CPBN defends chief executive appointment

Johanna Kambala

The Central Procurement Board of Namibia (CPBN) has refuted allegations concerning the recruitment process for the position of chief executive officer (CEO).

This was after a local newspaper article claimed that the preferred candidate, Idi Itope, was not the most qualified and that top performers were bypassed.

In a statement, CPBN spokesperson Johanna Kambala, said “the recruitment process was fair and transparent and the selection criteria were approved by the interview panel prior to the interviews”.

The recruitment process consisted of three phases: panel interviews, individual presentations and a psychometric assessment, of which Itope emerged as the top scorer.

CPBN refutes the claims, denouncing them as misleading and malicious.

Kambala said the article misrepresents the facts and aims to undermine the integrity and credibility of the recruitment process.

She said such unfounded allegations not only cast doubt on the process, but also harm the image and reputation of the CPBN, affecting its ability to attract qualified candidates and maintain public trust, she said.

The recruitment process commenced on 21 April last year, with the publication of the vacancy of the CEO position in print media and on the CPBN’s website.

According to Kambala, an independent recruitment agency facilitated the process, ensuring impartiality and fairness.

“A diverse panel of five members was constituted to oversee the process, including four CPBN board members with expertise in legal, governance, engineering and supply chain management,” she said.

Additionally, Kambala says a professional in finance and economics was appointed to provide further diversification and expertise.

Five candidates participated in the rigorous interview process: Idi Itope, Calvin Muniswaswa, Michael Humavindu, Audrin Mathe and Richwell Lukonga.

“During the panel interviews, candidates responded to seven structured questions designed to assess their competencies and abilities as potential CEOs. This phase contributed 55% towards the total score,” Kambala said.

According to Kambala, candidates were required to deliver individual presentations, accounting for 25% of the total score.

“This phase aimed to evaluate candidates’ understanding of organisational strategy and their ability to articulate strategic direction,” she said.

“Following these evaluations, the top three candidates – Itope, Muniswaswa and Humavindu proceeded to the psychometric assessment phase, which contributed 20% towards the total score,” said Kambala.

According to Kambala, Itope emerged as the highest-scoring candidate, demonstrating exceptional competency across all phases of the recruitment process.

“His cumulative score reflected his suitability for the CEO position and his alignment with CPBN’s organisational goals and values,” said Kambala.

“Transparency and good corporate governance are fundamental principles that underpin our recruitment process,” said Kambala. “CPBN remains steadfast in upholding ethical behaviour, fairness and accountability.”

Furthermore, CPBN rebuffed any attempts by vested interests to discredit the recruitment process.

“By upholding transparency and fairness in its recruitment practices, CPBN aims to foster public trust and confidence in its operations.”

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