Empower Nigeria, a Non-Governmental Organisation (NGO) dedicated to the protection and enhancement of civil liberties deems it fit and proper to wade into allegations against Roger Brown, the Chief Executive Officer of Seplat bordering on claims of forced resignations and sacking of Nigerian staff based on discriminatory policies, alleged enforcement of manipulative ranking scheme in the company, allegation of different retirement age for Nigerians and expatriates and other sundry claims.

Pursuant to our core mandate and in the public interest, we launched an investigation with the determination to get to the bottom of the issues thrown by these allegations and in the process, unveil the truth.

The averments that we make below is therefore a product of our thorough investigation.

1. The claim of forced resignations and sacking of Nigerian staff based on discriminatory policies. As against this claim, there was no mass sack or forced retirements of Nigerian at Seplat with Roger Brown as the Chief Executive Officer (CEO). The true state of affairs is that between 2020 and 2022, eight Nigerian staff of the company voluntarily resigned or opted to take early retirement in the exercise of their rights as spelt out and protected by the law. Their decision was conveyed to the management of the company in writing via official channels. Seplat paid the affected staff generous end of service benefits and thereafter made appropriate notifications to NUPRC in accordance with Notification schedule as per their exit.
2. Allegation of enforcement of manipulative ranking scheme. We found out that this allegation is not supported by facts but is a product of a hunting expedition. Arising from the observations and input made by the staff on the need to review the former 5-point ranking system which the staff considered to limit opportunities especially around the 75% cut off mark required for promotion, management reviewed and replaced it with a 3-point ranking scheme.
3. The aim of the 3-point scheme (Outstanding Strong and Average) is to ensure that staff rewards are tied to results which are transparent and verifiable. More importantly, it laid to rest staff complaints about the 5-point system which they believe limited opportunities for promotion.

The claim that the Average rating applied only to Nigerian staff is untrue as out of the 5% of staff (24 persons) ranked Average, the number included an expatriate. This is without prejudice to the fact that expatriates constitute a small part of the entire workforce of over 500 workers in the company.

4. The claim that Seplat operates different retirement age for Nigerian and expatriate staff. Again, this allegation is false and a disingenuous ploy to sow seeds of discord among the staff of the company. The retirement policy of the company is not discriminatory but is based on the laws of Nigeria stipulating that all employees working in Nigeria both local and expatriate retire at 60 years. This has been the practice in Seplat since it commenced operations.
5. Given the delicate nature of these claims and its implications for industrial harmony, it is our considered position that news organisations who publicise these allegations should carry out thorough investigation to ascertain the veracity of the claims in matter. This is in the interest of equity, fairness and justice.
6. The non-compliance with this basic tenet before exposing Seplat to media trial while it achieves the aim of the sponsors of this orchestrated smear campaign does grave injustice to the noble profession of journalism.
7. Seplat has been an exemplary player within the country’s oil sector. The current attempt to impugn it hard earned reputation is indeed regrettable.

Signed

Yemi Aderemi

For Empower Nigeria

Seplat Energy Plc has rebutted as untrue, malicious and misleading the allegations against its Chief Executive Officer (CEO), Mr. Roger Brown and Board of Directors of the company.

There were earlier publications citing the content of the allegations against the energy company’s embattled CEO, however, privileged information from a reliable document shows that the company has good reasons that make the allegations not malicious or racist acts.

Seplat Energy Plc was on March 9 served with court processes and ex-parte Interim Order of the Hon Justice C. J. Aneke of the Federal High Court, Lagos, Nigeria, restraining the Chief Executive Officer, Mr. Roger Brown from participating in the running of the Company for a period of 7 days.

For instance, Seplat rebutted the allegation that its CEO, on resumption of office in 2020, embarked on a forced resignation and sacking of Nigerian staff based on discriminatory policies.

“There was no mass sack or forced retirement, as claimed. The individuals listed in furtherance of this allegation were 8 in number and they left the Company between 2020 and 2022. The exits resulted from a) an Organisational restructure approved by the Board and communicated to staff on 12th October 2020, and b) such individual’s willing resignation/early retirement,” the document reads.

