Understanding the civil service rules & its components

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Prepared by: Dr. Oyewole O. Sarumi [LMS Consulting Ltd.] Website: http://lms-consulting.org
Understanding the Civil Service Rules & Its Components
Aims
 To facilitate a platform for understanding of Civil & Public Service in Nigeria
 To offer participants a broad introduction to Civil & Public Service rules.
 Identify and explain the main concepts associated with Civil service rules
Objectives
 Explore issues of Civil and Public Service Rules
 Understand the concepts, principles and components of Civil Service Rules
 Understand the role of Civil Service Rules in good governance and effective service
delivery.
Outcomes
At the end of this session, participants will:
 Have a clear understanding of the structure of the Civil service in Nigeria
 Have concise knowledge of the core values of the Civil Service
 Gain knowledge and skills on Civil Service Rules
 Know these rules and how they affect them as Civil Servants
 Be able to describe the various rules guiding the Civil Service
DEFINITION OF IMPORTANT TERMS
1. Bureaucracy
010103 Fash (2015) defines bureaucracy as a body of rules, processes and procedures, for
the conduct of Public Service by which things are done –
2. Suspension
2015 SUSPENSION – 040507 – a sanction that involves temporary stay–off duty of a
maximum period of 3 months with loss of corresponding benefits. It is not synonymous with
interdiction. It shall apply where a prima facie case, the nature of which is serious has been
established against an officer.
SUMMARY
 This work discussed the provisions of the Public Service Rules and the Code of
Conduct for public office holders in Nigeria.
 The paper is particularly targeted to a select group – newly employed workers in the
Lagos State Judiciary – on orientation course.
 Consequently, the Public Service Rules applicable to public servants in Nigeria, and
the Code of Conduct for Public Office Holders in Nigeria enshrined in the 1999
Constitution of Nigeria form the crux of materials used for the work.
 It is believed that for any public servant in Nigeria to succeed in his or career, such a
servant must abide by the provisions of these instruments and other relevant ones,
hence it is concluded and recommended that every public servant should acquire
copies of these documents for use.
INTRODUCTION:
Social sciences have bequeathed to humanity the institution of government. Before the
emergence of government and governance, social interactions and behaviour were not
regulated. Man was lawless and naturally barbaric. Everyone did things the way they
pleased him or her.
In short, humans behaved like animals. Anarchy was the order of the day. It was a state of
survival of the fittest and high level degree of oppression. Government emerged to regulate
behaviour, human activities and social interactions.

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Social sciences field of study has contributed more than any other field in the world because
without an enabling environment propelled by government and governance, there would
have been no such great inventions in the fields of engineering, medicine, architecture, etc.
In a micro dimension therefore, if there are no regulations, rules and laws generally, the
public service in fact would have not been in existence let alone functional. It is in this
direction that some scholars see the public service to be synonymous with bureaucracy
because bureaucracy itself is characterized by fixed rules, discipline and proper conduct.
For the public service to achieve its aims there is the need for a set of rules and code of
conduct to be put in place so that services can be delivered effectively and efficiently. It is in
this direction that the government came up with such guidelines as the Public Service Rules,
Code of Conduct for public office holders, Code of Ethic in Government business, financial
regulations, financial memorandum, etc.
Here, we’re concerned with public service rules and code of conduct for public servants of
the federation of Nigeria, of which you are an integral part of. We’ll highlight some of the
provisions of the current Public Service Rules published by the Federal Government of
Nigeria, and the Code of Conduct for Public Officers enshrined in the Fifth Schedule, Part 1
of the 1999 Constitution of the Federal Republic of Nigeria (as amended).
PUBLIC SERVICE RULES:
Public service rules refer to a set of laws guiding the conduct of public servants for the
effective and efficient performance of their jobs. Included in the public service rules are
conditions of service for public servants (Okonkwo, 2008). The Public Service Rules in
Nigeria have undergone many changes in nomenclature right from the colonial days to the
present day.
It started as General Orders (G.Os) instituted by the colonial masters. Before
independence, the G.Os served as guide for all government employees in Government
Departments and Agencies. Immediately after independence, the name changed again
to Civil Service Rules, and later to the present title of Public Service Rules (Mustapha,
2008).
The present title is adopted to make the rules have general application to all manner of
government employees in Ministries, Departments and Agencies (MDAs). Please note that
the public service is generic and broader in nature than civil service which is restricted to
personnel of core government ministries only. Thus, all civil servants are public servants but
not all public servants are civil servants. (See below).
The public service rules refer to a code of regulations which provide for basic rules,
regulations and procedures that are germane for carrying out the business of government
geared towards efficient service delivery. It is expected that every public servant should
strictly comply with the provisions of the Rules. The overall aim of the public service rules is
to ensure good conduct, loyalty, honesty, courtesy, hard work and ethical principles.
WHAT IS CIVIL SERVICE
Rule 010103- This is a body or organ of the Government, which enjoys continuity of
existence and is usually referred to as Government's Central bureaucracy. Essentially, it
covers Ministries/Extra-Ministerial Departments and Agencies. Its head is Head of Service. It
is also the instrument of the Government of the day but neither the service nor its members
are the partisan of any party.

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The Civil Service is made up of Civil Servants who command a pool of experience and
expertise for implementing Government policies. The Civil Service is indispensable
irrespective of the type of regime whether military or civilian.
PUBLIC SERVICE
A body or organ that enjoys continuity of existence. It is made up of the civil service, the
Teaching Service, the Health Service, the Local Government the Judiciary, Parastatal
organisation, Government-owned companies and Tertiary institutions.
Rule 010101-Public Service Rules are a compendium of rules regulating the conduct,
attitude and career movement of its staff on a daily basis to the point of exit.
Conduct - In terms of relationship with your superior, your subordinates, your colleagues;
attitude to work and work place; and Career movement has to do with your progress in the
Service.
DEFINING THE PUBLIC SERVICE
“Public Service” refers to an agglomeration of all organisations that exist as part of
government machinery for the delivery of services.
It is the machinery through which government articulates and implements its programmes. It
is a mandatory institution of the State under the Constitution, see: Chapter VI of 1999
Constitution under the title: “The Executive, Part I (D) and Part II (C) provides for a Public
Service at Federal and State Levels.
SUMMARY OF THE ROLE OF THE PUBLIC SERVICE
 Advises government on policy options.
 Administrative machinery of Government for implementing policy decisions and
delivering services.
 Driver of all development initiatives and pivot for growth of economy.
 Lead institution in strategic thinking and translation of intentions to policies for the
delivery of improved quality of life.
 Fulfills the mandate of the Government, in conjunction with the political leadership, which
is to serve the people.
 Crucial to the overall effort of responding effectively to the development challenges of the
21st century.
AIMS OF PUBLIC SERVICE RULES & REGULATIONS
Aimed at entrenching the issues of transparency, accountability, justice, equity, due process,
and the rule of law. All these are very paramount to the conduct of Government business,
which all Public Servants must imbibe.
The strategic goal of Public Service Rules and reforms (PSR&R), is to achieve our national
development agenda and collective goal of becoming one of the 20 leading industrialized
nations of the world by 2020 through a focused and vibrant Public Service.
PUBLIC SERVICE RULES
It cover a wide range of issues relating to:
1) Appointment and leaving the service – Types of appointment; appointment to senior
posts, Secret society prohibition, etc.
2) Rules for appointment on probation: – Period of probation (2 years before
confirmation).
3) Rules for appointment on contract:- conditions for contract; duration of appointment,
etc.
4) Transfer and secondments: Procedures for transfer and secondments.
5) Acting Appointment:- Only when necessary

