In this interview, the President of the Senior Staff Association of the Nigerian Shippers’ Council (NSC), Comrade Muktar Yakubu sheds light on the salary review process, explains the statutory procedures involved, clarifies misconceptions surrounding its implementation, and assesses the Council’s welfare initiatives under the current management. He also speaks on the role of the union, the support provided by the Executive Secretary, and what staff should expect in the months ahead.
Salary Review: The Executive Secretary deserves considerable credit for the progress made so far
Management has demonstrated a sincere commitment to staff welfare
Staff welfare is an ongoing commitment rather than a destination.
There have been reports that the Nigerian Shippers’ Council (NSC) is currently undergoing a salary review. Can you clarify the true position of things?
Thank you for the opportunity to clarify this important issue. First and foremost, it is necessary to understand that a salary review within a federal government agency is not a matter that is handled through legislation or sent to the National Assembly for approval. Rather, there is a clearly defined administrative process established by the Federal Government, which every agency must follow when seeking a review of its salary structure. For agencies operating under a federal ministry, such as the Nigerian Shippers’ Council, any proposal for salary review must first be submitted through the supervising ministry. In our case, the request is routed through the Federal Ministry of Marine and Blue Economy. The ministry reviews the proposal and, where satisfied, forwards it to the National Salaries, Incomes and Wages Commission (NSIWC), which is the statutory body responsible for salary administration and remuneration matters across the public service. The Commission, in turn, engages with other relevant government institutions, including the Budget Office of the Federation, to assess the financial implications, sustainability, and overall justification for the proposed review before arriving at a final decision.
During a recent management retreat, the Executive Secretary publicly mentioned staff welfare improvements and a proposed salary review. What is the current status of that initiative?
Yes, the Executive Secretary made that announcement during the retreat, and it was an important statement because it demonstrated management’s commitment to improving staff welfare. However, it is important to clarify that approval by the supervising ministry does not automatically translate into immediate implementation. What the ministry’s approval does is enable the proposal to advance to the next stage of the approval process. Following the ministry’s endorsement, the proposal was forwarded to the National Salaries, Incomes and Wages Commission, which is currently handling the matter. Therefore, while significant progress has been made, the process is still ongoing and has not yet reached the implementation stage.
What role has the Senior Staff Association played in advancing the salary review process?
The union has been actively involved from the beginning. We have worked collaboratively with management and maintained continuous engagement throughout the various stages of the process. As representatives of the workforce, we have consistently advocated for improved remuneration and welfare conditions for staff. We have participated in consultations, provided relevant input where necessary, and followed up with the relevant authorities to ensure that the process continues to move forward. At this stage, the National Salaries, Incomes and Wages Commission has already reviewed our submission. During its review, the Commission requested certain additional information and clarifications, which were subsequently provided. We have also successfully gone through the Budget Office review process. As things stand today, we are awaiting the Commission’s final approval.
Does this mean the new salary structure has not yet been implemented?
Exactly. The proposed salary review has not yet been implemented because the final approval required for implementation has not been granted. Government agencies are expected to comply strictly with established procedures, and no responsible management would implement a new salary structure without obtaining the necessary approvals from the appropriate authorities. Therefore, while the process has advanced considerably, implementation can only commence after the National Salaries, Incomes and Wages Commission gives its final approval.
What has been the role of the Executive Secretary in driving this initiative?
The Executive Secretary deserves considerable credit for the progress made so far. In fact, the salary review process could not have commenced without his support and approval. Recognising the need to improve staff welfare and align remuneration with current realities, he approved the establishment of a Salary Review Committee, of which I am privileged to be a member. The committee was mandated to conduct a thorough assessment of the Council’s financial position, evaluate existing remuneration structures, and develop recommendations for a sustainable salary framework. After reviewing the committee’s report and recommendations, the Executive Secretary approved them and subsequently transmitted them through the appropriate channels for further processing. His support has remained consistent throughout the process.
Some staff members reportedly feel dissatisfied with current welfare packages. How would you respond to such concerns?
