15TH MAY, 2017
MINISTERIAL PRESS BRIEFING
ACTIVITIES OF THE LAGOS STATE MINISTRY OF ESTABLISHMENTS, TRAINING AND PENSIONS ON THE OCCASION OF THE 2ND YEAR ANNIVERSARY OF THE INAUGURATION OF HIS EXCELLENCY, MR. AKINWUNMI AMBODE, THE EXECUTIVE GOVERNOR OF LAGOS STATE
BY DR. AKINTOLA, BENSON OKE, FCArb.
THE HONOURABLE COMMISSIONER, MINISTRY OF ESTABLISHMENTS, TRAINING AND PENSIONS
BAGAUDA KALTHO PRESS CENTRE
THE SECRETARIAT, ALAUSA,
IKEJA, LAGOS STATE, NIGERIA.
VISION OF THE
MINISTRY OF ESTABLISHMENTS, TRAINING AND PENSIONS
TO BE AN AGENCY FOR THE DEVELOPMENT OF A RESULT ORIENTED PUBLIC SERVICE IN LAGOS STATE WITH EFFICIENT AND EFFECTIVE PENSION ADMINISTRATION.
MINISTRY OF ESTABLISHMENTS, TRAINING AND PENSIONS
TO DEVELOP A VIRILE WORKFORCE WITH SATISFYING POST SERVICE LIFE THROUGH THE SUSTENANCE OF ETHICAL VALUES AND EFFECTIVE CAREER AND PENSIONS MANAGEMENT.
I am pleased to welcome you to the press briefing of the Ministry of Establishments, Training and Pensions marking the 2nd anniversary of the inauguration of His Excellency, Mr. Akinwunmi Ambode, the Executive Governor of Lagos State.
This press briefing is in keeping with the laudable policies of transparency and accountability which have now defined the administration of His Excellency, Mr. Akinwunmi Ambode. Indeed, Atifete Jahjaga, the former President of Kosovo, was right when she observed that, “Democracy must be built through open societies that share information. When there is information, there is enlightenment. When there is debate, there are solutions. When there is no sharing of power, no rule of law, no accountability, there is … indignation.”
The Ministry of Establishments, Training and Pensions’ (MET&P’s) core values are Hard work, Team Spirit, Integrity, Loyalty and Dedication, with a Vision “To be an Agency for the development of a result oriented Public Service in Lagos State with efficient and effective Pension Administration” and on a Mission “To develop a virile workforce with satisfying Post Service life through the sustenance of ethical values and effective career and pensions management.”
The Ministry has embraced the Service Charter Policy of the Government by renewing and emphasising its commitments towards excellent service delivery, through a systematic approach to governance, development of effective, efficient and proactive management skills, sustenance of harmonious labour/industrial relations, with well trained staff committed towards providing customers with needed and relevant information and maximising customer satisfaction through all professional channels available.
As you will shortly see, the Ministry of Establishments, Training and Pensions has been driven by the commitment to His Excellency’s quest to make Lagos globally competitive in all sectors. The enviable position that the State has attained today has been driven by the vision of making Lagos, Africa’s Model Mega City operating as a global economic hub that is safe, secure, functional and productive. The Ministry’s vision of being the leading Government Agency for the development of a result-oriented Public Service would be achieved through capacity building/career development of Public Servants, maintenance of peaceful industrial harmony and seamless Pensions Administration. (The ministerial mandates include development of a virile workforce with satisfying post service life through the sustenance of ethical values and effective career and pensions management.)
I am delighted to address this press conference on the strides being made by the Ministry of Establishments, Training and Pensions as a co-operating and complimentary Ministry in the exceptional private sector and government enabled innovations springing across all facets of governance and society in Lagos State. Incidentally, this year marks the 50th anniversary of the creation of Lagos State as a federating unit in Nigeria. As such, this indeed, is an opportune moment to have this briefing.
One of the notable services we embarked on this year relates to extensive capacity building and manpower training. We secured His Excellency’s authorisation to pursue and implement a set of ‘outside-the-box’ initiatives that will exponentially expand the execution of the mandates of the Ministry of Establishments, Training and Pensions (MET&P) in the areas of manpower training while preserving scarce government resources.
In addition to the initiatives already approved for the Ministry in 2017, these proposed initiatives will herald a novel set of manpower initiatives that will make the target officers of the civil service better suited to meet the modern, evolving and digital-era dynamic expectations of citizens from the government. The initiatives are as follows: (a) Public Engagement Trainings, (b) Public Interests Engagement Forums (c) Sector-Specific Specialised Trainings (d) Life Skills Acquisition Programmes and (e) Exchange Programmes.
PUBLIC ENGAGEMENT TRAININGS.
The first of these initiatives are Public Engagement Trainings.This programme will seek private sector funding to train public-facing officers on the modern, person-to-person and digital-age public engagement skills.
PUBLIC INTERESTS ENGAGEMENT FORUMS
This is second set of the initiatives and is conceived as a private sector-funded industry engagement of government agencies operating in symposia and round table interactions.
SECTOR-SPECIFIC SPECIALIZED TRAININGS
This third set of the initiatives will be private institutions-branded collaborations that will train selected officers in industry-specific programmes that officers will find useful for understanding the sectors they regulate.
