A coalition of concerned employees of the Nigerian Communications Commission (NCC) have raised serious alarm over what they describe as “blatant disregard” for constitutional provisions in the 2025 staff promotion exercise at the nation’s telecoms regulator.
The group, which has filed a formal petition to the Senate President and several key government agencies including the Federal Character Commission (FCC), is accusing the Commission’s top management of flouting Sections 14(3) and 14(4) of Nigeria’s 1999 Constitution (as amended).
“We are witnessing a dangerous precedent where competent professionals are being side-lined based on where they come from, rather than their qualifications and dedication to duty,” the petition seen by Technology Times reads.
Meanwhile, Dr Aminu Maida, NCC’s Executive Vice Chairman/CEO, the nation’s telecoms regulatory chief caught in the eyes of the storm, has dismissed the allegations levelled against the Abuja-headquartered telecoms watchdog on his watch.
“There are verifiable internal records and the promotion outcomes,” the petition claims, “that clearly demonstrates that the 2025 staff promotion exercise conducted by the NCC did not reflect a fair and equitable distribution of promotional opportunities across Nigeria’s states and geo political zones. Certain states and zones have been either grossly underrepresented or entirely excluded, while others are overrepresented, leading to an unconstitutional imbalance that undermines national unity and equity.”
The petitioners are calling for an urgent probe into the alleged marginalisation of some regions in favour of others in the recent promotion round—allegations that, if proven true, they claim, could deal a significant blow to one of Nigeria’s most strategic regulators in the digital economy.
NCC promotion row: What the Constitution says
Sections 14(3) and 14(4) of the 1999 Constitution mandate that appointments and promotions in public institutions reflect Nigeria’s federal character to promote national unity and inclusiveness.
- According to the petition, these constitutional provisions exist to:
- Ensure no ethnic or regional group dominates public institutions.
- Foster national integration and equitable representation.
- Maintain public trust in federal agencies.
“There are verifiable internal records and the promotion outcomes,” the petition claims, “that clearly demonstrates that the 2025 staff promotion exercise conducted by the NCC did not reflect a fair and equitable distribution of promotional opportunities across Nigeria’s states and geo political zones. Certain states and zones have been either grossly underrepresented or entirely excluded, while others are overrepresented, leading to an unconstitutional imbalance that undermines national unity and equity.”
The aggrieved employees further claim that the row brewing in NCC and the promotion data paint troubling pictures of affairs at the key agency responsible for regulating the communications industry in Nigeria.
“The NCC, as a strategic regulatory body within the communications sector,” the petition further states, “holds a special position in shaping national discourse, access to information, and technological development. It is therefore disheartening to observe that it is failing in its constitutional duty to represent all Nigerians fairly in its internal human resource policies.”
The petition also observes that the lack of compliance by Ministries, Departments and Agencies (MIDAs) of the Federal Government with this provision of the Constitution compelled the Senate, during its Tuesday, 25th March, 2025 plenary, “to mandate its Committee on Federal Character and Inter-Governmental Affairs to conduct thorough investigative hearings on all MIDAs of the Federal Government with a view to immediately ascertaining their degrees of compliance to ensure fair and equitable representation across all regions and ethnic groups in appointments, promotions and recruitment and report back in four (4) weeks.”
For the petitioners, the Federal Character is an overarching pillar of the nation’s laws which the leadership of NCC has allegedly observed in breach.
“In the Nigerian public service,” the petition reads, “the “Federal Character” principle is crucial for ensuring that promotions reflect the diverse makeup of the nation. This principle, enshrined in the constitution, aims to promote fairness and inclusivity by considering regional representation, ethnicity, and other factors in appointments, including promotions. While specific circulars or directives may vary across different Ministries, Departments, and Agencies (MDAs), the overarching principle is to ensure that promotions do not only favour the most qualified candidates but also reflect the diversity of the country. The Nigerian constitution mandates that the composition of the government and its agencies should reflect the nation’s diverse demographics. While merit remains a primary criterion for promotion, the Federal Character principle requires that the selection process also considers factors like regional representation and ethnicity to ensure a balanced workforce. Each MDA is responsible for implementing the Federal Character principle in its own promotion exercises, ensuring that all relevant factors are considered while the Office of the Head of the Civil Service of the Federation (OHCSF) and the Federal Civil Service Commission (FCSC) are required to monitor the implementation of the Federal Character principle and ensuring compliance with the rules and guidelines.”
