No employee shall, without the express permission of the Employer
in writing, give any information concerning the internal arrangements
of the GESC or the affairs or policy of the GESC to any person or
persons.

e) No employee shall seek the influence of members of the GES


management, members of any of the Committees of the GESC or of
persons outside the GESC in matters connected with discipline or
conditions of service or with a view to obtaining consideration or
appointment, transfer or promotion.

f) An employee may be requested to discharge any duties required of


her/ him by the GES. He/she may be stationed wherever his/her
presence is considered most useful, except that it shall be within the
professional competence of the employee

26
g) No employee shall receive any gift which may tend to influence
his/her official conduct or as a reward for official action.

h) No employee shall make use of materials which are property of the


GESC for his/her private purposes.

11.02 DISCIPLINARY COMMITTEE

a) The institution of disciplinary actions against an employee for


misconduct or negligence shall be the responsibility of a Disciplinary
Committee appointed by both parties to this agreement.

b) The main duties of such a Committee shall be to make findings of


facts and recommend appropriate penalty/review where necessary to
the GES management.

11.03 DISCIPLINARY PROCEDURE

a) In any proceedings of the Disciplinary Committee, an employee


accused of misconduct or negligence shall be informed in writing of
the basis of the charges leveled against him/her.

b) Any employee accused of misconduct or negligence shall be offered


the opportunity to appear before the Disciplinary Committee for the
purpose of explaining and defending his/her conduct. He may be
represented by an attorney or Union representative as he/she may
deem fit.

11.04 INTERDICTION/SUSPENSION

a) Where an employee has been charged with a criminal offence by the


security agencies, the GES management shall interdict him/her from
his/her duties.

27
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.

c) A written notice of interdiction or suspension shall be given to the


employee concerned. Such notice shall state the date from which the
interdiction takes effect and the reasons for the interdiction.

d) It shall be unlawful for any interdicted or suspended employee to


carry out his duties or visit his/her place of work except with the
express permission of management.

e) An interdicted or suspended employee shall receive two-thirds of


his/her salary for the period of interdiction/ suspension.

f) If disciplinary proceedings do not result in the employee’s dismissal


or removal the remaining one-third of the salary shall be restored to
the employee.

11.05 SUSPENSION FROM DUTY WITHOUT PAY


a) Where the GESC management is satisfied that an Employee has
committed an offence of such nature as not to warrant dismissal or
termination of appointment, he/she shall be suspended without pay
for a period not exceeding fourteen (14) days

b) It shall be unlawful for any medical practitioner so suspended to carry


out his duties or visit his/her place of work without the expressed
permission of management.

28
c) Notice of suspension shall be conveyed in writing to the Employee
concerned, and a copy shall be served on the Union.

11.06 DEFERMENT OF INCREMENT

a) Any Employee’s increment may be withheld on grounds of


inefficiency or unsatisfactory work or unsatisfactory conduct.

b) Where an Employee has not earned his/her annual increment and


his/her superior is satisfied that the Employee’s increment may be
deferred, the superior shall inform GESC or its representative with a
full statement of reasons for recommending the deferment of the
Employee’s increment.

c) GESC or its representative shall notify the Employee of the intention


to defer his/her increment and shall assign reasons for such action and
shall indicate the duration of deferment of the increment.

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.

e) Any Employee whose increment is deferred shall lose the amount of


increment which he/she otherwise would have drawn for the period
during which the increment was withheld.

11.07 WARNING LETTER

a) Where the conduct or work of an Employee has proved unsatisfactory


or where he/she commits an offence which does not warrant
termination of appointment, written warning may be given. Three
written warnings, followed by a further offence warranting a written
29
warning within any twelve (12) consecutive months, may result in the
termination of the Employee’s appointment.

b) For a first offence, however, the Employee may be warned verbally


in the presence of an executive member of the GNAT or his/her
representative and the oral warning documented for record purposes.

c) Before a warning letter is given, the Employee shall be permitted to


state to management his/her answer to the offences or shortcomings
which have been leveled against him/her. The Employee shall also be
permitted to reply in writing.

