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GES Collective Agreement With Teacher Unions In The Education Service

Here is the Collective Agreement Between The Ghana Education Service And The Teacher Unions In The Education Service (On Behalf Of All Teaching Employees In The Ghana Education Service) (For And On Behalf Of All Teaching Personnel In The Ghana Education Service).


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This agreement is made this day between the
Ghana Education Service (herein called the “employer” and the Ghana National Association of
teachers herein called the “Union Association’) in accordance with labour Act 2003 (Act 651)
The following agreements have been entered into.



“a joint negotiating committee made up of the teacher unions in the Ghana education service on
the one hand and the Ghana education service on the other hand shall negotiate and agree on the
terms and conditions of service, the scheme of service and the co de of professional conduct for
the teaching personnel of the Ghana education service in accordance with Section 99 and 102 of
the labour Act, 2003 (act 651)



2.1 The purpose of this agreement is to set forth the conditions of service relating
to salaries, wages, hours of work and other conditions and rules of employment.
2.2 Both parties do recognize and agree to promote the growth and development of
co-operation, trust, respect and fairness and endeavour to uphold these virtues in
their policies and standards of management.
2.3 The parties believe that these attitudes can be encouraged best when it is made
clear that employer and union who were involved in the negotiation of this
agreement were not anti-union or anti management, but were sincerely concerned
with the best interest and well-being of the Ghana education service and all
teaching employees as well as promoting the growth of a stable union.



3.1 Subject to existing laws and regulations, representative of the association
and representatives of the Ghana education services shall be free to express




Organizations are systems that are made up of sub-systems to produce the required
output. It is a well known fact the best results are obtained when interrelated and
coordinated elements are dealt with as a system rather than single, independent elements
in the same vein, Human Resource management runs on system and policies where the
sub-systems are treated as being independent of each other, they will not produce any
synergy. The subsystems must reinforce each other and minimize the needles overlaps
and contradictions which manifest themselves when they are treated independently.
Cascio has argued that the sub-systems that HRM is expected to deal with in my
organization are attraction, selection, retention, development, assessment, and


Attraction deals with the identification of job requirements or competencies in the
organization and determining the number and mix necessary to do the job. Specific
activities for the attraction include job analysis, human resource planning and



Selection is the process of choosing the people who are best qualified to perform the job
based on the competencies required. Specific activities here include designing of
interviewing formats, tests, interviews, physical examination and r eference checks.


Retention comprises the activities of rewarding employees for performing their jobs
effectively and maintaining a safe and healthy work environment. Activities within this
area include compensation and benefits, labour relations, employee welfare and health

hereto, such amendment shall be evidenced in writing the specified provisions
of agreement affected. Negotiations for such changes shall begin not later than 30 days
after the date of notification.


4.2 The event that both parties fail to enter into negotiation on the terms and
conditions of a new agreement, the existing agreement will continue to be in force
until a new Agreement is signed and the effective date of its commencement
agreed upon.


At anytime after 12 months from the date of this agreement, and twice during the
life of this agreement, either party may give notice in writing that it wishes to
negotiate a change in the rate of salaries or other matters affecting the conditions
of service.



i. “Employee” in this document means any person who is under the jurisdiction of
the Ghana education service council or who is appointed under Ghana Education
Service Act 1995, Act 506.
ii. “Employer” means the Ghana Education Service or any other authority
empowered to act on behalf of the Ghana Education Service.
iii. “Teacher” in this document covers all those persons in educational establishment
to within the Ghana Education Service who are responsible for the education of
iv. “Certificate Teacher” means a person who holds any of the following professional
teaching certificates as defined in the Teachers Pension Ordinance No. 125 of
1955 as amended from time to time.
– Teachers’ certificate ‘A’ 4 – years
– Teachers’ certificate ‘A’ 2-years post secondary
– Teachers’ certificate ‘A’ 3 – years post secondary
– Teachers’ Diploma from colleges of education.

The above also covers the holders of a certificate which the Ghana Education
Service Council directs shall be recognized as a teaching certificate for the
purpose of this definition; and also a person to whom a degree, certificate or
diploma is recognized by the education service council as a equivalent to or
higher qualification than the above-mentioned certificates provided that all
such persons shall have successfully completed an approved professional
training for teachers.
v. Non-certificated teacher/pupil teacher’ means a person without a recognized
professional teaching certificate.
vi. “Board of Governors” means any group of people appointed under prescribed
regulations to be responsible to the manage ment of any educational institution
under Ghana education service council and includes a committee of management
or any other body performing similar functions of a board of governors.
“Management Committee” is a body similarly appointed to perform the function
of the board of governors for a specified period.
vii. “Basic School” (first cycle institution) means an education institution catering for
children in day nursery, kindergarten, primary and junior secondary schools.
viii. “Second Cycle Institution” means a pre-tertiary institution other than a first cycle
ix. “Head of Institution” means the Headteacher, Headmaster, Headmistress,
Principal or Director of an institution or the person for the time being performing
the duties of such Headteacher, Headmaster, Headmistress, Principal or Director.
x. “ Association /Union “ in this document refers to the Ghana National Association
of Teachers (GNAT) at the National, Regional, District, Local and school/unit
xi. “Management” in this document refers to the Ghana Education Service.
xii. “Contact Hours” in this document refers to the actual period of interaction as well
as the approved co-curricula activities between the teacher and the student/pupil.
xiii. Reference to masculine gender shall also include feminine gender unless otherwise