LIFE SKILLS ACQUISITION PROGRAMMES
This fourth set of the initiatives is targeted at officers close to retirement. This will seek to persuade private sector entities to fund corporate social responsibility projects that train targeted civil servants to acquire life and entrepreneurial skills in preparation for post-service life.
This fifth set of the initiatives consists of collaboration with Federal Government, other States and International institutions to enable officers interact and learn evolving methods of administration, problem solving, work ethics and leadership styles that have direct and demonstrable benefits for the citizens.
THE STRUCTURE OF THE MINISTRY OF ESTABLISHMENTS, TRAINING AND PENSIONS (MET&P)
Let me now introduce you to the structure of the Ministry. The Ministry of Establishments, Training and Pensions comprises two Offices and two Parastatals, namely:
i. Office of Establishments and Training (OE&T);
ii. Civil Service Pensions Office (CSPO);
iii. Public Service Staff Development Centre (PSSDC) and;
iiii. Lagos State Pension Commission (LASPEC).
The Ministry is headed by the Honourable Commissioner, Ministry of Establishments, Training and Pensions (HC, MET&P), the Offices have Permanent Secretaries as Administrative Heads, while the Parastatals are headed by Directors General. As it is customary, the Ministry wishes to use this medium to intimate you on how it has fared so far in the execution of its Mandates.
OFFICE OF ESTABLISHMENTS & TRAINING (OE&T)
With a vision to be the leading government agency reputable for the development of a result oriented Public Service and a mission to provide an effective human resource management platform to achieve a virile Public Service, the Office of Establishments and Training in the Ministry of Establishments, Training and Pensions (MET&P), is no doubt, one which can boast of success and benchmark achievements as a result of its commitment towards Human Capital Development, Management Consultancy, Career Management and Maintenance of Harmonious Industrial Climate.
The Office of Establishments and Training in the Ministry of Establishments, Training and Pensions (MET&P), is no doubt, one which can boast of success and benchmark achievements as a result of its commitment towards Human Capital Development, Management Consultancy, Career Management and Maintenance of Harmonious Industrial climate.
This Office is administratively divided into the following five Departments and five Units:
(ii)Industrial Relations Department
(iv)Administration and Human Resources Department
(v) Accounts Department
(vi) Planning Research and Statistics Unit
(vii) Public Affairs Unit
(viii) Audit Unit
(ix) Procurement Unit
(x) Information Communication Technology Unit
The Department is saddled with the responsibility of ensuring compliance with extant rules and provisions in addition to policy formulation and implementation with the Office of the Head of Service and other core establishment Agencies.
The following activities were carried out by the Department within the period under review:
1. 4286 Personnel Management Board Meetings on Establishment matters, such as Recruitment, Promotions, Discipline, Exit, Conversion, Advancement, etc. were attended by Officers in the Department, at Ministries, Department and Agencies as well as Parastatal Organisations at various locations in the 5 Divisions of the State.
2. 814 mails were received on requests for advisory services on Salary structures, Organogram, Peculiar Allowances Placement and Recruitment, Career progression, Pension payments and on other establishment issues. All of these were responded to in conjunction with relevant stakeholders.
3. 6 meetings of the Core Establishment Agencies, which comprise of the Office of Establishments and Training, Civil Service Commission, Public Service Office, Lagos State Pension Commission, Public Service Staff Development Centre, Office of Transformation, Creativity and Innovation, Local Government Service Commission, Local Government Establishment, and State Universal Basic Education Board, were held. At these meetings, solutions were proffered for effective service delivery.
4. The Y2017 Bilateral Personnel Budget discussion commenced in the month of May, 2016 and was concluded in August 2016. The Approved Y2016 Personnel Budget signed by His Excellency is as stated below:
Personnel Cost (Basic Salary& Allowance)
Personnel Cost (consolidated) N1,908,328,585.00
Other Personnel Cost – N1,000,000.00.
5. The Department, in conjunction with the Office of the Head of Service and the Office of the Auditor General on the directive of the His Excellency, the Governor conducted a Verification Exercise on Non-Pensionable Staff in the 20 Local Government Council and 37 Local Council Development Areas in the State. The recommendations of the Committee have been approved for implementation by His Excellency.
6. The Department in conjunction with the Office of Transformation, Creativity and Innovation carried out an exercise on Workforce Planning and Streamlining of Contract Appointment at the Lagos Water Corporation.
7. The Department, led by the Permanent Secretary attended the 39th meeting of the National Council of Establishments, held in Minna, Niger State in July 2016: where issues of staff welfare, Salaries and Allowances, Schemes of Service, and other related matters as empowered by the Constitution of the Federal Republic of Nigeria, were discussed.
8. The Department attended meetings to align National Council of Establishments’ decisions with requests of the Unions.
9. In line with extant provisions, approvals for payment of Severance allowance in respect of political office holders who had completed their tenure in Office were obtained from His Excellency.
10. The Department compiled and submitted the changes witnessed on Establishments matters within the last 50years in Lagos State towards the celebration of Lagos @ 50.
11. The Permanent Secretary, Office of Establishments and Training was the Chairman of the Committee, which members were the Permanent Secretary, Ministry of Justice, Director General, LASPEC, Public Service Office and the Auditor General, on Stoppage of Pensions of the Y2010 Retired Academic Staff of Lagos State Polytechnic; to proffer solution and make, recommendation for the resumption of the payment of their pensions, as appropriate. The Department was the Secretariat.
