Miss Sefia Salifu

Sefia Salifu is a qualified and versatile Human Resource professional with a multidisciplinary and professional background. I hold a foundation in Engineering, Marketing, Public Administration and Human Resource Management. I bring strategic leadership, administrative competencies and a deep understanding of Local Governance to the Human Resource Department of the Assembly.

I began my academic journey with HND Mechanical Engineering Plant Option in 2001, followed by Bachelor of Business Administration in Marketing in 2011. I obtained a Master of Public Administration degree in 2016 and a certificate in Local Government Administration (CLGA) in 2018.

Professionally, I became an Associate Member of the Chartered Institute of Human Resource Management Practitioners (CIHRMP), Ghana in November 2021, and achieved full professional recognition as a Chartered Human Resource Practitioner (CHRMP) in November 2024. 

I have acquired expertise in Recruitment and Selection, Performance Management and Appraisal System, staff Training and Development, policy compliance monitoring, HR records and staff welfare. I have led initiatives that have strengthened the human resource base of the Assembly.

My leadership of the Human Resource Department has contributed significantly to improving operational efficiency, promoting professionalism and ensuring compliance with the Local Government Service HR policies and Labour Act 2003, Act 2016. 

I am committed to fostering a responsiveness and accountable HR environment that support the development of Okaikwei North Municipal Assembly.

THE OBJECTIVES 

The objectives of the Human Resource Department are aligned with the goals of the Assembly and the broader vision of the Local Government Service. These objectives are designed to ensure that the Assembly attracts, develops and retains capable staff who are motivated to deliver quality service

The mandate of the Department includes the following responsibilities:

  1. To ensure the recruitment and retention of qualified staff.
  2. By implementing fair and transparent recruitment processes based on merit and Assembly needs.
  3. To build the capacity of staff for improved performance.
  4. through training, mentorship, and continuous professional development initiatives.
  5. To promote a culture of performance and accountability.
  6. By institutionalizing performance appraisal systems and aligning individual performance with goals of the Assembly.
  7. To ensure compliance with HR policies, regulations, and ethical standards
  8. By educating staff and enforcing adherence to Conditions of Service, the Code of Conduct, and relevant labour laws.
  9. To support succession planning and career progression.
  10. By identifying talent and implementing structured career development pathways of staff.
  11. To ensure proper Human Resource records management at the Assembly.
  12. By maintaining an accurate, secure, and up-to-date staff database.
  13. To improve employee relations and staff welfare.
  14. By fostering open communication, conflict resolution, and a positive working environment.
  15. To collaborate with stakeholders including the Office of the Head of the Local
  16. Government Service (OHLGS), Public Services Commission (PSC), National Labour Commission (NLC), Fair Wages and Salaries Commission (FWSC) and other regulatory bodies for effective HR delivery.
  17. To maintain payroll integrity and establish controls by ensuring that only approved and active staff are captured on the payroll and regularly validating staff data.
PROFILE OF THE HUMAN RESOURCE DEPARTMENT

The Human Resource (HR) Department of the Okaikwei North Municipal Assembly  became a Department in 2019 after being a unit under Central Administration.  The Department plays a significant role in the operations of the Assembly.     

Consequently, the Department operates in accordance with the provisions of the Local Government Service Acts and Regulations, the Labour Act of Ghana, and other public service guidelines. It ensures compliance with human resource management policies and procedures across all decentralized departments within the Assembly.

The Department has six (6) Human Resource Managers who handle human resource issues of a staff strength of Two Hundred and Twenty-Eight (228). With Eight-Seven (87) LGS staff on GoG, other GoG staff Forty-Nine (49) and IGF staff Ninety-Two (92). 

HUMAN RESOURCE MANDATE OF ONMA

The Human Resource Department of the Okaikwei North Municipal Assembly (ONMA) is mandated to ensure effective and efficient management of human capital to support the development agenda of the Assembly. The Department is also responsible for the implementation of Local Government policies, procedures and strategies relating to the recruitment, development, welfare, discipline, performance and retention of staff in accordance with applicable laws and guidelines.

HR MANUALS AND POLICY DOCUMENTS.

The underlisted manuals are also documents which serve as a guide to the HR Department in the performance of its duties.

  1. Public Services Commission Human Resource Management Policy Framework (by OHCS): Ensures standard HR practices across the public service.
  2. Local Government Service Human Resource Operational Manual: Provides standardized operational procedures for HR activities such as leave administration, transfers, postings, and disciplinary processes.
  3. Conditions of Service for Staff of the Local Government Service: Defines entitlements, obligations, and staff welfare.
  4. Scheme of Service for the Local Government Service: Details job classifications and career progression.
  5. Code of Conduct and Ethics for Local Government Staff: Sets professional and ethical standards.
  6. Developing and Implementing HR Policies and Procedures for Okaikwei North Municipal Assembly. A step by staff approach to guide staff.
LEGAL AND POLICY FRAMEWORK GOVERNING HR MANAGEMENT AT ONMA

The Department is guided by a comprehensive legal and policy framework to ensure professionalism, transparency, and accountability in line with Local Government Service and Public Services Commission standards. Notably among the key national Acts and Legislative Instruments (Lis) are:

  1. Labour Act, 2003 (Act 651): Governs employment relationships, covering contracts, rights, health, and dispute resolution.
  2. Local Governance Act, 2016 (Act 936): Establishes functions of MMDAs and supports HR management at the local level.
  3. Local Government Service Act, 2003 (Act 656): Provides for the creation and regulation of HR within the Local Government Service.
  4. Public Services Commission Act, 1994 (Act 482): Guides recruitment, promotion, and discipline in public service.
  5. Workmen’s Compensation Act, 1987 (PNDCL 187): Provides compensation for workrelated injuries and illness.
  6. Financial Administration Act, 2003 (Act 654): Ensures proper payroll management and prevents unauthorized spending.
  7. National Pensions Act, 2008 (Act 766): Governs pensions and retirement benefits.
  8. State Proceedings Act, 1998 (Act 555): Governs legal procedures involving employment disputes with the state.
  9. Data Protection Act, 2012 (Act 843): Secures personal and employment data privacy.
  10. Factories, offices and shop Act 1970 (Act 328).
  11. The 1992 Constitution.
  12. Local Government Service Regulations, 2012 (L.I. 1961): Guides appointments, discipline and promotions.
  13. Labour Regulations, 2007 (L.I. 1833): Implements mechanisms under the Labour Act.
  14. The Local Government (Commencement) Instrument, 2009 (L.I 1961).
  15. Public Financial Management Regulations, 2019 (L.I. 2378): Ensures payroll and financial controls in public institutions.