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6) Leaving the Service:- retirement in public interest, termination during probation,
resignation, etc.
7) Allowances: – various types
8) Annual Performance Evaluation Report and Certificates of Service
9) Compensation for injuries:- workmen compensation Act, etc.
10) Compensation and Insurance:- loss of property, loss of private property, life
assurance, etc.
11) Courses of instructions within and outside Nigeria
12) Discipline:- (a) Misconduct (b) Serious misconduct (c) Conduct prejudicial to the
security of the State.
13) Emoluments and Increment:- payment of salaries; increment, etc.
14) Examination in law and official publications: combined confirmation/promotion
examination, compulsory examination for executive officers, etc.
15) Inventions and Award Committee: functions, procedure, etc.
16) Leave - types, date, etc.
17) Medical and Dental Procedures: medical treatment, etc.
18) Petitions and Appeals
19) Promotions
20) Reward for outstanding works.
OUR PURPOSE
Because these rules are detailed and lengthy, this lecture will only highlight briefly the
provisions of some of them you are likely to come across with, shortly in your service with
the State. These include rules on:
 Procedure for Appointment & Conversion
 Job Security
 Discipline
 Leave
 Petitions and Appeals
 Secondment
 Transfer of Appointment
 Conformation Examinations
 General Criteria for promotion
 General prohibitions
 Compulsory medical tests
 Requirements for leaving the Service
 Etc. Etc. etc. etc.
INTRODUCTION TO THE RULES
CSR 010101 - There are two (2) categories of appointments into Government business. The
one that is guaranteed by the provisions of the Constitution and the Laws of Lagos State is
political while the second category is civil which the provisions of the State Public Service
Rules guaranteed.
Examples of appointments not derivable from the Constitution are Public Service
appointments like:
 Agricultural Officer II, G.L 08;
 Clerical Officer G.L 04;
 Chief Clerical Officer, G.L 07;
 Chief Administrative Officer, G.L 14;
 Deputy Director, G.L 16;
 Principal Scientific Officer, G.L 12;
 Trade Officer, G.L 07;
 Commercial Officer, G.L 08 e.tc; e.tc.
However, the provisions of the Public Service Rules do not guarantee the following
appointments. They are:
The Governor; The Deputy Governor; The Rt. Hon. Speaker and Deputy Speaker, and
Members of the House of Assembly; The Hon. Chief Judge and Judicial members of Lagos
State; The Auditor General of Lagos State; The Auditor General for Local Government;
Chairmen and Members of the State Civil Service Commission, Judicial Service
Commission, House of Assembly Commission, Teaching Service Commission, Audit Service
Commission, Independent Electoral Commission, Health Service Commission and Local
Government Service Commission.

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Established Post
This is a post provided for under the Personnel Emoluments sub-heads of the Estimates.
020207- PROCEDURE FOR APPOINTMENT INTO JUNIOR POST
 The candidate shall submit an application letter;
 The candidate shall be interviewed if found suitable and any false statement made in
his application shall be regarded as sufficient grounds for non-employment or, if such
falsehood is detected after engagement, for termination of employment without
notice.
 In the light of the information so supplied, the candidate is still considered eligible and
suitable, he shall be made an offer of appointment.
 If the candidate accepts the offer, he shall write a letter of acceptance
020503 - PROCEDURE FOR CONVERSION (Senior and Junior posts)
 Approval of the State Civil Service Commission or any other such body.
 Service of minimum of 2 years in his original cadre.
 Applicants' application to the Permanent Secretary/Head of Ministerial
Department/Agency
 Recommendations of the Personnel Management Board to be forwarded to the Civil
Service Commission or any other such body by the Permanent Secretary/Head of
Ministerial Department/Agency with comments as to:
o How the applicant has performed his duties
o Whether the applicant is considered to be well-qualified for the post he
desires and
o Recommendations as to the grant or refusal of the application.
o (same for Junior post save i above) the conversion of officers in junior posts
requires the recommendation of the appropriate Personnel Management
Board or any other such body and the ratification of Permanent
Secretary/Heads of Extra-Ministerial Department/Agency.
ELIGIBILITY FOR CONVERSION INTO THE ADMINISTRATIVE OFFICER CADRE
 Obtain full minimum educational qualification for direct appointment to the
administrative cadre and
 Been successful at the prescribed selection process
IMPLICATION OF REFUSAL TO TAKE CONFIRMATION TEST
Rule 070104 – an officer who refuses to take the confirmation examination after four years of
first appointment shall be required to resign from the service.
DISTINCTION BETWEEN APPOINTMENT AND RECRUITMENT
1. Recruitment 020201
Recruitment is the filling of vacancies by the appointment of persons not already in the
Civil/Public Service of Lagos State according to the manpower requirement of the Ministry,
Department and Agency.
2. Appointment 020201
Appointments to offices in the State Civil/Public Service are made:
a) By letter written under the direction of the State Civil Service Commission and other
Agencies so empowered; or
b) By formal agreement between the officer and the State Government or its appointed
agents, subject to Rules 020205, 0202006 and 020207. Permanent
Secretaries/Heads of Extra-Ministerial Departments/ Agencies are authorised to
appoint eligible candidates to posts in respect of which the powers of appointment
have been delegated to them.

