"Anything that can prevent you from achieving your performance objective, is a risk that must be managed"
Showing posts with label performance. Show all posts
Showing posts with label performance. Show all posts

Thursday, 26 May 2016

Resource Control – A Risk Based Performance Management Tool for Nigeria’s Economic Progress








Firstly I would like to define Resource Control as “the control and management of resources by the state or local governments from whose jurisdictions the resources are extracted” [2]. By resources I mean all resources not just crude oil. I would also like to describe resource control as ‘financial autonomy for states and local governments”. In the political parlance it would be best described as ‘fiscal federalism’.'

Next I would like to posit that if everyone had a proper understanding of Resource Control and of Risk Based Performance Management (RBPM), no one would argue against resource control in the Nigerian context.

The truth however is that due to a lack of understanding of the underlying principles “derivation and resource control has always been an emotive and vexed political issue in Nigeria since independence. In today’s terms the debate centres on how the Multi Billion Dollars Oil Revenue should be apportioned between the Oil Producing States and the Federal Government in Abuja? Add to this debate ethnicity, religion, perceived notions of marginalization, lack of alternative sources of hard currency, regionalism and you see what a controversial issue this is.” [1] This should not be the case however. In this post I will seek to look at this vexed issue in a technical, academic and professional way.

Given the current economic situation and the drastic drop in oil prices I believe that Nigeria is presented with a divine opportunity to re-visit the issue of resource control (financial autonomy, fiscal federalism; call it what you choose) as a way for solving many of our myriad issues. The time is opportune because the emotions the subject usually raises should be doused in this time of fallen oil prices, with longer term prospects of low prices for the foreseeable future, fortuitously de-emphasizing crude oil as the sole resource.

Let us start by identifying a few of the many Nigeria’s resources for which resource control is advocated. In addition to crude oil, Nigeria is abundantly blessed with agricultural resources, forest resources and mineral resources. Every one of the seven hundred and seventy four (774) Local Government Areas in Nigeria has at least two to three principal resources  in commercial quantities, many have seven or more, some as many as sixteen and a few have as many as twenty. Any single one of these resources if properly developed and harnessed is capable of making the local government area self-sustaining and economically viable.  Local governments with fifteen or more resources have the ability to become major contributors to GDP and foreign exchange earnings. A partial listing of the resources in commercial quantities state by state is attempted for illustration purposes.

In alphabetical order we have Abia State: Has crude oil, several agricultural crops such as Oil Palm and Raffia palm, livestock, and several minerals such as; glass sand, shale, bentonite clay, limestone, rock salt, phosphate rock, kaolin, gypsum, laterite, clay, granite, black marble, marble and lignite.  With these resources Abia State was able to generate internally revenue of only N13.35bn in 2015 up 7.33% from 2014. Its monthly FAAC allocation in December 2015 was N2.66bn and its annual wage bill is about N30bn, which is more than double its internally generated revenue. In 2015 Abia state was one of the states owing worker’s salaries according to the Nigerian Labour Congress (NLC). Abuja FCT: Has several agricultural crops including groundnut, livestock, and several minerals such as; granite, marble, galena, laterite, tantalite, wolframite, tin ore, clay, dolomite, mica and clay. With these resources Abuja FCT did not record any internally generated revenue. Adamawa State Has several agricultural crops including groundnuts, livestock, fisheries, and several minerals such as;  trona, salt, baryte, granite, clay, coal, gypsum, limestone, uranium, kaolin, ilmenite, watron, magnesite and marble. With these resources Adamawa State was able to generate internally revenue of only N4.45bn in 2015 down 12.19% from 2014. Its monthly FAAC allocation in December 2015 was N2.51bn and its annual wage bill is about N23bn, which is nearly ten times its internally generated revenue. [3][4][5][6]

Akwa Ibom State: Has several agricultural crops including oil palm, coconuts and raffia palm, livestock, fish, crude oil, natural gas, and several minerals such as;  clay, rock salt, silica sand and limestone. With these resources Akwa Ibom State was able to generate internally revenue of N14.79bn only in 2015 down 5.99% from 2014. Its monthly FAAC allocation in December 2015 was N10.8bn and its annual wage bill is about N33.2bn which is more than twice its internally generated revenue. In 2015 Akwa Ibom state was (inexplicably) one of the states owing worker’s salaries according to the NLC. Anambra State: Has several agricultural crops including oil palm and raffia palm, fisheries, and several minerals such as; iron ore, clay, kaolin, crude oil, sandstone, lignite, natural gas, pyrite, iron stone and sandstone.  With these resources Anambra State was able to generate internally revenue of N14.79bn in 2015 up 29.32% from 2014 and more than double the corresponding figure in 2012. Its monthly FAAC allocation in December 2015 was N2.58bn and its annual wage bill is about N16.3bn which is just slightly more than it’s internally generated revenue. [3][4][5][6]

