FEDERAL COOPERATIVE 1

COLLEGE, IBADAN
OYO STATE
PUBLIC SERVICE RULES
By
Agboola J.T.

AN IN-SERVICE TRAINING & INDUCTION FOR

THE NEWLY RECRUITED OFFICERS
16th – 18th December, 2024
 LEARNING OBJECTIVES
At the end of the session, participants will be able to;
• Understand the Principles and Procedures of Administration in an
Office;
• Appreciate the Need for the Application of Administrative
Procedures for the Promotion of Efficiency;
• Apply the Principles of Administrative Procedures to Facilitate
Decision Making.
• Define the Public Service rules
• Highlight the chapters and the basic provisions of the PSR
• Explain the application of the provisions of the PSR in the conduct
of Government Business

2
 3

THE PUBLIC SERVICE

The Public Service is made up of:
i) Civil Service- Ministries and Extra Ministerial Departments
ii) Parastatals
iii) Armed Forces
iv) Para-Military
v) Nigeria Police
vi) Education Institutions
vii) Judiciary
viii) Legislative Organ
 4

THE CIVIL SERVICE

The Civil Service is defined as the ”Service of the Federation in a
Civil Capacity as staff of the office of the President, the Vice-
President, a Ministry or Department of the Government of the
Federation assigned with the responsibility for any business of the
Government of the Federation”.
• The Civil Service is a body or organ which enjoys continuity of
existence. It is the main tool/instrument through which
government carries out its business.
• Public Service of the federation means the service of the federation
in any capacity in respect of the government of the federation
 5

DIFFERENCES BETWEEN PUBLIC AND

CIVIL SERVANTS
The Public Service (Servants) / Civil Service (Servants)
Similarities
• They are all employees/appointees of Government and paid with
the tax-payers money
• They both provide service to the public.
• They enjoy continuity of existence in governance, especially in
times of crisis or sudden regime change except Political
Appointees.
• They are expected to be politically neutral, but loyal and
committed (except the political appointees).
 6

DIFFERENCES BETWEEN PUBLIC AND

CIVIL SERVANTS (CNT’D)
• They have institutional framework created
• They have well defined process and procedures in their
management.
• The management relations are clearly defined
• Their objectives are to satisfy public interest (Public and Citizens)
 7

DIFFERENCES
• Civil servants are the employees of Government found in the
Ministries and Extra-ministerial departments employed and
managed centrally by the Federal Civil Service Commission and the
Office of the Head of Civil Service of the Federal.
• The Public Service on the other hand is the larger umbrella of the
service appointed by Mr. President or employed based on the basis
of their individual enabling laws and managed by the President or
the enabling laws.
• Today, the strength of the public service is over 3millions while that
of the Civil Service about 100,000.00
 8

VISION OF THE CIVIL SERVICE

• To attain a world class, implementing government policies
and programmes for rapid and sustainable development.
• Mission
• To attain an integrity and merit based civil service that is
performance driven, accountable and committed to
continuous improvement in the conduct of government
business.
• Core Principles are:
• Stewardship;
• Trust;
• Engagement; and
• Professionalism.
 9

STRUCTURE OF THE CIVIL SERVICE

• The Federal Civil Service is made of ministries and Extral-
ministerial Offices. The integrated structure in the Federal Civil
Service is like a pyramid. From top to bottom, this pyramid has the
following classes of officers and employees:
• Administrative and Professional, Scienticific /Research Officers;
• Executive and Technical Classes;
• Secretarial Classes;
• Clerical/ Junior Technical and Sub Technical Classes; and
• Miscellaneous and Un- Established Grades.
 10

FUNCTIONS OF THE CIVIL SERVICE

Contribute to translating the dreams and visions of the political or
ruling class into concrete programmes
• Formulation and execution of far-sighted policies and programmes
loyally, conscientiously and efficiently;
• Provide continuity between administrations;
• Serve as unifying factor by bringing together people from all parts
of the federation and providing effective and adequate social
services;
• Advise government on the full implications of various policy options
open to it;
• Protect public interest, as custodian of public conscience;
• Ensure prompt, effective and satisfying service delivery
 11

