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FEDERAL CHARACTER PRINCIPLE AND QUOTA SYSTEM IN NIGERIA: A CRITICAL ASSESSMENT OF THE RECRUITMENT EXERCISE IN THE PUBLIC SERVICE

ABSTRACT

The main purpose of this research work was to examine the Federal Character Principle and Quota System in Nigeria and its relationship with the recruitment exercise in the public service. This was prompted by the fact that there is growing disenchantment in some quarters about the implementation of the federal character principle and quota system, which they believe leads to the violation of the merit principle and lowering of standards in the recruitment of personnel into the public service which will serve as a way of recruiting and promoting less competent staff into the service resulting inevitably to poor performance. Therefore, the research recommended that the application of merit system or meritocracy should become the Linchpin in the recruitment of personnel into the Nigerian public service in order not to endanger standards and professionalism. It was also recommended that there is the need to strike a balance between the application of federal character principle, quota system and the Merit principle in order to enhance the efficiency and effectiveness of the service, and for equity, unity and fair play to prevail in the country.

CHAPTER ONE

INTRODUCTION   

BACKGROUND OF STUDY

Today in Nigeria the use of federal character and quota system has become an instrument for recruitment into federal, state and local governmentcivil service. In most federal system of government, the major issue is usually that of resources sharing among the federal units at horizontal and vertical level. According to Elaigwu (1992) where the sharing arrangements are working well, there are less agitations and citizens have a feeling of belonging and equity. On the other hand where the quota system is not working well the citizen agitates and makes all sorts of demands such as call for national conference, etc. However, in Nigeria, after a series of debate in  1975 the constitutional drafting committee was set up which establishedfederal charactercommission as a body charge  with  the responsibility of implementing the federal character principle in order to ensured equitable sharing of posts in the public services. This was also enshrined in the 1999 federal constitution of federal republic of Nigeria.

The federal character and quota system as enshrined in the constitution of Nigeria is to ensure equitable distributions of bureaucratic and political roles in the public service at federal, states and local government levels. The objectives of the policy are to foster national unity and give every Nigerian a sense of belonging  in the country. In support of this view Usman(2004;117) said that it was an effort to readdress the unbalanced structure and ethnic domination in government so that national integration could be achieved. The federal character principle which is implemented under the federal character commission is therefore designed and initiated to correct adverse impact resulting from opportunities and resources provided by the federal government to the citizens of the country that appears neutral but have a discriminatory effect on a protected group. The federal character principle is therefore structured to ensure strong and indivisible nation based on justice and fairness, while also ensuring that a sense of belonging of all Nigerians is still maintained. As laudable as the above policy maybe, and the empowerment of the concept in the nation’s constitution, its application has remain a debatable topic to which some critics have claimed that the policy comprise the merit system which will create an enabling environment for those that are only qualified to be employed into the Nigerian civil service, thereby fostering quality service rendering for the development of the country. According To Ekeh(1989) Federal character principle has become a problem instead of solution to problems it was expected to tackle. Bodunrin(2003) also in assessing the Federal Character from the merit perspective, asserts that the federal character  principle is counter- productive.  Therefore it is important to note that, efficient manpower utilization is determined through effective credible recruitment. But Idumange(2008) specifically lists two areas  where the Federal government has been most successful in implementing the federal character principle; The National Youth Service Corps(NYSC)  and recruitment into the Armed Forces. Thus this ensures

Nigerians get their own share of the ‘national cake’ rather than agitations which has prevented another civil war in the country.

STATEMENT OF THE PROBLEM

There is no doubt that every research work must have statement of problem to which this research works is not an exception. There are many cases going on in Nigeria that the federal character principle has been unjustly implemented. Also the annual reports from the publications of  the federal character commission shows that a lot of complaint arise as a result of breach of federal  character principles by some establishments for example in the federal character monitor, a quarterly publication of the commission (2008:5) accused and summoned the Nigeria communication commission over breach of federal character principles.  More so, the inefficiency of the policy in recruiting manpower potentials into the organization and the selection of employees which is not based on merit but the federal character principles are some of the problems that affect the efficient performance of the Nigerian public service. Furthermore, the poor performance of employee’s discovered by the president Olusegun Obasanjo led administration was traced to poor manpower utilization and poor quality of civil servants, also testify to this weakness. Thus, in view of the above problems, the need to analyze recruitment process in government establishments are strategic and must be structured properly..

 RESEARCH QUESTIONS

1.    To what extent is the federal character principle and quota system jeopardizing merit in the recruitment of personnel in the public service?

2.    How efficient and effective is the federal character principle and quota system in the recruitment of personnel into the public service? 

3.    What are the probable problems in the application of the federal character principle and quota system in the recruitment exercise of the public service?

4.    What are the overall implications of federal character principle and quota system on recruitment exercise at public service?

