The National Service Scheme,
policy wise, has over the years evolved referencing the introduction of special
models (including Agriculture, etc.), however, the plight of the ‘instruments’ (Service Personnel) used to accomplish the objectives of these policies have
remained stunt including low motivation, tranquillity amidst horror, just to
mention a few.
It is mundane that after the
release of the National Service posting, personnel are asked to register with
the National Service Secretariat and report immediately to their assigned
places to commence Service without recourse that Personnel posted would need
ample time to settle at the posted locality. Sadly, personnel who for some
reasons are unable to report at their assigned post on time are denied a
monthly stipend. It therefore would be expedient that the National Service
Secretariat grants a one month leeway (before the official commencement of
Service) to enable Personnel ‘settle’ at their new abode.
Again, referencing that the
National Service Secretariat (NSS) isn't obliged to comply with applicant’s
preferred choice of Region during posting; it is meaningless that the NSS
should give applicants options to select any four preferred regions for posting.
If the NSS by mandate isn’t bound to meet the preference of Personnel, then
from the moment of application, such fantasies (hope of being posted to a
preferred region) must be done away with. Moreover, it is deduced that posting
Service Personnel to regions other than their preferred is an indication that
the NSS deliberately solicits the opinion of applicants for a contrary posting.
It’s thus unsafe that applicants be honest whilst providing information lest
they suffer victimization.
Thankful of the recent increment
in the 2013/2014 National Service Personnel allowance, the existence of a
policy indicating a fixed per/bi annual increment of Service Personnel
allowance shall enable personnel to adequately plan their survival over the
period of National Service. Many times, Service Personnel undergo horrifying
experiences whiles migrating to regions they have been posted to amidst
fantasies of increment. That’s unacceptable.
Again, the practice of imposing
new Banks on Service Personnel especially those within the Accra Metropolis is
a presumed factor that delays payment of National Service Personnel monthly
stipend contrary to enhancing efficiency. I appreciate the intention of the
Secretariat to: Promote the Banking institutions (judging that they could employ
us after completion of the Service, etc.) or grant an avenue for fresh
graduates who don’t own bank accounts to own one, etc; the counter-productive
effect of this initiative has made it a liability rather than an asset. Few
years ago, I am told that National Service Personnel were given the chance to
use their existing Bank account(s) as a channel of allowance payment; as a
result little difficulty was encountered. Whatever must have compelled the
Secretariat to impose Banks on Personnel recently is indeed a subject of
research.
In my mind, adopting the previous practice of
National Service Personnel using their existing bank account as a means of
payment would be ideal referencing that many (Service Personnel) shall abandon
these imposed bank accounts after completion of the National Service.
To
the National Service Secretariat/Directors, it may be a ‘normal’ practice that
National Service Personnel posted to the public sector suffer non-payment of
their monthly stipend for an average period of two months. How does the NSS
Secretariat expect fresh graduates without any means of financial support to
endure economic hardship for an average period of 2 months and at the same time
report to work, etc.? Evidently, those at the helm tolerate this practice because
after each month, their monthly salary is swiftly paid into their bank
account(s).
Service without adequate
motivation simply yields pretence. It is incomprehensible that such meagre allowance can’t be paid promptly by the state, spearheaded by the NSS
secretariat.
Contrary to the ideals of
National Service including inculcating Patriotism and Nationalism, experiences
gathered indicates National Service being an avenue to usher Students unto the
harsh Ghanaian work environment with a characteristic trait(s) of timidity,
terror and a culture of tranquillity amidst horror.
In my mind, the prevalent
condition of service for National Service Personnel is a guaranteed indication
that Ghana shall for the next century remain a developing country. We must not
fail posterity.
Paul Obeng
Atiemo
National Service Person at Parliament House (2013/2014)
paulaoben@yahoo.com
National Service Person at Parliament House (2013/2014)
paulaoben@yahoo.com