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.

e) The GESC agrees to keep the GNAT informed of all disciplinary


measures.

11.08 TERMINATION OF APPOINTMENT


a) Termination of appointment of an Employee can be made on the
grounds of inefficiency and misconduct provided that the Employee
had been warned previously in writing by the Employer.

b) A confirmed Employee shall be entitled to one (1) month’s notice in


writing or one (1) month’s salary in lieu of notice.

30
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

An Employee’s appointment may be terminated including but not limited


to any of the following proven misconduct
a) Fraud
b) Drunkenness whilst on duty
c) Willful disobedience to legitimate and reasonable instructions or
gross insubordination
d) Dishonesty in service, such as falsification of records, stealing of
Hospital’s or other employee’s property on any premises of the GHS.
e) Conviction of a criminal offence: other than a misdemeanour
f) Persistent dereliction of duty
g) Insolence with violence
h) Immoral acts on Hospital premises
i) Willful damage to or destruction of Hospital’s or other employee’s
property on any premises of the Hospital
j) Physical assault on GES’s premises
k) Fighting on GES’s premises.
l) Malicious spreading of false and detrimental reports whether written

or spoken.

11.10 MISCONDUCT AND NEGLIGENCE (WHICH MERIT MINOR PENALTIES)

Minor penalties are:


(i) Verbal warning
(ii) Written warning
(iii) Suspension from duty without pay.

31
The following proven misconduct may attract minor penalties

a) Damage to GES’s property through carelessness


b) Willful, deliberate or continuous violation of safety rules and practice

c) Smoking in unauthorized areas of the GES facilities


d) Disorderly conduct on GES facility
e) Persistently leaving place of work before closing time without
permission
f) Malingering
g) Absenteeism
h) Persistent lateness for work
i) Coercion, intimidation or threatening of fellow employee or use of
insulting or indecent language towards another employee
j) Breach of confidentiality

11.11 SEXUAL HARASSMENT AND DISCRIMINATION

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.

32
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.

(c) Every Employee has a right to freedom from harassment in the


workplace because of sex by his or her employer or agent of the
employer or by another employee. Such harassment shall be defined
as follows:

i) a sexual solicitation or advance made by a person in a position


to confer, grant or deny a benefit or advancement to the person
where the person making the solicitation or advance knows or
ought reasonably to know that it is unwelcome; or

ii) a reprisal or threat of reprisal for the rejection of a sexual


solicitation or advance where the reprisal is made or threatened
by a person in a position to confer, grant or deny a benefit or
advancement to the person.

(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.

ARTICLE 12 – GRIEVANCE PROCEDURE


In the event of differences arising between the Service and the Association
or the Service and the employees or should any local trouble of any kind
arise at any level pertaining to interpretation, application, non-application or
violation of this agreement, the following procedure shall be adopted to
ensure a peaceful industrial atmosphere within the Service.

33
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.

ARTICLE 13 – LEAVING THE SERVICE

The modes by which an employee may leave the Ghana Education shall
be as follows:

34
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.

1. TERMINATION OF APPOINTMENT OR REMOVAL FROM


SERVICE
a. Notice of termination shall be addressed to the Director General.
b. Where an employee is of a rank lower than that of Superintendent or
analogous grade either side shall give one month’s notice in writing or one
month’s salary in lieu of notice. In the case of employees of the rank of
Superintendent and above or analogous grade three (3) months notice in
writing or the payment of three (3) month’s salary in lieu of notice shall be
required on either side.
c. Except for disciplinary or other special reason, notice shall be given for
both termination and resignation at the end of a school term. For this
purpose and to safe-guard continuity of service, school terms shall be
considered to extend from 1st September to 31st December, from 1st
January to 30th April, and from 1st May to 31st August or as amended from
time to time.

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.
35
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.

4. RETIREMENT ON MEDICAL GROUNDS

a. The authority for declaring that an employee is incapable by reason of


infirmity of mind or body of discharging the duties of his post shall be the
Director of
b. Medical Services on the recommendation of a medical board after the first
six (6) months of sick leave.

