NSITF Rolls out Strategies to Achieve FG’s Social Security Agenda

Onyebuchi Ezigbo in Abuja

The Nigeria Social Insurance Trust Fund (NSITF) says it has rolled out more measures to operationalise the federal government’s ‘Eight-Point Agenda’ on jobs and social security

Speaking on Thursday at the ‘New Performance Management System Implementation Workshop’ for the Fund’s heads of department organised for regional and branch managers of the agency in Abuja, the Managing Director of NSITF, Maureen Allagoa, said the agency must step up performance in the face of growing challenges in the world of work to effectively meet up with the Federal government target on social security.
Of the eight-point agenda of the federal government, poverty eradication, job creation, and growth speak directly to the Ministry of Labour and Employment mandate, said Allagoa.

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“As a key agency of the Ministry of Labour, the NSITF occupies a central position in ensuring that this national objectives are met. If we must remain relevant as the nation’s cardinal social security agency, we must leave no gaps in ensuring that we contribute our quota,” stated the NSITF boss. “Part of the target of the Employee Compensation, lest we forget, is to grow a resilient national workforce without which optimum productivity, growth and social inclusion will be made more difficult.”

To effectively achieve this, noted Allagoa, the NSITF operations must be rejigged while pointing out that “we are here to learn and position ourselves on a lead spot for systematic performance evaluation metrics which is more pragmatic and better aligned to our job responsibility.”

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“I’m happy that the re-invigoration of the civil/public service by remodelling the performance assessment system to a new model that measures and tracks actual performances, being championed by the Head of the Civil Service of the Federation, Mrs Folashade Yemi-Esan, has taken root in the NSITF,” she explained.
Allagoa disclosed that NSITF “has fully embraced the Performance Management System (PMS), which presents a more systematic approach for assessing the performance of employees” and “left Annual Performance Evaluation Report (APER) with all its deficiencies.”

She said the process would allow an organisation like “ours to align our mission, goals and objectives with available human resources and set priorities. It will enable us to track productivity in real-time on an individual, team or organisational level.”

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