Letter to Prez Mills; Probe rampant resignations in the NARCOB

Ghana is undeniably one of the leading countries in the transshipment of cocaine and other narcotic drugs in West Africa. The Narcotics Control Board (NACOB) which is the leading agent in combating the drug problem is faced with pitiful staffing hindrance which is affecting the BOARD's operational activities. Although NACOB alone cannot stem the surge, the over-dependence on other institutions to beef up manpower requirements for operations has several setbacks which must be limited.

In 1991 when NACOB was established, the staff capacity was 7. In 1992 it was increased to 27. By the end of 1992, the number had reduced to 16.

Over the years, many people were recruited into the BOARD but staff turnover has always been high. As of June 2008, the BOARD had an overall staff capacity of 143 nationwide including casual workers and policemen on secondment. By June 2009 the number had reduced to 133.

Almost 20 years after the establishment of NACOB, its nationwide numerical strength is still below 150 with dilapidated equipment yet we talk of fighting drugs. Fighting drugs indeed!!

Having ten (10) personnel resign from a narcotic drug control agency (within a year) calls for serious concern. Indeed it tells “how serious and committed a government is in winning the war against the drug menace.”

It is extremely important to critically examine why employees of the BOARD tend to quit at short intervals instead of showing commitment, dedication and loyalty in the fight against the menace.

Expectations may have been raised too high during recruitment processes; leading people to compete for and accept jobs for which they are in truth inapt. It seems the BOARD does this in order to ensure that vacancies were filled with sufficient numbers of well-qualified people as quickly as possible. However, over the longer term the practice is counter-productive because it leads to costly, unavoidable turnover and the development of a poor reputation for the BOARD.

Majority of the people who resigned were very experienced in terms of skills in drug detection/control, a few were on interdiction for a long time. The current Executive Secretary of NACOB, ACP Robert Ayalingo, must sit up and extricate himself from frequenting the media to praise the government for instituting measures to curtail the menace when in reality, absolutely nothing has been done to effect any changes.

It is a universally accepted fact that narcotic drug control is very risky. Drug dealers are very influential and ready to do anything to eliminate any uncertainty on their way. In some countries they are able to even oust governments.

Available statistics show that proceeds from drug dealings worldwide are over five hundred billion dollars ($500,000,000,000.00) yearly. No matter the consequences, people are determined to traffic in drugs. If nothing is done to salvage the situation, drug control in Ghana will collapse and the repercussions will be unimaginable. Let's leave politics out of this. The Prez. Mills government must act now. The situation in NACOB needs a short-term attention else it will get out of hand soon.

In a country where skills in narcotic drug control are relatively scarce, where recruitment is costly or where it takes several months or even years to fill a vacancy, where there is over-reliance on the international community for training aid etc. turnover is likely to be problematic for the BOARD. This is especially true of situations in which the BOARD may be losing staff to its enemies (drug barons) where experiences acquired by resigned staff e.g. on strategies used in identifying a courier could be of immense benefit to barons in reorganizing their modus operandi for a fee.

It is rare for people to leave legitimate jobs in which they are happy, even when offered higher pay elsewhere. Generally, employees resign for many different reasons. While the overall level of remuneration is likely to play a major role in high turnover at NACOB, the following facts or otherwise may be examined:
Is it poor relationship with superiors
Where there is no opportunity to voice dissatisfaction, resigning is the only option; is that the case?
Is it lack of training and development opportunities
Is it discrimination against employees? Perceived unfairness, whatever the reality, is a major cause of resignations.

Is it true that the BOARD's condition of service which was approved for implementation by the Board of Governors two (2) years ago is dormant?

Obtaining accurate information on reasons for quitting may be difficult. However, existing employees (potential leavers) could give clues.

Credit: Robert Ahmed Zafai (concerned staff)