By Oluwasola Marinho, Moyofoluwa Ogunyemi
As part of its continuous drive to improve staff efficiency, productivity and alignment with organizational goals, the Raw Material Research and Development Council (RMRDC) organized a follow-up training session on the Performance Management System (PMS) for the staff of the Lagos Coordination Office.
The training which held at the boardroom of the RMRDC Lagos Coordination Office on Monday, 28th July, 2025, served as a refresher and capacity-building session to deepen understanding and effective application of the PMS framework introduced by the Federal Government as a key tool for public sector reforms. It was aimed at reinforcing the strategic importance of performance planning, target setting, self-assessment and regular performance reviews in enhancing accountability and service delivery.
In his welcome remarks, the Lagos State Coordinator, Mr. Oluwasola Marinho, reiterated the commitment of the Council to build a performance-driven culture through regular engagement and training. He noted that the follow-up session was crucial for ensuring that all staff members are not only aware of the PMS tools, but are also confident in using them to track their outputs and align with the Council’s strategic goals and objectives.
The training was facilitated by Principal Scientific Officer from the Council’s headquarters, Mr. Suleiman Ciroma. In his presentation, Mr. Ciroma emphasized the Federal Government’s vision of institutionalizing a culture of performance within the civil service, adding that PMS is not merely a documentation tool but a mechanism for driving personal and institutional improvement. He provided practical guidance on key aspects of PMS implementation, including the pragmatic assignment of staff schedules by the State Coordinator, aligning individual tasks with departmental and Council-wide targets, proper use of the PMS dashboard for tracking progress and appropriate strategies being put in place for overcoming common challenges encountered during the initial roll-out phase.
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Mr. Ciroma further informed participants that the PMS has officially replaced the Annual Performance Evaluation Report (APER) form and would now serve as the primary framework for assessing staff performance. While highlighting the need for members of staff to intentionally develop good soft skills, he emphasised that staff appraisals by the State Coordinator under the PMS will contribute only 20% of the total score required for promotions, thereby underscoring the need for accurate, timely and consistent documentation of performance activities. He also stressed the importance of evidence-based reporting, regular feedback loops and peer learning in strengthening the PMS process.
Participants expressed appreciation for the refresher training, noting that it helped clarify grey areas, boosted their confidence in using the system and reinforced the importance of documentation and measurable deliverables in public service.
The training concluded with an interactive Q&A session and the filling of an evaluation form, allowing staff to provide feedback and suggestions for strengthening performance tracking and evaluation moving forward.