12. The Department, with the Permanent Secretary as Chairman, was a member of the Committee set up on the implementation of the extant Circular on Lateral Conversion.
13. The newly deployed Directors of Administration and Human Resource from the Local Government Councils and LCDAs, on familiarisation tour of the Establishments Department were tutored on application of the Public Service Rules and Schemes of Service, Severance Allowance, Personnel Management Board Meetings/ Appointment, Promotion and Discipline Committees, National Council On Establishments, Personnel Budget Process and registry procedures.
14. In line with the directive and magnanimity of His Excellency, for the replacement of written examinations towards Promotions, with structured Training, the Office supervised the compliance of the directive, service –wide.
15. The Oracle of Human Resource Unit is domiciled in the Department and a total of 2219 Officers were upload and updated on the Oracle Database. The Unit is presently in the Committee on Data Cleansing Exercise.
16. The Central Records Unit in the Department has forwarded 5470 changes on Service documents of Officers, ranging from Change of Name, Change of Next of Kin, Assumption of Certificates, Promotion Letters, etc, to the Cabinet Office for Gazetting. Files of retiring Officers were forwarded to LASPEC for processing of terminal benefits. The Unit also held several meetings with the Ministry of Science and Technology on the need to provide and maintain items of equipment and software for the Unit. 8 nos. of meetings had also been held with LASPEC and other Pension Funds Administrators.
17. The Department has held 11 Establishments Clinics: where matters on establishments are analysed and scrutinized, applicability of extant provisions discussed, presentation of topics on establishments by Officers, etc. The Clinic serves as a learning curve for Officers in the Department.
18. 5 Nos. of Meetings were held with the House Committee on Establishments and Public Service Matters in response to appeal made to the Committee by aggrieved Officers.
INDUSTRIAL RELATIONS DEPARTMENT
➢ Quarterly Interactive Session by His Excellency, the Governor of Lagos State with the leadership of the Unions in Lagos State Public Service Joint Negotiating Council (JNC) was initiated by His Excellency last year. The meeting was consecutively held quarterly from January, 2016. The first quarter meeting for this year was held on Thursday, 11th March, 2017. The meetings were instituted to engage leadership of the Unions in regular dialogue towards sustaining the peaceful industrial relations in the State Public Service. One of the fall-outs of the quarterly meeting was the approval by His Excellency, the Governor for the payment of Leave Allowance en-bloc.
➢ The provision of Utility Vehicles to all the 17 Unions in the Lagos State Public Service Joint Negotiating Council (JNC) is another fall-out of the quarterly meeting of His Excellency, the Governor, with the Unions. The presentations of utility vehicles to the Unions are being made in batches by the Head of Service on behalf of His Excellency, the Governor, the last set was presented on Thursday, 6th April, 2017.
➢ Lagos State Public Service Joint Negotiating Council Meeting held on 21st – 22nd April, 2016 at the Combo Hall, Lagos Television, Ikeja. The 2017 meeting was recently held on the 24th and 25th of April, 2017 at the Public Service Staff Development Centre (PSSDC), Magodo. The meetings were able to amicably resolve several labour relations matters towards improving productivity of workers in the Public Service and improving industrial relations in the State.
➢ Regular working visitations to all Industrial Unions in the State Public Service including the Tertiary Institutions in the State by the Industrial Department. The objective is to foster harmonious relationship between the management of MDAs and Unions in the State Public Service. The initiative is also to sniff out areas of potential conflicts and to nip such conflicts in the bud before they escalate to crises.
➢ Deployment of staff into the mainstream civil service. Amicable resolution of the looming industrial conflicts in both Lagos Television, Radio Lagos and Council for Arts & Culture through the deployment of staff into the mainstream Civil Service. The move also assisted in giving affected staffs career development
➢ Allocation/conversion of part of the Office Building under construction in the old Car Park into a Workers’ Welfare Complex housing a Day-Care Centre, Staff Cafeteria, Recreational Club, Cooperative Store e.t.c.
➢ The successful celebration of Workers’ Day on 1st May, 2016 and 2017 respectively in collaboration with the two Apex Labour Centres, the Nigerian Labour Congress (NLC) and the Trade Union Congress (TUC). The event of 1st May, 2017 was also to celebrate Lagos @ 50.
➢ The Department represents the Office of Establishments and Training at the National Industrial Safety Council of Nigeria, Lagos State Chapter. The National Industrial Safety Council of Nigeria is a tripartite body of Federal and State Governments, the Organized Private sector and the Trade Union Apex Centers charged with the responsibility of advising government on Health and Safety matters in the workplace.
➢ 3,160 Officers benefited from 72 In- Plant/Tailored made Workshops and Training Programmes.
➢ 1,650 Officers benefited from 25 Turnkey/ Bespoke Training Programmes.
➢ The Structured Training Programme of 65 MDAs has been appraised and processed for His Excellency, the Governor’s approval, to enable the MDA’s access their Training vote for year 2017.
➢ 2,095 applications for Further Studies recommended for approval duly ratified by the Cìvil Service Commission and approval letters issued accordingly.
➢ 84 Officers were sponsored to Federal Training Center for career enhancing programmes.
➢ 108 Officers were also sponsored to Local Training Workshops/Seminars and Conferences.
➢ 81 Officers benefited from International Workshops/Seminars and Conferences.
