Unethical hiring practices by NGOs in Sri Lanka

i got this article written by Hemendra Fernando via e-mail and not sure about the original source, but I believe it may have had appeared on the last weeks Daily Mirror .however , this article highlights somewhat controversial aspect of NGOs in Sri Lanka.

Not only hiring of staff members, but firing and pay scales of NGOs are very much a subject of interest to many but one thing that's not highlighted is that these activities are not governed by any law of the country nor there is a mechanism to monitor any malpractices.

There is a vast disparity in terms of Salaries and payments for staff in many NGOs, expeacially the 'Elite' Colombo based National level NGOs. However, there has not been much discussion on these issues in either the public or state forums. The government keeps on following its 'anti NGO' stance, while some of the Opposition parties fuel the greater anti NGO drive.
This is the same with INGOs operating in Sri Lanka, and this is more evident in the Eastern Province where there is still a major presence of INGOs and Local NGOs. Rather than promoting a anti NGO rhetoric, the Government should look into establishing a Competent Authority or a NGO Regulator, thereby not only monitor what the NGOs do but also how they treat their staff.

During my time with a certain UN agency in Eastern Province during the post Tsunami reconstruction period, I have witnessed so many expatriates working in capacity of minor positions, ie-Accoutants/Logisticians etc, positions that can be easily filled by qualified and competent Sri Lankans. Most or, all most all Organisations don't have Local counterparts for high positions held by expatriates. And the access to facilities and benefits that are enjoyed by expatriates are far away from the reach of the Locals within Organisations.

In most of the Colombo based 'elite' class NGOs like the FoCEx, CHA, CPA and Berghoff, there is a particular group of people who consist the public face of these organisations. They also get all the benefits or at least the lion's share of benefits plus retaining the ability to undertake foreign travel (disguised as study visits/meetings/workshops etc) and other vide range of 'Civil Society' type activity.

Currently the NGO Secretariat of the Ministry of Social Services and the Centre for Non Governmental Sectors (CNGS) in Ministry of Finance handle all NGO matters particularly INGOs and big Local NGOs. Registation, visas and work permits are issued by or recommend by these two institutions. However, I'm not sure if any applicant has to neither justify any staff appointment nor account for the pay scales or benefits issued to the staff.

there has to be a uniformed structure ,may be a National Policy on NGOs , therefore not only the state and the public can keep tabs but also facilitate the good work of the NGOs in Sri Lanka.

I hope the Government and the State Structures act soon and not rather sit on their lazy rear sides to formulate some effective procedures and set up a structure to ensure the rights of the staff of NGOs and also ensure transparent and accountable manner in which the NGOs are managed.

this is the Article-here goes>

FEATURES
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Unethical hiring practices by NGOs in Sri Lanka
By Hemendra Fernando

