GHANA EDUCATION SERVICE

COUNCIL

Republic of Ghana

CODE OF CONDUCT
FOR STAFF OF THE
GHANA EDUCATION SERVICE

REVISED -JUNE 2017

 ACKNOWLEDGEMENT

The Ghana Education Service (GES) Council

wishes to acknowledge the invaluable
contributions made by a number of
organisations (both public and private) and
individuals in the development of this Code of
Conduct. The Council owes its special
appreciation to the Office of Women in
Development, Bureau for Economic Growth,
Agriculture and Trade, United States Agency
for International Development (USAID), to the
guaranteed AED-Ghana: Centre for
Educational Development, Evaluation and
Management under the terms of contract No.
GEW 1-02-02-00019-00.

This support enabled the developers of the

Code to probe and deepen their understanding
of the United Nations Convention on the Rights
of the Child (CRC) which was ratified by Ghana
in 1990 and the Children's Act of 1998, (Act
560) and their implications for Educators in the
context of disciplining learners and their

i
responsibility to uphold and protect the rights of
pupils and students put in their charge.

Aside our Development Partners, a number of

national organisations have collaborated with
the GES to bring this Code into fruition. The
Public Services Commission (PSC), provided
technical support to ensure that in dealing with
matters of discipline and misconduct in the
GES, the policies, processes and procedures are
in consonance with accepted principles and
practices in the Public Services of Ghana.

At various stages of the development of this

Code, the pre-tertiary Education Sector Unions
— The Ghana National Association of Teachers
(GNAT), National Association of Graduate
Teachers (NAGRAT), Coalition of Concerned
Teachers — Ghana (CCT-Gh.) and Teachers
and Educational Workers' Union (TEWU)
critiqued the draft and made important
recommendations to reflect the current
liberalized Industrial Relations practice in the
country. Not only that, the Unions graciously
and in the true sense of collaboration with
ii
Management co-sponsored and participated in a
Technical Committee Workshop to review and
fine-tune the draft Code. Council takes special
notice of this wonderful spirit of support and
collaboration of the Unions.

Other inputs received from organisations such

as the Ministry of Gender, Children and Social
Protection (MOCCSP), National Youth
A u t h o r i t y, p a r t i c i p a n t s f r o m
Ajumako/Enyan/Essiam Assin North and Assin
South Districts, are highly appreciated and
acknowledged. Council notes with thanks, the
contributions of stakeholders in Education in
all the ten Regions of Ghana.

iii
 CONTENTS

ACKNOWLEDGEMENT i

TABLE OF CONTENTS iv

LIST OF ABREVIATIONS vi

PART 1: INTRODUCTION 1

PART 2: GENERAL DEFINITION OF

MISCONDUCT 7

PART 3: RULES OF CONDUCT FOR

STAFF 11

PART 4. PENALTIES. 45

PART 5: RESPONSE TO GENDER

-BASED VIOLENCE 53

PART 6: PROCEDURES FOR

ENFORCING THE CODE
OF CONDUCT. 59

iv
PART 7: LEVELS OF AUTHORITY
FOR IMPOSING PENALTIES 77

PART 8: PETITIONS AND APPEALS 81

PART 9: MISCELLANEOUS
DEFINITIONS 85

SIGNATURE OF AGREEMENT 99

v
 LIST OF ABBREVIATIONS

COC Code of Conduct

CCT-Gh Coalition of Concerned

Teachers - Ghana

CEDEM AED Ghana: Centre for

Educational Development,
Evaluation and Management

CHRAJ Commission on Human Rights

and Administrative Justice

CRC Convention on the Rights of the

Child

GES Ghana Education Service

GNAT Ghana National Association of

Teachers

MOGCSP Ministry of Gender, Children and

Social Protection

vi
PSC Public Services Commission

NAGRAT National Association of Graduate

Teachers

NRC National Review Committee

PTA Parent Teacher Association

SMC School Management Committee

SRGBV School-Related Gender-Based

Violence

SSSC Safe Schools Sub-Committee

TEWU Teachers and Educational

Workers' Union

vii
 CODE OF CONDUCT FOR
STAFF OF GES

PART 1

1.0 INTRODUCTION
The Education Service provided for under
article 190 (l)(a) of the 1992 Constitution
of Ghana and as established under the
Ghana Education Service Act, 1995 (Act
506) and subsequently under Education
Act, 2008 (Act 778), is responsible for the
co-ordination and implementation of the
approved national policies and
programmes relating to pre-tertiary
education.

The education of pupils/students in Ghana

has been largely entrusted into the hands of
the Ghana Education Service. This places
members of the Service, whatever their
role, in a special position of responsibility,
which requires exceptionally high
standard of behaviour and conduct.
1
As articulated in the United Nations
Convention on the Rights of the Child
(CRC) which was ratified by Ghana in
1990 and the Children's Act of 1998 (Act
560), children in Ghana have a right to
education and should be free from being
subjected to harmful or degrading
treatment and any type of violence or
exploitative labour that shall deny the
child of his/her right to education. The
staff as duty bearers and members of the
Ghana Education Service, have a
responsibility to uphold and protect the
children's rights.

The Ghana Education Service accepts this

responsibility and pledges to seek and
maintain at all times, the highest standard
of competence and good behaviour. This
Code provides a frame of reference for
both the disciplinary authority and
members of the Service when it becomes
necessary to initiate disciplinary action
against errant members.

2
To this end, the Ghana Education Service
finds it necessary to codify certain norms
which would help achieve high standards
of competence and good behaviour.
Section 9 (e) of the Labour Act, 2003 (Act
651), enjoins the employer as a duty
bearer to, "provide and ensure the
operation of an adequate procedure for
discipline of the workers". This Code of
Conduct should not be viewed primarily
as a means of imposing sanctions, but
also designed to emphasize and
encourage improvement in individual
conduct.

The rules and regulations in this Code

should not be regarded merely as a
catalogue of offences, penalties and as
constituting restraint on members'
freedoms. They are meant to ensure that
the conditions for effective teaching and
learning are created and maintained in the
country's pre-tertiary educational
institutions, as well as to inspire
responsibility among staff to whom the
3
pupils/students are entrusted for their
physical, mental, moral, religious and
spiritual up-bringing. It also inspires
confidence among parents and other
stakeholders in the delivery of education
services.

This code has been developed in

accordance with the Public Services
Commission's Human Resource
Management Policy Framework and
Manual for the Ghana Public Services
(April 2015). It has been drawn for the
guidance of the employees of GES,
including those engaged in
administration, teaching and other
supporting services, in the performance
of their duties.

This Code constitutes rules for regulating

the conduct of staff in the GES. It has
been reviewed to follow modern trends to
incorporate School Related Gender-
Based Violence (SRGBV).

4
Both girls and boys can be victims, as
well as perpetrators. Such violence can
affect the well-being of pupils/students,
putting them at greater risk of educational
failure through absenteeism, dropping
out and lack of motivation for academic
achievement. It also impacts on their
mental and physical health, resulting in
physical injury, pregnancy, sexually
transmitted infections (including HIV &
AIDS) or emotional/psychological ill
health.

