induction course july 2010

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Scriptoria CommunicationsReport 1May 5 2009

SPARC Template

Enugu State Government:Proposed Induction Course

July 2010


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The opinions expressed in this report are those of the authors and do not

necessarily represent the views of the Department for International Development


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Content ListAbbreviations and Acronyms

Executive Summary

BackgroundMethodology and ProceduresRecommendations

Section One Background and Introduction........................................................... 1Background and Introduction ......................................................................................... 1Outline of Assignments .................................................................................................. 1Possible Risks and Assumptions ...................................................................................... 2

Section Two Methodology and Procedure............................................................. 3Development of Questionnaire, Administration of Questionnaire, Personal Interviews,Discussions and Feedback .............................................................................................. 3

Feedback ................................................................................................................... 3Budgeting and Financial Management .......................................................................... 3Responses Elicited From the Respondents on the Expected Outcome of the Induction: ... 4

Actions taken: ............................................................................................................ 4Section Three Model Course Outline for Core Elements of Induction Course........ 7

Induction course areas for new Employees (01-06).......................................................... 7Induction course areas for staff on Grade levels 07-16 ................................................... 10Suggested Induction Course Areas for Staff on Promotion/ Transfer ............................... 11Suggested facilitators/instructors for the induction course .............................................. 11Institutional Location for Running the Induction Course ................................................. 12

Section Four Recommended Scope of Staff Hand Book for New Staff............... 13Section Five General Recommendations............................................................. 15

Appendix One Core Induction Course Outlines Levels 01 to 06............................ 17COURSE OUTLINE FOR STAFF ON GL.01-06 .................................................................. 17COURSE OUTLINE FOR STAFF ON GL 07-16 .................................................................. 26

Appendix Two Some Reference Materials............................................................... 39Appendix Three List of Government Officials Contacted During this Exercise....... 40


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Abbreviations and AcronymsCSC Civil Service Commission

DFID Department for International Development

EFCC Economic and Financial Crimes Commission

ENSG Enugu State Government

ETPB Establishment, Training and Pensions Bureau

GL Grade Levels

ICPC Independent Corrupt Practices Commission

ICT Information and Communication Technology

MDAs Ministries, Departments and Agencies

OHoS Office of Head of Service

PS Permanent Secretaries

PSM Public Service Management

SDC Staff Development Centre

SPARC State Partnership for Accountability Responsiveness andCapability


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Executive Summary

Background

The Enugu State Government has had no induction course for its civil serviceworkforce since the early nineties (1990s) with the result that the knowledge baseand productivity level of the workforce are below expectation.

The State Governments Four Point Agenda in general and Dimension 8 of its publicservice management reform programme in particular are aimed at reversing thissituation.

The State Government has thus requested the Department for InternationalDevelopment funded State Partnership for Accountability Responsiveness andCapability programme to assist in developing a competent civil service workforce.

Accordingly State Partnership for Accountability Responsiveness and CapabilityProgramme engaged a short term consultant for 15 days to do the following:

Identify induction course requirements for new entrants into the EnuguState Government civil service for all cadres;

Consult with Office of Head of Service, Civil Service Commission andselected Ministries Department and Agencies to define the course contentfor the Enugu State Government induction course(s) for all new entrantsinto the civil service;

Recommend courses and develop course contents and coverage fordifferent job groups viz levels 01-07, 8-13 and 14 and above;

Make recommendation on the need to provide refresher induction coursesat the time of promotion and /or transfer of civil servants;

Prepare model course materials for core elements of the induction course; Suggest possible sources of instructors to be engaged for the induction

course(s);

Recommend suitable locations for running the induction course(s) in theshort term and on a permanent basis;

Recommend the necessity and possible scope of a civil service staffHandbook for Enugu State Government civil servants probably similar tothe Federal Government staff handbook.

Methodology and Procedures

The short term consultant developed a comprehensive and incisive questionnairewhich was administered on various stakeholders to elicit relevant information thatwould enable him execute the above activities. The consultant had personalinterviews and discussions with Permanent Secretaries, Commissioner for Lands

(immediate past Head of Service), Head of Service, Director of Establishment andTraining, Principal and staff of the Staff Development Centre, the Head of


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Department Establishment and Training. The questionnaire instrument wasadministered on some of these officers to elicit information on the need for anInduction Course for new appointees of the State.

All the discussions the consultant had with these stakeholders pointed to the factthat the need for the induction course cannot be overemphasized and that the time

is NOW to commence running the induction course. The consultant also consulteda number of documents to be appropriately guided on this project.

Having been adequately briefed, informed and equipped with both oral and writteninformation and data from the key people in the Enugu State Government civilservice in addition to the data from the duly completed questionnaires, theconsultant was able to draft the induction course content outlines, based on theidentified training needs as well as the goals and agenda of the Enugu StateGovernment.

Three locations were identified as possible suitable venues for the inductioncourses.

The Staff Development Centre, the Local Government Service Commissionconference hall and the Conference hall of the Ministry of Information wereidentified as possible venues for the Induction Course. While the conference hall ofthe Ministry of Information has the capacity for only thirty participants, the StaffDevelopment Centre has two halls and one auditorium and the Local GovernmentService Commission also has a meeting hall that can comfortably accommodate aclass size of over fifty participants.

Recommendations

1. It is desirable to commence induction courses for newly recruited civilservants into the Enugu State Government civil service as soon as possible.This should commence immediately as a total of Four Hundred and EightyTwo (482) officers have been recruited into the Enugu State Government

Civil Service from June 2009 to date. The essence is to adequately prepareand equip them for a productive, focused, efficient and effective workforcegiven that they will be exposed to the tenets, rules and procedures of civilservice.

2. The Department of Establishment, Training and Pensions Bureau should beresponsible for running the induction courses with logistics support andrelevant inputs from the Civil Service Commission and cooperation fromthe other Ministries Departments and Agencies.

3. The induction course curriculum should be developed using the outlineproposed in this report for the course. This is to ensure relevance,comprehensiveness and conformity with the agenda and objectives which

the Enugu State Government has mapped out for transforming its CivilService

4. The Staff Development Centre should be renovated by the State, given abefitting face lift and well equipped as it will ultimately serve as the maininduction/refresher training centre for the state on a permanent basis. Inthe short run the Conference halls of the Ministry of Information and theLocal Government Service Commission can be used for running theinduction courses pending the adequate renovation of the StaffDevelopment Centre

5. The Office of the Head of Service should inform all the PermanentSecretaries of the relevant Ministries Departments and Agencies to prepareand make presentations on the job responsibilities of their respective

Ministries at appropriate time during each induction course or submit theirMinistries job summary to be added to the proposed welcome book to be


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given to the trainees after the Induction. This will educate the new recruitswith the activities of ministries other than their own.

