NIMASA, ILO Collaborate to Enhance Human Capacity Development

NIMASA, ILO Collaborate to Enhance Human Capacity Development
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NIMASA, ILO Collaborate to Enhance Human Capacity Development

By Tunde Ojudun

The Nigerian Maritime Administration and Safety Agency (NIMASA) has signed a Memorandum of Understanding (MoU) with the International Training Centre of the International Labour Organisation (ITC-ILO) in Turin, Italy, to strengthen institutional capacity and advance human capital development in Nigeria’s maritime sector.

Speaking at the signing, NIMASA Director General Dr. Dayo Mobereola, represented by Executive Director of Finance and Administration, Mr. Chudi Offodile, emphasized that investment in human capacity remains central to the Agency’s vision of building a robust maritime industry capable of meeting global demands.

He noted that the partnership aligns with NIMASA’s deliberate strategy of structured training for maritime professionals, adding:

“This partnership responds directly to our objective and reinforces our commitment to targeted capacity development, while leveraging ITC-ILO’s expertise to strengthen the training of maritime labour inspectors, policymakers, and trainers in the implementation of the Maritime Labour Convention, 2006, as amended.”

Dr. Mobereola highlighted that the collaboration will translate into measurable improvements in maritime labour administration, supporting a sector that is globally respected, professionally driven, safe, and anchored on the principles of decent work.

In his remarks, ITC-ILO Director Mr. Christopher Perrin expressed appreciation for the partnership and assured that the Centre would deploy its faculty and resources to support Nigeria’s quest for sustainable human capacity development.

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According to the Customs boss, the Service received 573,680 applications for just 3,852 available positions, making the exercise one of the most competitive in the agency’s history. He explained that all applications underwent rigorous screening procedures, including computer-based examinations, verification of credentials against the National Identity database, and additional checks where inconsistencies were detected. He noted that candidates who made the final list would still undergo physical and medical examinations before receiving final approval from the Nigeria Customs Service Board. Adeniyi disclosed that the overall success rate was 0.67 per cent, meaning only one out of every 148 applicants secured a place in the exercise. Breaking down the figures, he said the Superintendent Cadre attracted 276,995 applications for 1,275 vacancies, representing one successful applicant out of every 217 candidates. 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On gender representation, Adeniyi revealed that women accounted for 839 successful candidates, representing 21.8 per cent of the total intake, slightly higher than their 21.2 per cent share of the total applications received. He added that female applicants recorded a marginally higher success rate than their male counterparts, particularly in the Inspectorate and Customs Assistant cadres, reaffirming the Service’s commitment to encouraging greater female participation in future recruitment, especially in operational and enforcement roles. According to him, the exercise also produced a youthful workforce, with a median age of 26 years and nearly three-quarters of the successful candidates below the age of 30. He said the youthful intake would strengthen the Service’s capacity to embrace modern customs administration driven by technology, data analytics and automated risk management. Adeniyi further announced that the Nigeria Customs Service would now conduct recruitment exercises annually instead of waiting several years between recruitment cycles. He disclosed that the 2026 recruitment exercise would commence later this year, expressing confidence that future recruitment would be completed within a single calendar year, from advertisement to the publication of the final list. According to him, the digital systems, screening architecture and verification processes developed during the current exercise would significantly shorten future recruitment timelines. He explained that the annual recruitment policy would enable the Service to plan its workforce more effectively, promptly replace retiring personnel and provide qualified Nigerians with predictable employment opportunities. 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