The Code also includes guidelines on the

appropriate responses to allegations by
pupils/students of SRGBV, whether by
staff or fellow pupils/students, including
sections relating to the accessible school
procedure by which pupils/students can
make confidential complaints, the
prompt and effective investigation of
such complaints, as well as prompt and
appropriate procedure(s) for reporting.

5
 PART 2
2.0 GENERAL DEFINITION OF
MISCONDUCT

2.1 Conduct:
i) Conduct in this context is behaviour,
attitude(s) and character exhibited,
for example by anyone within and
outside the working environment.
The standards of conduct generally
required of any member of the Ghana
Education Service (GES) would be
leadership, selflessness,
comportment, integrity, impartiality,
fairness and honesty in affecting
work and status of the profession.

Misconduct:
ii) Any act of omission without
reasonable excuse by an employee
that amounts to a failure to perform in
a proper manner any official duty
assigned to him or her as such, or that
7
 which contravenes any rules,
regulations and enactment relating to
the Ghana Education Service or that
is otherwise prejudicial to the
efficient conduct of the Education
Service and brings it into disrepute
shall constitute a misconduct.

iii) The setting forth in the following

sections of particular types of
misconduct shall not be taken to
affect the generality of subsections
(i) and (ii) of this section.

2.2 Types of misconduct set out in the Code

are not exhaustive and therefore make
room for other types of misconduct that
have not been addressed herein.

2.3 Any breach or non-observance of any

section or part thereof of any of the
foregoing rules and regulations shall lead
to disciplinary action.
8
2.4 Any act of misconduct by staff not
expressly mentioned in this Code or in any
regulation operating within the Ghana
Education Service shall be reported to the
Director General through the appropriate
channel and the Director General shall
refer the case to the appropriate
Disciplinary Committee to deal with it.

2.5 Subject to existing laws and regulations,

representatives of the Teacher Unions and
representatives of Management shall be
free to express views without fear, that
relations between them will be affected in
any way by statements made in good faith,
while acting in a representative capacity.

2.6 Management shall accord the Teacher

Unions representatives all the necessary
facilities to enable them carry out their
functions promptly and efficiently, both
during and outside their hours of work.

9
2.7 The Code is classified into minor and
major misconduct.

2.8 Penalties prescribed for various acts or

omissions under misconduct are classified
into minor or major penalties

10
 PART 3

3.0 RULES OF CONDUCT FOR STAFF

3.1 Teaching Notes
i) A teacher shall prepare relevant and
adequate teaching notes for his/her
work in advance.

ii) It shall be the responsibility of the

head of the institution to see to it that
this is done.

3.2 Exercises
i) A teacher shall set adequate amounts
of written and practical exercises and
give homework in all subjects that
he/she teaches.

ii) A teacher shall mark and evaluate all

written/practical exercises promptly
and carefully.

iii) A teacher shall set, mark and manage

his/her own end of term
examination(s).
11
 iv) A teacher shall not make derogatory
remarks in the exercise books of the
child.

v) A teacher shall not under any

circumstance make a pupil/student
copy exercises/notes on the
chalk/white board while he/she is
present or absent; it is a duty that is
the sole responsibility of the teacher.

3.3 Working Hours

i) Working hours per day shall be as
prescribed by law.

ii) Contact hours for staff and time for

reporting for duty shall be
determined through negotiations by
GES and the Unions.

iii) A staff shall report for duty regularly

and punctually as determined by the
GES.

12
 iv) A staff may be required to work
beyond the required time in certain
circumstances to be determined by
the head or GES and the Unions.

v) A record of attendance shall be kept

in every educational institution.

vi) It shall be the responsibility of the

head of the institution to see to it that
the record of attendance is kept.

3.4 Performance of Duty

i) A staff shall carry out his/her work in
accordance with his/her profession,
trade or occupation and in a manner
determined by the employer.
ii) A staff whose work performance is
proven through staff appraisal to be
below the set standard shall be
assisted and given all the necessary
encouragement by indicating to
him/her the improvement he/she is
required to make within a reasonable
time frame.
13
 iii) After two instances of support
without improvement, the staff shall
be sanctioned.

iv) Any staff who is found to have

forged or falsified any document or
impersonated any person with the
intent of misleading the GES and

v) Any negligence on the part of a staff,

which causes loss, damage or injury
shall be a breach of contract of
service.

3.5 Private Activities during Business

Hours
i) No teacher shall engage in private
and personal conversation during
lesson period(s) when he/she is
expected to teach or to supervise
pupils at work or play.

ii) No staff shall trade or transact any

private financial business on the
school premises during school hours.

14
 iii) No staff shall perform unofficial
duties or activities during school
hours without permission from the
head of his/her institution.

3.6 Co-Curricular Activities

Teachers shall take part in approved co-
curricular activities in the institutions in
which they work. Some of the approved
co-curricular activities shall include;
Sporting and Cultural Activities, Field
Trips/Excursions, Club Activities and any
other contingencies which shall be fair
and just.

3.7 Improper Use of Children's Labour

Labour is exploitative of a pupil/student,
if it deprives him/her of education, leisure
or development. Therefore;
i) No employee shall subject a
pupil/student to any form of
exploitative labour.

15
ii) A staff shall not use the labour of a
pupil/student in any form
whatsoever with or without the
consent of the parent during contact
hours.

iii) An employee shall not send a child

on errands for him/her during
contact hours.

iv) No staff shall use the labour of

pupils/students for private or
personal service with or without the
consent of their parents or guardians
and of the school head during school
hours.

v) The exploitative activities that staff

shall not engage pupils/students in
shall include but not be limited to:
selling or trading in items, weeding,
farming, carrying of water, sand,
stone and blocks or doing household
chores.

16
3.8 Protection of Children from Torture and
Other Degrading Treatment

a. Physical Violence
Physical harm inflicted on
pupils/students in any form
constitutes a gross violation of the
child's rights. Consequently;
I) A n e m p l o y e e s h a l l n o t
administer any act of corporal
punishment, or any act that
inflicts physical pain on the
children or causes physical
harm to their pupils/students
such as pushing, pulling, hitting
and/or flogging.

ii) No staff shall subject

pupils/students to painful body
posture such as "frog jumping",
standing in the sun and holding
heavy loads on outstretched
hands.

17
iii) No employee shall punish a child to
do any work outside the classroom
during contact hours.

iv) No staff shall cause harm to any

pupil/student.

v) A staff shall not threaten any

pupil/student with harm with intent
to put that person in fear of harm.

vi) No employee shall assault any

pupil/student.

vii) A staff shall not subject a

pupil/student to or encourage other
pupils/students to subject a
pupil/student to torture or other
cruel, inhuman or degrading
treatment or punishment, including
any cultural practice that
dehumanizes or is injurious to the
physical and mental well-being of
the pupil/student.