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c) The Public Service Rules, circulars, and other relevant documents shall govern
conditions of service.
TYPES OF DIRECT APPOINTMENT - Rule 020202
a) Trainee or pupilage;
b) On probation in a pensionable post;
c) On contract for a specified period;
d) In acting capacity;
e) On temporary basis. (reference to definition in rule 010103)
f) Part time basis
JOB SECURITY
Job security is the statutory flavour or ingredients one can find in a contract of appointment.
This flavour or ingredients are called security of appointment or tenure.
DEPRIVATION OR LOSS OF JOB SECURITY
 It is interesting to note that the inclusion of job security in the contract of appointment
is taken away from a would-be employee the moment he acknowledges the offer of
his appointment.
 Paragraph 5 of the offer of appointment letters stipulates that:
o Government can at its discretion determine your appointment by giving you
one month notice or pay you one month salary in lieu of notice.
ELIGIBILITY FOR APPOINTMENT
Rule 020205 - to be eligible to permanent and pensionable appointment into the Civil/Public
Service of Lagos State, every applicant must:
a) Not be less than 18 years of age and not more than 55 years of age.
b) Possess such minimum requisite qualifications as may be specified for the post
applied for and as amended from time to time.
c) Be certified by a government medical officer as medically fit for government service.
d) Possess a testimonial of good conduct from his/her last employer or, if not previously
employed, from the last school or institution he attended.
e) Possess requisite qualification as provided for in the scheme of service.
Rule 020206 (a) adds that prior specific approval of the State Civil Service Commission must
be obtained if:
I. The applicant has been convicted of a criminal offence.
II. He has previously been employed in government service and has been dismissed or
called upon to resign or retire there from. Such approval must always be obtained
irrespective of any delegation of the powers of the commission.
Rule 020206 (b) every applicant for employment by Government must state:
 Whether he has been convicted of a criminal offence;
 All employment he had engaged in; and
(a) If had left any employment, why he did so; or
(b) If he is still in any employment and whether he is under any obligation to remain
in it.
III. He is free from financial embarrassment.
SECONDMENT AND TRANSFER
Rule 020501 - Secondment is the temporary release of an officer to the service of another
Government-approved body or any recognized international organisation for a specific
period. Secondment should be used to fill identified skills gap.

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SECONDMENT AT OFFICER’s REQUEST
Rule 020501 - Secondment at officer’s request is subject to a maximum period of 2 years
after which he may request for one year extension, return to his former post or seek for
transfer.
BURDENS OF SECONDMENT AT OFFICER’s REQUEST.
a) Grant of notional increment on secondment.
b) On de-secondment may be granted notional promotion to restore his seniority.
c) Loss of salaries on secondment;
d) Loss of promotion;
SECONDMENT ON GROUNDS OF PUBLIC POLICY
 Duration is limitless;
 Continuous holding of his post;
 Entitlement of increment and promotion;
 Secondment will be treated as being on special duty.
TRANSFER OF APPOINTMENT
This is the permanent release of an officer from: one scheduled service to another;
CONVERSION
Movement of an officer from one cadre on presentation of prerequisite additional
qualification
ADVANCEMENT
Upward movement of an officer within the cadre based on additional qualification or cognate
experience as provided in the scheme of service
CONDITIONS FOR TRANSFER
The officer must have been confirmed in his previous service, his qualification, experience
and career progression must be in tandem with the scheme of service for his grade;
 Provided the contemplated transfer would not jeopardize the promotion prospect
of serving officers;
 Certification by ministry that there are vacancies not only in the relevant grade
but also in the applicant's discipline or speciality;
 If he has served in his current grade for the stipulated minimum number of years
prescribed for promotion to an advertised post.
CLARIFICATION AS TO WHO IS TO WRITE A COMBINED CONFIRMATION
EXAMINATION
070201 (a) all Clerical Assistants who must have spent at least 2 years on the post;
Clerical Officers who have spent one year in post;
070301(b) all Administrative officers who:
I. Have spent at least 2 years from the date of direct appointment in the State
Civil/Public Service;
II. Transferred from other scheduled services
III. Converted from other cadres to the Administrative Officer cadre.
Meanwhile, Administrative Officer who possesses legal qualification obtained from a
Nigerian University or has been called to the Nigerian Bar shall be exempted from taking
Group A of the prescribed examination.
070401(c) all Executive Officers directly appointed by the Civil Service Commission;
transferred from other scheduled services and converted from other cadres to the Executive
Officer cadre.
REQUIREMENTS FOR LEAVING THE SERVICE FOR PARTICIPATION IN PARTISAN
POLITICS.
040524 - A civil servant who wishes to partake in partisan politics or seek elective public
office shall first resign his appointment forthwith.

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GENERAL CRITERIA FOR PROMOTION
020601(C)
Promotion to all posts shall be made strictly on the basis of available vacancies and
competitive merit from among all eligible candidates.
While assessing merit of officers:
 A clear distinction shall be made between their records of performance or efficiency
in lower grade and their potentials for promotion i.e. Ability plus competence to
perform efficiently the duties and responsibilities of the higher post.
 Seniority and previous record of performance shall be taken into account in choosing
between candidates with equal potentials for promotion.
 Written examination and general satisfactory record of conduct shall also be
considered.
Failure to pass promotional exams on 3 consecutive attempts
020706 i. Officers who fail the promotion examination on three 3 consecutive attempts on
the same grade and whose on the job performance has been assessed to be below average
shall be required to leave the service.
MEHODS OF LEAVING THE SERVICE
020710 - to exit from the service takes 5 different methods as detailed below, in addition to
confirmation of appointment.
a) Resignation – a service year of a day less than five (5) years. The officer shall give
one month notice.
b) Withdrawal of service – this is a service of five (5) years subject to a maximum of a
day less than 10 years. The officer shall give one month notice or pay one salary in
lieu of notice.
c) Statutory retirement – the statutory retirement age for all grades in the service shall
be 60 years or 35 years of pensionable service whichever is earlier.
d) Redundancy – where an officer's service is no longer required due to redundancy,
i.e. where the need for a specific job diminishes or ceases completely, that officer
shall be required to leave the service. A 3–month salaries will be paid in lieu of notice
with redundancy payment in line with statutory requirement.
e) Dismissal.
DISCIPLINE AND DISCIPLINARY PROCEDURE
Who has the authority to discipline?
040105 – (a) the power to dismiss and to exercise disciplinary control over officers in the
State Public Service is vested in the State Civil Service Commission or any other such body.
This power may be delegated to any members of the Commission or any officer in the State
Public Service
BASIS FOR DISCIPLINARY PROCEEDINGS
040103. Disciplinary actions should be directed not only towards sanctions but to improved
performance.
040103 – The basis for disciplinary procedure are initiated due to official misconduct or
general inefficiency.
SUSPENSION
040507 – Suspension subject to maximum period of 3 months without pay is a sanction that
involves temporary stay-off duty with loss of corresponding benefits. It is not the same as
interdiction. It shall apply where a prima facie case, the nature of which is serious, has been
established against an officer