Bauchi State:  Has many agricultural crops including Groundnuts and Gum Arabic, Livestock, Fish, and many minerals such as; Kaolin, Gypsum, Cassiterite, Galena, Clay, Tantalite, Iron Ore, Gemstone, Sphalerite, Muscovite, Quartz, Columbite, Baryte, Tungsten, Rutile, Copper, Zinc, Zircon, Talc, Silica sand, Glass sand, Monazite, Feldspar, Ilemnite, Tantalum, Trona, Mica, Granite, Laterite, Graphite, Tin, Monozonite, Limonite and Wolframite. Lead, Agate, Coal, and Calcophrytes.  With these resources mostly untapped Bauchi State was able to generate internally revenue of N5.39bn only in 2015 up 10.2 % from 2014. Its monthly FAAC allocation in December 2015 was N2.98bn and its annual wage bill is about N26bn which is more than five times its internally generated revenue. In 2015 Bauchi State was one of the states owing worker’s salaries according to the NLC.  Bayelsa State: Has several agricultural crops including Oil Palm, and Raffia palm, Livestock, Fish, Seafood, Crude Oil, Natural Gas, Salt, Timber, Cane wood and very few minerals such as Silica Sand.  With most of the state’s resources tapped by the federal government Bayelsa State was able to generate internally revenue of N8.71bn only in 2015 down 25,76% from 2014. Its monthly FAAC allocation in December 2015 was N6.48bn and its annual wage bill is about N48bn which is more than seven times its internally generated revenue. Benue State: Has many agricultural crops including Groundnuts and Oil Palm, Livestock, Poultry, Fish, and several minerals such as; Lead, Brine, Zinc Ore, Silica Sand, Clay, Coal, Bentonite, Anhydrous Calcium, Sulphate, Glass Sand, Baryte, Limestone, Feldspar, Gypsum, Kaolin, Wolframite, Ilemnite, Bauxite, Shale, Mica, Granite, Galena and Lead. With these resources mostly untapped Benue State was able to generate internally revenue of N7.63bn in 2015 down 8.55 % from 2014. Its monthly FAAC allocation in December 2015 was N2.82bn and its annual wage bill is about N34.8bn which is more than four times its internally generated revenue. Borno State:  Has many agricultural crops including Groundnuts, Cotton and Gum Arabic, Livestock, Fish, and several minerals such as; Salt, Sapphire, Silica Sand, Quartz, Mica, Granite, iron Ore, Alluvial Gold, Magnesite, Uranium, Feldspar, Topaz, Nepheline, Aquamarine, Kaolin, Gypsum, Limestone, Bentonite, Trona, Potash, Laterite, Uranium, Fuller’s earth and Diatomite. In the case of Borno State the security situation has not helped matters but despite this, the state was able to generate internally, revenue of N3.53bn in 2015 up 21.8 % from 2014. Its monthly FAAC allocation in December 2015 was N3.05bn and its annual wage bill is about N20.7bn which is more than five times its internally generated revenue. [3][4][5][6]

Continuing we have Cross River State: Has many agricultural crops including; Oil Palm, Groundnuts and Raffia Palm, Livestock, Fish, and several minerals such as; Salt, Coal, Limestone, Tourmaline, Glass sand,  Crude oil, Natural Gas, Tin Ore, Mica, Ilemnite, Kaolin, Clay, Sharp Sand, Quartz, Granite, Spring Water, Muscovite, Galena, Zinc, Gold, Uranium and Baryte. With these resources mostly untapped Cross River State generated internal revenue of N13.57bn in 2015 down 16.01% % from 2014. Its monthly FAAC allocation in December 2015 was N2.53bn and its annual wage bill is about N22bn which is more than one and a half times its internally generated revenue. In 2015 Cross River state was one of the states owing worker’s salaries according to the NLC.  [3][4][5][6]

Delta State: Has several agricultural crops including Oil Palm, Groundnuts and Raffia Palm, Livestock, Fish, Salt, Crude Oil, Natural Gas, and several minerals such as; Lignite, Kaolin, Laterite, Gravel, Silica Sand, Laterite Clay, River Sand and Granite.  With these resources mostly untapped Delta State generated internal revenue of N40.81bn in 2015 down 4.93% % from 2014. Its monthly FAAC allocation in December 2015 was N9.286bn and its annual wage bill is about N85.2bn which is more than double its internally generated revenue. Ebonyi State: Has several agricultural crops including Oil Palm, Rice, Groundnut and Raffia Palm, Livestock, Fish, and several minerals such as; Salt, Limestone, Lead, Zinc, Gypsum, Marble, Granite, Galena, Laterite, Feldspar, Quartz, Pyrite, Black marble, Clay, Bentonite, Lead and Shale. With these resources mostly untapped Ebonyi State generated internal revenue of N11.03bn in 2014 data for 2015 is not available. Its monthly FAAC allocation in December 2015 was N2.55bn and its annual wage bill is about N16.8bn which is about one and a half times its internally generated revenue.  Edo State: : Has several agricultural crops including Oil Palm, Rice, Rubber and Raffia Palm, Livestock, Fish, and several minerals such as; Salt, Limestone, Dolomite, Kaolin, Feldspar, Clay and Marble. With these resources mostly untapped Edo State generated internal revenue of N19.12bn in 2015 up 10.95% % from 2014. Its monthly FAAC allocation in December 2015 was N3.18bn and its annual wage bill is about N28bn which is more than one and a half times its internally generated revenue. Ekiti State: Has several agricultural crops including Oil Palm, Cocoa, Raffia Palm, Rice, Livestock, and several minerals such as;  Charnockite, Clay, Kaolin, Quartz, Granite, Mica, Gemstone, Lignite, Limestone, Feldspar, Tin Ore, Bauxite, Tantalite, Columbite and Cassiterite. With these resources mostly untapped Ekiti State generated internal revenue of N3.29bn in 2015 down 4.99% % from 2014. Its monthly FAAC allocation in December 2015 was N2.58bn and its annual wage bill is about N24bn which is more than seven times its internally generated revenue. In 2015 Ekiti state was one of the states owing worker’s salaries according to the NLC. Enugu State: Has several agricultural crops including Oil palm, Yam, Rice and Raffia palm, Livestock, Fish, and several minerals such as;  Iron ore, Clay, Kaolin, Coal, laterite, Silica, Copper, Bauxite, Crude Oil, Natural Gas, and Glass stone. With these resources mostly untapped Enugu State generated internal revenue of N18.08bn in 2015 down 6.47% % from 2014. Its monthly FAAC allocation in December 2015 was N2.53bn and its annual wage bill is about N62.4bn which is more than three times its internally generated revenue.  [3][4][5][6]