CHALLENGES OF THE PUBLIC SERVICE

• Aging workforce : Populated by unskilled staff
• Limited Capacity
• Leadership inadequacy occasioned by opportunistic career
advancement & select.
• Poor coordination and Overlaps/duplication of functions of MDAs
• Improper placement, wrong deployment and succession planning
crisis
• Erosion of Public Service values, ethics and integrity
• The lure of rent seeking
• Weak work incentive system, poor remuneration and working
conditions
• Flawed performance management system
 12
MEASURES TO ADDRESS THE
CHALLENGE
• Rationalize, restructure and strengthen MDAs
• Functional review of MDAs to align mandates with employees' job
specifications
• Development of performance management tools
• Adoption of e-governance in decision making, procurement and
financial transactions
• Compulsory continuing educational training
• Proper funding/Provide incentives to motivate
• Extend Public Service reforms to sub-national level
• Develop institutional capacity in budgeting, planning, policy analysis,
HRM, Procurement and leadership
 13

CORE VALUES OF THE SERVICE

• Meritocracy not Patronage and spoil system,
• Transparency and Accountability
• Anonymity,
• Integrity,
• Professionalism
• Discipline,
• Political Neutrality
• Patriotism
• Impartiality,
• Secrecy of Government information
 14
THE SCHEME OF SERVICE
• Scheme of service specifies the duties of each post, method of
entry, including qualification requirements, salary attached to the
post, and pre- requisites for advancement within and beyond
cadres.
• What Are The Features Of The Scheme Of Service?
• Post and salary grade level
• Duties of the post
• Method/mode of entry, including qualifications
• Method of advancement within and beyond the cadre
 15

CONDITIONS OF SERVICE
• NATIONAL COUNCIL ON ESTABLISHMENT
• The National Councils on Establishments (NCE) was established to
facilitate inter-governmental consultations on establishment
matters and to avoid unnecessary disparities in the salary
structures and conditions of service in the Civil Service.

• Institutional Framework of NCE

• The Council has two tiers: The Ministerial Meeting and The
Meeting of Officials.
• The Ministerial Meeting is attended by Secretaries to State
Governments who are advised by their Permanent Secretaries.
• The Meeting of Officials is attended by Permanent Secretaries or
Senior Officials in charge of Ministries/Divisions of Establishments
in all the Governments. The Permanent Secretary, Office of
Establishment and Management Services is the Chairman
 16

FUNCTIONS OF THE NCE

• It acts as a consultative body for the Governments of the
Federation in matter. Pertaining to staff establishments, salary
structures, grading and condition of service with a view of
achieving uniformity in the Nigeria civil service.
• The council serves as a pool of information on all establishment
and service matters for the Government of all Federation.
• The Joint National Public Service Negotiating Councils
Comprise of eight unions in the public service. These unions are
always consulted by government before important decisions
affecting the public officers are taken by government. This is in
line with the principle of collective bargaining.
 17

NATIONAL SALARIES, INCOME AND

WAGES COMMISSION
• The commission was set up to deal with issues relating to
salaries and wages in the public service in Nigeria.
• To examine, streamline and recommend salary scales
applicable to each post in the public service
• To examine areas in which rationalization and harmonization
of salaries, wages an other conditions of employment are
desirable and feasible between the public and private sectors
of the economy
• To achieve this objective, the commission regularly
participate in negotiations with government and staff unions;
• Carries out regular inspections of MDAs to ensures wage bills
are kept under continuous surveillance.
 18

REVENUE MOBILIZATION, ALLOCATION

AND FISCAL COMMISSION
• This commission is empowered to monitors the accruals to and the
disbursement of revenue from the Federation Account;
• Review from time to time, the revenue allocation formulae and
principles in operation to ensure conformity with changing
realities;
• Advise the Federal, State and Local Governments on fiscal
efficiency and methods by which their revenue is to be managed;
• Determine the remuneration appropriate for political, public and
judicial office holders
 19

STRATEGIES FOR CONFLICT RESOLUTION

• Constant Dialogue
• Good governance
• Prompt Payment of staff salaries/other entitlements,
• Training and capacity building
• Effective communications,
• Proactive crises management techniques
• Leadership by example
• Conducive work environment
• Empathy and concern for the social lifes of staff
• Openness/Transparent/Motivation
 20

RELATIONSHIP BETWEEN GOVERNMENT

AND PARASTATALS
• A parastatal is a government owned organization established by
statute to render specific service(s) to the public. It is structured and
operates in accordance with the instrument establishing it and also
comes under policy directives of government. Parastatals are set up
as implementing organs for specific objectives which usually cannot
easily be achieved in a ministerial set up. Every parastatal is under
the supervision of the presidency or a ministry.
Classification of Parastatals
• Parastatals are classified into the following categories:
• Regulatory Agencies
• General Services
• Infrastructure/ Utility Agencies
• Security Agencies
• Federal Government- owned Companies
 21