6. The induction as well as other developmental courses for the civil serviceshould commence in earnest as soon as possible so as to enable the EnuguState Government to realize its laudable objectives promptly, especially the

Dimension 8 of its agenda in tandem with other developmental areaswhich are already on course with some even reaching advanced stages.

7. A Staff Handbook similar to what obtains at the Federal Public Service isnecessary for Enugu State Government civil service.

8. The Enugu State Government should have the political will andcommitment to implement the above recommendations such that it shouldprepare a supplementary budget in the event that its 2010 budgetaryprovisions become a constraining factor. Annual allocations should beassured from the 2011 budget onwards.

9. It is also desirable for the State to have a team of Instructors responsiblefor teaching induction courses. It is therefore recommended that a Trainthe Trainers Development Course for these Civil Servants who will beselected by the State be introduced. Their training should be the soleresponsibility of the State.


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Section One Background andIntroduction

Background and Introduction

In line with the Dimension 8 (Creating a Competent Workforce) of the Enugu StateGovernments Public Service Management Reform Plan, the government ispartnering with Department for International Development (DFID) funded StatePartnership for Accountability Responsiveness and Capability (SPARC) to improvethe performance of the State Civil Service.

A reconnaissance survey revealed that currently new entrants into the statepublic/civil Service are not given any form of orientation programme. The adverseeffect of this is that civil servants are posted out to various Ministries Departmentsand Agencies (MDAs) unprepared for their duties. The actual costs to the stateand to the individuals concerned can hardly be quantified in terms of loss of man-hours, non productivity, wastes, loss of focus and bearing, inefficiency, non-selffulfilment, stress and the likes. The survey confirmed that the only limited trainingthat is currently available and conducted relates to the confirmation and promotionexamination. The implication of this is that civil servants can only develop andimprove themselves through self help or donor agents funded trainingprogrammes. Certainly this approach is not only counterproductive but also inimicalto the growth in the productivity rate of the work force.

Outline of Assignments

It is in the light of the above that the Enugu State Government (ENSG) ispartnering with DFID - SPARC to identify induction course requirements for newentrants to the civil service. The essence is to make the state civil servicefunctional, productive and relevant to the laudable programmes of the governmentas encapsulated in the 4-Point Agenda and the related 2009 2014 State

Government Reform Programme.

The consultant has been engaged to liaise with the SPARC Public ServiceManagement (PSM) lead Consultant to the state to execute the following activitiesin order to achieve the above stated deliverables i.e. induction courserequirements.

Consult with Office of Head of Service (OHoS), Civil Service Commission(CSC) and selected MDAs to define the course content for an ENSGinduction course(s) for all new entrants into the civil service.

Recommend courses and develop course contents and coverage for thedifferent job groups for example levels 01 to 06 and 07 to 14.

Make appropriate recommendations on the need to provide refresherinduction courses at the time of promotion and/or transfer of civil servants


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Prepare model course materials for core elements of the induction course Suggest those to be engaged as instructors for the induction course Recommend suitable locations for running the induction course in the short

term and on a permanent basis

Recommend the necessity and possible scope of a civil service staffHandbook for ENSG civil servants.

Submit all of the above to the Permanent Secretaries (PSs) ofEstablishment, Training and Pensions Bureau (ETPB) and CSC.

Possible Risks and Assumptions

The laudableness and necessity of this project notwithstanding, there is thepotential risk that it may not be implemented promptly as it deserves. This couldemanate from possible budgetary constraints especially if it was not provided for inthe States 2010 budget. A possible way out however could be via a supplementarybudget.

The consultant also assumed that the ENSG has the determination, commitment aswell as the political will and prowess to fully fund the Induction course.


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Section Two Methodology andProcedure

Development of Questionnaire, Administration ofQuestionnaire, Personal Interviews, Discussions andFeedback

The consultant first developed a comprehensive survey instrument for elicitinginformation about the availability, regularity if any, depth and coverage of and theneed for induction course for civil servants in Enugu state. The questionnaire alsocovered relevant areas in a typical training programme including contents/ topics,facilitators, coverage, venue, duration, examination etc.

The Consultant in company of SPARC Officers met with the State Head of Servicefor his input into the intended programme and also to acquaint him of theconsultants visitation arrangements to the different MDAs. The consultant also metwith Permanent Secretaries and Directors of the relevant MDAs concerned with theinduction programme where discussions were held and questionnaires

administered on them to elicit information about the Induction Course. (Seeannexure 3 for the lists of Officers contacted).

Feedback

The results of the interviews with the Officers visited and the responses from thequestionnaire administered on them indicate that their core areas of interest forthe induction courses should cover:

Basic Civil Service Rules and Regulations; Public Service Ethics and Code of Conducts; Understanding the functionality of the Three Arms of Government;

General Office Management practices; Professional Ethics and grooming; Attitude and behaviour; Excellent Relationship Management.

Budgeting and Financial Management

Public Service Procurement procedures. Democracy and good governance. The laws and Rights of a Civil Servant. Basic occupational health including HIV/AIDS. Writing Skills. Gender Issues and Social Inclusion in the workplace.


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Recommendations on the Need to Provide RefresherInduction Course at the Time of Promotion/Transfer

Employees upon promotion or transfer are expected to raise their contribution aswell as services delivery capacity, capabilities and ability. Promoted staffs are alsoexpected to handle and contribute their unique talents to a wider variety of tasks.Their job content and description will certainly be enriched and deepened. Theywill no longer be performing mundane office functions but are more likely tohandle more challenging and engaging jobs that may require new and higher levelskills, greater initiative and creativity as well as high level contacts, role modellingand keener supervision. The higher one grows in the service the more he/she isexpected to demonstrate leadership qualities and attributes as a result of higherresponsibilities and expectations, effective communications skills, timemanagement capabilities, high performance and evaluation skills, goal setting andgoal achievement as well as innovation and negotiation skills. Planning functions,budgeting techniques, negotiation skills and other strategic issues are normallyhandled at top echelon of civil service. Hence with promotion one tends togravitate towards the level where these high skills set are needed for effective

performance. These skills are better instilled through a refresher or inductioncourse soon after promotion and preferably before the affected officers are postedto their new beats/positions/locations.

