Main Responsibilities

The primary responsibilities of the Admin and Personnel Department are to direct and manage administrative and human resource services in line with the core mandate and functions of the Petroleum Equalisation Fund (Management) Board (PEFMB). The Department also provides direction for developing critical organisational and human resources policies in line with the Public Service Rules (PSR) and the applicable Conditions of Service (CPPG).

Core Units: Administration Unit, Human Resource Unit

There are four subunits under the Administration Unit:

I. Registry

The registry subunit is the custodian of all files, confidential documents, records, information on projects, history, and attainments. The registry receives information through physical forms and folders. Similarly, administrative and personnel digital folders are stored in data centres for easy management and retrieval of information.

 II. Projects

The project subunit is responsible for managing project processes, such as projects plan, design, scope, and identifying competent project managers for internal and external works. The subunit also reviews project budgets analysis, identifies areas of risks, monitors, evaluates, and reports to mitigate risks.

III. Facility

The facility subunit is responsible for managing and maintaining the Board’s physical structures such as office building and surroundings, office equipment, repairs and replacement. The subunit is also accountable for asset management by identifying every asset item, tagging, monitoring, maintaining, fixing, and replacing unserviceable ones. The facility subunit manages PEF(M)B transportation and fleet of cars. The subunit plays an essential role in maintaining the Board’s external and internal environment, enabling departments and units to function optimally.

IV. Catering Services

The catering services subunit is responsible for supervising and managing the canteen and kitchen in strict compliance with HSE standards on food handling. According to professional catering standards, the subunit supervises and ensures food quality and hygiene maintenance of the canteen and kitchen areas at all times. The Unit is also responsible for giving weekly and monthly reports on customer feedback surveys, on their experiences at the canteen, which acts as a strategy tool for improved quality service and customer satisfaction.

There are five subunits under the Human Resources Unit:

I. Manpower Planning and Development

The manpower planning and development (MDP) subunit ensure PEF(M)B’s optimisation of human resources to achieve the Board’s core mandate and future objectives. The MPD provides intellectual human development, capacity building for efficient utilisation and alignment with the Board’s mandate. The MPD uses an integrated approach that addresses multi-dimensional aspects, ranging from enhancing technical and interpersonal skills to creative thinking and leadership, to develop an efficient workforce for the Board. The MPD plays a vital role in the corporate existence of PEF(M)B by ensuring the optimal performance of staff through many activities, which are geared towards skills acquisition, performance improvement and career development. The MPD is also responsible for staffing, deployment, performance management and monitoring, promotion, training, discipline and retirement.

II. Employee Relations

The employee relations (ER) subunit is responsible for policy development and interpretation, staff welfare, collective bargaining, implementation of all agreements, public relations, liaison with employees, and managing employee programmes. The ER subunit controls the first contact relationship between top management and lower-level employees on internal policy interpretations and those who need assistance regarding workplace conflicts, problem resolutions, unions and general consultations relating to work. The ER subunit also ensures that people practices are fair and transparent, which is critical in maintaining trust between the organisation and employees by working closely with unions and employee representatives. The subunit addresses different challenges associated with various working environments to ensure that PEF(M)B employees can create a work-life balance.

III. Compensation and Benefit

The compensation and benefit (CB) subunit are responsible for implementing and overseeing PEF(M)B’s employee remuneration programmes, including the payroll system, employee travels, retirements and disengagement compensations. The CB subunit ensures that remunerations are fair and equitable to motivate and retain valuable employees. The subunit ensures PEF(M)B pay scale complies with changing policies and the Nigerian Federal Laws and Regulation. The subunit also liaises with external stakeholders on compensation and benefits matters.

IV. Health, Safety and Environment

The health, safety, and environment subunit (HSE) implement and maintain the Board’s health and safety policy by providing safe working conditions to prevent work-related injuries and ill-health. The subunit identifies and monitors health and safety hazards within the workplace. The subunit also trains employees on procedures and activities to minimise and avoid any risks associated with carrying out their jobs. The subunit coordinates emergency drills and procedures, reviews health and safety legislation to ensure compliance with international best practices and current standards. The subunit performs safety inspections of the PEF(M)B workplace environment and writes reports based on inspection outcomes. The health and safety policy statement applies to all areas of the Board’s operations, including external locations. As part of the Board’s safety programme, the subunit creates awareness for employee health and wellness, workplace safety and focus on ‘Zero Accident’ in all our operations.

V. Talent Management

The Talent Management (TM) subunit role is to attract, identify, develop, engage, and retain top talent in PEF(MB). The subunit supports the workforce planning strategy by identifying the current and future capabilities of the workforce needed to achieve the Board’s strategic goal. The TM designs the job descriptions for PEF(M)B job families. Talent Management also creates organisational charts and defines the reporting structure for each position responsibility. The subunit develops coaching and mentorship programmes to address the knowledge and skill gaps of employees. The TM unit manages the career development and succession planning strategy. TM also manages all employee data through the Human Resource Information System (HRIS), reporting and translating data into insights for decision making at the appropriate levels. TM also re-aligns the organisation culture, manages employee engagement, business process redesign and change management.