1. PRESENTED BY: HRM&DD, LGSS 1

2. 1. the commencement of the functioning of the decentralized departments at the district level as Departments of the District Assemblies; 2. transfers the functions in the Third Schedule to this Instrument (L.I 1961) to the relevant Departments of the District Assemblies; 3. introduces the composite budget system at the district level by integrating the budgets of the Departments of the District Assemblies into the budgets of the District Assemblies; 4. transfers the staff of the Departments of the District Assemblies from the Civil Service to the Local Government Service 2

3.  The Scheme of Service is a management tool crafted to provide a coherent framework to facilitate:  the recruitment  development and career progression of staff  The relevance of such a document is so critical in the evolution of the Local Government Service, as a distinct public Service organization in Ghana and in compliance with the provisions of the Local Government Service Act, Act 656 3

4. 4

5. The purpose of the Scheme of Service is to provide the Local Government Service with a policy guideline which will ensure that all staff are:  Highly motivated  Disciplined  Loyal and equipped with the relevant skills and knowledge. 5

6.  Scheme of service were prepared for occupational groups and not departments.  All professional groups performing similar functions across the service with identical educational background were grouped together irrespective of the department e.g. Engineering class, secretarial class, Technical officer class;  Merged department have had their occupational groups integrated, new nomenclature adopted, requirements for entry and progress harmonized;  Scheme of Service for Local Government inspectors have not been included because it was assumed their roles would be phased out by the Internal Auditors; 6

7.  In the Districts:  Disaster Management,  Fire Service,  Forestry and wildlife Departments are not under the technical control of the Assemblies,  their scheme of service are therefore handled by their parent organizations.  (they were established by acts of parliament)  Human resource class has been created with Personnel class categorized as sub-professional.  All grade levels now have direct entry provisions to ensure that officers do not become complacent. 7

8. The outline of the scheme of service defines:  The objectives of the job position and responsibilities;  Grade levels and corresponding salary ranges;  Summary of the degree of responsibility and the duties of the job for each level;  Condition for entering to, and progression through each grade includes: 8

9. i. Qualifications. ii. Minimum period of service required for each grade. iii. Detailed job training and experience requirement. iv. Procedure for promotions and class transfers. v. Requirement for minimum service in the Regions and districts where necessary. vi. Framework for career development, management and succession planning. 9

10.  Job title:  Grade level:  Job level:  Qualification and Experience:  Mode of Entering:  Passive: through the ranks, Career progression  Direct : through recruitment  Training needs 10

11. A.Administrative Group Classes 1.Administrative Class 2.Human Resource Class 3.Secretarial & Receptionist Class 4.Security Class 5.Transport Class 6.Auxiliary Class 7.Supply And Materials Class 8.Agricultural Class 9.Births & Deaths Registry Class 10.Cooperative Class 11.Development Planning Class B.Engineering Group Classes 12.Engineering Class 13.Architects Class 14.Estate Management Class 15.Quantity Surveyor Class 16.Technical Class 17.Environmental Health Class C.Finance Group Classes 18.Accounting Class 19.Budget Class 20.Revenue Class 21.Management Information System (MIS) Class 22.Physical Planning Class 23.Rural Housing Loan Officers Class 24.Social Welfare & Community Development Class 11

12. 12

13. THANK YOU 13