Ideally, before employees are appointed to higher positions or moved to a newMDA, they should be well prepared and equipped for their new positions foreffective performance and enhanced productivity. This will ensure that theybecome familiar with the characteristics and peculiarities of the new place, relevantchallenges and how best to handle them effectively.

The refresher training for newly promoted or transferred officers or employees willhelp to:

Establish themselves quickly in their job and therefore maximize theirproductivity;

Become highly motivated to do well and fit into the business early on; Understand all issues relating to their job with less supervision; Be competent and confident in the discharge of their duties; Play a befitting role model commensurate with the new level or position; Motivate and supervise their direct reports appropriately; Be more creative, innovative and result oriented.


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Section Three Model CourseOutline for CoreElements of

Induction CourseDuring consultations with the heads of the relevant Ministries, Departments and

Agencies data were gathered on the needed courses for the different categories ofemployees of the state. The recommended courses were based on the identifiedskills set requirement vis-a-vis inherent skills gaps at the various levels of the ENSGcivil service. These courses include General code of conduct/public service rulesand procedures, General office administration/management, Information andCommunication Technology (ICT), Environmental Health, Attitude and Behaviour,Ethics and general Etiquette for newly recruited staff for grade levels 01-06 andLeadership, Finance and general management courses for staff on promotion and/transfer for grade level 07-16. The Consultant got the consent of the officers

contacted on the need for the State to conduct a written examination for the newemployees and the assessment result be given to the Permanent Secretaries ofvarious MDAs. The record of performance of each participant during the class workand the examination score can assist their supervisors in determining who toassign what roles having known their capabilities.

The core course areas have been distributed as follows:

Induction course areas for new Employees (01-06)

Duration: 13 days

Understanding the Enugu State 4- Points Agenda The Arms of Government and their functions Understanding the Public Service Rules Understanding the Public Service Financial Instructions Understanding the Scheme of Service Building Success Attitude and Habits in the Workplace Effective Filing and Documentation System Excellent Customer Relationship Management & Interpersonal Skills Creating and working effectively in a team Basic Office Etiquette and Dress Code Effective Communication in the Workplace


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General Occupational Health (including HIV/AIDs, Malaria and Tuberculosis Effective Maintenance of Public Facilities Information, Communication and Technology (Computer Appreciation) Gender Issues and Social Inclusion in the workplace Criminal Code (CapC38), Economic and Financial Crimes Commission(EFCC) & Independent Corrupt Practices Commission (ICPC) Matters Time Management and Personal Effectiveness (Working Smarter not

Harder)

TIME TABLE FOR THE PROPOSED INDUCTION COURSE (GL 01-06)

TIME DAY 1 DAY 2 DAY 3 DAY 4 DAY 5

8:00 -8:30 OpeningCeremony

Review of Day1

Review of Day2

Review of Day3

Review of Day4

8:30-11:30

UnderstandingENSG 4-Point

Agenda

The Arms ofGovernment &their Functions

Understandingthe PublicService FinancialInstructions &how states arefunded

Building SuccessAttitude andHabits in theworkplace

Creating andWorkingEffectively in aTeam

EffectiveCommunicationin the WorkplaceOffice

11:30-12:00 SHORT BREAK SHORT BREAK SHORT BREAK SHORT BREAK SHORT BREAK

12:00-2:00Understandingthe Public

Service Rules

Understandingthe Scheme of

Service

Effective Filing &Documentation

System &Security ofDocuments

Basic OfficeEtiquettes and

Code of Dressing

EffectiveCommunication

in the Workplace

2:00-3:00 LUNCH BREAK LUNCH BREAK LUNCH BREAK LUNCH BREAK LUNCH BREAK

3:00-4:15Understandingthe PublicService Rulescontd.

Understandingthe Scheme ofService contd.

ExcellentCustomerRelationshipManagement &InterpersonalSkills

Basic OfficeEtiquettes andCode of Dressing

Question andAnswer forcourses onWeek One

4:15-4:30 Reflections/Closure &

Assignments

Reflections/Closure &

Assignments

Question/Answer& Closure

Question/AnswerAssignment &Closure

Reflections onWeek One

TIME DAY 6 DAY 7 DAY 8 DAY 9 DAY 10

8:00 -8:30 Review of Week1

Review of Day6

Review of Day7

Review of Day8

Review of Day9

8:30-11:30

General

OccupationalHealth including

Effective

Maintenance ofPublic Facilities

ICT (ComputerAppreciation)

Roles &

functions of Antigraft Agencies

Gender Issues

and SocialInclusion in the


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HIV/AIDS, Malaria& Tuberculosis inthe workplace

(EFCC, ICPC) inCorruption.

workplace

11:30-12:00

SHORT BREAK SHORT BREAK SHORT BREAK SHORT BREAK

12:00-2:00 OccupationalHealth Issuescontd.

EffectiveMaintenance ofPublic Facilities

ICT (ComputerAppreciation)

Roles &Functions of

Anti-graftAgencies(EFCC,ICPC) inCorruption

TimeManagementand PersonalEffectiveness(WorkingSmarter notHarder)

2:00-3:00 LUNCH BREAK LUNCH BREAK LUNCH BREAK LUNCH BREAK LUNCH BREAK

3:00-4:15

OccupationalHealth Issuescontd.

ICT ( ComputerAppreciation

Short Practiceon ICT

Roles &Functions of

Anti-graftAgencies(EFCC,ICPC) inCorruption

TimeManagementand PersonalEffectivenesscontd.

4:15-4:30 Reflections/Closure& Assignments

Reflections/Closure &

Assignments



Closure

TIME DAY 11 DAY 12 DAY 13

8:30-

11:30

Sharing Experience with

Permanent Secretaries

Familiarization Visit to MDAs Writing Examination

11:30-

12:00pm Break Break Break

12:00-

2:00

Sharing Experience with

Permanent Secretaries

Familiarization Visit to MDAs Certification/Official Closing

Ceremony2:00-3:00 Lunch Lunch NIL

3:00-

4:15

Examination Revision Exercise Examination Revision Exercise NIL

4:15-4:30 Closing reflection Closing reflection NIL

(Please find the course outline of the different subject areas in Appendix 1.)


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Development Course to equip them with the requisite skills of facilitation andtraining management. Their training should be the sole responsibility of the State.

The Consultant advised the Permanent Secretary, Establishment, Training, andPensions Bureau on some of the criteria the State should consider while selectingthe Instructors. These include but not limited to:

Mastery of subject matter; Previous experiences on similar assignments; The ability to display warmth and establish rapport quickly with

participants;

The ability to recognize and clarify the nuances contained in participantsstatements through appropriate questioning;

A high degree of sensitivity to both verbal and non verbal communications; Skills in analysis procedures; Training report writing ability;

Classroom evaluation ability; Electronic training abilityability to use power point presentation; Presentation skills; Problem Solving and Decision making.