According to the NCC insiders, the outcome of the 2025 promotions at the telecoms regulatory agency was in conflict with the Federal Character provisions. “Regrettably,” they claim, “credible information indicates that the NCC management, in clear violation of these constitutional directives, conducted the 2025 staff promotion exercise in a manner that disregarded fair representation across states and geopolitical zones. The promotion outcome reveals a pattern of concentration and favouritism toward certain regions, resulting in the marginalisation of qualified personnel from other parts of the country.”
According to the petition, here’s a breakdown of the NCC’s 2025 promotion outcomes:
| S/N | Staff Cadre | Number of Qualified Staff | Number of Staff Promoted | Demographics & Observations |
|---|
| 1 | Deputy Director (GL 16) to Director (GL 17) | 4 | 2 | One staff from the South South and One from the North-East Region were promoted. However, two (2) candidates one from the North West and one from the North East were not promoted despite the fact that there is vacancy in their respective geopolitical zones and scored above the 60% pass-mark stipulated in the 2021 Public Service Rules. The North-West was clearly omitted and short-changed in the promotion exercise. |
| 2 | Assistant Director (GL 15) to Deputy Director (GL 16) | 24 | 9 | Eight (8) out of the nine (9) staff promoted are from the Northern Region of the country and only one from the Southern Region (South West) despite the fact that there are candidates from other geopolitical zones who scored above the 60% pass mark stipulated in the 2021 Public Service Rules. The South-South and South East geopolitical regions were conspicuously omitted and short-changed in the promotion exercise. |
| 3 | Principal Manager (GL 14) to Assistant Director (GL 15) | 18 | 12 | Many candidates who scored above the 60% pass-mark stipulated in the 2021 Public Service Rules and also achieved scores above the 70% mark set by the Commission were not promoted. |
| 4 | Senior Manager (GL 13) to Principal Manager (GL 14) | 69 | 20 | Many candidates who scored above the 60% pass-mark stipulated in the 2021 Public Service Rules and also achieved scores above the 70% mark set by the Commission |
“It is appalling to note that a Commission that prides itself as a world-class organisation could use a lottery system (game of chance) in determining and assessing staff for promotion,” the petition claims.
Behind the Scenes: Exam conditions raise eyebrows
The petitioners allege that staff were subjected to gruelling and unethical conditions during the exam process, including being forced to sit for tests between 9:00am and 4:00am the next day during both Ramadan and Lenten fasting periods.
In a rare move, they claimed that the NCC’s Human Capital Department issued an official apology acknowledging the “deplorable conditions” under which the promotion exams were conducted.
“Promotion exams are designed to assess knowledge and competence, not luck,” the group adds, referring to the use of lucky dips to select exam questions.
“It is pertinent to mention that the promotion interview was conducted in the most inhuman conditions and during the Muslim holy month of Ramadan and the Christian fasting season of Lent. Staff were forced to write exams outside the normal working hours, from 9.00am on Thursday 6th March, 2025 to 4.00am the next day, Friday 7th March, 2025 which grossly undermines the credibility of the process, according to the petition.
The Commission through its Director of Human Capital Department, the petitioners state, “issued an unreserved apology letter via email to staff for the horrible and deplorable conditions that the exams were conducted. Copy of the letter is attached as Appendix A. It is appalling to note that a Commission that prides itself as a world class organisation could use a lottery system (game of chance) in determining and assessing staff for promotion. Staff were made to select questions from a basket by lucky dip and answer the questions. Promotion exams are designed to assess an individual’s knowledge, skills, and abilities relevant to the higher position, and using a lottery undermines the merit-based nature of such assessments. Promotion exams should be administered in a fair and transparent manner, ensuring that all candidates have an equal opportunity to succeed.”
Industry Impact: Morale down, economy feels the pinch
The insiders claim that the fallout from the promotion exercise is taking a toll on the Commission and, by extension, the wider ICT industry industry in Nigeria.
Key consequences identified included:
Low Staff Morale: The lack of fairness and transparency has demoralized several dedicated staff members, particularly those who feel marginalized despite their competence and years of service.
