Science Park Journals

Vol. 5(6), pp. 241-259, September 2019 ISSN 2315-5396 Scientific Research DOI: 10.14412/SRI2019.259 and Impact Copyright© 2019 Author(s) retain the copyright of this article Available online at http://www.scienceparkjournals.org/SRI

Full Length Research Paper

THE LOCAL GOVERNMENT SERVICE COMMISSION AND ITS IMPACT ON THE DEVELOPMENT OF THE STATE, 1999-2011

Peter Wilfred Naankiel

Department of History and International Studies, Federal University Lafia, , .

Corresponding Author Email:[email protected]

ABSTRACT: The importance of public institutions in the lives of people in Nigeria since independence cannot be over emphasized. Their roles in development across the three tiers of government have made them come within the domain of public discourse especially with regards to their viability and efficiency in service delivery to the Nigerian citizenry. This has also been same for the Plateau State Local Government Service Commission. Therefore, as a result of this concern, this study examined and analyzed how the Plateau State Local Government Service Commission has been able to provide service delivery at the Third Tier of government in Plateau State within the period under study. Besides, the study also examined the impact the Commission has made on the career of civil servants at the Local Government level in the State. The study used a multi-disciplinary approach where primary and secondary sources of data were used for making analysis. Hence, the study is significant to the extent that it examined and analyzed the mandate, impacts and challenges of the Local Government Service Commission in Plateau State within the period under study. The study observed that the Commission has been bedeviled by challenges such as corruption, indiscipline and politicization of the service amongst others. As a result of these, the study recommended the need for staff members to change their attitude to work and also the need for the Plateau State Local Government Service Commission to quarterly engage the services of external auditors to check on the staff payroll list in order to ensure that only the right people are being paid instead of fictitious ones amongst others.

KEYWORDS: Civil Service, Civil Servants, Local Government, Commission, Service Delivery

Author(s) agree that this article remain permanently open access under the terms of the Creative Commons Attribution http://creativecommons.org/licenses/by/4.0/

Peter Wilfred Naankiel 242.

INTRODUCTION Public institutions have right from the colonial period up to the independent era and even in contemporary times played diverse roles in the lives of people in Nigeria. However, these public institutions have come within the domain of public discourse in terms of their efficiency and proficiency in service delivery to the generality of the Nigerian masses. This has also been same for the Plateau State Local Government Service Commission. Thus, arising from the above concern, the study examines and analyses how the Local Government Service Commission in Plateau State has been able to actualise and fulfil service delivery as the Third Tier of Government in Plateau State. What impacts has the Commission been able to make on the career of civil servants as the third tier in Plateau State? It should be borne in mind that Local Government Administration in Nigeria has attracted serious attention nationally since the Local Government reform of 1976.1 This tier of government is the closest to the people, yet the people at the tier are denied the benefits of its existence. The failure of local government in the aspect of service delivery over the years has left much to be desired in terms of meeting the target of service delivery to the people.2 Clearly, the Plateau State Local Government Service Commission’s strictness to the application of the Civil Service Rules and its statutory mandate could be responsible for the poor service delivery and the people’s inability to fully benefit from the Third Tier of administration in Plateau State. However, the importance and necessity of the Civil Service to nation building and implementation of government policies have been captured thus; A strong political leadership needs neutral, efficient, honest civil service. Officers must be recruited and promoted completely on merit. They have to share the same nation-building philosophy and development goals of the political leaders. They must be adequately paid so that temptations will not be difficult to resist .An impartial, capable Public Service Commission has to be shrewd at assessing character. Appointments, Awards of Scholarships must be made to the best candidates. The need for an honest and upright Civil Service backed up by neutrality and efficiency of productivity are the cardinal live wires of nation building and full implementation of government policies. However, for this to be achieved, the Commission saddled with the responsibility of coordinating the affairs of Civil Servants must ensure that transparency is its watch ward in terms of appointments and award of scholarships e.t.c. It is against this background that the study situates the discourse on the study of the Plateau State Local Government Service Commission and its impact on the development of the state within the period under review.