Institutional Location for Running the Induction Course

The Consultant recommends three locations within Enugu metropolitan city for theinduction course. Courses will be running simultaneously in these locations so as togain time and allow the participants return to work faster. The State Development

Centre (SDC) will be used for the induction course on a permanent basis. Thecentre has two class rooms of 50 seaters each and one auditorium. The facilitieshave been highly underutilized and so should be equipped with the necessarytraining facilities to enhance learning and retention. The other temporaryrecommended training venues for the induction are the Meeting halls of theMinistry of Information and the Local Government Service Commission hall. Themeeting hall of the Ministry of Information can only accommodate between 25-30participants. Such halls can be used for Executives of Levels 14-16. Basic facilitieslike functional fans, good writing desks, white boards and other training aids shallbe made available to enhance easy facilitation and learning at the proposedcentres.


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Section Four RecommendedScope of StaffHand Book for

New StaffThe promotion of a sound ethical culture, in both the public service and theenlarged Nigerian society, has been the driving force underpinning every action ofgovernment and its agencies since the inception of the present administration inNigeria. As enshrined in the Public Service Charter for Africa, ethical culturemanifests in an officer, when among others, he performs his/her duty efficiently,displays discipline, dignity, integrity, equity, impartiality, fairness, publicspiritedness and courtesy in his/ her actions. The Civil Service handbook in Nigeriaprescribes the code of ethics in government business as discipline, loyalty, honesty,courage, courtesy, cooperation, tact, industry, tidiness, helpfulness, kindness. On

attitude to public funds, the code emphasizes frugality, conscientiousness incollecting government revenue, avoidance of waste of public funds on ill-advisedpurchases, especially near the end of the financial year and preparing appropriatefinancial reports. The code emphasizes efficiency, which comes through trainingand advises the judicious use of authority by the public servant in a way thatpromotes National interest. All these are of high importance to every worker inNigeria including the ENSG Civil Servants. The Consultant therefore recommendsthat an abridged hand book adapted for ENSG staff only should be prepared andgiven to all the newly appointed staff at resumption of duty.


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Section Five GeneralRecommendations

The Induction Course model curriculum should be developed and handed over tothe Enugu State Government through the OHoS who will oversee the induction

course for the state; for use as and when necessary in liaison with CSC.The Department of Establishment, Training and Pensions Bureau should beresponsible for running the induction courses with relevant inputs from the CivilService Commission and cooperation from the other MDAs.

All newly appointed/recruited staff should be given an abridged Civil Service staffhandbook with key extracts from the Federal Civil Service handbook and the PublicService rules of the State. To be incorporated in the handbook are AnnualPerformance Review Procedures, role profiles and career paths, Role standards,criteria for promotion, code of conduct, leave arrangements among others.

There should be a general computer appreciation course for all cadres of the Statecivil service

HIV/AIDS and gender and social inclusion courses should be made mandatory toall cadres.

Recommended Class Size: For maximum effectiveness of the programme, a classsize of not more than 50 participants per class in the three designated trainingvenues is recommended. This is the appropriate class size that leaves enoughroom for the instructors to attend to the individual needs of participants as theyarise.

Understanding the job function of the different MDAs in the state:Permanent Secretaries or Directors of the concerned Ministries, Departments and

Agencies should be invited to do a short presentation of the job functions of theirministries to the participants in the induction course. An understanding of the jobfunctions of these ministries will acquaint the participants with the knowledge ofthe activities of the State and hence know how to easily relate with them asnecessary.

The ENSG should arrange a Train the Trainer Course for some selected CivilServants of the State who will be responsible for facilitating subsequent Inductioncourses for the State when necessary. The training of these staff should be at thediscretion and expense of the State.

An examination is recommended for only the newly appointed staff. The Stateshould decide on the utility of the result to the MDAs.

LIFE TALK:The Head of Service or any staff assigned by the OHoS who has beenin the public service for about 25-30 years should be invited to share experiencewith the inductees on the prospects, challenges and opportunities in working as apublic servant.


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FIELD TOUR: Inductees should be taken on a familiarization tour to some notableplaces in the state such as the State Assembly, the Court, the Prisons, the Policestation and ministries and agencies in the state. The visits should be arrangedwhen the legislatures are in session, at court seating and to the prison yard towitness some activities of the prisoners. The visitation to the prison yard is for theparticipants to appreciate the activities of prisoners and develop the consciousness

of not getting involved in any acts of corrupt practices capable of getting them tothe prison. Officer(s) of these institutions should educate the inductees on theirrespective activities/operations. Such trips would expose the inductees to a deeperunderstanding and appreciation of the operations in the places visited.


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Appendix One Core InductionCourse OutlinesLevels 01 to 06

COURSE OUTLINE FOR STAFF ON GL.01-06

UNDERSTANDING ENSG FOUR (4) POINTS AGENDA

Emphasis is on Governments policy trusts and strategies for each of these agenda:

Physical infrastructure

Economic Expansion and Employment

Rural Development

Service Delivery and Good Governance

THE ARMS OF GOVERNMENT AND THEIR FUNCTIONS

The Executives

The Legislature

The Judiciary

UNDERSTANDING THE PUBLIC SERVICE RULES

The role of the Public Service and the relationship between the Public Service andthe executive;

Relationship between the Federal, State and Local Government Area

The rights and responsibilities of a Public Servant;

Key laws and procedures that apply to Public Servants and departments and

institutions that affect their work;

Code of conduct of Public Servants

Conditions of employment: issues such as working hours, leave, training anddevelopment, deductions, medical aid and pensions; and

UNDERSTANDING THE SCHEME OF SERVICE

Career development in the Civil service

Qualifications for Entry, Promotion etc

Conditions for advancement and conversion

Manner of progression etc


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UNDERSTANDING THE PUBLIC SERVANTS FINANCIAL INSTRUCTIONS (FI)

Rules and Regulations for handling government assets

BUILDING SUCCESS ATTITUDES AND HABITS IN THE WORKPLACE

MODULE OBJECTIVE:

At the end of the course participants will realise the essence and benefits ofhealthy attitude and habits as well as how attitude can make or mar ones successin life.

