1. COUNTRYCOUNTRY
PRESENTATIONPRESENTATION
ON PUBLIC SERVICEON PUBLIC SERVICE
REFORM BYREFORM BY
Dr.(Mrs.) FeliciaDr.(Mrs.) Felicia
Chinwe MogoChinwe Mogo
Contact me:Contact me:
felichimogo@yahoo.comfelichimogo@yahoo.com
LinkedIn: Felicia ChinweLinkedIn: Felicia Chinwe

2. OUR NATIONAL CIRCUMSTANCES.OUR NATIONAL CIRCUMSTANCES.
Nigeria is located between latitude 4Nigeria is located between latitude 4oo
and 15and 15oo
North of theNorth of the
Equator, and between longitudes 3Equator, and between longitudes 3oo
and 15and 15oo
East of theEast of the
Greenwich Meridian- an area covering 923,800sq.km withGreenwich Meridian- an area covering 923,800sq.km with
over 800km of coastline on the Atlantic Ocean spreadingover 800km of coastline on the Atlantic Ocean spreading
northwards through the mangrove-swamp of the Nigernorthwards through the mangrove-swamp of the Niger
Delta, the Rainforest and Guinea Savannah, the SahelDelta, the Rainforest and Guinea Savannah, the Sahel
SavannahSavannah

3. EVOLUTION OF THE NIGERIAN CIVILEVOLUTION OF THE NIGERIAN CIVIL
SERVICE.SERVICE.
Nigeria is a product of British colonial rule therefore theNigeria is a product of British colonial rule therefore the
Nigerian civil service evolved from the colonial service whichNigerian civil service evolved from the colonial service which
was established by the British authorities as administrativewas established by the British authorities as administrative
machinery for governing Nigeria.machinery for governing Nigeria.
The amalgamation of the then northern and southernThe amalgamation of the then northern and southern
protectorate in 1914, under Lord Fredrick Lugard, led to theprotectorate in 1914, under Lord Fredrick Lugard, led to the
establishment, for the first time, of what seemed like aestablishment, for the first time, of what seemed like a
unified service.unified service.
After much transformation, the current structure isAfter much transformation, the current structure is Made upMade up
of Ministries/Departments/Agencies often referred to as theof Ministries/Departments/Agencies often referred to as the
“core” service because it directly services the executive branch of“core” service because it directly services the executive branch of
government. The Head of service of the Federation is the overallgovernment. The Head of service of the Federation is the overall
head of the Public service in Nigeria.head of the Public service in Nigeria.

4. THE PUBLIC SERVICE OF NIGERIATHE PUBLIC SERVICE OF NIGERIA
The structures of the ministries reflect the mandates andThe structures of the ministries reflect the mandates and
Responsibilities of the Ministries.Responsibilities of the Ministries.
Each Ministry has a Minister as its political head being supportedEach Ministry has a Minister as its political head being supported
by Minister of state in some cases and a Permanent Secretary asby Minister of state in some cases and a Permanent Secretary as
the administrative head. The number of Departments (headed bythe administrative head. The number of Departments (headed by
Directors) ranges from four to eight depending on the functionalDirectors) ranges from four to eight depending on the functional
composition and complexity of the Ministry. However Finance andcomposition and complexity of the Ministry. However Finance and
Accounts (F&A), Human Resources Management (HRM) andAccounts (F&A), Human Resources Management (HRM) and
Administration are the three groups of function which be presentAdministration are the three groups of function which be present
in the structure of all Ministries.in the structure of all Ministries.
The recruitment of Federal Civil servants is vested in the FederalThe recruitment of Federal Civil servants is vested in the Federal
Civil Service commission whose establishment is provided for inCivil Service commission whose establishment is provided for in
the constitution. A Chairman heads it. Its membership hasthe constitution. A Chairman heads it. Its membership has
recently been enlarged to fifteen.recently been enlarged to fifteen.

5. POLITICAL STRUCTUREPOLITICAL STRUCTURE
At independent in 1960, there were 3 regions-western,At independent in 1960, there were 3 regions-western,
Eastern and Northern.Eastern and Northern.
In 1967-Nigeria became 12 statesIn 1967-Nigeria became 12 states
In 1976- Nigeria had 19states plus The Federal capitalIn 1976- Nigeria had 19states plus The Federal capital
Territory (FCT)Territory (FCT)
In 1991- 30 states plus FCTIn 1991- 30 states plus FCT
In 1996- 36 states plus the FCT.In 1996- 36 states plus the FCT.
Nigerian Federation operates under 3tiers ofNigerian Federation operates under 3tiers of
government: Federal Government,36 states and thegovernment: Federal Government,36 states and the
FCT, and 774 local governments made up of 3 arms:FCT, and 774 local governments made up of 3 arms:
executive headed by the President, Theexecutive headed by the President, The
legislature( consisting of the national assembly, madelegislature( consisting of the national assembly, made
up of the senate and House of representatives, headedup of the senate and House of representatives, headed
respectively by a President and a Speaker, and therespectively by a President and a Speaker, and the
judiciary, under the headship of the Chief justice of thejudiciary, under the headship of the Chief justice of the
Federation.

