Federal Government Rolls Out Three Policies to Improve Civil Service Efficiency

The Federal Government has approved three revolutionary policies—the Rewards and Recognition Policy, the Incentive and Consequence Management Policy, and the Civil Service Mentoring Policy—to improve service delivery and increase productivity in a historic move to fundamentally restructure the Federal Civil Service.

According to a statement released on Sunday by Mrs. Eno Olotu, Director, Information and Public Relations, Office of the Head of the Civil Service of the Federation, the strategic approval was given during President Bola Tinubu’s Federal Executive Council (FEC) meeting.

A new era of performance-driven governance, strategic talent development, and increased accountability is heralded by this historic development. These elements are intended to work together to inspire employees, foster an excellence culture, and greatly enhance service delivery to the Nigerian people.

These policies are essential to Staff Welfare and Enhanced Value Proposition of Civil Servants, one of the six pillars of the Federal Civil Service Strategy and Implementation Plan 2021–2025 (FCSSIP25), and they are compliant with the 2021 Public Service Rules (060101–060111), according to Mrs. Didi Esther Walson-Jack, Head of the Civil Service of the Federation (HCSF).

The Head of Service praised Mr. President for his steadfast dedication to changing the civil service and fostering an efficient, productive, incorruptible, and Citizen-Centric (EPIC) workplace culture. He also said that the approval is a clear indication of the government’s commitment to rewarding excellence, appreciating public servants, and methodically developing the next generation of leaders.

The Rewards and Recognition System policy creates a thorough and strong framework with the goal of increasing productivity through the recruitment, development, and retention of the best personnel in the service.

It is purposefully made to encourage a culture of innovation, quality, and ongoing development, which will boost institutional performance as a whole.

The Incentive and Consequence Management Policy creates a fair, transparent, and transparent system where underperformance is addressed through structured consequences and high performance is appropriately rewarded.

In addition to offering avenues for assistance and growth for individuals in need of improvement, the policy is intended to advance justice and accountability at all levels.

In addition to being a strategic investment in the civil service’s future leadership, the Civil Service Mentoring Policy seeks to close important experience gaps and enable the methodical transfer of institutional knowledge.

It will ensure continuity and sustained excellence by protecting priceless institutional memory from the wave of retirements and providing the next generation with the necessary skills, values, and ethical foundation for strategic leadership.

The HCSF reaffirmed that Mr. President’s approval of the policies’ implementation is more than just an administrative milestone; it is the cornerstone that will support the development of a contemporary, flexible, and empowered civil service.

She gave government servants the assurance that their hard work would be acknowledged, their greatness would be rewarded, and their development would be supported.

Walson-Jack emphasized that her office is steadfastly dedicated to creating a top-notch service that can fulfill the aspirations of the Nigerian people and propel the country’s advancement.