MODULE CONTENT:

A look at your attitude

Why attitude is everything

How your attitude determines your success/ failure

Factors that affect your attitude

How to build your confidence and stay motivated

Benefits of a Healthy Attitude

Steps to Attitudinal change

What are habits and how habits can influence?

Seven (7) attitude axioms

Foundational Truths about the construction of attitude

Developing a great attitude

Foundation questions

EFFECTIVE FILING AND DOCUMENTATION SYSTEM &SECURITY/CONFIDENTIALITY

MODULE OBJECTIVE:

At the end of this presentation, participants should be able to understand how tokeep accurate records of files for ease of handling and identification.

MODULE CONTENTTypes of Filing System

Book File System

Split File SystemFlat File System

Box File System

Opening of Files

When to open a new file

File indexing

File tag

Punching of holes

Paper numbering

When a file becomes bulky


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New VolumesTemporary FilesLost files and sub fileClassification and numbering of files

Essential of file classification

Causes of breakdowns in classification system

File Movement

Control of file movement

Transit card

Charge out or absent file card.

B. U, K. I. V, P.A. of filesFloat fileWeeding and Archiving of filesSecurity and Confidentiality of documents

EXCELLENT CUSTOMER RELATIONSHIP MANAGEMENT&INTERPERSONAL SKILLS

MODULE OBJECTIVE:

To equip the participants with the good customer service principles and how toeffectively manage their relationships with their bosses and with one another andthe public in general

MODULE CONTENT

Who is a customer?

Understanding human behaviour

Understanding customer behaviourImproving your telephone skills

Handling complaints and difficult customers

Mastering difficult situations

Developing a positive self-image

Principles of Effective Relationship Management

What is relationship Management?

Why is relationship Management important?

What are the roles of a Relationship Manager?

Interpersonal Skills

Being the co-worker you would like to be

Creating an action plan for improved interpersonal skills

Principles of good working relationships

How to get along with a difficult Boss

How to get along with subordinates

Building trust and rapport with co-workers

Anger Management


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CREATING AND WORKING EFFECTIVELY IN A TEAM

MODULE OBJECTIVE:

This course will teach participants the importance of team work as a tool toimprove productivity and the impact of teams in achieving the organizations goals.

MODULE CONTENT

Definitions of a team

Objectives of team building

How to build teams

Groups Vs Teams

What a team must do

Barriers of team building

Conflict resolution within the team

Role of teams in achieving corporate objectives

Stages of team development

Personality and how it affects the team

BASIC OFFICE ETIQUETTE /OFFICE DRESS CODE

MODULE OBJECTIVE:

This practical course will equip participants with grooming skills which arenecessary for projecting the right image to the public, in order to enhance thebrand value of the state. Participants will learn how to conduct themselves atoffices and business functions.

MODULE OVERVIEW

The scope of Etiquette and Protocol skills

Professional Conduct

Networking Skills

Wardrobe Etiquette

Electronic Etiquette

Business Dinning Skills

Office Dress Code:Professional attire for staff

How to dress when there is a dress code

Dressing for success on a promotion interview

Mens business casual

Womens business casual

Womens business fashion wear

Make-up and Jewelleries

Colour combination

General public manners


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EFFECTIVE COMMUNICATION IN THE WORKPLACE

MODULE OBJECTIVES:

This course is designed to provide participants with the opportunity to understandhow communication works in the workplace and how to communicate with

confidence and flair.Here participants will identify some common communication problems that may beholding them back, develop skills in listening actively and empathically and dealwith situations assertively.

MODULE OUTLINE:

Overview of communication

Definitions

Types of communications

Communication modes

Communicating for positive relationship

Communicating with your boss

Self awareness - self confidence assessment

Barriers to effective communication

Active listening

GENERAL OCCUPATIONAL HEALTH (HIV/AIDS PREVENTIONEDUCATION, MALARIA & TUBERCULOSIS)

MODULE OBJECTIVE:

To create awareness of HIV/AIDs pandemic and precautionary measures to live ahealthy life

MODULE CONTENT

Overview of HIVAIDS and the Nigerian worker

Definition of HIV and AIDs

How to fight HIV/AIDS in the society

Symptoms of HIVAIDS

How is HIV/AIDs spread

How to avoid HIV/AIDS

How to practice safer sex

Why women are at greater risk of HIVAIDS

How to get HIV test and other medical care

Living positively with AIDs

Caring for someone with AIDs

Guarding against infections

Challenges for the Care givers

Living a healthy life-style


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Nutrition for people with HIV

MALARIA AND TUBERCULOSIS DISEASE

How Malaria spreads

Malaria Myths

Travelling to Malaria hot spots (What to do before travelling, during travels andafter your travels

What is Tuberculosis?

How does a person get Tuberculosis?

What happens to the body when a person gets TB?

How common is TB and who gets it?

What are the symptoms of TB?

How does a doctor diagnose TB?

Is there a vaccine against TB?

What is drug-resistant TB?Whats in the future for Tuberculosis?

EFFECTIVE MAINTENANCE OF PUBLIC FACILITIES

MODULE OBJECTIVES:

This course is designed to create in the participants the culture of public facilitymaintenance and ownership

MODULE OUTLINE:

Overview of Facility Management

What is Facility Management?

Our role as Facility Managers

Maintenance and Operations

Corrective maintenance

Preventive maintenance

Predictive maintenance

Health and Safety considerations

INFORMATION, COMMUNICATION AND TECHNOLOGY (COMPUTERAPPRECIATION)

MODULE OBJECTIVES

This course as the name goes is designed primarily to ensure that civil servants inEnugu State acquired the necessary fundamental knowledge and skills in the useof computer/ICTs to communicate and solve problems arising from their officialduties. It is targeted at increasing the production capacity of civil servants andeffective information management in the fast globalizing world.

At the end of the certificate the employee should be able to:

Understand the meaning, definitions and functions of computer/ICTs;


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Use computer/ICTs to communicate;

Use the productivity tools effectively;

Set up a Desktop computer and understand basic routine maintenance;

Use the Internet to communicate and search for information.

MODULE DETAILS:Computer basics

How to set up and care for computer

Understanding and using the Internet

COMPUTER BASICS

What is Computer?

Meaning and various definitions of Computer

Functions of Computer

Generations and types of ComputerParts of Computer and their functions

Connecting a desktop computer

Computer Hardware and Software

Input and Output devices

Other computer accessories

Entertain questions, discuss challenges and share ideas.