NO. OF PROGRAM
NO. OF BENEFICIARIES
Approval for Further Studies (CPMB)
Sponsorship for Federal Training Centre (FTC)
Local Training workshops/Seminars & Conferences
CIVIL SERVICE PENSIONS OFFICE
The Core responsibility of the Civil Service Pensions Office, (CSPO), is, among other assigned functions, to process the terminal benefits of Staff who exit the system by way of statutory or voluntary retirement i.e. those who disengage on the “Pay As You Go” Scheme.
• Processing of payment of pensions and gratuities.
• Maintaining comprehensive and up-to-date personnel records for Pensioners of the Civil Service.
• Co-ordinating Civil Service Pension Schemes/Funds.
• Organizing Verification Exercise for Pensioners bi-annually.
• Offering Pension Consultancy to other Government Agencies.
• Follow-up on reimbursement claims from Federal Government in conjunction with the Office of the Head of Service.
• Maintaining relations with Lagos State Pensions Commission.
• Maintaining relations with Lagos State Residents’ Registration Agency.
• Organizing Pre-retirement capacity building workshops for retiring Officers.
• Appreciating Pensioners at an elaborate Pensioners/Elders Day Celebrations in the fourth quarter of every year i.e between September and December.
ACHIEVEMENTS IN THE LAST ONE YEAR
ACHIEVEMENTS IN THE LAST ONE YEAR
➢ The Civil Service Pensions Office (CSPO) is saddled with the responsibility of ensuring that Pensioners of Lagos State on the “Pay as you Go” Scheme are paid their entitlements as and when due.
➢ Presently Pensioner Population in the Main Stream stands at 8512 (Eight thousand, five hundred and twelve) as at April, 2017.
➢ The total sum of N1, 846,396,965.81 was paid as Pensions from 31st May, 2016 to 30th April, 2017.
➢ The office forwarded one hundred and twenty – eight Lagos State pensioners with Federal shares complaints ranging from short payment of gratuity and arrears to stoppage of monthly pensions to the Director-General, Pensions Transition Arrangement Department Office, Abuja.
➢ Facilitated the reinstated payments of additional fifteen pensioners that have just attained the Expected Date of Pension (EDOP), and adjustments in pension.
PIX EVENT AT PENSIONERS DAY CELEBERATION
Organized events to celebrate the Senior
Citizens/Pensioners day with the theme,
“Take a Stand Against Ageism”.
➢ The Office attended to Pensions and Gratuity requests by retired Civil Servants and equally held stakeholders meeting with Pensioners Unions.
From left: Commissioner of Information and Strategy, Steve Ayorinde, Commissioner of Ministry of Establishments, Training and Pensions, Dr. Akintola Benson and Chairman House Committee on Establishments, Training, Pensions and Public Service, Honourable Adedayo Famakinwa at the event in Lagos.Y
TOTAL ACHIEVEMENTS IN THE LAST TWO YEARS
During the period under review the office achieved the following:
i. 3years arrears of 142% pension increase were paid in November, 2015 to pensioners who retired on or before April 2000.
ii. The increases of 6% and 15% on monthly pensions were also paid in January 2015 to those who retired on or before 1st October, 2003 and 1st January 2007, respectively.
iii. N3, 879,412,746.05(three billion eight hundred and seventy nine million, four hundred and twelve thousand, seven and seven hundred and forty six naira, five kobo) was paid as pensions which varied monthly.
iiii. In November 2015, Civil Service Pensions Office facilitated and completed the payment of severance, pensions and gratuity to 73 disengaged staff of the defunct “Eko Today” which amounted to N37, 171,228.22.
v. The office has achieved the development of a working synergy with Lagos State Residents Registration Agency (LASRRA) for the Verification Exercise (“I’m Alive”) to ascertain those who are still alive and are entitle to receive payments under the scheme.
vi. The office distributed welfare packages to pensioners that were seventy years and above.
vii. The office has ensured that Lagos Pensioners with Federal Shares get their share of pensions from Federal as and when due by maintaining link with the Federal Pension Transitional Arrangement Directorate (PTAD) in Abuja and the Office of the Head of Service of the Federation.
viii. The office organized a Pre-Retirement Workshop for Public Servants due for retirement.
ON GOING PROJECTS & TARGETS BEFORE THE END OF THE YEAR
CSPO undertakes the following programmes on a quarterly basis:
1st & 2nd Quarters
– First phase Verification Exercise (“I am Alive”) for all Pensioners.
This includes; Home Verification Exercise for Physically/Medically incapacitated Pensioners. A total of 8,512 Pensioners are expected to participate in the exercise to be held at 20 Verifications Locations across the State.
Second phase Verification Exercise ( “I am Alive”) for the Pensioners.
– This shall be carried out at 20 locations spread across the State A total of 8,512 Pensioners are expected at the exercise.
– Distribution of Welfare Packages to Pensioners aged 70 years and above. About 8,000 Pensioners shall benefit from this humane gesture of the State Government.
– Pre-Retirement Training Workshop for prospective retirees on year 2017
To prepare them for post service i.e. Life after Retirement which includes ;
Entrepreneurship training and how to access their Retirement savings accounts and the process of disengagement from the service.
– PENSIONERS/ELDERS DAY CELEBRATION
– This event provides an opportunity for the State Government to interact closely and to cater for the well being of the Senior Citizens who had spent their youth in the service of the State. The programme is usually slated for the third week of December.
