NCCC Employee Handbook Quiz

National Cybersecurity Coordination Centre (NCCC) Employee Handbook

• The handbook outlines policies and procedures for employment at the NCCC
• The NCCC is the National Cybersecurity focal point of Nigeria
• It coordinates cyberspace activities of Nigeria
• The Center was established by the Office of the National Security Adviser
• The handbook aims to provide a comprehensive understanding of center policies, employee relationship guidelines, and acceptable conduct
• The handbook's purpose is to ensure a successful and productive relationship
• The handbook will not cover all questions, but serves as a guideline
• The handbook documents policies and procedures for the Human Capital (HC) practices
• The handbook includes information about the Center's personnel policies, employee relationships, other workers and the outside world
• The Center's success relies on the engagement and contributions of its employees

Purpose of Employee Handbook

• The handbook provides a general understanding of Center personnel policies.
• It details information about relationships with the Center and other employees.
• It details information about acceptable conduct and procedures
• The handbook documents the policies and procedures that guide the implementation of the Human Capital (HC) practices of the Center.

National Cybersecurity Coordination Center (NCCC) Vision

• To establish a secure and resilient cyberspace, fostering innovation and sustainable development.

National Cybersecurity Coordination Center (NCCC) Mission

• To lead national efforts in strategic governance and protect Nigeria's cyberspace.
• To foster a secure foundation for a strong digital economy.

Guiding Principles

• Meritocracy: Employment decisions are based on merit, qualifications and proven abilities.
• Integrity: Staff are expected to maintain high ethical standards in all dealings.Transparency is paramount in their actions.
• Confidentiality: Safeguarding sensitive information is crucial for the integrity and security of operations. Adherence to cybersecurity standards is essential.

Hours of work and related conditions

• Standard work hours are 8:00 am to 5:00 pm, Monday to Friday, inclusive of a one-hour lunch break (12:00 pm to 2:00 pm).
• Work on weekends may be required.
• Hybrid work option is possible, with appropriate conditions defined.
• Overtime is possible, requiring prior approval from supervisors and compensation calculated in accordance to PSR guidelines (or time-off in lieu).
• Attendance and punctuality are monitored

Absence from Duty

• Employees must notify the Center in advance of any absence or illness
• Five consecutive days of absence may be considered as abandonment of duty.

Public Holidays

• Employees are entitled to all federal government declared public holidays.

Assumption: Joining Centre

• Procedures for joining the Center uphold fairness, inclusion, and openness.
• Applicant evaluation is based exclusively on merit and competency.
• Diversity and gender balance are integral considerations in hiring practices.

Pre-employment Requirements

• Applicants must be between the ages of 18-50.
• Completion of the NCCC application form.
• Possession of required educational qualifications or experience.
• Certificate of physical and mental fitness from an approved medical practitioner.
• Documentation of non-bonding with other employers.
• Providing birth certificate or age declaration,
• Not having any criminal record.

Nature and Type of Employment

• Permanent Appointments: Entitlement to statutory benefits such as pension contributions, annual leave, and health insurance with performance evaluations annually.
• Contract Appointments: Specific duration and project based with contract details outlining the scope of work, duration, and remuneration.
• Compulsory National Service, Interns, and Volunteers: Temporary participation to contribute objectives and gain relevant experience
• Acting Appointments: Temporary assignment for duties of higher rank individuals, pending the appointment of a substantive officer, for a specified period not exceeding six months.

Probationary Period

• A 12-month probationary period is required for all new staff.
• Supervisors will assess performance, adaptability, and alignment with organizational goals to determine eligibility for confirmation
• This period is necessary for identifying areas for development and improvement

New Employee Induction

• A program designed to integrate new staff with the Center's culture, operations, goals, policies, and expectations

Employee Job Grades

• Job evaluations and classifications are based on the job's relative worth to the center
• Management is responsible for grading.
• Grade levels are defined (Junior Staff, Senior Staff, Management Staff).

Resumption for Duty after being hired

• Employees are expected to report to the Human Capital Department to complete necessary onboarding paperwork on their first day.