HOW TO CARE FOR THE COMPUTER

Part A.Storage/Packing

Packing/storing computer when not in use

Packing/storing computer after use

Packing/storing computer for relocation

Packing/storing computer for travel

Packing/storing computer for a long time

Packing/storing computer with other accessories/items, etc

UNDERSTANDING THE INTERNETExplain the primary functions of Internet.

Explain some common terms like Browser, Search engine, icons, address bar, e-mail address, Online, chat box, Messenger, Links, Website, Website address,Hyperlink, Tele/video conferencing, Skype, etc.

Using some search engines to search for information, e.g. www.google.com,www.yahoo.com,www.hotmail.com,www.ask.com,etc. Develop some key wordsthat can help search for best results.
http://www.google.com/http://www.yahoo.com/http://www.hotmail.com/http://www.ask.com/http://www.ask.com/http://www.hotmail.com/http://www.yahoo.com/http://www.google.com/


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GENDER ISSUES AND SOCIAL INCLUSION IN THE WORK PLACE

MODULE OBJECTIVE:

The objective of this course is to identify the concepts of gender and gendermainstreaming and Social Inclusiveness as to stimulate the participants to at all

times in their workplace:

Identify and analyse gender issues in the workplace

Apply appropriate interventions strategies to improve gender discrimination andthe handicapped at work towards the goal of gender equality and womenempowerment

MODULE CONTENT:

Overview of gender

Gender analysis: Relevant Principal Concepts

Gender definitions

Gender rolesSex roles

Gender roles stereotyping

Gender division of labour

Gender gap

Gender equality, discrimination, sensitivity, awareness, mainstreaming, planningand training.

Importance of gender mainstreaming

Strategies for integrating gender into workplace projects/activities

Strategies for integrating the physically challenged and vulnerable groups to thework place

CRIMINAL CODE (CAP C38) AND EFCC, ICPC & ANTICORRUPTIONLAW

Functions of EFCC

Powers of the Commission on:

The Money Laundering acts 2004

The Advance Fraud and other related offences Act 1995

Any other law or regulations relating to economic and financial crimes including thecriminal Code and Penal Code

Offences relating to financial malpractices

Offences relating to false information

Offences relating to Terrorism

Offences relating to seizure of property

Anti corruption law 2000

Offences and Penalties relating to Citizens on:

Offence of accepting gratification

Offence of giving or accepting gratification through agent

Concealing offences relating to corruption


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Fraudulent acquisition of property

Fraudulent receipt of property

Penalty for offences committed through postal system

Bribery of public officer

Using office or position for gratificationBribery in relation to auctions

Bribery for given assistance etc in regard to contract

Money laundering act

Prevention of money laundering

Limitation of amount of cash payment

International money transfer

Money laundering offences

TIME MANAGEMENT AND PERSONAL EFFECTIVENESS: (WORKINGSMARTER NOT HARDER)

MODULE OBJECTIVES:At the end of this course, participants should be able to:

Identify time bandits and be able to manage them

Manage time, self and others to improve productivity

Design plans on how to work smarter and increase personal effectiveness

Identify tips for motivating self for higher productivity

MODULE CONTENT:

Overview of time management and personal effectiveness

Coping with work pressures

Taking charge of your time

Time management Flowchart

Planning and prioritization

Identifying big blocks to time management

Time management tools

Effective scheduling

Time management golden rules

Quick tips for improving your personal effectiveness

Office management

Personal Planning

Delegation

Meetings

The electronic world

Personal development planning


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DELEGATION AS AN INDISPENSABLE TOOL FOR EFFECTIVEMANAGEMENT AND ADMINISTRATION

MODULE OBJECTIVE:

This course is designed to equip participants with basic delegation skills so as to

make them capable of managing and administering staff and other resources moreeffectively and productively.

MODULE OUTLINE:

Definition/ introduction

The SNAG in delegation

The MUSTS in delegation

The process of Delegation

Why do we delegate

Delegation as a motivator

Dangers in avoiding delegation

Barriers against Delegation

Factors that boost Delegation

Delegating Effectively

Monitoring Progress

Improving Skills

Developing Delegates

Appointing Deputies

Self Development through Delegation

EFFECTIVE REPORT WRITING SKILLS

MODULE OBJECTIVE

To equip the participants with the best practices in making writing processeseasier, and the resulting document more effective. At the end of the training,participants would be able to gather data more efficiently and select the relevantinformation for the readers.

MODULE OVERVIEW

Understanding Report Writing

What is report writing

Why report writing

Types of report writing

Elements of report writing

Setting clear objectives

Qualities/Skills requirements of a report writer

Choosing familiar words that make your meaning clear


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Putting action in your verbs for direct, concise writing

Writing in terms your reader can relate to

Some pointers on British vs. American text

Editing and proofing your draft

WRITING A GOOD MEMO

MODULE OBJECTIVE

This course is designed to equip the participants with the requisite knowledge ofhow to write Memos of diverse contexts or subjects

MODULE OUTLINE:Elements of an Effective MemoTypes of Memo

Information MemoProblem-Solving Memo

Persuasion Memo

Internal Memo Proposal

Memo Parts

To

From

Date

Re: or Subject

Cc or c

Body of a MemoConcluding a memo

TIME MANAGEMENT AND PERSONAL EFFECTIVENESS: (WORKINGSMARTER NOT HARDER)

MODULE OBJECTIVES:

At the end of this course, participants should be able to:

Identify time bandits and be able to manage themManage time, self and others to improve productivity

Design plans on how to work smarter and increase personal effectiveness

Identify tips for motivating self for higher productivity

MODULE CONTENT:

Overview of time management and personal effectiveness

Coping with work pressures

Taking charge of your time

Time management FlowchartPlanning and prioritization


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Identifying big blocks to time management

Time management tools

Effective scheduling

Time management golden rules

Quick tips for improving your personal effectivenessOffice management

Personal Planning

Delegation

Meetings

The electronic world

Personal development planning

PROCUREMENT ACT OF 2007

MODULE OBJECTIVES

To strengthen the budget implementation process as it relates to the acquisitionand delivery of goods and services. The key element of public expenditure processencompasses: budget appropriations, apportionments, commitment, receiving andverification, preparation and issuance of payment order and payment.