PUBLIC SERVICE STAFF DEVELOPMENT CENTRE (PSSDC), MAGODO
The Public Service Staff Development Centre, the specialised capacity building institution of the State Government, was established in 1994. The vision of the institution is “To be the leading Public Service capacity building institution in Africa with a world-class reputation” while its mission is “To provide human capacity solutions through learning and development initiatives to public service stakeholders using technology-driven resources”.
Since establishment, PSSDC has been providing learning and development interventions in various aspects of Government business. It has also been involved in the provision of consultancy/advisory services in organisational development and in the conduct of career enhancing performance evaluation (promotion) examinations for Civil Servants and staff of other government agencies. In ensuring effective returns on investment, the Centre also conducts impact assessment of its learning and development programmes.
In order to strengthen the capacity of the Centre to continuously deliver the capacity building aspirations of Government, the Edict No. 9 of 1994 was repealed in 2013 and a new Law No.5 of 2013 was promulgated. The Law empowers the Centre to:
a. partner with all relevant Ministries, Departments and Agencies of government within the State in the design and implementation of qualitative, well defined and structured training programmes;
b. provide mandatory training schemes for staff on Grade Levels 02 to 12;
c. develop courses/seminars for other officers on other Grade Levels;
d. provide consultancy services with a view to contribute to organisational effectiveness, human resource development and service delivery;
e. conduct annual value assurance of Training Service Providers in collaboration with the Ministry;
f. collaborate and participate in training programmes for public servants in all areas of the Centre’s competence;
g. provide learning and development programmes needed for career progression in line with the State Government’s human resource management policies and vision;
h. provide learning and development programmes for all government employees and public servants as may be considered necessary for the enhancement of their education and productivity;
i. establish strategic partnership with and act as regional learning and development partner for other national and international agencies;
j. undertake research and act as a resource Centre;
k. establish and maintain a Library and Resource Centre reflecting the various Disciplines in the Centre;
l. pioneer and showcase the use of emerging technologies in learning and development;
m. undertake the publication of journals, research papers and books in furtherance of its functions under the provisions of this Law;
n. undertake commercial ventures relating to its functions under this Law to generate additional funds to augment Government’s funding;
o. establish such campuses, faculties, institutes, schools, extra-mural departments and other teaching and research units within the State as may from time to time be necessary;
p. award certificates; and
q. partner with internal and external stakeholders for the benefit of the Centre.
2.0 ACTIVITIES AND ACHIEVEMENTS IN 2016
2.1 LEARNING AND DEVELOPMENT
The core responsibility of the Centre is capacity building. The Centre, in the years leading to 2016 and in line with State Government’s resolve to transform the process of staff performance management in such a way that it reflects observable actual progress in job performance by staff, developed the framework of a robust Structured Training Plan (STP). The proposed STP is designed to streamline capacity building programmes into two categories:
a. Cross Cutting – the development of Service-wide knowledge of Public Service ethos, values, leadership, management and soft skills;
b. Job Specific – specialised/technical/professional/mandatory courses.
The categorisation of programmes is expected to form the basis for equipping Public Service staff with requisite skills and competences with a view to enhancing career progression in the State Public Service. The Centre’s Learning and Development function is anchored by two Directorates namely Directorate of Programmes (front end, client-facing) and Directorate of Technical Services (back end, quality control). Between them, they design and implement the core function of the Centre, which is the provision of learning and development training courses and activities to Public Service staff.
The Learning and Development Directorate has recently been further restructured to better meet the needs of its customers. Ten (10) programme areas have been established, each led by a Programme Lead and existing and new training courses are now located within a dedicated programme area.
In the year 2016, a total of Twenty-four (24) courses were implemented for Seven Hundred and Sixty-eight (768) participants as detailed in the Table below:
TOTAL NO. OF
Interactive Programme for DTOs
Feb 11/ 1day
Feb 29 – Mar 4/5 days
Working To Get Results
Mar 1-3/3 days
Customer Service Orientation and Service Charter Delivery
Mar 1-3/3 days
Accounting Essentials for Non-Accounting Officers
Mar 1-3/3 days
Equipping for an Effective Public Service Career
Mar 8-10/3 days
Strategy Formulation in Public Service
Mar 7-9/3 days
Managing Meetings & Minutes Writing
Mar 8 – 10/3 days
Managing Meetings, Speech & Minutes Writing Workshop
July 11- 15/5 days
Performance Enhancement Workshop for Clerical Officers & other Support Staff
July, 26-27/2 days
Performance Enhancement Workshop for PSSDC Drivers
Sept. 17-18/2 days
Performance Enhancement Course for PSSDC Secretary & Assistant Secretarial Officers on GL 8-12
Sept. 26-29/3 days
Course for PSSDC Admin & Executive Officers on GL 7-9
Productivity Enhancement Course for PSSDC Clerical Officers on GL 6-7
Oct. 25-27/3 days
Fee Paying Programmes
HR Certification Course – Phase I
Feb. 16-19/4 days
General & Financial Management Course for Staff of Water Corporation
May 9-12/4 days
HR Certification Course – Phase II
LSDPC: Performance Enhancement Workshop for Clerical Officers
Aug 1-3/3 days
LSDPC: Performance Enhancement Workshop for Clerical Officers II
Aug 8-10/3 days
LASIEC: Performance Enhancement Workshop for Support Staff
Aug 16-18/3 days
LASIEC: Effective Leadership Skills Workshop for Electoral Officers on GL. 13-16
Sept 6-8/3 days
Induction/Orientation Programme for Commissioners, Management Team and Principal Officers of the Health Service Commission
Oct 6-7/2 days
Management Retreat for Senior & Management Staff of L/S Judicial Service Commission in collaboration with PSSDC
Nov. 4-5/2 days
Performance Enhancement Workshop for L/S Judicial Service Commission Officers in collaboration with PSSDC
Nov. 30-Dec. 2/3 days
2.2 MANAGEMENT CONSULTANCY SERVICES
The Management Consultancy Services (MDCS) Directorate is the reach-out arm of the Centre and is responsible for the delivery of the second and third Strategic Institutional Objectives.