18
 viii) An employee shall intervene to stop
a pupil/student from perpetrating
physical violence or abuse on
another pupil/student.

ix) A staff shall intervene to stop a

fellow staff from perpetrating
physical violence or abuse on a
pupil/student.

x) No correction of a pupil/student is
justifiable that is unreasonable in
kind or in degree according to the
age, physical and mental condition
of the pupil/student and if the child
by reason of tender age or otherwise
is incapable of understanding the
purpose of the correction.

b. Psychological Violence
i) No act of a staff shall have a negative
psychological effect on a school
child. Therefore, no staff in the

19
 course of duty shall intimidate,
insult, tease, harass, threaten, snub or
discriminate against any child.

ii) An employee shall not use the

physical challenge of children to
intimidate or ridicule them.

iii) A staff shall not by any means or

action compel students into
activities of which they do not have
a clear understanding.

iv) No employee shall deliberately

isolate or ignore any child.

v) The staff shall advise against early

marriage and support children
continuing their education.

vi) No employee shall emotionally

manipulate a child to the staff's
advantage.

vii) No staff shall send a child out of

class for absenteeism or lateness.
20
 viii) An employee shall show maximum
consideration for feeling and
circumstances of learners.

ix) The staff will control his/her

utterances in order not to threaten
with cruel and degrading punishment
or hurt the pupil/student.

x) An employee will intervene to stop

a pupil/student from perpetrating
psychological abuse on another
pupil/student.

xi) A staff shall intervene to stop a

fellow employee from perpetrating
psychological abuse on another
pupil/student.

c. Sexual Violence
i) No employee shall directly or
indirectly do anything that may
constitute sexual harassment of a
pupil/student.

21
ii) Any staff who has carnal knowledge
of any female or male pupil/student
of any age, with or without his/her
consent, shall be guilty of
professional misconduct.

iii) No employee shall compel any

female or male pupil/student in
his/her school or in any educational
institution to marry him/her with or
without the consent of the child's
parents.

iv) No staff shall have any carnal

knowledge of any pupil/student in
his/her own school or in any pre-
tertiary educational institution with
or without his/her consent.

v) No employee shall serve as a go-

between or knowingly suffer any
female or male pupil/student in
his/her school or any other pre-
tertiary educational institution to
resort to or be in or upon a premise
22
 for the purposes of carnal knowledge
by any person or by himself/herself.

vi) No staff shall cause or encourage the

seduction, carnal knowledge or
prostitution of or the commission of
indecent assault upon a
pupil/student.

vii) No employee shall detain any

pupil/student for immoral purposes.

viii) No staff shall by false pretences or

false representation procure any
pupil/student to have any carnal
knowledge with him/her.

ix) An employee shall not apply or

administer to or cause to be taken by
any pupil/student any illegal drugs,
matter or thing with intent to stupefy
or overpower him/her so as to enable
the staff or any person to have carnal
knowledge with such pupil/student.

23
x) No staff shall publicly or in secret
wilfully commit any act of indecency
towards any pupil/student.

xi) It shall be the responsibility of any

staff who directly or indirectly gets
to know of the occurrence of any of
these acts to report it to his/her
immediate superior.

xii) A staff shall intervene to stop a

pupil/student from perpetrating
sexual abuse or violence on another
pupil/student.

xiii) No staff shall directly or indirectly,

instigate, aid, or in any manner
facilitate, encourage or promote
whether by his/her acts or presence
or otherwise, any of the above
named acts.

24
3.9 Non-Discrimination
No employee shall discriminate against a
pupil/student on the grounds of sex, race,
age, religion, disability. health status,
custom, ethnic origin, background, socio-
economic status or misunderstanding with
a parent or guardian.

3.10 Right to Social Activity

i) No staff shall detain a pupil/student
after school as a form of punishment
without supervision.

ii) No employee shall deprive a

pupil/student the right to participate
in sports or other leisure activities as
a form of punishment.

iii) No staff shall deprive a pupil/student

the right to participate in a school-
related activity without just cause.

25
3.11 Favouritism
No staff shall do anything that shall
suggest or create the impression that a
pupil/student is more favoured than any
other pupil/student.

3.12 Inordinate Affection

No staff shall under any circumstance
show any form of inordinate affection to
any pupil/student. Inordinate affection
implies the expression of love or likeness
with ulterior motive(s).

3.13 Role Model

A staff shall serve as role model to learners
showing high degree of decency in
speech, mannerism, discipline, dressing,
to portray the dignity of the profession in
the general performance of their duties.

3.14 Ideological Influence

No staff shall use his/her position to
spread his/her political, religious or other
ideologies among pupils/students.

26
3.15 Absence from Duty
i) No staff may leave the school/office
during working hours without the
permission of the head of the
institution.

ii) A staff leaving the school for duty

elsewhere shall inform his/her head
of his/her whereabouts to facilitate
his/her recall in an emergency.

iii) A staff shall not absent him/herself

from work on ground of ill-health
without permission from his/her
head and subsequent submission of a
medical certificate from a certified
medical practitioner or registered
traditional healer if he/she has to be
absent for more than five (5)
working days.

iv) A staff shall not absent him/herself

from assigned work without
permission.
27
 v) It is misconduct for a staff to absent
him/herself from duty for one (l) or
more days continuous without
permission or reasonable excuse or
cause.

vi) A staff who absents him/herself from

duty continuously for ten (10)
working days or more shall be
deemed to have vacated post.

vii) No staff shall leave Ghana without a

written permission from the Director
General of the Ghana Education
Service.

3.16 Property of Employer

i) A staff shall not cause a deliberate
damage to the property of his/her
Employer.

ii) A staff shall not use the property of

the Employer without permission
from the appropriate authority.

28
 iii) No staff shall use the name or
property of the Employer for
personal benefit or advantage.

3.17 Protection of the Interest of the

Employer
i) A staff shall not divulge privileged or
classified information or document
to any person or body that is not
entitled to have access to such
information or document.

ii) No staff shall engage in any other

gainful economic activity at the
workplace.

iii) No staff shall in the course of his/her

duties disobey, disregard or wilfully
default in carrying out any lawful
instructions, reasonable orders or
directives given by any person or
body having authority to give such
lawful instructions, reasonable
orders or directives.

29
 iv) A staff shall not engage in any act that
brings the name of the Employer into
disrepute.

v) Any act or omission of a staff that

amounts to a betrayal of confidence
reposed in him or her by the
Employer shall constitute gross
misconduct.

3.18 Postings
No staff shall refuse to accept posting.
Posting within the Service means change
of location of work or job, or in the case of
first appointment being deployed to a
specific workstation.

3.19 Transfers
A staff shall not refuse to go on transfer.
Transfer within the Service means a
change in the job or location of work of the
staff.

30
3.20 Insubordination
No staff shall in the course of his/her
duties disobey, disregard or wilfully
default in carrying out any lawful
instruction, reasonable order given by any
person, Committee or Board having
authority to give such order or instruction.

