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CAREER PLANNING FOR NAMC OFFICERS

A LECTURE DELIVERED
BY
MAJ GON NWAGBARA (FSS FMLSCN MSc PDE MTRCN)
Ag DEPUTY CHIEF OF STAFF TRAINING AND OPERATIONS (DCOS
G3/G7) HQ NAMC

TO
STUDENTS OF YOC 36/2020
NIGERIAN ARMY SCHOOL OF MEDICAL SCIENCES

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INTRODUCTION

1. Organizations and institutions are established to

achieve their primary goals. To attain set objectives,
organizations put into consideration a number of
factors such as manpower, machinery, funds and other
factors depending on the nature of the organization.
Foremost among the factors relative to achieving the
dreams of the organization is the manpower which to a
greater extent shall consist of a cream of professionals
in relevant skills and competencies carefully identified
and selected.

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2. As a way of matching personnel expectation to attain

their highest level in career with the organization so as to
achieve the core mission and vision, career plans have been
structured. These plans are designed to enhance
performance, ensure best practices and positively project
the organization. To this end, Career Planning is seen as the
continuous process of:
  a. Thinking about your interest, values, skills and
preferences.
b. Exploring the life, work and learning options
available to you.
c. Ensuring that your work fits with your personal
circumstances.
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 AIM

4. To discuss Career Planning for NAMC Officers

with students of Young Officers’ Course 36/2020
NASMS.

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 SCOPE
5. This lecture will cover the following
a. Career planning and Career Review in NAMC
b. Promotion requirements
c. Career review
d. Deployments
e. Disengagement from service

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CAREER PLANNING IN THE NAMC

6. The NA as a body of highly professional personnel

has developed a well thought out career plans for her
personnel (officers and other ranks). In line with this,
the NAMC as a multi-disciplinary corps has in existence
career plans for her personnel in order to meet the
overall objectives of the NA. Young people are
commissioned into the Corps as officers through the
Direct Short Service and Executive Commission
Selection Boards.

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CAREER PLANNING IN THE NAMC (Cont)

7. Few Regular Combatant officers with medical background
are deployed to the Corps. All NAMC officers belong to
different professions. They are expected to undergo
professional development programmes (specialization) in
their chosen medical fields to improve proficiency and quality
health care delivery. Additionally, NAMC officers are expected
to attend corps mandatory career courses such as Young
Officers Course Medical, Medical Intermediate Officers
Course (YOC/MIOC) and Senior Executive Management
Course. Young officers may also be nominated for YOC-
Infantry. Efforts are on to create the Medical Logistic Officers’
Course(MEDLOC) for Captains in NAMC. Few Captains are
nominated to attend junior staff course at AFCSC Jaji.
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CAR EER PLANNIN G IN THE NAMC (Cont)

8. Participation in the YOC Medical is for officers of the

ranks of Lieutenant MEDLOC is for Captains, MIOC is for
Majors while Senior Executive Management Course
{SEMC} is for officers of the rank of Lieutenant Colonel
and Colonel. Participation in NACOL Logistics Staff
Course (LSC) and Logistics Management Course (LMC)
are now compulsory for Captain/Major and Lieutenant
Colonel respectively. The Mid-Career Courses were
developed for the Corps in liaison with NASMS. NAMC
senior officers are nominated for the NIPSS
programme.

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9. DSSC officers are given the opportunity to convert to

DRC subject to extant regulations. Officers who intend
to convert to DRC have 2 chances to appear before the
Conversion Board. The EC is strictly a promotion outlet
for Other Ranks who by their experience and ability are
fit for commission in the field for which they are
qualified. EC officers should note that a merger of
service is automatic on commission. They are not
expected to rise beyond the rank of Major. Recently,
Sldrs commissioned to DSSC/DRC have their service
years automatically merged, but with seniority on the
date of commission. They can however rise to the rank
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PR O MO TIO N REQ U IRE ME NT

10. Promotion in the NA is based on certain

requirements as provided for in Chapter 15 of
the HTACOS for Officers 2017 (Revised) and
Promotion Regulations NA Officers 2015
(Revised). Summary of promotion requirement
is enumerated in the table below:

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Table 1: Promotion Requirement from the Rank of Lieutenant to Major General
Ser Rank Type of Requirement Rmks
Comm
(a) (b) (c) (d) (e)
1 . Lt - Capt DRC/DSSC/EC Current, previous and year  
before PERs and Corps
YOC
2 . Capt - Maj DRC/DSSC/EC Current, previous and year  
before PERs and MEDLOC,
pjsc or plsc or any junior
course for capt
3. Maj - Lt Col DRC Current, previous and year  
before PERs and MIOC or
LSC or psc

