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The Chairman, Federal Civil Service Commission (FCSC), Prof. Tunji Olaopa , on Monday disclosed how the new strategic plan of his agency, billed to run from 2026 to 2030, would benefit the civil service.
Olaopa spoke at the FCSC Strategic Plan Stakeholder Validation Workshop in Abuja which attracted stakeholders such as the Head of the Civil Service of the Federation, representatives of the Chief of Staff to the President and Secretary to the Government of the Federation, and members of international organisations such as the United Kingdom Foreign , Commonwealth and Development Office through the PACE programme, and the private sector
Noting that the overall objective of the plan was to restore the glory of the civil service and to prepare it to support Nigeria to navigate its way through the Fourth and the Fifth Industrial Revolution, Olaopa said that the federal bureaucracy would benefit from structured appraisal systems, citizen feedback tools, and KPIs tied to performance and promotions.
Consequently, for him, there was a need to rigorously implement frameworks of ethics and accountability, utilising the existing well-laid-out public service code of ethics.
Stressing the need to deepen the digital transformation already going on in the service, he noted the importance of integrated HR platforms and data-driven decision-making tools in improving efficiency and responsiveness, and inclusivity and equity by properly implementing the Federal Character principle and the Disability Act.
According to him, it is in light of the foregoing that the Commission’s repositioning plan, as endorsed by President Bola Tinubu, was now being translated into a medium-term strategic plan (2026-2030).
He said that the plan would transform the Commission into the human resource advisory engine room of government which drives competency-based management practices, ethical standards, quality service delivery, and digital innovation across the civil service in Nigeria
“The theory of change underpinning this strategy therefore, is that, if merit-based processes, inclusivity via meritocratic implementation of the federal character policy, ethical practices and digital reforms are implemented, the civil service in Nigeria would then have leapfrogged in its transformation journey, in a measure that will restore the lost glory of service, align mission and vision with national development frameworks while institutionalising professionalism, transparency and accountability in the public service as a profession and an administrative system”, he said.
He noted that for the FCSC, the implementation of the strategy was not an end in itself, but the beginning of a redoubled journey of the FCSC towards institutional renewal in the pursuit of an overarching objective to reposition the federal bureaucracy to become a high-performing entity, led by capable, committed, and values-driven professionals.
“Through spirited implementation of this plan in the next three years, we would have one, professionalised not just the secretariat of this Commission, including its human resource function, to ensure that staff who have technical skills and competences are carrying out assigned responsibilities touching on recruitment, promotion and discipline in the Federal service. Two, we will implement in its wings, a culture change programme, to get staff to identify with the Commission’s new mission and vision statements and core values. Three, there will be strong emphasis on digitization, staff training, culture change, and improved stakeholder engagement to restore trust and credibility”, he said.
Olaopa said that during the period, there would be in place sound financial management, strengthening of internal audit, and improvement of resource allocation.He also said that communication and media reforms would be prioritised to rebuild the Commission’s public image and promote transparency.
“We will rely on the M&E system in this strategy, for continuous tracking of progress and reporting across the four quadrants of merit-based recruitment, performance-driven promotion exercises, ethical and efficient disciplinary administration, and institutional capability development. Tools such as digital dashboard, risk management matrix, quarterly, annual and mid-term evaluations will ensure result-management focus and allow for timely adjustments
Besides, we would have developed standard operating procedures (SOP) for functions that are yet to do so. This will serve the requirements to implement a performance management system that will ensure that staff who worked creditably well are properly rewarded while consequence management tools are deployed to strengthen regulatory controls.
We are implementing a functional review to firm up existing organisational structure and job roles, while reactivating such redundant functions including the refocusing of the planning, research, statistics and monitoring/evaluation function which will serve as the hub for change managing this strategy”, he stated .
Olaopa added that efforts were ongoing to actively reconnect the Commission to its global community of practice and service including the Association of African Public Service Commissions (AAPSCOMS), the state Civil Service Commissions in Nigeria and the National Council of Civil Service Commissions.
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