The Office of the Head of the Civil Service of the Federation has identified what it called lack of commitment by some permanent secretaries and other directorate level officers as one of the factors that hindered the full implementation of the 2017-2020 civil service plan.
This is as the office proposed to introduce a performance-related payment system for civil servants as part of its goals for the service by 2025.
This was disclosed in the 2021- 2025 Federal Civil Service Strategy and Implementation Plans, Priorities and Targets draft published on the website of the Office of the Head of the Civil Service of the Federation on Wednesday and accessed by The PUNCH.
In the plan, the OHCSF had blamed some permanent secretaries, directors and other civil servants for their non-commitment to the achievement of the 2017-2020 projects.
Recall that the OHCSF, as part of its plans for 2017-2020, had stated that the office would work towards eight priority areas such as the review of salary of civil servants, acceleration of the roll out of the human resource module of the Integrated and Personnel Information System, performance management of civil servants among others.
The draft reads, “Challenges to the full implementation of the 2017-2020 FCSSIP project include: lack of commitment by some permanent secretaries and other directorate level officers, resistance to change, COVID-19 delays, lack of enabling environment and non or late release of funds and other resources.”
For the 2021-2025 plans, the office highlighted the following as parts of its high priorities:
“To introduce performance-related pay system, finalise performance measures at the individual and unit level e.g key performance indices and targets.
“To introduce a cadence of regular performance appraisals and dialogues e.g multi-source feedback to introduce a performance monitoring and reporting system.
“Creation of official email addresses for all civil and public servants.”
It was also stated that the office would accelerate the verification of public servants and deploy the IPPIS module while also creating and sustaining an enabling environment for the practice of innovation.