I recently participated in a review exercise of a talented public sector CEO. It was easy because the individual had distinguished herself in effective performance management, building a strong environment of accountability, led strategic planning and execution, exemplified fairness, demonstrated a keen interest in listening, and showed strong propensity towards consultative management.

What was disturbing is that the review was to determine contract renewal of a high talent CEO who, like many, does not deserve this kind of employment uncertainty. Government of Jamaica’s practice of appointing CEOs and executives in some public sector organisations/agencies and departments on fixed-term contracts raises concerns about effective talent management, job insecurity, and potential political interference. It is also an abandonment of the role of government to provide both intellectual and practice leadership for best-in-class human resource (HR) management.

This approach not only affects the individuals involved but also has broader implications for the country’s HR practice, workforce, and economy.

CEOs and executives appointed on fixed-term contracts create an environment conducive to political interference. This can lead to, and has often led to:

• Politically motivated appointments: Appointments based on political connections rather than merit, which can undermine the effectiveness of organisations

• Ministerial whims and fancies driving appointments rather than objective criteria

• Lack of accountability: Fixed-term contracts can create a lack of accountability as CEOs and executives may prioritise short-term gains over long-term sustainability

• Insensitivity by politicians to the fact that public servants are paid to serve citizens not politicians

• Confusion in the minds of politicians about their call to governance and not rulership

The impact on employees is just as concerning:

• Hiring talent on fixed-term contracts assures “one-foot in and one-foot out” recruitment and asks a young talented CEO to commit to uncertainty

• Forcing experienced employees to resign or making them redundant as a condition for appointment to senior roles is demotivating and unfair

• Disregarding their years of service and dedication creates a sense of insecurity among employees. This practice can lead to loss of institutional knowledge when experienced employees leave for the private sector or international organisations

• Pliable public servants are more focused on staying in favour rather than serving the country

• Serves as a poor incentive system for senior leaders due to lack of pension arrangements

To address these concerns, the Government should:

• Immediately end the current system of uncertain and controlled senior appointments in the public sector, whether internal or external hires

• Ensure that appointments are based on merit rather than political connections or affiliations

• Promote internally directly into senior roles

By adopting these and many other reforms, the Government of Jamaica can promote a more stable and effective workforce, execute better talent management, remove the aura of political manoeuvring, while also upholding worldwide HR best practices. I am watching what happens in our future.

Michael McAnuff-Jones is chairman of the Caribbean Institute for HR Management.