The Federal Civil Service’s 2026 Rewards and Recognition exercise has exposed what the Head of the Civil Service of the Federation (HCSF), Mrs Didi Esther Walson-Jack, described as a disturbing failure by many Ministries to comply with the process for identifying and rewarding outstanding workers.
Walson-Jack disclosed on Saturday evening in Abuja that only nine of the 29 Federal Ministries that submitted nominations for the 2026 Federal Civil Service Rewards and Recognition Awards fully complied with the guidelines.
Speaking at the awards ceremony held at the State House, she said the low level of compliance had directly affected the number of deserving civil servants who could be recognised for exceptional performance.
According to her, some Ministries failed to organise their mandatory Ministerial Award Ceremonies, while others did not submit nominations as required.
She said the situation was particularly concerning because the awards system was designed to identify and celebrate civil servants who demonstrate excellence, innovation, professionalism, integrity and commitment to public service.
“Excellent Civil Servants cannot be recognised if their Ministries do not nominate them. The Awards Selection Committee is diligent, but it is not a committee that reads minds,” Walson-Jack said.
The head of service consequently challenged Permanent Secretaries to assume greater responsibility for the implementation of the Rewards and Recognition System, warning against a situation where deserving officers are overlooked because of administrative lapses.
She explained that the framework operates at three levels, Monthly Departmental, Annual Ministerial and Service-Wide Rewards and Recognition, to create a continuous culture of recognising good performance across the public service.
Walson-Jack specifically commended the Ministries of Youth Development; Industry, Trade and Investment; Special Duties and Inter-Governmental Affairs; Regional Development; and the Office of the Head of the Civil Service of the Federation for complying with the requirements, particularly the implementation of Monthly Departmental Awards and submission of quarterly reports.
She also recognised the contributions of the Aig-Imoukhuede Foundation, which provided cash rewards for winners of the HOCSF EPIC Award, and Leadway Assurance Company Limited, which sponsored a brand-new car as the star prize for the overall winner.
She urged the awardees to sustain the standards that earned them recognition and to mentor younger officers coming behind them.
The head of service also encouraged unsuccessful nominees not to be discouraged, assuring them that their contributions remained valued while urging them to continue striving for excellence in the service of the nation.
Meanwhile, the awards ceremony produced several winners across different categories.
Mrs Claris Nwaejuaafo Ujam received the Presidential Distinguished Civil Service Career Award, while Abumoye Ayo Emmanuel was honoured with the Presidential Civil Service Merit Award.
Anthony Okechukwu Ogwo and Peter Ochoche Emmanuel received the Head of the Civil Service of the Federation EPIC Award, while the Youth Help Desk of the Federal Ministry of Youth Development won the Civil Service Excellence Award.
The Federal Ministry of Industry, Trade and Investment emerged winner of the Diversity, Equity and Inclusion Leadership Award, while Aseyaiseimor Pente Kelvin received the Sports Achievement Award.
Representing the Secretary to the Government of the Federation, Senator George Akume, the permanent secretary, Special Services Office, Aminu Yargaya, said the institutionalisation of rewards and recognition was essential to improving productivity and accountability in the Civil Service.
Yargaya said the administration of President Bola Ahmed Tinubu had repositioned rewards and recognition from an occasional gesture into an important component of civil service performance management.
He noted that policies approved by the Federal Executive Council in 2025, including the Rewards and Recognition Policy, Incentive and Consequence Management Policy and Civil Service Mentoring Policy, were aimed at promoting high performance, retaining talent and addressing underperformance.