• The President, through the Minister of the supervising Ministry, shall

retain final responsibility for the following:
• (i) Approval of regulations and bye-laws
• (ii) Approval of long-range plans and all significant deviations
from; such plans;
• (iii) The power to direct the parastatal to prepare accounts and
set standards
• (iv) Approval of capital and operating budgets for parastalals
(This includes major issues relating to the adjustment, revision and
increase in salaries, wages and fringe benefits of staff of
parastatals);
• (v) Approval of rates and scales of charges for services rendered
to the public by the parastatal;
• (vi) Approval of appointment and removal of external auditors
subject to the provisions of the relevant portion of the Constitution
of the Federal Republic of Nigeria;
 22

• Regular communication with government appointees on the Board

to keep them abreast of government policies affecting their
parastatals: and
• (viii) The rendition of annual audited accounts which should be
submitted within six months of the end of their financial year. (As a
further control, the management of essentially commercial
parasatals shall render unaudited half year report and accounts
including balance-sheet to their Boards and publish their annual
accounts in the national newspapers).
 23

AUTHORITY AND SOURCES

Authority is the power given to a body or person or office holder by
a superior to ensure that some definite objective is achieved.
Sources of Authority in the Service Are
• The Constitution
• Acts of National Assembly
• Government pronouncements
• Public Service Rule
• Financial regulations
• Official Gazette
• Circulars from MDAs
• Official notices and instructions in MDAs, Divisions within MDAs
• Civil Service Handbook
• Laws of the Federation
• Notices of Guidance
 24

THE REGISTRY
• A registry is an office where clerical duties or functions are performed
and which are often tailored toward the needs of the organization
objectives.
• Types of Registry
Registries are principally of two types:-
• Open Registry and
• Secret/confidential Registry
Registry functions
• Opening of files;
• Recording,
• Classifying,
• Indexing
 25

…THE REGISTRY
• Enclosure of correspondence and other documents in files
• Receipt of incoming correspondence
• Dispatch of Correspondence.
 26

AUTHORITY OF APPOINTMENT
The power to appoint and exercise disciplinary power or remove a civil
servant from service lies with the Federal Civil Service Commission in
accordance to sec. 153, part iv of the third schedule of the 1999
constitution of Nigeria.
• Appointment to junior posts (GL 01-06) is a delegated authority of
the federal civil service commission to Ministries and Extral-
Ministerial departments.
Appointments to GL 07-10. The Civil Service Commission does not
delegate this appointment to the MDAs but responsible for this
appointment. Eligible candidates shall sit for a competitive entrance
examination having completed appointment form of the commission.
 27

…AUTHORITY OF APPOINTMENT
Types of Appointments.
There are several types of appointment in the public service as follows:
i. Trainee or pupil appointment;
ii. Appointment on Probation
iii. Acting Appointment;
iv. Special Appointment;
v. Non Pensionable Contract Appointment;
 28

ELIGIBILITY FOR APPOINTMENT

Persons seeking appointment to permanent and pensionable positions
in the Federal Civil Service are to fulfill the following conditions:
▪ Must be a Nigeria as defined in the 1999 Constitution of the Federal
Republic of Nigeria;
▪ Must not be less than 18 years and not more than 50 years of age;
▪ Should possess the “minimum qualification” specified for the job
applied for: the qualifications for jobs in the civil service are
prescribed in the schemes of service for each cadre. (the minimum
qualifications are being reviewed upwards);
▪ Should be certified by an authorized health care provider sound in
health and medically fit for government service;
▪ Should present a testimonial of good conduct from school/college or
last employer;
 29

…ELIGIBILITY FOR APPOINTMENT

▪ State employments previously engaged in; why he resigned and if he

is obliged to remain in any employment;
▪ State whether or not he is free from financial embarrassment;
▪ Should possess the NYSC discharge or exemption certificate where
applicable.
▪ Appointment of officers into the service must have been authorized by
OHCSF and supervisory Boards in the case of parastatals.
 30

TRANSFER AND SECONDMENT

• Transfer is the permanent release of an officer from one service to
another or from one class to another within the same service.
• Secondment means temporary release of an office from one post
or to the service of another government, approved body or any
recognized international organization or body for a specific period.
• The period of secondment at one’s request is two years and an
extension for another two years.
• Where Secondment is granted in the public interest, it is regarded
as Special Posting without specific duration
 31

