The Edo State Government, under the leadership of Distinguished Senator Monday Okpebholo, has launched a significant initiative to put an end to the long-standing problem of promotion arrears within its Civil and Public Service.
This crucial step aims to revitalize the workforce, improve productivity, and ensure civil servants receive their due recognition and benefits in a timely manner.
The Office of the Head of Service (OHOS) recently convened a high-level stakeholders’ meeting at the John Odigie Oyegun Public Service Academy (JOOPSA) in Benin City. This one-day engagement brought together an array of key administrative figures, including permanent secretaries, heads of ministries, departments, and agencies (MDAs), directors of Shared Services (DSS), and other senior leaders. The primary objective was to collaboratively devise an actionable implementation strategy to achieve Governor Okpebholo’s “zero promotion arrears” mandate.
Dr. Anthony Okungbowa, the Head of Service (HOS), addressed the participants, emphasizing that this directive is fundamentally rooted in principles of fairness, a desire to boost productivity, and an overarching vision for the transformation of the State Public Service. Dr. Okungbowa articulated Governor Okpebholo’s firm belief that civil servants are pivotal to the successful execution of government policies and the realization of the administration’s ambitious SHINE Agenda. Therefore, appropriately motivating them is paramount.
The HOS further revealed that Governor Okpebholo expects all outstanding promotion issues to be fully resolved by the end of the second quarter of 2026. Looking ahead, the commitment is to ensure that all deserving staff members are promoted punctually.
“It is important to the Governor that every civil and public servant receives his or her due reward for hard work and commitment to duty. Part of that reward is being promoted as and when due,” Dr. Okungbowa stated. He underscored the negative impact of delayed promotions on productivity, highlighting the government’s concern and commitment to addressing it.
“The Governor’s expectation is zero promotion arrears in the system,” he affirmed.
Referencing an earlier agenda-setting meeting held in late 2025 in preparation for the 2026 service year, Dr. Okungbowa noted that the current engagement aligns with the administration’s collaborative and homegrown approach to reform. He stressed that eliminating promotion arrears would not only empower workers to perform optimally but also significantly restore confidence in the entire system.
He expressed optimism that all MDAs would rigorously adhere to the recommendations stemming from the stakeholders’ meeting, ensuring the successful achievement of the “zero promotion arrears” mandate and, consequently, the broader SHINE Agenda.
“My idea has always been to co-create the way forward. As leaders of the Service, we must sit down together, interrogate the causes of these delays and backlogs, and collectively decipher practical solutions,” Dr. Okungbowa explained, emphasizing the collaborative spirit.
“The expected outcome of this meeting is to agree on a path that will be favourable to everyone and fully aligned with the Governor’s directive.” He reiterated that delayed promotions are inherently unfair, particularly because the associated financial benefits are often difficult to implement retroactively.
“If we must reform the Civil Service, we must deal with these issues,” he concluded.
Mrs. B.J. Igbinobaro, Permanent Secretary for the Directorate of Human Resources in the Office of the Head of Service, lauded the initiative as both timely and essential for restoring morale within the service. She acknowledged that past instances of pending promotions and accumulated arrears had demonstrably dampened the motivation of civil and public servants. Mrs. Igbinobaro confirmed that the meeting had established concrete timelines to prevent the recurrence of such backlogs.
“It is not right for employees to work for years and then be denied the salary increment that comes with promotion. You can imagine working diligently and, for reasons beyond your control, not being promoted,” Mrs. Igbinobaro observed, highlighting the psychological and professional toll.
“We have seen repeatedly how that affects productivity and performance in the service.” She further elaborated that all MDAs have been instructed to initiate the promotion process for eligible staff up to July 1st, 2026. The goal is to conclude evaluation exercises, interviews, and necessary briefings by the end of the second quarter, with eligible officers expected to receive their promotion letters by August.
Mrs. Emokpae Rita, a participant and Director of Administration and Supplies at the Civil Service Commission, praised the organizers for the insightful engagement. She expressed confidence that strict adherence to the resolutions would substantially mitigate promotion arrears.
Mrs. Emokpae particularly appreciated the clarifications provided during the meeting regarding the preparation of briefs, training requirements, and evaluation tools, underscoring the importance of proper documentation and structured processes for timely promotions.
She concluded that the prompt implementation of promotions within the due fiscal year would ensure civil servants receive their financial benefits promptly, thereby significantly boosting their motivation and enhancing overall service delivery.