There shall be an approved scheme of service covering all grades in the service which
shall include the following:
1. Title of each grade
2. Duties assigned to each grade
3. Qualification and method of entry
4. Mode of progression
5. Staff training and development



Management shall endeavour at all times to ensure that all persons appointed to any teaching
positions in the Ghana education service have the relevant qualification and experience.
7.2 Direct entry appointment shall normally be made to the grade of
Superintendent 11, Superintendent 1, Senior Superintendent1, Senior
Superintendent11 and Principal Superintendent as appropriate. But subject
to qualifications, relevant teaching or industrial experience elsewhere and
passing an interview where necessary, an applicant may be appointed to the
other grades.

7.3 Every teacher on first appointment to the Ghana Education service shall
receive a letter of appointment, which in conjunction with this collective
agreement and administrative instructions shall constitute an agreement
between the appointing authority and the teacher. The appointment letter
should indicate the following.
A Job title
B Salary starting point and other benefits
C Effective dates/starting date
D Probation period
E Job description
F Employment status

7.4. In the case of teachers appointments for a new school term other than
temporary appointments shall be made effective from the first day of the
month in which the school term begins. An employee shall receive full pay
for the month provided that he reports for duty on the day on which he has
been instructed to do so. If he is absent without reasonable cause on the day
on which he has been instructed to report, he shall be paid as from the date
he assume duty.
7.5 In the case of other appointments including those of teachers made during
the course of the term and temporary appointments, the effective date shall
be the date of assumption of duty.
7.6 No person who has been convicted of a criminal offence shall be engaged
into the service.



8.1 All teaching employees of the service shall serve a probationary period of
one year on first appointment, commencing on the date of such
8.2 All probations shall be given every possible assistance by their immediate
heads to enable them establish themselves in the service.



9.1 Recommendations for confirmation of appointment or otherwise shall be
submitted by reporting officers to the confirming authority as appropriate
(at most three months) after the end of the probationary period.
9.2 Employees who has not been recommended for confirmations shall be
informed in writing immediately after the end of the probationary period, of
the reasons why he has not been recommended and be called upon to
submit his representations on the matter. If the representation is considered
satisfactory, he shall be confirmed.
9.3 Employees not confirmed at the end of the probationary period shall be
reported on at the end of every term until each time as they are confirmed.

9.4 No employee shall be confirmed in his appointment while he is on leave
without pay except on an approved course.
9.5 Heads of educational establishments shall submit annual confidential report
on all employees and confirming authorities shall submit an annual report
on the confirmation exercise to headquarters through the appropriate
channels by September 30 of each year.
9.5.1 After successful completion of the probationary period the officer shall be
written to, confirming his/her appointment in the service. If the employee is
himself/herself as a confirmed employee. The confirming authority shall
take immediate steps to confirm and inform the officer in writing whenever
such a letter is received.
9.6 An employee who has not been confirmed shall not received his/her
increment or be eligible for promotion.



10.1 Promotion shall be made according to merit and in accordance with the
10.2 In determining an individual’s claim for promotion, account shall be taken
of qualification, experience, efficiency, seniority, sense of responsibility,
initiative, general behaviour, and where relevant powers of leadership and
expression and requisite attendance of in-service training course.
10.3 Relevant teaching experience and periods of further approved training shall
count for the purpose of promotion provided there is documentary evidence
prove so.
10.4 Promotion out of turn for exemplary conduct/excellent performance shall
upon recommendation by the Director-General to council.
10.5 As much as practicable vacancies at the management level shall be filled
promotion from within the service. Such vacancies shall be advertise
internally and opened to all employees who have the requisite qualification
and experience as may be laid down from time to time.

10.6 Teachers in areas designated as under-served shall be eligible for promotion
after two (2) years of continuous service on their current grades. Such
teachers shall be appraised by their heads of department/institution/unit and
recommendations submitted through the District/Regional Director to the
Director-General for the promotions to be effected.