Gombe State: Has many agricultural crops including; Groundnuts, Soybean, Maize and Rice, Livestock, Fish, and several minerals such as; Kaolin, Gypsum, Granite, Bentonite Clay, Coal, Baryte and Limestone. With these resources mostly untapped Gombe State generated internal revenue of N4.78bn in 2015 down 8.61% from 2014. Its monthly FAAC allocation in December 2015 was N2.34bn and its annual wage bill is about N14.4bn which is three times its internally generated revenue. Imo State: Has crude oil, several agricultural crops including Cassava, Oil palm, Raffia Palm, Rubber and Rice, Livestock, Fish, and several minerals such as; Bentonite Clay, Kaolin, Limestone and Zinc Ore. With these resources mostly untapped Imo State generated internal revenue of N4.57bn in 2015 down 48.3% % from 2014. Its monthly FAAC allocation in December 2015 was N2.89bn and its annual wage bill is about N22.8bn which is more than four times its internally generated revenue. In 2015 Imo state was one of the states owing worker’s salaries according to the NLC.  Jigawa State: Has many agricultural crops including; Groundnuts, Soybean, Tomato, Wheat, Gum Arabic, Maize and Rice, Livestock, Fish, and several minerals such as; Kaolin, Clay, Iron ore, Quartz, marble, Silica Sand, Potash,  Granite, Glass stone, Limestone, talc. With these resources mostly untapped Jigawa State generated internal revenue of N5.08bn in 2015 down 23.46% from 2014. Its monthly FAAC allocation in December 2015 was N2.81bn and its annual wage bill is about N33.5bn which is more than six times its internally generated revenue. In 2015 Jigawa state was one of the states owing worker’s salaries according to the NLC. Kaduna State: Has many agricultural crops including; Groundnuts, Soybean, Tomato, Sugar Cane, Wheat, Maize, Cotton and Rice, Livestock, Fish, Timber, and several minerals such as; Kaolin, Clay, Salt, Zircon, Silmanite, Graphite, Manganese, Quarry Sand, Ferrous Oxide, Granite, Smoky Quartz, Quartz, Columbite, Tin Ore, Cassiterite, Gemstones, Limonite and Talc. With these resources mostly untapped Kaduna State generated internal revenue of N11.53bn in 2015 down 10.8% from 2014. Its monthly FAAC allocation in December 2015 was N3.29bn and its annual wage bill is about N27.4bn which is more than twice its internally generated revenue. Kano State: Has many agricultural crops  including; Groundnuts, Soybean, Tomato, Pepper, Sugar Cane, Wheat, Maize, Cotton and Rice, Livestock, Fish, Timber, many minerals such as: Clay, Zircon, Silmanite, Graphite, Kaolin, Manganese, Quarry Sand, Ferrous Oxide, Granite,  Smoky Quartz, Quartz, Columbite, Tin Ore, Cassiterite, Gemstones, Limonite, Lead, Zinc, Monazite, Laterite, Silica Sand, Rhyolite, Copper, Gold and Talc. With these resources mostly untapped Kano State generated internal revenue of N13.61bn in 2015 down 0.3% from 2014. Its monthly FAAC allocation in December 2015 was N4.11bn and its annual wage bill is about N36bn which is nearly three times its internally generated revenue. In 2015 Kano state was one of the states owing worker’s salaries according to the NLC.  Katsina State: Has many agricultural crops  including; Groundnuts, Soybean, Tomato, Pepper, Onion, Sugar Cane, Wheat, Maize, Cotton, Gum Arabic,  and Rice, Livestock, Hides and Skin, Fish, Timber, many minerals such as: Clay, Zircon, Silmanite, Graphite, Kaolin, Manganese, Quarry Sand, Ferrous Oxide, Granite,  Smoky Quartz, Quartz, Columbite, Tin Ore, Cassiterite, Gemstones, Limonite, Lead, Zinc, Monazite, Laterite, Silica Sand, Rhyolite, Copper, Gold, Amethyst, Tourmaline, Feldspar, Precious stones, Aquamarine, Emerald, Chromite, Topaz, Mica, Glass Sand and Talc.  With these resources mostly untapped Katsina State generated internal revenue of N5.79bn in 2015 down 7.46 % from 2014. Its monthly FAAC allocation in December 2015 was N3.12bn and its annual wage bill is about N14.4bn which is more than twice its internally generated revenue. In 2015 Katsina state was one of the states owing worker’s salaries according to the NLC. [3][4][5][6]

Kebbi State: Has many agricultural crops including; Groundnuts, Soybean, Cotton, Tomato, Onion, Pepper, Gum Arabic, Pepper, Maize and Rice, Livestock, and several minerals such as; Kaolin, Bauxite, Gold, Clay, Manganese, Magnesite, Mica, Feldspar, Iron Ore and Quartz. With these resources mostly untapped Kebbi State generated internal revenue of N3.59bn in 2015 down 6.73% from 2014. Its monthly FAAC allocation in December 2015 was N2.61bn and its annual wage bill is about N12bn which is more than three times its internally generated revenue. Kogi State: Has many agricultural crops including Groundnuts, Rice, Maize, Soybean and Oil Palm, Livestock, Fish, Poultry,  and several minerals such as; Limestone, Quartz, Marble, Dolomite, Iron Ore, Coal, Gemstones, Crude Oil, Ornamental stone,  Talc, Cassiterite, Mica, Kaolin, Granite, Columbite, Tantalite, Feldspar, Phosphate and Gold. With these resources mostly untapped Kogi State generated internal revenue of N6.77bn in 2015 down 3.05 % from 2014. Its monthly FAAC allocation in December 2015 was N2.72bn and its annual wage bill is about N14.4bn which is more than twice its internally generated revenue. In 2015 Kogi state was one of the states owing worker’s salaries according to the NLC.[3][4][5][6]

 Kwara State: Has many agricultural crops including Groundnuts, Rice, Maize, Soybean, Coffee bean, Tobacco and Oil Palm, Livestock, Fish, Poultry, and several minerals such as; Clay, Kaolin, Feldspar, Dolomite, Marble, Quartz and Granite. With these resources mostly untapped Kwara State generated internal revenue of N7.18bn in 2015 down 73.57 % from 2014. Its monthly FAAC allocation in December 2015 was N2.27bn and its annual wage bill is about N11bn which is more than one and a half times its internally generated revenue. Lagos State: Has several agricultural crops including Oil Palm, Coconut, Raffia Palm, Rubber, Rice and Soybean, Livestock, Fish, Seafood, Timber, and few minerals such as;  Clay, Gravel, Sharp sand, Laterite, Silica and Bitumen. Lagos state as the former administrative capital of Nigeria and the current commercial capital is host to a myriad of companies and businesses. There is therefore more exploitation of resources attracting masses of workers and attracting the population of over 20 million. With effective Personal Income Tax collection and management Lagos State generated internal revenue of N268.22bn in 2015 down 2.96 % from 2014. Lagos state has a commendable policy that worker’s salaries should not exceed 30% of internally generated revenues, if workers want an increase in salaries then they need to increase IGR. This is an example of risk based performance management. Its monthly FAAC allocation in December 2015 was N8.26bn and its annual wage bill is about N76.5bn which is less than a third of its internally generated revenue which gives it sufficient revenue to pay salaries and embark upon capital projects. It is worthy of note that the adversity it faced, of Local Government Funds withheld by the Obasanjo administration in 2004 {over the creation of Local Council Development Areas (LCDA’s)} was an impetus to drive tax management and internally generated revenues to new heights. This is also an argument in favour of financial autonomy. When states cannot look outward for revenue, they would by necessity look inwards. Necessity is always the mother of invention. [3][4][5][6]