5 IN THE EVENT OF DEATH.


i. On the death of an employee, transport expenses from the employee’s
station or place of death to place of burial shall be borne by the
Service.
ii On the death of an employee the Service shall provide a coffin or a
stated amount in lieu of a coffin and specific Cartons of Beer,
36
Schnapps and Crates of soft drinks as determined by the parties to this
agreement..
iii. In the event of death the spouse and/or dependent of a deceased
member of staff shall be allowed to live in the house or other living
accommodation provided by the Service up to a period of three months
and rent-free.
iv. A deceased employee’s salary payment shall cease at the end of the
month of his/her death.
v. Any earned leave of a deceased employee shall be commuted into cash
and payed to the next of kin.
vi. Salary and other benefits which have accrued to the deceased shall be
paid to his nominee. Where a nominee has not been specified the
amount shall be paid to his spouse and children upon production of
Letters of Administration.

ARTICLE 14 – OTHER BENEFITS

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

37
(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.

(ii) In the case of the death of a Employees father or mother, the


donation shall be two million cedis (¢2,000,000).

3. LONG SERVICE AWARDS


The GHSC shall present Long Service Awards to deserving Employees as
follows:
(i) An Employee with 10 years service – two months basic salary, a
certificate plus a gift not exceeding ¢400,000 cash in lieu.

(ii) An Employee with 15 years service – four months basic salary, a


certificate plus a gift not exceeding ¢600,000 or cash in lieu.

(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.

ARTICLE 15 – PROVIDENT FUND

The employer shall institute a Provident Fund scheme for nurses and
contribution to the Fund shall be as follows:

i) Contribution by Employer – 10% of Employee’s basic salary


38
ii) Contribution by Employee - 5% of Employee’s basic salary

The Provident Fund shall be administered by a Fund Management on


behalf of the beneficiaries.

ARTICLE 16 - ASSOCIATION DUES AND ACTIVITIES

1. ASSOCIATION DUES

a) GNAT will deduct from each employee covered by this Agreement


an amount equal to the regular monthly Association dues agreed by
the Association.

Where an employee has no dues deducted during the payroll period


from which dues are normally deducted, that deduction shall be made
in the next payroll period provided the employee has earnings in the
next payroll period.

If the failure to deduct dues results from an error by the employer,


then, as soon as the error is called to its attention by the Association,
Union shall make the deduction in the manner agreed to by the
parties. If there is no agreement, GNAT shall make the deduction in
the manner prescribed by the Association.

b) Such dues shall be deducted monthly and in the case of newly


recruited employees, such deductions shall commence in the month
following their date of employment.
c) The amount of the regular monthly dues shall be those authorized by
the Association and the Association shall notify the employer of any
changes therein and such notification shall be the employer’s

39
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.

d) In consideration of the deducting and forwarding of Association dues


by the employer, the Association agrees to indemnify and save
harmless the employer against any claims or liabilities arising or
resulting from the operation of this Article.

e) The amounts so deducted shall be remitted monthly to the


Association, not later than the end of the month following the month
in which the dues were deducted. In remitting such dues, the
employer shall provide a list of officers from whom deductions were
made, their work site (if the bargaining unit covers more than one
site) and the medical practitioners’ Social Security Fund numbers.
The list shall also include deletions and additions from the preceding
month highlighting new employments, resignations, terminations,
new unpaid leave of absence of greater than one (1) month and
returns from leaves of absence. A copy of this list will be sent
concurrently to the Local Association. Where the parties agree, the
employer may also provide the information in an electronic format or
on a computer disk. If the central parties are able to agree on a
template for dues related information, it will be distributed and jointly
recommended to the Hospitals.

f) The employer agrees that an officer of the Association or


representative shall be allowed a reasonable period during regular
working hours to interview newly hired employees during their
40
probationary period. During such interview, membership forms may
be provided to the employee. These interviews shall be scheduled in
advance as determined by local negotiation and may be arranged
collectively or individually by the GHS.