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THE EMERGENCE OF THE PLATEAU STATE LOCAL GOVERNMENT SERVICE COMMISSION

At this point, the study as matter of expedient turns its attention to the emergence of the Local Government Service Commission in Plateau State which has over the years served as a fulcrum in the operations of the Local Government system in the country and Plateau State in particular. The Dasuki Report of 1976 marked a milestone in the development of local government administration in Nigeria. The then military government after studying the report, embarked on an extensive local government reform with the view to having an effective local government system that is nearer to the people and ensuring their participation in government process.4 The report recommended among other things that there should be a Local Government Council which would operate through a uniform single tier local government structure all over the country. Also, the report further recommended the establishment of Local Government Service Board, charged with the responsibility for recruiting, posting, promoting and discipline of senior staff (unified staff) in the local government.5The philosophy behind the establishment of the Board was to attract the right calibre of professionals into the local government administration which hitherto was non-existent. Also, the Commission (Board) was to ensure that career staff are insulated from undue partisan politics, hence developing a career pattern and progression in the service as spelt out in the scheme of service. The Plateau State Local Government Service Commission was established through the Plateau State Edict No. 4 1987, hence it derives its power and functions from this edict.7An informant corroborated this view that the Plateau State Local Government in spite of its coming into being through an edict in 1987 has its roots and origin from the 1976 Local Government Reform carried out by the federal government.8 Prior to the creation of Nassarawa State in 1996 by the Late General Sani Abacha regime, civil servants under the then Plateau State Local Government Service Commission encompassed all the Local Government Areas that made up the Old Plateau State before the 1996 separation of the two areas.9Currently, civil servants at this tier of administration in Plateau State encompass the 17 Local Government Areas (L.G.A’s). These local government areas are Barkin Ladi, Bassa, Bokkos, Jos East, Jos North, Jos South, Kanam, Kanke and Langtang North. Others include Langtang South, Mangu, Mikang, Pankshin, Quan Pan, Riyom, Shendam and Wase.

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The staff strength for all these L.G.A’s as at December 2011 is put at 19,628. This number is comprised of 7,849 unified staff, 9 non indigenes and 11,770 delegated staff.11Unified staff is composed of senior staff in the senior cadre while delegated staff comprises of junior staff in the junior cadre. A summary of unified and delegated staff across the 17 L.G.A’s indicates that Barkin Ladi has 978 staff, Bassa 1008, Bokkos 1455, Jos East 1076, Jos North 1948, Jos South 865, Kanam 1049, Kanke 904, Langtang North 1259 and Langtang South 1335. Others are Mangu 1105, Mikang 1282, Pankshin 963, Quan Pan 952, Riyom 1063, Shendam 1133 and Wase 1256 staff.

FUNCTIONS OF THE LOCAL GOVERNMENT SERVICE COMMISSION IN PLATEAU STATE The functions of the Local Government Service Commission are as stipulated in the Edict establishing it. Hence, the Local Government Service Commission is saddled with certain basic functions it is expected to carry out in order to ensure the smooth administration of Civil Servants (staff) at the third tier of government. In the end, it is also expected to ensure effective service delivery to people in the rural areas (third tier of Government). Edict No. 4 sub-section 5:2 of 1987 clearly spells out the functions of the Plateau State Local Government Service Commission as follows;

(i) Recruitment of qualified persons to vacant positions in the Local Government unified service. (ii) Promotion and advancement of all unified Local Government staff. (iii) Training and Manpower development (iv) Serving as appellant or review body for all petitions from staff in the Local Government Service. (v) Approving of cases of conversions, change of inter-service transfer and secondment. (vi) Handling of disciplinary cases. (vii) Approving of retirement from the Local Government Service and withdrawal of service of both delegated and unified staff. (viii) Appointment of key functionaries in the unified service to the positions of Directors/Deputy Directors, Land Officers, Revenue Officers, Cashiers and Internal Auditors.

