Federal Civil Service Incentive and Consequence Management Policy (FCSSIP 2021 to 2025)

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 operationalizes 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

The Federal Civil Service Incentive and Consequence Management Policy is active and being implemented, covering the period from 2021 to 2025 as outlined in the policy framework.

Legal Framework

Constitution of the Federal Republic of Nigeria 1999 (Chapter X on Public Service); Civil Service Act; Public Service Rules; Federal Civil Service Commission (Establishment) Act