 Nassarawa State: Has several agricultural crops including Groundnut, Maize and Rice , Livestock, Fish, and several minerals such as; Gemstones, Cassiterite, Beryl, Clay, Topaz, Sapphire, Granite, Emerald, Baryte, Salt, Silica sand, Galena, Amethyst, Glass sand, Coal, Limestone, Iron Ore, Marble and Monazite. With these resources mostly untapped Nassarawa State generated internal revenue of N4.28bn in 2015 up 4.59% from 2014. Its monthly FAAC allocation in December 2015 was N2.28bn and its annual wage bill is about N24bn which is nearly five times its internally generated revenue. Niger State: Has several agricultural crops including Groundnut, Maize, Soybean and Rice, Livestock, Fish, and many minerals such as; Kaolin, Limestone, Granite, Clay, Silica, Gold, Glass sand, Granite, Graphite, Talc, Feldspar, Galena, Copper, Columbite, Marble, Iron Ore, Glass sand, Asbestos, Quartz, Gemstone, Tourmaline, Manganese, Kyanite and Mica.  With these resources mostly untapped Niger State generated internal revenue of N5.97bn in 2015 up 3.98% from 2014. Its monthly FAAC allocation in December 2015 was N2.91bn and its annual wage bill is about N31.2bn which is more than five times its internally generated revenue.[3][4][5][6]

Ogun State: Has several agricultural crops including Oil Palm, Raffia Palm, Maize, Rice, Cocoa and Soybean, Livestock, Fish and several  minerals such as;  Clay, Kaolin, Feldspar, Gemstones, Quartz, Granite, Mica, Silica, Glass sand, Gypsum, Limestone, Phosphate, Red Clay and Tar sand. With the efforts made by Ogun State to woo investors and companies to tap into its resources, it generated internal revenue of N34.59bn in 2015 up 48.42% from 2014. Its monthly FAAC allocation in December 2015 was N2.43bn and its annual wage bill is about N108bn which is more than twice its internally generated revenue. In 2015 Ogun state was one of the states owing worker’s salaries according to the NLC, however the Ogun state government refutes this claim. Ondo State: Has several agricultural crops including Oil Palm, Raffia Palm, Coffee bean, Maize, Rice and Soybean, Livestock, Fish, Gmelina Pine and several minerals such as; Granite, Clay, Gabbro, Charnockite, Quartz, Crude Oil, Tar, Salt, Glass Sand, Limestone and Coal. With these resources mostly untapped, Ondo State generated internal revenue of N10.09bn in 2015 down 16.05 % from 2014. Its monthly FAAC allocation in December 2015 was N3.58bn and its annual wage bill is about N48bn which is more than four times its internally generated revenue. In 2015 Ondo state was one of the states owing worker’s salaries according to the NLC. [3][4][5][6]

Osun State: Has several agricultural crops including Oil Palm, Raffia Palm, Coconut, Cocoa, Maize, Rice, Cotton, Coffee bean, Sunflower and Soybean, Livestock, Fish, Timber, Bamboo and several  minerals such as;  Gold, Laterite, Sand, Gravel, Talc, Feldspar, Kaolin, Aquamarine, Mica, Granite, Quartz, Clay, Dolomite and Beryl. With these resources mostly untapped, Osun State generated internal revenue of N8.07bn in 2015 down 5.46 % from 2014. Its monthly FAAC allocation in December 2015 was N2.38bn and its annual wage bill is about N22.8bn which is more than twice its internally generated revenue. In 2015 Osun state was one of the states owing worker’s salaries according to the NLC Oyo State: Has several agricultural crops including Oil Palm, Date Palm, Coconut, Cocoa, Maize, Cotton, Tobacco and Soybean, Livestock, Timber, Bamboo and several  minerals such as;  Tantalum, Laterite, Iron Ore, Quartz, Kaolin, Silmanite, Iron Ore, Granite, Marble, Limestone, Tourmaline, Aquamarine, Feldspar, Talc and Dolomite. With these resources mostly untapped Oyo State generated internal revenue of N15.66bn in 2015 down 4.11 % from 2014. Its monthly FAAC allocation in December 2015 was N3.01bn and its annual wage bill is about N49bn which is more than three times its internally generated revenue. In 2015 Oyo state was one of the states owing worker’s salaries according to the NLC.[3][4][5][6]

Plateau State: Has several agricultural crops including; Groundnuts, Tomato, Maize, Wheat and Rice, Livestock, and several minerals such as; Columbite, Monazite, Zircon, Kaolin, Dolomite, Limonite, Cassiterite, Gemstones and Clay. With these resources mostly untapped Plateau State generated internal revenue of N6.93bn in 2015 down 19.42 % from 2014. Its monthly FAAC allocation in December 2015 was N2.60bn and its annual wage bill is about N20.7bn which is more than three times its internally generated revenue. In 2015 Plateau state was one of the states owing worker’s salaries according to the NLC. Rivers State: Has several agricultural crops including Coconut, Oil Palm, Rubber and Raffia palm, Livestock, Fish, Seafood, Crude Oil, Natural Gas, Salt, Timber, Cane wood and few minerals such as Silica Sand, Glass sand and Clay. With these resources and a burgeoning upstream and downstream oil industry attracting associated oil service companies Rivers State generated internal revenue of N82.10bn in 2015 down 8.54 % from 2014. Its monthly FAAC allocation in December 2015 was N7.71bn and its annual wage bill is about N96bn which is N14bn more than its internally generated revenue. Surprisingly in 2015 Rivers state was one of the states owing worker’s salaries according to the NLC.  Sokoto State: Has many agricultural crops including; Groundnuts,  Tomato, Onion, Pepper, Gum Arabic, Pepper, Wheat, Maize and Rice, Livestock, and several minerals such as; Silica, Clay, Kaolin, Bauxite, Gold, Gypsum, Limestone, Hides and Skin, Phosphate, Salt and Feldspar. With these resources mostly untapped, Sokoto State generated internal revenue of N6.22bn in 2015 up 9.75% from 2014. Its monthly FAAC allocation in December 2015 was N2.75bn and its annual wage bill is about N16.8bn which is more than twice its internally generated revenue. [3][4][5][6]

