The Directorate has two (2) main Divisions: Chaplaincy and human Resource. The chaplaincy stands alone .The Human Resource division is made of following section:


  • Manpower planning
  • Personnel Development
  • Personnel relations
  • Welfare 

The personnel Relation section comprising of Association and Mess For both junior and senior officers of the service.

The Welfare section encompasses Insurance, Counseling, Benevolence and Personnel health /safety Units


The Directorate operates on the model which works on the eight(8) key pillars of Human Resource Management (HRM) function of the Ghana public Service. The pillars are:

  • Organization Design and Human Resource Planning
  • Staffing and capacity
  • Total Compensation
  • Training, Development and Learning
  • Performance management and recognition
  • Diversity and Gender mainstreaming
  • Well-Being and sustained Healthy working environment and
  • Ethics and values

The Human Resource and Development is to develop Service-wide policy on Human Resource Development, Succession Planning and Performance Management through the performance of these functions:

  1. Responsible for matters relating to resourcing, development , retention of personnel and the needed required skills within the service,
  2. Advise management on all Human Resource policies, staffing and compensation within the Service
  3. Administer and manage performance appraisal in collaboration with all Directorates.
  4. Create, develop and maintain congenial work environment, quality of work life, equal employment opportunity, and respect for personnel rights.
  5. Part and responsible for general recruitment, promotions( junior and senior), personnel relations, and officers welfare ; Command studies selection, employment and promotion of civilians and determination of awards.
  6. Submission of Quarterly and Annual Reports and yearly Plans of Action Document to Management.


Strategic policy Direction 

Provide a safe competent and diverse workforce, strategic direction for the effective career development and management of manpower needs, support for the promotion and establishment of reliable career management decisions; operational and administrative support to ensure retention of personnel and ensuring an effective and effective management manpower needs requirement of the Service through:

  1. Facilitation in the development and implementation of strategic change across the service.
  2. Provision of a healthy and safe workforce.
  3. Provision of a competent and skilled workforce.
  4. Provision of a diverse workforce.
  5. Succession plans and leadership development-Building visionary and ambitious leadership, who makes the best use of both the political and managerial role, operating in a partnership context,

Action plan:

  • Educate personnel on the Human Resource management Policy Framework and manual for Ghana Public Service.
  • Initiation of HRM policies and practice for the service.
  • Establish and maintain procedures for the planning and controlling human resource development of the Service.
  • Provision of guidelines for the determination of training needs for all categories of manpower with its requisite skills mix, develop appropriate training and their programmes.
  • Coordination of training and manpower development budget and institution of programmes to back up its implementation.
  • Establishment of standard of recruitment, selection and placement of staff in the Service, monitoring their progress and ensuring their efficiency and commitment to work.
  • Formulation of policies to cater for the periodic review of organizational reviews, job inspections and job descriptions, scheme of service and career progress plans of the Service.
  • Review and or develop policies, procedures and guidelines on way of working and provide an improvement strategy.
  • Advice on the preparation and application of training criteria, methodologies and techniques suitable for the Service.
  • Formulation and institution of welfare, accommodation and safety policies and ensuring compliance of Labour laws and regulations in the Service.
  • Review, revise and or develop and implement innovative training methods for personnel.
  • Review and or develop and implement emergency response activities including realistic fire training.
  • Review, revise and develop and implement policies, procedures and guidelines on chain of command, equal opportunity, acting in a higher office, disciplinary actions, grievance, leave and  vacation, resignations, promotions, seniority list, visitors, fire volunteer membership, firefighter Rehab, manpower deployment, media relations , code of conduct, obedience to orders, professional relations, personal appearance, physical and mental fitness, relief of duty  and return to duty, station duty, controlled substances, inappropriate behavior, sexual harassment, outside employment, occupational health and safety programs, shift work schedules, minimum staff, complaints against employees, patient treatment, compensation/reimbursement for travel, etc.