I think it is important to approach that issue with balance and objectivity. As President of the Senior Staff Association, I interact regularly with employees across different departments and locations. Naturally, in any organisation, there will always be individual concerns and expectations regarding welfare, remuneration, and working conditions. However, it would be inaccurate to suggest that there is widespread dissatisfaction among staff. The reality is that employee expectations are constantly evolving. Regardless of the level of benefits available, people will always aspire to better conditions, and there is nothing unusual about that. What is important is whether management is making genuine efforts to improve welfare and address legitimate concerns. From my assessment, management has demonstrated a sincere commitment to staff welfare and continues to pursue improvements wherever possible.
But should staff welfare not remain a priority from the union’s perspective?
Absolutely. Staff welfare remains one of our core priorities as a union. Our fundamental responsibility is to advocate for better conditions of service, improved welfare packages, career development opportunities, and a conducive working environment for our members. At the same time, we must be realistic and appreciate the financial realities under which organisations operate. Welfare initiatives are ultimately influenced by available resources and budgetary provisions.
For instance, it would be inappropriate to compare the welfare packages of the Nigerian Shippers’ Council with those of agencies that generate substantially higher revenues or operate under different financial structures. The more reasonable assessment is whether the organisation is doing the best it can within the limits of its available resources. In my view, the Council has performed commendably in that regard, while still acknowledging that there is room for further improvement.
How would you assess the Executive Secretary’s overall performance concerning staff welfare?
I would describe his performance as commendable. Since assuming office less than three years ago, he has introduced a number of initiatives aimed at improving staff welfare and enhancing workplace conditions. Beyond the salary review initiative, management has demonstrated a willingness to engage with staff concerns and explore practical solutions. The fact that the Executive Secretary publicly disclosed the salary review initiative and has consistently supported the process reflects his commitment to staff wellbeing. His actions suggest a recognition that motivated employees are essential to organisational productivity and service delivery.
Some observers argue that management should focus on staff welfare before celebrating external achievements and institutional successes. What is your response?
I respectfully disagree with the notion that both objectives are mutually exclusive. An organisation can pursue institutional excellence while simultaneously investing in staff welfare. In fact, both are interconnected because organisational success is often driven by the commitment and productivity of employees. The Nigerian Shippers’ Council has continued to make significant contributions to the maritime and logistics sectors while also implementing welfare initiatives for staff. Welfare enhancement is not a one-time activity, but a continuous process that evolves over time. Management has already implemented several initiatives and remains committed to introducing additional improvements as resources and regulatory approvals permit.
Can you share specific details of the welfare initiatives that have already been provided?
Some welfare-related matters are internal administrative issues, and it would not be appropriate to discuss every detail publicly. However, I can confidently state that management has implemented a number of welfare initiatives that have positively impacted staff. More importantly, discussions and plans for additional improvements are ongoing. What staff should understand is that management has demonstrated a commitment to continuous improvement rather than a one-off intervention.
What message would you like to send to staff regarding the ongoing salary review process?
My message is one of reassurance and patience. The salary review process is progressing through the appropriate government channels and has successfully passed several critical stages. The proposal has received the necessary support from management and the supervising ministry, and it has already undergone review by the National Salaries, Incomes and Wages Commission.
Additional information requested by the Commission has been supplied, and relevant clearances have also been obtained. We are now at the stage of awaiting the Commission’s final approval. Staff should therefore understand that this is a government process governed by established procedures, and due process must be respected. Both management and the union remain committed to ensuring that the process is concluded successfully.
Finally, are there plans for further staff welfare improvements beyond the salary review?
Certainly. Staff welfare is an ongoing commitment rather than a destination. The management of the Nigerian Shippers’ Council appreciates the critical relationship between employee motivation, productivity, and organisational performance. As a union, we will continue to advocate for additional welfare improvements, better working conditions, and initiatives that enhance the wellbeing of our members. From our engagements with management, there is every indication that more welfare initiatives are being considered and pursued. While some of these efforts may still be in the planning and approval stages, I am optimistic that staff will continue to see positive developments in the near future. Ultimately, our shared goal is to build a workplace where employees feel valued, motivated, and adequately supported in carrying out their responsibilities.
