Recently, the news about the tenure policy in the federal civil service silently burst into the public sphere and rather silently seems to have fizzled out like most significant issues that concern the progress of the Nigerian state. I, however, consider the issue one of rather immense significance, especially to the reform and transformation of the civil service in Nigeria, and so deserving of protracted debate and discussion that affects policy about how the civil service can perform and hence fulfil its mandate as a cornerstone of national development in Nigeria.

My concern with this issue is, of course, not far-fetched. I have been a civil servant all my life; and my brief revolved around the reform of the civil service system in a way that backstopped Nigeria’s burgeoning democratic governance. For me, therefore, what is at issue is not the appropriateness of removing or retaining the tenure policy, but rather situating it within the overall well-being and performance capacity of the civil service.

There are so many things that are wrong with the Nigerian state. And the civil service system is one of the focal point of the inability to transit into a developmental state with the capacity to empower its citizens in terms of a democratic service delivery that concretises democratic dividends. And the civil service system in Nigeria has been the focus of more than six decades of active reforms that targets almost every dimension of its operational modalities, from wages to staffing. Yet, these reforms have had ambivalent effect on the progress of the system.

Let us cite one cogent instance. By the time the massive purge of the civil service by the Murtala/Obasanjo regime was completed in 1975, the system had been so eroded that civil service professionalism was effectively compromised, and the critical performance that would capacitate the system was effectively lost. It was, therefore, most appropriate that the Phillips Report, which undergirded the Civil Service Reform of 1988, would essentially be concerned with restoring and enhancing professionalism and performance. Unfortunately, this Report politicised rather than professionalised the civil service elite corp. The wastage which ensued from this politicisation was the result of making permanent secretaries political appointees who mark time on a position for as long as the lifetime of the government which appointed them, and effectively ensured the erosion of cooperation and motivation.

When the tenure policy was established under the Yar’Adua government, one positive purpose it served was as a check against systemic demotivation to career progression officers who have always been in the Federal Service. No one civil servant would have the opportunity of sitting at the helms of affairs in a ministry until s/he attained to managerial level through rigorous pipelining and tested career progression. The reversal of this policy simply demonstrates the subtle and not-so-subtle ways in which politics oftentimes trump policy and reform in Nigeria. I doubt if anyone would be able to seriously fault its significance as a plank in any effort to take the civil service, and especially its senior level cadre, to the next level in terms of productivity and performance.

Let us put the discourse in a new light. The tenure policy is not a stand-alone administrative policy; it does not exist or cease to exist for its own sake. On the contrary, its effectiveness or lack of it, in global administrative best practices, it tied to its specific function in the performance record of the civil service. All across the globe, from USA and the UK to the Netherlands and France, the tenure policy issue goes beyond the career progression of the civil servants; it has often been tied to the urgency of achieving a result-oriented civil service that is lean, economical, effective and efficient.

To be Continued

Dr. Olaopa is the Executive Vice Chairman, Ibadan School of Government and Public Policy (ISGPP), Ibadan.