Application of Due Process in Recruitment and Selection of Personnel into the Federal Civil Service. Part 1

This study was conducted to investigate the constraint to the effective application of due process in the recruitment and selection of personnel into the federal civil service. Four objectives and four research questions guided the study. A sampling technique was used in carrying out the work. A total number of three hundred (300) respondents were used for the study. The instruments for data collection were a questionnaire and observation checklist. Three hundred (300) copies of the questionnaire were distributed to the staff of the Federal Civil Service Commission (FCSC), Abuja and two hundred and seventy-six (276) were returned representing a 92% return rate. The frequency table and Mean were the statistical measures employed for the data analysis. The findings revealed that there were no strategies or methods of recruitment and selection of staff into the federal civil service. However, the findings also revealed that practices such as political interference and corruption during recruitment and selection in federal civil service tend to undermine the principle of due process. Based on the findings, it was recommended that the federal civil service commission should formulate sound policies and practices that will minimize the degree of politicization and corruption in the recruitment and selection of staff into the federal civil service; make use of modern sources and techniques of recruitment and selection such as, E-recruitment process and Information Communication Technology (ICT)-based selection resources as their source of recruitment and selection; and develop strategies or methods that will result in the effective application of due process in their recruitment and selection exercises.

Contributory pension scheme and employee work attitude in the Nigerian Federal Civil Service

This study investigated the effects of Contributory Pension Scheme on employee work attitude in the Nigerian Federal civil service. The study which is anchored on expectancy theory adopted a cross-sectional survey design. A sample of 1007 federal civil servants selected using total population sampling technique constituted the study participants. A structured questionnaire with a reliability co-efficient estimate of 0.742 was used to generate the quantitative data. The Statistical Package for Social Sciences (SPSS) aided the presentation and analysis of data relating to the objectives of study using frequency distribution table and, the test of research hypothesis with chi-square statistic. The study’s findings suggest that contributory pension scheme has had positive effects on employee work attitude in the Nigerian Federal civil service in Imo State. The study found a statistically significant relationship between the new contributory pension scheme and improved employee work attitude in the Nigerian federal civil service in Imo State. Based on the findings, the study recommended that government should strengthen the administration of the contributory pension scheme to further improve the work attitude of Nigerian civil servants and to enhance their efficiency.

Effect of Career Fulfilment on Employee Performance in Federal Civil Service Commission, Abuja-Nigeria

Purpose: The study on the effect of career fulfilment practices on employee performance is still scanty in the human resource management domain. The objective of this study is to determine the effect of career fulfilment practices on employee performance in the Federal Civil Service Commission (FCSC), Abuja-Nigeria. Design/Methodology/Approach: The study is a cross-sectional survey. Hence, researchers adopted the primary data approach of data collection. The population of the study is 400 (FCSC, 2021). Using Krijcie and Morgan (1970), the sample size is 196. The researchers increased the sample size by 50% based on Salkind's (1997) suggestion. Thus, the final sample size of the study is 294 using the stratified random sampling technique. The study administered 294 copies of the questionnaires and was used for the analysis. The returned questionnaires were inputted, coded, and screened using Statistical Package for the Social Science (SPSS) version 22 software. Analysis was carried out using Partial Least Square Structural Equation Modelling (PLS-SEM). Findings: Findings showed that career fulfilment practices have a positive and significant effect on employee performance in FCSC, Abuja-Nigeria. Implications/Originality/Value: The study concluded that FCSC, Abuja-Nigeria, government, labour Unions and policymakers should promote career fulfilment practices that will improve employee performance in FCSC, Abuja.

