IN A CONCERTED effort to modernise Nigeria’s public sector, Civil Service Commissions (CSCs) from across the federation have issued a series of urgent, actionable recommendations aimed at combating systemic inefficiency and corruption.
The proposals, centred on digital transformation, integrity in records, and strategic human resource management, were presented during the technical session of the 44th National Council Meeting of the CSCs, held in Umuahia under the theme, “Repositioning Civil Service Commissions in Nigeria as Hubs of Professionalism in Public Service Human Resource Management.”
Delegates unanimously identified the integration of robust technology, fortified by skilled personnel and unwavering political commitment, as the critical path to reform. They cautioned that technological solutions alone would fail without parallel investments in human capacity and clear governance structures.
Key proposals from state commissions targeted fundamental flaws in the current system. The Permanent Secretary of the Abia State CSC, Mrs. Ekaette Oham, advocated for the statewide adoption of a Human Resource Management Information System (HRMIS) to automate manual records, ensure payroll accuracy, and enable evidence-based workforce planning. From Kaduna State, Dr. Yusuf Saleh proposed the creation of a national verified graduate database, to be managed in collaboration with educational bodies like the NUC and NBTE, to eradicate the submission of fake certificates during recruitment.
Addressing a persistent disciplinary issue, Mr. Evans Iroanya, Permanent Secretary of the Imo State CSC, called for strict sanctions, including dismissal and prosecution, against officers found to have falsified their age records to extend service years—a practice he stated blocks vacancies for youths and distorts career progression. Providing a comprehensive framework, the Chairman of the Rivers State CSC, Dr. Livinus Bariki, proposed a full digital transformation programme. His plan involves a centralized cloud-based platform for all government agencies to facilitate e-governance, real-time data access, and automated HR processes, while acknowledging associated challenges like cybersecurity risks and resistance to change.
Echoing the need for a structured approach, human resource management expert Prof. Chris Osarumwense advised commissions to adopt phased, high-impact reforms rather than attempting to implement all aspects of the national strategic plan simultaneously. He emphasized the necessity of clarifying mandates between key bodies like the Federal Civil Service Commission and the Office of the Head of Service to prevent duplication. Osarumwense stressed that without improved internal capabilities in areas like digital HR and competency-based recruitment, and without ensuring alignment between federal and state initiatives, public-sector reforms would remain fragmented and ineffective.
The collective resolutions underscore a pivotal moment for Nigeria’s civil service, positioning the commissions as central actors in driving a transition toward a more transparent, efficient, and professional public sector.