11.1 Employees may be assigned duties anywhere in Ghana as the exigencies of
the service may demand.
11.2 Employee seeking transfer from one institution to another in the same
district involving teachers are to be cleared by the Regional Director.
Where the officer is seeking transfer from one region to another, this shall
be cleared by the GES Headquarters.



12.1 Without the authority of the director-general no employee who vacates his
post shall be re-instated or re-engaged.
12.2 An application for authority to re-instate/re-engage any person shall be
accompanied by a copy of the letter accepting the resignation and the
appropriate form giving the personal particulars of the person.



13.1 An employee who has retired compulsorily may be appointed on limited
engagement terms. The terms for engagement shall be determined by the
union and management from time to time.


14.1 The salary scale appropriate to each post in the service shall be determined
through negotiations with appropriate authorities.
14.2 All other conditions of work such as
i. Hours of work, contact hours
ii. Leave for association activities
iii. Class size and work load
iv. Principles of engagement and termination of service including redundancy,
probation, transfers, promotion and housing.
v. Sick leave with pay
vi. Training
vii. Sickness benefits/medical schemes
viii. Study leave
ix. Release of employee
Shall be determined by a joint negotiating teams made up of 5 persons
each from the service and the union.
14.3 Any employee who is covered by this agreement shall receive the rate of
pay commensurate with his or her job classification based on properly
conducted job evaluation.
14.4 Where an employee is found to have been improperly rated or misplaced on
a salary scale or point, the service and the fair wages commission shall
immediately rectify such error and pay all arrears due to the employee.
14.5 Should the nature of the existing job be substantially changed such that the
old salary is not appropriate, the service and the fair wages commission on
the one hand and the union on the other shall meet to agree upon a new
salary which is consistent with the new or changed job based on a re valuation of job.



15.1 All employees shall have 1st
September as their incremental date to
coincide with the academic year.
15.2 An aggregate of at least six-month service prior to 1st
September, may earn
the award of increment.
15.3 Incremental credits shall be earned by merit i.e. efficient work and good
conduct and shall not be granted as an entitlement merely because of 13
service for a prescribed period. If at any time there is evidence that an
employee’s work and conduct are unsatisfactory he shall be warned in
writing by his immediate supervisor.
15.4 All recommendations for award of increments shall be submitted not later
than three months before the incremental date.
15.5 If the increment is to be withheld because of unsatisfactory performance or
conduct, the employee shall be advised in writing two (2) months in
advance or two (2) months before the incremental date.
15.6 Only approved services shall count towards increment.
15.7 An annual performance appraisal report on the competency and efficiency
and official conduct of each employee shall be conducted on a merit
assessment form provided by management before the employee is due for



16.1 On the successful completion of an approved course of not less than one
academic year an employee who is not eligible for a higher salary scale
shall be granted two incremental credits over and above his/her salary
16.2 Any teacher who is aggrieved with his increment shall appeal to council
through the Director-General.
17.1 The awarding authority may suspend an employee’s increment in the
following circumstances:
i. When disciplinary proceedings or criminal proceedings have been or are
about to be instituted against the employee.
ii. Where the awarding authority has reasons to believe that there may be
grounds for withholding the increment but further investigation is required
before a decision can be reached.
iii. In every case where increment has been suspended the awarding authority
shall inform the employee concerned in writing that the increment has been
suspended and assign reason.

iv. If no action is finally taken to withhold the increment then it should be
restored from the day it was due.