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(ix) Monitoring of the performance and execution of delegated functions in the Local Government Service of the 17 Local Government Councils. (x) Maintenance of a comprehensive seniority list as well as nominal rolls for the Local Government Service of the 17 Local Government Councils.13

The functions of the Local Government Service Commission are basically those of staff recruitment for the Local Governments, training of staff across all cadres, staff discipline and promotion, posting of staff to various Local Government Areas, staff transfers, retirement and transfer of service e.t.c. On the whole, the Local Government Service Commission is a Personnel Management Agency whereby all affairs concerning staff (Civil Servants) are managed by them. It is on the basis of performing these functions that one can really judge whether or not the Commission has within the period under review (1999–2011) has been able to effectively discharge its assigned responsibilities and consequently impact on the lives of people as a public institution in the state.

THE PLATEAU STATE LOCAL GOVERNMENT SERVICE COMMISSION IN THE DEMOCRATIC ERA, 1999–2011

Staff recruitment by the Plateau State Local Government Service Commission under the democratic era from 1999–2011 had been characterized by the non-adherence to due process and the negation of merit. It should be stated from the onset that the height of this negation was during the Chief Joshua Chibi Dariye’s administration and that of Late Da Chief Michael Botmang (this was during the so called impeachment of Chief Joshua Chibi Dariye from 2006– 2007).14 In fact, the administration of Chief had to nullify certain employments of staff which never followed due process by the Plateau State Local Government Service Commission in 2007 when he came in as Governor. Generally, views by informants as obtained by this study during oral interviews indicated that such recruitments of staff were mostly politicised.15 Those that had people at the helm of affairs or corridors of power secured employment with the Plateau State Local Government Service Commission even without the purchase of forms or attending interviews.16 In 2002, the Commission had to query six(6) Directors in Wase Local Government Council for employing staff over the number approved by the Commission.17In fact, such recruitment exercises

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according to informants were to a large extent characterized by ‘god- fatherism’,18favouritism,19nepotism20 and ‘who knows who?’21

According to an informant such recruitments as embarked upon especially during the Late Chief

Michael Botmang’s ‘administration’ was not based on need or to fill vacancies but were rather meant to satisfy selfish political reasons.22 And as a result the Local Government Council’s had over-bloated staff members23 with its attendant consequences. Besides, the recruitments never took cognizance of equal representation of all ethnic groups and Local Government Areas in the state. For instance, informants pointed out that the ’s Administration employed more of his Bokkos Kinsmen than other ethnic groups in the Local Government Service

Commission.24 Joseph D. Kaze, a staff of the Local Government Service Commission recruited during the democratic era and posted to Jos East gives the recruitment scenario and its rationale as follows: ‘as of today, 75% of us have been recruited during the democratic era. May be they wanted doing so in order to boost their political career or nurse their future political ambition.’25 Even though Joseph’s 75% estimation of the number of those employed was not empirical or backed by any data, it is clear that his intention is to show that majority of the staff of the Plateau State Local Government Service Commission were employed during the democratic era. However, table 1.1 and 1.2 below clearly shows the reality of unequal representation in the service.

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Table 1.1 Showing Disposition of Delegated Staff by Local Government of Origin as at December 2011

S/No L.G.C STAFF FIGURES

1 Barkin Ladi 407

2 Bassa 569

3 Bokkos 711

4 Jos East 268

5 Jos North 386

6 Jos South 462

7 Kanam 614

8 Kanke 429

9 Langtang North 483

10 Langtang South 427

11 Mangu 690

12 Mikang 580

13 Pankshin 489

14 Quan Pan 291

15 Riyom 269

16 Shendam 517

17 Wase 0

TOTAL 7,592

Source: Local Government Service Commission Plateau State 2011 Annual Report, P.26 Table 1.2

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Table Showing Disposition of Unified Staff by Local Government of Origin as At December 2011.

