Ghana Health Service Code of Conduct Quiz & Flashcards

Questions and Answers

What is the object of the Ghana Health Service?

To implement approved national policies for health delivery in the country, increase access to improved health services, and manage prudently resources available for the provision of health services.

What does the term 'discipline' refer to in the context of the Code of Conduct?

Orderly behaviour of employees in the Service and adherence to existing rules and regulations.

What kinds of personnel does the Code apply to?

All GHS employees, personnel on contract or secondment, personnel on leave, and any other person(s) working with the GHS under approved terms.

Which of the following is NOT one of the guiding principles of the Ghana Health Service?

Promoting privatization of health services Signup and view all the answers

The Code includes guidelines on handling grievances.

True Signup and view all the answers

What is the purpose of this document?

To provide practical and explicit guidance for handling disciplinary and grievance processes for managers, employees, and their representatives. Signup and view all the answers

What year was the first Code of Conduct and Disciplinary Procedures implemented?

2003 Signup and view all the answers

The _____ is responsible for the overall conduct of the disciplinary process.

Disciplinary Committee Signup and view all the answers

What must employees of the GHS be accountable to?

The Republic of Ghana, the public, their immediate superiors, and the governing Council of the Service. Signup and view all the answers

Which of the following is NOT considered misconduct?

Volunteering for community service Signup and view all the answers

Employees of the GHS may conduct themselves in a manner that brings the image of the Service into disrepute.

False Signup and view all the answers

Who is the Ultimate Disciplinary Authority of the Ghana Health Service?

The President of the Republic of Ghana Signup and view all the answers

What is the maximum duration for which an employee can be interdicted?

Nine months. Signup and view all the answers

Misconduct can result in financial and/or material loss to the GHS contrary to existing ________.

law Signup and view all the answers

Which of the following behaviors is classified as misconduct?

Taking leave without approval Signup and view all the answers

What must an officer in charge do when an offense is reported?

Document the incident and make a formal report within three working days. Signup and view all the answers

What is an example of wrong behavior during working hours?

Using narcotic drugs Signup and view all the answers

What role does a Disciplinary Committee play in the GHS?

To handle cases that attract formal proceedings related to disciplinary issues. Signup and view all the answers

What should you do if you wish to appeal to the Appointing Authority?

You must do so within ten (10) working days of this decision. Signup and view all the answers

Which of the following is an example of an offence under health research? (Select all that apply)

Allowing non-project staff access to patient information Signup and view all the answers

The background section of the report on appeal should include terms of ______, application showing grounds of appeal, summary, and charges.

Appointment Signup and view all the answers

The use of flawed data in research is considered acceptable under health research guidelines.

False Signup and view all the answers

What should be acknowledged in the letter conveying the result of an appeal?

Receipt of the letter Signup and view all the answers

What information is not allowed to be withheld in research papers or proposals? (Select all that apply)

Results Signup and view all the answers

What is required for each statement recorded during an inquiry?

It shall be signed by the Chairperson of the committee holding the inquiry. Signup and view all the answers

The conclusions in an inquiry report should always be based on mere conjecture.

False Signup and view all the answers

Which of the following statements about confidentiality is true?

Findings should not be disclosed to the accused before approval. Signup and view all the answers

What action must be taken if an employee is acquitted by an inquiry?

The employee shall be recalled to work within thirty days of the adoption of the report. Signup and view all the answers

What is an example of a minor offence?

Reporting late for work Signup and view all the answers

Which penalty may be applied for minor offences?

Warning in writing Signup and view all the answers

An employee can be punished by GHS for a criminal charge from which they were acquitted.

False Signup and view all the answers

What is a grievance?

A challenge by an employee to a specific disciplinary action, policy or practice. Signup and view all the answers

Match the following penalties with minor offences classifications:

Verbal warning = First instance minor offence Suspension from duty without pay = Not more than ten working days Warning in writing = Second instance minor offence Signup and view all the answers

What steps should be taken if a grievance is not resolved?

File a petition with a higher authority. Signup and view all the answers

An appeal can be made to the lowest authority level first.

False Signup and view all the answers

What is the final appellate body for staff of the GHS?

The GHS Council Signup and view all the answers

How many days does an employee have to notify their intention to appeal against a decision of a Disciplinary Authority?

30 days Signup and view all the answers

What is the maximum time to lodge an appeal after receiving a Disciplinary Committee's decision?

3 months Signup and view all the answers

An employee can file multiple appeals on the same case within the allowed three months period.

False Signup and view all the answers

Under what condition may a further appeal on the same case be entertained after all channels have been exhausted?

When new and convincing evidence is established Signup and view all the answers

What must an appeal filed by an aggrieved employee include?