3.21 Health and Safety Rules

i) The employer shall provide safe,
secure, working environment, tools
and equipment for work to ensure the
health and safety of employees.

ii) Offices, workshops, laboratories,

classrooms and related facilities
shall be kept and maintained in a
manner so as to ensure that the health
and safety of staff, pupils and
students are guaranteed in
accordance with the relevant laws of
Ghana.

31
 iii) Any infringement of Health and
Safety rules at the work place by a
staff amounts to misconduct.

3.22 Presence of Babies in School/Office

Except where permission is sought for a
staff's baby to be brought to school/office,
no staff shall bring babies or children
under school-going age to school/office.
i) No pupil/student shall be used as a
baby sitter.

ii) The baby shall not be placed at a

location where his/her noise or cry
may interfere with teaching and
learning or any form of work.

3.23 Use of Illegal Drugs at the Workplace

i) No staff shall use illegal drugs
during work sessions or at the
workplace.

ii) Any incapability of a staff on duty

brought about by the use of illegal
drugs is serious misconduct.
32
 iii) No staff shall induce a pupil/student
by involving or sending him/her to
purchase illegal drugs.

iv) N o s t a f f s h a l l i n v o l v e
pupils/students directly or indirectly
in using illegal drugs.

3.24 Drinking, Drunkenness and Smoking

i) No staff shall drink alcohol while
on duty or be found drunk during
school/office hours.

ii) Habitual drunkenness shall be

considered as bringing the Ghana
Education Service into disrepute.

iii) No staff shall smoke in the

classroom/office during
school/office hours or in a place
within school/office premises.

iv) No staff shall induce a pupil/student

by sending him/her to purchase
alcoholic beverage or cigarettes.

33
 v) No staff shall involve
pupils/students directly or indirectly
in drinking any alcoholic beverage
and/or in smoking any kind of
cigarette.

3.25 Unauthorized Collection of Monies,

Fees or Levies
No staff shall collect unauthorized monies,
fees or levies from pupils/students without
the permission of the Director General of
the GES.

3.26 Misappropriation of Funds

i) A staff shall make proper account of
public funds in his/her possession or
care to an appropriate authority.

ii) No staff shall misappropriate public

funds.

iii) A staff who fails to properly account

for monies in his/her possession,
custody or under his/her immediate

34
 control shall be made to refund the
said money and the requisite
sanction shall apply.

3.27 Adverse Internal or External Audit

Report
An Adverse Internal or External Audit
Report against a staff shall constitute a
prima facie charge against him/her and the
staff shall be made to explain why
disciplinary action shall not be taken
against him/her. When investigation is on-
going such staff shall be interdicted.

3.28 Giving and Receiving Gifts or Favours

It is a misconduct for a staff to accept gifts
or favours directly or indirectly from any
person if such gifts or favours may
compromise the objective performance of
his/her official functions.

35
3.29 Loan
No staff may advance any loan
whatsoever to another staff with interest
or act as an intermediary between any
staff, registered and recognized money
lender or take part in collecting debts on
behalf of any moneylender.

3.30 Financial Embarrassment

i) Financial embarrassment impairs the
efficiency of a staff and may result in
disciplinary proceedings being taken
against him/her.

ii) It is the duty of the head of the

institution to report to the Director
General through the appropriate
channel any staff serving under
him/her who to his/her knowledge is
in persistent financial
embarrassment.

iii) All cases of proven financial

embarrassment shall be noted in the
Service Record of the staff.

36
3.31 Submission of Reports and Data or
Information
It is an obligation of a staff, upon request
by a superior officer, to submit reports and
data or information timely without fail.

3.32 Public Examinations

i) No staff acting as an invigilator or a
supervisor, shall offer assistance to
candidate(s) at National or public
examinations, with the intent to
cheat.

ii) No staff shall give fore-knowledge

of or leak internal or public
examination questions to any
candidate/person.

iii) No staff shall connive at and or

condone collusion or copying at
internal or public examinations.

iv) No staff shall indulge in or encourage

any act of impersonation at public
examinations.

37
3.33 Publications
i) No staff shall give unauthorized
press interviews or releases
especially those bordering on policy
matters of the Organization.

ii) The paragraph 33 (i) does not affect

members who are required, as part of
their official duties, to edit any paper,
or subscribe articles thereto.

iii) Where a member gives lectures

which are related to matters of policy
of the Ghana Education Service, the
Director General or his/her
representative shall be consulted and
his/her prior approval obtained
through the officer's head of
department.

iv) No staff shall publish or offer for

sale, exhibit, produce or have in
his/her possession, any obscene
books, writings, films, drawings,
38
 photographs or any other obscene
objects or materials, with the
intention of morally corrupting any
pupil/student.

3.34 Participation in Partisan politics.

i) Every staff is entitled to his/her own
political opinion and may, if
qualified, vote at elections.

ii) No staff shall, in the performance of

his/her duties engage in any
activities that are likely to involve
him/her in political controversy or
lead to his/her taking improper
advantage of his/her position in the
Ghana Education Service.

iii) Any staff who is seeking public

office through an election either on
the ticket of a Political Party or as an
Independent candidate shall apply to
the Director General for a leave of
absence without pay.
39
 iv) An application for such a leave of
absence without pay must be
submitted in writing, at least, three
(3) months prior to elections.

v) In the case of by elections fourteen

(14) days' notice will be required.

3.35 Strikes and Demonstrations

No staff shall involve him/herself in
students' strikes, riots or demonstrations.

3.36 Criminal Acts or Omissions

i). For the purpose of this Code,
criminal acts and omissions are
classified into two, these are:
a) Criminal acts or omissions
outside the workplace: and

b) Criminal acts or omissions at

the workplace.

40
 ii) Any alleged criminal act or omission
by a staff outside the workplace that
renders, in the opinion of the
employer, the staff unsuitable for
his/her present job, may provide the
basis for disciplinary action.

iii) Any alleged criminal act or omission

at the workplace by a staff such as
stealing, falsification of records or
deliberate misrepresentation of facts
is a gross misconduct.

iv). A staff who is convicted on a criminal

offence involving fraud, theft or
dishonesty or sentenced to
imprisonment without the option of a
fine shall be dismissed from the
Service, as from the date of his/her
conviction.

3.37 Anonymous Letters

No staff shall write or circulate
anonymous letters with malicious intent.

41
3.38 Official Correspondence or Records
No staff shall show or take official
correspondence or records to private
persons, corporations, companies or other
bodies without the express and prior
consent of the Director General or his/her
representative.

3.39 Acts of Dishonour

i) No staff shall involve him/herself in
any act that is likely to bring the
teaching profession into disrepute.

ii) It shall therefore be the

responsibility of every staff to
preserve the dignity and honour of
his/her profession and also
maintain his/her own dignity,
honour and integrity.

42
3.40 Outside Remuneration and Voluntary
Work
A staff of the GES may provide a service
outside the permanent employment of
that staff or carry on business, receive
remuneration from public funds for
activities outside the position of the Staff
or engage in volunteer activities, if the
service, business or activity does not:

i) Interfere with the performance of

his/her duty as a GES staff;

ii) Bring the GES into disrepute;

iii) Create a conflict of interest or the

reasonable perception of conflict of
interest;

iv) Appear to represent Government

opinion or policy;

v) Involve the unauthorized use of

work time or Government premises,
services equipment, or supplies; or

43
 vi) Enable the GES staff to gain an
advantage that is derived from the
employment of the public servant
in the GES.

