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Complaints against the administration of NAREI

Sep 08, 2016 Letters

Dear Editor,

After serving the previous NARI for over a decade, I am currently employed with the new NAREI which came into being on 1st May, 2011. As if the problems were not enough back then it seems unbearable currently. Employees were put on 1 year contracts under the new NAREI. Placement and salary scales decisions were not properly thought through, even though employees had to submit updated CV at the time of the transitioning in 2011.
Female employees who have proceeded on maternity leave since being placed on the contract arrangement have not been paid gratuity benefits for those periods also. NAREI has inherited a number of young female graduates from Cuba, who are all in their child bearing age. All of these employees have been met with the same fate.
Nevertheless the matter I want to raise at this point in time is the Management style at NAREI, or for the most part the vindictive behaviour of persons in management positions .The current management system has for NAREI since 1998 and for NAREI effective May, 2011 to current. During this time, employees of this Institution have been suffering from all sort of mistreatment under this system.
During this management system and at the moment, the person who was in the position of CEO’s secretary was immediately removed and replaced by someone who had briefly occupied an office in the building, and was employed by the INSAAP project (which shortly came to an end). The woe at NAREI are endless. The researchers are not given the resources to complete their projects whilst one can clearly see the offices of the Managers are furnished with all the amenities as if it were their homes.
Just a few months back a decision was taken and transmitted through the Board to terminate service agreements for a number of employees holding top positions :- the Deputy CEO, HR Manager, Senior Finance Manager, Coastal Crop Extension Coordinator and Regional Crop Extension Officer for Regions 3 & 6. The reason sighted was malpractice and lack of performance. Many of these positions have not been filled since this decision was taken. There is no Deputy CEO, no HR Manager and none of the Regional posts has been filled.
Some of the positions were advertised for, whilst some were not for example the Human Resource Manager position.
An Institute of this magnitude, which had a staff strength of almost 400-500 employees, does not have a HR Manger. Additionally some existing employees who may have the relevant criteria and had applied for certain post were denied, while some positions are filled by handpicking persons in the organisation.
There are certain protocols the organisation is required to adhere to before selecting and appointing persons to positions, but that seem to not been happening here . A certain employee favoured by the hierachy has been promoted many times financially and position wise. There seem to be no end to the bias.
Whereas employees who have the relevant experience and academic qualifications are being stifled, management is committed to saying that all positions vacant in the organisation must be advertised either internally or externally so a suitable candidate can be selected. We have seen persons hand- picked and put in positions to act for a short period and confirmed without those positions being advertised. Sometimes we see persons placed in positions that are created and not approved by the list of categories.
The board is a sore issue. The chairman has been appointed to serve another two years and the other members have not changed. With all the inefficiencies going on, when the board is asked verbally or written to by employees to intervene in resolving some of these issues it is disappointing. One can conclude, based on the foregoing that whatever decision is given by the big wigs, then that is what is echoed by the board so there is no justice in the system.
All those employees were sent home for breaches in their contracts, which happened under the current hierarchy, which is still here serving with all their prejudices at NAREI. NAREI needs a thorough investigation into the procedures and practices used in their selection and promotion of employees and the Management style of the current big wigs.
Concerned employee

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