18.1 Maintenance and Mileage Allowances
i. Maintenance and Mileage allowances shall be paid at approved rate to all teaching
employees of Ghana education service who are entitled to own and who own and
use a means of transport in the performance of their duties.
ii. A committed allowance shall be paid to the teaching employees in the service who
own means of transport at the approved rate.
i. The service shall pay night allowance to employees on duty outside their duty
stations according to approved government rates when accommodation and meals
are not provided.
ii. Where accommodation and meals are provided, employees shall be paid out of
pocket allowance equivalent to a third of the value of the night allowance rate.
18.3 Allowances for Teachers in Deprived/Difficult Areas
Allowances based on a percentage of monthly gross salary shall be paid to
teachers posted to areas designated as deprived.
18.4 Charge Allowances
Where an employee is made to perform the duties of a higher employee,
under circumstances where acting allowances is not applicable, a nontaxable charge allowance shall be paid to the employee during the period of
such duties.
18.5 Supervision Allowance
i. There shall be designated established posts in the service that shall attract
payment of supervision allowances for such designated posts and their
corresponding allowances shall be subject to negotiation by both parties.
ii. The under listed posts shall attract supervision allowances which shall be a
percentage of monthly gross salary.
1. Head teacher
2. Assistant Head teacher
1. Headmaster/Headmistress
2. Assistant Headmaster/Assistant Headmistress
3. Senior Housemaster/Senior Housemistress
4. Housemaster/Housemistress
5. Form Master/Form Mistress
6. Head of Department
7. Guidance and Counseling Officer
1. Principal
2. Vice Principal
3. Head of Department
4. Senior housemaster/Housemistress
5. Assessment Officer
6. Form Tutor
7. Housemaster/Housemistress
8. Guidance and Counseling Coordinator
9. Resource Centre Coordinator
1. Principal
2. Vice principal
3. Housefather/housemother
4. Housemaster/housemistress
5. Form master/mistress
6. Head of department
7. Senior housemaster/housemistress
18.6 Professional Allowance
Professional allowance of a percentage of each employee’s monthly gross
salary shall be paid to all certified teachers who are in the employment of
the Ghana Education Service.
18.7 Allowances for Mathematics, Science and Technical Teachers.
Certified teachers who teach mathematics, science and technical, vocational
and ICT subjects shall have a percentage of the monthly gross salary over
and above their normal placements except that this facility shall be waived
when the personnel concerned stops teaching these subjects.
18.8 Protective Clothing
Technical/Vocational, Science, ICT and Home Economics teachers shall be
provided with protective clothing periodically.
18.9 Advance to purchase means of Transport
Employees of the Ghana education service shall be entitled in advances to
purchase means of transport, in accordance with existing regulations.
18.10 Salary Advance
Two months gross leave salary advance approved by management, which may be
recoverable in twelve (12) months.
18.11 Special Advance
The service may grant special advance to members of the service in the event of
verified death of an employees father, mother, spouse, child or in the case of theft,
fire or such mishap an employee on application may be considered for not more
than two (2) months salary advance. Repayment of such advance shall commence
after two months grace period and shall be spread over a period not exceeding
twenty four months.
18.12 Transfer Grant
A transfer grant of two months salary shall be paid to each member on approved
transfer. An employee shall be paid a transfer grant at the appropriate rate where
the transfer is at the instance of management provided it is not on disciplinary
grounds and the transfer result in the change of station as well as movement of
household effects. It is also applicable even if the transfer is at the instance of the
employee concerned provided he has served a minimum period of four (4) years in
one district and provided such transfer results in the change of place abode as well
as movement of household effects.
18.13 Rent Advance
An advance not exceeding the employee’s basic gross annual salary may be
granted to employee for the purpose of solving an accommodation problem.
18.14 Advance for the purchase of durable household goods.
A loan not exceeding 150% of an employee’s annual gross salary may be granted
to confirmed employee to purchase furniture and any other household appliances.
Such loan when granted shall be repaid in not more than eighty four equal



And employee of the service assigned teaching duties in an educational institution shall
be granted annual leave during holidays.
i. An employee shall not proceed on leave before he has completed his term’s work.
ii. Employees other than those referred to ‘i’ under leave entitlement shall be granted
annual leave at the appropriate rates within the year.
iii. All other types of leave with or without pay shall receive the prior approval of
iv. Employees shall enjoy a number of days as annual vacation leave in accordance
with their status and rank.
v. Duration of annual leave shall be as follows:
Teacher to Principal Superintendent :21 working days
Assistant Director 11 to Deputy Director :30 working days
Director 11 – Deputy Director-General : 35 working days
Director – General : 40 working days
19.3 Recall from leave:
i. An employee may be recalled from leave by the service to perform certain
functions/duties as the exigencies of the service may demand and shall not forfeit
the remainder of his leave.
ii. If an employee’s annual leave is interrupted at the request of the service, he/she
will be paid for transportation and travel expenses to enable him/her continue
with his/her leave.