3.41 Prompt Action on Disciplinary Matters

i) Any act of misconduct by a staff
shall be dealt with promptly, by the
appropriate authority.

ii) Failure by the authority to act

promptly and appropriately shall
constitute a misconduct.

3.42 Offences Not Mentioned in the Code

Any omission or act of misconduct by
staff not expressly mentioned in this Code
or in any regulation operating within the
Ghana Education Service shall be
reported to the Director General, through
the appropriate channel and the Director
General shall refer the case to the
appropriate Disciplinary Committee to
deal with it.
44
 PART 4

4.0 PENALTIES
4.1 Classification of Penalties
i) Any breach or non-observance in any
section or part thereof of any of the
foregoing rules and regulations shall
constitute a misconduct for which the
o ff e n d e r s h a l l b e l i a b l e t o
disciplinary action.

ii) For the purpose of this section,

misconduct is classified as either
Minor or Major.

iii) The penalty for the various

categories of misconduct shall be as
follows:

45
4.2 Category 'A' Penalty for Minor
Misconduct
i) Warning or reprimand (plus
surcharge where applicable, to be
given, in writing always for record
purposes).

ii) Forfeiture of pay.

iii) Suspension with loss of pay and/or

allowances. (For a period of not
more than one month).

iv) Stoppage of increment. (This

means non-payment for a specified
period of an increment otherwise
due or one year).

v) Surcharge

vi) Termination — for persistent

misconduct.

46
 Any of the above penalties may be
imposed on an Employee for any of the
minor misconduct, as the disciplinary
authority may consider appropriate and
desirable, in any particular case.

4.3 Category 'B' Penalty for Major

Misconduct
i) Deferment of increment. (This
means a postponement of the date
on which the next increment is due
with corresponding postponement
in subsequent years).

ii) Reduction in rank or of salary.

(Reduction in rank means removal
to a lower grade, with an immediate
reduction in salary. (Reduction of
salary means an adjustment of salary
to a lower point on the scale attached
to the post in question while the post
remains unaffected).
47
iii) Suspension. (Suspension means loss
of pay and allowances for a period
not exceeding one year as the
disciplinary authority may direct).

iv) Removal from the Ghana Education

Service. (This means termination of
appointment with full or reduced
retirement benefits as the
disciplinary authority may direct).

v) Dismissal. (This means termination

of appointment with forfeiture of all
retirement benefits).

vi) Termination. (This means that the

offender may be treated as in [iv]
above).

vii) Striking off name from the Register

of Staff. (This means withdrawal of
one's certificate of license to
teach/work with consequent
termination of appointment for
good).
48
 Any one of the above penalties may be
imposed on an Employee; for any of the
major misconduct, the disciplinary
authority may consider appropriate and
desirable in any particular case.

4.4 Minor Misconduct

The classified minor acts or omissions
under misconduct are found in the
following sections of the Code:

Part 3
Number 3.1 i, ii
Number 3.2 i, ii, iii, iv, v
Number 3.3 i, ii, iii, iv, v
Number 3.4 i, ii, iii
Number 3.5 i, ii, iii
Number 3.6
Number 3.7 i, ii, iii, iv, v
Number 3.8a i, ii, iii, iv, v, ix, x
Number 3.8b i, ii, iii, iv, viii, ix, x, xi
Number 3.8c i, xi, xiii
Number 3.9
49
Number 3.10 i, ii, iii
Number 3.11
Number 3.12
Number 3.13
Number 3.14
Number 3.15 i, vi, vii
Number 3.16 i, ii
Number 3.17 i, iv
Number 3.18
Number 3.19
Number 3.21 ii, iii
Number 3.22 ii, ii
Number 3.29
Number 3.30 i
Number 3.31
Number 3.33 i, iii
Number 3.38 i, ii
Number 3.39 ii, iii
Number 3.40 i, v, vi
Number 3.41 ii

50
4.5 Major Misconduct
The classified major acts or omissions
under misconduct are found in the
following Numbers of the Code:

Number 3.4 iv, v

Number 3.8a vi, vii, viii
Number 3.8b vi
Number 3.8c ii, iii, iv, v, vi, vii. viii,
ix, x, xi, xii
Number 3.15 iv, vi, vii
Number 3.17 i, iii, v
Number 3.20
Number 3.23 i, ii; iii, iv
Number 3.24 i, ii iii, iv, v
Number 3.25
Number 3.26 i, ii, iii
Number 3.27
Number 3.28
Number 3.32 i, ii, iii, iv
Number 3.33 iv

51
Number 3.34 ii
Number 3.35
Number 3.36 i, il iii, iv
Number 3.37
Number 3.38
Number 3.40 ii iii, iv, v, vi

52
 PART 5

5.0 RESPONSE TO GENDER-BASED

VIOLENCE

Both boys and girls can be victims as well

as perpetrators. Such violence can affect
the well-being of pupils/students, putting
them at greater risk of educational failure
through absenteeism, dropping out and
lack of motivation for academic
achievement. It also impacts on their
mental and physical health, resulting in
physical injury, pregnancy, sexually
transmitted infections (including HIV &
AIDS) or emotional or psychological ill
health.

53
5.1 Procedure(s) for Parents/Guardians
Reporting Criminal Gender-Based
Violations
i) The parents/guardians and the victim
shall go to the Police and make a
complaint. The staff will accompany
them, if needed.

ii) The Police after taking statement of

complaint will give the victim a
Police Medical form (CID Form
981) to attend hospital.

iii) The Medical Officer will examine

the victim and write his/her findings
on the police hospital form sign and
present it to victim.

iv) The parents/guardians and victim

shall return the hospital form to the
Police.

54
 v) The staff should encourage the
parents to make regular follow-ups
with the Police.

vi) The staff should document his/her

evidence for reference, to help in the
prosecution of the perpetrator.

5.2 Procedure(s) for Reporting when

victim is unwilling to report case of
Gender-Based Violence
i) The staff must counsel the victim to
address whatever the victim's
reservations concerning reporting
might be. If, on the other hand, the
victim is unwilling to report the
incident, then the staff must respect
the victim's wishes and give the
necessary referral to enable the
victim to get appropriate help,
including informing the victim's
parents.
55
ii) The staff shall assist victims of
violence and their parents by
counselling them so as to reduce the
victim's trauma and present the
options available to them for redress.

iii) T h e s t a f f s h a l l e d u c a t e
pupils/children on their rights as
stated in the United Nations
Convention on the Rights of the
Child and the Children's Act 1998
(Act 560). Staff have a responsibility
to act in the best interest of the child
and enable him/her to grow and
develop to his/her fullest potential.

iv) It is the staff's responsibility to help

Parent-Teacher Associations (PTAs)
and School Management
Committees (SMCs) or Board of
Governors and/or Gender-Based

56
 Violence Response Committees that
give support and respond to cases of
gender-based violence that affect
children.

v) The staff shall ensure that the privacy

of a victim of gender-based violence
is safeguarded to enable the child to
talk in confidence.

vi) The staff shall educate

pupils/students on the proper
channels of communication in the
school.

vii) Staff will assess each situation

individually, to determine whether
or not a pupil/student victim needs
referral, direct support or both types
of response.

