The new measure, introduced by the Office of the Accountant-General of the Federation (OAGF), is aimed at strengthening accountability, promoting transparency and ensuring that advancement within the Federal Public Service is based on merit and measurable performance rather than seniority alone.
The directive was contained in a circular dated June 23, 2026, signed by the Director of Administration, Dauda Abdulhamid, on behalf of the Accountant-General of the Federation.
According to the circular, officers on Salary Grade Levels 15 and 16 seeking promotion must submit duly completed Performance Management System (PMS) appraisal reports for 2023, 2024 and 2025, alongside their Annual Performance Evaluation Report (APER) for 2022.
The Office of the Accountant-General stressed that all appraisal reports must be accurately completed and endorsed by the designated reporting, countersigning and reviewing officers, warning that any document that is incomplete, unsigned or improperly filled would be rejected.
“In furtherance of the implementation of the Performance Management System (PMS) in the Federal Public Service and in line with extant guidelines governing promotion exercises, the following Performance Appraisal Reports shall be submitted in respect of eligible officers,” the circular stated.
It further directed officers on Salary Grade Levels 15 and 16 to submit duly completed Performance Management System appraisal reports for 2023, 2024 and 2025, together with their Annual Performance Evaluation Report for 2022.
The circular also extended the requirement to officers on Salary Grade Level 14, directing them to provide PMS appraisal reports covering 2023, 2024 and 2025 as part of the mandatory documentation for the promotion process.
Reinforcing the importance of proper documentation, the Office of the Accountant-General stated: “All PMS Performance Appraisal Reports submitted for the exercise must be properly completed and duly endorsed by the appropriate Reporting, Countersigning and Reviewing Officers.”
It added: “Incomplete, unsigned or improperly filled appraisal reports shall not be accepted for the purpose of the promotion exercise.”
The circular acknowledged that some Ministries, Departments and Agencies (MDAs) were unable to fully implement the Performance Management System in 2023 and outlined how affected officers would be assessed.
“It has been observed that some Ministries, Departments and Agencies were yet to fully commence the implementation of the Performance Management System in 2023. Accordingly, for officers from such MDAs, the average of the PMS scores obtained in 2024 and 2025 shall be adopted as the officer’s PMS score for 2023 for the purpose of determining eligibility and assessment during the promotion exercise,” the circular stated.
The government also warned that officers who fail to submit complete documentation, submit false records, miss the deadline or violate any of the stipulated requirements would not be allowed to participate in the 2026 directorate-level promotion examination and interview.
In addition to the performance appraisal requirements, the circular stated that officers on Salary Grade Level 14 must have earned their last promotion on or before January 1, 2023, while those on Salary Grade Levels 15 and 16 must have been promoted on or before January 1, 2022, to qualify for consideration.
Heads of departments, units and treasury offices were directed to ensure that promotion briefs, appraisal reports and all supporting documents are complete and forwarded to the Office of the Director (Administration), Office of the Accountant-General of the Federation, on or before July 7, 2026.
The latest directive underscores the Federal Government’s ongoing reforms aimed at replacing automatic, seniority-based promotions with a system that places greater emphasis on competence, productivity and measurable performance.
The Performance Management System was introduced under the Federal Civil Service Strategy and Implementation Plan (FCSSIP) 2021–2025 to replace the traditional Annual Performance Evaluation Report, which had been criticised for its inability to adequately assess employee productivity and results.
Unlike the previous appraisal system, the PMS requires civil servants to agree on annual work plans and measurable performance targets with their supervisors, while periodic assessments evaluate the extent to which those objectives have been achieved.
The reform, championed by the Office of the Head of the Civil Service of the Federation, is regarded as a key initiative to build a more efficient, accountable and results-driven public service.
By making verified performance records a core requirement for promotion to directorate level, the Accountant-General’s Office has reinforced the government’s commitment to a merit-based promotion system designed to improve transparency, accountability and service delivery across the civil service.