(a) Consultancy Services
As part of the Centre’s role in promoting organisational effectiveness, service delivery and enthronement of merit in the Service, the Centre continued to successfully assist a number of agencies of the State to conduct Performance Evaluation (promotion) examinations for various categories of staff in 2016. A total of Twenty-four Thousand, One hundred and Eighty-nine candidates wrote the various examinations. The Table below gives the details of agencies and the nature of the performance assessment tests conducted during the year:
No of Candidates
Lagos State Universal Basic Education Board (SUBEB)
Lagos State Civil Service Commission
Lagos State Civil Service Commission/Procurement Agency
Recruitment of procurement officers
Lagos State Agricultural Development Authority
Lagos State Audit Service Commission
Lagos State Agricultural Input Supply Authority
Lagos State Teachers Establishments and Pensions Office (TEPO)
Lagos State Technical & Vocational Education Board
Lagos State Health Service Commission
Lagos State Council for Arts & Culture
Lagos State Pension Commission
Lagos State Independent Electoral Commission
Lagos State Printing Corporation
Lagos State Local Government Service Commission
Lagos State Lotteries Board
Lagos State Development and Property Corporation
Lagos State House of Assembly Commission
Lagos State Primary Health Care Board
Lagos State Judicial Service Commission
Table 3: Consultancy Services – Performance Assessment (promotion) tests conducted in 2016
(b) Management Development
As part of its organisational and management development function, the Directorate also provided human capacity development programmes for some agencies. The Directorate organised capacity building on General Management/Financial management Course for 18 staff of the Lagos State Water Corporation in May, 2016.
Some proposals were also forwarded to the Health Service Commission for three (3) training programmes identified for Nurses and Ward Managers of the Commission. The training programmes include:
– Performance Improvement Workshop for Ward Managers
– Managerial Improvement Course for Nurses
– Work Ethics and Attitudinal Change Course for Nurses
These proposals are being closely followed-up by the Directorate with the Health Service Commission.
(c) Local Government Administration
During the year under review, the Centre continued with its flagship programme: The 9-Month Certificate Course in Local Government Administration. Activities for the year commenced with the moderation of the Year 2015 Course by the Obafemi Awolowo University on 12th February, 2016. The result of the moderation was presented to the Academic Board for ratification on 28th April, 2016.
The qualifying examination into the Year 2016 Course held on 27th January, 2016. 107 successful candidates were offered provisional admission to participate in the programme for the year. The course ran from 25th April – 30th November, 2016. The End-of-course examination took place in November, 2016.
2.3 State-wide Participation and Facilitations
PSSDC continued to broaden its contributions to the Public Service and beyond. During the period of review, the Centre functioned at various fora and as follows:
– The Centre was actively involved in the efforts leading to the deepening of HRM capabilities in the Public Service. It has been in collaboration with all the Human Resource hubs in the State, the Office of Transformation, Creativity and Innovation (OTCI) and Chartered Institute of Personnel Management of Nigeria (CIPM) to build understanding of human resource reforms in the State Public Service.
– Resource person at the Ojo-Badagry Personnel Practitioners Consultative Association (PPCA) of the Chartered Institute of Personnel Management of Nigeria (CIPM) at a discourse on “The Woes & Successes and the Way Forward for Economic Recession: The Human Resource Perspective”.
– Resource person at the 2nd International Public Admin Conference at LASU under the theme “The State of Public Administration and Sustainable Development in Africa”.
– Guest Speaker on the “Essence of Leadership” at the technical meeting of Heads of Accounts of Ministries Departments and Agencies (MDAs).
– Guest Speaker on “Diversity and Inclusion in the Public Service” at the Retreat of Administrative & Human Resource Officers organised by the Office of the Head of Service.
– Guest Speaker on “Service Excellence” at the Retreat of the Office of Transformation, Creativity & Innovation (OTCI)
– Guest Speaker on “Corporate Governance and Ethics for Board Members” of the Lagos State Cooperatives Federation (LASCOFED).
2.4 Stakeholder/Client Engagements
The Office of the Director-General led the Centre’s client and stakeholder engagement activities both locally and internationally which led to the various achievements of the Centre at all its Strategic Business Units. It is instructive to note that the stakeholder engagements of the Centre continue to open various opportunities and business openings for the Centre. The following details the engagements and their outcomes.
– The Director General was elected into the Board of International Federation of Training and Development Organisations (IFTDO), a global network of organisations focused on people and performance for a 2-year term beginning January 1, 2016.
– The Office of the Director-General gave strategic leadership at the interactive forum of Departmental Training Officers Workshop to agree on the direction of capacity building programme for 2016.
