To reshape the Federal Civil Service, the Federal Government has approved three transformative policies: the Rewards and Recognition Policy, the Incentive and Consequence Management Policy, and the Civil Service Mentoring Policy — all aimed at boosting productivity and enhancing service delivery.
In a statement by the Director of Information and Public Relations, Office of the Head of the Civil Service of the Federation, Eno Olotu, the strategic approval was granted during a Federal Executive Council (FEC) meeting presided over by President Bola Ahmed Tinubu.
The move heralds a new era of performance-driven governance, strategic talent development, and enhanced accountability ,designed to motivate staff, instill a culture of excellence, and significantly improve service delivery to Nigerians.
The Head of the Civil Service of the Federation, Didi Esther Walson-Jack, affirmed that these policies are pivotal to Staff Welfare and Enhanced Value Proposition — one of the six pillars of the Federal Civil Service Strategy and Implementation Plan 2021–2025 (FCSSIP25) — and are aligned with the 2021 Public Service Rules (060101–060111).
While commending the President for his unwavering commitment to transforming the Civil Service and fostering a workplace culture that is Efficient, Productive, Incorruptible, and Citizen-Centric (EPIC), the Head of Service stated that the approval is a clear demonstration of government’s commitment to valuing public servants, rewarding excellence, and cultivating the next generation of leaders.
The Rewards and Recognition Policy provides a comprehensive framework for boosting productivity by attracting, nurturing, and retaining the best talent in the service. It promotes a culture of excellence, innovation, and continuous improvement, thereby elevating overall institutional performance.
The Incentive and Consequence Management Policy introduces a transparent and equitable system in which high performance is duly rewarded, while underperformance is addressed through structured and fair consequences. It ensures accountability at all levels while providing support for officers who require improvement.
The Civil Service Mentoring Policy represents a strategic investment in future leadership. It aims to bridge experience gaps, facilitate knowledge transfer, and equip upcoming officers with the skills, values, and ethical grounding required for effective leadership. The policy also safeguards institutional memory amid retirements, ensuring continuity and sustained excellence.
Didi Esther Walson-Jack reiterated that the presidential approval for these policies is not merely an administrative milestone but the foundation upon which a modern, agile, and empowered Civil Service be built. She assured civil servants that their dedication will be recognized, excellence rewarded, and career growth supported.
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