Discipline & Conduct
The rules of conduct binding every Gambian civil servant — duties of service, restrictions on communication, attendance requirements, the prohibition on using officers for private purposes, and the obligations of Heads of Departments in enforcing discipline.
Chapter 3 of the General Orders establishes the conduct framework for all Public Officers. GO 03101 — the fundamental duty to serve wherever stationed and discharge any government duties. GO 03102 — the Inspector General of Police, Supreme Court Registrar, and Court Clerks must report any officer charged with a criminal offence and its outcome. GO 03103 — officers may not communicate official information externally without Head of Department, PS, or Secretary General authorisation. GO 03104-03106 — political activity rules (may vote and join parties but cannot hold political office, make political speeches, or join demonstrations; if elected to office during leave, must resign immediately). GO 03107-03109 — pecuniary embarrassment (officers who become judgement debtors are reported; serious debt is a disciplinary matter). GO 03110 — inventions by officers governed by regulations in Appendix A. GO 03111 — no legal proceedings connected to public duties without Secretary General authority. GO 03112 — Heads of Departments must notify their PS of absences exceeding one day, including whereabouts and purpose. GO 03113 — officers shall not be employed for private purposes during working hours. GO 03114-03115 — mandatory disclosure of investments/shareholdings to the Secretary General, who may require divestment; no acquisitions without permission. GO 03116 — unauthorised absence results in one day's pay deducted per day, with notification to Treasury, Auditor General, and PMO.
The Code of Conduct is the comprehensive ethical instrument for The Gambia's civil service. It applies to all civil servants (Section 2) and defines unethical conduct to include bribery, misappropriation, patronage, nepotism, conflict of interest, and influence peddling (Section 3). Section 4 establishes principles across four relationship domains: with the Legislature/Executive (political neutrality, loyalty to the Constitution), with the Public (impartiality, non-discrimination on 10 protected grounds including race, gender, disability, and political views), among Employees (cooperation, proper grievance channels, fair treatment), and in Performance of Duties (efficiency, punctuality, honest use of public funds, mandatory reporting of fraud and corruption). Section 5 defines three offence categories: Gross Misconduct, Misconduct, and Misdemeanour. Section 6 lists 14 Gross Misconduct acts and 4 Misconduct acts. Section 7 prescribes ten penalty types from dismissal (forfeiture of all pension) to reprimand.
The PPM provides the procedural mechanics for discipline. Chapter 6 establishes that all civil servants are subject to disciplinary rules for misconduct, inefficiency, or Code violations. Minor offences result in verbal or written warnings; serious misconduct may lead to suspension pending investigation or immediate dismissal. Formal procedures require notification of charges, opportunity to respond, and a hearing. Officers have the right to representation by a union representative or colleague. Chapter 9 details the progressive discipline system and appeal procedures. Appeals must be submitted within 30 days to the PMO with detailed grounds. The appeal process includes review by a senior authority, the right to present additional evidence, and a final binding decision.