LAGOS – In compliance with the directive of President Bola Tinubu on the implementation of a revised Performance Management System (PMS) across all federal public service parastatals, the Federal Airports Authority of Nigeria (FAAN), has commenced sensitisation of workers on the new policy.
The new PMS represents a shift from analogue methods to digital systems, aiming to enhance smarter performance and streamline processes.
Dr. Emiola Luqman, the Director of Human Resources and Administration (DHR&A), FAAN, as part of the sensitisation exercise, over the weekend visited the Samuel Ladoke Akintola Airport, Ibadan where he had a session with the agency’s staff.
Luqman is tasked with the responsibility of touring all airports under the jurisdiction of FAAN for the sensitisation.
Luqman explained that the new programme would replace the Annual Performance Evaluation Report (APER) and change its form from analogue to digital.
According to him, this would also ensure that promotions are based on competence and merit rather than seniority.
He maintained that the new PMS would ensure development, enhancement and sustainability of staff performance, while also fostering a result-oriented culture within the service.
He emphasised further that clear job objectives would be outlined for each department, stressing that every staff member must be aware of their specific responsibilities and should be able to report on the work completed.
He added that the purpose of performance management was to facilitate communication between supervising officers and their immediate subordinates, provide input for effective human resources decisions, boost commitment and mutual understanding, and build positive working relationships at all levels within the Ministries, Departments and Agencies (MDAs).
He added: “This system aims to ensure increased productivity and improved service delivery through more intelligent and efficient performance management.
“The Performance Management Cycle involves three levels of evaluation: the immediate supervisor, another officer, and finally a committee responsible for the final appraisal. This new approach is designed to ensure that promotions are based on merit rather than seniority.
“The cycle includes end-of-year appraisal, development planning, reward and recognition, key result areas (KRA), employee job objectives, competencies, development plans, and reaching agreements. Interim reviews (monthly and quarterly), tracking, feedback, training, coaching, and counselling are also integral components of this cycle.”
Luqman further discussed the federal civil service competency framework, highlighting the importance of commitment, integrity, inclusiveness, and courage, and their impact on productivity.
He also mentioned key frameworks to include collaboration and partnership, effective communication, management and development, emotional intelligence, transparency and accountability and value for money, among others.
Emiola had before now visited the Murtala Muhammed International Airport (MMIA), Lagos and Akure Airport, Ondo State for the sensitisation exercise.
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