The re-organisation of the Nigerian National Petroleum Corporation entered a crucial stage on Monday with the sack of 2,355 workers.
The sack, which came barely two months after the corporation advertised some vacancies, brought to over 6,000, those that had lost their jobs in the organisation in one year.
It also reduces the NNPC�s staff strength to about 9,000.
The affected workers cut across all cadre of the NNPC workforce.
There were indications that two executive directors were affected, but our correspondent was able to confirm that of the Executive Director, Finance and Administraton, Mr. Harry Ombu, as at press time.
Other high-ranking officials of the corporation laid off include: Group General Managers in charge of Corporate Planning Development-Division, Mr. Joe Nwamma, and that of Refining and Technology, Mr. Babatunde Williams.
It was not clear the number of GGMs swept off in the exercise.
The corporation�s, Group Managing Director, Mr. Funsho Kupolokun, who announced the sack at a news conference, in Abuja, said, �Disengagement letters would be distributed as soon as I finish here (venue of the conference).�
Kupolokun, who parried questions from journalists on the possible fallout of the retrenchment, however, described the severance package of the affected workers as �very generous.�
He said, �Counselling and post-disengagement support would be extensive to the extent that it is feasible and affordable to us to ensure no one suffers unduly and we would be generous with the terms of release and pay all entitlements promptly.�
The GMD also gave assurance that many of the affected workers would be assisted to remain in the industry through the local content policy of the Federal Government.
On the criteria used for the exercise, he said, �Low performers that have thrived in a hitherto lax environment need to be encouraged to disengage.
�NNPC is on the verge of a new phase in its existence and requires a new and more effective balance in terms of skill, age and experience of staff. Over the years, weaknesses in the performance management process have led to decline in quality of people.
�The corporation was suffering from aged top heavy workforce with far too many below average performers just being carried along and we must not forget that the absence of efficient management processes encouraged the proliferation of wasteful and non-value added tasks.�
The development, he added, had led to multiple layers of people, who slowed down decision-making process within the organisation.
He also justified the retrenchment, when he said, �The vision for a new NNPC requires that we eliminate inefficiencies and create new value adding opportunities for our exceptional but latent pool of younger talent hidden within the organisation who need to be given the chance to create the NNPC of the future.�
Kupolokun said that about 600 fresh graduates would be employed to replace some of those that have been sacked.
He disclosed that the consultants handling the recruitment are now sorting out about 8,000 applications.
