The Niger Delta Development Commission (NDDC) has commenced the implementation of a new Performance Management System (PMS) aimed at improving staff productivity and strengthening service delivery across the commission.
The Managing Director of the commission, Samuel Ogbuku, announced the initiative during a two-day retreat organised for the deployment and institutionalisation of the system at the NDDC headquarters in Port Harcourt.
Ogbuku said the new PMS would replace the Annual Performance Evaluation Report (APER) currently used in the public service, noting that the system is built on the Balanced Scorecard model and designed to measure both organisational and individual performance.
According to him, the adoption of the new framework reflects the commission’s commitment to efficient service delivery in line with the Renewed Hope Agenda of President Bola Ahmed Tinubu.
He commended the Federal Government for introducing reforms aimed at repositioning Nigeria’s public service to align with global best practices, while urging NDDC staff to prioritise performance, teamwork and continuous improvement in their daily duties.
Ogbuku also disclosed that the commission would move towards full automation to enhance efficiency and accountability in its operations.
He explained that the new employee management system would drive productivity, adding that promotions would henceforth be determined strictly by measurable performance.
“Every staff member must cultivate the habit of learning to be familiar with computer systems. This is mandatory under the new policy, particularly as all directorates in the commission will be fully automated by the end of March,” he said.
The Managing Director added that staff would undergo training across various operational areas to facilitate a smooth transition to the new system.
The Director of Planning and Statistics at the commission, Patterson Ogon, said the PMS would enable the organisation to track progress, identify operational gaps and support evidence-based decision-making.
He noted that the initiative represents a significant step toward strengthening accountability, efficiency and service delivery within the commission.
Similarly, the Director of Administration and Human Resources, Kelechi Nwelue, said staff performance would now be evaluated on both quarterly and annual bases to identify areas requiring improvement.
According to him, support systems would also be put in place across all directorates to help staff adapt effectively to the new framework.
A consultant on the project, Offiong Achibong, explained that the PMS is designed to promote excellence in the workplace through measurable performance indicators across units and directorates.
She added that key features of the system include regular performance evaluations, clear goal-setting and promotion based on performance outcomes.
Achibong emphasised that the ultimate objective of the reform is to institutionalise a culture of excellence within the commission, where dedication and hard work are duly recognised and rewarded.
