The Chairman of the Federal Civil Service Commission (FCSC), Prof. Tunji Olaopa, on Monday explained the rationale behind the commission’s development of a new strategic plan for growth and transformation, scheduled to run from 2026 to 2030.
Speaking at the FCSC Strategic Plan Stakeholder Validation Workshop in Abuja, Olaopa said the plan is designed to consolidate and deepen the numerous reform initiatives embarked upon by the 10th Commission under his leadership over the past two years.
The event attracted key stakeholders, including representatives of the Chief of Staff to the President, the Head of the Civil Service of the Federation, the Police Service Commission, the Bureau of Public Service Reform (BPSR), retired federal permanent secretaries, international partners such as the United Kingdom Foreign, Commonwealth and Development Office (through the PACE programme), and members of the private sector.
According to Olaopa, the plan is rooted in the charge given to the Commission by President Bola Ahmed Tinubu at its inauguration on December 13, 2023, to reposition the FCSC as a catalyst for transforming the federal bureaucracy.
He noted, however, that after one and a half years of implementing the repositioning plan, it became clear that “without rigorous diagnostic research, systematic stakeholder engagement, and a well-grounded theory of change,” significant gaps existed.
“These gaps include the absence of evidence-based concrete strategies, change management programmes, and designed projects to drive a more reassuring transformation journey,” he stated.
Olaopa described strategic plans of public-sector institutions as frameworks for translating intent into measurable actions, improving performance, optimising resources, and aligning policies. For the FCSC, he said, the new plan would enable it to rethink outdated operations and processes while driving transformation in line with 21st-century governance and management principles.
He further explained that the strategic plan draws on international best practices, comparable country experiences, and smart reforms across Commonwealth civil service commissions. It focuses on six principal areas:
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Institutional Strengthening: Enhancing the Commission’s constitutionally enabled independence, oversight of MDAs, and public accountability mechanisms.
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Transparent Recruitment: Reinforcing competitive examinations, structured interviews, and merit-based digital recruitment platforms for nationwide entry into the civil service.
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Performance-Based Career Progression: Working with the Head of the Civil Service of the Federation to institutionalise systems linking promotions and career progression to KPIs, citizen feedback, and revised appraisal reports.
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Digital Transformation: Automating HR systems and processes to improve public trust and operational agility.
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Ethical Governance: Embedding ethical frameworks, internal audits, and whistle-blower protections into key operations.
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Equity and Inclusion: Deepening the transparent implementation of federal character principles, alongside clear guidelines for the representation of women and persons with disabilities (PWDs).
In her goodwill message, the Head of the Civil Service of the Federation, Mrs. Didi Esther Walson-Jack, commended the FCSC for developing the plan, describing it as “not just a roadmap for the FCSC but for the entire civil service.” She pledged her support for its implementation.
Also speaking, the Director-General of the BPSR, Dr. Dasuki Ibrahim Arabi, lauded Olaopa’s vision and commitment to civil service reform, urging all FCSC staff to play their part in ensuring its success.
Similarly, Mr. Japh C.T. Nwosu, representing the Council of Retired Federal Permanent Secretaries (CORFEPS), expressed the group’s alignment with the objectives of the strategic plan.
