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Ghana: GWCL and AVRL Collide Over Promotions
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Public Agenda (Accra)
4 July 2008
Posted to the web 4 July 2008
A number of promotions proposed by the Management of Aqua Vitens Rand Ltd (AVRL) have raised eyebrows and set AVRL and the Management of Ghana Water Company Limited (GWCL) on collision.
As was expected, the new promotions and portfolios came with additional costs by way of salaries. In fact AVRL has indicated that it voted GHC4.7 million into the 2008 budget to pay salary increases, which was approved by GWCL. But the vibes emanating from the corridors of both organizations indicate all is not well between the guarantor (GWCL) and the operator (AVRL).
This was worsened by a newspaper publication on June 13, suggesting that all was not well between the two players in Ghana's water sector, due to the long list of wholesale promotions and accompanying high salaries.
Prompted by the newspaper publication, the MD of AVRL, Mr. Andrew Barber, in an internal memo said, "my personal belief is that a few people who are against AVRL being in Ghana are seriously attempting to disrupt a fair and equitable process that will benefit many employees."
He said an attempt by the few to plant misleading and erroneous information in the press (referring to the Insight publication of 13-06-08) is aimed at turning the workers against AVRL. "You have worked for AVRL long enough now to determine if you trust to look after your welfare", Barber threw the challenge to the workers.
He explained that AVRL had accepted a panel recommendation to create the new portfolios and on June 3rd formally notified GWCL. 'Since being ready to proceed, we have had a number of reactions imposed on us by management at GWCL that we had not anticipated or expected."
Some of the actions, according to the memo include: seek further approval from the Board of Directors, review human resource policy and procedure, salary scales and schemes of service, ensure that appointments to higher positions follow laid down procedures such as interviews, review GCWL job descriptions against new AVRL job descriptions, establish interview panels, create a new panel to agree on placements and prepare documentation packs for interviews etc.
Mr. Barber explained in the memo that try as they have, GWCL management seem not be in agreement with the new establishments. 'Any further delay is a significant risk to the company and our performance. I am also aware that the situation is causing considerable distraction, unrest and uncertainty for employees. I consider that this cannot be allowed to continue."
The AVRL boss said his only remaining cause of action was to abort the proposed positions and revert to the old establishment structure after consultations with employees.
"It is of great concern that the failure to make appointments into the new establishments prevents us from: bringing about the much needed shift to increase customer and commercial focus, centralize our policy making activities and standardizing the way the company operates, increasing accountability and productivity, dealing with high level corruption within the company and improving the company's image among others.
In a bid to calm down the workers, Barber asked them to consider the efforts AVRL management has made on their behalf. Some of the efforts include: gained approval for increased monthly salaries, free AIDS and TB testing and treatment for staff and their families, increased expenditure for health and safety and related activity, no redundancies, over 300 new computers in 2007, Friday work wear and identity badges, GHC10,000 contribution to the Women's Association and Upgrading of many offices and general tidying up sites.
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Interestingly, the company's record on water distribution was absent on the list of its achievements.
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