57
 PART 6

6.0 PROCEDURES FOR ENFORCING

THE CODE OF CONDUCT

These procedures are to be followed by
the appropriate Disciplinary Authority as
defined in this Code of Conduct.
i) For all criminal cases the matter shall
be referred to the Police.

ii) Where a preliminary investigation

or inquiry discloses that a criminal
offence may have been committed
by an officer of the Ghana Education
Service, the Disciplinary Authority
is entitled to report the matter to the
Police or to the Attorney General's
office for appropriate action and
advice. This, however, shall be
without prejudice to the power of the
disciplinary authority to take such
further or other action in accordance
with administrative regulations or
59
 impose sanctions in accordance with
the disciplinary procedures in this
code, as are justified by the outcome
of the investigations or inquiry
against the officer.

iii) An acquittal of a member of the

Service of a criminal charge shall not
disentitle the Service from taking
any administrative or disciplinary
action against the member, in
accordance with the Code of
Conduct, or imposing a sanction
against any such member where
his/her conduct contravenes or
breaches the Code of Conduct or
tends to bring the Service into
disrepute.

iv) A member of the Ghana Education

Service convicted of an offence
involving fraud or theft, or
sentenced to imprisonment shall not
receive any emoluments from the
date of the judgment. Where Part 3,
60
 Section 36 of the Ghana Education
Service Code of Conduct applies,
the Disciplinary Authority shall
notify the member of the Service
convicted of his/her dismissal from
the Service.

6.1 Warnings/Reprimands:
1. There shall be warning(s), oral or
written. In either case, the
Employee should be advised, that
the warning or reprimand
constitutes the first formal stage of
the proceedings.

2. Further misconduct might warrant a

final written warning or reprimand,
which contains a statement that any
recurrence would lead to imposition
of appropriate sanction.

61
 3. The final stage might be imposition
of appropriate sanction.

4. Notwithstanding (1)— (3) above,

disciplinary action may be taken
without previous warning or
reprimand, in case of gross
misconduct.

6.2 Formal Proceedings - [i.e., Disciplinary

Hearing]
1. The employer shall ensure that,
except for gross misconduct, no
employee should be dismissed for a
first breach of discipline.

2. Disciplinary action may not be

taken, until the case has been
carefully investigated.

62
3. If the preliminary investigations
establish possible wrong-doing, the
Disciplinary Authority shall prefer a
charge against the accused Officer in
writing and where necessary, the
Attorney General's Department may
be consulted, with regard to the terms
of the charge.

4. Where the Disciplinary Authority

considers it necessary, the accused
Officer shall be interdicted before
the commencement, or in the course
of the inquiry.

5. The accused Officer shall be served

with a copy of the charge, together
with a brief statement of the
allegation on which the charge is
based.

6. The accused officer shall be

informed in writing of the date, time
and venue of the inquiry and the right
of the Officer to counsel and to
63
 call any number of witnesses during
the inquiry.

7. The accused officer shall respond in

writing within a specified period not
exceeding ten (10) working days,
stating any grounds upon which
he/she wishes to rely, to be
exonerated of the charges.

8. If the accused officer does not

respond by the specified date
without reasonable explanation or
without requesting for and being
granted an extension of time, it may
be construed that the officer does not
wish to make any statement.

9. The Disciplinary Authority shall, if

not satisfied with the accused
officer's response, refer the matter to
the disciplinary committee to
inquire into the matter and report to
the Disciplinary Authority.

64
10. The proceedings shall not exceed
three (3) months, without reasonable
cause.

11. Where the evidence shall involve

professional or technical matters, the
disciplinary committee may be
assisted, on request or by the
directive of the Disciplinary
Authority.

12. The disciplinary committee shall

determine the date, time and venue
for the hearings and invite the
accused officer in writing
accordingly.

13. Before holding the inquiry, the

disciplinary committee shall call on
the accused officer to provide a list
of persons who the accused officer
wishes to call to give evidence or to
produce exhibits on the
accused officer's own behalf and the

65
 accused officer shall also provide a
brief statement of what each witness
is expected to give or the exhibits to
be tendered.

14. Documentary evidence shall not be

used at, or for the purpose of a
disciplinary inquiry, unless the
accused officer has been served with
a copy of the document before the
inquiry.

15. If the disciplinary committee is

satisfied that the evidence or exhibits
are material to the charge in question,
the disciplinary committee shall
make appropriate arrangements for
those to be called to attend the
inquiry.

66
16. At the discretion of the disciplinary
committee, the accused officer shall,
as much as possible, be permitted to
be present at the inquiry in person,
and if the accused officer is absent
without reasonable cause, then at the
discretion of the disciplinary
committee, the inquiry may
proceed, without the accused
officer.

17. If after the recommendation of the

inquiry, further documents are
introduced in evidence, the
disciplinary committee shall
adjourn the inquiry to allow the
accused officer adequate
opportunity to examine the
documents.

67
18. The accused officer shall be allowed
to cross-examine witnesses and to
call witnesses on behalf of the
accused officer.

19. A full record of the evidence shall be

kept in writing.

20. If during the course of the inquiry the

Disciplinary Authority considers
that additional charge(s) should be
preferred, the Disciplinary Authority
shall inform the disciplinary
committee which shall adopt the
same procedure as adopted in
preferring the original charges.

21 . On completion of the inquiry, the

disciplinary committee shall submit
to the Disciplinary Authority a report
of their findings and
recommendations which shall
include the record of proceedings
68
 and any document or material
tendered in as evidence.

22. If the Disciplinary Authority is

satisfied that the charges are
established, the Disciplinary
Authority shall consider what
sanction, if any, to be applied.

23. The accused officer shall be

informed in writing as to whether
the charge(s) are established and the
sanctions that are to be applied.

24. If criminal proceedings are

instituted against an employee in
any court of competent jurisdiction,
disciplinary proceedings upon any
grounds involved in the criminal
charges, shall be suspended, until
the conclusion of the criminal
proceedings and the determination
by an appeal.

69
 25. Disciplinary proceedings may,
however, be instituted before,
during or after trial, if the criminal
offence also amounts to an
infringement of the Organization's
rules or regulations

6.3 Summary Proceedings

An Employee may be dismissed
summarily for gross misconduct. In such
instance the Employer must set out in
writing the nature of the Employee 's gross
misconduct, specifying the basis of the
decision at the time of the dismissal that
the Employee was guilty of the alleged
gross misconduct.

A copy must be sent to the Employee with

a notification of a right to appeal against
the decision.

