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Academic literature on the topic 'Nigeria. Public Service Review Panel'

Author: Grafiati

Published: 4 June 2021

Last updated: 12 February 2022

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Journal articles on the topic "Nigeria. Public Service Review Panel"

1

Tayo-Ladega, Oluwadamisi, Taye Mohammed Abdullahi, and K. M. Anwarul Islam. "FACTORS MILITATING AGAINST PUBLIC HEALTH FINANCING IN NIGERIA: AN EMPIRICAL REVIEW." American International Journal of Multidisciplinary Scientific Research 7, no. 2 (April 12, 2021): 1–10. http://dx.doi.org/10.46281/aijmsr.v7i2.1073.

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An effective and quality health care service is one of the fundamental visions of every government to its citizenry because it is only the healthy people that can be governed and will value developmental projects. Citizens having access to quality health services translate to significant development in modern society. Therefore, the provision of adequate funds for the sector is essential. However, the Nigeria health care sector is currently confronted with colossal issues that should be surmounted to enhance effective and quality health care delivery to the citizens. This study is rooted in the evidence of appropriate works of literature in the financing of public health care services in Nigeria. From the extant works of the literature surveyed, it was revealed that public health care services in Nigeria are financed by revenue that is accrued from public tax, funding from donors, health insurance, and direct payments made by individuals. Furthermore, public health service is mostly financed by direct payments made by individuals with the government. The most perturbing issues combating public health care financing are direct payments made by individuals, poor government funding, health care policy defects in implementation, and corruption scandals. On this note, the study recommended an effective and robust government funding of public health, implementation of sound health care policies, efficient monitoring of public funds utilization, and discouraging foreign medical trips. JEL Classification Codes: A19, B10, B25, C10, C53.

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2

Lawan, Aminu Mohammed. "An Overview of the Impact of Restructuring on Public Service in Nigeria." Asia Proceedings of Social Sciences 4, no. 3 (April 26, 2019): 33–36. http://dx.doi.org/10.31580/apss.v4i3.828.

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The Restructuring is the process of changing the lawful, possession, functioning, or other structures of an organisation to make it more lucrative or well planned for its current needs. The paper discusses the various mechanisms of public service reorganisation, which are economic steadiness, management productivity, confidence building and public transparency. It led to the downsizing and casualisation of a civil servant. This study aims to examine the impact of restructuring on public service in Nigeria. The methodology involves a systematic literature review which entails the document analysis of secondary data of the related subject matter. The discoveries reveal that restructuring sometimes invades on the right of a civil servant by stripping out their social security. The article concludes that the rÃ©gime must halt unfair work practice such as cost-cutting and casualisation of employees, and advance right working environments to ensure civil servant double their effort.

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3

Duke II, Joe, and Kechi A. Kankpang. "EFFECT OF FRAUD RISK REDUCTION STRATEGY ON THE LEVEL OF EMPLOYEE FRAUD IN NIGERIAN PUBLIC SERVICE ORGANIZATIONS." Problems of Management in the 21st Century 4, no. 1 (July 15, 2012): 30–44. http://dx.doi.org/10.33225/pmc/12.04.30.

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Given the rampant headline revelations of widespread fraud perpetrated in Nigerian public service organizations in recent times, this study addresses a topical subject that commands urgent attention, understanding and intervention. Using a survey design and case approach, a cross-sectional study was carried out on a sample of 54 systematically selected public service organizations spread across the South-South geopolitical region of Nigeria. The study showed that the fraud risk reduction strategy deployed in Nigerian public service organizations is not effective in reducing the overall level of employee fraud. The study showed that auditor’s monitoring strength is low. It also found that the prevailing reward and compensation system does not facilitate reduction of incentive for employee fraud. These results point to a need to review, strengthen and make more dynamic and responsive the current fraud risk reduction strategy used. Key words: employee fraud, organizations, Nigeria.

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4

Mohammed Lawan, Aminu, and Razlini Mohd Ramli. "The impact of globalization on Workers: an Analysis of Nigerian Public Service." International Journal of Engineering & Technology 7, no. 3.30 (August 24, 2018): 480. http://dx.doi.org/10.14419/ijet.v7i3.30.18362.

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Globalization is the increasing interaction of peoples, states or countries through the growth of the global trade, international flow of capital, ideas and culture. The paper discusses how privatization of public corporations and invention of information and communication technology (ICT) lead to the retrenchment and casualization of public servant. The aim of this study is to examines the impact of globalization on the public servant in Nigeria. The methodology involves the use of secondary data, through a systematic literature review which entails the document analysis of related matters. The findings reveal that globalization infringes on the right of a public servant by making them vulnerable without job security. The paper concludes that government must stop unfair labor practice such as retrenchment and casualization of workers, and improve good working conditions to make public servant more productive.