CONDITIONS FOR TRANSFER AND

SECONDMENT
▪ The officer’s appointment must be confirmed ;
▪ There must be vacancy;
▪ He transfer/secondment should in no way jeopardize the promotion
prospects of the serving officers;
▪ Transfer on promotion is not allow except the post is advertised;
▪ An officer who has assumed duty on transfer cannot be granted
review of the grade level with which he secured the transfer;
▪ His Office must be willing to release him while the organisation
must be willing to accept him.
 PROMOTION
32

• The authority for promotion in the civil service lies with the Civil
Service Commission, which may delegate such power to other bodies.
Conditions for promotion are:
• All promotions are subject to vacancy for the post/grade concerned.
• Appointment must be confirmed
• An officer on his current post must normally spend the following
minimum number of years before being considered eligible for
promotion.
GL 10 – 06 2 years
GL 07 – 14 3 years
GL 15 – 17 4 years
• Officers on pending disciplinary case cannot be promoted.
• Officers must appear for interview and score at least 60%.
• Eligible candidate must possess APER for 2, 3 or 4 years.
 33

DISCIPLINE
Definition of Discipline:
Discipline is an act of physical, mental and moral training required
fro effective and efficient performance. Discipline is not or wish but
it is a corrective measure to improve a person, made to be
obedient, upright and uphold morality as well as chastise where
necessary.
Ground /Basis for Disciplinary Actions Against An Officer
The Public Service Rules identify certain acts for which an officer can
be discipline as follows:
Acts of General Inefficiency
(a) Act of misconduct
(b) Act of serious misconduct
 34

GENERAL INEFFICIENCY
It is comprised series of acts or omission or incompetence of which
the cumulative effect shows that the officer is not capable of
discharging efficiently the duties of the office he held.
The ultimate penalty for general inefficiency is termination of
appointment.
Before an Officer’s appointment is terminated, the conditions that
must be fulfilled.
 35

CONDITIONS FOR REMOVING OFFICE

ON GENERAL INEFFICIENCY
(i) He must have been warned two or more occasions in writing;
(ii) He must have suffered loss of deferment of increment;
(iii) He must have been given ample opportunity to improve.
(iv) When found guilty of the offence, one month notice of
termination shall be given or one month salary in lieu of notice.
(v) An officer whose appointment is terminated for general
inefficiency shall be entitled to prescribed benefits of
retirement provided he has put in prescribed minimum year;
and
(vi) Such an officer can still be re-employed into the service after
his appointment has been terminated.
 MISCONDUCT
36

Misconduct is defined as a specific act of wrong-doing or

improper behaviour which is inimical to the image of the
service and susceptible to investigation and proof.
Misconduct can lead to Compulsory Retirement or Termination
The acts amounting to misconduct are:
(i) Scandalous acts such as drunkenness, usage of foul
language, unruly behaviour, immoral behaviour; foul
language; assualt; and battery
(ii) loitering, sleeping on duty, failure to keep records
etc;
(iii) Engaging in trade or business without permission of the
authority;
 …MISCONDUCT 37

(iii) Hawking merchandise or engaging in any form of trading on

the office premises during the working hours; and
(iv) Lateness to work and leaving office before closing time
(v) Insubordination
(vi) Improper dress to the office
(vii) Membership of secret cult
(viii) Failure to keep records

Misconduct leads to compulsory retirement

 SERIOUS MISCONDUCT
38

Serious Misconduct is defined as specific act of very serious wrong-

doing and improper behaviour susceptible to investigation and proof.
Serious Misconduct may lead to dismissal from service and he shall
forfeit all benefits including unspent leave.
The acts include:
(i) Willful act of omission or general misconduct to the scandal of
the public;
(ii) Conviction on criminal charge (other than a minor traffic or
sanitary offences or the like);
(iii) Absence from duty without permission or leaves;
(iv) Refusal to accept posting instruction
 ….SERIOUS MISCONDUCT
39

(vi) Refusal to accept posting instruction;