Grounds of appeal and names of affected parties Signup and view all the answers

The records of both the proceedings and evidence must be taken down in writing or electronically.

True Signup and view all the answers

How many officers comprise an appeal committee?

Five Signup and view all the answers

What happens to decisions made on appeals?

They must be recorded and kept at various relevant levels. Signup and view all the answers

What is conflict of interest defined as?

Any situation that potentially interferes with sound decision-making and could compromise rules. Signup and view all the answers

Who must an employee declare a conflict of interest to?

His/her immediate superior officer Signup and view all the answers

An employee can keep their position even when proven to have a conflict of interest.

False Signup and view all the answers

What is one possible action if a conflict of interest results in significant losses to the Service?

The matter must be referred to security agencies Signup and view all the answers

Study Notes

Ghana Health Service Code of Conduct and Disciplinary Procedures

Revised document aimed at enhancing the professional conduct of employees in the Ghana Health Service (GHS).
Essential for fostering effective organizational operations through established standards of performance and conduct.

Objectives and Purpose

GHS established to implement national health policies, improve health service access, and judiciously manage resources.
The document aims to promote disciplined, dedicated workforce aligned with GHS's goals, reflecting national and international standards.

Scope of the Code

Applicable to all GHS employees, including those on contract, seconded personnel, and temporary staff working under approved terms.

Principles and Values

Vision: "A Healthy Population with Universal Access to Quality Health Service."
Mission focuses on comprehensive primary health care management.
Core values include professionalism, equity, confidentiality, efficiency, and continuous quality improvement in health services.

Conduct Definitions

Discipline refers to orderly behavior and adherence to regulations.
Indiscipline includes any action that deviates from outlined behaviors and practices.

Guiding Legal Documents

Incorporates various legalities: GHS Administrative Rules, Patient’s Charter, relevant laws of the Republic of Ghana, and codes from health professional regulatory bodies.

Accountability and Responsibilities

Employees are accountable to the Ghana government, public, and their immediate superiors.
Maintain political neutrality and avoid conflicts of interest in personal and professional commitments.

Definition of Misconduct

Encompasses acts leading to improper duty performance, financial/material loss to GHS, damage to corporate image, or negative impacts on patient care and safety.
Key considerations for misconduct involve any actions that might tarnish the reputation of the GHS or compromise patient safety.

Disciplinary Authority

Establishes hierarchical structures for disciplinary action, outlining who has ultimate authority and the delegation of responsibilities.
Creation of disciplinary committees ensures that all misconduct is appropriately addressed while respecting employees' rights.

Disciplinary Proceedings

Detailed procedures for reporting incidents, conducting preliminary investigations, and the various types of disciplinary actions are outlined.
Emphasizes confidentiality during the proceeding phases and ensures fair treatment for all parties involved.

Categories of Offences and Penalties

Differentiates between minor and major offences with corresponding penalties, promoting awareness of potential consequences.

Grievances and Appeals

Outlines processes for raising grievances and initiating an appeal against disciplinary actions, ensuring fairness and due process.

Conflict of Interest

Requires declarations of interest and sets forth conditions to manage conflicts, underscoring the importance of ethical behavior in service delivery.

Continuous Review

Document will undergo regular reviews to address any gaps and integrate new developments, urging users to provide feedback for improvement.### Types of Misconduct
Acts of misconduct include reporting late or leaving early without permission, and absenteeism without leave.
Insubordination involves refusal to obey lawful orders or disrespect towards superiors.
Willful disobedience of lawful instructions from authority figures is considered misconduct.
Being under the influence of alcohol or narcotics during work hours is prohibited.
Consumption of alcohol or drugs on workplace premises is considered misconduct.
Smoking is not allowed in the workplace.
Unauthorized use of service resources for personal purposes is prohibited.
Activities resulting in conflicts of interest are deemed unacceptable.
Employees must submit required reports or information as part of their duties.
Disclosure of confidential information to unauthorized individuals constitutes misconduct.
Making false representations or aiding in document falsification is prohibited.
Failure to report misconduct by colleagues also amounts to misconduct.
Professional malpractice includes incompetence, negligence, or unethical behavior.
Violations of the GHS Code of Ethics, Patient's Charter, or other regulatory codes are misconduct.

Disciplinary Authority

The President of Ghana holds the appointing and ultimate disciplinary authority for the Ghana Health Service (GHS).
Disciplinary responsibilities are delegated to the GHS Council and authorized bodies.
Disciplinary authority is categorized:
- National Level: GHS Council, Director General, Divisional Directors.
- Regional Level: Regional Director of Health Service.
- District Level: District Director of Health Service.
- Institutional Level: Head of an Institution.
Different categories of staff have specific disciplinary procedures and authorities outlined for minor and major offences.