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5

Ogujiuba, Kanayo, and Omoju Sola . "Medium Term Expenditure and Fiscal Management in Nigeria: A Review of the (2005-2008) Framework." Journal of Economics and Behavioral Studies 5, no. 5 (May 30, 2013): 291–306. http://dx.doi.org/10.22610/jebs.v5i5.405.

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The Medium Term Expenditure Framework (MTEF) provides the link between policy priorities and the budget. Given that in developing countries in general, and in Nigeria in particular, there is a disconnection between planning, policy and the budget, the MTEF has increasingly been regarded as central to public expenditure reforms. The objectives of this paper are to review the MTEF and budget performance in Nigeria for the period 2005-2008, and identify the challenges undermining the effective operation of the budgetary processes. The paper gathered that the MTEF is the bridge between the national development plan, its underlying policies and the annual budget. Analysis of available data on budget performance during the review period shows that public finance in Nigeria have not been operated within the specifications of the MTEF and the budget, and the priorities expressed in the budget are not always in sync with national objective plans. Some of the identified challenges to effective public expenditure management in Nigeria include lack of citizenâ€™s participation in the process, the bureaucratic and inefficient nature of the civil service, large scale corruption, lack of proper coordination between the national development plan and budget, lack of adequate reforms in other key budget areas, such as execution, monitoring and reporting, lack of political commitment, and lack of adequate coordination between the national and sub-national governments.

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6

Nwogbe, Olayemi A., and Yacob Haliso. "Continuing Professional Development Assessment of Healthcare Professionals in Public Secondary Hospitals in Lagos State, Nigeria." Information Impact: Journal of Information and Knowledge Management 11, no. 1 (April 30, 2020): 26–39. http://dx.doi.org/10.4314/iijikm.v11i1.3.

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This study investigates the engagement of healthcare professionals in continuing professional development in public secondary hospitals in Lagos State, Nigeria. A survey research design and a multistage sampling technique were adopted for the study. The sample consisted of 356 healthcare professionals (112 physicians, 32 pharmacists and 212 nurses). The data were collected using a self-developed structured questionnaire. The questions were built based on the literature review with modified questions adapted from widely used the questionnaires on hospital survey on patient safety, ambulatory and community pharmacy, nursing safety practices and CPD professional and skill competency and World Health Organization Regional Guidelines for Continuing Medical Education. Healthcare professionals in adult general outpatient departments were only included in the study. Findings revealed that physicians engagement in informal CPD (conferences, seminars, in-service training) is (M = 3.09), and formal CPD (conduct of research, publications or peer journal review) (M = 2.11). Pharmacists engagement in informal CPD is (M = 3.10) and formal CPD (M =1.89), Nurses’ engagement in informal CPD is (M =2.30) and CPD (M = 1.78). These evidence indicates that the respondents tend to lean more on less time-demanding and work-based capacity building approach, than they engaged mostly in informal CPD activities than they engaged in a methodical educational and professional advanced method of capacity building. The study recommends improved Government funding for training, policy improvement on organizational support and working conditions for study leave opportunities, and aligning the metrics of evaluating and scoring CPD engagement with the need assessment gaps in healthcare system in renewing practicing license of healthcare professionals. Keywords: Capacity building, Healthcare professionals Public healthcare service, Health workers training

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7

Hughes, Roger. "Competencies for effective public health nutrition practice: a developing consensus." Public Health Nutrition 7, no. 5 (August 2004): 683–91. http://dx.doi.org/10.1079/phn2003574.

