Abstract
In 2018, the University of Ghana Library System (UGLS) experienced an unprecedented rotation of staff within its main library and satellite libraries. The changes were long overdue as the regular rotation of staff by the Human Resource and Organisational Development Directorate (HRODD) somehow, never affected library personnel. Fifty (50) Junior and senior library staff who had been in one position for more than a decade were rotated within the UGLS. This paper reflects on how the change was achieved, the pre- and post- interviews of staff involved, and lessons learned one year later. Findings emphasize the value of communication, the structured process and transparency to make the change easier and implementation smoother. The paper concludes that regular rotation of staff and the management of such change are significant for the development of the UGLS and for the university as a whole. Recommendations for libraries in Ghana and in Africa embarking on similar staff rotation are captured in the paper.
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