The Federal Civil Service Strategy and Implementation Plan 2021-2025 (FCSSIP25) is Nigeria’s blueprint for a world-class public service. Without an effective way to track, evaluate, and reward performance, the goals of FCSSIP25 will remain out of reach. This is where a modern, digitized approach becomes essential.
This article explores how Performance Management Software is the catalyst for transforming performance management in Nigeria’s civil service.
Current State of Performance Management in Nigeria’s Public Sector
Nigeria’s performance management systems (PMS) have evolved from basic colonial methods to more advanced frameworks, influenced in the 1980s. Initially rudimentary, PMS in Nigeria began to take shape with the implementation of the Structural Adjustment Programme (SAP) and subsequent public sector reforms, leading to the establishment of modern performance appraisal systems.
In recent times, the Nigerian government introduced reforms to boost public service efficiency, including the Treasury Single Account (TSA), Integrated Personnel and Payroll Information System (IPPIS), and Government Integrated Financial Management Information System (GIFMIS). Additionally, the Performance Improvement Plan (PIP) and Annual Performance Evaluation Report (APER) have been adopted to enhance performance management in the civil service.
According to research, despite these advancements, Nigeria’s public sector faces challenges from inefficient performance management processes. The current system, which relies on paper-based written exams for promotions, is cumbersome and undermines accountability and civil servant motivation.
This approach also makes it difficult to manage and analyse performance data, risking critical information mismanagement. Ultimately, the lack of digital tools for performance management hinders efficiency, as supported by a World Bank study emphasising that better data management is essential for improving governance and public service delivery.
The Efforts of the Nigerian Federal Civil Service Strategy and Implementation Plan 2021-2025 (FCSSIP25)
In a bid to consolidate on the successes recorded in the Federal Civil Service Strategy and Implementation Plan (FCSSIP20), and achieve more milestones, the Office of the Head of the Civil Service of the Federation developed a successor plan called the Federal Civil Service Strategy and Implementation Plan 2021-2025 (FCSSIP25).
The FCSSIP25 has six priority areas namely: Capability Building and Talent Management, Performance Management system, IPPIS-Human Resource, Innovation, Digitalisation of Content Services and Staff Welfare.
To achieve its mission of a productive and efficient workforce, there is a need to go paperless and implement HR and performance software for government.
Impact of Digitising Performance Management for Ministries, Departments and Agencies
The digitisation of performance management is a crucial step for modernizing civil service HR Nigeria. Here’s how an integrated HR system for Ministries, Departments, and Agencies (MDAs) can help:
- Real-Time Performance Tracking: Leaders can track employee performance continuously, not just annually, ensuring goals align with national objectives.
- Enhanced Transparency and Accountability: HR and performance management software for government creates a data-driven view, ensuring merit-based promotions.
- Streamlined Processes: A digital performance management system automates tasks like payroll, leave requests, and reporting; freeing up time for HR teams and managers to focus on strategic initiatives and employee development.
- Improved Engagement: Consistent feedback and recognition through a digital performance management system boosts civil servant morale and productivity. It creates a culture of continuous improvement and helps prevent burnout by providing insights into workloads.
Digitising performance management aligns with and enhances the Nigerian FCSSIP25 strategy by promoting efficiency, and productivity.
Key Action Points for Leaders in the Public Sector.
For leaders in the public sector, the following key action points are crucial:
- Go paperless. Adopt SeamlessHR – the best HR and performance management software for Nigerian public sector to digitise recurring tasks and optimise HR operations.
- Promote digital literacy. Train staff to use HR technology for parastatals across the nation, effectively.
- Set clear performance expectations: Define and communicate clear performance metrics and standards. Ensure that individual and parastatals performance goals are aligned with the broader organisational objectives.
- Identify performance gaps. Use data from SeamlessHR performance management software to identify areas where staff need development. Facilitate access to training and professional development opportunities.
- Facilitate collaboration and communication. Integrate an integrated HR and performance management system like SeamlessHR to improve communication and collaboration within and across parastatals.
With these, ministries can fully align with the performance management goal of FCSSIP25 and achieve lasting reform.