S/No L.G.C STAFF FIGURES

1 Barkin ladi 648

2 Bassa 612

3 Bokkos 958

4 Jos East 550

5 Jos North 540

6 Jos South 450

7 Kanam 685

8 Kanke 578

9 Langtang North 988

10 Langtang South 981

11 Mangu 727

12 Mikang 721

13 Pankshin 649

14 Quan Pan 682

15 Riyom 635

16 Shendam 581

17 Wase 783

TOTAL 11,768

Source: Local Government Service Commission Plateau State 2011 Annual Report, P.26.

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Staff training during the democratic era especially from 1999–2011 has been continuous, efficient and effective all geared towards better productivity and effective delivery of service to the masses at the third tier of administration.26 The Local Government Service Commission has indeed during the democratic period made tremendous strides in the aspect of training of staff members in various institutions of higher learning with schools fees of up to 90% being paid.27 In fact, a Principal Officer of the Commission stated that in terms of staff training, the Plateau State

Local Government Service Commission was rated the best in country in 2005 and has never relented its efforts in doing so.28He buttressed this assertion by giving some statistics that within the period under review (i.e. the democratic era from 1999 – 2011), the Commission in Plateau

State has been training 35 staff from each Local Government Council (i.e. 5 from each department amounting to about 595 staff annually).29

It should be emphasized that apart from training staff members in higher institutions of learning, the Local Government Service Commission also organizes frequent and periodic workshops and seminars for all cadres of staff (Delegated and Unified) of the Commission both at the headquarters and the 17 Local Government Councils. Tables 1.3 below throws more light on the types and areas of training and the number of staff members participating.

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Table 1.3 Summary of In-Service Training as at December 2011. s/n Schs./Instituti PH MSc/MP Degree/B.E PG HND, OND, CERT.COURS Profession Tota o on D A D D ADV,DI NCE, ES J/CHEW al Courses l

P CHO CHE

EHT W,

EHA

1 Uni. - 11 55 12 18 9 - - 105

2 Poly. - - - - 35 44 3 - 82

3 Col.of Agric. - - - - 6 8 - - 14

4 Sch. of ------1 - 1

Nursing

5 Col.of Health - - - - 19 6 6 - 31

Tech.

6 ANAN, ------10 10

IPMAN Prof.

Bodies

7 Col. Of Edu. - - 1 - - 1 - - 2

Total 11 56 12 78 68 10 10 245

Source: Local Government Service Commission Plateau State 2011 Annual Report, P.27

Besides training needs of the Plateau State Local Government Service Commission are geared and directed towards contemporary challenges with a total of 1239 staff members attending various seminars and workshops organized by the Commission in 2011 alone. This has been aptly stated that; Aware of the strategic role Ministries, Departments and Agencies play, the Commission has made human development central to her policy direction. Conscious of this, the training policy and programmes are constantly being reviewed to meet the challenges posed by democracy and globalization. Hence, several workshops were held to acquaint staff with the

251. Sci. Res. Impact right ideas and skills on the emerging trends in the public sector as it relates to Local Government Administration.30 Most importantly, it was reiterated by a Principal Officer of the Local Government Service Commission Plateau State that training is based on nominations from the various Councils through their departments but that seniority is given priority.31 In spite of these statistics, some informants maintained that training needs and nominations of those to be trained are often politically influenced and shrouded in favouritism.32 Furthermore, it has been opined that allowances are not always given to staff members who attend seminars and workshops. This is in view of the fact that staff members incur transport and accommodation expenses etc. whenever they had to attend such workshops and seminars in Jos the State Capital. Staff discipline especially at the Local Government Council Headquarters is at its lowest ebb during the democratic era. Hence, Civil Servants at the third tier of government have become involved in politics, come to work late and leave early, and indulge in other unethical conduct which the Public Service Rules abhors. For instance, it was categorically affirmed that staff members of the Local Government Service Commission are involved in politics and political appointees to a large extent seem to turn a blind eye to such occurrences, especially when they favour the party that appoints them into office.33 Some of them even openly express their support for political parties of their choice either by openly campaigning for them or joining their campaign training during electioneering periods. To buttress this point, Bwashi Rufai argued and stressed that while she was serving in Jos East Local Government Area from 2008 – 2012, some Civil Servants openly campaigned for and against certain political parties.34 For example, during the campaigns towards the 2011 Gubernatorial Elections, some of the Local Government Staff in Jos East publicly campaigned against Governor Jonah David Jang through tearing of his posters and pasting those of his opponents especially that of his then Deputy Mrs. Pauline Tallen. In fact, on one occasion, such staff members even made and carried round Angware (Jos East Local Government Area Headquarters) a coffin structure made of cartons, with the inscription of the name of Governor Jang boldly written on it signifying his impending failure at the 2011 polls.35 These acts unfortunately negates the laid down rules contained in the Public Service Rules. Staff absenteeism from place of work is now common amongst civil servants at the 17 Local Government Council headquarters in Plateau State. In spite of the high number of staff members, it is always difficult to find all of them at their respective offices and places of primary