2.5 Partnerships and Networking
In its continuous efforts at strengthening its strategic partnerships with other MDAs in the State, within the country and with best of breed institutions globally, there were stakeholder engagements and networking as follows:
– partnership exploration visit by the South Africa’s University of Stellenbosch Business School on Executive Development;
– participation at the Board meeting of the International Federation Training and Development Organisations (IFTDO);
– induction of the Director-General, PSSDC into the membership of the Nigerian Institute for Training and Development (NITAD) via the Executive Route;
– Management visit to Ministries of Wealth Creation & Employment and Commerce, Industry & Cooperatives and Lagos State Water Corporation.
In 2017, the Centre hopes to continue deepening its capacity to forge strategic partnerships and build networks that would further enhance the face of capacity building and learning and Development practices in the State.
3.0 AREA OF FOCUS FOR 2017 AND IMPLEMENTATION STRATEGIES TO ACHIEVE THE SET GOALS.
(i) Mandatory Learning and Development Programmes
In line with the critical function of the Centre outlined in paragraph 6(a)(b) of its Law No.5 of 2013 and provisions made in the 2017 budget, a total of 78 Training programmes are planned for implementation between February and October 2017 in all the Programme Areas as analysed below:
NO. OF COURSES TO RUN
Finance & Economic Development
Local Government & Municipal Studies
Modern Public Administration & Management
Public Sector & Governance
The foregoing is in line with the proposed Structured Training Plan (STP) designed to enhance the development of Service-wide knowledge of Public Service ethos, values, leadership, management and soft skills for Officers on HAPPS 02 to 12. This is inclusive of the 9-month Certificate Course in Local Government Administration and the 12-week Specialised ICT Course for Secretaries.
The Centre will also seek partnerships with user agencies in L&D for Officers on HAPPS 13 & above for the following flagship courses: Management Bridge Programme, Core Consulting Skills Course, Project Management for Practitioners, Strategy Formulation in the Public Service and Effective Negotiation Skills Course, among others.
(ii) Structured Training/2017 Promotion Exercise
In collaboration with the Office of the Head of Service, the Centre has started providing facilitation support for over 20,000 Public Service Officers who are eligible for the 2017 Promotion Exercise to further enhance career progression of the State workforce.
(iii) LASU/PSSDC Collaboration
PSSDC has continued to raise the frontiers of inter-agency collaboration among State MDAs for the benefit of the entire Public Service. Recently, it signed a Memorandum of Understanding (MoU) with the Lagos State University (LASU) on capacity building, educational conferences and academic programmes to ensure the balancing of academic and practitioner knowledge in the provision of instruction. The collaboration is currently working on the institution of a Diploma programme in Local Government & Development Studies and a Conference on local government and Sustainable Development in Africa.
(iv) USB-ED/PSSDC Collaboration
The Centre will also continue its quest to strengthen external relationship and collaboration with the University of Stellenbosch Executive Development (USB-ED) South Africa. It is hoped that a MoU will be signed with the Institution shortly.
4.0 Publications and Journal
The publication of a “Book of Readings” contains selected subjects from the Centre’s Learning and Development Programmes.
The Centre is also working at publishing the 3rd volume in the PUBSAM journal series slated for the 3rd Quarter, 2017.
In addition, the Centre will organise intellectual sessions on the following subject matters:
– Good Governance at the Local Government Level in Lagos State
– Profit Capital Development for Directors of PRC
– Utilisation of Research Results for Public Sector Governance
– Pragmatic Solutions to Project Monitoring and Evaluation in Organisations
– PRS Directors in Lagos State Public Service
5.0 In 2017, the Centre hopes to continue deepening its capacity to forge strategic partnerships and build networks that would further enhance the face of capacity building and learning and Development practices in the State. Indeed, the Centre is strategically placed to anchor the donor leverage opportunity for the State Public Service.
LAGOS STATE PENSION COMMISSION (LASPEC)
LASPEC in the last One year (May, 2016 – March 2017)
The Lagos State Pension Commission (LASPEC) according to section 23 of the Lagos State Pension Reform Law of 19th March 2007 is to regulate, supervise and ensure the effective administration of pension matters in the Lagos State Public Service. The Law, which is fashioned after the Federal Law (PRA, 2004 now amended), came into effect in April of the same year and is a legal and regulatory framework for the operation of the Contributory Pension Scheme (CPS).
Achievements in the last one year:
A: Continued Significant Reduction in Outstanding Backlog of Terminal Entitlements of Retired Employees, State wide
The backlog of terminal entitlements of retirees has been reduced within a 9 month period, i.e. May 2016 – May, 2017. The Lagos State Government through LASPEC had paid the sum of N11, 754. 082 billion into the RSA of 2,886 retirees. 1,291 of the retirees were from the Local Government and SUBEB, 697 from TEPO, 887 from the Mainstream service and 11 from Parastatals. From August 2015 to March, 2017, the State Government through LASPEC had paid the sum of N25.809.560 billion into the RSA of 5,956 retirees i.e. 2,585 from the Local Government and SUBEB, 1,442 (TEPO), 1,618 (Mainstream) and 310 (Parastatals).
No of Retirees
Amount paid ( N )
N11, 754. 082b
Bailout of LG / Parastatals pensioners continues.
