2024 Performance: Excellent Results for Staff

An overall average of 18.53/20 is one of the key points to note from the report presented at the first statutory tripartite meeting of the year, held on the 22^nd of April 2025 between the Directorate General, union representatives and staff delegates from NSIF structures.     

Employer-employee relations were the subject of a lengthy discussion, fortunately in a distinctly friendly atmosphere, in the Conference Room of the Board of Directors of NSIF in Yaounde on Tuesday, the 22^nd of April 2025. Six points were on the agenda for the working session: an assessment of the social climate in the different structures in the first quarter of 2025; an assessment of the 2024 evaluations with regard to discipline and productivity; the issue of ethics and the code of conduct; the role and responsibilities of staff delegates; the dissemination of Release No. 08/25/DG/DRH/CNPS of 08 April 2025, as well as the Information Note on the Abusive use of collaborators by certain superiors and their lack of appreciation; and finally, other matters.

The Director of Human Resources, Nana Bello, was precise and concise, and insisted that each representative share his or her impressions before opening the discussions. The floor was then given to the Chief of Service in charge of Staff, Forecast Management of Career and Skills, who gave a presentation on the social climate in the different structures of the Institution in the first quarter of 2025. The report showed that all employees live in perfect harmony, in a social climate that is judged to be “good”; this notwithstanding certain cases of proven indiscipline, which are, each time they are detected, the focus of appropriate “therapeutic” follow-up...

As for the results of the 2024 evaluations, with regard to discipline and productivity, the marks are “satisfactory”, Julie Ngo Bayiha, insisted at the centre of her presentation. She added: “The overall average performance recorded was 18.53/20 for staff, with a median mark of 18.62/20”. These are figures that come at just the right time, confirming and rewarding the efforts made by all staff, on a daily basis, within the framework of their missions. The delegates and trade union leaders took turns to salute this performance, which shows a desire “to see the NSIF continue to rank among the most brilliant Institutions; but it also sets the new benchmark that should henceforth serve as a basis for excellence”. 

In this vein, Kenneth Brice Juve Ngang Home, Deputy Director of Human Resources, said that five staff who had performed exceptionally well will be awarded prizes commensurate with their efforts, at the “Grande nuit des travailleurs” in Yaounde.

  However, according to DRH2, an analysis of the professional ethics and the Code of Conduct reveals hints of an approximate interpretation of our Internal Regulations. Hence the appeal to staff representatives to play their part in relaying the right information, in order to enlighten colleagues and clear up any misunderstandings, within the framework of the sensitisation of workers’, on the ban on using offices as refectories, in particular. DRH Officials were also keen to remind employees that the Staff Code of Conduct is a compass for everyone, without distinction, defining the rules and practical procedures applicable in terms of professional ethics. It must be read in conjunction with the laws and internal rules in force “which define their own application conduct”, and not that of an individual. It is a reminder of the fundamental principles that apply to all staff, which must be guided by the principles of: responsibility, integrity and respect for others. And even more so, the principles of loyalty, empathy, exemplarity, cohesion, transparency, sincerity in the information produced, protection of the company's assets, respect for the rules of hygiene, occupational safety and health and, lastly, the denunciation of any unethical act, taking as their reference the values enshrined in the Ethics Charter of 12 November 2024. The rigorous application of these values would certainly protect the Institution from the breaches of ethics sometimes observed, whether on the part of staff with a certain longevity or even those with the mandate of staff delegate.

Other day-to-day issues, such as the unavailability of the network in certain external structures, were also raised, with promises to relaunch the supplier. In the end, it took just two hours to get to grips with what was at stake in the decisions taken, the commitments made and, above all, the challenges that the staff of Social Security Institution of Cameroon are facing, and will continue to face, in order to maintain the Institution's reputation.

 At the end of the discussions, the trade unionists congratulated the Top Manager on the quality of the new 1^st May fabric, the performance bonus and the recognition of the work of the staff. Finally, there was one word that everyone had in common: Discipline. For, “if you produce 10 when you're undisciplined, you'll produce 100 when you're disciplined” concluded DRH.