Taraba State: Has several agricultural crops including; Groundnuts Cotton, Rice, Soybean, Feldspar, Quartz, Muscovite, Tourmaline, Tantalite, Cassiterite, Columbite, Graphite, Muscovite, Sapphire, Zircon, Baryte, Limestone, Galena, Gypsum,  Glassy Quartz, Tamarind, Magnesite, Bauxite, Pyrite, Garnet, Zinc, Lead and Salt. With these resources mostly untapped Taraba State generated internal revenue of N4.15bn in 2015 up 8.57 % from 2014. Its monthly FAAC allocation in December 2015 was N2.39bn and its annual wage bill is about N21.6bn which is more than five times its internally generated revenue.  Yobe State: Has many agricultural crops including Groundnuts, Rice, Tomato, Maize, Wheat,  and Gum Arabic, Livestock, Fish, and several minerals such as; Salt, Trona, Potash, Shale, Clay, Silica, Diatomite, Mica, Epsomite, Gypsum, Kaolin, Limestone, Tamarind, Bentonite, Marl, Quartz, Granite and Laterite. With these resources mostly untapped, Yobe State generated internal revenue of N2.25bn in 2015 down 36.53 % from 2014. Its monthly FAAC allocation in December 2015 was N2.44bn and its annual wage bill is about N18bn which is more than six times its internally generated revenue. Zamfara State: Has several agricultural crops including; Groundnuts, Maize and Rice, Livestock, Fish, and several solid minerals. With these resources mostly untapped Zamfara State generated internal revenue of N2.74bn in 2015 down 14.88 % from 2014. Its monthly FAAC allocation in December 2015 was N2.50bn and its annual wage bill is about N13.2bn which is more than four times its internally generated revenue. In 2015 Zamfara state was one of the states owing worker’s salaries according to the NLC.[3][4][5][6]

Given the plethora of resources spread across the states of Nigeria there is no reason for states to be so poor as to owe wages. It is necessary to interrogate the numerous cases of states not generating enough internally to pay salaries. Only one state is currently able to pay salaries from internally generated resources namely; Lagos State. The next state to hit that mark will probably be Anambra State which is currently covering 90% of its wages from internally generated revenue (IGR) and is growing IGR at the current rate of 29.32% having doubled IGR between 2012 and 2016.
The implication of the low revenue generation by the states is that most of them can barely sustain themselves without recourse to monthly federal subventions. Most states have had to take short-term bank loans to settle wages whenever there were delays or reductions in the monthly disbursements by the Federation Accounts Allocation Committee (FAAC). This is unsustainable.
Mr Dauda Garuba, coordinator of the Revenue Watch Institute and a revenue advocate while speaking to The Daily Trust Newspaper some time in 2013 said; “the state governments are simply too lazy to generate revenues internally because of the oil money they receive from Abuja every month. Because of the oil revenue they collect monthly, state governors are no longer serious in making money for their states.” Garuba described the situation whereby states depend heavily on federal subventions as unfortunate because each state has the potential to sustain itself. “It is unfortunate that the governors, particularly in the North abandoned agriculture. Every state has the potential to be self-sufficient only if the chief executive knows what he is doing,” he said. Mr Garuba’s position buttresses the point that people, organizations, states and nations do what they are rewarded for. If states and local governments are rewarded for doing nothing by receiving allocations then there is no incentive to industry, innovation and performance.

This paper seeks to expound the view that the laziness, lack of foresight, absence of endeavor and drive noted by Garuba can be corrected and reversed (very quickly) and State governors and Local Government Chairmen can become revenue earners if given financial autonomy. If you want to change behavior very quickly then change the performance measurement and reward system. Let the system reward people for the risks they take. With financial autonomy and resource control they would literally have to bake the cake using the resources available to them and pay taxes to the state and federal government as applicable. This would be a complete reversal of the current situation where many of them sit with arms folded waiting for a piece of the cake baked centrally with resources from other states to be sent down to them. This view is buttressed by studies in risk based performance management.

Risk-Based Performance Management (RBPM) is a strategic execution methodology, developed to enable entities (be they corporations, local governments, states or federations) to sustain strategy execution by integrating business strategy, performance and risk management. Core to Risk Based Performance Management (RPBM) is the understanding of ‘risk appetite’ and how the entity can operate “within appetite”. Building on existing and widely deployed methodologies, namely the Balanced Scorecard and COSO framework, Risk-Based Performance Management is a proven response to the performance and risk challenges presented in today’s
business environment.

Resource Control or Financial Autonomy inherent in a true fiscal federalism encourages local governments and states to own their choices, actions, inactions and decisions. They can pursue performance based objectives with the confidence that they are backed by the necessary resources. They are motivated to take the risks within their risk appetite and reap any associated rewards. They are motivated away from laziness and idleness because the direct link between actions taken and rewards received will take away any excuse for inaction. Taking performance management and risk management to the lowest level of government i.e. Local governments is the way to go. All the 774 local governments of Nigeria are endowed with resources to self-supporting extents. A reference to Investment Opportunities for Job Creation in Nigeria by FIIRO will give comprehensive guidance as to resources available in each local government and the applicable technology available to exploit those resources. What is missing is the impetus to exploit them, the necessity to take risk and the assurance that rewards will come to the successful risk taker, which financial autonomy will provide. Local governments should be given the responsibility for generating their own revenues and autonomy over resources in their local governments. A certain percentage of the revenues should be retained by themselves say 70% and 30% remitted to the state as taxes. The states having aggregated all taxes form local governments should retain a certain percentage say 60% for statewide capital programs, recurrent expenses, equalization fund to be shared to all local governments on the basis of population and then remit taxes of say 40% to the federal government. Government being closer to the people will be easier to hold accountable.