6. WHY PUBLIC SERVICEWHY PUBLIC SERVICE
REFORM IN NIGERIAREFORM IN NIGERIA
Need to control some of the following inadequacies:Need to control some of the following inadequacies:
Erosion of service values; Ageing workforce; PoorErosion of service values; Ageing workforce; Poor
succession planning;succession planning;
Weak/inappropriate organisational structures;Weak/inappropriate organisational structures;
Hierarchical-based and non-productive work operationsHierarchical-based and non-productive work operations
and systems; poor record management system,and systems; poor record management system,
accounting for preponderance of ghost workers; pooraccounting for preponderance of ghost workers; poor
culture of innovation and change; serious capacity gaps,culture of innovation and change; serious capacity gaps,
arising from prolonged absence of professionalarising from prolonged absence of professional
management of human resources (HR) and institution ofmanagement of human resources (HR) and institution of
merit-oriented HR etc.merit-oriented HR etc.

7. PUBLIC SERVICE REFORMS -PUBLIC SERVICE REFORMS -
STRATEGYSTRATEGY
VisionVision
““To build a public service that works for the people”To build a public service that works for the people”
MissionMission
““A public service that is performance and resultA public service that is performance and result
oriented, customer driven, investor friendly,oriented, customer driven, investor friendly,
professional, technologically sensitive, andprofessional, technologically sensitive, and
accountable, fostering partnership with allaccountable, fostering partnership with all
stakeholders and committed to a continuousstakeholders and committed to a continuous
improvement in government business and theimprovement in government business and the
enhancement of overall national productivity.”enhancement of overall national productivity.”

8. Global, Continental andGlobal, Continental and
National InitiativesNational Initiatives
A] MDGs,A] MDGs, global initiative which commits member Statesglobal initiative which commits member States
to achieving the following targets by 2015:to achieving the following targets by 2015:
 Eradication of extreme hunger and poverty.Eradication of extreme hunger and poverty.
 Achievement of universal primary education with emphasisAchievement of universal primary education with emphasis
on girl child education.on girl child education.
 Promotion of gender equality including empowerment ofPromotion of gender equality including empowerment of
women.women.
 Reduction of child mortality and, in particular, reducing byReduction of child mortality and, in particular, reducing by
⅔ the mortality rate among children under five.⅔ the mortality rate among children under five.
 Improvement of maternal health.Improvement of maternal health.
 Combating HIV/AIDS, Malaria and other diseases.Combating HIV/AIDS, Malaria and other diseases.
 Ensuring environmental sustainability and development ofEnsuring environmental sustainability and development of
global partnership for development.global partnership for development.

9. Global, Continental and NationalGlobal, Continental and National
Initiatives…cont’dInitiatives…cont’d
B]B] NEPADNEPAD
-- continental initiativecontinental initiative to deal with the crisis of governance into deal with the crisis of governance in
AfricaAfrica
-- visionvision and plan to combat famine, disease, hunger, endemicand plan to combat famine, disease, hunger, endemic
poverty, corruption, incessant conflicts, under-development andpoverty, corruption, incessant conflicts, under-development and
acute income disparity.acute income disparity.
-- planplan to ensure economic renewal, accelerated growth andto ensure economic renewal, accelerated growth and
sustainable development.sustainable development.
-- anan integrated and holistic development agendaintegrated and holistic development agenda to halt theto halt the
marginalization of Africa in the globalization processmarginalization of Africa in the globalization process

10. Global, ContinentalGlobal, Continental
and Nationaland National
Initiatives…Initiatives…cont’dcont’d
 NEPAD’s priority sector for visionNEPAD’s priority sector for vision
accomplishment are in the target areasaccomplishment are in the target areas
of food and agriculture, industry,of food and agriculture, industry,
transport and communications, tradetransport and communications, trade
and finance, health, energy, education,and finance, health, energy, education,
environment, science and technologyenvironment, science and technology

11. Global, Continental and NationalGlobal, Continental and National
Initiatives…cont’dInitiatives…cont’d
 is a people-government-internationalis a people-government-international
development partner receptive mediumdevelopment partner receptive medium
term strategic initiative aimed atterm strategic initiative aimed at
accelerated transformation of the Nigeriaaccelerated transformation of the Nigeria
State.State.
C] NEEDS