    OBJECTIVES OF THE STUDY

1.    To examine the extent to which the federal character and quota system is jeopardizing merit in the recruitment and of personnel in the public service.

2.    To identify the effectiveness and efficiency of the federal character principle and quota system in the recruitment of personnel into the public service.

3.    To identify probable problems in the application of the federal character principle and quota system on the recruitment of personnel into the public service.

4.    To examine the overall implications of federal character principle and quota system on the recruitment exercise in the public service.

 RESEARCH HYPOTHESES.

  1. The application of federal character principle and quota system is largely to an extent jeopardizing merit in the recruitment of personnel into the public service.              2. That the federal character principle and quota system is inefficient and ineffective in the recruitment of personnel into the public service. 

3.  That there are probable problems in the application of the federal character principle and quota system on the recruitment of personnel into the public service.

4.  That the federal character principle and quota system has numerous implications on the recruitment exercise in the public service.

 SIGNIFICANCE OF THE STUDY

The importance of this research work cannot be over emphasized. However, this study intends to examine the application of federal character principle and quota system in the Nigerian public service: jeopardizing the meritocracy of the service, particularly examining recruitment exercise at the FIRS and assess the commission in charge of the application of the federal character principle in the Nigeria public service. Also the study examines and reviews the implication of federal character principle on manpower utilization in public service at federal, states and local government level in Nigeria. Therefore, this research work is meant to assist both undergraduates and graduates of social science and other future researches who may find this research work beneficial in terms of planning, researching and rational decision making in regards to recruitment into public service organizations in Nigeria. 

SCOPE OF THE STUDY

This research project focuses on the analysis of recruitment exercise of personnel at Federal Inland Revenue Service (FIRS) Sokoto based on federal character principle and quota system in Nigeria and how it jeopardizes merit of the service. Thus, this research work will be analyzing the utilization of manpower capability at the FIRS assessing the process of selection, recruitment and performance. The work is centered on FIRS sokoto as a chosen case study for the project work. FIRS have its employees recruited from all states of the federation based on the federal character principle being an organization that belongs to the federal government. Federal Inland Revenue Service (FIRS) Sokoto state branch was established on 14th February 1982.It has four (4) Departments: The Tax payers service (TPS) department, The Government Business Tax operation(GBTO) unit, The Revenue preparation programme (RPP) department, The Administration office and The security unit. Thus, the study focuses on the date of establishment till date.

SCHEME OF CHAPTERS  

          This research work is undertaken to examine Federal character principle and quota system Nigeria: A critical assessment of the recruitment exercise in the public service using Federal Inland Revenue Services (FIRS) sokoto state as the case study, comprises of five chapters. Chapter one which include background to the study, statement of research problem, research questions, objectives of the study ,hypotheses, significant of the study, scope and limitations and scheme of chapters. Chapter two tackles literature review (conceptual and theoretical works).Chapter three is the research methodology which comprises of introduction, research design, population, sample and sampling techniques and method of data collection, instrument and method of data analysis. Chapter four focuses on data presentation and analysis; which include introduction, interpretation of data, and analysis of the interpretation and testing of hypotheses. And chapter five deals with summary, conclusion and recommendations.

 DEFINITION OF TERMS.

1. FEDERAL CHARACTER PRINCIPLE: A principle of representativeness in which recruitment, promotion and distribution of other state resource are aimed at establishing a fair balance of ethnic and regional representation in all federal government agencies and parastatals (Agbodike 2003)

2. FEDERAL CHARACTER COMMISION: A body charged with the

responsibility of implementing federal character principle in Nigeria to ensure compliance with state objectives concerning the distribution of public officers on even basis among the various sections of Nigeria in all federal government agencies and parastatals (Nwizu 2002).

3.     MERIT SYSTEM: According to Ndoh (2002:145), merit system means a personnel system in which comparative merits or achievement governs each individual selection and progress in the service and in which the conditions and reward of performance contributed to the competency and continuity of the service.

4.     HUMAN RESOURCES MANAGEMENT: Human resource management

according to beach (1975) is the activities of recruitment and employment, manpower planning, employee training and management development wage and salary administration, health and safety (at work), benefits and services, union-management relations and personnel research.

5.     PUBLIC RECRUITMENT: Public recruitment according to Nwizu(2002:238) is the process of getting potentials employees willing to apply for a job or jobs into an organization (government agencies or parastatals).

6.     PUBLIC SERVICE: Public service is viewed by Akpan (1982) as comprising members of all public institution financed and maintained by the tax payer, and

the emoluments of whose member, regularly authorized by the legislature acting in concert with the executive.

7.     MANPOWER: This refers to individual’s ability or capability available for

labor to be employed into any organization.

8.     MANPOWER UTILISATION: This refers to affective utilization of manpower capability available through the process of motivation, training, rewarding, evacuating etc. in the organization.

9.     FIRS: - Federal Inland Revenue Service.

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