By Kaundjire Humbu and Rinelda Mouton
Industries, mines and energy minister, Modestus Amutse, and the NamPower board chairperson have remained silent in the face of questions about the recruitment of the power utility’s managing director. Commentators say, this leave key issues surrounding the appointment unanswered.
Confidente has, for the past two weeks, been seeking answers from both officials about the qualifications required for the position, the recruitment process and concerns surrounding the appointment, but only Kavendjii responded saying:”There is no feedback.”
Meanwhile, documents seen by Confidente has brought to shore fresh queries regarding the qualifications prescribed for the position and the range of candidates eligible to apply.
They further touch on whether the requirements allow sufficient scope for candidates with different academic backgrounds and extensive executive experience.
Labour adviser August /Awaseb warned that favouritism in recruitment could undermine an organisation’s credibility, productivity and work output.
He said appointments influenced by personal preference could also raise concerns about tribalism and fairness in employment.
“It is also tribalism. This thing is prominent. The only problem is how we are going to address this. What election criteria are we going to use to avoid or to tackle this social evil? That is the challenge that Namibians are having,” /Awaseb said.
“If you think hiring someone because you favour him or her, it is corruption. Favouritism is a dangerous tool within the employment relationship,” he added.
Academic Andrew Niikondo said boards must follow the laws and rules governing their organisations when making appointments.
“The statutes of the company were established through an act of parliament. The act is also very important. The rules must not be bent. If you do that, corruption should be reported,” Niikondo explained.
He said board members must ensure that recruitment decisions are not influenced by favouritism and that successful candidates meet the requirements set for advertised positions.
“The board is a problem if you recruit someone, the requirement is to take a back seat and you take somebody with another seat. And that one is a real challenge. It cannot even happen because the person cannot create the capacity that you require.”
Niikondo said it was wrong to advertise a vacancy with specific requirements and subsequently appoint someone who did not meet them.
Niikondo said adherence to the prescribed requirements was essential to ensuring that the successful candidate could meet the organisation’s needs.
The documents further show that July 2025 re-advertisement required candidates to hold a master’s degree in electrical engineering, energy or a related discipline, together with an MBA or recognised leadership qualification.
Applicants were also required to have at least 15 years of practical experience in the energy or electricity sector, including five years at executive management level.
The requirements placed emphasis on postgraduate qualifications in specified technical fields, raising questions about how candidates with other academic backgrounds and extensive executive experience would be assessed.
One former managing director whose qualifications bring the requirements into focus is Leake Hangala, who led NamPower from 1995 to 2006.
Hangala holds a bachelor’s degree, a master’s degree and a doctorate in geology and mineralogy from the University of Helsinki.
Before leading NamPower, he served as permanent secretary in the mines and energy ministry.
The documents questions how the requirement for a master’s degree in electrical engineering, energy or a related discipline would be interpreted when assessing candidates with qualifications in other fields.
Hangala also holds a management certificate from Harvard Business School.
The requirements have also brought the academic and professional backgrounds of former managing directors Paulinus Shilamba and Simson Haulofu into focus.
The position was re-advertised in July 2025 following an earlier recruitment process.
Further issues remain about the number of candidates who applied during the initial process, the reasons for re-advertising the vacancy and whether the requirements were reviewed before the second advertisement was issued.
Amutse previously responded to Confidente, defending the position that the standards should not be lowered to a bachelor’s degree.
His earlier response forms part of the background to the current questions about the criteria and how they were determined.
The latest questions sent to the minister seek further clarity on the recruitment process and the requirements for the position.
According to senior managers within Namibia the appointment saga comes as NamPower faces major demands to expand domestic electricity generation, strengthen transmission infrastructure and reduce Namibia’s dependence on imported power.
The utility’s Integrated Strategic Business Plan for 2026 to 2030 outlines plans for new generation capacity, renewable energy development and transmission projects.
