A Ghanaian citizen, Ebenezer Narh Ogyatey, has submitted a Right to Information (RTI) Request to the Chief Executive Officer of the Minerals Income Investment Fund (MIIF), Justina Nelson, seeking specific information regarding staffing and human resource changes at MIIF from 8 January 2025 to 15 January 2026.

Narh Ogyatey’s RTI request follows a recent publication by governance expert, Dr P.Y. Atta, who raised concerns about an unfolding governance situation at the Mineral Income Investment Fund (MIIF), noting that the developments at the fund are not merely human resource issues but matters that go to the core of the institution's very existence.

Publication

In an opinion piece, Dr Atta highlighted several urgent concerns that require immediate executive attention to prevent the fund's total collapse. “The unfolding situation at MIIF is not merely a human resource issue—it is a national governance concern.

“Strong institutions are not built by statute alone, but by professionalism, respect for due process, and insulation from political overreach,” Dr Atta said in his opinion piece.

Rebuttal

In what appeared to be a sharp rebuttal to Dr P.Y. Atta's opinion piece, a labour expert, Ms Claudia Otchere, dismissed the suggestion that recent high-profile resignations at the Minerals Income Investment Fund (MIIF) amounted to a crisis.

“From the perspective of a labour relations expert, the concerns raised about staff resignations at the Minerals Income Investment Fund (MIIF) deserve to be acknowledged with clarity and balance.

“In any institution, particularly one undergoing reforms, strengthening governance frameworks, and consolidating operational systems, staff movements, including at the management level, are not unusual.

“Such transitions can reflect natural career progression, organizational realignment, or evolving institutional needs, rather than distress,” Ms Claudia Otchere reportedly said.

Ms Otchere further noted that “resignations, in and of themselves, do not constitute a crisis,” adding that “the true test of organizational health lies in continuity of operations, stability of systems, and the Fund’s ability to meet its statutory and strategic obligations.”

She strongly noted that where workflow remains uninterrupted, governance structures are intact, and decision-making processes continue to function effectively, there is no basis for alarm. “Institutions are built on systems and policies, not on individuals alone, and MIIF’s framework is designed to withstand personnel changes,” she added.

Specific Request

The Right to Information request by Mr Narh Ogyatey, a copy of which has been made available to the media, was made in line with Article 21(1)(f) of the 1992 Constitution and Section 1 of the Right to Information Act, 2019 (Act 989).

The legal basis for the request, according to Mr Ogyatey, is section 18(1) of the Right to Information Act, 2019 (Act 989), and under section 23(1) of the Act, Ogyatey noted that MIIF is required to respond to his request within fourteen (14) days of receipt.

The applicant, in compliance with section 18(1) of the RTI Act, attached a copy of his identification card and indicated that, where possible, the requested information can be provided in electronic format (PDF) and sent to the email address provided.

Essentially, the request seeks answers to 10 pertinent questions. First is on “staff strength as of 8 January 2025. On that, the requesting party seeks the total number of persons employed by MIIF as of 8 January 2025, broken down by Management, Senior staff, Junior staff, and Contract staff (if applicable).

Second, Current Staff Strength: The total number of persons currently employed by MIIF as at 15 January 2026, similarly broken down by category. Third, Staff Departures: The number of persons who were employed by MIIF as of 8 January 2025 but are no longer in the employ of MIIF as of 15 January 2026.

Fourth, List of Departed Staff: A list of all persons who have ceased working with MIIF within this period, including: Full name, Job title/department, Date of exit, Mode of exit (e.g., resignation, termination, dismissal, end of contract, etc.), Stated reason for exit (where available)

Fifth, Replacement Staff: A list of new staff employed by MIIF within the same period, including: Full name, Position, Date of appointment, Mode of recruitment (e.g., competitive recruitment, direct appointment, contract renewal).

Sixth, Staff Turnover Policy: Copies of any policies or guidelines governing staff recruitment, termination, resignation, or disciplinary processes at MIIF. Seventh, Exit Interviews: Whether MIIF conducts exit interviews, and if so, a summary (without personal identifiers) of the key reasons cited for staff departures during the period.

Eightieth, Restructuring or Reorganisation: Whether MIIF has undertaken any staff restructuring, reorganisation, or workforce rationalisation exercise since January 2025, and if so, copies of relevant internal memos, directives, or policy documents.

Ninth, Disciplinary Actions: The number of disciplinary actions taken against staff during the period, and the general categories of misconduct involved (without disclosing personal data) and lastly, Budgetary Impact: Whether staff changes were influenced by budgetary or financial considerations, and any documentation supporting such decisions.