(vii) Alteration of Records
(viii) Suppression of records or altering of records;
(ix) False claims against government;
(x) Unauthorized disclosure of official information; and
(xi) Corruption
(xii) Advance Fee Fraud (419)
(xiii) Sexual Harassment
(xiv) Active Partisan Politics
(xv) Holding more than one gainful Appointment
 40
DISCIPLINARY PROCEDURES
Commencement of Disciplinary Procedure and Issuance of Query
Steps and Decision Taken at Departmental Level In the event that
a shortcoming is observed in the conduct of an officer;
(i) The superior/supervising officer shall discuss the issue with
the Head of Department (HOD);
(ii) If the HOD is convinced of the alleged offence, he shall cause
a query to be issued to the erring officer;
(iii) The officer shall be requested to submit his representation
within 48 /72 hours of the receipt of the query;
(iv) The query and the officer’s representation with the
supervising officer’s comments shall be forwarded to the HOD
within 48 hours of the receipt of the officer’s representation;
 …DISCIPLINARY PROCEDURES
41

(iv) In that regard, the officer may be given verbal or written

warning by the Department depending on the gravity of the
offence
(v) Where the HOD feels that the offence is serious or grievous, it
shall then forward the query, the officer’s representation
superior officer’s comment and the recommendation(s) of the
Department to the Permanent Secretary within seven (7)
working days of initiating the disciplinary action;
• Where the Permanent Secretary considers it necessary to
continue with the disciplinary action against the officer, he shall
direct the Director (HRM) to place it before appropriate staff
committee within 2 weeks of the receipt of the directive;
• When the allegation against an officer is such that justifies the
officer’s removal from service, the recommendation of the Senior
Staff Committee in respect of GL 07-13 shall be forward to the
commission for consideration within 2 weeks of the sitting of the
committee;
 42

•In the case of officer on GL 14-16, Query, representation,

minutes of meeting of the appropriate committee and their
relevant document shall be forwarded to the Office of the Head of
Service of the Federation for comments and therefore to the
commission within 2 weeks for consideration;
•The Federal Civil Service Commission shall on receipt of
comments from the Office of the Head of Service of the Federation
on the recommendation of SSC on officers on GL 14 and above,
take decision on them within 2 weeks;
• In the case of Directors and Permanent Secretaries, the Federal
Service Management committee (FSMC) shall consider the
case and forward its recommendation to the FCSC for final
consideration within 2 week of receipt;
• The FCSC shall examine the recommendation and take final
decision on the matter and inform the officer through his
Permanent Secretary.
 43

CONDITIONS FOR POSTPONEMENT OF

DISCIPLINARY ACTIONS
They can lead to postponement of disciplinary actions is as follows:
(i) When a female officer is pregnant or she is on maternity leave,
the disciplinary proceeding may be suspended until her
maternity leave expired
(ii) When an offence is committed against any law by an officer, the
disciplinary proceedings being contemplated may be suspended
pending the outcome of police investigation;
(iii) When a criminal proceedings are instituted against an officer in
any court of law disciplinary proceedings uppon the ground
involved in the criminal charge may be suspended until after
the conclusion of the court proceeding and determination of
any appeal there from.
 44

REMOVAL FROM SERVICES WITHOUT

PROCEDURES
An officer may be removed from service without instituting disciplinary
proceeding if:
• He absent himself from duty without leave or reasonable cause;
▪Resigning or purporting to resign his appointment without due notice or
Paying in lieu of notice;
▪ When an officer is convicted for criminal offence by a court.
 45

INTERDICTION AND SUSPENSION

Interdiction and Suspension are not disciplinary measures but
disciplinary procedures.
•In SUSPENSION, an officer may be suspended from work by the
Permanent Secretary if criminal proceedings or a prima- facea case
are instituted against the. Such measure is taken pending the
determination of the proceedings or any appeal there from.
• INTERDICTION may be taken by the Permanent Secretary when
he consider that the interest of the civil service is required that
such an officer shall cease forthwith to exercise the power and
function of his office when disciplinary proceeding of an officer’s
dismissal are instituted or are about to be instituted.
•
 46
CONDITIONS FOR INTERDICTION
AND SUSPENSION
The conditions for the interdiction or suspension are:
(i) Under no condition should interdiction or suspension be made to
last more than 3 months in the first instance;
(ii) Where the need for extension arises, the permission of the Federal
Civil Service Commission shall be obtained;
(iii) Any officer who is interdicted or suspended shall not leave his
station without the permission of the Permanent Secretary and
shall keep the Director (Administration) informed of his address at
which instruction to him can be delivered;
 47
…CONDITIONS FOR INTERDICTION
AND SUSPENSION
(iv) If an officer ails to comply with instructions delivered at such
address within 24 hours of such delivery, he shall be regarded as
being absent from duty without leave.
(v) An officer who is under interdiction shall receive not more than
one half (1/2) of his monthly remuneration, while officer on
suspension shall not receive any salary; and
(vi) When such officer is exonerated from the alleged offence by the
appropriate Committee, the whole of the remuneration withheld
shall be restored to him.
 48

