The Governance Commission (GC) of Liberia has initiated a significant restructuring exercise, terminating the employment of over seventy employees who were hired between July 1, 2021, and December 31, 2023, during the tenure of the Coalition for Democratic Change (CDC) government. This decision stems from the findings of a comprehensive audit conducted for that period and a subsequent credential verification report, both of which revealed irregularities in the recruitment processes employed during the specified timeframe. The GC has cited non-competitive recruitment practices as the primary reason for the dismissals, emphasizing its commitment to upholding transparency and accountability within its operations.
To address the identified discrepancies, the GC has announced the establishment of a vetting/recruitment committee to oversee a transparent and competitive recruitment process. This committee will be responsible for managing the reapplication process for the dismissed employees, who have been encouraged to reapply for their former positions. The reapplication window is open from May 1, 2025, to May 15, 2025. This competitive process aims to ensure that all future appointments adhere to the GC’s 2007 Act (Part IV: Section 4.1.8), the 2014 Employees Handbook (section 9.1), and the established job descriptions. The GC views this measure as crucial for strengthening its operational integrity and alignment with best practices in human resources management.
The formal notification of termination and the invitation to reapply were communicated to the affected employees through an internal memo dated April 30, 2025, and subsequent individual letters. Both communications reiterated the findings of the audit query and the credential verification report, stressing the need for a competitive recruitment process to rectify the non-competitive practices employed in the past. The communications emphasized that the reapplication process is essential for ensuring fairness, transparency, and compliance with established regulations.
The GC’s internal memo, issued by the Human Resources Department and approved by the Acting Chairperson, Dr. Alaric K. Tokpa, outlines the rationale behind the terminations and the subsequent reapplication process. It highlights the GC’s commitment to addressing the findings of the audit query and the credential verification report, asserting that the actions taken are necessary to enhance transparency, accountability, and operational excellence within the commission. The memo also assures employees that further details regarding the implementation of these actions will be shared in subsequent communications.
Individual letters addressed to the affected employees further elaborate on the situation. They reiterate the findings of the General Auditing Commission (GAC) audit and the GC’s credential verification report, emphasizing the need for a competitive recruitment process to remedy the discrepancies identified. The letters, signed by Dr. Alaric K. Tokpa, the Acting Chair of the GC, urge the dismissed employees to participate in the upcoming recruitment exercise to ensure fairness, transparency, and compliance with existing policies. They underscore the importance of this process in enhancing accountability and operational integrity within the Governance Commission.
In conclusion, the Governance Commission of Liberia’s decision to terminate the employment of over seventy staff members and initiate a new recruitment process signifies a decisive step towards enhancing transparency and accountability within the organization. This move is directly linked to the findings of a comprehensive audit and credential verification report, which revealed irregularities in past recruitment practices. The establishment of a vetting/recruitment committee and the implementation of a competitive reapplication process demonstrate the GC’s commitment to adhering to its established regulations and promoting fairness in its employment practices. This restructuring initiative represents a significant effort to strengthen the GC’s operational integrity and ensure that its human resources practices are aligned with best practice standards.