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assignments.36 Staff members rarely come to work but only turn up to collect their salaries at the end of the month especially when table payments are used to pay salaries.37 Akila Mwannan a Head of Department stressed he has over 20 staff members at his Social Service Unit but rarely do 10 of these staff members come to work every day.38 Some of them even come late to work, sign the time book and leave shortly thereafter.39 For some other staff members, once they report and sign their names in the time book, they immediately leave their duty posts to hawk their goods for instance drinks, snacks, second hand clothes, and prepared meat amongst others from office to office.40 It is however clear as shown by the study that even when such serious misconducts and indiscipline are continuously perpetrated by staff members, superior officers seem not to take action, rather they ignore them for reasons best known to them, with its attendant negative consequences on the overall development of the local government system in Plateau State. With regards to staff promotion by the Plateau State Local Government Service Commission during the democratic era, most informants were of the opinion that promotions never came on time especially with the Commission in Plateau State not conducting promotion exercises at the right time which is against the Public Service Rules. Section 7(b) of the Public Service Rules stipulates that the minimum number of years that an officer must spend in a post before being considered eligible for promotion shall be as follows: GL 01-06 2 years minimum, GL 07-14 3 years minimum and GL 15-17 minimum of 4 years.41 While this section indicates the minimum number of years to be spent on a particular rank, it invariably means that a staff member could spend above the required minimum number of years due to certain exigencies, even though such exigencies were never stated. This notwithstanding, informants have maintained that some staff members have stayed on a particular rank for more than seven (7) years without promotion42 or five (5) to Six (6) years before being promoted.43 According to Ha’amnaan Vitalis Kerekna’an, ‘some of the Public Servants employed since 2006 have not been promoted up to this moment.’44 In spite of this overwhelming dissenting views from informants, the Local Government Service Commission in Plateau State had in its Annual Report 2011 released a list of Staff Promotions within the year under focus (i.e. January – December, 2011). Table 1.5 below shows these figures.

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Table 1.5 Summary of Promotion Staff promoted in 2011 local government by local government S/No L.G.C STAFF FIGURES

1 Barkin Ladi 305

2 Bassa 331

3 Bokkos 447

4 Jos East 236

5 Jos North 793

6 Jos South 479

7 Kanam 318

8 Kanke 316

9 Langtang North 352

10 Langtang South 204

11 Mangu 378

12 Mikang 364

13 Pankshin 331

14 Quan Pan 307

15 Riyom 298

16 Shendam 313

17 Wase 206

TOTAL 5978

Source: Local Government Service Commission 2011 Annual Report, P.25.