70
 If the Employee wishes to appeal, he/she
must inform the Employer. The Employer
must then invite the Employee to a
meeting which the Employee must take all
reasonable steps to attend. After the
appeal hearing the Employer must inform
the Employee of his/her final decision.

6.4 Notes on Types of Penalties

1. Suspension with Loss of Pay
Suspension with loss of pay is
imposed when an employee is found
to have misconducted him/herself
and given a fair hearing and found
guilty of the offence committed.
He/she is suspended from duty for a
maximum period of one (1) month,
with loss of pay and allowances.

2. Surcharge — requesting the

employee to make good any
consequential loss to the
Organization, as a result of the
misconduct.

71
3. Reduction in Rank — the removal
from the Staff's current grade to a
lower rank or grade, with reduction
in salary and other benefits.

4. Reduction in Salary—reduction in
salary whilst rank remains the
same.

5. Dismissals
An employee may be dismissed in
the following circumstances:

a) When an Employee is proved

through staff appraisal and
subsequent support to be
incompetent.

b) When an Employee is found not

to have possessed a
qualification he/she claims.

72
 c) When misconduct of an
Employee is a breach of a
fundamental term of contract of
service (e.g. stealing of
Employer's property or money).

d) When the Employer has a

reasonable belief in the guilt of
an Employee alleged to have
committed a criminal offence at
the work place.

Guilt needs not to be proved by the

Employer. It is even irrelevant, if the
Employee is later acquitted of the
offence or [indeed if Police declines
to bring charges against him/her).

6. Reasonableness
Reasonableness in such cases will depend
on whether the Employer investigated the
case to establish the facts and drew tenable
conclusions from the investigations.
73
7. Removal
i) If, as a result of the operation of law,
it is not possible to continue to
employ the Employee, removal is
necessary. An example is when a
driver is banned from driving by a
court of law or when an individual is
convicted and sentenced to a term of
imprisonment for an offence
committed outside the workplace.

ii) If, as a result of operational

requirements of the Ghana
Education Service, either because
of re-organization or introduction
of new technology, the Employee
becomes redundant. In case of
removal, the Employee shall be
entitled to his/her accrued rights
and benefits.

74
8. Interdiction
i) An Employee shall be interdicted, if
he/she is under investigation and that
his/her continued stay at post is
likely to interfere with the
investigation.

ii) The interdiction shall be justified, if

there is the likelihood that the
offence committed could be grave.

iii) No employee shall be interdicted in

excess of the period of three (3)
months.

iv) A staff who is interdicted shall be

paid 50% of his/her salary. If the
outcome of the disciplinary
proceedings does not result in
dismissal/termination, the
remaining 50% of the salary
withheld shall be restored with
interest at the prevailing rate, when
the final decision is made.
75
v) In all cases, interdiction shall not last
for more than three months. Where
there is the need for the interdiction
period to be extended, the
Disciplinary Committee shall inform
the disciplinary authority who shall
in turn seek the approval of the Public
Services Commission.

vi) An employee who is interdicted shall

receive half pay excluding any other
allowances he/she is entitled to.

76
 PART 7
7.0 LEVELS OF AUTHORITY FOR
IMPOSING PENALTIES

7.1 School Level (Basic and Secondary

Levels) - Head of Institution

Basic Level
Headteacher or his/her Representative

Secondary Level
Headmaster/Headmistress or his/her
Representative

7.2 District Level - District Director

i) District Director, for staff of District
Education Office

ii) Where a case involves a Staff in Unit

school or office, the District Director
shall act, in consultation with the
Regional Manager.
77
7.3 Unit Offices — General/Regional
Manager (for staff of Unit Education
Offices).

7.4 Regional Level — Regional Director or

his/her Representative (for staff of
Regional Education Office).

7.5 Divisional Level - Divisional Director or

his/her Representative (for staff of each
Division).

7.6 National Level - There shall be a National

Disciplinary Committee that shall handle
all disciplinary issues that the Director
General may refer to it, or appeals that
may come up to it.

7.7 Disciplinary Authority for Senior

Management and Directorate
Every Disciplinary Committee shall
adhere to the procedures provided for in
Part 6, supra.

78
i) Disciplinary hearings relating to
Heads of Institutions shall be
handled by the District Disciplinary
Committees and final authorization
of sanctions shall lie with the GES
Council.

ii) Disciplinary hearings relating to

District Directors shall be handled by
the Regional Disciplinary
Committees and final authorization
of sanctions shall lie with the GES
Council.

iii) Disciplinary hearing relating to the

following officers:
- Regional Director
- Divisional Director

Shall be handled by the Disciplinary

Committee of the Ghana Education
Service Council, on reference by the
Director General.
79
iv). Disciplinary hearing relating to the
following officers:
- Deputy Director General
- Director General

Shall be handled by the Disciplinary

Committee of the Ghana Education
Service Council.

80
 PART 8

8.0 PETITIONS AND APPEALS

8.1 An Employee of the GES, who is
dissatisfied with any sanction or penalty
may submit a written petition to the
Disciplinary Authority which imposed the
sanction or penalty, for the review of the
decision.

8.2 A staff who wishes to appeal shall be given

a copy of the Report of the Disciplinary
proceedings including, copies of
documents tendered in evidence or the
relevant parts.

8.3 A petition or appeal shall not be entertained

unless it is submitted within four (4)
weeks of the date on which the decision
complained of, is communicated to the

81
 GES staff. However, the authority
deciding the petition or appeal may, at
his/her discretion, extend the limit, if it
considers that the circumstances warrant
it.

8.4 An appeal submitted within six (6) months

of the date of the decision after an earlier
appeal - may be admitted, if the authority
considering that second appeal is satisfied
that there appears in the second appeal,
new and material facts which have
affected the former decision and adequate
reasons for the non-disclosure of those
facts at an earlier date have been given.

8.5 An appeal from an aggrieved staff shall be

addressed to the next level of Disciplinary
Authority, who shall appoint a panel to
consider the appeal and submit a report for
consideration.
82
8.6 If the aggrieved employee is not satisfied
with the outcome of the appeal to the next
higher level specified above, that
employee may appeal to the GES Council,
through the Director General.

8.7 A decision taken on a petition shall be

communicated to the petitioner, not later
than one (1) week from the date of the
decision.

8.8 The GES Council shall be the final

appellate body within the Service.

8.9 An Employee shall have recourse to

outside bodies such as the National
Labour Commission, Commission on
Human Rights and Administrative Justice
after exhausting all processes within the
GES.

83
8.10 An appeal shall not lie against a decision
taken, or confirmed by the President of the
Republic of Ghana, unless the
complainant considers it necessary to seek
redress in court of competent jurisdiction.

