With all of the uncertainty which the COVID-19 pandemic has brought, President Muhammadu Buhari’s regime has alluded to a possibility of salary cuts for civil servants. Without mincing words, the Nigeria Labour Congress warned expressly that they would resist this.
As it stands, we are all grappling with the COVID-19 pandemic. Experts have predicted that it would last anywhere from 12-18 months, which means that we still have a lot to do. It does not also seem like we are getting a long term solution sooner. Although this sounds grim, the pandemic can be considered an advantage because it has incentivised the Federal Government to start thinking of ways to streamline Nigeria’s budget and expenses, a much needed adjustment, in light of challenges which we are facing, such as the fall in price of oil, and the effects of coronavirus on the economy.
As much as discussions on salary cuts may be sensitive, the Buhari regime really does need to do an honest, realistic and practical assessment of current systems and practices, viz-a-vis continued remuneration of civil service employees during and after the lockdown. Doing this would enable us understand how critical a civil service work structure and pay reform are. Particularly, taking into consideration the extant socio-economic status of a majority of civil servants.
Nigeria partially lifted its lockdown to allow economic activities whilst disallowing social and religious gatherings. However, there are still restrictions on civil servants who can work – only level 14 and upward. Essentially, a significant number of employees in the civil service in the Federal Capital Territory and Lagos State are still at home and are receiving their salaries. One thing is clear, these employees are not at home by choice and their contracts of employment have not been terminated.
It may seem that there is no problem with paying salaries when people are not working., until one finds that Nigeria spends a significant portion of its earnings on salaries and pensions. It is doubtful how sustainable it is to continue to pay employees who are not working amidst dwindling, unstable oil prices and economy contractions.
One way Nigeria can conserve its spending power is by restructuring how civil servants work, and streamlining the workforce especially in light of our economic challenges. But this must be done, bearing in mind that the effect of the lockdown on low income earners has been loss of livelihoods. A majority of the civil servants who are below level 14 are low income earners. Thus, civil servants must continue to be paid lest they also lose their sources of income. Considering Nigeria’s security challenges, we simply cannot afford anything that would trigger civil unrest and instability.
To avoid unpalatable outcomes, it would therefore be crucial to ensure that work can still be done by civil service employees, whose roles are vital, who are willing to work and who can explore alternative working arrangements. Whilst those employees whose services may no longer be necessary, and who do not have the facilities nor desire to work, would still have a means of livelihood.
Considering the need to find the right balance in any restructuring plans, I propose a categorisation of civil servants that allows them to continue working and be paid irrespective of the lockdown. This means that they will continue to be paid salaries as part of palliative measures. In addition, COVID-19 donations may be employed for the purpose of paying salaries. This can assist the government in managing the number of vulnerable citizens without sustained livelihood.
I classify the entire service staff into three categories. The first category are those whose work patterns and salaries will remain intact. Category two are those who would continue working but will have to transition to online work, whilst maintaining social distancing rules. The third category are those on lockdown, who are unable to work online but who would still be receiving salaries, possibly drawn from COVID-19 donations, until the pandemic is well able to be managed.
For the first category, I call them fundamental employees. These are the level 14 workers, already selected by the government. They constitute key staff needed for the civil service to function. Those in this category would need their most important support staff, such as confidential secretaries and they can select them based on how important the services they render are. Such support staff must either be considered consequential, yet fundamental. If not, they must be fall within the second category.
One way COVID-19 virus spreads is by clustering, which can be managed by social distancing. Mass and public transport therefore, pose significant threats. Bearing this in mind, if any of the workers within this category is unable to afford personal or exclusive transport, yet their work is critical, they must also be transferred to the second category.
For category two, I call them the online workforce. These are the employees that will work from home, online. They are a mixed bag because the criteria for determining who falls into this category include: those below level 14, with the ability to work from home. For me, ability here means affordability of equipment, as well as flexibility and willingness to learn and adjust. The attitude and disposition of employees in this category at this time are crucial. Sacrifices would have to be made by employees. They can start by using their personal laptops and would have to become resourceful in using, sharing or acquiring laptops, at least until the Federal Government makes provision. Adopting online work is especially critical as a way for the government to save costs and develop human capacity. The advantage of working online from home in the interim of this COVID-19 pandemic is that this practice can be adopted in the long term.
It is true that there are challenges that come with online work such as adequate infrastructure. This issue can be addressed by allocating funds for infrastructural development.
Category three are those who would continue receiving their salaries as palliatives. These are civil servants whose services will likely not be needed in the long term. Thus, their work may either be totally unnecessary or it can be done online. This category would also include those whose jobs may be necessary, but who are unable to afford to work online, because of life circumstances, or their unwillingness to transition to online work.
Employees within this category are a critical group because they are at risk of becoming part of those without a means of livelihood, should the government decide not to pay them. Therefore, they must continue to be paid.
My suggestion is that employees within this category can continue to be paid as part of the palliative measures, until things return to normal. Their salaries can be drawn from the COVID-19 donations made by the private sector, corporations and foreign countries, which are already being disbursed, as palliative measures. This can be used until the government can work out more sustainable and effective way to manage the civil service.
Adopting these recommendations would help in managing any fallout of the COVID-19 pandemic by allowing employees who would otherwise be made immediately redundant, because of Nigeria’s economic challenges, to gradually transition to jobs in the private sector or at least set up their own businesses. This would be a win-win for both the government and the civil service. On the one hand, the government would have introduced a more efficient work system, whilst avoiding sudden loss of jobs. On the other hand, civil servants who ought to be made immediately redundant, or would not be paid because of their inability to go to work, would still have a source of income in this COVID-19 era.
Although some may consider salary cut as a solution, it is limited in the ability to engineer long term restructuring of the civil service. Thus, the status quo would remain the same with no plan for online work or layoffs. It may still be possible to cut salaries. However, it must be done in addition to the recommendations in this proposal. Doing this would ensure that Nigeria conserves its spending power. This would ultimately help the country in sustaining her economy.
The reality of Nigeria’s situation is dawning on the government and citizens. It is time for the government to act decisively, bearing posterity in mind. Going digital is a fact of the modern world so we must not shy away from adopting/transitioning to working online. The government can make changes based on this proposal without causing more damage. Although it is proposed that this may be considered an alternative to salary cuts, it can also be done in addition to salary cuts. This, I believe, would assist in balancing the effects of COVID-19, the broader economic crises and the potential challenges likely to be faced by particularly vulnerable people in Nigeria.
Ms Anyamele, a consultant and lecturer at Nile University, Abuja, wrote in via hakakirelegal@gmail.com 09037029836.
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