ICPC Moves to Audit Workforce Structure, Align Personnel with Anti-Corruption Mandate
The Independent Corrupt Practices and Other Related Offences Commission (ICPC) is set to undertake a comprehensive workforce and structural audit to align its personnel structure with the Commission’s anti-corruption mandate and operational requirements.
The Chairman of the Commission, Dr. Musa Adamu Aliyu, SAN, disclosed this on Tuesday while inaugurating the Workforce and Structural Audit Committee.
Aliyu said the exercise was necessary to address existing workforce imbalances, improve personnel deployment and ensure that the Commission has the right mix of skills and manpower to effectively discharge its mandate.
According to him, the audit is one of the most consequential internal exercises being undertaken by the Commission, as it would provide a verified basis for determining the appropriate workforce structure, skills and deployment required to strengthen ICPC’s operations.
He explained that since the establishment of the Commission in 2000 and the recruitment of its first 88 officers in 2002, recruitment had taken place at irregular intervals without a deliberate policy for coherent workforce progression.
The Chairman said this had created imbalances in the workforce, including a disproportionate concentration of middle- and senior-level personnel in some areas relative to operational-level officers.
He said the committee would examine the Commission’s approved structure alongside its actual workforce, deployment patterns and operational requirements, with a view to identifying gaps and recommending appropriate interventions.
Aliyu stressed that the exercise must be evidence-based, rather than driven by assumptions, adding that recommendations should be supported by verifiable institutional records.
He listed case-tracking data, court schedules, petition registers and other relevant operational records as sources of evidence that should guide the committee’s assessment.
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The ICPC Chairman also cautioned against relying solely on numerical ratios in determining workforce requirements, noting that the complexity of cases handled by the Commission and the need for specialised expertise must be taken into consideration.
He further called for the strengthening of the Commission’s law-enforcement culture, insisting that ICPC’s institutional identity must consistently reflect its statutory role as a law-enforcement and anti-corruption agency.
«“The ICPC is a law-enforcement agency, and our culture must reflect that in full. We cannot claim to be law enforcement when it suits us, and conduct ourselves as a core Civil Service establishment when that suits us instead.”»
Aliyu said the Commission could no longer project itself as an institution with an “identity crisis”, stressing the need for personnel and institutional practices to consistently reflect its law-enforcement mandate.
He, however, clarified that the audit was not intended to victimise staff or reduce the workforce, but to ensure effective deployment, strengthen institutional capacity and establish a merit-based structure capable of supporting the Commission’s mandate.
The Secretary to the Commission, Mr Clifford Okwudiri Oparaodu, DSSRS, commended the Chairman for initiating the exercise, saying the Commission must continue to strengthen its institutional capacity.
Oparaodu urged members of the committee to approach the assignment with diligence and ensure that its objectives were fully achieved.
He also called on the committee members to support the Chairman and management in developing practical and sustainable measures to strengthen the institution and leave a lasting legacy for the Commission.
Responding on behalf of the committee, the Director of Planning, Research and Statistics, who is also the committee’s chairman, thanked the Commission for entrusting the members with the assignment.
He pledged that the committee would bring integrity, expertise and professionalism to bear in carrying out the exercise.
By PRNigeria