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It has however been contented by informants45 that financial implications in terms of wages to promoted staff could be the rationale for the delay in promotions. In fact, some have alluded to the fact that the massive employment of the former Governor Dariye era in 2006 could also be a factor in the delays.46 Besides, others were of the opinion that promotions by the Plateau State Local Government Service Commission is solely given when elections are around the corner47 as was the case in 2011 as shown by table 1.5 above. Staff postings and transfers during the democratic era from 1999–2011 by the Local Government Service Commission in Plateau State is not as frequent as it should be as attested to by some informants. Civil Servants at this tier have reiterated that most of them have been at their present posts and stations for over ten years.48Some informants further added that this had made them loose zeal in their work and became unproductive.49 The last time a general transfer was effected at the Commission in Plateau State was in 2005 and even then, some people influenced their postings to ‘comfortable’ stations at that time.50 Staff retirement from 1999 – 2011 has been undertaken by the Commission as and at when due for those who attain the mandatory retirement age of 60 years or 35 years in service and voluntary retirements and resignations. In spite the fact that the processing of retirement benefits solely lies with the Local Government Pensions Board, such matters are usually of concern to the Commission since it borders on staff welfare.51 It has been seen that within the years under study (i.e. democratic era), retirement benefits are not often processed on time leaving pensioners of the Commission living unbearable lives with the resultant effect of not meeting their needs and those of their family members at large. With delays in enjoying their gratuities and monthly pensions, staff members still in service falsify their ages so as to constantly remain in service and get paid salaries due to challenges Pensioners face.52 According to the Local Government Service Commission, from January–December 2011, 350 persons (staff) retired from service, 19 other staff members resigned while 14 persons (staff) withdrew their services.53 Transfer of Service by the Plateau State Local Government Service Commission within the period of democracy has been shrouded with alleged corruption, favouritism and ‘God Fatherism’.54 Simply put, these transfers of service from the Local Government Service to the State and Federal Civil Services are politicized and only those who have persons in top government offices benefit from such exercises. In fact, many informants have confirmed that transfer of service from the Local Government to the State Civil Service has been banned by the

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Plateau State Government for some time now.55 The Annual Report 2011 by the Local Government Service Commission in Plateau State however, shows that 10 persons transferred their services from the Local Government to the State and Federal Civil Services.56

SUMMARY AND CONCLUSION In conclusion, the study has so far contented that the Local Government Service Commission has within the period under study played vital roles in the coordination of the activities of Civil Servants at the third tier of administration in Plateau State. Needless to say that various challenges bedeviled the smooth implementation of the Commission’s Mandate as contained in the edict establishing it. For instance, indiscipline and politicization of the service amongst others, became common practice amongst staff members. The study further discovered that corruption and non-adherence to the Public Service Rules were solely responsible for these ugly occurrences which hinder growth and development in the system.

RECOMMENDATIONS AND THE WAY FORWARD In view of the challenges encountered by the Commission as a result of observations made by the study, the following recommendations have been given below: 1. In terms of corruption which borders on the inclusion of fake names (ghost workers) on the payroll of Local Government Councils, the Plateau State Local Government Service Commission, apart from the on-going biometric verification exercise, needs to quarterly engage the services of external auditors to check on the staff payroll list to ensure that only the right people are on the payrolls and paid accordingly. Besides, in the course of this study, there seems to be no mention of any serious punishment or investigation of those involved in such wrong doing. Therefore, the study strongly suggests the setting up of an investigative panel to fish out perpetrators for serious punishment. In fact, such a huge economic sabotage needs the involvement of the Economic and Financial Crimes Commission (EFCC) in order to serve as deterrent to others. 2. It is necessary for the Local Government Service Commission to ensure that they nib in the bud instances of staff involvement in politics and the politicization of the service. A situation where preferential treatments and favouritism determines recruitment, transfer and service, enforcement of discipline alongside promotions and postings in the service among others needs to be avoided. All should be treated equally so as to have an effective, result-oriented and

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3. efficient workforce devoid of bickering and animosity. Staff members found to be involved in partisan politics in the 17 Local Government Councils need to be sanctioned according to the public service rules and regulations.