Also, on allegation that the CEO deployed intimidation and passive aggression on the Director Corporate Services and the SLT to enforce a 3-point manipulative ranking scheme against Nigerian staff, the company said:

“The 3-point appraisal system was developed by HR in response to staff suggestions for a review of the performance ranking system. On the part of management, the review was to ensure that rewards were tied closely to results such that those who were assessed with a higher performance would be eligible to receive a higher bonus payment. The 3-point system resulted from an extensive internal review of our performance appraisal processes, with due consideration to the continuous staff complaints about issues which they observed/experienced in the former 5-point system.”

According to the document, “The prior practice was a 5-point scale of Exceptional (score 81-87), Very Good (score 75-80), Good (66-74), Average (60-65) and Poor (score of 59 & below). A review was required due to the following challenges with the 5-point scale:

“Prolonged periods spent in assigning different marks to identified level of performance, in order to achieve a 75percent average. The objective was to make the assessment process more efficient and arrive at a timely outcome and make timely bonus payouts to staff.

Imbalanced performance assessment and outcome for staff working within the same performance/job group level.

“The objective was to ensure that staff on the same performance level receive the same percentage bonus and individual performance review.

Subjectivity in the appraisal process. The objective was to encourage managers to make holistic decisions about employee performance levels based on quality, timeline, exhibition of Seplat Values”.

It further noted that in addition to resolving the above challenges, “a revised appraisal process would eliminate the manner in which the 5-point system limited promotion opportunities primarily due to the 75percent cut-off mark required for promotion.”

“The review of performance appraisal process was led by the Company’s HR department. At the end of the review process, two (2) options were presented to the Senior Leadership Team (SLT) for consideration. The SLT is comprised of the senior leaders of the Company and is the highest decision-making body of the Company after Board members.

“The options considered by the SLT included (i) a 3-point scale of Outstanding, Strong and Average ratings, or (ii) a modified 5-point scale of Exceptional, Very Strong, Strong, Average and Poor ratings.

“Following the HR presentation, the SLT members extensively debated on the merits and demerits of each option and thereafter unanimously voted for the Company to adopt a 3-point performance rating scale, as being the most appropriate in helping to differentiate staff performance levels.

“The 3-point scale is such that employees assessed by their line manager with the designated rating were awarded the corresponding bonus payment – “Outstanding” rating: 125percent performance bonus, “Strong” rating: 100percent performance bonus, “Average” rating: nil bonus. This 3-point scale was in furtherance of the Company’s target to reward optimal performance levels and incentivize staff to deliver on the Company’s Scorecard and commitment to its investors, the market and other stakeholders,” the document stated.

According to Seplat, “The 3-point scale of Outstanding/Strong/Average mirrors what is obtainable in the market. Most companies in the market in which Seplat operates uses variants of this methodology.

“The Director Corporate Services (who leads the HR department) and the SLT were never intimidated and did not experience any passive aggression in the run up to, during or after the appraisal system review exercise.

“It is instructive to highlight that for the 2021 performance year, for which staff performance appraisals occurred in 2022, only 5% of the entire employee population (i.e., 24 staff) were assessed on the “Average” rating pool. Out of these 24 staff, eight (8) employees had previously received a “Poor” rating and were in a performance improvement programme, using the old 5-point appraisal practice. It is also instructive to highlight that an expat employee was amongst the employees assessed on the “Average” rating pool, which debunks the falsehood that the “Average” rating was meant only for Nigerian staff.”

Seplat Energy, by this explanation seemed to have made selection of an appraisal system based on a tested assessment of what would encourage performance in the organization.

On allegation that the “Average” performance rating applies to Nigerian staff only, Seplat Energy Plc said it is untrue, malicious and misleading.

According to the company, “The workings of the 3-point rating system have been outlined above, to demonstrate a legitimate business interest and management action. We have also shown that the 3-point scheme is not discriminatory.

