Retrenchment & Redundancy
The rules governing involuntary separation from the civil service when posts are abolished — the four mandatory criteria, compensation entitlements, the re-employment policy, and how retrenchment differs from dismissal or compulsory retirement.
Chapter 10 of the PPM addresses retrenchment in the context of The Gambia's Economic Recovery Programme and Administrative Reform Programme, which began in 1985/86. The policy aims to create a smaller, more efficient civil service. Four mandatory criteria must ALL be met before an officer qualifies for retrenchment with compensation: (1) the post has been or will be abolished, (2) the post will not reappear in future Estimates of Revenue and Expenditure, (3) the officer cannot be transferred to a similar post elsewhere due to lack of vacancies or inadequate performance, and (4) the officer cannot be transferred to different duties because of unsuitability, lack of qualifications, or inability to be retrained. The PMO verifies each request by checking vacancies and performance history. All retrenchment requests must be submitted by the appropriate Permanent Secretary to the PMO with justification. Re-employment of previously retrenched staff is only on contract terms — never as a permanent appointment. HR sections must consult the PMO before recruiting under delegated authority to ensure surplus staff are not available. The final decision rests with the PMO in consultation with the PSC.
The General Orders distinguish retrenchment from compulsory retirement. Under GO 02404, the Pensions Authority may require an officer to retire at any time after age 45 with six months' written notice — this is 'retirement in the public interest,' which is distinct from retrenchment. Retrenchment specifically relates to post abolition, while compulsory retirement relates to the officer's continued usefulness to the service. Both carry pension entitlements under the Pensions Act (Cap. 42:01), but the procedures and qualifying criteria differ.