D. HUMAN RESOURCE MANAGEMENT
GYEEDA does not have clearly defined HR policies. As a result, recruitment, placement of personnel, promotions and performance management did not follow best practices. Placement in positions at the Headquarters, Regional Offices and District Offices were not based on qualification, experience and competence. Cronyism and political patronage was reported as existing from the inception of NYEP and these influences negatively impacted performance..

GYEEDA does not have an adequate system to regulate the orderly allocation of duties and responsibilities, and monitoring of performance. Information flow and feedback amongst top management personnel as well as the generality of staff, at the Head Office, in the Regions and Districts, were highly unsatisfactory. GYEEDA lacks a staff appraisal system. This has partly resulted in the absence of a defined reward and sanctions system. Typically, this leads to an environment where staffs think that hard work does not pay off and poor services will go unpunished. Consequently, "anything goes" and there is little or no motivation to deliver quality services to GYEEDA's ultimate clients, the beneficiaries.

A close examination of the qualifications and experiences of the current members of the Management Team revealed that some of them did not have the requisite qualification for appointment to the positions they were encumbering. There was at least one instance where the O level Certificate provided by a management team member, Mr. Tapsoba Alhassan was found to be a fake one. The Committee recommends reference of this case to the Office of the Attorney General and / or the Ghana Police Service for necessary action.