FAAN’s HR director sensitises staff on tour of airports amid new policy
Sade Williams/Business a.m.
In line with the Renewed Hope agenda of President Bola Ahmed Tinubu, which mandates 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.
Emiola Olatubosun Luqman, the director of Human Resources and administration (DHR&A), who was tasked with the responsibility of touring all airports under the jurisdiction of the Federal Airports Authority of Nigeria (FAAN), visited Samuel Ladoke Akintola Airport, Ibadan last Thursday to sensitise staff on the new PMS.
According to him, the new programme will replace the Annual Performance Evaluation Report (APER) and change its form from analogue to digital, adding that this will also ensure that promotions are based on competence and merit rather than seniority.
Upon his arrival at the Samuel Ladoke Akintola Airport, Ibadan, Luqman provided a comprehensive explanation of the new PMS. He introduced performance management in public service, emphasising its role in developing, enhancing, and sustaining staff performance while fostering a results-oriented culture within the service. This new PMS represents a shift from analogue methods to digital systems, aiming to enhance smarter performance and streamline processes.
He explained that clear job objectives will be outlined for each department. He emphasised that every staff member must be aware of their specific responsibilities and should be able to report on the work completed.
Luqman further explained the Employee Performance Management subsystem, which defines, communicates, manages, and supports the performance and development of employees in the federal public service.
He highlighted that the purpose of performance management is 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 MDA. This system aims to ensure increased productivity and improved service delivery through more intelligent and efficient performance management.
Elaborating on the Performance Management Cycle, which 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 also discussed the Federal Civil Service Competency Framework, highlighting the importance of commitment, integrity, inclusiveness, and courage, and their impact on productivity. Additional key frameworks include collaboration and partnering, effective communication, management and development, emotional intelligence, transparency and accountability, value for money, effective decision-making, strategic thinking, change management, policy management, citizen focus, information and records management, and specialist competencies.
In conclusion, Luqman outlined the roles and responsibilities within performance management, stressing the need for commitment and involvement from various stakeholders. These include the Appraisee (supervised officer), Appraiser (supervising officer), Head of Department, Human Resources Department, Appraisal Committee (Junior/Senior Staff Committee), Performance Management Department, and the Permanent Secretary. The results of the PMS evaluations will be submitted to the Office of the Presidency for further action, signifying a major shift toward more advanced and effective performance management practices aimed at achieving national development goals.
Emiola has visited many airports including Murtala Muhammed International Airport, Lagos and Akure Airport for the sensitization program.