Resolving Ghana’s Legislative Vetting Quagmire: Adopting the UN Competency-Based Interview Guide (UN-CBIG)

Resolving Ghana’s Legislative Vetting Quagmire: Adopting the UN Competency-Based Interview Guide (UN-CBIG)

Introduction

Ghana’s legislative vetting process has faced persistent criticism for being overly politicised, often prioritising praise-singing and political equalisation over rigorous scrutiny of nominees. To address these shortcomings, adopting the United Nations Competency-Based Interview Guide (UN-CBIG) can provide a structured and objective framework for assessing nominees based on their competencies, skills, and behaviours.

Background

The 1992 Constitution of Ghana established a democratic system grounded in checks and balances to prevent the abuse of power. However, the legislative vetting process has frequently been criticised for lacking transparency and accountability. The adoption of the UN-CBIG offers a standardised framework for evaluating nominees, ensuring that decisions are based on merit rather than political affiliations or personal connections.

The UN Competency-Based Interview Guide (UN-CBIG)

The UN-CBIG is designed to assess a candidate’s past experiences and behaviours as a predictor of their future performance in a role. It emphasises structured and competency-based interviews to ensure fairness, transparency, and effectiveness. Key objectives of the UN-CBIG include:

Assessing Candidate Competencies

1. Competency Evaluation: Assess a nominee’s competencies, skills, and behaviours. required for effective leadership.
2. Behavioural-Based Questions: Utilise structured, behavioural-based questions to evaluate past experiences as indicators of future performance.
3. Standardised Evaluation Criteria: Establish uniform evaluation criteria to ensure fairness and consistency.

Ensuring Fairness and Transparency

1. Objective Assessment: Minimise bias by focusing on demonstrated competencies rather than personal or political considerations.
2. Accountability: Promote accountability by documenting the selection process and ensuring equal treatment of all nominees.
3. Transparency: Foster trust in the vetting process through clear, publicly available evaluation criteria.

Enhancing Candidate Experience

1. Candidate Support: Provide nominees with detailed information about the selection process, expectations, and required competencies.
2. Feedback Mechanism: Offer constructive feedback to nominees regarding their performance.

Aligning with Governance and National Values

1. Promoting Good Governance: Ensure that the selection process aligns with principles of transparency, accountability, and inclusivity.
2. Competency Framework Alignment: Match evaluation criteria with Ghana’s leadership and governance needs.

The UN-CBIG assesses three primary competency categories:

• Core Values: Integrity, professionalism, and respect for diversity.
• Core Competencies: Communication, teamwork, and problem-solving.
• Functional Competencies: Technical expertise and role-specific knowledge.

Applying the UN-CBIG to Ghana’s Legislative Vetting Process

To incorporate the UN-CBIG into Ghana’s legislative vetting process, the following reforms should be considered:

1. Establish Clear Evaluation Criteria: Define essential competencies, skills, and behaviours for nominees.
2. Use Competency-Based Interview Questions: Develop structured interview questions that objectively assess nominees.
3. Competency-Based Evaluations: Focus evaluations on demonstrated competencies rather than political affiliations.
4. Provide Feedback to Nominees: Offer post-vetting feedback to help nominees understand areas of strength and improvement.

A Structured Framework for Legislative Vetting

To ensure a rigorous and transparent vetting process, Ghana’s Parliamentary Vetting Committee should adopt a four-phase approach:

1. Pre-Vetting Phase

• Develop Transparent Criteria: Establish clear, published evaluation benchmarks based on qualifications, experience, and track record.
• Gather Relevant Information: Collect nominees’ résumés, financial disclosures, and conflict-of-interest statements.

1. Vetting Phase

• Competency-Based Interviews: Conduct structured interviews using behavioural-based questioning techniques.
• Independent Expert Input: Consult subject-matter experts to provide an impartial assessment of nominees’ qualifications.
• Public Participation: Incorporate public feedback mechanisms to enhance transparency and trust.

III. Evaluation and Decision-Making Phase

• Structured Assessment: Evaluate nominees based on standardised, competency-driven criteria.
• Deliberation and Final Decision: Conduct rigorous reviews before confirming a nominee’s suitability for the role.

1. Post-Vetting Phase

• Transparent Reporting: Publish vetting outcomes and reasoning to uphold accountability.
• Continuous Monitoring: Track nominees’ performance post-appointment to ensure ongoing accountability.

Key Reforms to Strengthen the Vetting Process

Ghana’s parliamentary vetting process must shift from political favouritism to merit-based scrutiny. Recent instances of parliamentary discord during vetting sessions illustrate the urgent need for reform. Key recommendations include:

• Independent Expert Review: Engage neutral experts to enhance the objectivity of vetting assessments.
• Transparent and Accountable Process: Implement clear vetting procedures with defined timelines and reporting standards.
• Enhanced Parliamentary Oversight: Strengthen legislative scrutiny of executive appointments to reinforce accountability.
• Capacity Building: Provide training for committee members on competency-based interviewing and evaluation.
• Legal Framework Reinforcement: Ensure the vetting process is firmly anchored within Ghana’s constitutional and legal framework.
• Stakeholder Engagement: Collaborate with civil society organisations, media, and the public to promote inclusivity and transparency.

Benchmarking Against International Best Practices

Ghana can learn from global best practices to improve its vetting process. The UN-CBIG offers a robust model for structured competency assessment, which Ghana’s Parliament can adapt to suit the local governance context. International standards emphasise fairness, transparency, and merit-based selection—principles that Ghana’s vetting process must uphold.

Contextualising Reforms in Ghana

For these reforms to be effective, active engagement with stakeholders—including civil society, media, and the public—is crucial. A transparent and credible vetting process will restore public confidence in Ghana’s governance structures and ensure that only the most competent individuals are appointed to key positions.

Conclusion

Adopting the UN-CBIG can transform Ghana’s legislative vetting process by shifting the focus from political favouritism to competency-based evaluations. By emphasising demonstrated skills, behaviours, and integrity, Parliament can enhance transparency, accountability, and effectiveness in public sector appointments.

Implementing these reforms will not only improve governance but also restore public trust in Ghana’s parliamentary oversight functions. A competency-driven vetting process will ensure that only qualified individuals are entrusted with leadership responsibilities, ultimately strengthening the nation’s democratic institutions.