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INTERDICTION
040505- When an officer commits an offence, the end result of which may lead to dismissal
from service, and if the disciplinary authority considers that the interest of the State
Civil/Public Service require that such officer should cease forthwith to exercise the powers
and functions of his office, the officer will proceed on interdiction.
DUTIES OF AN INTERDICTED OFFICER
An officer on interdiction has the following duties to perform;
 He must furnish the Ministry/Extra-Ministerial/Agency his contact address including
his telephone contacts to which instructions to him can be delivered;
 If he must leave his station, it should be with the approval of his Permanent
Secretary/Head of Extra-Ministerial Department/Agency;
 He must not leave the country without the approval of the State Civil Service
Commission.
CRIMINAL OFFENCE
Criminal Offence is defined to mean felony, misdemeanour but does not include misconduct.
GENERAL INEFFICIENCY
040301 - Definition – defines general inefficiency to consist of a series of omissions or
inability to discharge duties to the required standard, the cumulative effect of which shows
that the officer is not capable of efficiently discharging the duties of the office he holds.
CONDITIONS FOR REMOVAL
To qualify for removal from office on account of general inefficiency, the officer must have:
I. been warned on 3 or more occasions previously in writing, or
II. suffer loss or deferment of his last increment, and
III. been given ample opportunity for improvement (within a timeline of one year)
MISCONDUCT
040401 - Misconduct is a specific act of wrongdoing or improper behaviour which can be
investigated and proved. It can also lead to termination or retirement.
LIST OF OFFENCES UNDER MISCONDUCT
Wilful act or omission or general misconduct to the scandal of public or to the prejudice of
discipline and proper administration of the Government e.g.;
 Dishonesty
 Drunkenness
 False claims against government
 Foul language
 Insubordination
 Negligence
 Falsification or suppression of records
 Failure to keep records
 Sleeping on duty
 Loitering
 Unruly behaviour
 Dereliction of duty
 Habitual lateness to work
 Refusal to proceed on transfer or to
accept posting
 Refusal to carry out lawful instruction(s)
from superior officers
 Malingering
 Discourteous behaviour to the public
 Engaging in trade or businesses without
authority
 Improper dressing while on duty
 Hawking merchandise or engaging in any
other form of trade within office premises
during office hours.
 Deliberate delay in treating official
documents
 Immoral behaviour
 Failure to appear for promotion exercise
without reasonable cause
 Fighting while on duty etc.
OTHERS:
 040411 Money lending;
 040412 mode of dressing

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 040413 unofficial testimonial-officers are prohibited from giving in their official
capacity, letters or certificate on official stationery.
 Borrowing money;
 Breaching the oath of secrecy;
GENERAL PROHIBITIONS
Every officer is prohibited from the following:
 040518 – Abstracting or copying official minutes, records or other documents except in
accordance with official routine or with special permission of his Permanent
Secretary/Head of Extra-Ministerial Department/Agency.
 040519 – Have access to official and secret Records relating personally to him.
 040520 – Leaving the civil service and take with him any public record without the written
permission of the Permanent Secretary responsible for Establishment Matters.
 040522 – Act as editor of, take part directly or indirect in the management of, or in any
way make financial contributions to any newspaper magazine or journal except
departmental or staff magazine, professional journal or publication of voluntary
organization.
 040522(c) - Speak in public or make a broadcast on any matter which may reasonably
be regarded as of or administrative nature.
 040522 (d) - allow himself to be interviewed or express any opinion for publication on
any question of a Political or Administrative nature.
 040523(a) hold any office, paid or unpaid, permanent or temporary in any political
organisation.
 040523(b) Offer himself or nominate anyone else as a candidate for any elective public
office including membership of a Local Government Council or State or National
Assembly.
 040523(c) indicate publicly his support for or opposition to any party, candidate or policy.
 040407- engaging in business after Office hours
PENALTIES
040503 - The followings are the punishments, which may be imposed.
 Dismissal
 Reduction in rank
 Reduction in salary
 Withholding/Deferment of increment
 Surcharge
 Reprimand
 Suspension
 Termination of appointment
 Compulsory retirement
 Suspension of increment
COMPULSORY MEDICAL TEST
080103 - makes it compulsory for every new appointee to present himself for medical test in
a Government Hospital.
MEDICAL DOCUMENTS DURING ILLNESS
Med 166 - Excuse duty Certificate
Med 167- Light duty Certificate
- Medical & certificate of treatment
DUTY TO REPORT WHEN SICK
080304 provides that an employee must report his illness to his HOD at within 48 hours or
cause to be delivered an excuse duty certificate signed by an appropriate Medical Officer.

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UNREPORTED ILLNESS BECOMES ABSENCE
(c) Unless absence from duty through illness is covered by admission to a State Government
Hospital, by Departmental authority as explained above, or an excuse duty certificate, it shall
be treated as absence without leave 04501
MAXIMUM AGGREGATE SICK LEAVE
080314 - Six (6) weeks for officers not hospitalised within a 12 calendar months but three (3)
months at first instance when hospitalised.
SUBLETTING OF GOVERNMENT QUARTERS
110304 - It becomes a serious misconduct to sublet any part of his staff quarters or use the
quarter to take in a lodger or a paying guest.
OFFICERS WHO ARE NOT TO PAY RENT
110304 - No rent is payable by an officer who by the nature of his job, is compelled to
occupy specific Government quarters.
Increment defined
050201 - Increment is a predefined amount added to the annual emolument of an officer
every calendar year.
SUSPENSION OF INCREMENT
050208 - Although, granting of annual salary increment is not a right but officers who
(i) Fails to secure confirmation of appointment; and or
(ii) Fails to pass a prescribed examination or test may if the conditions are not fulfilled within
a specific time, cease to be eligible to receive any increment until the date on which he does
fulfil the conditions in question.
DEFERMENT OF INCREMENT
050205 - An increment is deferred subject to a minimum of 3 months and maximum of 6
months when the decision as to whether or not it should be granted is postponed for a
specific period.
WITHHELD INCREMENT
050206 – An officer’s increment is withheld when it is decided not to grant it and he shall
cease to be eligible for it until his next incremental date. The withheld increment results in
the salary of the officer in question remaining for the rest of his incremental service one
increment behind what it would have been had the increment not been withheld.
POSTPONEMENT OF DISCIPLINARY PROCEEDINGS
040107 provides that: any disciplinary proceeding against a female civil servant which would
otherwise have been taken during the period of her maternity leave shall be postponed until
her maternity leave has expired. Such postponement however shall not in any way prejudice
the proceedings against her.
Annual leave defined
120202 – Annual leave is the absence of an officer from duty for a period specified in Rule
120209 as may be authorized by a superior officer
Annual leave is compulsory
120203 - Annual vacation leave is compulsory. No officer shall be required or allowed to take
working leave whereby the officer reports for duty during his approved leave period. All
officers must therefore take vacation leave within the calendar year in which such leave is
due.
DEFERRED LEAVE
– Vacation leave which an officer is permitted to carry forward until the time of his retirement.