PETITION
Petition means a formal appeal to ultimate authority, that is to Head of
Government for special consideration of a matter affecting an officer
personally.
Disqualification of petition/Appeal
a)An appeal/petition may be disqualified; if
b)does not contain names of the author
c)deals with the case in which legal action is pending in a court of law
d)it is illegible or meaningless
e)is worded in abusive, improper or foul language
f) merely repeats the substance of a previous petition does not contain
new substance
g)it is time barred. That is, written after six months decision.
 49

MEDICAL AND DENTAL PROCEDURES

• Health Care Provider:- Means duly appointed Health Care provider in
accordance with National Health Insurance Scheme.
• Medical Check Up
Officers for whom Presidential Approval is require.
➢Members of the council of state
➢Members of the federal Executve Council
➢I. G. & D. I. G
➢Chairman, FCSC & all fulltime Chairman
➢SGF
➢HCSF
➢PS & D. Gs/Chief Executives
➢Brig. Gen & above
➢And. Gen. of the Fed.
➢AGF
• The President’s approval will be conveyed to the ministries of Health,
finance and foreign affairs and appropriate Nigerian mission.
 50

PUBLIC FUNCTIONARIES WHERE THE

PRESIDENT SHOULD BE INFORMED ON
PROCEEDING FOR MEDICAL CHECKUP
➢Chief Justice of the Fed.
➢Justices of the Supreme Court
➢Justice of the Court of Appeal
➢Senate president
➢Speaker of House of rep
➢Members of the National Assembly
➢These Public Officers will submit their applications to the Director
(Medical Services & Trg) through their Permanent Secretary to
counter-sign the certificate or recommendation issued by a local
consultant.
 51

PUBLIC FUNCTIONARIES FOR WHO THE

APPROVING AUTHORITY IS THEIR
PERMANENT SECRETARY
OFFICERS WHO ENTITLES TO LOCAL
CHECKUP LOCALLY
1. Officers on GL. 16 and above shall undertake mandatory
medical check-up locally once a year.
2. Officers on GL. 12-15 are entitled to medical check-up
locally once in two years.
 52

LEAVE
Leave is the authorized absence of an officer from duty for specific
period;
• Types are:
• Casual Leave
• Sick Leave
• Maternity Leave
• Examination Leave
• Sabbatical Leave
• Study Leave
• Leave or Compassionate Ground
• Leave of Absence
• Pre-Retirement leave
• Leave to Take part in Union meeting, Cultural and Sporting Activities
• Leave on Permanent Invalidation
 53

ALLOWANCE
All allowance is a monetary benefit other
than salary granted to an officer for a
specific purpose.
Types
• The following allowances are payable to officers
in the Federal Public Service:
▪ Kilometers Allowance;
▪ Disengagement Allowance;
▪ Hotel Accommodation Allowance;
▪ Duty Tour Allowance;
▪ Transport and Local Running Allowance;
▪ Estacode Allowance; 54

▪ Estacode Supplementation Allowance;

▪ Warm Clothing Allowance;
▪ Local Course Allowance;
▪ Books Allowance;
▪ Project Allowance;
▪ Responsibility Allowance;
▪ Overtime Allowance;
▪ Uniform Allowance;
▪ Call Duty Allowance;
▪ Acting Allowance;
▪ Resettlement Allowance;
▪ Teaching Allowance;
 CONCLUSION
• Administrative Procedures/ Office Routine is therefore
referred to as the basic administrative principles and
guidelines or procedure which involves government
functions .
• These operation guidelines must be closely followed
day to day in order to achieve effectiveness and
efficiency in the public service as a whole. It should
be noted that it is difficult to discuss office
procedure/routine without discussing Registry
procedure.
❖The Public Service Rules is a Government document that specifies the
rights and privileges of a Public Servant.
❖It is a book which contains relevant information used in resolving the
day to day issues relating to appointments, discipline, allowances,
salaries, leave, transport, legal protection and retirement benefits
provided by Government for its employees.
55
Let us now look through
the new Public Service
Rules as we close this
session.

56