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AbstractObjectives:To assess the level of consensus amongst an international panel of public health nutrition leaders regarding the essential competencies required for effective public health nutrition practice.Design:A modified Delphi study involving three rounds of questionnaires.Subjects:A panel of 20 public health nutrition experts from seven countries in the European Union, the USA and Australia.Results:Expert panellists completed three rounds of the study relating to competencies. A literature review conducted as a prelude to the expert panel survey identified common competency units from the fields of public health, health promotion, nutrition and dietetics, and health education. These were categorised into seven competency areas including analytical, socio-cultural and political, public health service, communication, management and leadership, nutrition science and professional competency categories. There was strong initial agreement (≥90% of panellists at Round 1) that developing internationally recognised competencies for public health nutrition specialists was a priority. Twenty-six of an initial listing of 52 competency units were rated as essential competencies by ≥80% of the panellists after Round 1. Iteration rounds resulted in the addition of five extra competency units suggested by panellists after Round 1 and an increase by 13 in the number of competencies rated as essential to consensus levels. From a total of 57 competency units rated after the final survey round, 41 competency units were rated as essential competencies by ≥80% of the panellists (consensus), with 21 of these unanimously rated as essential competencies.Conclusions:There is strong international agreement amongst public health nutrition leaders in Europe, the USA and Australia about a range of competencies required for effective public health nutrition practice. Essential competency units identified can be used to develop and review competency standards for public health nutrition.

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8

B. Olokoba, Lateefat, Kabir A. Durowade, Feyi G. Adepoju, and Abdulfatai B. Olokoba. "Assessment of patients waiting and service times in the ophthalmology clinic of a public tertiary hospital in Nigeria." Ghana Medical Journal 54, no. 4 (December 4, 2020): 231–37. http://dx.doi.org/10.4314/gmj.v54i4.5.

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Introduction: Long waiting time in the out-patient clinic is a major cause of dissatisfaction in Eye care services. This study aimed to assess patients’ waiting and service times in the out-patient Ophthalmology clinic of UITH. Methods: This was a descriptive cross-sectional study conducted in March and April 2019. A multi-staged sampling technique was used. A timing chart was used to record the time in and out of each service station. An experience based exit survey form was used to assess patients’ experience at the clinic. The frequency and mean of variables were generated. Student t-test and Pearson’s correlation were used to establish the association and relationship between the total clinic, service, waiting, and clinic arrival times. Ethical approval was granted by the Ethical Review Board of the UITH. Result: Two hundred and twenty-six patients were sampled. The mean total waiting time was 180.3± 84.3 minutes, while the mean total service time was 63.3±52.0 minutes. Patient’s average total clinic time was 243.7±93.6 minutes. Patients’ total clinic time was determined by the patients’ clinic status and clinic arrival time. Majority of the patients (46.5%) described the time spent in the clinic as long but more than half (53.0%) expressed satisfaction at the total time spent at the clinic. Conclusion: Patients’ clinic and waiting times were long, however, patients expressed satisfaction with the clinic times.

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9

Winter, Michael, and Fanan Ujoh. "A Review of Institutional Frameworks & Financing Arrangements for Waste Management in Nigerian Cities." Urban Studies and Public Administration 3, no. 2 (May 18, 2020): p21. http://dx.doi.org/10.22158/uspa.v3n2p21.

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Nigeria is rapidly urbanizing and is forecasted to become the 3rd most urbanized nation by 2100. Expectedly, the rapid urbanization presents challenges in many areas including the management of municipal services such as solid waste. This yawning failure is reflected in the poor quality of waste services across Nigerian cities. The study reviewed municipal waste management governance and institutional frameworks, and financing arrangements in two major cities in the North-western and south-eastern parts of Nigeria—Kano and Enugu cities. Key Informant Interviews (KIIs) using a number of structured questions checklist were conducted for the Heads of Government institutions responsible for waste management, Public Appropriation/Budget and Finance Units, as well as other key stakeholders including waste generators (residents and business owners), waste pickers and informal waste recyclers, and waste service providers. Additional, existing policy frameworks and infrastructure financing were reviewed. The findings reveal institutional and policy inadequacies, financing limitations, technical incapacity, infrastructural inadequacies, and socio-economic and attitudinal barriers, that collectively impede effective and efficient waste management service delivery in both cities. The assumption is that the findings of this study reflects the status in many Nigerian cities.

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10

C.J, Igbokwe-Ibeto,. "The Effect of Job Analysis on Service Delivery in Federal Airports Authority of Nigeria (FAAN) 2005-2014." International Journal of Human Resource Studies 9, no. 2 (May 5, 2019): 195. http://dx.doi.org/10.5296/ijhrs.v9i2.14745.

