NEPC Executive Director Accused of Nepotism and Rule Violations Ahead of 2025 Promotions

The Executive Director/CEO of the Nigerian Export Promotion Council (NEPC), Nonye Ayeni, is under intense scrutiny following serious allegations of nepotism, abuse of office, and disregard for established civil service procedures, just ahead of the Council’s 2025 promotion exercise.

According to multiple insider sources who spoke to Nigeria News 247, Ayeni is accused of sidelining due process, making arbitrary personnel decisions, and violating the Public Service Rules (PSR). The sources allege that she has appointed unqualified individuals to senior roles and reassigned others to departments unrelated to their expertise, leading to widespread dissatisfaction among staff.

“There’s a growing perception that Mrs. Ayeni treats the Council like a private business,” a senior official said anonymously. “She routinely disregards federal guidelines and acts as if she wields the combined authority of the Head of Service, Federal Civil Service Commission, and the National Council on Establishments.”

Concerns escalated following reports that Ayeni plans to promote a select group of officers in violation of civil service regulations and circulars. Staff members argue that this approach not only undermines merit but also erodes morale.

“This is unjust and deeply demoralizing,” another source stated. “Many of us with HND qualifications have been denied promotions for years due to these same circulars. Now, the rules are suddenly being bent for others.”

The NEPC’s 2025 promotion interviews are scheduled for July 9 to 11. An internal circular dated June 26, 2025, and referenced as ADM/CONF/SM/I/VOL.12/121, listed 102 eligible candidates. However, sources allege that Ayeni handpicked only 14 for the final selection—prompting accusations of favoritism and procedural non-compliance.

The circular, addressed to directors, department heads, regional coordinators, and staff, stated:
“Sequel to the meeting of the Senior Staff Committee (SSC) held on June 24, 2025, Management has scheduled the Year 2025 Promotion Exercise/Interview for Officers on Grade Levels 06 to 16 in all cadres, with a maturity date of January 1, 2025.”

Among the most contentious issues is the alleged inclusion of officers who, according to civil service circulars, do not meet the minimum academic requirements for promotion.

One such circular, referenced HCSF/SPsO/ODD/NCE/CND.100/S.10/111/104 and dated April 12, 2021, clearly stipulates that only academic qualifications—not professional certifications—are acceptable for promotion or advancement in the public service. A follow-up circular dated November 7, 2022 (HCSF/SPSO/ODD/E&WP/64976/52), reinforced that HND holders, regardless of additional professional qualifications, are capped at Salary Grade Level 14.

Despite this, documents reportedly show Ayeni intends to promote officers like Mr. Abayomi Akodu (Deputy Director, Accounts) and Mr. Joshua Mani (Assistant Director, Accounts), both of whom were excluded from previous promotion exercises due to qualification gaps.

A source within the Council said, “If these officers are promoted, it will be a clear case of injustice. Others with the same qualifications are being ignored entirely.”

They added that the situation is creating serious unrest among staff, particularly as many qualified employees with HNDs continue to be passed over, even when they have met or exceeded performance expectations.

“This is not just unfair—it’s unsustainable,” the source continued. “We cannot run a government institution where rules apply selectively. It’s either we follow the circulars or we don’t.”

Allegations of preferential treatment are not new. One source pointed to the 2024 promotion cycle, during which Ayeni reportedly promised the then-Regional Head of the Kano Office, Mr. Salami, that he would be promoted “no matter what.” According to staff, she later announced his promotion prematurely at a send-off event—before the official list was released.

“There’s a pattern,” the source said. “Officers who align closely with her or go out of their way to please her seem to receive favorable treatment. For instance, Mr. Salami was known for organizing convoys to welcome her at the airport whenever she visited Kano.”

Staff insist they are not opposed to promotions but are demanding fairness, transparency, and adherence to federal guidelines. “Promotions must be based on merit, not favoritism or personal loyalty,” a staff member emphasized.

As tension builds ahead of the July promotion interviews, many at NEPC say the integrity of the process—and staff confidence in leadership—is on the line.

“The NEPC is a public institution, not a personal empire,” one employee concluded. “No one should have the unchecked power to override established rules and act with impunity.”