19.4 Terminal Leave
The teaching employees who are due for retirement shall be granted 3
months terminal leave to enable them prepare for retirement.
19.5 Leave for Examinations
An employee who during working times sits for one of the following examinations
may be granted leave with full pay for those days which he actually takes the
examination paper and for such days as are actually required for traveling to and from the
examination centre by the most direct route; and this period shall not count as emergency
Entrance Examination to approval institutions
i. General Certificate of Education (Ordinary or Advance level)
iii. Approved Professional Examination for further courses in tertiary institutions
iv. Promotions examination and interview
v. Degree examination or their equivalent; and
vi. Examination relevant to the service.
The provisions for casual/emergency leave shall apply in the case of employee sitting
examinations other than those listed above. In all cases the employees must apply for
19.6 Membership of Committee
i. An employee must obtain through the usual channel prior permission of the
divisional/regional head or head of directorate or the education service before
accepting membership of any committee of a public body which may necessitate
his absence from work during working hours.
ii. Absence of an employee to attend the meetings of recognized public bodies or
which he is a member shall be with pay and shall not count as emergency leave,
but if such absence becomes excessive an employee may be required by the
appropriate authority to reduce outside commitments, failing which steps may be
taken to terminate his appointment.
19.7 Study Leave:
i. Study leave with or without pay, may be granted to members of the service by the
council on the advice of the director-general
ii. Study leave with pay may be granted by the council on the advice of the directorgeneral to members of the service for approved courses including industrial and or
professional qualifications.
iii. The grant of study leave with pay shall be governed by regulations, relating to
courses, duration qualification, bonding etc as may from time to time be laid down
by the GES.
iv. Period spent on study leave with pay shall count for service and shall be
increment-earning subject to satisfactory work and conduct during the course.
Employees who do not qualify under the prevailing regulations or who wish to
undertake courses not approved for the grant of study leave with pay, may at their
own request be granted study leave without pay for not more than four years.
v. Period of study without pay shall earn increment and shall count as service,
provided the course is considered relevant to the services by the council and is
completed within the normal period.
vi. Study leave with pay shall be transferable except that the period spent in the
former institutions shall be deducted from the period granted for the new course.
vii. The service shall provide a return-ticket for the spouse and two children of not
more than 18 years of age of members who are granted study leave to study
overseas for courses lasting for more than one academic year.
viii. Certificated teachers who are on the rank of principal superintendent are above
who pursue degree courses on study leave on successful completion shall be
eligible for promotion to the next grade after two (2) years service in the Ghana
Education Service.
ix. Certificated teachers who pursue higher degree courses such as M.A., M.Sc.,
M.Phil., M.Ed., etc. on study leave would join the line for interview for
promotions to the next higher rank, provided they have served one (1) year for
Ph.D. holders or two (2) years for master degree holders on their current grade.
x. The Ghana education service shall be responsible for the payment of tuition and
examination fees of all employees who pursue distance education in approved
courses and institutions. The same shall apply to certificated teachers who enroll
in top-up programmes to qualify in terms of what is required to practice as a
professional teacher at any given time.
xi. Employees who are granted study leave with pay shall be paid book allowance
equivalent to fifteen percent of their monthly gross salary at the end of each
academic year till the completion of the course.
xii. Employees who are granted study leave with pay to study outside Ghana shall in
addition to the book allowance, be paid warm clothing allowance, the value of
which shall be determined from time to time by the union and the service.
19.8 Sick Leave
i. An employee who becomes unfit for work because of sickness shall inform his
head of institution or officer forthwith and report to the nearest government or
recognize medical practitioner for treatment and obtain from him a certificate
stating whether he shall be excused duty and if so for how long.
ii. In the case of an employee for who it is physically impracticable to consult the
nearest government or recognized medical practitioner, full pay may be granted
for a period of up to five working days with approval of the local representative of
the district head provided that in no case shall no employee be absent from duty
for more than five working days without a medical report.
iii. If at the end of the first three months of illness an employee is still not fit for duty,
a medical report on him shall be requested by the service before the extension of
the sick leave.
iv. An employee may be granted sick leave on full pay for a maximum of period of
six months and on half pay for another period of six months, on the
recommendation of a medical officer.
v. Any period of sick leave in excess of twelve months shall be without pay.
vi. Where, on the finding of a government medical board that an employee is
incapable by reason of any infirmity of mind or body of discharging the duties of
his office, and that such infirmity is likely to be permanent, and it is decided to
retire the employee from the Ghana Education Service, the employee shall:
a. If he has already been granted six months leave he may be granted sick
leave equivalent to the period by which the sick leave already granted falls
of six months sick leave whichever is less and
b. If necessary, also be granted sick leave of up to two months on the salary
drawn immediately before it takes effect so that a minimum period of two
months leave will intervene between the date of issue of the notification
that he will be invalid and the date he leaves the service.
vii. Careful records shall be kept of all period of sick leave granted with or without
pay and those records shall be forwarded to the headquarters when as a result of
long repeated sickness, it is decided to dispense with an employee’s service.
viii. Convalescent leave may be granted only on the written recommendation of a
government or recognized medical practitioner. Such leave shall not normally
exceed three week but may in exceptional cases be extended to six weeks.
19.9 Maternity Leave
i. A woman employee who is an expecting mother is entitled to six weeks leave
before and after birth with full pay on the certification of a medical officer or
recognized medical practitioner. On resumption of duty a nursing mother will be
granted two (2) hours off-duty every working day to nurse her child up to a period
of 12 months. Such employees shall be permitted at their own request to take
additional unpaid leave of up to one year after child-birth without loss of
ii. No female employee shall be dismissed sorely on the grounds of pregnancy or on
any grounds whatsoever during the period of maternity leave.
iii. In the absence of a female teacher on maternity leave, a substitute teacher shall be
appointed to take over her schedules or duties till she resumes.
iv. Maternity leave shall be additional to annual leave entitlements or leave earned in
the leave year.