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LEAVE YEAR
Period between 1st day of January and the 31st of December of the year.
EX-GRATIA LEAVE
Leave granted as a gift or favour not because there is a legal duty to grant it.
OTHER LEAVE -120201
 Annual leave
 Leave to attend Trade Union conference;
 Examination leave;
 Sabbatical leave;
 Leave of absence;
 Pro rata leave or proportionate leave;
 Study leave with pay;
 Study leave without pay;
Leave inclusive of Saturday, Sunday and public holidays
120207 provides that the period of any leave as casual leave, sick leave, maternity leave
e.t.c. granted under these rules shall be inclusive of Saturday, Sunday and Public holidays
occurring therein.
Leave allowance
120208 - An officer whether serving at a station away from his home place or serving at his
home place when granted annual leave shall be provided with leave allowance at the
prevailing rates.
Qualifying period for annual leave
120209 - PRO RATA CALCULATION
No period of service less than one month shall be reckoned for proportionate leave.
Thus,
n x (x1, X2, X3) where n = no. of months actually fully worked in a year
12 1
and X1 = 14 days, X2 = 21 days and X3 = 30 days as applicable to the officer.
Paternity leave
120237 - It is the authorised absence from duty of a serving male officer to whom a new
baby or babies in a case of multiple births is born or adopted up to a maximum of 10 days in
relation to and at the time of his spouse first two deliveries.
A male officer shall not be entitled to Paternity leave in respect of the third and subsequent
children. Approval is subject to presentation of child's birth certificate or letter of release as
applicable.
Adoption leave
120235 B.- a female officer who adopts is entitled to 12 weeks Adoption leave at a stretch
beginning from the date of release of baby with full pay. Evidence showing the release of the
baby must be presented before grant of leave. Where this annual leave has already been
enjoyed before the grant of adoption leave, that part of the adoption leave equivalent to the
annual leave will be without pay.
Pro-rata or proportionate leave
120221- Proportionate leave is a vacation granted to a new, officers who attend courses of
instruction/training over a period of six months or retiring officer in proportion to the number
of days he has put into the service. Any period of service under 30 days is not reckonable.
Leave of absence
120240 -It is the absence from duty authorized on grounds of public policy. All such leave
shall be approved without pay by the Civil Service Commission or any other such body on
the recommendation of the Head of Service.

Page | 13
Types of leave of absence
A. Leave of absence to join spouse on course of instruction of not less than 9 months
duration abroad.
B. Special leave of absence to join spouse on grounds of health/public policy.
C. Leave of absence on grounds of public policy for technical aid programme.
D. Leave of absence to take up non-elective political appointment.
E. Leave of absence on grounds of public policy for an official whose spouse is a
president, vice president, governor, deputy governor, chairman or vice chairman.
SIGNIFICANCE OF Establishment FORM No. 1
Staff Record or Record of Service. It has 7 records, namely:
 Identification record;
 Career movement record;
 Personal emolument record;
 Educational record;
 Leave record;
 Record of past services;
 Loans record.
PETITIONS:
The Public Service Rules define petition as “a formal appeal to ultimate authority, that is, the
Head of Government for special consideration of a matter affecting an officer personally”.
The Rules advised officers to as much as possible exhaust all possible peaceful avenues
provided in the Public Service Rules and Circulars for redress before proceeding to courts of
law.
A petition must be submitted through the proper departmental channels, namely the
petitioner’s immediate superior officer and the Permanent Secretary/Head of Extra
ministerial office, who will forward the petition with his or her comments and
recommendations to the Chairman of the Federal Civil Service Commission and Head of the
Civil Service of the Federation. A petition must bear the full name, staff number, signature
and address of the petitioner (Rule 090206).
A petition submitted more than 6 months after the decision complained of has been given,
will not be entertained, unless such delay is supported by valid reasons.
CODE OF CONDUCT
The overall objective of Code of Conduct is to ensure public accountability by public officials.
Generally speaking, Code of Conduct refers to “a comprehensive and systematically
arranged collection of laws, regulations and rules of conduct procedure that guide, regulate
and direct the behaviour of public officers” (Onyeneho and Okonkwo, 2006).
Every public servant and indeed public office holder in Nigeria is expected to abide by the
provision of the Code of Conduct for public officers as stipulated in the Fifth Schedule, Part 1
of the 1999 Constitution of the Federal Republic of Nigeria (as amended). For the avoidance
of doubt, Part II of the Fifth Schedule of the Constitution defines the categories of public
officers for which the Code of Conduct is applicable to. These are:
1) The President of the Federation
2) The Vice President of the Federation
3) The President and Deputy President of the Senate, the Speaker and Deputy Speaker of
the House of Representatives and Speakers and Deputy Speakers of Houses of
Assembly of States, and all members and staff of legislative houses
4) Governors and Deputy Governors of States
5) Chief Justice of Nigeria, Justices of the Supreme Court, President and Justices of the
Court of Appeal, all other judicial officers and all staff of courts of law
6) Attorney General of the Federation and Attorney General of each State

