The Chairman, Federal Civil Service Commission ( FCSC), Prof. Tunji Olaopa, has reeled off the achievements that constituted the scorecard of his management of the company up to now three years.
Olaopa spoke on Wednesday in Asaba through the forty fifth National Council and Annual Conference of the Civil Service Commissions of the Federation .
According to Olaopa, his management which can also be known as the tenth Commission is in its third yr, and is operating out its first tenure.
To Olaopa, the achievements of the tenth fee are primarily in two classes. . He stated that for the primary time for the reason that existence of the FCSC, his management launched a brand new on-line mode of recruitment.
“This facilitates a more convenient, cost-effective, friendly and safer recruitment exercise that deploys the computer-based testing as a procedure for achieving merit-based selection of civil servants.
On the other hand, there has also been established a strictly controlled and transparent service-wide and directorate-level promotion system that again utilizes online accreditation and the CBT to facilitate the promotion of civil service officers. This goes a long way in undermining undue influence and racketeering”, he stated.
He stated that within the lifetime of the FCSC spanning many years, his management for the primary time additionally launched a strategic plan that secured the buy-in of a big pool of stakeholders. He stated that the strategic plan would run for 5 years.
Listing additional achievements, Olaopa stated that the Commission had opened up its visibility when it comes to extra strategic communication of its insurance policies and actions. Through such strategic communication, in line with him, the picture of the FCSC is now altering from that of a cesspool of corruption to that of a haven of transparency, equity and credibility.
He stated that the Commission had additionally commenced and strengthened a strong relationship with stakeholders from the Office of the Head of the Civil Service of the Federation, the National Salaries, Wages and Incomes Commission, amongst others, to safe crucial assist for its mandates.
“All these have steadily reversed the Commission’s image away from being the hub of administrative corruption to that of an agency with a principled status in terms of its stance on human resource management processes concerning staff appointment, promotion, discipline and appeals. This has led to the strengthening of the Commission’s capacity to resuscitate its critical presence in inter-institutional bodies. This in other words informs the revival of the National Council of Civil Service Commission as well as the FCSC’s membership of the Association of African Public Service Commissions”, he stated.
According to him, the
marketing campaign towards corruption within the Commission has largely been pursued via the strengthening of inside controls and processes that individuals exploit to create inside market the place appointments, promotions and profession selections are compromised.
He famous that the FCSC was adjusting inside capabilities, processes and techniques to attain a minimal tolerable threshold. He stated that the Commission was coping with a reputation-reality asymmetry. Thus, to him, there’s the necessity to implement way more in depth adjustments to shut the hole between the specified fame that for the Commission and its present operational actuality.
” Indeed, whenever you suppose you’re altering however your shoppers and stakeholders nonetheless expertise the outdated, damaged actuality, then there’s what, within the language of change administration, is known as ‘authenticity gap’ to cope with. We should face the truth that is shaping the fact that we’re contending with. We count on a lot from a workforce that’s demotivated and trapped within the existential problem of dwelling each day dwelling. Yet we count on them to ship worth that’s larger than themselves. Which raises the query concerning what we reward and the extent to which the workforce really feel that the group worth them in addition to the contributions they’re making. This finally ought to depend in the way in which we handle our expectations and the expertise that we would like the workforce to ship within the mild of the worth this can create for the phase of the general public that we serve”, he stated.
He added that “With the benefit of leadership by example, commitment to integrity as inviolable, and adjustment to internal capabilities, processes and systems, we are implementing a culture change that will ensure that any future branding and reputation we project is anchored on what is real and achievable.”