2. ASSOCIATION ACTIVITIES

a) The Association may hold meetings on employer’s facility premises

providing permission has been first obtained from the Chief


Administrator.

b) The Association shall keep the employer notified in writing of the

names of the Association representatives and/or Committee


members and Officers of the Local Association appointed or
selected under this Article as well as the effective date of their
respective appointments

c) All reference to Union representatives, committee members and

officers in this Agreement shall be deemed to mean employee


representatives, committee members or officers of the Local Union.

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.

e) The Employer agrees to give representatives of the Ghana National

Association of Teachers access to the premises of the employer for


the purpose of attending grievance meetings or otherwise assisting
in the administration of this Agreement, provided prior
arrangements are made with the Administrator. Such representatives

41
shall have access to the premises only with the approval of the
Administrator, which will not be unreasonably withheld

f) Where an employee makes prior arrangements for time off for a

tour of duty, the employer shall not be scheduled to work that day.

g) Employees who are members of committees pursuant to this

Agreement will suffer no loss of earnings for time spent during


regular working hours for attending committee meetings.

ARTICLE 17– RESPONSIBILITIES OF PARTIES TO THE AGREEMENT

a) Both parties recognize that this Agreement imposes serious duties


and responsibilities on the Union as well as the GESC.

b) Nothing in this Agreement shall adversely affect salaries/wages and


existing terms and conditions of service of any individual
employee

SIGNATURE OF THE AGREEMENT


THE DEED OF AGREEMENT THUS DONE AT ACCRA
ON THIS …………………………………………… DAY OF ………………….

3.1 SIGNED FOR AND ON BEHALF OF GOVERNMENT OF GHANA


NAME………………………………………..
SIGNATURE………………………………..

42
TITLE (DESIGNATION) ……………………………..
DATE…………………………………………………..
OFFICIAL SEAL

3.2 WITNESS FOR AND ON BEHALF OF GOVERNMENT OF GHANA


NAME …………………………………………
SIGNATURE………………………………….
TITLE (DESIGNATION)……………………………….
DATE……………………………………………………
OFFICIAL SEAL………………………………………

3.3 SIGNED FOR AND ON BEHALF OF GHANA NATIONAL ASSOCIATION OF


TEACHERS:
NAME:………………………………………………….
SIGNATURE……………………………………………
TITLE (DESIGNATION) ……………………………..
DATE:…………………………………………………
OFFICIAL SEAL……………………………………..

3.4 WITNESS FOR AND ON BEHALF OF THE GHANA NATIONAL ASSOCIATION


OF TEACHERS:

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.

43
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:

1.1 Craftsman Grade 1


(a) Qualification:
Craftsman with demonstrated natural acquired practical skill and
experience. Can
Progress to Craft Instructor Grade ll. (after how many years)….
1.2 Craft Instructor Grade ll
(a) Qualification: (for how long?)…
i. Social Welfare Craft Certificate
ii. N.V.T.I. Trade Test Grade ll, or
iii. M.S.L.C. plus certificate in recognized craft course.
(b) Duties: Teaching of craft in Basic Institution

(c) Progression:

44
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.

1.3 Craft Instructor Grade l


(a) Qualification:
iii. Craft Instructor Grade ll with three years satisfactory service including
work
Inspection Report by the inspectorate Division of Ghana Education
Service.
(b) Duties: Teaching of Craft in Basic Institutions
(c ) Progression:
Eligible for promotion to the grade of Senior Craft Instructor after
at least three Years satisfactory service including Work Inspection
Report by the Inspectorate Division of Ghana Education Service.

1.4 Senior Craft Instructor:


a. Qualification
Craft Instructor Grade l with at least three year’s satisfactory service
including Work Inspection Report by the inspectorate division of
Ghana Education Service.
b. Duties:
Teaching of craft in Basic Institutions
c. Progression:
Eligible for promotion to the grade of Principal Craft Instructor
after three years satisfactory service.

1.5 Principal Craft Instructor


a. Qualification:

45
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.