Page | 14
7) Ministers of the Government of the Federation and Commissioners of the Governments
of the States
8) Chief of Defence Staff, Chief of Army Staff, Chief of Naval Staff, Chief of Air Staff and all
members of the armed forces of the Federation.
9) Inspector – General of Police, Deputy Inspector-General of Police and all members of
the Nigeria Police and other government security agencies established by law.
10) Secretary to the Government of the Federation, Head of the Civil Service, Permanent
Secretaries, Directors-General and all other persons in the civil service of the Federation
or of the State.
11) Ambassadors, High Commissioners and other officers of Nigerian Missions abroad
12) Chairman, members and staff of local government councils
13) Chairman, members of the Boards or other governing bodies and staff of statutory
corporations and of companies in which the Federal or State Government has controlling
interest
14) Chairman, members and staff of the Code of Conduct Bureau
15) All staff of universities, colleges and institutions owned and financed by the Federal or
State Government or local government councils
16) Chairman, members and staff of permanent commissions or councils appointed on full
time
Details of the Code of Conduct for public officers in Nigeria –including you and I are as
follows:
A public officer shall not put himself in a position where his personal interest conflicts with his
duties and responsibilities
Without prejudice to the generality of the foregoing paragraph, a public officer shall not:
a) Receive or be paid the emoluments of any public office at the same time as he receives
or is paid the emoluments of any other public office; or
b) Except where he is not employed on full time basis, engage or participate in the
management or running of any private business, profession, or trade but nothing in this
sub-paragraph shall prevent a public officer from engaging in farming
The President, Vice-President, Governor, Deputy Governor, Ministers of the Government of
the Federation and Commissioners of the Governments of the States, members of National
Assembly and of the Houses of Assembly of the States, and such other public officers or
persons as the National Assembly may by law prescribe shall not maintain or operate a bank
account in any country outside Nigeria
(1) A public officer shall not, after his retirement from public service and while receiving
pension from public funds, accept more than one remunerative position as chairman,
director or employee of:
(a) A company owned or controlled by the government; or
(b) Any public authority
(2) A retired public servant shall not receive any other remuneration from public funds in
addition to his pension and the emolument of such one remunerative position.
5. (1) Retired public officers who have held offices to which this paragraph applies are
prohibited from service or employment in foreign companies or foreign enterprises.
(2) This paragraph applies to the offices of President, Vice President, Chief Justice of
Nigeria, Governor and Deputy Governor of a State.

Page | 15
(1) A public officer shall not ask for or accept property or benefits of any kind for himself or
any other person on account of anything done or omitted to be done by him in the discharge
of his duties.
(2) For the purpose of the sub-paragraph (1) of this paragraph, the receipt by a public officer
of any gifts or benefits from commercial firms, business enterprises or persons who have
contracts with the government shall be presumed to have been received in contravention of
the said sub-paragraph unless the contrary is proved
(3) A public officer shall only accept personal gifts or benefits from relatives or personal
friends to such extent and on such occasions as are recognized by custom:
Provided that any gift or donation to a public officer on any public or ceremonial occasion
shall be treated as a gift to the appropriate institution represented by the public officer, and
accordingly, the mere acceptance or receipt of any such gift shall not be treated as a
contravention of this provision.
The President or Vice President, Governor or Deputy Governor, Minister of the Government
of the Federation or Commissioner of the Government of a State, or any other public officer
who holds the office of a Permanent Secretary or head of any public corporation, university,
or other parastatal organization shall not accept:
(a) a loan, except from government or its agencies, a bank, building society, mortgage
institution or other financial institution recognized by law; and
(b) any benefit of whatever nature from any company, contractor, or businessman, or the
nominee or agent of such person: provided that the head of a public corporation or of a
university or other parastatal organization may, subject to the rules and regulations of the
body, accept a loan from such body.
No person shall offer a public officer any property, gift or benefit of any kind as an
inducement or bribe for the granting of any favour or the discharge in his favour of the public
officer’s duties
A public officer shall not do or direct to be done, in abuse of his office, any arbitrary act
prejudicial to the rights of any other person knowing that such act is unlawful or contrary to
any government policy
A public officer shall not be a member of, belong to, or take part in any society the
membership of which is incompatible with the functions or dignity of his office
1) Subject to the provisions of this Constitution, every public officer shall three months after
coming into force of this Code of Conduct or immediately after taking office and
thereafter: (a) at the end of every four years, and (b) at the end of his term of office,
submit to the Code of Conduct Bureau a written declaration of all his properties, assets
and liabilities and those of his unmarried children under the age of eighteen years.
2) Any statement in such declaration that is found to be false by any authority or person
authorized in that behalf to verify it shall be deemed to be a breach of this Code.
3) Any property or assets acquired by a public officer after any declaration required under
this Constitution and which is not fairly attributable to income, gift, or loan approved by
this Code shall be deemed to have been acquired in breach of this Code unless the
contrary is proved.
12. Any allegation that a public officer has committed a breach of or has not complied with
the provisions of this Code shall be made to the Code of Conduct Bureau.
A public officer who does any act prohibited by this Code through a nominee, trustee, or
other agent shall be deemed ipso facto to have committed a breach of this Code.

Page | 16
In its application to public officers:
a) Members of legislative houses shall be exempt from the provisions of paragraph 4 of
this Code; and
b) The National Assembly may by law exempt any cadre of public officers from the
provisions of paragraphs 4 and 11 of this Code if it appears to it that their position in
the public service is below the rank which it considers appropriate for the application
of those provisions. (Culled from the Constitution of the Federal Republic of Nigeria, (1999,
as amended).
COMMUNICATION CHANNELS WITHIN THE CIVIL SERVICE IN NIGERIA – STEPS &
PROCEDURES
The Nigerian Civil Service has many channels through which it communicates with not only
its members but also members of the public. Some of these are; written, oral, or non-verbal
channels. Very often, the channels that are used within the service, depends on:
1) What is to be communicated?
2) Who is doing the communicating?
3) At who is the communication targeted.
4) What is the feed-back.
The wrong channel would naturally result in the target audience missing the message or
information altogether (Eboh, 1986).
Written Channels
In the Nigerian Civil Service, this is the most frequently and intensively used communication
strategy. Some of the written channels often used in the civil service are:
Memorandum:
A memorandum is a short statement, report or note, used daily in the civil service within and
outside departments. It could be formal or informal, but its main characteristics is that it is
relatively short by comparison to reports for instance. Often referred to as memo, it is written
on pre-printed memo forms showing who the message is from, and to whom it is being
addressed. It is a relatively fast and easy way to communicate in the service. One
shortcoming however is that, on account of its shortness, it does not give a full exposition of
the matter under consideration (Eboh, 1986).
Minutes:
Minutes are views, opinions, advice, information or directives expressed in writing during the
course of day-to-day work in the office. They are usually enclosed in paper jackets known as
files. Each file bears a reference number by which it is easily identified. A minute is usually
much shorter than a memorandum. While a minute in normal circumstances should not
exceed five pages, a memorandum can be much longer. A minute is more informal than a
memorandum, both in language and in style. Whereas a minute is addressed to a particular
person, a memorandum is usually meant to be studied and considered by as many people
as are concerned or interested in the subject. For these reason, abbreviations are often used
in minutes, and constitute the normal short hand in minutes writing, they are considered
improper in memo writing (Adebayo, 1981).
Reports:
Reports are official written accounts of any matter, which are usually written after analysis or
investigations have been concluded on the subject matter. Unlike memoranda reports are
usually very long and detailed. They are meant to provide the reader with a complete
analysis of the matter under review. Reports could be written on a daily, weekly, monthly or
annual basis depending on the requirement of the department concerned, and the issue at
stake. One feature of a report is that which also constitute its main weakness. And that is