Decline in Institutional Performance: Internal discontent and perceived inequity are undermining teamwork, professionalism, and productivity within the Commission.
Negative Industry Impact: As a direct consequence of leadership and staffing imbalance, the regulatory efficiency of the Commission has weakened, contributing to a visible decline in industry performance.
Economic Consequences: According to recent statistics released by the National Bureau of Statistics (NBS), the contribution of the telecommunications sector to Nigeria’s Gross Domestic Product (GDP) has seen a steady decline. The Nigerian information and communications sector contribution to GDP dropped in the 3rd quarter of 2024 from 16.36% to 13.94%. This is alarming given the sector’s critical role in the digital economy and job creation.
“The recent promotion exams which were conducted for all cadres of staff in the Commission who were eligible for a promotion,” Dr Maida says, “was marked by our commitment to integrity, fairness, and the needs of the industry for competent professionals to drive national objectives.”
Call to Action: What Petitioners Are Demanding
The petitioners are calling for the Senate to:
Investigate the 2025 staff promotion exercise at the NCC to ascertain the level of compliance with federal character principles.
Direct the Commission to immediately rectify any anomalies identified in the distribution of promotional opportunities across states and geo-political zones in line with constitutional requirements.
Mandate the NCC to develop and submit a compliance report on how it intends to uphold the principles of equity and representation in future human resource actions, appointments, recruitments, and promotions adhere strictly to constitutional provisions.
Appointment of competent Nigerians to the Board of the NCC to inject fresh perspectives and expertise into the Commission’s management. The executive management as currently constituted is overwhelmingly skewed in favour of one section of the country. The Three (3) Executive Commissioners, Dr. Aminu Maida, who is the Executive Vice Chairman/CEO is from Katsina State (North West), Mr. Abraham Oshadami, the Executive Commissioner, Technical Services is from Kogi State (North Central) and Miss Rimini Makama, the Executive Commissioner, Stakeholders Management is from Plateau State (North Central). All three (3) Commissioners were appointed by this current administration. The Governing body of the NCC consists of a board of nine (9) Commissioners; made up of six (6) Non-executive members, 5 including the Chairman – representing each of the six (6) Geopolitical Zones of Nigeria. However, the Commission has been operating for almost two (2) years now without the complement of a full board and Chairman and as such there is no check and balance.
Meanwhile, Dr Maida, has dismissed the allegations against NCC on his watch regarding the 2025 promotions at the telecoms regulatory agency.
In an email response to Technology Times today on the petition, Dr Maida absolves the agency of wrongdoings on his watch as alleged by the aggrieved employees of the NCC that filed the petition.
Speaking through, Nnenna Kalu O. Ukoha, Head, Corporate Communications, Public Affairs Department of NCC, the Commission’s chief says that the promotion process was carried out based on merits.
“The recent promotion exams which were conducted for all cadres of staff in the Commission who were eligible for a promotion,” Dr Maida says, “was marked by our commitment to integrity, fairness, and the needs of the industry for competent professionals to drive national objectives.”
According to him, “In line with the Public Service Rules, the Commission’s organisational structure and manpower plan, each cadre had a defined number of vacancies, representing the number of personnel the Commission could accommodate at each level staff who did not meet the required cut-off, or who passed but for whom vacancies were no longer available at their cadre, could not be promoted.”
He explains further that the promotion exercise followed what he describes as a “clearly defined process” that was overseen by both internal and external stakeholders, including the Federal Character Commission (FCC).
“Furthermore,” the NCC chief says, “the interview panels for staff were composed of credible management staff (drawn from each of the six (6) Geo-Political Zones), in addition to independent external members and representatives from the Federal Character Commission (FCC), who were present to provide oversight and ensure compliance with applicable regulations. The promotion followed a clearly defined process and objective scoring system which was communicated to staff prior to the exams, with predetermined weightings assigned to each exam component. Panelists did not make arbitrary decisions, as all evaluations were conducted in strict accordance with the Commission’s established scoring framework.”
According to Dr Maida, “since the conclusion of the exercise, all participants have been issued with a breakdown of their scores in the exercise, an action intended to help candidates reflect on areas of improvement preparatory to the next promotion exercise. They have also been encouraged to reach out to the Commission’s Human Capital Department to express any concerns they may have.”
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