PSC Migrates To Performance Management System (PMS) As Argungu Says, APER Obsolete, Defective

The Chairman of the Police Service Commission, DIG Hashimu Argungu rtd, on Wednesday, 27th August 2025, declared open a two-day training programme for staff of the Commission on the newly introduced public service performance appraisal system.

This is on the heels of the Commission’s migration from the old system -Annual Performance Evaluation Reports, APER, to a more practical and efficient  system -Performance Management System, PMC.

DIG Argungu said the previous evaluation system was obsolete and and grossly defective in the assessment of public servants.  He noted that the new system will obviously eliminate these deficiencies which he said include deception in the assessment.

The PSC Chairman explained that the APER system of assessment in the Public Service is riddled with loopholes for manipulation which encourages favouritism and which he said had undermined competence and exelcellence in the Public Service.

He called on the PSC Staff attending the training programme to pay attention to details and ask questions where they need clarification adding that the Commission takes the training very serious and will not condone any report of laxity. He extended the Commission’s thanks to the Head of the Civil Service of the Federation for sending her staff to conduct the training programme.

DIG Argungu said the Commission will continue to strive to improve its work force and push for excellence in the day to day operations of its staff.

The Director, Human Resource Management of the Commission, Aminu Malumfashi in his welcome message said the old APER system of staff evaluation  was limited in scope as it was majorly “focused on end of year  reporting, paper based and had failed to capture the continuous contributions, challenges and Developmental needs of staff throughout the year.”

According to him, ” the Performance Management System (PMS) on the other hand represents a transformational shift as it is not only an annual exercise but a continuous interactive process that engages  supervisors and subordinates throughout the year.

Mr. Malumfashi said it emphasises  a clear goal-setting, regular feedback, Performance tracking  and documentation, capacity building and merit-based recognition  and accountability”.

He said the purpose of the training is to equip the staff with the knowledge, skills and tools needed to understand  and implement  the Performance Management System in their daily work.

“PMS is not just a technical framework  -it is a culture shift, it is about aligning individual Performance with organizational goals, ensuring fairness  and transparency  in evaluations and ultimately improving service delivery to the Nigerian people whom we serve” he explained.

Some of the topics for the programme are; Understanding MDAs Performance Management System (MPMS), Job Objectives  Setting, Key Result Areas.(KRAs) and key performance indicators (KPIs) and Dynamics of Cascading MDAs Deliverables to All levels of Accountability  (Hands On).