Page | 17
that; the bigger the report, the better executives think of it. But the bigger it is, the less
chance there is of its being read. Civil service departments are almost like waste paper bins
– there are masses of files very few people have knowledge of; reports people don’t read.
The correct information is in there, but it is disguised and people don’t have time to dig it out
(Shaw, 1977).
Press Releases:
This is a method used by government departments to inform the public about what it wants
the public to know. The information is usually typed or printed and distributed to the public.
However, government officials hope that the press would reprint or broadcast the released
information to give it wider publicity (Eboh, 1986).
Press Conference:
In a press conference, public officials face the press and give out written statements read to
the press by an official, who also fields questions from the press. The President or Governor
and many other high officials, use this method to release information on important topics. It
is an effective communication strategy because it provides immediate feedback in the form
of questions asked by reporters. Such questions tend to clear away any misunderstanding of
the message communicated.
Executive Orders:
There are directives issued by the President or Governor directly, or by others, in their
names. They communicate desired actions to those concerned. Executive orders usually
have the force of law, and even after they have been announced orally, they are normally
printed and distributed.
Gazettes:
Gazettes are official government publications aimed at informing the public about
government decisions. It includes all kinds of information about various aspects of
government activity. Most often, government decisions do not take effect until they are
published in a Gazette. The gazette is published weekly, and is widely distributed within and
outside the civil service.
Letters:
Letter writing is a normal feature of bureaucratic activity in the service. It could be to people
within or outside the service. If the subject matter concerns many people, it is presented as a
“circular” letter written and distributed to all concerned.
Pamphlets:
Pamphlets are printed publications without covers, concerning any subject or topic, and are
usually distributed to everyone who might be interested. They are fast and cheap ways to
communicate with interested parties.
Handbooks:
These are short reference books that contain information on particular subjects. Any
government office can publish handbooks explaining any aspect of its activity. Such
publications are very useful to people who have to deal with the particular government
agency. They help to reduce the volume of direct enquiries by the public.
Bulletin Boards:
There are boards upon which notices are pasted informing people on various matters. They
are always conspicuously displayed. It devolves on the public to read such notices and be
informed about government policy and activity.

Page | 18
Circulars:
There are short written messages intended for wide circulation. They are regularly used
within the civil service as a means of communication to civil servants. Circulars always show
from who they emanate and to whom they addressed.
Petition:
This is a special appeal directed formally to an ultimate authority, for special consideration
on a matter affecting a civil servant. There is usually a definite laid down procedure for
sending petitions. If an officer believes that he has been wronged, he must in following due
process, take the matter up with his immediate superior. If he is not satisfied by the solution
proffered by his immediate superior, then he could submit a formal petition to the Head of
Government. Such a petition must be routed through his immediate superior and Head of his
Ministry – the Permanent Secretary. If the petition deals with appointments, promotion,
transfer or discipline, it should be addressed to the Secretary to the Federal or State Public
Service Commission as the case may be. If it deals with conditions of service; it is address to
the Permanent Secretary, Ministry of Establishments. Normally a petition should end with a
short summary of the redress being sought.
Newsletters:
Newsletters usually contain information that are of interest only to a particular group. The
newsletter of any government agency is meant principally for the information and
entertainment of members of the particular agency. They may contain information on
transfers, promotion, meetings seminars and so on. Social news is often also included. On
the whole, written channels of communication are often preferred by civil servants because
they provide a retrievable record of what has been communicated. This reduces the chances
of someone claiming that a particular message did not exist. The problem with written
communication strategy however is that, it creates a lot of paper work. Civil servants often
complain of being weighed down by a mass of paper work, leaving them little time to act on
them. Written channels can also cause confusion when the message is unclear. Unclear
messages lead to more paper work in an attempt to clarify things (Eboh, 1986).
Oral Channels
The most effective communication is the face to face communication between interested
persons in which process, speech is accompanied by gesture and facial expressions. It can
then be perceived immediately whether or not, what is being communicated has been
understood. It also permits further explanations to be given, and the right words chosen to
express the desired concept. Often the quickest and best way to ensure co-operation is to
discuss the matter through direct conversation with the persons involved. Most often, oral
communication precedes a written communication on the subject previously discussed. This
could be formal or informal. Instructions given by a boss to a subordinate orally may be
considered formal if it is official. But oral conversations may also be unofficial, which makes
it informal. (Mills et al, 1986).
One of the most important problems of oral communication is the absence of a record or
evidence of it. It can be easily denied by either party, even when it is tape-recorded. No
record of oral communication is normally kept for later reference. In spite of this, it is a very
important communication strategy in the Civil Service. In the service, there are various forms
of oral communication. They could take the form of meetings, seminars, public lectures or
telephone discussions.
Meeting:
Regular meetings are essential for the smooth running of any organization including the Civil
Service. Meetings could be daily, weekly or monthly depending on the requirements of each
department. Meetings allow members of staff to contribute to decision-making, and given

Page | 19
them an opportunity to air their views. Heads of sections or department often use the
opportunity provided by meetings to inform the staff of new policies and procedures or to get
their comments on any issue.
Seminars:
Seminars are meetings that are organized around a specific topic. It is usually done to
explain particular issues, subjects or topics. Experts in the relevant areas are invited to
present papers on different aspects of the subject to participants. At the end of each paper,
discussions are held to clarify any cloudy points.
Telephone Discussions:
These are very important means of oral communication in the Civil Service. It is relatively
cheap and saves time for traveling and movement for face to face communication. Now with
the coming of the GSM in Nigeria, telephone communication has assumed greater
importance and utility in the civil service.
Non-verbal Communication
In order to communicate with each other, civil servants do not always need to depend on the
written or spoken word. A look, facial expression or gesture often communicate more than
words could express. In the civil service, like most organizations, a lot of non-verbal
communication goes on daily. This can happen in face to face conversation, or even over
the phone. The tone of the voice during verbal communication often tell more than what was
spoken. Hesitation before answering questions often indicates much. Very often, the non-
verbal communication employed by the civil servants is what most exasperate and annoy
outsiders. The way one is looked at or even ignored when one enters an office tell much
about whether such a person is welcome or not. The manner in which one’s question or
greeting is answered, often tells a story – sometimes more eloquently than words.
COMMUNICATION BARRIERS WITHIN THE CIVIL SERVICE
Before discussing the communication barriers, it is pertinent to talk about the preferred
communication strategy in the Nigerian Civil Service. Most civil servants prefer that one puts
whatever he wishes to say in writing. Written channels are generally the most preferred in
the service. This is because, generally, every employee wishes to have and keep a written
record of communication, so that the sender cannot later deny the message.
Written records also protects the receiver, because he can produce evidence of the
message when disagreements later arise. It is however pertinent to point out that all the
methods of communication are in the final analysis used in the civil service because they are
mutually reinforcing.
The basic barriers to effective communication in the civil service may be classified into two
broad categories. Those barriers that have to do with the person, and those that concern the
service itself as an institution. The personal barriers are further classifiable into the
psychological, the physical and the semantic.
The psychological barriers concern the emotional and other personality characteristics of the
sender or recipient of information being communicated. Emotional disturbances concerning
such private feelings of anger, love hatred and such other emotional conditions that may
lead to disturbances in the mental state of the individual. All of these could cause a message
to be inadequately sent or poorly received.
Physical barriers concern issues relating to physical and social distance between the sender
and the recipient. Physical distance could prevent communication if the recipient is at a
distance out of the sight and physical reach of the recipient, and this could not be bridged by

