Nigeria’s civil service, the backbone of governance and the machinery that powers public administration, has long faced challenges that have hindered its performance. Issues of corruption, inefficiency, bureaucratic bottlenecks, and a lack of transparency have plagued the system for decades. Now, with the appointment of Didi Esther Walson-Jack as the Head of the Civil Service of the Federation (HoS), there is renewed hope that the Nigerian civil service will finally undergo the reforms necessary to restore its effectiveness and relevance. But with this hope come high expectations, as she embarks on the monumental task of steering this essential institution through troubled waters.
Historical Context: A system in crisis
The Nigerian civil service, once respected for its professionalism and efficiency, has experienced a sharp decline over the years. In the immediate post-independence period, the civil service played a pivotal role in nation-building, with skilled administrators ensuring the smooth operation of government affairs. However, this legacy was soon eroded by systemic corruption, nepotism, and inefficiencies that have entrenched themselves in the system.
Today, the civil service is seen by many Nigerians as a symbol of the country’s administrative dysfunction. Endless paperwork, a lack of accountability, and corruption have fostered an environment where public servants are often perceived as obstacles to progress rather than facilitators. The problem is not merely one of perception; it is a lived reality for many Nigerians who depend on government services for their daily lives.
For years, reforms aimed at tackling these issues have been proposed but have seen little to no implementation. A notable example is the Steven Oronsaye Report of 2011, which recommended the reduction and restructuring of the government’s bloated ministries, departments, and agencies (MDAs) to make the system more efficient. Despite its well-documented benefits, successive administrations have failed to implement these recommendations fully, leaving the civil service overstaffed and underperforming.
Key challenges facing the civil service
- Bureaucratic Bottlenecks: Bureaucracy, in theory, exists to ensure that government decisions are made through proper channels, maintaining checks and balances. However, in Nigeria, excessive bureaucracy has become a major impediment to effective governance. The civil service is rife with endless layers of paperwork, approval processes, and convoluted procedures that delay services and frustrate citizens. This has led to an inefficient system where tasks that should take days or weeks drag on for months.
As noted by Aigboje Aig-Imoukhuede, a leading advocate for public service reforms, during the 2024 Aig-Imoukhuede Foundation workshop, “This inefficient public service is holding us back. And you would agree that there’s a correlation between the strength of a country’s public sector and its strength as a nation.”
- Corruption and the ghost worker syndrome: Corruption within the civil service has been one of the most pervasive challenges. One manifestation of this is the ‘ghost worker’ syndrome, where individuals who are not employed by the government continue to receive salaries. In 2014, the Federal Government uncovered 60,000 ghost workers, followed by another 50,000 in subsequent investigations. This resulted in savings of over N160 billion annually. However, despite these discoveries, the problem persists.
The Integrated Personnel and Payroll Information System (IPPIS) was introduced to tackle payroll fraud, but even this has been undermined. For example, a former Accountant-General of the Federation is currently on trial for embezzling N109.4 billion, exploiting the very system meant to prevent such fraud. The ghost worker problem points to a broader issue: the lack of effective oversight and accountability in payroll management.
- Nepotism and underground recruitment: One of the most damaging practices within the civil service is the prevalence of underground recruitment. This refers to the hiring of individuals based on personal connections rather than merit, which has resulted in an unmotivated and incompetent workforce. This system of patronage not only reduces the efficiency of the civil service but also alienates qualified professionals who could have made a significant difference in the performance of public institutions.
- Lack of modern skills and digital literacy: In an era where digital transformation is sweeping through both public and private sectors globally, Nigeria’s civil service has been slow to adopt modern technological practices. This delay has further exacerbated inefficiencies. Many civil servants lack the digital literacy and skills necessary to keep up with 21st-century governance demands. As Professor Peter Okebukola, former Executive Secretary of the National Universities Commission, emphasized during a lecture in 2024, “We must run programmes for civil servants on problem-solving, teamwork, digital literacy, and media literacy to prepare them for future work environments.” Without a comprehensive digital transformation, the civil service will struggle to meet modern governance challenges.
Expectations from Didi Walson-Jack’s leadership
As the first female Head of the Civil Service of the Federation, Didi Walson-Jack’s appointment comes with a significant sense of anticipation. Her previous track record in public administration positions her as someone capable of effecting real change, and the challenges she faces are daunting. Nonetheless, she has several key areas where her leadership could make an immediate and lasting impact.
