By Splendour TV
The Clerk to the National Assembly, Kamoru Ogunlana, has called for comprehensive administrative reforms in the National Assembly Service, advocating merit-based appointments and promotions, a unified staff database and improved cooperation between the National Assembly Service Commission (NASC) and the National Assembly Management.
Ogunlana made the call at the opening of a three-day retreat for the National Assembly top management and the National Assembly Service Commission, held at Transcorp Hilton, Abuja, from October 15 to 18, 2026.
He said the retreat provided an opportunity for stakeholders to critically examine the challenges confronting the Service and develop practical solutions to strengthen efficiency, accountability, transparency and professionalism.
According to him, the effectiveness of the National Assembly depends not only on the quality of legislative proceedings but also on the competence, professionalism and dedication of the personnel responsible for supporting its constitutional functions.
He stressed that the National Assembly Service must remain fit for purpose by strengthening its administrative structures, institutional memory and personnel management systems.
Calls for Merit-Based Appointments, Promotions
The Clerk identified human resource management as one of the major challenges confronting the Service, insisting that appointments, promotions and professional development should be guided by merit, competence, experience, performance and the operational needs of the institution.
He warned that allowing considerations outside the provisions of the National Assembly Service Act, 2014, and the applicable Scheme of Service to influence personnel decisions could result in judicial challenges, administrative embarrassment and institutional instability.
Ogunlana expressed concern that placing individuals in positions without the requisite competence and experience could undermine the effectiveness of the Service.
He said the challenge required an institutional response rather than being attributed to any individual, office or administration.
The Clerk called for renewed commitment to due process and transparent career progression, stressing that staff must have confidence in the fairness and credibility of the promotion system.
Seeks Unified Staff Database
Ogunlana also called for the establishment of a single, authoritative and continuously updated staff database to address inconsistencies, duplications and contradictions in existing personnel records.
He noted that reliable staff information was essential for effective workforce planning, accountability and informed administrative decision-making.
He said the proposed database should contain verifiable information on every staff member, including identity, cadre, grade level, qualifications, appointment and promotion history, postings and training records.
According to him, accurate personnel records are not merely an administrative requirement but a matter of institutional integrity.
Urges Better Cooperation Between Commission, Management
On the relationship between the National Assembly Service Commission and the National Assembly Management, Ogunlana called for stronger collaboration, mutual respect and a clearer understanding of their respective statutory and administrative responsibilities.
He explained that while the Commission has important responsibilities relating to human resource management, the Management oversees the day-to-day administration and effective functioning of the institution.
He maintained that the two bodies must work together rather than operate as competing centres of authority.
The Clerk specifically called for improved consultation on the appointment and deployment of senior officers, particularly top management staff, to prevent institutional disconnect and strengthen decision-making.
He emphasised that the objective was not to diminish the authority of either body but to improve the quality of decisions taken in the interest of the National Assembly Service.
Clarifies Coordinating Role of Clerk
Ogunlana further called for a clearer understanding of the coordinating role of the Clerk to the National Assembly within the institution’s administrative structure.
He disclosed that the National Assembly Service comprised 3,841 staff, approximately 12 directorates, 72 departments and four affiliated agencies established to support parliamentary operations.
He argued that an institution of such size and complexity required an effective coordination mechanism to prevent duplication, minimise avoidable conflicts and promote institutional harmony.
According to him, the Clerk should serve as an institutional bridge between the political leadership of the National Assembly and the affiliated agencies, including the Commission.
He stressed that the coordinating role should not be interpreted as an attempt to compete with agencies whose powers are established by law.
Rather, he said, the objective should be to facilitate cooperation and ensure that all components of the Service work towards common institutional goals.
Ogunlana called for institutional protocols that would make coordination dependent on established processes rather than individual relationships.
Advocates Reforms in Staff Discipline
The Clerk also identified delays in disciplinary procedures as an issue requiring urgent attention.
He explained that while Management supervises staff and monitors their performance, formal disciplinary powers rest with the Commission, a division of responsibilities that could sometimes delay action against misconduct.
He warned that failure to address misconduct promptly could weaken accountability and create disagreements over responsibility for administrative failures.
He urged participants to examine ways of ensuring that disciplinary matters are handled promptly and fairly while respecting the statutory responsibilities of the Commission and the administrative functions of Management.
Ogunlana also proposed consideration of appropriate delegation of routine personnel responsibilities, particularly those relating to officers on Grade Levels 3 to 6, subject to applicable laws and clearly defined accountability mechanisms.
He argued that effective delegation could reduce administrative burdens and allow the Commission to concentrate more on strategic policy matters and the management of senior and critical cadres.
Calls for Common Staff Welfare Framework
On staff welfare, Ogunlana advocated a coherent framework that would promote fairness and reasonable consistency across the National Assembly Service.
He observed that staff welfare should not depend excessively on the preferences or circumstances of individual agency heads.
According to him, a common framework would promote predictability, strengthen staff motivation and reinforce a shared sense of belonging across the Service, while accommodating the operational and financial realities of individual agencies.
Seeks Greater Investment in Training
The Clerk further called for a more sustainable approach to professional development,
urging the National Assembly to make greater use of the institutional capacity of the National Institute for Legislative and Democratic Studies (NILDS).
He said the existing ad hoc approach to staff training was unsustainable, particularly in view of limited financial resources.
Ogunlana noted that modern parliamentary administration required continuous training in legislative practice, parliamentary procedure, policy analysis, research, digital technologies, public financial management, ethics and leadership.
He maintained that training programmes should be linked to career progression, succession planning, improved performance and the future needs of the institution.
Retreat Must Produce Actionable Recommendations
The Clerk urged participants to ensure that the retreat produced practical recommendations, clearly defined responsibilities and an implementation framework capable of translating deliberations into measurable improvements.
He said the Commission should provide strategic policy direction, Management should ensure professional and efficient administration, while staff should have confidence in a fair and transparent career system.
Ogunlana added that the long-term strength of the National Assembly Service depended on the ability of its leadership and personnel to respect the law, uphold due process and place institutional interests above personal considerations.
He expressed optimism that the retreat would strengthen institutional cooperation and chart a path towards a more professional, efficient and accountable National Assembly Service.