Page | 20
telephone, telegram, letters, electronic mail or mass media. One cannot communicate with
another who cannot be reached.
Social distance has to do with the social class and status of the persons who need to
communicate. If the person, owing to his being in a much lower class, finds it difficult to say
what he really thinks or wishes to communicate, then this will hinder a proper interaction. On
the other hand, a person in the higher social class will tend to give only commands to the
other party. In the final analysis, social distance becomes a barrier to normal relationship
between the sender and recipient of communication, as none of the parties understands the
premises of the other.
Semantic barriers to effective communication has to do with understanding the meaning of
words used in the process of interaction. When people try to communicate orally or in
writing, they use words and symbols which may convey different conceptions and meanings
to different people. If the intended meaning of a word is not conveyed properly to the
recipient, a communication breakdown results. This problem is exacerbated by the fact that
most words have more than one meaning. Sometimes it is difficult for the receiver of the
message to decipher which meaning ascribable to a word is intended by the sender. It is not
always the case that the context within which a word is used, will serve as clarification.
There are official barriers to effective communication created by the civil service itself. These
have to do with civil service rules and regulations, the biggest of these being the Oath of
Secrecy. It is a basic requirement that every public official subscribes to the Oath of Secrecy,
which is signed and carefully preserved. What constitutes a breach of the official secret acts
is so widely defined that it cover any kind of information given out without official permission.
No civil servant wishes to inadvertently disclose information that may be covered by the
official secret acts.
As a result, civil servants have to seek permission before they can communicate any
information to a person who needs it. This slows down the communication process and in
several instances frustrates it altogether. Civil servants are also prohibited from publishing in
the mass media or speaking in public on matters of political or administrative import. They
are on tap, not on top; to be seen, not to be heard.
This makes the civil servant circumspect in choosing his words in public or even refuse to
hold discussion in public for fear that he might breach the rules. These barriers to
communication created by the government has made it very difficult to receive
communication on civil service or government affairs. Any person who has attempted to
collect data from a government office can attest to this fact. Consequently, only very few
people know anything about what government is doing, and thus the mass of valuable
information collected by government on various subjects lie unused.
In order to improve communication within the civil service, it is necessary to remove or
modify some of the institutional barriers within the civil service. First, the Oath of Secrecy as
it stands today is much too restrictive. Although official secret acts are a necessity, the
problem here remains the fact that it is too all-embracing. Things that should not be secret
have been made so by this act. A well-considered modification of the official Secret Acts
1982, will improve communication from government to the people and the people to
government.
A list of those kinds of information that should not be revealed should be made available to
the public. The Oath should then only be binding on the listed items. Any other matter, not
covered by the list should be freely revealed. Such a modification will speed up the flow of

Page | 21
information because civil servants will then be free to uncover what is not listed as official
secret.
Second, is the need to reduce the severity of the rule prohibiting civil servants from making
public statements. When a dedicated civil servant, working within the system to improve it,
meets with frustration, he may be justified in going public with his case. Constructive
criticisms are fair criticisms which must be allowed in a responsible organization. If the civil
service is to operate at a desirable level of efficiency, it is important that communication
within the service must be effective, not only in some ministries like the Presidency, or the
governor’s office, but throughout the service. And for communication to be effective, it must
flow in all directions. When this is facilitated through granting some level of freedom of
communication to civil servants within the system, bureaucratic red-tape and the long
pipeline syndrome will be reduced, and efficiency enhanced in the civil service.
CONCLUSION AND RECOMMENDATIONS
One major characteristic of the public service is the stability of tenure of its personnel. It is
expected that bearing any form of misconduct, accident, disability or death, a public servant
is expected is to work till he or she attains retirement age. This is diametrically antithetical to
what is obtainable in private sector where an employee can be hired today and fired
tomorrow even without any misconduct or wrong doing.
For us therefore, to enjoy this special public service privilege, it is expected of us to abide by
all the provisions of the Public Service Rules, Code of Conduct for public Officers, Circulars,
directives, and indeed other regulations. Now that you have been officially told the dos and
don’ts of this place and indeed all other public institutions in Nigeria, the ball now is your
court.
It is recommended therefore, that each and every one of you should have copies of the
latest edition of the Public Service Rules and Code of Conduct for Public Officers or the
1999 Constitution of the Federal Republic of Nigeria. They are Bibles of the public service
and should be read, studied and obeyed in the same manner Christians do with the Holy
Bible and Moslems with the Holy Koran.
Be a good public servant! Be a conscientious public servant! Be an instrument of public
service delivery! Be an exemplary public servant!
Attributions
1. Okonkwo, J.K.J. Public Services Rules and Code Of Conduct For Public Servants. A
paper presented to the newly employed staff of Akanu Ibiam Federal Polytechnic,
Unwana, (2009 – date), on the occasion of the induction programme organised by the
Polytechnic, Tuesday, March 25, 2014, at the Polytechnic auditorium. Culled from
http://akanuibiampoly.edu.ng/?page_id=344
2. Laws Guiding Public Civil Service Employees In Nigeria Culled from
http://martinslibrary.blogspot.com.ng/2013/03/laws-guiding-public-civil-service.html
3. Introduction to Public Service. From the workshop conducted for the Federal Ministry of
works, Abuja.
4. Public Service Reforms and Code of Conduct. A workshop conducted by Pearl
Associates for Lagos State MOH staff, 2015.
5. Lagos State Human Resources Policies.
6. Public Service Rules – Office of the Head of Service – 2008 Edition.
7. Afinotan, L.A. Communication Strategies in the Nigerian Civil Service. Journal of
Communication and Culture Vol.1, No.1/2 45-63. Culled from http://www.icidr.org/

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