Training and Professional Development

• Mandatory annual training sessions on cybersecurity awareness, ethical conduct, and policy updates are required.
• These sessions are meant to ensure compliance with global standards and national regulations.
• The Center promotes continuous learning through: Sponsoring staff for industry-relevant certifications and conferences; Providing access to e-learning platforms and in-house workshops
• Career development plans are developed in collaboration with the Human Capital (HC) Department to identify skill gaps, recommend appropriate training programs, and devise long-term goals. All training programs will be evaluated.

Compensation & Benefits

• Competitive salary structures are aligned with industry standards and are reflective of the critical roles within the organization.
• Salaries are graded and based on job responsibilities, qualifications, and performance.
• Staff are eligible for annual increments based on satisfactory performance appraisals.
• Regular reviews of salaries are part of maintaining competitiveness with government directives.
• A wide range of benefits and entitlements include leave (annual, casual, compassionate, maternity, ante-natal, study/examination), and allowances (duty tour, transport, accommodation)

Transfer, Secondment & Promotion

• Secondment: Transfer to other government or international organizations for a set period with approval from the National Coordinator and alignment with professional goals. Employees revert to their original position upon return.
• Transfers: Transfers between departments are done to address vacancies and improve team performance and are subject to review and approval processes.
• Promotion: Transparently structured promotions are offered to enhance growth and reward top performers, impacting both employees and organizational growth. Promotion criteria is detailed.

Staff Engagement

• The Center prioritizes creating an inclusive and supportive work environment with regular engagement activities,including weekly departmental meetings, monthly top management meetings, quarterly town hall meetings, and anonymous surveys collecting feedback on workplace satisfaction.

Grievance Handling

• A dedicated Human Capital (HC) Service Desk handles complaints and grievances with confidentiality, impartiality and professionalism. Resolution of issues will take place within a defined timeframe.

Internal & External Communication

• Clear internal communication channels are vital, using emails, memos, briefings, internal policies, and the employee handbook.
• External communications, such as press releases, letters, and website information, require prior permission from the National Coordinator.

Health & Safety

• The Center prioritizes a safe and healthy workplace, outlining commitment to preventing injuries and illnesses.
• Procedures for handling emergencies (fire situations) are in place.
• Employees are expected to follow safety instructions including using fire extinguishers, reporting incidents to Human Capital (HC) Department and to facilitate reporting of injuries, and accessing counselling services promptly in case of distress.
• A healthy work-life balance is encouraged through mandatory leave.

Alcohol, Smoking & Drug Free Workplace

• Employees are prohibited from unlawfully distributing, dispensing, or using alcohol or illegal drugs.
• Unauthorized use or abuse of prescription or over the counter drugs is also prohibited.
• Policies and rules regarding use of resources are clear

Separation from Employment

• Resignation: Requires written notice period by employee.
• Retirement: Voluntary or compulsory retirement options and procedures are detailed.
• Termination/Dismissal: Due processes are highlighted including performance failure, behavioral violations, and gross misconduct, where an appeal process is available
• Death: Procedures for handling employee death, financial assistance and document procedures are outlined.

General Rules & Code of Conduct

• The Center's General Rules & Code of Conduct guide employee behavior to maintain public confidence.
• Personal appearance standards, dress code for men and women, and a clear structure are outlined

Cybersecurity compliance

• Employees must adhere to Center's cybersecurity policies (using secure devices, specific password protocols, and reporting any potential security breaches)
• Ethical use of organizational resources is mandated to protect sensitive data, official information, materials, and equipment.
• Employees are required to report unethical behavior, policy violations.

Disciplinary Procedure

• Progressive actions: The disciplinary process escalates with verbal warnings, written warnings, suspension, downgrading and dismissal, depending on the nature and seriousness of the offense.
• Reporting misconduct: There are channels for reporting unethical behavior.
• Disciplinary Committee: A formal committee oversees disciplinary actions.
• Employees have the right to appeal decisions.

Acknowledgement & Ratification

• Acknowledgement form detailing employee acceptance of the handbook policies.
• Policy review and ratification process, ensuring adherence to national standards, legal requirements, and other relevant guidance.