Role of Other Organizations

Serious breaches impacting national security or legal violations must be reported to relevant authorities.
For seconded staff, the GHS investigates minor offences and makes recommendations to the parent organization.
Criminal offences must be reported to law enforcement, and major professional misconduct is referred to regulatory bodies.

Establishment of Disciplinary Committees

Disciplinary Committees are formed at all levels within GHS to handle serious cases.
Committees consist of five members, including a Union representative.
Co-opted members may assist but cannot vote.

Disciplinary Proceedings

Offences must be reported promptly by the officer in charge, who documents the incident.
Preliminary investigations must be initiated, including interviews and document inspections.
Minor offences may lead to immediate sanctions, while major offences require formal disciplinary procedures.

Types of Disciplinary Proceedings

Summary proceedings deal with minor offences and require written notification and a chance to respond.
Formal proceedings are for major offences, involving thorough investigations and the right to legal representation.

Interdiction

Interdiction involves suspending employees accused of major misconduct for investigative purposes.
It is not punitive and may last up to nine months, with regular salary but without allowances.

Confidentiality in Proceedings

Findings should not be disclosed until approved by discipline authority, except in legal emergencies or to protect individuals involved.

Decisions Post-Inquiry

Upon inquiry completion, reports are submitted detailing findings, verdicts, and recommendations.
Acquitted employees must be reinstated with apologies if exonerated.
Guilty verdicts lead to appropriate sanctions within a specified time frame.
False acusations require the complainant to write an apology and may involve disciplinary measures against them.

General Provisions

Disciplinary actions must align with criminal proceedings' outcomes.
Employees shall not be transferred, promoted, or trained during pending disciplinary actions.
Acquitted individuals cannot be punished for the same offence, but GHS reserves the right to address related misconduct.### Categories of Offences and Penalties
Offences are divided into minor and major categories, each attracting distinct penalties.

Minor Offences

Examples include:
- Late arrival or early departure without permission.
- Unauthorized absence from duty.
- Rudeness towards superiors, colleagues, or clients.
- Misuse of service equipment for personal tasks.
- Providing false information to damage the Service's reputation.
- Undue interference with colleagues' work.
- Non-compliance with the dress code and workplace sobriety.

Penalties for Minor Offences

Disciplinary actions may include:
- Verbal or written warnings.
- Suspension without pay for up to ten working days.
- Temporary reassignment to a less responsible position.
- Refund of illegally collected fees from clients.

Major Offences

Major offences encompass:
- Theft, fraud, or negligence leading to financial loss.
- Any form of sexual harassment or physical assault.
- Drug trafficking or persistent intoxication at work.
- Falsification of official records and negligence of duties.
- Breaching confidentiality and failing to adhere to safety protocols.

Penalties for Major Offences

Disciplinary measures may involve:
- Salary suspension for one month.
- Deferred promotion for 1 to 3 years.
- Dismissal with forfeiture of service benefits.
- Immediate demotion in rank and salary reduction.

Grievances and Petitions

A grievance is an employee's challenge to a specific disciplinary action or policy.
Common causes of grievances include delayed promotions and dissatisfaction with working conditions.

General Principles of Grievance Redress

Emphasizes good corporate governance and awareness of service expectations among employees.
Fairness in applying penalties and timely resolution of grievances is crucial.

Procedure for Petitioning

Employees should ensure an act of omission or commission exists before submitting a petition.
Petitions can escalate through layers of authority if unresolved.

Appeal System

An appeal allows for re-examination of disciplinary decisions within a hierarchical structure, ultimately reaching the GHS Council.
Appeals must be lodged within 30 days of receiving a disciplinary decision.

Confidentiality of the Appeal Process

Hearings can be open or closed based on the agreement of involved parties and discretion of the appellate authority.
Exceptions to confidentiality may apply under specific legal or ethical circumstances.

Limitations of Period of Appeal

An aggrieved employee has three months to file an appeal after receiving a disciplinary verdict.
The same issue may only have one appeal unless new evidence emerges post-hearing.

Membership of Appeal Committee

Composed of five senior officers; decisions are made by consensus.
Members unable to attend must be replaced, ensuring representation in all hearings.

Conduct of Appeal

The appellate body informs the appellant of the hearing details, ensuring transparency in the appeals process.

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Description

Test your knowledge of the Ghana Health Service's objectives and the Code of Conduct's principles. This quiz covers definitions, personnel applicability, guiding principles, and grievance handling within the Ghana Health Service. Prepare to engage with essential concepts crucial for understanding health service regulations.