Transparency in Petroleum Exploration and Development Initiative
(TIPEDI) on Thursday endorsed ongoing reforms at the Nigerian Content
Development and Monitoring Board (NCDMB).
The Secretary of TIPEDI, Dr Michael Amaegberi made this known in
statement issued in Yenagoa.
TIPEDI is a Non-Governmental Organisation monitoring operations in the
nation’s oil and gas industry.
Amaegberi said that the reforms would institutionalise competency
assessment of staff for efficiency and enhanced service delivery in the
operations of the NCDMB and by implication the oil and gas sector.
He said that the current management led by the Executive Secretary, Mr
Simbi Wabote, had adopted best practices by transforming the human
resource evaluation system to make it performance driven by the innovation.
He hoped that at the end of the process, a more efficient regulatory and
content development organisation that could meet high expectations of key
players in the oil and gas sector would be built.
He said the engagement of KPMG to conduct the review of human resource
processes, and competency test, indicated a desire to raise the quality of
service of the board.
“Some of the ongoing reforms in NCDMB, including welfare issues were
inherited by Mr Wabote and it is instructive to note that he has not shied away
from undertaking the various exercises that are necessary to restore sanity in
the work environment.
“The move is in line with the change agenda of the Buhari administration
and the public service rules.
“The review of organisational structure, we understand will help define
clearly, departments and units and requirement for officers to occupy various
positions.
“The board will determine where additional manpower will be needed as
the process will encourage promotion of staff and the employment of new ones to
fill vacant positions after the board would have identified where there are
capacity deficiencies,” he said.
Amaegberi commended all staff and particularly top management officers
for submitting themselves to the recently completed competency test to identify
their competency profile based on knowledge, skills, ability and attitude
required to function at the optimum level.
He observed that the ongoing performance, skills and competence study by
KPMG was a departure from past practices where staff were arbitrarily sent for
all manner of trainings whether relevant to their work or not.
He urged the management to sustain the ongoing conduct of staff
verification, which was started before the appointment of Wabote to rid the
board of those whose employment process did not follow established procedure.
According to Amaegberi, the verification will also fish out those with
possible fake certificates in a process that must be seen to be fair and
transparent, devoid of victimisation or high handedness.
He expressed delight that many staff actually welcomed the ongoing
reforms in NCDMB because they believe it would enhance staff performance
and improve overall quality of activities of the board.
The NGO said that its investigations showed that some workers who were
opposed to the ongoing reforms were doing so because they were fed with wrong
information on the intentions of the management.
“Our interaction with NCDMB management reveals that the exercise will not
lead to the dismissal of any staff or in any way deny anyone of their promotion
as long as their employment process as well as qualifications are in order,” he
said.
Amaegberi advised the NCDMB management to ensure regular interaction
with staff and open different channels of communication to intimate the
in-house union of proposed policies and changes in the organisation.
The group noted that sensitising the workforce on the ongoing
innovations would foster harmonious relationship between management and workers
at all times.
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