Dear Editor,
A prospective candidate wondered why your editorials have not enquired about the number of positions of Heads of Departments advertised as vacant in GGMC these past weeks, positing that it was abnormal for most organisations, particularly of the public sector, to operate with such a vacuum for an indefinite period:
– Manager, Mines
– Manager, Geological Services
– Manager, Environmental
Division
– Manager, Administration
– Human Resources Manager
– Assistant Commissioner, Finance
– Chief Security Officer
The enquirer speculated that it could not be as a result of resignations, unless of course they were forced, which is the same as if the incumbents were fired – leading one to speculate about the nature of any Board decisions, and the latter’s implications, given the current work environment projected in comparable areas. It can hardly be described as a ‘clean sweep’. Indeed it will be more described as a dredgeful move by normal organisational standards.
The situation leaves some to wonder about the professional context of decision-making of the Commission’s Board, moreso its ability to select now the right candidates for the respective advertised positions. But even with such an achievement, there still remains the very fundamental management component to be addressed – that of Succession Planning in order to provide for such vacancies to be filled from within the Commission in the future.
But in turn such a programme must be based on well organised and objectively conducted performance appraisal exercises. The Question is: Where lies the capability? Time for introspection!
Sincerely,
Conscientious Observer