MODULE OUTLINEUnderstanding the Nigerian Public Procurement Act 2007

The Bureau of public procurement

Powers of the BureauFunctions of the BPP

1. Fundamental principles of public procurement2. Organization of procurements3. Procurement Methods4. Special and restricted methods of procurement5. Procurement of Consultants (services)6. Procurement of surveillance and Review7. Disposal of public property8. Code of Conduct9. Offences

OVERVIEW OF PROCUREMENT:

Guideline/Procedures for Transparent procurement

Importance of procurement in dynamic set up

Procurement types, specific and general

Procurement policies for goods/works and consultant services

Steps and conditions for various procurement modes/methods

Procurement Framework and Procurement Manual

Probity and Ethics in Procurement

Roles and Responsibilities of Procurement Officer

Financial and Administrative Control Requirements


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Delegations

Purchase Orders, Contents and Formats

Placing, Amending and cancelling an order

Receiving and Processing Supplies

Maintenance of Procurement Records

BASIC PROCUREMENT CAPABILITIES:-

Obtaining Offers (Invitation to quote and quality assurance)

Bid Opening

Developing Evaluation Criteria

Inviting quotations for Services and Consultancies

Basic Contract Law

Developing a Procurement Plan and Plan Preparation

Bid Evaluation and Negotiation

Contract Award Process, Developing Contract Packages and ContractAdministration

Evaluation for Recruitment of Individual Consultant and Evaluation of Expression ofInterest for Consultancy Services

MANAGING CONFLICTS IN THE WORKPLACE

MODULE OBJECTIVE:

This course will give the participants adequate understanding of what conflicts are,the sources, methods and procedures of resolving issues, and effects or benefits ofsuch to be able to work harmoniously among themselves.

MODULE CONTENT:

Definitions of Conflict

Understanding Conflicts

Sources of Conflicts

Types of conflicts at the work place

Conflict resolution methods and procedures

Effects of conflicts in the work place

Benefits of conflict resolution

MANAGING STRESS IN THE WORKPLACE: THE POSITIVES AND THENEGATIVES

MODULE OBJECTIVE:

This course is designed to provide valuable tools and techniques to help the participants

effectively manage pressure in their day-to-day activities especially in the workplace.


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MODULE CONTENT:Introduction/ Definition;

Types of stress;

Relationship between pressure and stress;

Stress and Performance;Positive and Negative Effects of Stress;

What really happens in stress situations;

Consequences of Stress;

General Symptoms of Stress;

Stress symptoms table;

General causes of Stress at work;

Stress Tolerance Profile;

Stress Management Exercise/Stress survival;

Factors Governing the degree of Response;

Identifying various strategies for managing stress;

Practical Stress reduction strategies;

Handling stressful situations;

Diet and Exercise;

Cooper model;

General Studies and Findings on stress;

Managing Personal Stress;

Organizational Role;

Conclusion.

SUCCESSFUL NEGOTIATION SKILLS

MODULE OBJECTIVE:

This course is designed to equip participants with the skills necessary to prepare,conduct and close a negotiation favourably.

MODULE OUTLINE:

1. Preparing for a Negotiation

What is Negotiation?

Objectives of Negotiation

The give and take in Negotiations

Preparing yourself and assessing the opposition

Choice of Strategy and careful use of Agenda

Adopting Effective seating positions and creating the Right Atmosphere


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2.Conducting a Negotiation

Assessing the mood (on both sides)

Making a proposal and Responding to one

Exploiting Body language to take positions

3.Closing (Clinching) a Negotiation

GOOD GOVERNANCE, TRUST AND ACCOUNTABILITY

MODULE OBJECTIVE:

At the end of this programme participants will appreciate the essence of qualitativeand good governance in a democratic setting

MODULE CONTENT:

IntroductionWhat is Democracy? What is governance?

Characteristics of a Democratic working atmosphere

Why is good governance important for economic and social development?

The role of such factors asRule of Law, Transparency and Accountability in publicservice ethics in promoting good governance

Understanding the Relationships involved in building trust and accountability ingovernance

The relationship between political leaders and the public service

The relationship between political leaders and the public service

The relationship between the public service and citizens

Who do citizens trust?

Public Service Code of Ethics

Building HR frameworks on merit and transparency

How appraisals are conducted in the public service

Ethical Values

OCCUPATIONAL HEALTH (HIV/AIDS EDUCATION, MALARIA AND

TUBERCULOSIS)

MODULE OBJECTIVE:

To create awareness of HIV/AIDs pandemic and precautionary measures to live ahealthy life

MODULE CONTENT

Overview of HIVAIDS and the Nigerian worker

Definition of HIV and AIDs

How to fight HIV/AIDS in the society

Symptoms of HIVAIDS


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How is HIV/AIDs spread

How to avoid HIV/AIDS

How to practice safer sex

Why women are at greater risk of HIVAIDS

How to get HIV test and other medical careLiving positively with AIDs

Caring for someone with AIDs

Guarding against infections

Challenges for the Care givers

Living a healthy life-style

Nutrition for people with HIV

MALARIA AND TUBERCULOSIS DISEASE

How Malaria spreads

Malaria Myths

Travelling to Malaria hot spots (What to do before travelling, During travels andAfter yours travels

What is Tuberculosis?

How does a person get Tuberculosis?

What happens to the body when a person gets TB?

How common is TB and who gets it?

What are the symptoms of TB?

How does a doctor diagnose TB?

Is there a vaccine against TB?

What is drug-resistant TB?

Whats in the future for Tuberculosis?

PREPARING AND CONTROLLING BUDGETBudget

This course will give participants an understanding of the budgeting and financialmanagement process in the public service. It will examine various tools and typesof budgets. It will also show the fit of the budgeting process into the governmentsfinancial management process.

MODULE OVERVIEWBudgeting:

Overview of Budgeting

Definition of A Budget

Purpose of Budgets

Parties Involved in a Budget and their Roles

Basic Components of a Budget

Common Terms in Budgeting


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Types of Budgets

Master Budget

Capital Expenditure Budget

Operating and Financial Budget

Cash Budget

Rolling Budget

Preparing a Budget

Basis of Budgeting

GENDER ISSUES AND SOCIAL INCLUSION IN THE WORKPLACE

MODULE OBJECTIVE:

The objective of this course is to identify the concepts of gender and gendermainstreaming and Social Inclusiveness as to stimulate the participants to at alltimes in their workplace:

Identify and analyse gender issues in the workplace

Apply appropriate interventions strategies to improve gender discrimination andthe handicapped at work towards the goal of gender equality and womenempowerment

MODULE CONTENT:

Overview of gender

Gender analysis: Relevant Principal Concepts

Gender definitions

Gender roles

Sex roles

Gender roles stereotyping

Gender division of labour

Gender gap

Gender equality, discrimination, sensitivity, awareness, mainstreaming, planningand training.