This administration has not relented in the bailout of the Local Government & State Universal Basic Education Board (SUBEB) retirees. The Governor magnanimously gave instructions for State government funds to be utilized to pay retirees from the Local governments. Below are the Parastatals that had enjoyed Pension bailout:
Lagos State Water Corporation
Radio Lagos/Eko F.M
Lagos Television Authority
Lagos State Printing Corporation
Adeniran College of Education
Centre For Rural Development (CERUD)
Lagos State Sport Council
Lagos State Agric Input and Supply
Lagos State Council for Arts & Culture
Lagos State Agric Development Authority.
In essence, since the commencement of the Retirement Benefit Bond Certificate Presentation in 2010, on over 13,365 retirees/ deceased/withdrawn staff, the State Government has paid accrued pension rights of about N59, 821.560 billion.
Furthermore, there have been regular deductions of 7.5% from the salaries of staff and corresponding 7.5% by the State Government into the Retirement Savings Accounts maintained by them with their appointed PFAs. As at March, 2017, these deductions have cumulatively risen to N78, 592 billion approximately since the inception of the scheme in 2007.
In essence, Lagos State Government’s funding of employees’ pension rights under the Contributory Pension Scheme in a period of 10 years is approximately N138, 413.560 billion
B: Consistency in Payment of Pension:
This Administration commenced and has been able to maintain the trend of paying terminal entitlements of retired employees monthly since it started in August, 2015.
C: Payment of Death Benefit:
The State Government through the Commission has also paid to named beneficiaries of deceased employees, Insurance benefit worth the sum of N170, 000,000.00. The insured death is by Law to be paid to named beneficiaries to alleviate the immediate needs of the family members of a deceased person. The Estate of a deceased staff is also entitled to receive the balance in the retirement account and accrued rights due, if the employee had joined service before the commencement of the Contributory Pension Scheme (CPS).
D: Education & Information dissemination
LASPEC had organised the 10th & 11th Retirement Benefit Documentation Seminar in collaboration with the State’s approved 10 Pension Fund Administrators and five Insurance companies for workers who would retire from the service between July –December, 2016 and January –June, 2017 respectively and the Agency is in the process of organising the 12th Seminar for those, who will exit between July- December, 2017. The main objective of the Seminar is to educate prospective retirees on steps they need to take to facilitate the quick processing of their terminal entitlements.
E: Regular inspection tour to Parastatals of Government
The Commission carried out regular compliance inspection of Parastatals in the State with a view to ensuring compliance with the provisions of the PRL 2007 e.g. that monthly deductions from employees’ salaries and employer’s contributions are remitted into the respective Retirement Savings Accounts of the employees.
F: Customer Familiarization Index (CFI)
Lagos State was the first State government to proactively prepare her workers for the opening of the transfer window which will enable a contributor port from one PFA to another.
The PFAs in collaboration with LASPEC had the first phase of “Know Your Customer” (KYC) exercise, which involves RSA data capture of their contributors. This is in line with the circular from the National Pension Commission. Some of the benefits of this exercise are:
➢ To make sure that the State contributors align with the global best practices in the Pension Industry.
➢ To remove any duplication that may arise when the transfer windows are open
➢ For unique identification of contributors
G: Interactive Voice Response (IVR):
Furtherance to the Commission’s mission to provide exceptional services on Pension matters to employees in the Lagos State Public Service, it has come up with a 24/7 Help Desk number. The number is 016311699. Enquiries are promptly attended to in English, Yoruba and Pidgin depending on choice by the customer.
H: Continuous sensitization of retirees on the activity of scammers:
The Commission has not stopped the sensitization of retirees on the activities of Pension fraudsters. It would interest you to note that despite the fact that one or two cases of these fraudsters are reported, this malaise has reduced drastically compared to what the Agency used to have in the first half of 2016.
I: (i) Innovations introduced:
EMPLOYEES RETIREMENT EVALUATION SYSTEM (ERES)
The Lagos State Pension Commission introduced the ERES to aid and facilitates the benefit payment process. This state of the art, sharp edged robust software called EMPLOYEES RETIREMENT EVALUATION SYSTEM(ERES) has automated the process of computing the past service benefit of retirees of Lagos state with minimal human intervention and zero percentage error rate.
(ii) ELECTRONIC ARCHIVING /RETIREE DOCUMENT MANAGEMENT SYSTEM
Lagos State Pension Commission as one of the trail blazing agency of Lagos State Government has initiated and perfected electronic Archiving of records of payments made to Retirees of the State for preservation and protection of records in case of any unexpected eventualities. The essence of this giant stride, which was implemented in December, 2015, is the preservation of records of paid retirees in electronic format and thereby removing the usually associated “ghost worker/retiree” fraudulent syndrome prevalent with the administration of old pension regime due to lack of adequate record.
J: Specialized Orientation Programme:
The Commission was also one of the specified Agencies earmarked for the Specialized Orientation Programme for Redeployed Management Staff in the Local Government Service. This is to ensure seamless integration of Officers from the Local Government to the State Public Service.
There is no doubt whatsoever that the officers of the Ministry of Establishments, Training and Pensions have laboured and toiled to achieve exceptional feats in the first two years of this administration. I can assure you that we are committed to doing even more. This is because we appreciate that well-motivated and well-trained officers of the public service are best suited to conceive of workable government policies and to implement policies in ways that will translate into tangible benefits and dividends for the good people of Lagos State.
Thank you for your kind attention.
Dr. Akintola, Benson Oke, FCArb.
Itesiwaju Ipinle Eko l’o je wa l’ogun.