FG Approves Three Transformational Civil Service Policies to Boost Efficiency and Innovation
The Federal Government has formally approved three key policies designed to enhance productivity and elevate service delivery within the civil service.
These initiatives include the Rewards and Recognition Policy, the Incentive and Consequence Management Policy, and the Civil Service Mentoring Policy. The approvals were granted during a Federal Executive Council meeting chaired by President Bola Tinubu.
This development signals a shift towards a performance-driven approach to governance, emphasising strategic talent development and strengthened accountability.
The three policies are intended to function together, motivating civil servants, fostering a culture of excellence, and improving the quality of services delivered to Nigerians.
In a statement signed by Mrs Eno Olotu, Director of Information and Public Relations, the Head of the Civil Service of the Federation, Mrs Didi Esther Walson-Jack, highlighted that the policies “are central to staff welfare and the enhanced value proposition of civil servants” and noted that they “also align with the 2021 Public Service Rules (060101–060111).”
She further praised President Tinubu for his dedication to transforming the civil service into a workplace that is “efficient, productive, incorruptible, and citizen-friendly.”
Mrs Walson-Jack emphasised that the approval underscores the government’s commitment to recognising public servants, rewarding outstanding performance, and systematically nurturing future leaders.
The Rewards and Recognition Policy is structured to attract, nurture, and retain top talent within the civil service. Its goal is to promote innovation, excellence, and continuous improvement, thereby boosting overall institutional effectiveness.
Meanwhile, the Incentive and Consequence Management Policy establishes a transparent and equitable system where exemplary performance is acknowledged and underperformance is addressed through structured corrective measures. Its aim is to reinforce fairness and accountability at all levels, while also providing developmental support to employees who need improvement.
The Civil Service Mentoring Policy, regarded as a strategic investment in the service’s future, is intended to bridge experience gaps and ensure the systematic transfer of institutional knowledge. According to the statement, “It will equip the next generation with the requisite skills, values, and ethical grounding for strategic leadership, while preserving invaluable institutional memory against the tide of retirements, thereby ensuring continuity and sustained excellence.”
Mrs Walson-Jack reiterated that the President’s approval “is not merely an administrative milestone, but the foundation upon which a modern, agile, and empowered civil service will be built.” She assured civil servants that “their dedication will be recognised, excellence rewarded, and personal growth supported.”