“Despite the relatively low number of expatriate employees in the Company, an expatriate employee was amongst the 5 percent of the employee population (that is 24 persons) who were assessed on “Average”.

“The Company has 515 employees under a regular and direct contract of employment. 24 out of the 515-employee population (that is 5percent) are non-nationals. It is a legitimate, objective and balanced outcome to have one (1) non-national employee in the bucket of “Average” rating (that is, 1 out of 24). This correlates to 4percent when compared to the overall employee population distribution spread.”

“In the same year, a higher number of employees were rated as ‘Outstanding’. That is, 91 employees (representing 17percent of the employee population) were rated as ‘Outstanding’. 5 out of these 91 employees (that is, 5percent) were non-nationals. The above is indicative of an objective and balance outcome without any targeted diversity skew against any nationality.”

Also on the alleged discriminatory imposition of a 60-year retirement age for Nigerian staff, which is not enforced for Foreign staff, Seplat said, “The Company strictly complies with the retirement age requirements of the Country/jurisdiction in which each Employee is engaged to work. Employees working in Nigeria, both local and expatriate retire at the age of 60 in line with Nigerian law.

“It is instructive to note that the maximum retirement age in the UK private sector is 65 years. This is the applicable labour practice for employees in the London and Aberdeen offices”.

Also in rebutting the alleged under-performance of certain foreign Employees and/or whose retirement was blocked by the CEO, the company said: “There are clear and irrefutable records that show the complete falsehood of the underperformance alleged against certain employees who were singled out in the Petition in this area. As highlighted above, the employee in question has not attained the UK maximum retirement age and was not in the bucket of “Average” performance rating.”

Also, Seplat said the allegation is not true that the Board directed the termination of a named employee based in London, but blocked by the CEO. Additionally, named employee frustrated a GM in HR to resign.

It said, “The named employee is currently on contract in the Company’s London office. There are clear and irrefutable records, and it is also common knowledge, that the referenced GM in HR resigned from her position in Seplat to join another E & P company.”

While responding to the allegation that the London Office is a fraudulent scheme and it was discriminatory for the CEO to handover the running of the London Office to Alasdair Mackenzie instead of Emeka Onwuka (his successor), Seplat said it’s untrue, malicious and misleading.

It said in the document that, “Seplat London is a small office (currently 11 staff) that was set up after the Company’s public listing to lead activities concerning Seplat’s listing on the London Stock Exchange and enable Seplat to access key financial, legal and other support services as required. It is instructive to note that London is one of the leading financial hubs in the world and the Seplat London office operates as the financial center for managing the group’s equity, debt and liquidity.

“All London staff have various functional reporting lines to the Lagos office. Since its inception, the London office has been managed by the most senior staff member based in the UK. Roger Brown carried out these duties when he was CFO and based in London, before he became CEO and moved to Lagos. Although Emeka Onwuka succeeded Roger Brown as CFO, he is based in Lagos.

“The most senior staff member based in the UK is Alasdair Mackenzie, Director Strategy, Planning & Business Development, who is also a member of the Senior Leadership Team. Alasdair Mackenzie therefore manages the UK offices from an administrative perspective.”

On the alleged Relocation of Seplat Technology/Subsurface Office to Aberdeen in discrimination of Nigerian staff and their development, the company said: “Seplat acquired the Aberdeen office in 2019 from Eland Oil & Gas Plc, who ran its OML40 operations from Aberdeen. Post-acquisition, Seplat has downsized the Aberdeen office (currently 16 staff) and expanded its purpose by extending Aberdeen’s focused exploration, business development and training services to the wider organisation.”

“Existing activities were not “moved” from Lagos to Aberdeen. The Aberdeen office operates as an addition to Seplat’s increasing resource-base, and is an expansion of Seplat’s UK-residential staff development programme which piloted by the London office. Presently, staff are actively seconded from Nigeria to the Aberdeen and London offices,” Seplat said in the document.

