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The Recruitment Training and Development Directorate (RTDD) is one of the key Directorates of the Office of the Head of the Civil Service (OHCS) and it exist to recruit, train, and develop the appropriate human resource base for efficient performance of the Civil Service.
Structurally the Directorate is overseen by a Director who in turn reports to the Chief Director, OHCS.
There are two (2) main units under the Directorate namely:
1. Recruitment Unit
2. Training and Development Unit
Vision
A transformative Recruitment and Capacity Development Directorate providing a competitive workforce for the Civil Service.
Mission
The RTDD exists to cultivate a skilled and flexible workforce through inventive recruitment and tailored capacity development initiatives for a competitive Civil Service using transparent and fair processes, modern technology, and motivated staff.
Objectives:
• To strengthen the capacity of Ministries and Departments (MDs) to effectively manage and develop their staff through the provision of transparent Recruitment and Training Policy Guidelines.
• To ensure the expeditious processing of recruitment of the general class officers and Civil Servants as a whole.
Functions of the Directorate:
• Initiates the formulation, review and implementation of Human Resource related policies, guidelines, standards and programmes for the Service.
• Monitors and co-ordinates Human Resource Management (HRM) activities of Ministries and Departments (MDs) in Recruitment and training to ensure a commitment to fairness and uniformity in the application of rules.
• Facilitates strategic service-wide training programmes for the Civil Service.
Mrs. Elizabeth Obeng-Yeboah is the Director for the RTDD, OHCS. Mrs. Elizabeth Obeng-Yeboah (Mrs.) emerges as a very accomplished Human Resources Professional with over 20 years of expertise in all aspects of Human Resources and Administration, as well as programs and initiatives in the Ghana Civil Service. During this time, Elizabeth has overseen administrative duties, gender development, project beneficiary capacity building, and reforms.
Elizabeth has also overseen the Ghana Civil Service’s Performance Management as well as the development of the Ghana Civil Service Annual Performance Report. As a result of her skills, Elizabeth can deliver fruitful and long-lasting results for high-level clientele.
She is currently in charge at the strategic level of affairs, overseeing the recruitment of prospective candidates into the Civil Service as well as their training and development. Elizabeth is also the Director in Charge of the Service’s Reforms. She oversees the management of all reforms in the Service, both in terms of systems and structures.
She serves Ghana’s 28 Ministries, two Extra-Ministerial Organizations, and 23 Departments. She possesses good interpersonal relationships with her colleagues, subordinates, and Senior Civil Service Staff, She is skilled at persuading and influencing high-ranking individuals in addition to her position as a Human Resources Professional. Her judgements are trusted and respected, and her opinions are highly regarded.
Elizabeth graduated with a Bachelor of Education, Social Science. She gained a strong interest in management because of her education. As a result, she continued her study and earned an Executive Master’s in Business Administration, Bachelor of Laws and Master of Laws (ADR), 2008, 2016 and 2020 respectively. The study concentration is in the areas of Human Resource Management. Strategic Management, among others.
WORK AREAS OF THE UNITS
Based on the functions and key objectives of the Directorate, there are three (3) main work/focus areas. Details of each focus area is listed below:
A. Recruitment
i. Analyses and advises on the human resource requirements of the Civil Service
ii. Develops and coordinates annual recruitment plans for the Civil Service.
iii. Implement annual recruitment plans for the Civil Service.
iv. Reviews and processes applications for recruitment and replacement of Staff.
v. Facilitate the organisation of Civil Service Graduate Entrance Exams.
vi. Facilitate the interviewing process of qualified applicants.
vii. Facilitate the induction and onboarding of newly recruited staff.
B. Training and Development
i. Develop Civil Service Training policies and guidelines.
ii. Collate annual training plans and reports of Ministries /Departments.
iii. Prepares composite training plans for the Civil Service.
iv. Identifies and prioritises options for service-wide training.
v. Monitors the implementation of service-wide capacity development interventions.
vi. Coordinates/ Commissions impact assessment of training and development programmes.
vii. Liaises with relevant stakeholders and development partners for training interventions.
viii. Responds to all study leave requests.
ix. Facilitates the induction of newly recruited staff.
x. Collates data on staff on study Leave and coordinate knowledge sharing platform.
xi. Identifies and selects Officers for training at GIPA- Senior Management Development course.
C. Civil Service Training Institutions
i. Provide administrative support and monitor plans and programmes of the Institutions.
In addition to the above, the Directorate also supervises and oversees the implementation of the under listed focus areas;
ii. Management of strategic Partnerships (Emerging Public Leaders (EPL), JICA programmes, Chinese programmes, etc.)
Initiate the formulation/review and implementation of policies, guidelines, standards and programs on Career Management for the Service.
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