4. The Plateau State Local Government Service Commission must also ensure that a special task force headed by each Director of Personnel Management (DPM) in the 17 Local Government Councils is established for all the Councils in Plateau State so as to ensure constant monitoring of staff attendance in the 17 Local Government Council Secretariats and other places of Staff Primary assignments. Absentees who do not come to work constantly but only collect their salaries at the end of the month need to be reprimanded through the deduction from their salaries for days such staff members have absconded from work. 5. On the whole, superior officers need to be mandated and encouraged by the Commission to strictly apply the public service rules on erring local government staff in the 17 Councils areas in order to ensure better productivity and service delivery to the people. And as for those who are faithful to their jobs, the commission also needs to find ways to reward them so as to boost their morale and to ensure that others emulate such positive attitudes to work. 6. There is the need for staff members on their part to change their attitude to work for the better so that service delivery and effective development can be felt by people of the grassroots in the state. 7. The Commission on its part also need to liaise with the Local Government Pensions Board in order to speed up the processing of retirement benefits. Besides, they should also present a joint view before the State Governor on the need to provide funds promptly for the payment of retirees benefit at this tier of administration. In a nutshell, it is hoped that if all these recommendations are implemented to the latter, the desired results expected at the Local Government Service Commission in Plateau State and Nigeria at large shall be achieved in the nearest future.

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REFERENCES

1. A. Otoghile and A.E. Terkimbi, ‘Autonomy and Direct Funding for Local Governments in Nigeria: To Be or Not to Be’, in NASHER Journal, Vol. 11 No. 1 June, 2013, P.43. 2. Industrial Training Fund, ‘’Work Ethics and Attitudinal Change ’’ being a Workshop conducted by the Centre of Excellence Bukuru from 12th-16th August, 2013, P.10. 3. Singapore International Foundation, The Relevance of Singapore’s Experience for Africa, Singapore International Foundation, Singapore; 1994, P.5. 4. A. Otoghile and A.E. Terkimbi, ‘Autonomy and Direct Funding…P.45 5. Plateau State of Nigeria, ‘‘Local Government Service Commission Plateau State 2011, Annual Report.’’P.15. 6. Plateau State of Nigeria, ‘’Local Government’’…P.15. 7. Plateau State of Nigeria, ‘’Local Government’’…P.17. 8. Plateau State of Nigeria, ‘’Local Government’’…P.18. 9. Interview with Christopher James Chollom, 53 years, Male, Political Appointee, Bukuru, 16th March, 2014. 10. Plateau State of Nigeria, ‘’Local Government’’…P.22. 11. Plateau State of Nigeria, ‘’Local Government’’…P.22. 12. Plateau State of Nigeria, ‘’Local Government’’…P.23. 13. Plateau State of Nigeria, ‘’Local Government’’…P.23. 14. Interviews with Mandung Dalyop Chung, 57 years, Male, Civil Servant, Jos South L.G.C, 18/9/2014, and Josephine Golupwi, 43 years, Female, Civil Servant, Hwolshe Jos, 17/7/2013. 15. Interview with Ibrahim Swatkya 55 years, Male, Civil Servant, Local Government Service Commission, Jos, 9/9/2014. 16. Interview with Gwom C. Hwere, 50 years, Male, Civil Servant, Bokkos L.G.C, 6/9/2014. 17. Plateau State Local Government Service Commission 2002 Annual Report. 18. Interview Ezekiel Idi Mashingil, 57 years, Male, Civil Servant, Bukuru, Jos South L.G.A, 10/7/2013. 19. Interview with Silas Bitrus, 41 years, Male, Civil Servant, Local Government Service Commission Jos, 11/9/2014. 20. Interview with John Itsegok Ashom, 48 years, Male, Civil Servant, Kanke L.G.C, 7/9/2014. 21. Interview with Dung R. Pam, 33 years, Male, Civil Servant, Plateau State Polytechnic, 9/9/2014.

Peter Wilfred Naankiel 258.

