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Executive Secretary of the National Senior Secondary Education Commission, Dr Iyela Ajayi
The Executive Secretary, the National Senior Secondary Education Commission, Dr Iyela Ajayi, has urged the management staff of the commission to be dedicated to improving the service delivery of the organisation.
Ajayi made the call at a Three B-day Sensitisation Workshop on Performance Management System of the commission in Nasarawa on Monday.
The executive secretary said the objective of the workshop was to enhance, transform and improve the educational system to ensure a brighter future.
“As we navigate through an ever-evolving landscape of public service, the need for a robust and effective Performance Management System becomes increasingly evident.
“The efficiency of our performance management processes is not merely a bureaucratic necessity but a crucial element in the delivery of quality public services.
“It ensures that we align our strategic objectives with measurable outcomes and promotes a culture of transparency and continuous improvement,” he said.
Ajayi added that the workshop would facilitate actionable strategies that would serve as a foundation for enhancing the performance management framework.
He further urged management staff to refine their performance management practices to enhance effectiveness as well as contribute to the betterment of the entire education sector.
On his part, Mr Abiodun Ajayi, from the Performance Management Department, Office of the Head of Civil Service of the Federation, said the training was necessary to bring effectiveness in service delivery.
He noted that it is a monthly review and the brain behind the monthly review is to have feedback and check employees’ deliverables, and quarterly appraisal.
He added that MDAs were expected to draw their objective from the monthly and quarterly appraisal of the PMS for optimum and effective performance.
According to him, the PMS has two phases- the institutional performance management that has to do with deliverables and the employee performance Management for promotion, discipline, rewards and recognition.
“Recall that the former Head of Service introduced through the directive of the former President Performance Management System ( to replace the old Annual Performance Evaluation Report form.
“We have been using for over four decades the APER form and the idea is to track the performance of public servants in the area of individual and institutional deliverables.
“The government is trying to link the deliverables, functions and objectives of each MDA into the national development goals”, he said.