19.10 Employee Joining Spouses on Approved Courses of Posting Overseas.
i. An employee joining the spouse on approved course or posting overseas shall be
entitled to leave without pay for a period of up to one (1) year. Approval shall be
given by the director-general. For more than a year the approving authority shall
be the council.
ii. Employees shall attach to their applications either marriage certificates or statutory
declaration of marriage from both families of the married couples as well as
documents confirming spouses’ posting or approved courses.
iii. Application for such leave shall be submitted to the director-general at least two
months before the employee is due to leave the country.
iv. Applicants shall wait for approval before they leave. If after sixty days no written
approval is received, the application should be regarded as having been approved.
v. All such leave of absence shall not count as service periods.
19.11 Leave without Pay to Join other Organizations
i. Leave without pay with retiring benefits shall be granted to employees on ground
of public policy, by the GES for a specific period to enable them join other
ii. The employee granted such leave shall not resign from the organization without
first obtaining the consent and approval of the prescribed authority, otherwise he
shall be regarded as having resigned from the Ghana Education Service as from
the date of granting of leave without pay with loss of all retiring benefits.
19.12 Compassionate Leave
In special circumstance, e.g. cases or tragedies involving an employees
immediate family (father, mother, sister, brother, husband, wife, child) a
head of department may on application grant an employee special leave.
Such leave should not exceed a maximum of 28 days and shall not be
deducted from earned leave.


SECTION 20 Travelling and Transport

20.1 An employee shall be eligible to claim at the approved rates and in accordance
with existing regulations a refund of traveling expenses within Ghana for
him/herself, the spouse and dependent children under the age 18 (eighteen) as
i. On first appointment – from his/her hometown to his/her new station.
ii. On posting – from his/her old station to his/her new station.
iii. On going for attachment or further approved courses – from his/her station to
his/her hometown.
iv. On re-posting after further training from his/her hometown to his/her new station.
v. On final retirement on reaching the retiring age – to his/her hometown.
vi. On re-engagement after retirement from his hometown.
20.2 No claim for refund for traveling expenses shall be made where an employee is:
i. Posted for disciplinary reasons:
ii. Transferred at his/her request before completing the minimum tour of four years
continuous service in the district from which he/she is posted, except in special
circumstances; and
iii. Re-appointed after suspension
iv. Employees who qualify for the payment of traveling and transport shall produce
evidence of movement by producing non availability certificate from the state
transport company. In circumstances where the non-availability certificate is not
available, employee shall be paid based on approved government kilometric rates.
20.3 An employee traveling on duty is entitled to claim refund of traveling expenses at
approved rates, or in exceptional cases at the proven actual incurred expenditure.
i. Traveling to attend approved in-service courses and to take promotion
examination including interviews shall be considered as traveling on duty.
ii. Traveling to honour official invitation from the employer shall be considered as
traveling on duty.



i. Headmasters, Assistant Headmasters, Senior Housemasters, Housemasters,
Principals, Vice Principals, Head Teachers, Assistant Head Teachers, Frontline
AD’s and Guidance and counseling officers in 2
Cycle institutions shall be
provided with free residential accommodation. Where there is no residential
accommodation, the service shall be responsible for the rents of the officer
concerned. The same shall apply to directors at the district, regional/divisional
ii. Employees not occupying service quarters shall be entitled to a housing allowance
of 35% of basic monthly salary.
iii. The service shall make sure of residential accommodation for employees before
they are posted to deprived areas. Where accommodation is not available, there
shall not be new opening of school.



i. The service shall be bound to keep its premises and equipment in good condition
so as not to impair in any way the health and safety of persons lawfully using
them. Within the limits of government’s resources, all school premises shall be
fenced to provide reasonable security and protection for students, staff and
property from intruders and vandals.
ii. The service shall provide separate and enclosed sanitary and washroom facilities
for employees of each sex. Such facility shall be suitably positioned for easy
access and shall be maintained.
iii. All employees covered by this agreement who sustain injuries during and in the
course of their employment shall be entitled to workmen compensation claim in
accordance with the provisions of the workmen’s compensation Law 1987
(PNDCL. 187)
iv. An employee whose property is established to have been damaged or destroyed by
pupils/students shall be compensated by the service through negotiations between
gnat and the Ghana Education Service.
v. Employees who suffer loss of personal properties as a result of such disasters as
outbreak of war or communal violence shall be compensated by the service
through negotiations with the union.



i. The service shall be responsible for the medical and dental care of employees their
spouses and not more than four (4) children under age of 18 in accordance with
approved regulations.
ii. All medical and dental care shall exclude the provision of medical dental and
optical appliances but the Service shall reimburse 50% in respect of payment for
prescribed medical or dental appliances:
iii. The Service on the certification of a recognized medical authority shall bear the
cost of traveling in Ghana for receiving medical and dental/optical care and
returning to post.
iv. The Service shall bear the expenses including passages for medical and dental care
outside Ghana of an employee, the spouse or child on the recommendation of a
medical board in accordance with existing regulations.
v. The above notwithstanding, the service shall institute a supplementary health
insurance scheme for the teaching personnel.



