President John Dramani Mahama’s decision to suspend post-retirement contract appointments in the public service has ignited a debate that cuts to the core of Ghana’s technical capacity in critical sectors such as health and education.
While the policy is widely praised as a means of addressing youth unemployment and fostering a generational turnover within the government, experts warn that the move may expose deeper structural vulnerabilities in areas where there is an acute scarcity of highly trained professionals.
Dr. Richard Abankwa Agyepong, a senior lecturer at the University of Education, Winneba, cautions that a one-size-fits-all application of the ban could prove detrimental in sectors that rely on the sustained expertise of experienced personnel. “You can’t depend on someone forever. What if they’re gone tomorrow? The country can’t shut down because one technical expert isn’t available,” he observed, highlighting the risks posed by an abrupt loss of institutional knowledge. In regions where retired nurses, doctors, and teachers have long been recruited on temporary contracts to fill critical service gaps—especially in rural communities—the potential for disruption is particularly concerning.
Those in favor of the policy emphasize its potential to revitalize public service with fresh talent and lower the long-term burden on the pension system, yet there is a growing chorus calling for transitional measures. Rather than extending full-time contracts, some experts suggest that retiring professionals in technical fields might be better utilized in mentorship or consultancy capacities. This approach, they argue, would facilitate the gradual transfer of skills and expertise, ensuring that younger staff are not left unprepared to assume pivotal roles.
There is also an emerging consensus on the need for a comprehensive national strategy to address the broader challenges in workforce planning, one that integrates succession planning and enhanced investment in technical training. As Dr. Agyepong emphasizes, the issue extends beyond mere labor replacement; it is a matter of policy and long-term national competitiveness. In an environment where youth unemployment remains a pressing concern, the challenge lies in striking a balance between making room for new talent and preserving the expertise necessary to maintain essential public services.
This debate unfolds against the backdrop of a broader policy shift that could redefine the nation’s public service landscape. The current directive, aimed at curbing immediate fiscal pressures and fostering generational renewal, inadvertently spotlights the urgent need for targeted investment in education and workforce development. As policymakers seek to navigate these complexities, the coming months will likely reveal whether the strategy can both modernize the civil service and secure the technical expertise vital for the continued provision of health and education services.
