Podcast
Questions and Answers
What is the object of the Ghana Health Service?
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?
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?
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?
Which of the following is NOT one of the guiding principles of the Ghana Health Service?
Signup and view all the answers
The Code includes guidelines on handling grievances.
The Code includes guidelines on handling grievances.
Signup and view all the answers
What is the purpose of this document?
What is the purpose of this document?
Signup and view all the answers
What year was the first Code of Conduct and Disciplinary Procedures implemented?
What year was the first Code of Conduct and Disciplinary Procedures implemented?
Signup and view all the answers
The _____ is responsible for the overall conduct of the disciplinary process.
The _____ is responsible for the overall conduct of the disciplinary process.
Signup and view all the answers
What must employees of the GHS be accountable to?
What must employees of the GHS be accountable to?
Signup and view all the answers
Which of the following is NOT considered misconduct?
Which of the following is NOT considered misconduct?
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.
Employees of the GHS may conduct themselves in a manner that brings the image of the Service into disrepute.
Signup and view all the answers
Who is the Ultimate Disciplinary Authority of the Ghana Health Service?
Who is the Ultimate Disciplinary Authority of the Ghana Health Service?
Signup and view all the answers
What is the maximum duration for which an employee can be interdicted?
What is the maximum duration for which an employee can be interdicted?
Signup and view all the answers
Misconduct can result in financial and/or material loss to the GHS contrary to existing ________.
Misconduct can result in financial and/or material loss to the GHS contrary to existing ________.
Signup and view all the answers
Which of the following behaviors is classified as misconduct?
Which of the following behaviors is classified as misconduct?
Signup and view all the answers
What must an officer in charge do when an offense is reported?
What must an officer in charge do when an offense is reported?
Signup and view all the answers
What is an example of wrong behavior during working hours?
What is an example of wrong behavior during working hours?
Signup and view all the answers
What role does a Disciplinary Committee play in the GHS?
What role does a Disciplinary Committee play in the GHS?
Signup and view all the answers
What should you do if you wish to appeal to the Appointing Authority?
What should you do if you wish to appeal to the Appointing Authority?
Signup and view all the answers
Which of the following is an example of an offence under health research? (Select all that apply)
Which of the following is an example of an offence under health research? (Select all that apply)
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.
The background section of the report on appeal should include terms of ______, application showing grounds of appeal, summary, and charges.
Signup and view all the answers
The use of flawed data in research is considered acceptable under health research guidelines.
The use of flawed data in research is considered acceptable under health research guidelines.
Signup and view all the answers
What should be acknowledged in the letter conveying the result of an appeal?
What should be acknowledged in the letter conveying the result of an appeal?
Signup and view all the answers
What information is not allowed to be withheld in research papers or proposals? (Select all that apply)
What information is not allowed to be withheld in research papers or proposals? (Select all that apply)
Signup and view all the answers
What is required for each statement recorded during an inquiry?
What is required for each statement recorded during an inquiry?
Signup and view all the answers
The conclusions in an inquiry report should always be based on mere conjecture.
The conclusions in an inquiry report should always be based on mere conjecture.
Signup and view all the answers
Which of the following statements about confidentiality is true?
Which of the following statements about confidentiality is true?
Signup and view all the answers
What action must be taken if an employee is acquitted by an inquiry?
What action must be taken if an employee is acquitted by an inquiry?
Signup and view all the answers
What is an example of a minor offence?
What is an example of a minor offence?
Signup and view all the answers
Which penalty may be applied for minor offences?
Which penalty may be applied for minor offences?
Signup and view all the answers
An employee can be punished by GHS for a criminal charge from which they were acquitted.
An employee can be punished by GHS for a criminal charge from which they were acquitted.
Signup and view all the answers
What is a grievance?
What is a grievance?
Signup and view all the answers
Match the following penalties with minor offences classifications:
Match the following penalties with minor offences classifications:
Signup and view all the answers
What steps should be taken if a grievance is not resolved?
What steps should be taken if a grievance is not resolved?
Signup and view all the answers
An appeal can be made to the lowest authority level first.
An appeal can be made to the lowest authority level first.
Signup and view all the answers
What is the final appellate body for staff of the GHS?
What is the final appellate body for staff of the GHS?
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?
How many days does an employee have to notify their intention to appeal against a decision of a Disciplinary Authority?
Signup and view all the answers
What is the maximum time to lodge an appeal after receiving a Disciplinary Committee's decision?
What is the maximum time to lodge an appeal after receiving a Disciplinary Committee's decision?
Signup and view all the answers
An employee can file multiple appeals on the same case within the allowed three months period.
An employee can file multiple appeals on the same case within the allowed three months period.
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?
Under what condition may a further appeal on the same case be entertained after all channels have been exhausted?
Signup and view all the answers
What must an appeal filed by an aggrieved employee include?
What must an appeal filed by an aggrieved employee include?
Signup and view all the answers
The records of both the proceedings and evidence must be taken down in writing or electronically.
The records of both the proceedings and evidence must be taken down in writing or electronically.
Signup and view all the answers
How many officers comprise an appeal committee?
How many officers comprise an appeal committee?
Signup and view all the answers
What happens to decisions made on appeals?
What happens to decisions made on appeals?
Signup and view all the answers
What is conflict of interest defined as?
What is conflict of interest defined as?
Signup and view all the answers
Who must an employee declare a conflict of interest to?
Who must an employee declare a conflict of interest to?
Signup and view all the answers
An employee can keep their position even when proven to have a conflict of interest.
An employee can keep their position even when proven to have a conflict of interest.
Signup and view all the answers
What is one possible action if a conflict of interest results in significant losses to the Service?
What is one possible action if a conflict of interest results in significant losses to the Service?
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.
Studying That Suits You
Use AI to generate personalized quizzes and flashcards to suit your learning preferences.
Related Documents
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.