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Table 1: Promotion Requirement from the Rank of Lieutenant to Major General cont
(a) (b) (c) (d) (e)
4  Lt Col - Col DRC Current, previous and year  
before PERs, SEMC, LMC,
Individual Brief and
Deployability (with emphasis
on specialisation)

5  Col - Brig Gen DRC Current, previous and year  

before PERs, SEMC, LMC,
Individual Brief and
Deployability (with emphasis
on specialisation)

6  Brig Gen - Maj Gen DRC Current, previous and year  

before PERs, SEMC, LMC,
Individual Brief and
Deployability
Source: Guide to a Successful Career for Officers of the Nigerian Army
 Please note that promotions are tied to vacancies available to meet service requirements.
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CAREER REVIEW
11.Just like other DRC officers, NAMC officers may be
eligible for career review if they fall into any or a
combination of the following categories:
a. Being over-aged on current rank.
b. Failure at promotion board after 3 attempts.
c. On medical board’s advice.
d. Undeployability.
e. Any other reason that may be decided by the
AC.

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12. Age Ceiling on Ranks. The age ceiling for

each rank for various types of commission is
shown in the table below:

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Table 2: Age-Rank Ceiling NA officers (RC 36 or Equivalent Seniority and Below)

Serial Rank Years on Type of Commission Rmks

Rank RC DRC/DSSC EC

(a) (b) (c) (d) (e) (f) (g)

1. Lt 5 39 39 49  
2. Capt 5 47 47 52  
3. Maj 6 52 52 55  
4. Lt Col 5 54 54 57  
5. Col 5 56 56 -  
6. Brig Gen 4 58 58 -  
7. Maj Gen 5 60 60 -  
8. Lt Gen - 61 - -  
9. Gen - 62 - -  
Source: HTACOS OFFRS 2017 Page 12 and Guide to a Successful Career for Officers of the Nigerian Army

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DEPLOYMENT
13. Deployment of officers in the NAMC could be
Command, Staff, Instruction or Specialist is dependent
on the following reasons:
  a. Level of training/performance of the officer.
b. Professional discipline of the officer.
c. ORBAT provisions.
d. Health care needs at various levels of NA
Healthcare system.
e. Any other factor as may be determined by the
COAS/CCM.
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DISENGAGEMENT FROM SERVICE

14.Retirement from service is an administrative

procedure which every officer must pass through. In
order to enjoy good post-Service life, you need to
start preparation in earnest. The various types of
retirement in the NA are as follows:
a. Voluntary Retirement. Any officer can
volunteer to retire provided he/she is not bonded
to the NA. For RC/DRC officers, he/she has to put in
at least 15 years of service.

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DISENGAGEMENT FROM SERVICE (cont)

b. Compulsory Retirement. An officer may be compulsorily retired

from active service for any of the following reasons:
(1)Medical unfitness, disability etc.
(2)Failure at promotion board after 3 attempts.
(3)On disciplinary grounds for serious offences.
(4)Undeployability arising from restructuring and/or lack of
establishment.
(5)On attaining the age ceiling for his rank (the affected officer
may apply for voluntary retirement on notification).
(6)On the ground of incompetence, indolence etc.
(7)Disloyalty to constituted authority on written orders both in
peace time and in operations.
(8)Any other reasons that may be decided by the Army Council.
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DISENGAGEMENT FROM SERVICE (cont)

c. Dismissal. An officer may either be

dismissed from the NA or dismissed with
disgrace and dishonor in accordance with
Section 118(1) and (7) of the Armed Forces Act
CAP A20 of the Laws of the Federation of
Nigeria 2004.

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CONCLUSION

23. We have discussed Career planning, promotion

requirements deployments and disengagement from service
as it concerns medical officers.
Proper career planning helps to improve staff performance,
contributions and good results. It also helps in motivation and
reinforcement of staff as well as improves efficiency,
effectiveness, relevance and output.
24. Career plans influences behavioural attitudes, discipline
and academic performances as well helps in preparing staff
for post service life and living. It is believed that you are now
better informed and that the knowledge gained will help you
in your future endeavours.

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THANKS
FOR
LISTENING
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REFERENCES

1. Harmonized Terms and Conditions of Service Officers 2017 (Revised)

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