National Council of Civil Service Commissions has concluded its 44th meeting in Abia State, with a move to support the nation’s aspiration to build a $1 trillion economy by 2030,
The Council with the 2025 theme, “Repositioning Civil Service Commissions in Nigeria, as a Hub of Professionalism in Public Service Human Resource Management”, brought out strategic plan to ensure professionalism as the hub of public service in Nigeria.
At the week long event held at the International Conference Centre, Ogurube Layout, Umuahia, Abia State, the Council deliberated on how to reposition the Civil Service Commissions across the Federation.
In a Communique issued by the Chairman of the Communique Committee, Abubakar Balarabe Ammani Ndiomu, the Permanent Secretary, Mr Philip Ebiogeh, among other members, the Council made presentations on the strategic repositioning, implementation and professionalization of Civil Service Commissions in Nigeria.
The discussions centered on the Federal Civil Service Commission’s 2026–2030 Strategic Plan, which emphasized merit-based recruitment, digital transformation and institutional independence.
Other deliberations included, transforming CSCs into hubs of Human Resource (HR) professionalism through enhanced HR processes, technology adoption, performance management and ethical governance, ensuring alignment with national development objectives such as the Renewed Hope Agenda.
The Council which is the highest consultative and advisory platform for strengthening institutional capacity, operational efficiency and governance culture across Federal and State Civil Service Commissions in Nigeria, harped on the need to enhance assertiveness in line with the constitutionally enshrined independence of the Civil Service Commissions, the need to handle political interference and nepotism within the law and regulations through the establishment of comprehensive and strict rules guiding personnel management processes, as well as, advocacy out to educate the populace, including the politicians.
They addressed staff retention in the face of the japa syndrome, improving remuneration and providing conducive work environment. They prioritized the need for standardise training for all cadres to engender merit-based promotion and career development of civil servants in the face of paucity of training funds, urging state governments to give the State Civil Service Commissions free hand to exercise their constitutional duties.
Council equally resolved to encourage every State Civil Service Commission (CSC), within the next 12 months, to develop or review their strategic plans taking cue from the Federal Civil Service Commission (FCSC) Strategic Plan (2026–2030) and source robust resourcing of such endeavours from both government budget and development partners and NGOs,
urging each State CSC to establish a Strategy Implementation Coordination Unit (SICU), to oversee the execution, monitoring, and reporting of its strategic plan.
The Communique further urged every Civil Service Commission to maintain a zero-tolerance policy for any public servant found guilty of falsifying age, credentials or other vital records, adding that all CSCs should restore merit as a principal consideration in their recruitment and promotion processes and institute a clear and objective formula to accommodate the requirement for inclusivity and diversity management.
They encouraged CSCs, in their gate-keeping role and merit application, to take into account the suitability of recruitment candidates for civil service career, which requirement to public service anchored on patriotism rather than material or power benefits, calling all State CSCs to adopt and implement a Human Resource Management Information System (HRMIS), as soon as possible.
Also, Council pointed that CSCs should take advantage of the existing National Policy for Nigeria Education Repository and Data Bank, which will enable seamless verification of educational qualifications of recruited staff, encouraging all CSCs to transit to paperless operations as soon as possible, including the digitization of personnel records, introduction of e-approval systems, and development of employee self-service portals.
According to the Communique, all CSCs are encouraged as principal HR management institutions of the service, to update and empower themselves through system re-engineering, technology application, knowledge acquisition and staff skilling/re-skilling, adding that CSCs should implement the Performance Management System (PMS) in their organisations, in place of APER system.
They further advised various jurisdictions to apply relevant rules on record falsification, including change of date of birth.
Similarly, the Council commended the Governor of the State, Dr Alex Otti, for making adequate provisions for successfully hosting the 44th meeting and also the Chairman of the Abia State Civil Service Commission, Pastor Eno Jerry Eze, PhD, for leading her institution to provide excellent hospitality and services all through the event.
At the Opening Ceremony, the Abia State Civil Service Commission Chairman, Pastor Eno Jerry Eze, reminded that the Civil Service remained the engine room of governance, and for the engine to run efficiently and effectively, the custodians of recruitment, conversion, confirmation of appointments, career progressions/adjustments, transfers, discipline, and promotion must operate at the highest standards of integrity, competence and innovation in Abia State.
She disclosed that under the visionary leadership of the Abia Governor, the state has embraced a bold, reform-driven approach to reposition all sectors, especially the Civil Service, itemizing some key strides recorded to include, a befitting ultra-modern office complex, adequate staffing and space for innovation, redefined vision and mission linked to the Commission’s mandate.
According to Pastor Eno Jerry Eze, the vision and mission informed their strategic plan and work plan. “A mandate clarification process that reinforced the Commission’s mandate and strengthened synergy between the Commission and the Office of the Head of Service.
“Strengthening merit-based recruitment by incorporating improved human resource standards to ensure that only the most qualified candidates are appointed into the service. We recently recruited 771 Health Care Officers in a process rated as meeting global standards based on value, skills and
expertise devoid of ethnicity or Local Government of origin. For example, we recruited healthcare officers from Adamawa, Imo, Anambra, Rivers, and Bayelsa states”.
She also stated several other achievements of the Abia Civil Service Commission, and announced that Abia State is at the forefront of implementing and matching progress at the federal level. These reforms she added, reflected the highest level of political will and affirmed the belief that a strong and sustainable State emerges from a professional Civil Service, one that is modern, ethical, and strategically aligned with the developmental goals of the government.
In a Press Conference shortly after the Council was declared closed, the Chairman of the Federal Civil Service Commission, Prof Tunji Olaopa, reiterated the commitment of the Federal Commission to implement its strategic plans, so as to reposition the Civil Service.
Prof Olaopa, expressed delight that the Council has consistently convened its annual meeting since 2024 after a brief halt, noting that this continuity has greatly benefited the Council.
Also, Pastor Eno Jerry Eze affirmed the readiness of the Abia State Civil Service Commission to implement the resolutions from the 44th Annual Meeting to enhance service delivery.
The event was climaxed with a gala night held at the Michael Okpara Auditorium, where guests were treated with sumptuous meals and drinks, while Asaba was announced as the next host for the 45th Council meeting in 2026.