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The issue of public service delivery has been a high priority subject for organizational researchers and practitioners alike in Nigeria. However, linking human resource management practices such as job analysis that has received considerable attention in developed western countries as a useful human resource planning tool towards improving service delivery in the country is relatively new and requires scholarly attention particularly in the context of Nigerian public sector organizations. Within the framework of New Public Management (NPM) theory, the study examined the effect of job analysis on service delivery in the Federal Airports Authority of Nigeria (FAAN) 2005-2014. The study was guided by two research questions and hypotheses. The study adopted the survey research design. The study relied on primary and secondary data, and multiple stage sampling technique was used to select the sample population. Pearson Product Moment Correlation Coefficient and Simple Regression Analyses statistical techniques were used with the aid of Statistical Package for the Social Sciences (SPSS) to test the research hypotheses. Findings of the study show that job analysis has a significant effect on employee commitment in Federal Airports Authority of Nigeria at the 5percent levels. There is also a significant relationship between job analysis and quality of service delivery at the conventional 5percent levels. Given the pivotal role that job analysis plays in the 21st century, FAAN should adopt the conduct of job analysis as a basic human resource management tool for proper personnel utilization and improve quality of service delivery. FAAN should through job analysis, identify and develop proper employee commitment scheme, such as training and retraining, and performance review standards that could enhance service delivery. It should also make expertise available to conduct job analysis. This would assist to ensure that all critical aspects such as skills, knowledge and competencies are taken into consideration thereby eliminate the concept of garbage in garbage out.

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Books on the topic "Nigeria. Public Service Review Panel"

1

A roadmap to strengthening public safety: Report of the Correctional Service of Canada Review Panel. [Ottawa]: Correctional Service of Canada Review Panel, 2007.

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2

United States. Congress. Senate. Committee on Labor and Human Resources. Nomination: Hearings of the Committee on Labor and Human Resources, United States Senate, One Hundred Fourth Congress, first session, on Henry W. Foster, Jr., of Tennessee, to be medical director in the Regular Corps of the Public Health Service, and to be Surgeon General of the Public Health Service, May 2 and 3, 1995. Washington: U.S. G.P.O., 1995.

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3

United States. Congress. Senate. Committee on Labor and Human Resources. Nomination: Hearing of the Committee on Labor and Human Resources, United States Senate, One Hundred Third Congress, first session, on M. Joycelyn Elders, of Arkansas, to be medical director ... Surgeon General of the Public Health Service, July 23, 1993. Washington: U.S. G.P.O., 1993.

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4

Resources, United States Congress Senate Committee on Labor and Human. Nomination: Hearing before the Committee on Labor and Human Resources, United States Senate, Ninety-ninth Congress, second session, on Robert E. Rader, Jr., of Texas, to be a member of the Occupational Safety and Health Review Commission, March 12, 1986. Washington: U.S. G.P.O., 1986.

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United States. Congress. Senate. Committee on Labor and Human Resources. Nomination: Hearing before the Committee on Labor and Human Resources, United States Senate, Ninety-ninth Congress, second session, on Robert E. Rader, Jr., of Texas, to be a member of the Occupational Safety and Health Review Commission, March 12, 1986. Washington: U.S. G.P.O., 1986.

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Resources, United States Congress Senate Committee on Labor and Human. Nomination: Hearing before the Committee on Labor and Human Resources, United States Senate, Ninety-ninth Congress, second session, on Robert E. Rader, Jr., of Texas, to be a member of the Occupational Safety and Health Review Commission, March 12, 1986. Washington: U.S. G.P.O., 1986.

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Resources, United States Congress Senate Committee on Labor and Human. Nomination: Hearing of the Committee on Labor and Human Resources, United States Senate, One Hundred Fourth Congress, first session, on Harris Wofford, of Pennsylvania, to be chief executive officer of the Corporation for National and Community Service, September 7, 1995. Washington: U.S. G.P.O., 1995.

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8

United States. Congress. Senate. Committee on Labor and Human Resources. Nomination: Hearing of the Committee on Labor and Human Resources, United States Senate, One Hundred First Congress, first session, on Herbert D. Kleber, of Connecticut, to be Deputy Director for Demand Reduction, Office of National Drug Control Policy, July 31, 1989. Washington: U.S. G.P.O., 1989.

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Resources, United States Congress Senate Committee on Labor and Human. Nomination: Hearing before the Committee on Labor and Human Resources, United States Senate, Ninety-ninth Congress, second session, on George R. Salem, of Virginia, to be Solicitor, U.S. Department of Labor, June 16, 1986. Washington: U.S. G.P.O., 1986.

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10

United States. Congress. Senate. Committee on Labor and Human Resources. Nomination: Hearing before the Committee on Labor and Human Resources, United States Senate, Ninety-ninth Congress, first session, on William Emerson Brock III, of Tennessee, to be Secretary of Labor, Department of Labor, April 23, 1985. Washington: U.S. G.P.O., 1985.

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