1.7 Senior Supervisory Craft Instructor


a. Qualification:
Supervisory Craft Instructor with 3 years satisfactory work.
b. Duties: Regional supervision of craft work.

46
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.

1.9 Technical Instructor:


a. Qualification:
i. Intermediate/Craft City and Guilds Certificate or approved
equivalent in appropriate subject; or
ii. National Vocational Training Institute National
Craftsmanship certificate or an approved equivalent
certificate obtained through recognized apprenticeship
training system.
For Business Education teacher – Royal Society of Arts
Certificate, 9or an equivalent0 in three subjects, at least one
of which must be Stage lll in the subject area and the rest not
below Stage ll and in addition two years’ relevant work
experience.
b. Duties
Teaching/Demonstration in basic Schools
c. Progression

47
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.

1.10 Senior Technical Instructor – for Technical Teacher


a. Qualifications:
i. Technical Instructor with intermediate city and Guilds
Certificate or an approved equivalent in appropriate subject
with at least three years’ satisfactory teaching experience in
the grade of Technical Instructor, or
ii. Final/Advanced City and guilds Certificates; or
iii. Intermediate City and Guilds or approved equivalent plus
three years relevant industrial experience; or
iv. Two/three-year Post Secondary Polytechnic Training.
v. And in addition officers entering this grade either direct or by
progression will be expected to attend approved short courses
in Education.

1.11 Senior Technical instructor - For Business Education Teacher


i. Technical instructor with Royal Society of Arts Certificate, (or its
equivalent0 in three subjects, at least one of which must be Stage lll
and the rest not below Stage ll with at least three years satisfactory
teaching approved aggregate work experience in the grade of
Technical Instructor.
ii. And in addition officers entering this grade either direct or by
progression will be expected to attend an approved short course in
Education.
iii. Two/Three Post Secondary Polytechnic Training.
iv. Progression – By further professional or academic qualification.

48
2. PROFESSIONAL TEACHING STAFF

The following employees shall constitute professional teaching staff.


2.1 Teacher/Superintendent II
2.2 Superintendent I
2.3 Senior Superintendent II
2.4 Senior Superintendent I
2.5 Principal Superintendent
2.6 Assistant Director II
2.7 Assistant Director I
2.8 Deputy Director
2.9 Director II (Deputy Director)
2.10 Director I
2.11 Deputy Director-General
2.12 Director-General

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.

2.1.2 Certificate ‘A’ Handicraft Teacher


Qualification

49
M.S.L.C. OR ITS EQUIVALENT AND SUCCESSFUL
COMPLETION OF A 4-5 YEAR Handicraft Teacher Education
course.

2.1.3 Certificate ‘A’ Post-Secondary


a) Qualification
S.S.S.C.E or G.C.E. ‘O’ Level in four subjects including English
and Maths or S.C. or its equivalent and successful completion of
three years Teacher Education course.
b) Duties – Teaching in Basic Institutions
c) Progression – Eligible for promotion to the grade of Assistant
Superintended.

2.2 SUPERINTENDENT I
Qualification for Cert. ‘A’ 4-year, Post Sec. (3yr)
Duties – Teaching in Basic Institutions.

. i. Promotions by Long Service:


Three years post training teaching experience, relevant in-service
training and satisfactory appraisal by head of department.

ii. Shorter Promotion period:


In exceptional cases a teacher who has performed diligently during
appraisals, could recommend by the authorities for promotion
before the three-year period.

2.2.1 For Technical Teachers

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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.

1.2.2 For Industrial Art Teacher


Two advanced level GCE passes (or an approved equivalent in either
wood or Metal work and in either wood or Metal work and in either
Building or Engineering Drawing plus a recognized Technical
Teachers’ Certificate.

For Business Education Teacher:


i. Three Advanced Level royal Society of Arts (RSA) passes or
an approved equivalent; or
ii. Parts l and ll or Institute of Chartered Secretaries and
Administrators (ICSA), or an approved equivalent; or
iii. Foundation A&B of:

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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.

