Dear Editor,
I recently observed a photograph published by the Guyana Power and Light Inc. (GPL) showcasing senior managers engaged in discussions on improving the company. Front and centre in that image was an individual—let us call this person GG—whose rapid elevation to senior management has raised deep concern among staff and right‑thinking citizens.
GG was initially employed as a clerk in the Procurement Department, where she remained until only a few months ago. Today, she appears as a senior manager—despite having no requisite qualifications or experience—and was swiftly promoted over long‑serving, capable employees. The only apparent justification for this meteoric rise is GG’s personal association with the minister responsible for the sector. This is not speculation; it is a widely acknowledged reality within the organization—one that GG has openly and unapologetically broadcast across GPL. Such conduct reflects the sheer blatantness and audacity that characterize politically aligned individuals who feel shielded by their connections.
When staff voiced concerns about this blatant bypassing of merit, management’s response mirrored a troubling pattern that has become all too familiar in our public institutions. GG was quietly removed from the general workspace, placed in a room with no assigned duties, and kept away from the wider staff population until the outrage subsided. At other times, GG simply “went on leave,” travelling the world—leave which she often did not have. Yet staff were instructed to falsify attendance records to conceal her absence. One employee was even transferred from the timekeeping station after refusing to participate in this dishonest practice.
Editor, this is the kind of authority structure we are forced to endure—one where political alignment supersedes competence, and where individuals feel emboldened to declare, “I can do what I want,” simply because of who they are connected to.
Despite lacking the qualifications or experience required, GG was subsequently promoted to a managerial position within the Customer Services Division—a department that already has several highly trained and experienced staff who were overlooked. The grapevine within GPL now suggests that GG is being groomed for the position of Director of Customer Services, and that efforts are underway to remove the current director to facilitate this outcome.
This is not just unethical; it is destructive.
Such practices violate the fundamental principles of good governance, fairness, and transparency. They erode staff morale, undermine trust in leadership, and create a culture where merit is irrelevant. When employees see unqualified individuals leapfrog into senior roles solely because of political connections, it breeds resentment, disengagement, and high turnover. No organisation—especially one as critical as GPL—can function effectively under such conditions.
The actions described raise serious labour‑law and administrative concerns, including: Abuse of authority by directing staff to falsify attendance records, Victimisation of employees who refuse to participate in wrongdoing, Unfair promotion practices that violate principles of equal opportunity, Misuse of public funds by paying individuals for work not performed and Potential breaches of procurement, integrity, and governance frameworks that apply to state entities.
These are not minor administrative lapses; they are systemic governance failures that expose the company, and by extension, the State, to legal, financial, and reputational risk. In fact, only a few days ago, I noticed another article in the media highlighting customers’ concerns about the high and incorrect charges appearing on their electricity bills. Editor, without hesitation, I can say that this is the direct outcome of placing underqualified individuals to run this specific division. And, incorrect bills represent only the tip of the iceberg. The underlying issues within this company are far more extensive and far more damaging.
GPL has an executive board and a management team whose professional judgment is being overridden by ministerial interference. When a minister dictates appointments based on personal relationships rather than competence, it compromises the integrity of the organisation and violates the spirit of the laws that govern state‑owned enterprises.
The minister must remain within the boundaries of his portfolio and allow GPL’s management to function independently. The President should intervene to ensure that the principles of meritocracy, fairness, and professionalism are upheld. It is a difficult call, but a necessary one.
Guyana cannot progress if public institutions are weakened by political favouritism. We cannot expect improved service delivery when unqualified individuals are placed in positions of authority over experienced professionals. This practice is unfair, demoralising, and corrosive to the very foundation of public service.
Editor, the situation at GPL is a microcosm of a larger national problem. If we are serious about development, then competence—not political connection—must be the basis for leadership.
Yours truly,
A group of concerned, frustrated, and demoralised staff members of the Company.