84
 PART 9

9.0 MISCELLANEOUS
9.1 There shall be disciplinary committees at
the School, District, Regional, Divisional
and National levels;

9.2 Composition of the School level

Disciplinary Committee:

9.2.1 Basic Level

Ÿ Headteacher or his/her
Representative
Ÿ SMC Member
Ÿ Union Representative of the
Alleged Offender
Ÿ Secretary/Recorder

9.2.2 Secondary Level

Ÿ Headmaster/Headmistress or
his/her Representative

85
 Ÿ Assistant Head
Ÿ Departmental Head of the
Alleged Offender
Ÿ Representative of the
Governing Board
Ÿ Union Representative of the
Alleged Offender
Ÿ Secretary/Recorder

9.3 Composition of the District Level

Disciplinary Committee
Ÿ The District Director of Education
or a Representative not below the
rank of Deputy Director
(Chairman)

Ÿ The Union Representative of the

Alleged Offender

Ÿ Representative of Education level of

the Alleged Offender (COHBS,
APTI, CHASS, COMEU)

86
 Ÿ District Social Welfare Officer or
his/her Representative

Ÿ Representative of Parents in the

District (Parent member of the
PTAs)

Ÿ Representative of DEOC

Ÿ Secretary

9.3.1 Secretary
An officer in the District Education
Office not below the rank of Assistant
Director Il, to serve as Secretary to the
Committee.

9.3.2 Quorum
Five members of the Committee,
including the District Director or his/her
Representative, shall form a quorum for a
transaction of the Committee's business.
Decisions shall be by simple majority.
87
9.4 Composition of the Regional Level
Disciplinary Committee
· The Regional Director of Education
or his/her Representative not below
the rank of Director ll.

· Union Representative of the alleged

offender.
· One representative of the Education
level of the alleged offender (COHBS,
APTI, CHASS).
· Representative of COMEU.

· Regional Social Welfare Officer or

his/her Representative.

· Representative of Regional
Coordinating Council.

· Representative of the Attorney-

General's Department.

· Secretary

88
9.4.1 Secretary
An officer in the Regional Education
Office not below the rank of Assistant
Director I to serve as Secretary to the
Committee.

Where the alleged offender comes from a

Unit school, the Unit Head shall attend.

9.4.2 Quorum
Five members of the Committee,
including the Regional Director or
his/her Representative, shall form a
quorum for a transaction of the
Committee's business. Decisions shall be
by simple majority.

9.5 Composition of the National

Disciplinary Committee
Ÿ The Director-General or his/her
representative — Chairman
89
 Ÿ D i r e c t o r, H R M D o r h i s / h e r
Representative.

Ÿ Union Representative of the Alleged

Offender

Ÿ Head of Legal Unit of GES/Lawyer

Ÿ Secretary

9.5.1 Secretary
An officer at the HRMD not below the
rank of Deputy Director, to serve as
Secretary to the Committee.

90
DEFINITIONS
In this Code, unless the context otherwise
requires:

Code of Conduct: — the rules with which

Employees are required to comply.

Conversation: — includes, but not limited to

use of mobile phones.

Director-General: — includes any person

authorized to act, or who generally acts on
behalf of the Director General.

Disrepute: — bringing the Service into

disrepute — officers shall not conduct
themselves in a manner that interferes or
appears to interfere with the performance of
their duties, engage in any activity that may
influence or give the appearance of impropriety

91
or that may undermine the integrity of the
Service.

Employee/Staff/Member: — any person who

is employed by the Ghana Education Service
Council, other than a Consultant.

Employer: — Ghana Education Service

Council.

Gift: — something of value given out with the

expectation of receiving something in return.

Gross Misconduct: — any act or omission

classified under major misconduct.

Level of Authority: — refers to either Head of

an Institution, District Director, Regional
Manager, Regional Director, Divisional.

92
Director, General Manager, and Director-
General, Ghana Education Service Council.

Pupil/Student: — in the Ghanaian school

system ‘pupil’ is used to refer to a learner in the
primary school up to Primary 6, while ‘student’
is used for the learner in the Junior High or
Senior High School and the tertiary Institutions.

Privileged or Classified
Information/Document: — document
available to a particular employee which is
not intended to be made available to anybody,
except those who, as a right, are entitled to it.

Reduction in Rank: — removal from the

current grade to a lower rank or grade of the
staff , with reduction in salary and other
benefits.

93
School-Related Gender-Based Violence
[SRGBV]: - school-related gender-based
violence refers to all forms of gender-based
violence perpetrated against school going
girls and boys, which results in their sexual,
physical or psychological harm.

It includes any form of violence that is based

on gender stereotypes, or that targets students
on the basis on their sex. It includes, but is not
limited to: bullying, corporal punishment,
verbal harassment, sexual comments, sexual
touching, defilement and rape. Violence can
take place in the school, on the school
grounds, going to and from school, or in
school dormitories and may be perpetrated by
teachers, students or community members,
Both girls and boys can be victims as well as
perpetrators.

94
Such violence can affect the well-being of
students, putting them at greater risk of
educational failure through absenteeism,
dropping out and lack of motivation for
academic achievement. It also impacts their
mental and physicai health, resulting in
physical injury, pregnancy, sexually
transmitted infections (including HIV &
AIDS) or emotional/psychological ill health.

Surcharge — Requesting the employee to

make good any consequential loss to the
Organization as a result of the misconduct.

Posting/Transfers
Postings:
No staff shall refuse to accept posting.
Posting within the Service means change
of location of work or job, or in the case of
first appointment, being deployed to a
specific workstation.
95
 Transfers:
A staff shall not refuse to go on transfer.
Transfer within the Service means a
change in the job, or location of work of
the staff.

Contact Hours — duration of instruction

reckoned in hours as determined by the Ghana
Education Service and the Teacher Unions.

School Hours— duration of instruction

reckoned in hours as determined by the Ghana
Education Service and the Teacher Unions.

Finally, the GES Council wishes to

acknowledge with gratitude the following
documentary sources consulted in the
preparation of this revised Code:
a) The Ghana Education Service
Administrative Regulations.

96
b) Human Resource Management
Policy Framework and Manual for
the Ghana Public Services, Public
Services Commission (2015).

c) The Children's Act, 1998 (Act 560)

d) The Labour Act, 2003 (Act 651)

e) The Ghana Education Service Act.

1995 (Act 506)

f) Education Act, 2008 (Act 778)

g). Commission on Human Rights and

Administrative Justice (CHRAJ),
2009. Code of Conduct for Public
Officers of Ghana and Guidelines

h) Leadership for Change — A

Handbook for GES Management
Staff, Ghana Education Service,
2014
97
 I) Unified Code of Conduct for
Personnel in the Ghana Education
Service (GES), 2005 and 2000.

j) 1992 Constitution of the Republic of

Ghana

MR. MICHAEL KENNETH NSOWAH

CHAIRMAN
GES COUNCIL
JUNE, 2017

98
WITNESS ONE (1) SIGNED ON
BEHALF OF TEACHER UNIONS
(GNAT, NAGRAT & CCT, G)

NAME:

SIGNATURE:

TITLE (DESIGNATION):

DATE:

OFFICIAL SEAL:

99
WITNESS TWO (2): TEACHERS AND
EDUCATIONAL WORKERS UNION (TEWU)

NAME:

SIGNATURE:

TITLE (DESIGNATION):

DATE:

OFFICIAL SEAL:

100