24.1 In consonance with the spirit of decent work and respect for human rights
and dignity of persons infected by HIV/AIDS, there shall be no
discrimination against teachers on the basis of a real or perceived
HIV/AIDS status.
24.2 Screening for HIV/AIDS shall not be a condition for persons applying for
teaching jobs in the service neither shall it be used as the basis for
termination of appointment.
24.3 health services provided to teachers living with HIV/AIDS shall include
access to treatment of HIV-related symptoms and opportunistic illnesses
such as TB and Sexually Transmitted Diseases.
24.4 The Ghana education service shall assist teaching personnel with
HIV/AIDS with access to antiretroviral drugs.
24.5 GES management shall ensure that counseling and other forms of social
support are provided to teaching employees with HIV. Such support shall
also be extended to the families of the affected employees.



Working hours per day shall be as prescribed by law.
i. Contact hours shall be as determined through negotiations by both parties
i.e. GES and GNAT.
ii. Employees who work outside the normal working hours shall be paid
appropriate allowances of a percentage of the employee’s gross monthly
iii. Supervision and invigilation of examination conducted by an external body
on behalf of the service shall be paid for on timepiece basis.
SECTION 26. in-service training programme
The service shall organize systematic in-service programmes as a means of improving the
efficiency and effectiveness of employees. This shall include teachers to be promoted and
those promoted to higher management positions.
i. Records shall be kept of all such in-service programmes and they shall count
towards the promotion of employee.
ii. The service shall be responsible for the provision of all logistics during in-service
iii. All new employees shall receive within the first thirty (30) days of commencing
duty an orientation provided by the employer. The orientation shall acquaint
employees with the basic operations of the service and the schools as well as the
rights and responsibilities as provided in this collective agreement.
iv. The service shall give certificates of attendance free of charge to all employees
who attend in-service programmes organize by the service.
v. An employee required to undertake a course of training shall be advised of the
duration, purpose and scope. Where an employee is being trained for promotion,
he shall be acquainted to the post to which he may be promoted or confirmed if
successfully completes the training.



Release of teachers in both the 1st
and 2nd cycle institutions shall take place at the end of the academic year.
i. Employees who wish to be released from their schools shall apply to the district
director three (3) clear months before the end of the academic year.
ii. Under no circumstance shall an employee be given an open release.
iii. Heads of institutions who may request for the release of teachers shall notify the
district director ninety (90) days before the release is effected.
iv. Employees of the service who may request for release shall be written to before
the release is affected.
v. In all cases, action shall become effective upon receipt of official authorization by
the appointing authority.



The Ghana Education Service shall facilitate the implementation of a
housing scheme for the teaching personnel of the service.


Any employee against whom legal proceedings are instituted for an offence
committed in the course of discharging his normal official duties by
persons or group of persons other than the service shall refer the matter
immediately to management for the service to provide protection and legal
assistance for his defense.



An employee shall be entitled to pension and gratuity after the attainment
of the prescribed age and satisfying other conditions in accordance with
existing pension law covering such a person.



Article 29.1 notwithstanding, employees who serve meritoriously for
25years and above shall be paid a one time long service award.



Bonded employees who have not served their terms of the bond shall not be
permitted to leave the service except with the prior written approval of the
GES Council or on payment in lieu of the years left.



i. With the prior approval of the GES council an employee may be seconded to
another ministry, department or organization directly or indirectly connected with
education for a specified period.
ii. An employee of the service on secondment shall retain promotion and pension
rights, etc. as if he were serving in his substantive post.


The modes by which an employee may leave the Ghana education service
shall be as follows:
i. On dismissal, termination of appointment or removal from the service.
ii. On compulsory retirement at the prescribed age.
iii. On voluntary retirement after teaching the prescribed age.
iv. On retirement for medical reason.
v. On resignation.
vi. On expiry or termination of limited engagements.
vii. On transfer to approved employment.
viii. On retirement on marriage grounds.
ix. By death.



i. An employee shall retire compulsorily from the Ghana Education Service on
reaching the prescribed age.
The district shall inform the employee 6 months before date due for retirement.
ii. It shall be the responsibility of appropriate authority to forward the employee’s
particulars to reach the headquarters at least three months before the date of



i. An employee may retire voluntarily from the service at anytime he has reached the
prescribed voluntary retiring age.
ii. An employee who wishes to retire voluntarily shall seek the permission of the
Director-General at least three (3) months before the date on which he wishes to
iii. The retirement notice may be waived in whole or in part at the discretion of the
iv. The director-general shall grant such permission unless criminal or disciplinary
proceedings have been or are about to be instituted against the employee



The authority for declaring that an employee is incapable by reason of
infirmity of mind or body of discharging the duties of his post shall be the
director of medical services on the recommendation of a medical board
after the first six (6) months of sick leave.