Ever wondered why some of us can’t get a job in an NGO; especially in the old and established INGOs? This is a question that many qualified and experienced often ask. What is required to get hired into an NGO?
The writer conducted many interviews on this matter with current and ex INGO/LNGO staff and a range of applicants with diverse qualifications who continue to apply for specialized positions in INGOs/LNGOs. Often, an organization would place huge advertisements in the print media and the internet, advertising for various posts that require a very high standard of education and experience. However, when the selection is complete, it is rather interesting to know that the person who has bagged the job has merely a basic degree or in some cases just their secondary education only. On some occasions, positions are not advertised at all and backdoor recruitment takes place.
Many interviewees who are qualified (graduates, post graduate degree holders and those with doctorates) said of their experiences; that despite more than 30-40 attempts, their applications have never been acknowledged leave alone have an opportunity for an interview.
Most INGOs when interviewed declined to talk about their hiring practices perhaps because of the negative publicity and public opposition they already experience. Some senior officials point blank refuted any such malpractice in the hiring of staff while other senior managers feigned ignorance. The middle and junior personnel were afraid to commit themselves openly for fear of retribution.
A lady who worked as an assistant to the Human Resources manager of an INGO described how applications of qualified and experienced candidates are immediately thrown into the waste bin and unqualified persons are recruited via the back door. She related the story of how an unqualified yet highly connected lady who worked as an ‘Office Assistant’ (this position was previously referred to as Clerk) was later recruited into the INGO as an “Office manager” who subsequently became the designated ‘Program Officer’ for a very important National Project. She takes home a considerable LKR. 100,000 as salary.
The Human Resources lady acknowledged that this particular post was never advertised. In another instance, two PhD candidates who applied for specialized posts said that they were amused to be interviewed by persons with no more than just O/L qualifications.
Many INGO/LNGOs are supposed to be involved in a variety of activities ranging from conflict resolution, awareness raising programs, peace conferences, advocacy for women and child rights, human rights issues, legal aid, youth empowerment programs, community development, psychosocial support to micro-credit schemes and so on.
However, they lack the capacity in suitably skilled staff to manage the projects. The temptation for most NGOs is to first take the money, and thereafter worry about their actual ability to implement the projects. They often cling on to existing projects and engage in fragmented work just to satisfy donor funding requirements.
A country manager of an NGO was heard complaining that he is unable to get a project completed due to lack of competent staff. On further probing, he discovered that the reason for the dearth of talent in his organization was owing to the unscrupulous deeds of his own project manager/coordinator. There is speculation that the said Project Manager possibly is someone who has reached his maximum level of incompetence (Peter Principle- "In a hierarchy every employee tends to rise to his level of incompetence." Formulated by Dr. Laurence J. Peter) thus he feels uneasy in recruiting persons more qualified than him.
Projects funded by foreign aid always come with conditions imposed by the donor countries. What is surprising is that even these donor agencies show disinterest to investigate the reasons behind the lack of capacity and trained staff to be properly engaged with their projects. This has in turn created confusion amongst the public that INGO contributions do not have any practical impact.
Legally unauthorized personnel
There have been occasions when legally unsuitable persons have been recruited into INGOs. In one instance, a reputable INGO recruited a raw unregistered medical graduate, (with no internship and practice experience at all) to the important post of National Health Advisor. He was paid a very high salary. This person posed as a consultant doctor by having a photocopied hospital (cancer hospital, Maharagama) entry permit pasted on his car windscreen!! It’s shocking that he still operates “at large” escaping the Medical Council’s “Quacks catching net”.
The persons responsible for such unscrupulous and unethical hiring practices are the INGO/LNGO heads themselves. Higher level bosses of established INGOs pursue their own interests rather than national interests. The behaviour of some of them are worse than those in ‘spurious’ organizations that are formed to acquire donor funding. They lack total interest in inducting staff with exceptional skills. These bosses enjoy extravagant perks and are a breed of irresponsible spendthrifts. Developing countries with poverty and conflict is a fiesta for these mercenaries who fail to acknowledge that there is a cost to their extravagance.
This further contributes to the notion that foreign aid is associated with fraud, waste, and abuse and the main cause for the culture of corruption that pervades our society. These facts are even highlighted in an American Economic Review study by James Bovard. (http://www.lewrockwell.com/bovard/bovard13.html) Most interviewees confirm that aid money is used in unproductive ways and not towards real needs. They claim that although some aid money goes into projects, it has only brought about economic and social calamity rather than encouraging good governance and economic stability because NGO bosses fail to take practical decisions that are necessary for self-sustainable growth of the beneficiary.
Subcontracting mechanisms
Subcontracting mechanisms within NGO systems also cast doubts and is a process which is dubious. It is observed that when an NGO arrives in the country, politicians and other shady characters tag onto them. They then thrive on foreign money by obtaining highly inflated subcontracts. In one instance, a media and advertising campaign (AIDS Day 2004) was handed over to the niece of the office manager of an INGO. A sum close to six million rupees was granted for the poster and banner printing! Other printers quoted between 2-3 million for the same job. What was more surprising is how this very lady appeared at a UN workshop and talked about corruption of other INGOs! Another common occurrence is when powerful local staff members of various INGOs hire their houses for the use of INGOs using fake quotation procedures.
In Sri Lanka, the majority of the public perceive INGO activities as foreign intrusion and most such activities are closely monitored by various ethics groups. NGOs are playing a negative and irresponsible role that harms their reputation by encouraging unethical hiring practices.
Thus it is time for INGO/LNGOs to make a significant investment in organizational change and development. Ethical hiring practices require the change in mindsets of the donor agency and the INGO/LNGO. It is time for the big bosses to re-think their employment strategy and implement considerable organizational change if development and peace initiatives are to be taken seriously.
There are many qualified individuals trained in a range of disciplines much suitable for NGO activities. (Community development, Capacity building, peace-building health etc) These individuals must be absorbed into organizations in order to build integrated, highly knowledgeable multi-disciplinary teams. A few INGOs interviewed said that they have already started this process. The ethics groups will continue to monitor the code of conduct of all INGO/LNGOs.