This concept is not new to Nigeria it was practiced in the past when the regional Marketing Boards held sway. The British colonial government established the Marketing Boards in Nigeria at the end of the Second World War in the 1940s. The Cocoa Marketing Board was set up in 1947, while the Groundnut, Cotton and Palm Produce Marketing Boards were established in 1949. The boards were established primarily to stabilize Nigerian producers` prices in order to eliminate the seasonal price fluctuations of the export produce. Other reasons were to provide funds for regional governments and economic development of the production areas and scientific research in agriculture; improvement of the quality of the crops through the grading system; and putting to an end a series of producer protests. [7]

This model was successful to a very great extent as the three regions developed comfortably from the proceeds of their resources; Palm Oil in the east, Groundnuts and Cotton in the north and Cocoa in the west. Those were the days of the groundnut pyramids which have since disappeared because of the scrapping of resource control.


                                                                         



References

1.      The Resource Control Movement in Nigeria by John Iyobhebhe
2.      Resource Control in Nigeria by Henrik2009
3.      Investment Opportunities for Job Creation by FIIRO
4.      Internally Generated Revenue at State Level in 2015 by National Bureau of Statistics.
5.      List of seventeen states owing worker’s salaries in Nigeria by Naijacamp.com
6.      Facts about Nigeria 35 out of 36 States cannot pay their Bills  by Grassroot development initiative.
7.      A Critique of the Establishment of the Marketing Boards in Nigeria in the 1940s by   D.O. Iweze

Thursday, 4 December 2014

Bank of Industry (BOI) appoints Clement Ashley Consulting as approved Business Development Support Provider (BDSP) in the Zonal category

In a bid to address challenge of access to credit for SMEs, and to hasten the credit delivery process, the Bank of  Industry (BOI) has signed service agreements, engaging 122 Business Development Service Providers (BDSPs) to increase SMEs’ capacity to apply for and secure financing from the Bank.

Speaking at the event, the Managing Director/CEO, Bank of Industry, Mr. Rasheed Olaoluwa stated that this move had become imperative because even though SMEs  account for over 90% of the companies in Nigeria, account for half of the nation’s GDP, and provides employment for more than 30% of its populace, many SMEs have not been able to attract funding because of poorly packaged and non-bankable business plans and proposals submitted to secure funds.

He added that this strategic partnership with BDSPs was in furtherance of the Bank’s core mandate “of providing long-term financial and business support services to large, medium and small projects”. He also pointed out that this would also help the Bank fulfill its obligations towards the success of the National Enterprise Development Programme (NEDEP), of which the Bank is a key stakeholder.

Mr. Olaoluwa revealed that the selection process that brought about the 122 BDSP firms was rigorous and that the selected companies were placed in three categories, based on their capacity and preferred areas of coverage. BDSPs with a national coverage totalled 28, regional coverage BDSPs were 74 (of which Clement Ashley Consulting is one of the seventy four, and covering the South West, South South and South East zones), while state-focused BDSPs were 20 in number. "

If you are located in the South West, South South and South East Regions and wish to make any enquiries about access to funding please send mail to robu@clementashleyconsulting.org

Best Regards
The Business Development Team
Clement Ashley Consulting
017925490, 08080642478

Thursday, 23 January 2014

Managing the Risk of Headhunting

Introduction

Eighty percent (80%) of business success is tied to people. Recruiting the right people, motivating the right people, training the right people, retaining the right people while releasing the wrong ones is the key to your success. Many business under-perform because they do not know to do this or they can’t do it well. Anything that can prevent us from achieving our objectives, is a risk that must be managed. Therefore if we want to hire the right people we must manage the risk of getting it wrong.

Problem Statement

Identifying the right talent is always a concern. Some employers figure- 'why try to reinvent the wheel'. If some other company is getting it right, then why don't we just identify the person responsible for success and get him or her to join our team

Previous Options

Current practice in most business organizations is that when they think this way, they turn to their HR manager or their HR consultant and ask them to head hunt a certain person occupying a target position in a target company. Many employers think that getting the person responsible for success at company 'X' will translate into success at company 'Y'.

This is not always the case. Let's look at a sample scenario to explain why. Company 'Y' identifies company 'X' as having the kind of market share and sales performance that they would like for themselves. They identify the Head of Sales and Marketing in company 'X' and decide that if they can just get to recruit him/her. He/she would in no distant time work his/her magic on their numbers. What they failed to realize is that the CEO of company 'X' is an excellent networker who is always passing qualified leads to his sales team. Eighty percent of qualified leads come from the CEO, in addition the head of sales and marketing has a couple of fantastic 'closers' on his team this duo have a conversion rate of close to 90%. Company 'Y' does not have this same ideal situation.

The new Head of Sales and Marketing resumes at company 'Y' his strength is in managing a sales process. He duplicates the exact same sales process he used at company 'X' but with dramatically different results.



Clement Ashley Consulting's Solution

Clement Ashley Consulting recommends a recruitment approach that takes account of the problems identified above. We recognize that in reality the success you see may be as a result of a myriad of factors, some inimitable; the structure, the processes, the people, the life cycle of the organisation, the synergy of a team etc etc.

This means that we cannot assume that because the Head of Sales and Marketing recorded success at company 'X' he will automatically record success at company 'Y'. We still need to investigate his performance and validate his results. A head hunting approach does not give us the opportunity to do this. The target always feels like the 'beautiful bride' ask him to take a test or survey and responds 'do I have to do that, you know I am a performer that is why you approached me'. The target gives you the run around, always playing hard to get. The meeting is less of an interview and more of a salary negotiation from his point of view. What you hear is “ I am very happy where I am, and if you want to get me to leave, you need to make me an offer I cannot resist” As a result you end up paying a salary three or more times what you would have paid if you allowed him to compete for the position.