SECTION 38. Resignation and Termination of Appointment

i. Notice of resignation shall be addressed to the director general.
ii. Where an employee is of a rank lower than that of principal superintendent grade
either side shall give one month’s notice in writing or one month’s salary in
lieu of notice. In the case of employees of the rank of assistant director 11 and
above three (3) months notice in writing or the payment of three (3) month’s
salary in lieu of notice shall be required on either side.
iii. Except for disciplinary or other special reason, notice shall be given for both
termination and resignation of service, school terms shall be considered to
extend from 1st September to 31st December, from 1st January to 30thApril, and from 1st May to 31st
August or as amended from time to time.



i. In the event of redundancy, the service shall inform the union of the names, grades
and dates of employment of those whose appointment it wishes to terminate not
less that three months prior to the date on which the appointment will be
ii. Employees who will be affected shall be informed of the termination of their
appointment not less than two months prior to the date of termination.
iii. In the event of recruitment after redundancy, preference shall be given to the laid
off employees if they are available for re-engagement.
iv. A teaching employee other than a certificated teacher who shall be declared
redundant shall have his packageable compensated as follows:
a) Less than 5years service – 3 month’s salary for each completed year
and pro-rata
b) 5 – 10 years service – 4 month’s salary for each completed year
and pro-rata
c) Above 10 years service – 5 month’s salary for each completed year and pro-rata




i. On the death of an employee, transport expenses from the employee’s station or
place of death to place of burial shall be borne by the Service.
ii. The transport expenses of the spouse and dependent including belongings of the
deceased from the station to the hometown shall be borne by the Service.
iii. On the death of an employee the Service shall provide a coffin or a stated amount
in lieu of a coffin and specific cartoons of beer, schnapps and crates of soft drinks
or an all inclusive amount one thousand Ghana cedis.
iv. In the event of death the spouse and/or dependent of a deceased member of staff
shall be allowed to live in the house or other living accommodation provided by
the Service up to a period of three months rent free.
v. In the event of the death of a spouse or a child the Service shall pay a
compassionate donation of three (3) million cedis to the employee.



i. A deceased employee’s salary payment shall cease at the end of the month of
his/her death.
ii. Any earnest leave of a deceased employee shall be commuted into cash.
iii. Salary and other benefits which have accrued to the deceased shall be paid to his
nominee. Where a nominee has not been specified the amount shall be paid to his
spouse and children.



Part 1 – Facilities to be accorded to
Employee’s organizations:
i. Facilities shall be accorded to the representative or recognized employees’
organization as may be appropriate in order to enable them carry out heir functions
promptly and work efficiently both during and outside their hours of work.
ii. The nature and scope of these facilities shall be determined by the service in
consultation with the Association.
Part 11 – Administrative Instructions
i. Administrative instructions shall be issued from time to time by the service for the
effective implementation of this collective agreement when the need arises.
ii. These instructions shall not run counter to any of the provisions of this agreement.



In the event of differences arising between the service and the association
or the service and the employees or should any local trouble of any kind
arise at any level pertaining to interpretation, application, non-application
or violation of this agreement, the following procedure shall be adopted to
ensure peaceful industrial atmosphere within the service.
i. Aggrieved employee of the service shall first take up the matter with his
immediate head. The local secretary or representative of the association may
accompany the employee.
ii. In the event that no conclusion is reached, the matter shall be referred to the
district director for education. The issue shall be referred to a grievance committee
constituted by the district director of which the district secretary of the association
shall be a member for settlement.
iii. If the case is settled by the grievance committee at the district level, it shall be
referred to a standing joint negotiating committee of both the association and the
service at the regional level.

iv. In the event that no decision is reached in the first three (3) steps, the regional joint
negotiating committee shall within 14 days refer the case to the national joint
negotiating committee through the director-general for settlement.
Director-General shall refer all unresolved issues to council.
v. Aggrieved employees of the service and the association shall have the right to
resort to the use of the appropriate legal institutions established under the 1992
constitution of the republic of Ghana and the labour act to redress grievances of
any sort.
vi. It is agreed that the grievance procedure is a problem solving mechanism and that
no one shall, suffer any form of discipline or discrimination as a result of having
filed a grievance, or having taken part in proceedings under this provision.



There shall be general review of this collective agreement after every three (3) years.7

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