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The Deputy Chief Executive of the National Health Insurance
Authority (NHIA) in charge of Human Resource and Administration, Mr Raphael
Segkpeb, has assured staff of the Authority that Executive Management under Dr.
Victor Asare Bampoe remains fully committed to prioritising staff welfare. He gave the assurance when he engaged staff across district
and regional offices during the CEO’s recent working tour of the Ahafo, Western
North and Western Regions.
The team is expected to conclude the tour in the Central
Region with similar engagements with staff and other stakeholders.
He joined the Chief Executive Officer, Dr. Bampoe, who is
currently undertaking nationwide staff and stakeholder engagements to solicit
broad-based support for his three-point vision for the Authority.
The vision seeks to align the NHIA to President John Dramani
Mahama’s UHC agenda by operationalising the Mahama Cares programme and the Free
Primary Healthcare policy, end illegal charges—often disguised as
co-payments—imposed on NHIS members by some credentialed facilities, and
enhance staff welfare to ensure effective service delivery.
Although Dr. Bampoe led the regional tours, he tasked Mr.
Segkpeb to directly engage staff on welfare matters, given his portfolio as
Deputy CEO for HR and Administration.
Mr. Segkpeb outlined a number of initiatives introduced by
the CEO and Executive Management to enhance staff welfare, which also addressed
most of the concerns raised by staff across the country.
These concerns include lack of promotions, slow career
progression, limited access to emergency funds, inadequate accommodation for
drivers during official trips, and opportunities for local and international
training, as well as other operational, logistical, and infrastructural
challenges.
Credit Union
To tackle financial and welfare concerns, Mr. Segkpeb
announced that the NHIA Credit Union, an initiative introduced under the
leadership of the CEO, would be officially launched in the coming weeks.
He encouraged all staff to take advantage of the scheme to
cultivate a savings culture and to access quick loans in times of need.
“The system has been designed such that once a staff member
qualifies, they can access a loan within 24 hours—much faster than a salary
advance” he said.
He therefore appealed to all staff again to contribute
generously amount they could spare monthly.
Provident Fund
Likewise, Mr Segkpeb advised staff not to be in a hurry to
withdraw their contributions once they mature unless they had urgent needs and
further encouraged those contributing the minimum five percent to consider
topping up with the permitted 6.5 percent in order to maximise long-term
benefits.
Promotions
On staff promotions and career progression, the Deputy Chief
Executive admitted that discrepancies had been a long-standing challenge but
assured staff that management was rigorously working to resolve them.
He noted that a long-standing backlog in staff progression
was being addressed, supported by a comprehensive human resource audit and the
development of a new scheme of service.
“No one needs to know somebody to be promoted. What we are
doing is to ensure that promotions are merit-based, systematic, and
sustainable,” he assured.
“Ongoing HR audit, which some staff had already been
selected to contribute to, is not a mere formality but a serious effort aimed
at identifying challenges relating to staff promotions, career progression and
welfare, and establishing a clear career path for all staff.
“Staff concerns are a big worry to the CEO, who is
determined to address systemic bottlenecks affecting performance and career
advancement.
“No one needs to know somebody to be promoted.
What we are
doing is to ensure that promotions are merit-based, systematic, and
sustainable,” he assured.
He further announced that modalities were being finalised
for the promotion of drivers within a structured framework that would align
with other staff grades, ensuring drivers are not left behind.
Learning and Development Portal
The Deputy CEO also highlighted the upcoming launch of a
Learning and Development Portal, which would host relevant materials on the
Authority, the NHIS, and flagship health programmes including the Ghana Medical
Trust Fund, popularly known as Mahama Cares, and the Free Primary Healthcare
policy.
He said the initiative was in line with international best
practices that the CEO had brought to the NHIA, drawing from his wealth of
global experience.
He urged staff to make good use of the portal to build their
capacity and adequately prepare themselves for higher responsibilities rather
than waiting passively for promotions.
Training opportunities
He disclosed that the CEO had directed that international
and local training opportunities should be equitably shared among headquarters
staff and staff at the district, regional and claims processing centre levels.
In this regard, he advised staff to acquire passports to
avoid missing out on such opportunities and reminded staff that working hard
would increase chances of being recommended by their supervisors.
Gender Desk and Logistics
Mr Segkpeb said in line with the CEO’s drive for Gender
parity in line with international standards has ordered the setting up a Gender
Desk to identify training and leadership opportunities for women so they could
adequately prepare for higher responsibilities, emphasising that where a man
and woman were equally qualified, preference would be given to the woman.
On logistics and infrastructure, Mr. Segkpeb assured staff
that management was working systematically to address office accommodation
deficits across the country, with new district offices being rolled out in
phases depending on fiscal space.
On transportation, he disclosed that a new fleet of vehicles
was being procured to replace ageing ones, which had proven unsuitable for the
country’s road networks.
Mr. Segkpeb also expressed concern about reports of
contracted guards in some regional offices going unpaid for several months
despite the Authority fulfilling its obligations to service providers.
He assured staff that management would meet with the
security companies to resolve the matter urgently, stressing that it was
unacceptable for personnel protecting NHIA assets to go unpaid for extended
periods.
Driver Concerns
He further explained that proposals were being considered to
restructure per diem allocations for drivers, so that part of their allowance
could be absorbed into hotel accommodation and feeding, ensuring their safety
and wellbeing during official travels.
He said the role drivers play was very critical, making them
a priority to Executive Management.
“We don’t only entrust our vehicles into your hands but our
lives as well. I would not want a driver who has not slept well to drive me and
so we are committed to making reforms that will make drivers comfortable when
we are on official trips,” he said.
He also disclosed that refresher training for drivers, last
held in 2012 under his leadership then, would soon be rolled out nationwide
following initial engagements with head office drivers.
Meeting
Mr Segkpeb’s welcoming demeanor created a friendly
environment for staff to express themselves freely.
The regional durbars ended on a high note, with staff
expressing appreciation for the openness and clarity Mr. Segkpeb brought to
issues that had long weighed on them.
His reassurances on promotions, welfare, and
capacity-building boosted morale, while his candid responses reflected
management’s renewed commitment to building a transparent, accountable, and
staff-centered NHIA.
Other members of the delegation are Acting Director of
Corporate Affairs, Oswald Essuah-Mensah; Acting Director of Claims, Dr. Abigail
Derkyi-Kwarteng Cudjoe; Acting Director of Membership and Regional Operations,
Sebastian Alagpulinsa; and Head of Corporate Communications, Faustina Dery.
Source: DOREEN ANODH
Pictures: ISAAC HAGAN & EBENEZER DANSO
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