Please read Bernard Marr's Linkedin article Who's Been Paid $109 Million For NOT Performing At Their Job?” to learn how Yahoo Inc paid a whopping sum of $109 million for 15 months of non performance when they headhunted De Castro of Google. Please follow this link to read.Headhunting at Yahoo


Our approach begins with understanding in great detail who exactly the man or woman for the job is. We recommend that you elicit a very detailed job description for each position and then make a very detailed and thorough man specification for each job description Armed with this you are now in a position to write a compelling copy for an advert that is geared to attract only the people who are actually qualified and discourage speculative job seekers. Having attracted the right targets, you should now put them through a thorough testing process to validate their IQ, work skills, job knowledge, emotional stability and personality fit for the job. If you have any headhunting target in mind encourage them to apply in response to the advert. If your advert copy is well written, chances are they would already have applied if they saw the advert. Let him compete with other applicants. This gives you an opportunity to independently validate his claimed successes. It also gives you an opportunity to hold him accountable for results in order to earn whatever salary is finally agreed. As you know competition always brings prices down. The same goes for salaries.

Benefit 1

Using this approach you greatly reduce the run around you get from headhunt targets.

Benefit 2

Using this approach you will not get hood winked by successes for which the candidate is not solely responsible and therefore cannot replicate

Benefit 3

Using this approach you are able to negotiate a competitive salary and hold the candidate accountable for results and not pay three times what the candidate is worth for success claimed elsewhere.

Benefit 4
Using this approach you do not limit yourself to what you think is available but create an open playing field that enables you discover other potential talent at a reasonable price.

Implementation

Implementation involves designing recruitment policies and procedures that standardize these best practice methodologies .It involves recognizing what personalities suit what jobs and identifying the right tests to administer. It involves understanding performance measures for each job position. It involves advertising for all positions; headhunting just becomes one approach of sourcing applicants to apply.

Summary


Hiring the right staff is the best thing you can do for your organisation. Jack Welch says 'Get the right people in the right jobs – it is more important than developing a strategy' The eighty-twenty rule recognizes that eighty percent of business success is tied to people but only twenty percent of organizations get it right. You can be part of that top twenty percent.

Technorati S9969AXG6QNZ 

Tuesday, 24 September 2013

Risk Based Internal Auditing - The New Approach

Introduction


The Institute of Internal Auditors defines Internal auditing as an independent, objective assurance and consulting activity designed to add value and improve an organization's operations. It helps an organization accomplish its objectives by bringing a systematic, disciplined approach to evaluate and improve the effectiveness of risk management, control, and governance processes. (2013).

Problem Statement


If you entered the Internal Audit profession twenty or thirty years ago you would not recognize the above definition of internal auditing. The fact is that Internal Auditing has changed significantly over the last decade. Much of those changes have been driven by new regulation and regulatory demands, new technology, new professional standards, globalization  new ways of working especially the need for collaboration as well as a more proactive, dynamic and risk based approach to auditing. The fact is that many career auditors need to re-tool, re-think and re-train to carry out their new expanded responsibilities effectively.

Previous Options


In the old traditional, conventional approach to auditing. Internal auditing was a compliance based activity. The traditional internal auditor armed with his checklists, standard audit tests and annual audit plan felt capable of providing assurance to management that internal controls were working effectively and that all assets had been safe-guarded. With the role of the internal auditor being redefined in line with the introductory definition above, more is needed for the Internal auditor to be able to help his organisation accomplish its operational objectives while improving the effectiveness of of risk management, control, and governance processes, by his objective independent consulting activity.

Clement Ashley Consulting's Solution


Clement Ashley Consulting recommends a Risk Based Internal audit approach that has a business focus rather than an audit focus. The Risk based approach should have a process forcus rather than a transaction focus, it should focus on improvement of risk identification rather than compliance for compliance sake. The risk based approach to internal auditing should use open questioning techniques rather than the traditional closed questioning. The mindest of the risk based internal auditor should be one of change facilitation to improve performance rather than policy adherence.The risk based internal auditor should see himself as a consultant rather than a policeman, if he holds himself accountable for performance improvement results, he will be seen as adding value and not as a cost center  this in turn will enhance his ability to move into other management positions. The risk based internal auditor should be more interested in the future than the past and therefore be more proactive and less reactive. The risk based internal auditor should focus on solutions rather than problems and hence major on performance rather than conformance.

Benefit 1

A risk based audit approach maximizes the use of scarce internal audit resources.

Benefit 2

Using the risk based approach you will have the ability to identify new and emerging risks that can affect achievement of your organisations goals and objectives.

Benefit 3

A risk based approach will force a prior implementation of enterprise risk management, which will directly improve organisational performance.

Benefit 4

The risk based approach to internal audit has the benefit of not only highlighting risks that are not properly controlled but also those that are over-controlled and thereby consuming scare organisational resources.

Summary


As Mike Thomas CIA says 'the risk-based auditing approach encompasses the attributes of business knowledge, macro-risk assessment, strategic audit planning, and detailed risk assessment necessary to effectively and efficiently deploy audit resources. If performed correctly, this approach will allow the internal auditor to focus on the areas of risk proportionate to the potential exposure to the company. The cycle of continually assessing risk, efficiently planning audit activities, and effectively performing, delivering, and reporting audit activities can result in overall lower risk to the organization at reduced cost'.

Author


Ijeoma Rita Obu is the managing Consultant of Clement Ashley Consulting and can be reached at  robu@clementashleyconsulting.org


Wednesday, 21 August 2013

Managing Risks Growing Businesses Face


Introduction

Growth (top-line) and profitability (bottom-line) are two major indices that define how well organizations are doing in pursuit of their strategic objectives and short term goals.

Business organizations achieve growth through organic or inorganic channels. Growth occurs largely via the development of a new product, creation of a new business line, mergers and acquisitions, increase in market share and direct expansion into a new market. In pursuing any, a combination or all of the aforementioned growth strategies business organizations face several risks. Typically organizations are faced with Macro-economic risk, Credit risk, Market risk, Reputation risk, problems associated with access to credit, social acceptance/corporate social responsibility risk, technology risk, political risk, geopolitical risk, Economic shock, etc. Effective risk management enables business organizations to successfully exploit business opportunities and contain threats. It does this by providing insights and assurances required to take advantage of profitable ventures.

Problem Statement

The risk management framework and practices that exist in most business organizations are not adequate to enable them to navigate to safety in times of trouble. The risk management culture, the governance and organizational structure, the design of the risk management framework, processes, policies and procedures, risk management tools, sophistication of risk identification and measurement techniques and skills available are not fit for today’s purpose and tomorrows expectations. This is evidenced by the impact of the recent global financial crisis. Systemically exposed business organizations are even more exposed. Business organizations need to embrace best practices to better prepare them for the rainy day.

