Why we replaced APER with Performance Management System – Head of ServiceThe Head of the Civil Service, Dr Folashade Yemi-Esan says replacement of the Annual Performance Evaluation Report (APER) with Performance Management System is meant to adequately reward the performance of public workers
She explained that the new Performance Management System was introduced following presidential directive.
2 Addressing State House correspondents at the weekly ministerial briefing organized by the Presidential Communications Team on Thursday in Abuja, Yemi-Esan said the new system was in line with global best practices of rewarding the performance of public workers.
3 She said: “Because we are not proud of the APER system, we thought that it is important to have a Performance Management System that actually rewards performance and not one where you will just fill a form and submit, just for promotion alone.
4 “So, we have begun implementing an ideal performance management system and because it has been decentralised, various ministries are at different levels of implementation of this.
5 “It is worthy to note that some agencies have even actually gone beyond what we are doing in the ministries and have instituted Performance Management System in their agencies.
6 “Ekiti State is also working on Performance Management System.”
She noted with dismay that the objectives of APER system in the public service was very noble at the beginning but the implementation later became very defective thus denying the country the benefits derivable from a productive and performance output framework.
7 “The journey began in 2021 where the President had a retreat with Ministers on the nine priority areas of his administration.
8 “The institutional performance management was measured effectively and he gave the directive that the Office of the Head of Service of the Federation should institutionalise the employee Performance Management System in the public service to replace the APER.
9 So, we were energized to do so,” She stated.
10 She added that based on the new Performance Management System, civil servants would be assessed quarterly.
14 On verification of Federal civil servants, the head of service disclosed that over 60, 000 civil servants had so far been verified, in core Ministries, Department and Agencies (MDAs) with 1618 ghost workers discovered.
15 “We also do human resource enrolment; we ensure that we get all their certificates in addition to the birth certificate at inception.
16 We scan all those documents and upload on the system so that they cannot be changed by anyone.
17 “The committee handling that has been doing a lot of work to make sure we don’t have ghost workers on the IPPIS platform and in the course of their work, they detected a total of 1618 officers whose letters of employment were either fake or illegal and in addition to that.
18 “We also suspended 874 officers from the IPPIS platform because they have not updated or gone through verification of their records and so those officers were removed and assumed that they were ghost workers because we gave a two-year period for officers to update their records on the platform.
19 “So, those who couldn’t do that, we assumed they were ghost workers but some of them later came up and those with genuine excuses were made to go through the verification process again and restored on the IPPIS platform,” she said.
20 Yemi-Esan stated that as a way of promoting staff welfare, a five hectare of land had been acquired in Gwagwalada Area Council of the Federal Capital Territory (FCT), where houses would be built for civil servants.
21 According to her, plans are on to ensure that public servants acquire befitting accommodation through government’s loans board before they retire from service.
22 She further disclosed that an agricultural scheme had also been put in place to encourage workers to embrace farming, in order to earn extra funds apart from their monthly salary.