Importance of gender mainstreaming

Strategies for integrating gender into workplace projects/activities

Strategies for integrating the physically challenged and vulnerable groups to thework place

BASIC OFFICE ETIQUETTE /OFFICE DRESS CODE

MODULE OBJECTIVE:

This practical course will equip participants with grooming skills which arenecessary for projecting the right image to the public, in order to enhance the

brand value of the state. Participants will learn how to conduct themselves atoffices and business functions.


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MODULE OVERVIEW

The scope of Etiquette and Protocol skills

Professional Conduct

Networking Skills

Wardrobe Etiquette

Electronic Etiquette

Business Dinning Skills

Office Dress Code:

Professional attire for staff

How to dress when there is a dress code

Dressing for success on a promotion interview

Mens business casual

Womens business casualWomens business fashion wears

Make-up and Jewelleries

Colour combination

PROBLEM SOLVING AND DECISION MAKING

MODULE OBJECTIVE

At the end of the course participants will be able to handle problem solving anddecision making in a scientific and wholesome manner resulting in a mast cost

effective decision.

MODULE CONTENT:

The problem solving / Decision making cycle

Decision making styles

Valuefocused thinking

Defining the problem and types of problems

Evaluation tools and techniques

Dealing with the unknown- Risk vs.: Reward

Flexibility

From Decision to Reality four major stages of Decision Making.

Gathering and Analyzing information and data

Developing and choosing alternative

Action plan

CRIMINAL CODE (CAP C38) AND EFCC, ICPC & ANTICORRUPTIONLAW

Functions of EFCCPowers of the Commission on:


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The Money Laundering acts 2004

The Advance Fraud and other related offences Act 1995

Any other law or regulations relating to economic and financial crimes including thecriminal Code and Penal Code

Offences relating to financial malpractices

Offences relating to false information

Offences relating to Terrorism

Offences relating to seizure of property

ANTI CORRUPTION LAW 2000

Offences and Penalties relating to Citizens on:

Offence of accepting gratification

Offence of giving or accepting gratification through agent

Concealing offences relating to corruption

Fraudulent acquisition of propertyFraudulent receipt of property

Penalty for offences committed through postal system

Bribery of public officer

Using office or position for gratification

Bribery in relation to auctions

Bribery for given assistance etc in regard to contract

MONEY LAUNDERING ACT

Prevention of money launderingLimitation of amount of cash payment

International money transfer

Money laundering offences

INFORMATION, COMMUNICATION & TECHNOLOGY (How to use theInternet)

UNDERSTANDING THE INTERNET

Explain the primary functions of Internet.

Explain some common terms like Browser, Search engine, icons, address bar, e-mail address, Online, chat box, Messenger, Links, Website, Website address,Hyperlink, Tele/video conferencing, Skype, etc.

Using some search engines to search for information, e.g. www.google.com,www.yahoo.com,www.hotmail.com,www.ask.com,etc. Develop some key wordsthat can help search for best results.

Visit some Nigerian official websites.

Read some Nigerian newspapers.

Selection and printing of desired portions in search results

Saving some Internet resources in the computer and other devices
http://www.google.com/http://www.yahoo.com/http://www.hotmail.com/http://www.ask.com/http://www.ask.com/http://www.hotmail.com/http://www.yahoo.com/http://www.google.com/


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Processes of opening e-mail addresses. Send mails to friends using the newaddresses.

Saving e-mail addresses in the contact folder, creating categories and groups of e-mail contacts, etc.

Execute some common tasks using the Internet and e-mail address.

Entertain questions, discuss challenges and share ideas.

PREPARING FOR RETIREMENT

MODULE CONTENT

Overview of career, retirement and retirement readiness

Retirement: Process of transition and coping with life changes

Planning for a fulfilling and Financially Secure Retirement

Retirement Planning

Retirement Questions

Retirement Losses

Retirement Worries

Some retirement myths and realities

Launching a New Beginning

Stages for working through a significant loss in a persons life

Life inevitable changes

Adjusting to a New Life Style

New goals and routines

Personal and family relationships management

Managing the time

Hobbies and Interests

Paid or voluntary work

Home and Environment Matters

Safety and Security

Legal Aspects of Retirement

Intestacy or Wills/Trusts

Guardianship of children or Grand children

Power of Attorney

Health and Retirement

Sickness /Disease conditions

Stress management

Diet

PART B

Money Management

Overview of Personal Financial Planning

Secrets of the Rich (VIDEO)

Art and Practice of Prudent Investing


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- Common sense principles for wise investing

- Common investment mistakes

- Investment alternatives

- Asset allocation

- Rules of investing &- Learning by doing

Lump sum investing and investment management

Investment opportunities in the Nigerian Financial Market

Entrepreneurship

Sources of business financing

Charity/philanthropy/non-for-profit ventures and projects

How to start your own business

Business: Its environment and law

Business accounts and records

Business start-up steps

Personal Enterprises and sole proprietorship

Fundamentals of Business Etiquettes

Fundamentals of Business Communication Skills

Fundamentals of Marketing and Business Negotiation skills

Real Estate Planning

Multiple Streams of Income (VIDEO)


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Appendix Two Some ReferenceMaterials

The consultant collected the following documents and used them as referencematerials in the course of this assignment.

The Federal Civil Service Handbook, third edition (1997)

The Federal Republic of Nigeria Public Service Rules 2008 Edition and code ofconduct Bureau and TRIBUNAL

Draft document of the capacity Building for the Civil Service Commission of Enugustate

National Bureau of statistics, statistical Digest 2008


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Appendix ThreeList of GovernmentOfficials ContactedDuring this

Exercise

S/N NAME OF OFFICER TITLE

1 Mr. Chris Ugwu Head of Service

2. Hon. Albert Edoga Hon. Commissioner, Ministry of Lands

3. Mr. Onoyima S.C Permanent Secretary, Establishment, Trainingand Pensions Bureau.

4. Mr. Nze D.O Eze Permanent Secretary, PerformanceImprovement Bureau

5. Mr. Eze O.Eze Permanent Secretary, Civil Service Commission

6. Mrs C.E Okenwa Permanent Secretary, Ministry of Lands

7. Mr. Amaechi Okolo Permanent Secretary, Government House

8. Mrs Sylvia Onwubuemeli Permanent Secretary, Water Resources

9. Dr. M.O. Otiji Permanent Secretary, Ministry of Health

10. Mr. Anike M.N Head of Department, Establishment, Training

and Pensions Bureau11. Mrs Josephine Uzoamaka Onyia Deputy Director, Department of Establishment,

Training and Pensions Bureau

12. Oba Chidi Christian Principal, SDC


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