Previous Options

Current practice in most business organizations is that risks are managed in 'silos'. Risks are also not managed in the context of strategy and objectives. Risk Management is often times seen as totally alienated from performance management. This means that each business line, group or division in an organization manages its strategic, business and operational risks independently, if at all.. A case of ‘’to your tents O Israel’’. Risks are therefore not managed centrally or in alignment with strategic objectives and so, many of the strengths an organization can build and the benefits of a centralized risk management do not accrue to such organizations.

Our firm, Clement Ashley Consulting provides a risk management framework that takes an enterprise-wide view of risk as against silo management. This approach is called Enterprise-wide Risk Management (ERM). Enterprise Risk Management implies that risk management is done at the enterprise level instead of at the business line, business group or business division level and so is centrally coordinated. Strategic, Business and Operational risks are therefore managed not independently but holistically at the enterprise level. For financial institutions that are regulated Economic capital is a must as against a purely regulatory capital limit. Risk assessment is done from time to time so as to reflect market realities. There is also frequent review of the application and suitability of the established process in order to identify gaps for improvement.

Our approach begins with a review of existing risk management process and framework in the organization with a view to modify existing framework and practice based on regulatory requirements, market realities, business needs and best practices.

Benefit 1

Clement Ashley Consulting's Solution is in concert with what regulatory and supervisory authorities and rating agencies demand and so enables business organizations to comply with regulatory and supervisory requirements. The framework which Clement Ashley provides is also in line with best practices world over.

Benefit 2

Risk aggregation at the centre provides the required knowledge about how risks interact, about risk concentration and the actual overall risk faced by the organization giving that some risks offset others while some reinforce others such that risk responses and controls provided are better targeted and therefore more effective compared to what can be achieved under silo management.

Benefit 3

Risk management is centralized in Enterprise Risk Management and so duplication is avoided and therefore cost is minimized. Central coordination also ensures that there is consistency in the risk management approach.

Benefit 4

Any thing that can prevent an organisation from achieving its objectives and targets (be they financial targets or otherwise) is a risk that must be managed. Enterprise-wide risk management therefore assists organizations meet and exceed their performance objectives and stakeholders expectations.

Implementation

Implementation involves assessing the effectiveness of the designed risk management process and framework. It includes checking how well risk responses and controls, early warning indicators, etc are working. If responses and controls are not effective then a further risk identification is required to identify any risks left that made the responses and controls ineffective. Implementation may be iterative. It is a real time and real life activity. It does not include any form of simulation. Implementation stage provides the opportunity to adapt the designed framework to market realities and at the same time maintain the desired robustness that allows it provide adequate safeguard. Implementation is usually done in phases in line with the priorities of the client.

Summary


Till date many organizations manage risks in silos. Today’s realities and tomorrows expectations make silo management utterly inadequate. Risk aggregation at the enterprise level allows for better responses and more effective controls in the risk management process. Beyond meeting regulatory and rating agencies requirements and other stakeholders’ expectations, enterprise-wide risk management reduces to the barest minimum chances of unexpected losses. Removal of duplication and the cost reduction that go with it make enterprise risk management a more cost effective way of managing risks.  

Thursday, 1 August 2013

Getting the Right Staff for your Business

Introduction

Eighty percent (80%) of business success is tied to people. Recruiting the right people, motivating the right people, training the right people, retaining the right people while releasing the wrong ones is the key to your success. Many business under-perform because they do not know to do this or they can’t do it well.

Problem Statement

Current statistics say that the unemployment rate in the educated and productive age group of the Nigerian population is now close to 45%. With this large pool of job seekers one would assume that filling vacancies would be easy for employers and prospective employers. This is however far from the case. Due to the falling standard of education many young graduates are barely employable or are out-rightly unemployable. Another factor making life difficult for employers is the erosion of values and work ethics in the present generation. The get-rich-quick mentality means that many young people are not willing to put in the effort required to grow and improve.

Previous Options

Current practice in most business organizations is that when a vacancy arises, they turn to their HR manager or their HR consultant and ask for CV's. Many employers think that having a large pool of CV's to choose from directly improves their chances of finding the right candidate. This is not usually the case.

The high rate of joblessness in the market itself has spawned an industry helping job seekers window dress their CV's, to put their best foot forward. Many times a large pool of CV's only means a lot of man hours going through the pile and interviewing the prospective candidates only to discover that no one makes the grade.

Recommended Solution

I  recommend a recruitment approach that takes account of the problems identified above. At our firm we recognize that in reality there are never that many suitable candidates to choose from Our approach begins with understanding in great detail who exactly the man or woman for the job is. We recommend that you elicit a very detailed job description for each position and then make a very detailed and thorough man specification for each job description Armed with this you are now in a position to write a compelling copy for an advert that is geared to attract only the people who are actually qualified and discourage speculative job seekers. Having attracted the right targets, you should now put them through a thorough testing process to validate their IQ, work skills, job knowledge, emotional stability and personality fit for the job.

Benefit 1

Using this approach you greatly reduce the number of unqualified Cv's that you have to sieve through.

Benefit 2

Using this approach you will not get hood winked by a window dressed CV or a bogus qualification that was awarded but not earned or deserved.

Benefit 3

Using this approach you are able to identify and disqualify the people that seem qualified and even look good on paper, but who do not have the right attitude, personality type or motivations for the job content.

Benefit 4
Using this approach you are able to attract persons who are naturally motivated by your mission and vision and who naturally have goals that are congruent with that of your organisation. These kind of staff do not need external motivation to make them put in their best and your organisation is the better for it,

Implementation

Implementation involves designing recruitment policies and procedures that standardize these best practice methodologies .It involves recognizing what personalities suit what jobs and identifying the right tests to administer.

Summary


Hiring the right staff is the best thing you can do for your organisation. Jack Welch says 'Get the right people in the right jobs – it is more important than developing a strategy' The eighty-twenty rule recognizes that eighty percent of business success is tied to people but only twenty percent of organizations get it right. You can be part of that top twenty percent.

Do post a comment or a question and it will be answered in our next posts.