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 decision to fundamentally restructure the Federal Civil Service.
The strategic permission was given during the Federal Executive Council (FEC) meeting, which President Bola Tinubu presided over, 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.
This historic development ushers in a new era of strategic talent development, performance-driven governance, and increased accountability, all of which are intended to work in concert to inspire employees, foster a culture of excellence, and greatly enhance service delivery to the Nigerian people.
According to Mrs. Didi Esther Walson-Jack, Head of the Civil Service of the Federation (HCSF), these policies are in accordance with the 2021 Public Service Rules (060101–060111) and 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).
The Head of Service said that the approval is a clear indication of the government’s commitment to appreciating public servants, rewarding excellence, and methodically developing the next generation of leaders, while praising Mr. President for his unwavering commitment to transforming the civil service and strengthening a workplace culture that is efficient, productive, incorruptible, and Citizen-Centric (EPIC).
By attracting, nurturing, developing, and retaining the greatest personnel in the service, the Rewards and Recognition System policy creates a comprehensive and strong framework to increase productivity.
Its purpose is to elevate total institutional performance by fostering a culture of excellence, innovation, and continual improvement.
A clear, transparent, and equitable system is established by the Incentive and Consequence Management Policy, wherein underperformance is addressed through structured consequences and great performance is appropriately recognized.
In addition to offering avenues for assistance and growth for those in need of improvement, the policy is intended to advance equity and responsibility at all levels.
The Civil Service Mentoring Policy seeks to close significant experience gaps and enable the methodical transfer of institutional knowledge, even though it is a strategic investment in the future leadership of the civil service.
In addition to protecting priceless institutional memory from the wave of retirements, it will provide the next generation with the necessary abilities, principles, and moral foundation for strategic leadership, guaranteeing continuity and sustained excellence.
The HCSF reaffirmed that Mr. President’s approval of the policies’ implementation is more than just an administrative milestone; it is the cornerstone upon which a contemporary, flexible, and empowered civil service will be constructed.
She gave government servants the assurance that their commitment would be acknowledged, their quality would be rewarded, and their development would be supported.
Walson-Jack emphasized that her office is steadfastly dedicated to creating a top-notch service capable of fulfilling the aspirations of the Nigerian people and advancing the country.
