Following the unveiling of the revised Public Service Rules (PSR), by the Head of the Civil Service Folashade Yemi-Esan, more than 500 Directors across the Ministries, Departments and Agencies may be forced to proceed on compulsory retirement.
Following the public service lecture held at the Presidential villa in Abuja in commemoration of the civil service week, the Head of Civil Service of the Federation, Folashade Yemi-Esan said the Implementation of the revised Public Service rules had commenced.
According to a circular dated July 27 2023, Yemi-Esan, called on Permanent Secretaries, Accountant-General of the Federation, Auditor-General for the Federation, and Heads of Extra-Ministerial Department to ensure compliance with the document.
The revised PSR stipulates that a Director(GL 17) or its equivalent as may be prescribed by other MDA’s shall compulsorily retire upon the attainment of eight years in that position. “A Director or its equivalent by whatever nomenclature it is described in MDAS shall compulsorily retire upon serving eight years on the post,” PSR 020909 states.
Similarly, a Permanent Secretary shall hold office for a maximum duration of eight years in two terms of four years each, renewable only subject to satisfactory performance.
Sources in the Federal Civil Service have indicated that as much as 500 Directors who have spent eight years on Grade Level 17 could be affected by the policy which will invariably create vacancies within the system and encourage career progression.
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Another notable change in the revised PSR is the adoption of virtual meetings and engagements, to encourage the use of technology to facilitate efficient and timely interactions among government officials, stakeholders, and the public.
This move is expected to streamline decision-making processes and improve coordination within the public service. The new PSR also replaces the Annual Performance Evaluation Report (APER) with a new Performance Management System (PMS), which focuses on measurable output of employees in relation to specified competencies.
By shifting the emphasis from mere evaluations to performance-based assessments, the new approach is designed to foster a results-oriented culture within the civil service. Additionally, the revised PSR introduces a framework for recognizing and rewarding outstanding work and meritorious service, aimed at motivating employees by acknowledging their exemplary performance and contributions to the public service.