Practice of the Appeal Board of the Federal Criminal Service of Russia (scientific review of the most significant cases considered in the first quarter of 2020)

In this review of the decisions of the Appeals Board of the Federal Criminal Service of Russia, the authors consider cases for the first quarter of 2020, containing legal positions important for maintaining uniformity of the law enforcement practice of antitrust authorities. Thus, the first of the cases considered shows the importance of observing the procedure for considering cases of violation of antitrust legislation, in particular, the procedure for forming a commission, the violation of which will lead to the annulment of acts of the territorial antitrust authority. In the second case, the Appeal Board of the Federal Civil Service of Russia addresses the question of the validity of concluding a state contract with a single supplier. The third solution considered addresses the always pressing problem of proving unfair competition.

FEDERAL CIVIL SERVICE EXAMINATIONS FOR UNIVERSITY FACULTY AND AFFIRMATIVE ACTIONS FOR RACIAL EQUALITY

In this study, quali-quanti methodology was applied to analyze the implementation of Law no. 12,990/2014 on quotas for Black candidates at 63 federal universities and 38 federal ‘institutes’ (secondary and vocational training), during the period that spanned 2014 to 2018. The law reserves 20% of teaching vacancies filled through federal civil servant examinations for Black people. We observe the distance that separates the legally-stipulated conditions and actual practice in these institutions. As five years have now gone by since the passage of this legislation, it seems safe to say that the goal of expanding racial/color diversity in federal civil service will not be achieved through public examinations for teaching careers. Moreover, meeting this goal becomes progressively harder, given the present scenario of resurgence of meritocratic discourses that question the legitimacy of affirmative actions for Afro-Brazilians.

Commentary on Jim Tozzi, “Office of Information and Regulatory Affairs: Past, Present, and Future”

Jim Tozzi is an activist institutional economist. During his 19-year career in the federal civil service, he was a pertinacious institution builder, armed with a PhD in economics but never flaunting it. He gained a reputation, richly deserved in my experience, as a supreme bureaucratic tactician. But he applied his skills to antibureaucratic purposes. Incessantly, and occasionally at professional risk, he promoted and protected internal executive-branch procedures that used economic analysis, and measures of administrative effectiveness, against the incessant forces of political entropy, agency parochialism, and special-interest capture.

Effects of the Monetisation Policy on employee performance in the Nigerian civil service

Background: This article examined the enormous financial burden placed on the Federal Government of Nigeria by the management and maintenance of its civil servants. The cost of governance in Nigeria continues to rise mainly because of the provision of fringe benefits (such as free residential accommodation, medical services, transport facilities and utilities, including telephone service, water and electricity) to public servants. Yet, public employees’ performance continues to decline, which leads to low levels of human and physical infrastructure development.Aim: This article examines the effects of the rising cost of governance in Nigeria and how to enhance employee performance. The article interrogates the effects of the monetisation of fringe benefits policy (the Monetisation Policy) of the Obasanjo Administration (2003–2007).Setting: The study was conducted in the Federal Civil Service Secretariat in Owerri, Imo State, Nigeria.Methods: This article is anchored in social exchange theory. The study participants comprised 1007 federal civil servants selected from 32 federal establishments. The participants were selected using the total population sampling technique. A structured questionnaire with a reliability coefficient estimate of 0.742 was used to generate the data for the study. The Statistical Package for the Social Sciences (SPSS) aided the presentation and analysis of data relating to the research objectives using frequency distribution tables and testing research hypotheses with chi-square statistics and Pearson’s product–moment correlation statistic.Results: The findings revealed that the Monetisation Policy has helped to enhance employee payment packages. A statistically significant positive correlation was found between high monetised benefits and high employee performance. The study found that the Monetisation Policy has had positive effects on employee performance in the federal civil service in Imo State.Conclusion: This study concludes that the Monetisation Policy has helped to enhance employee motivation and morale, and to reduce employee work-related stress, which are vital indicators of work efficiency. These factors do not only affect the contextual performance of the civil servants, but also predispose their task performance. The researchers recommend that the Monetisation Policy should be sustained. It is also recommended that the government should introduce other measures aimed at enhancing the motivation of employees who receive lower monetised benefits so as to further improve the overall performance of the Nigerian civil service.