haruna ,this is a very interesting topic. i hope our brothers in the media are collecting some form of data as to the current number of SOS sacked.
  what are the motives for sacking all this men/women ? my Little judgement could be ,our president like presiding over swearing in ceremonies .the BIG man himself humbling some postgraduate masters degree holder. he like that feeling .
  but another twist to your piece could be look at it from the angle of how many SACKED  SOS'S get drag through our slow court system ? what percentage them compute of  what ethnic groups ? it is absolutely baffling to see this men answering to crimes they seems not be aware of.
   
  the classic scenario : what the bunch of former SOS'S fail to realise is that ,from the beginning of their appointment ,yahya have a plan for them .this strategy Mr masoud is call the 'CAT'S PAW'. i may not put it properly but it works like this .yahya will pretend to this new appointees as a dear friend to them ,in the process of their hallucination ,there he plant a false information with them .he waits for the bait .this new SOS believing that he is smarter than yahya will let slip his tongue and spread the false information planted with him by HE .he still believes that the information he has is true and important .now yahya will have his hears wide open .any time he even sniff that,that information is in circulation ,there comes the broom to sweep even their footprints .
  this strategy has been use by many dictators before .a perceive educated person always believe he is smart , yahya ''plays the sucker to catch catch a sucker''
   
  but why those he still have replacement in a post that is unstable? may be this men like the title ,the few fifteen minutes of fame .

Haruna Darbo <[log in to unmask]> wrote:
  The enormously high turnover of Secretaries of State in Gambia is both 
worrying and demoralizing. It has a tendency to diminish both the value and 
potential for the offices and the persons to occupy those offices.

The SOS position is a purely political office in The Gambia. It has been 
since time immemorial. Persons appointed to these offices generally only have to 
demonstrate unequivocal loyalty to the governing APRC. They are not screened 
for expertise or knowledge, nor for honesty and integrity. The recent 
appointment of Mr. Bojang to the Department of Works and infrastructure bucks that 
trend to a certain extent and I hope it marks a deliberate departure from 
what normal course of business and not a mere aberration.

For the mere fact that SOSs are chosen for loyalty rather than acumen or 
capabilities, not much in the way of project implementation or value development 
is expected of them and therefore they are not generally conditioned to 
perform. They are simply there as a tool for wealth distribution for the ruling 
party. The old adage "you can't squeeze water out of stone" is apt in this 
case. Yahya therefore, unless he follows the Mr. Bojang's more sober appointment, 
will end up setting himself up for more frustrations and disgust. The remedy 
for such frustration usually is the unceremonious removal of the SOSs and or 
dragging them to court for charges of mismanagement and theft of public 
property and funds. A case can be made for the propriety of such prosecution if 
Yahya demonstrates a pattern of appointing unfit SOSs who are genrally 
ignorant of the tasks of the department, regardless of the merits of the charges 
against or the reasons for removal of the SOS. A further inadvertent effect of 
high turnover in political appointments is the gradual alienation of party 
loyalists that he can ill-afford especially at times when he needs the 
countervailing voices of his party loyalists against the chorus of disdain outside 
APRC circles.

I understand that the pool of productive men and women he draws on for the 
SOS positions is unfortunately small and ever-dwindling. But one of the 
problems of the image that Yahya can hire and fire at will, mostly unceremoniously 
and without substantive reason, feeds into a patronnage psychy that diminishes 
the value of performance. It becomes more important to sing praises to him 
rather than accomplish tangible gains in development and completing his own 
wishes.for Gambia. There is no greater honour for a leader than the show of his 
worth.

In such a scenario as exists in Gambia now, it may be advisable to rely on 
the under-secretaries and permanent secretaries for performance and 
implementation of departmental programs and projects and rely on the SOS necessarily as 
intermediary between the President's office and those technocrats to convey 
the President's platform for development. The SOSs must not, for conflicts of 
interest reasons, be bursars or treasurers of project funds. Appropriations 
to departments must not be made to the SOS. The SOS must be viewed as the 
ceremonial head of the department and much of his time ought to be accorded in 
holding public hearings and engagements. The broader policy conveyor.

Recently, I have noticed that the idea and culture of "family" is being 
propagated as incentive for performance and honesty. This I think could be 
counter-productive and is ill-advised. Rather a culture of professionalism and 
accountability would yield Yahya more favourable results. Most business and 
professional persons will advise that the inordinate infusion of family 
inordinately burdens decision-making and performance with nepotistic considerations 
which are hard to qualify or mitigate. When you communicate a culture of family, 
though seemingly benign, you are emphasizing inherent value of pedigree and 
inheritance rather than merit. And in an environment where an SOS is 
appointed based on loyalty rather than acumen, this could be a recipe for further 
lethargy and conflicted interests. The rate at which such themes travel within 
the fabric of the department is faster than that at which productivity and 
performance make their way into psychies. A churchman Jacobs out of Harrisburg 
Texas once noted: "Idle men with hungry families made a ready audience for 
(graft and graffignette)".

I wish Mr. Bojang all the best as he efforts to break the mold of lethargy, 
non-performance, and graft.

Haroun Masoud. MQDT. Darbo. Al mutawakkil. 

It is equally malignant to set the wrong theme for the departments of state. 




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