Seplat also rebutted the allegation that the CEO supported the Technical Director’s refusal to report to the COO in compliance with Board directive.

“The Board-approved management organigram shows that the Technical Director (TD) reported directly to the CEO, during pre-July 2022 before resumption of the COO and post-July 2022, following resumption of the COO.”

On the alleged bullying of a Nigerian employee by an expatriate SLT member, Seplat said it is untrue, misleading and malicious.

According to the energy company, “There was some operational divergence between the two employees concerning work processes, which is not unusual for two employees in a reporting relationship. HR mediated a workable forward plan for both employees. No formal bullying or harassment case was lodged by either party.

From the foregoing, it is not therefore surprising that the Seplat Board believes that these allegations are a spurious and vindictive reaction to the enforcement of corporate governance standards in the Company and its support for Mr. Brown who has earned an unblemished record of service and leadership in the Company.

The energy company has continued to maintain its operational excellence and act in line with the best corporate governance standards and it is confident that this matter will be brought to an expedient and successful end.

The Board of Seplat Energy had on March 8, 2023 unanimously passed a vote of confidence in Mr. Brown, who continues to discharge his duties and responsibilities as CEO from the SEPLAT UK office.

Engr. Simbi Kesiye Wabote 

Executive Secretary

Nigerian Content Development and Monitoring Board (NCDMB)

The Nigerian Content Development and Monitoring Board (NCDMB) has emerged as top performer in business efficiency and transparency in Federal Government’s ranking of Ministries, Departments and Agencies (MDAs) for the year 2022.

This latest result is reminiscent of the Board’s 81.46 per cent score in Ease of Doing Business, which placed it top of all other MDAs for the period January – June 2022.

In the Executive Order 001 (EO1) Compliance Report released in Abuja by the Presidential Enabling Business Environment Council (PEBEC), the NCDMB achieved a score of 81.11 per cent to beat 52 other MDAs captured in the evaluative ranking.

Issued on 18 May, 2017, by President Muhammadu Buhari, the EO1 on the Promotion of Transparency and Efficiency in the business environment seeks to facilitate entrenchment of policies and practices that would foster an environment conducive to business, particularly start-ups, by eliminating bottlenecks.

PEBEC explains that an “MDA’s EOI overall performance is a combination of scores on the Efficiency and Transparency measures weighted at 70 per cent and 30 per cent of the overall score respectively. The top performing MDAs differentiate themselves by achieving a balanced performance on both the Efficiency and Transparency scales….”

Under Efficiency, the agency’s adherence to its service delivery timelines is key. For Transparency, the chief consideration is existence and functionality of websites, as well as availability of detailed information on timelines, costs, statutory requirements and customer service contact channels.

In combination, these would eliminate abuses in the system, including rent-seeking activities.

PEBEC has been consistent in publishing the EO1 Compliance Report since 2017, from monthly reports submitted by MDAs.

This latest award follows NCDMB’s emergence as “a Level 5 Platinum Level organization” in a summary report of the Bureau of Public Service Reforms (BPSR) Self-assessment Tool (SAT) released in January, a rating which translates as “Exceptional Performance with a performance level of 90.5%.”

The BPSR had at a presentation ceremony held at the NCDMB Conference in Yenagoa, Bayelsa State noted that NCDMB is structured to achieve its vision, mission and strategic objectives, which have been effectively communicated to relevant stakeholders and well understood by staff.

Another accolade that came the way of the Board recently was the selection of the Executive Secretary, NCDMB, Engr. Simbi Kesiye Wabote as the recipient of the Leadership Local Content Champion of the Year Award by the Board of Editors of the Leadership Group Limited. The award will be conferred on the Executive Secretary at the 14th edition of the Leadership Conference and Awards held on January 31, 2023, in Abuja.

In October 2022, the Executive Secretary was conferred the Distinguished Capacity Development Award by President Muhammadu Buhari (GCFR) at the Nigeria Excellence in Public Service Awards, reconfirming the Board’s excellent delivery of its mandate.