Head of Service Commends NITDA on Robust PMS Implementation

By Mohammed Mohammed

The Office of the Head of Civil Service of the Federation (OHCSF) has commended the National Information Technology Development Agency (NITDA) on its diligent and robust for implementation of a seamless Performance Management System (PMS) as emplaced by the Service for efficient service delivery to Nigerians.

The Head of Service, Dr. Folasade Yemi-Esan, averred that adherence to the template has led the agency under the supervision of the Federal Ministry of Communications and Digital Economy in achieving its corporate objectives and the attainment of its drive digital economy drive for the country.

Yemi-Esan, who was represented by the Permanent Secretary, Career Management Office, OHCSF, Dr. Marcus Olaniyi, and the Permanent Secretary, Service Policy and Strategy Office, OHCSF, Dr. Emmanuel Meribole, along with other delegates made the disclosure during an on-the-spot visit to the Corporate Headquarters of the Agency as part of its supervisory role in ensuring a service-wide implementation of the PMS in all government institutions.

This commendation came barely a week after NITDA was awarded with the prestigious Productivity Order of Merit Award (NPOM) organizational category by President Muhammadu Buhari, indexing a clear indication that the agency is aligning its efforts and commitment with the agenda of the present administration.

 She, stated that, part of the strategic plan of the OHCSF is to institutionalize Performance Management System in the entire service which has necessitated study visits to MDAs to evaluate their frameworks and proffer solutions to possible challenges.

“We are here to examine the framework you have put in place, share your experiences, challenges and lessons learnt with a view to implementing an effective PMS service-wide.” she mentioned.

While expressing satisfaction at the framework presented by NITDA management, she noted that the features and elements of the agency’s PMS were highly impressive and would effectively track the performance of employees consistently and measurably.

 She particularly lauded the agency on its all-year-round implementation of the PMS, a strategy she claimed will help them identify gaps early enough to proffer solutions and also urged them to intensify on their advisory role as stipulated by their mandate.

 “I am really delighted and impressed by your PMS framework and I want you to know that we will need your cooperation and leverage on your experience”, she concluded.

The Chief Executive Officer, of NITDA, Mallam Kashifu Inuwa in his presentation of the agency’s PMS, appreciated the Head of Civil Service of the Federation for sending representatives to NITDA.

He said the agency commenced its PMS implementation in 2016 under the stewardship of Prof. Ibrahim Pantami, the then Director General, and currently, the Minister of Communications and Digital Economy.

On PMS, value addition, the NITDA boss, stated that the implementation of the PMS has gained top priority in his administration’s restructuring process and capacities of staff has been built to exploit its optimization.

 “At first, we could not align it with our Strategic Roadmap and Action Plan (SRAP) document, so we decided to send some of our staff to get more training on how effectively we can implement this particular activity”, he noted.

Inuwa who was represented by the Director, Information Technology Infrastructure Solutions (ITIS), Dr. Gambo Abdullahi, averred that an effective performance framework is dependent on a clear vision, robust strategy, good structure and most importantly, excellent culture.

“We are trying to see how we can reconnect the people’s practices with the vision of the agency and assess them appropriately and objectively while ensuring that people who didn’t perform well will understand and agree that they didn’t do well enough”, he stated.

Pointing out how the PMS is being used as a motivational tool for staff, Inuwa posited that responsibilities have been personalized and objectives cascaded down to various individuals that are responsible to deliver the set objectives with rewards and penalties attached for those who perform well and those who may not respectively.

 He emphatically stated that the transparent system will showcase an unbiased evaluation for all staff performance and ensure that objectivity takes precedence over subjectivity.

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