INCENTIVE AND CONSEQUENCE MANAGEMENT POLICY

What Is This Policy?

The Federal Civil Service Incentive and Consequence Management Policy establishes a balanced framework of positive incentives for high performance and clear consequences for non-performance, misconduct, and corruption. It operationalises the principle that exceptional performance is rewarded and poor performance or unethical behaviour attracts defined, predictable, and consistently enforced sanctions.

Who Does It Target?

All federal civil servants, from junior officers at GL 01 to directors and permanent secretaries at GL 17 Heads of MDAs and Directors of Administration responsible for implementing performance management and disciplinary systems HR Directorates tasked with maintaining performance records, administering APER, and processing disciplinary cases Officers under investigation or facing disciplinary proceedings for misconduct, poor performance, or breach of financial regulations

What Does It Aim to Achieve?

Create a performance-driven civil service culture where merit, accountability, and results determine career progression Reduce corruption, absenteeism, and gross misconduct through predictable, fair, and consistently applied disciplinary consequences Establish a transparent system where officers know exactly what outstanding performance earns and what misconduct costs Support the broader FCSSIP 2025 objective of transforming the federal civil service into a professional, results-oriented institution

Key Features

Incentive Tier: Outstanding APER ratings unlock: monetary bonuses, nomination for prestigious training, fast-track promotion, public commendation, and cross-service visibility awards Non-Performance Consequences: Officers rated Unsatisfactory in two consecutive APERs face a structured remediation programme; a third consecutive Unsatisfactory rating triggers mandatory separation proceedings Misconduct Sanctions: Public Service Rules (PSR) Chapter 030 sets out graded sanctions: oral warning, written warning, suspension without pay, demotion, or outright dismissal depending on severity Zero-Tolerance Corruption: Referral to EFCC, ICPC, or Code of Conduct Bureau for financial misconduct, bribery, or abuse of office; no reinstatement pending criminal investigation Due Process Safeguards: All disciplinary actions must comply with PSR due process requirements including written charges, right to respond, fair hearing, and appeal rights before a disciplinary committee Monitoring Dashboard: OHCSF maintains a consequence tracking dashboard to ensure MDAs are not shielding non-performing officers and that disciplinary actions are completed within prescribed timelines

Current Status

Rollout Stage: Active; OHCSF monitors MDA compliance quarterly; MDAs with persistent non-implementation face HoCSF escalation Implementing Body: OHCSF (policy), MDA HR Directorates (implementation), Federal Character Commission, and anti-corruption agencies for referrals APER Reform: The performance evaluation system has been retooled to require measurable targets agreed at the start of each year, making objective assessment more defensible Cultural Shift: Changing the civil service culture from one where non-performance is tolerated remains the biggest implementation challenge; the policy explicitly addresses this

How to Access

Officers: Understand your APER targets at the start of each year; document your achievements; use the grievance channel if you believe your rating is unfair Supervisors: Apply the incentive and consequence framework consistently and without bias; document disciplinary actions in writing and submit to HR Directorate within prescribed timelines MDAs: Request OHCSF training on consequence management for HR Directorates; access the Public Service Rules for detailed disciplinary procedures Contact: OHCSF: ohcsf.gov.ng | Phase 1 Federal Secretariat, Shehu Shagari Way, Garki, Abuja | +234 (0)9 523 0396

Official Resources

Website: ohcsf.gov.ng Contact: OHCSF, Phase 1 Federal Secretariat, Shehu Shagari Way, Garki, Abuja | +234 (0)9 523 0396 Policy Summary | Source: OHCSF, FCSSIP 2021-2025, Public Service Rules, EFCC, ICPC, Code of Conduct Bureau | February 2026

Legal Framework

The Federal Civil Service Incentive and Consequence Management Policy operates under the Federal Civil Service Commission Act, the Public Service Rules 2008, and the Code of Conduct Bureau and Tribunal Act (on consequence management for misconduct). It aligns with the Federal Government's FCSSIP 2017–2020 reform agenda, the Independent Corrupt Practices and Other Related Offences Commission Act 2000 (on anti-corruption consequences), and OECD frameworks on performance management in public administration.