22. Interview with Christopher James Chollom, 53 years, Male, Political Appointee, Local Government Service Commission Jos, 8/7/2013. 23. Interview with Solomon D. Fom, 36 years, Male, Civil Servant, Bokkos L.G.C, 18/9/2014. 24. Interview with Christopher James Chollom, 53 years, Male, Political Appointee, Local Government Service Commission Jos, 8/7/2013. 25. Interview with Joseph D. Kaze, Public Servant, 40 years, Male, Jos East L.G.C, 15/9/2014. 26. Interview Datukun P. Rengmag, 46 years, Male, Public Servant, Jos East L.G.C, 19/9/2014. 27. Interview with Abigail Jeremiah, 39 years, Female, Civil Servant, Zaramaganda, Jos South L.G.C, 22/7/2013. 28. Interview with Christopher James Chollom, 53 years, Male, Political Appointee, Local Government Service Commission Jos, 8/7/2013 29. Plateau State of Nigeria, ‘Local Government Service Commission Plateau State 2011 Annual Report’, PP.27 and 29-32. 30. Plateau State of Nigeria, ‘Local Government Service…P.19. 31. Interview with Bulus B. Elisha, 45 years, Male, Civil Servant, Rukuba Road Jos, 13/7/2013. 32. Interview with Mandung Dalyop Chung, 57 years, Male, Civil Servant, Jos South L.G.C, 18/9/2014 33. Interviews with Vincent Pam, 46 years, Male, Public Servant, Bassa L.G.C 12/9/2014. 34. Interviews with Abigail Emmanuel, 29 years, Female, Civil Servant, Jenta Adamu Jos, 21st March, 2014. 35. Interview with Yakek Danjuma, 45 years, Male, Clergy, TCNN Bukuru Jos South L.G.A 16/3/2014 36. Interview with James Wutenwe, 52 years, Male, Civil Servant, Information Unit Kwal, Kanke L.G.C, 17/3/14 37. Interview with Akila Mwannan, 48 years, Male, Civil Servant, Kanke L.G.C, 17/2/2014 38. Interview with Akila Mwanna, 48 years, Male, Civil Servant, Kanke L.G.C, 17/2/2014 39. Interview with Akila Mwannan, 48 years, Male, Civil Servant, Kanke L.G.C, 17/2/2014 40. Interview with Akila Mwannan, 48 years, Male, Civil Servant, Kanke L.G.C, 17/2/2014 41. Federal Republic of Nigeria, Public Service Rules…P.02702 42. Interview Damaris Micah Mashilim, 45 years, Female, Civil Servant, Jos South, 7/8/2014 43. Interview with Paul Dauda Samson, 40 years, Male, Civil Servant, Bukuru, Jos South, 19/7/2014.

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44. Interview with Haamnaan Vitalis Kereknaan, 35 years, Male, Public Servant, Langtang North L.G.C, 17/9/2014. 45. Interviews with Dung R. Pam, 33 years, Male, Civil Servant, Plateau State Polytechnic, 9/9/2014. 46. Interviews with Levi D. Peter, 31 years, Male, Civil Engineer, Jos South L.G.A, 15/12/2013. 47. Interview with James Wutenwe, 52 years, Male, Civil Servant, Information Unit Kwal, Kanke L.G.C, 17/3/14. 48. Interview with Samuel Doji Gyang, 40 years, Male, Public Servant, Jos North L.G.C, 11/9/2014. 49. Interview with Naanlong K. Eric, 51 years, Male, Civil Servant, Barkin Ladi L.G.C, 22/8/2014, 50. Interview with Christopher James Chollom, 53 years, Male, Political Appointee, Local Government Service Commission Jos, 8/7/2013. 51. Interviews with Linus Silas Dikos, 55 years, Male, Public Servant, Shendam L.G.A,10/9/2014. 52. Interviews with Maantoe Goeshini, 45 years, Female, Civil Servant, Federal Lowcost Jos, 18/9/2014. 53. Plateau State of Nigeria, ‘Local Government … P.24. 54. Interviews with M. K. Yakubu, 43 years, Male, Civil Servant, Local Government Service Commission Jos, 08/9/2014. 55. Interview with Akila Mwannan, 48 years, Male, Civil Servant, Kanke L.G.C, 17/2/2014 56. Plateau State of Nigeria, ‘Local Government …P.24.

Cite this article as:

Peter Wilfred Naankiel (2019). THE PLATEAU STATE LOCAL GOVERNMENT SERVICE COMMISSION AND ITS IMPACT ON THE DEVELOPMENT OF THE STATE, 1999-2011

SRI 5(6)241-259

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