12. NEEDS Focuses on 3NEEDS Focuses on 3
Areas:Areas:
 Empowering the Nigerian people:Empowering the Nigerian people:
 creating jobs,creating jobs,
 creating affordable housingcreating affordable housing
 Improving health care services,Improving health care services,
 strengthening the skill base,strengthening the skill base,
 protecting the vulnerable, andprotecting the vulnerable, and
 promoting peace and security.promoting peace and security.
 Promoting Private Enterprise:Promoting Private Enterprise:
 diversifying the economy to reduce dependency on oil,diversifying the economy to reduce dependency on oil,
 creating an enabling environment for business to thrive,creating an enabling environment for business to thrive,
 Privatizing, Deregulating and liberalizing government-ownedPrivatizing, Deregulating and liberalizing government-owned
industriesindustries
 Developing infrastructure etcDeveloping infrastructure etc

13. NEEDS Focuses on 3 Areas…cont’dNEEDS Focuses on 3 Areas…cont’d
 Changing the way Government operates:Changing the way Government operates:
 identifying the core business of Government;identifying the core business of Government;
 allowing other stakeholders to run businesses and provideallowing other stakeholders to run businesses and provide
other services for which they have comparative advantageother services for which they have comparative advantage
over Government.over Government.
 transparency and anti-corruption measures through ICPC andtransparency and anti-corruption measures through ICPC and
EFCC, Fiscal Responsibility Act, Right to Information Act;EFCC, Fiscal Responsibility Act, Right to Information Act;
 curtailing unbridled waste in the Public Service throughcurtailing unbridled waste in the Public Service through
Pension Reform, Monetization of fringe benefits;Pension Reform, Monetization of fringe benefits;
 introduction of National Health Insurance Scheme;introduction of National Health Insurance Scheme;
 ensuring budgetary discipline.ensuring budgetary discipline.

14. SCOPE OF THE REFORMSCOPE OF THE REFORM
AGENDAAGENDA
The Reform Agenda is wide-ranging & includes areasThe Reform Agenda is wide-ranging & includes areas
such as :such as :
A.A. Economic Reforms:Economic Reforms:
PrivatizationPrivatization
CommercializationCommercialization
Deregulation of the economyDeregulation of the economy
Introduction of Public-Private PartnershipIntroduction of Public-Private Partnership
Removal of subsidiesRemoval of subsidies
Public Debt Management e.t.c.Public Debt Management e.t.c.

15. SCOPE OF THE REFORM AGENDA (Cont’d)SCOPE OF THE REFORM AGENDA (Cont’d)
B.B. Governance Reforms:Governance Reforms:
Anti-corruptionAnti-corruption
Procurement (Due Process) ReformProcurement (Due Process) Reform
Devolution of functions to other tiersDevolution of functions to other tiers
CC.. Public Service Reforms:Public Service Reforms:
Budget & Financial management ReformBudget & Financial management Reform
Civil Service (Institutional) ReformCivil Service (Institutional) Reform
Reform of ParastatalsReform of Parastatals

16. SCOPE OF THE REFORMSCOPE OF THE REFORM
AGENDA (Cont’d)AGENDA (Cont’d)
D. Sectoral Reforms e.g.D. Sectoral Reforms e.g.
 BankingBanking
 Postal ServicesPostal Services
 PortsPorts
 HealthHealth
 EducationEducation
 StatisticsStatistics
 Science and TechnologyScience and Technology
 Food and Drugs Control, etcFood and Drugs Control, etc

17. INSTITUTIONALINSTITUTIONAL
FRAMEWORK FOR THEFRAMEWORK FOR THE
REFORMSREFORMS
1.1. National Council on Reforms (NCR):National Council on Reforms (NCR):
► Chaired by the PresidentChaired by the President
2.2. Steering Committee on Reforms (SCR):Steering Committee on Reforms (SCR):
► Chaired by the Minister of FinanceChaired by the Minister of Finance
3.3. Sub-committees of SCR:Sub-committees of SCR:
► The Economic TeamThe Economic Team
► The Governance TeamThe Governance Team
► The Public Service Reform TeamThe Public Service Reform Team

18. INSTITUTIONALINSTITUTIONAL
FRAMEWORK FOR THEFRAMEWORK FOR THE
REFORMSREFORMS (Cont’d)(Cont’d)
4. The Bureau of Public Service Reforms4. The Bureau of Public Service Reforms
►For co-coordinating ReformsFor co-coordinating Reforms
5. Individual Reforming MDAs5. Individual Reforming MDAs
(including parastatals)(including parastatals)

19. SOME ACCOMPLISHMENTSSOME ACCOMPLISHMENTS
OF THE PUBLIC SERVICEOF THE PUBLIC SERVICE
REFORMREFORM
 Monetization of Fringe BenefitsMonetization of Fringe Benefits
 Pension ReformPension Reform
 Service DeliveryService Delivery
 Public Procurement ReformPublic Procurement Reform
 Anti-corruptionAnti-corruption
 Budget and Financial Management Reform.Budget and Financial Management Reform.