2.3 SENIOR SUPERINTENDENT II

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

ii. Shorter Promotion Period:


In exceptional cases, a teacher who has performed diligently during
appraisals could be recommended by the authorities for promotion before
the three-year period.
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2.3.1 For Technical Teacher
i. Three years teaching experience in the grade of Assistant
Superintendent plus possession of a recognized Technical Teachers’
Certificate; or
ii. Final/Advance City and Guilds or an approved equivalent plus three
years industrial experience plus a recognized Technical Teachers’
Certificate; or
iii. Full Technological Certificate (FTC) plus final/Advanced City and
Guild; Certificate or an approved equivalent plus a recognized
Technical Teachers certificate; or
iv. Diploma in Technical/vocational education from UCEW, Kumasi
Campus; or approved equivalent; or
v. Mechanical Engineering technician Part lll or an approved
equivalent plus a recognized Technical Teachers’ Certificate’ or
vi. Construction Technician Part ll Plus a recognized Technical
Teachers’ Certificate; or
vii. Kwame Nkrumah University of Science and Technology (KNUST)
Diploma; or
viii. A recognized Technical Teachers’ Certificate.

2.3.2 For Industrial Arts Teacher


i. Three years teaching experience in the grade of Assistant
Superintendent plus possess ion a recognized Technical Teacher’
Certificate: or
ii. Diploma in Business Studies from UCEW Kumasi Campus or its
equivalent.]

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) Progression – Eligible for promotion to the Senior


Superintendent grade.

2.4 SENIOR SUPERINTENDENT I


(a) Qualification
i. Superintendent with minimum of three years satisfactory service:
ii. Recognised University Degree or Non-Professional Graduate
Teacher.
iii. Final Certificate of institute of Chartered Secretaries and
Administrators (ICSA) or an approved equivalent. Association of
International Accountants plus a recognized Technical Teachers
Certificate.
(b) Duties as under Superintendent with added responsibilities.
(c) Progression – Eligible for promotion to the grade of Principal
Superintendent.

2.5 PRINCIPAL SUPERINTENDENT


a) Qualification
i. Recognized University Degree with appropriate subjects with
approved teaching qualification.
ii. Senior Superintendent with three years satisfactory service,
appraisal and interview.
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iii. Three years satisfactory service for non-graduate professionals on
Senior Superintendent Grade appraisal and interview.
b) Duties
i. Inspection/Supervision of 1st & 2nd Cycle Institutions.
ii. Teaching in 1st and 2nd Cycle institutions with added
responsibility.
iii. Headship of 1st Cycle Institution with at least two (2) streams and
Junior Secondary School.
iv. Administrative/Research duties.

c) Progression – Eligible for promotion to the grade of Assistant Director.

2.6 ASSISTANT DIRECTOR II


a) Qualification
i. Three years successful performance for graduate professional
teachers on the Principal Superintendent Grade, appraisal and
interviews.
ii. Three years successful performance for non-graduates
professional on Principal Superintendent grade, appraisal and
interview.
In both cases, successful candidates would be sponsored for relevant
management courses in recognized management institutions. Career
teachers on approved courses in University/Diploma level institutions could
be promoted on course or fall in the line with the next batch of promotees
on successful completion of their courses.

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.

c) Progression – Eligible for promotion to Director ll

2.7 ASSISTANT DIRECTOR I


2.8 DEPUTY DIRECTOR

2.9 DIRECTOR ll
a) Qualification

i. Possession of a recognized University Degree


ii. Three (3) years or more post qualification experience as an
Assistant Director Appraisal report and passing an interview.
Attendance of Senior Management course at recognized
management Institution to be sponsored by the Service.
b) Duties
i. As Deputy to Director l
ii. District Director of Education
iii. Head of Senior Secondary Schools/Principal of Teacher Training
College or Technical College.
iv. General Managers of Educational Units

c) Progression – Eligible for promotion to the grade of Director l

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.

2.11 DEPUTY DIRECTOR-GENERAL


Appointed by the Head of State on the advice of the Ghana Education
Service Council and in consultation with the Public Services
Commission.

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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