- Tackling corruption head-on: The first expectation for Walson-Jack is to bring a renewed focus on tackling corruption within the civil service. This includes addressing the ghost worker syndrome, which continues to drain resources meant for genuine employees. Implementing stringent audit processes, improving oversight of the payroll system, and strengthening the IPPIS could help to root out fraudulent activities.
Additionally, she must ensure that civil servants who are found guilty of corruption face consequences, setting an example for others. This could involve collaborating with anti-corruption bodies like the Independent Corrupt Practices Commission (ICPC) and the Economic and Financial Crimes Commission (EFCC) to expedite the prosecution of corrupt officials.
- Overhauling the recruitment process: For the civil service to regain its effectiveness, recruitment must be overhauled. Walson-Jack’s leadership will be critical in ensuring that positions are filled based on merit, not connections. This will require creating transparent recruitment processes, perhaps leveraging technology to minimize human interference and opportunities for corruption.
To create a motivated workforce, it is essential to promote professionalism and fairness. Walson-Jack could lead efforts to implement a performance-based evaluation system that rewards hard work and competence. This could also help reduce the instances of underperformance, as employees will know they are being evaluated on their output.
- Streamlining bureaucratic processes: The bureaucratic bottlenecks that slow down service delivery must be addressed. A major area where Walson-Jack could make a difference is by simplifying approval processes and eliminating redundant steps. Adopting e-governance systems to digitize public administration could lead to faster, more efficient government operations. For instance, countries like Rwanda have achieved significant efficiency in their public service through the digitization of various processes.
- Digital transformation and training: For the civil service to be prepared for the future, Walson-Jack must prioritize the digital transformation of public administration. Training civil servants in digital literacy, ICT, and other necessary skills will be key to ensuring that the workforce can handle the complexities of modern governance. This could include partnerships with educational institutions and private sector players to develop tailored training programs that meet the specific needs of civil servants.
Professor Okebukola’s recommendations align with this, as he has advocated for government programmes that equip civil servants with 21st-century skills such as teamwork, problem-solving, and curiosity. Walson-Jack’s leadership in this area could set the civil service on a path toward modernization and improved service delivery.
- Implementing existing reform reports: Many reform recommendations, such as the Oronsaye Report, have already laid out a clear path toward a more efficient and transparent civil service. One key expectation is that Walson-Jack will have the political will to implement these long-overdue reforms. This includes downsizing bloated MDAs and merging redundant institutions, as outlined in the report. However, implementing these reforms will require overcoming entrenched political interests, which may resist change.
Potential solutions for civil service reform
While the challenges facing Nigeria’s civil service are significant, there are clear paths to reform that Walson-Jack can pursue.
- Establishing a National Civil Service Reform Task Force: To address the widespread issues, Walson-Jack could champion the creation of a dedicated reform task force, which would oversee the implementation of key reforms. This task force could work with international bodies and private sector experts to guide the civil service through the necessary transformations.
- E-Government and Process Automation: Adopting an e-government framework, where many bureaucratic processes are automated, can drastically reduce delays and inefficiencies. Walson-Jack can promote the digitization of civil service functions, including applications, approvals, and payroll management. This would improve transparency and cut down on opportunities for corruption.
- Cultural Shift in Civil Service: Perhaps the most difficult, but most important, reform is to bring about a cultural change in the civil service. Promoting values of integrity, hard work, and accountability is crucial. Walson-Jack’s role in fostering this cultural shift could involve setting up ethics committees, encouraging whistleblowing, and implementing robust disciplinary measures for misconduct.
- Collaborating with Anti-Corruption Agencies: Walson-Jack can enhance collaboration with anti-corruption bodies such as the ICPC and EFCC to monitor the civil service and hold corrupt officials accountable.
Conclusion
The Nigerian civil service stands at a critical juncture. Didi Walson-Jack’s appointment as the Head of the Civil Service of the Federation comes with high expectations. Her leadership offers an opportunity to steer the civil service toward greater efficiency, transparency, and accountability. However, the task ahead is monumental. Bureaucratic bottlenecks, corruption, and a lack of modernization must be tackled head-on if real progress is to be made.
Walson-Jack has the experience and skills needed to implement these reforms, but she will need the political will, support from civil servants, and collaboration from key stakeholders to make lasting changes. Nigerians are eager to see a civil service that works for them—a system that supports, rather than hinders, the country’s growth and development.