20. ON-GOING ACTIVITIESON-GOING ACTIVITIES
1.1. Review of public service rules, regulations and procedures.Review of public service rules, regulations and procedures.
2.2. Rightsizing- staff severance as a clean-up in the meantime.Rightsizing- staff severance as a clean-up in the meantime.
So far about 33,000 identified for disengagement on theSo far about 33,000 identified for disengagement on the
following criteria:following criteria:
∆ Officers appointed without due authorization.Officers appointed without due authorization.
∆ Cases of serious misconductCases of serious misconduct
∆ Medically unfitMedically unfit
∆ Monetized, outsourced or abolished jobsMonetized, outsourced or abolished jobs
∆ Officers who failed promotion exams in threeOfficers who failed promotion exams in three
consecutive occasionsconsecutive occasions

21. ON-GOING ACTIVITIESON-GOING ACTIVITIES
(cont’d)(cont’d)
∆ Redundancy due to scrapping or restructuring of organization/Redundancy due to scrapping or restructuring of organization/
departmentdepartment
∆ Those without entry qualification or mandatory skills for their jobs.Those without entry qualification or mandatory skills for their jobs.
∆ Staff adjudged to be inefficient or have unsatisfactory character.Staff adjudged to be inefficient or have unsatisfactory character.
∆ Officers who wish to proceed on voluntary retirementOfficers who wish to proceed on voluntary retirement
Affected officers will be given retirement preparation trainingAffected officers will be given retirement preparation training
and paid their terminal benefit with added severance bonus.and paid their terminal benefit with added severance bonus.
Implementation of the severance is in processImplementation of the severance is in process

22. IMPENDING SERVICE-WIDEIMPENDING SERVICE-WIDE
REFORM PROJECTSREFORM PROJECTS
1.1. The Integrated Personnel and PayrollThe Integrated Personnel and Payroll
Information System (IPPIS)- IT enabled:Information System (IPPIS)- IT enabled:
 Better organized and credible personnel recordBetter organized and credible personnel record
 Efficient Integrated Payroll SystemEfficient Integrated Payroll System..
2.2. New Performance Management System:New Performance Management System:
 Redesign of APERRedesign of APER
 Introduction of departmental/ corporate assessment benchmarks/Introduction of departmental/ corporate assessment benchmarks/
scorecards.scorecards.
 Practical application of target setting.Practical application of target setting.
 Easing out of low performing and unprofessional officers on military-Easing out of low performing and unprofessional officers on military-
type principle of “ up or out “ or “run-out dates”type principle of “ up or out “ or “run-out dates”

23. IMPENDING SERVICE-IMPENDING SERVICE-
WIDE REFORM PROJECTSWIDE REFORM PROJECTS
(cont’d)(cont’d)
 Efficiency monitoring, reward and sanctions.Efficiency monitoring, reward and sanctions.
 Launch of performance improvement fund to sustainLaunch of performance improvement fund to sustain
desired momentum in the reform process.desired momentum in the reform process.
3. Human Resources Management Reform:3. Human Resources Management Reform:
 Review of Central Personnel Management System ofReview of Central Personnel Management System of
the Civil Servicethe Civil Service
 Professionalization of admin cadres and review ofProfessionalization of admin cadres and review of
staff pooling system.staff pooling system.
 Development of the capacity building and trainingDevelopment of the capacity building and training
system of the civil servicesystem of the civil service

24. THE CHALLENGETHE CHALLENGE
 Political will at all critical levelsPolitical will at all critical levels
 Natural human resistance to changeNatural human resistance to change
 Harmony in approach by criticalHarmony in approach by critical
stakeholdersstakeholders
 Management capacityManagement capacity
 Constraint of timeConstraint of time
 Financial limitationFinancial limitation

25. CONCLUSIONCONCLUSION
The reforms in the civil service has tended toThe reforms in the civil service has tended to
lag behind the other segments of the reformlag behind the other segments of the reform
agenda. Government is determined toagenda. Government is determined to
accelerate the process including the extensionaccelerate the process including the extension
to parastatals reform. It is hoped that profoundto parastatals reform. It is hoped that profound
results would continue to advance within theresults would continue to advance within the
tenures of the government . whatever be thetenures of the government . whatever be the
case, reform, as in other countries is acase, reform, as in other countries is a
continuous process which can last for decadescontinuous process which can last for decades
and outlast governments.and outlast governments.

26. THANK YOU FORTHANK YOU FOR
YOURYOUR
ATTENTIONATTENTION
&&
Greetings fromGreetings from
Nigeria!Nigeria!