A Montage of CDF Gen. Muhoozi Kainerugaba (R) the EPRC Executive Director, Dr. Sarah Ssewanyana (C) and Head of State House Anti-Corruption Unit Brig. Gen Henry Isoke.
KAMPALA — Allegations of administrative irregularities, disputed procurement processes, questionable recruitment practices, selective salary adjustments and discriminatory employment policies have triggered fresh tensions at the Economic Policy Research Centre (EPRC) at Makerere University, with junior staff calling for government intervention and an independent investigation into the institution’s management.
The complaints have largely been directed at the Centre’s Executive Director, Dr. Sarah Ssewanyana, Human Resource Manager Fatuma Namubiru and Director of Finance and Shared Services Mary Kivunike, alongside other members of the Senior Management Team (SMT).
The employees are appealing to Chief of Defence Forces Gen. Muhoozi Kainerugaba and the Anti-Corruption Unit to investigate the allegations, arguing that previous attempts to seek accountability, including through the Inspectorate of Government (IGG), have not resolved their concerns.
The latest complaints extend beyond a disputed retirement policy to include alleged irregularities in recruitment, salary adjustments, implementation of government directives and procurement for the 2026/2027 financial year.
One of the major concerns involves the proposed construction of a new EPRC building, where junior staff allege irregularities in the procurement process and question the integrity of the Contracts Committee.
They claim that minutes of committee meetings have allegedly been altered and are demanding independent verification of procurement records and an audit of the process.
The allegations also raise questions about the roles of officials in the procurement and management structures, including Elizabeth Birabwa, Caroline Sserunjongi and an official identified only as Isaac. The employees further question the independence of the Centre’s Board, alleging that its oversight role has been compromised.
However, responding to the allegations, Ssewanyana dismissed claims of procurement irregularities and manipulation of meeting minutes as false.
She said the proposed building was still at the design stage and maintained that EPRC conducts procurement within established governance procedures requiring appropriate documentation, evaluation and approval by relevant authorities.
On the disputed minutes, she said the Centre had procedures for documenting, reviewing and approving official records, adding that any amendments would follow the appropriate review and approval processes.
Another area of concern is the alleged failure by management to implement the EFRI system, which junior staff say the Centre had been directed by Government to adopt. They argue that the delay raises questions about management’s compliance with government instructions.
At the centre of the employment dispute is a decision by the Senior Management Team reportedly proposing different retirement ages for senior management and junior employees, setting 70 years for senior managers and 60 years for junior staff.
The arrangement has attracted criticism, particularly following the extension of service for Ssewanyana, who has headed the Centre since 2009.
Ssewanyana joined EPRC in 2003 as a Senior Research Fellow before being promoted to Principal Research Fellow in 2008 and subsequently appointed Executive Director.
Other members of the Senior Management Team include Dr. Ibrahim Kasirye, Director of Research; Mary Kivunike, Director of Finance and Shared Services; Elizabeth Birabwa, Programme Manager; and Fatuma Namubiru, Human Resource Manager.
A junior staff member who spoke on condition of anonymity said the retirement arrangement appeared designed to protect the interests of senior managers at the expense of other employees.
The staff member questioned why senior management should benefit from an extended retirement age while junior employees remain subject to the 60-year limit.
However, Ssewanyana denied that EPRC had changed its retirement policy, saying the Centre continued to manage retirement arrangements within its established human resource and governance framework.
“The Centre has made no changes to the retirement policy. If you have any evidence, kindly share,” she said.
The controversy has also revived concerns over alleged selective salary increments. Junior staff claim that despite a government-approved EPRC budget estimated at between Shs5 billion and Shs8 billion, which reportedly provided for salary adjustments, the benefits were extended mainly to senior management and Board members.
They are demanding an explanation of how the salary adjustments were approved and distributed.
Ssewanyana said salary adjustments were guided by the Centre’s remuneration policies, institutional priorities, financial considerations and applicable approval procedures. She added that remuneration decisions should be properly justified, documented, approved and communicated to affected employees.
Recruitment practices have also come under scrutiny, with employees alleging that six positions, including Research Fellow and Research Analyst roles, were filled internally without public advertisement or an open competitive recruitment process.
The individuals reportedly appointed include Sheila Nakazi, Phiona Namulira, Sunday Amos, Philemon Okillong, Pauline Nakitende and Christine Alumo.
Staff have also questioned the appointment of Atwesigye Damson to the position of Knowledge Specialist Manager in charge of the EPRC Library, alleging that he assumed the role without undergoing a formal interview.
“We waited for job advertisements that never came. Then we suddenly learned that all positions had been filled internally. This undermines transparency and fairness,” one staff member said.
Ssewanyana dismissed the recruitment allegations as false, maintaining that the Centre followed its Human Resource Policies and Procedures Manual, which provides for transparency, fairness, competitiveness and merit-based selection.
She said recruitment decisions were guided by approved staffing requirements, candidate qualifications, selection criteria, interview assessments and relevant approval structures. The Centre, she added, maintains vacancy announcements, shortlisting records, interview evaluations and appointment approvals.
When contacted over the earlier employment allegations, Human Resource Manager Namubiru declined to comment directly, saying she did not have the authority to address the matter and advising that questions be directed to the Executive Director through email.
The employees have also questioned the independence of the EPRC Board, alleging that it has been compromised and is no longer providing effective oversight of management.
Ssewanyana rejected the allegation, saying the Board operates within the Centre’s corporate governance framework and is responsible for strategic direction, institutional accountability, reviewing performance and approving major policy and financial decisions.
She said the Centre had mechanisms to promote independent judgment, transparency, accountability and the management of potential conflicts of interest, adding that differing views on institutional decisions did not necessarily demonstrate compromised independence.
One employee, who requested anonymity for fear of losing their job, appealed directly to Gen. Muhoozi and the Anti-Corruption Unit to intervene.
“If Gen. Muhoozi and Anti-Corruption Unit have called for action against other senior public officials, what stops them from intervening at EPRC and demanding accountability from Dr. Ssewanyana and her senior management team?” the employee asked.
The staff want the relevant government authorities to independently examine the alleged procurement irregularities, establish whether recruitment procedures were followed, investigate the disputed retirement arrangements and establish how salary adjustments were allocated.
They argue that an independent investigation is necessary to resolve the grievances and restore confidence in the institution.