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Seplat Energy Debunks CEO and Board’s Alleged Misdoings

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Wema Bank Alat

Seplat Energy debunks CEO and board’s alleged misdoings

NewsReport that the  accusations made against Seplat Energy Plc’s Board of Directors and Chief Executive Officer, Mr. Roger Brown, have been refuted.

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In a statement, Seplat refuted the claim that, upon taking office in 2020, its CEO started a campaign of forced resignations and firings of Nigerian employees in accordance with discriminatory practices.

“There was no mass layoff or forced retirement, as claimed. The individuals listed in furtherance of this allegation were eight in number, and they left the company between 2020 and 2022. The exits resulted from a) an organizational restructure approved by the board and communicated to staff on October 12, 2020, and b) such individuals’ willing resignations or early retirements,” the statement reads.

Read Also: CEO of Seplat Withdraws after Claims of Racism and turns the Reins over to the COO

On the allegation that the CEO deployed intimidation and passive aggression on the Director of 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 given to the continuous staff complaints about issues they observed or experienced in the former 5-point system.”

According to the statement, “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 and below). A review was required due to the following challenges with the 5-point scale: “Prolonged periods were spent assigning different marks to identified levels of performance in order to achieve a 75 percent average. The objective was to make the assessment process more efficient, arrive at a timely outcome, and make timely bonus payouts to staff. Imbalanced performance assessment and outcome for staff working within the same performance or job group level The goal was to ensure that all employees on the same performance level received the same percentage bonus and individual performance evaluation.”

On subjectivity in the appraisal process, it added, “The objective was to encourage managers to make holistic decisions about employee performance levels based on quality, timeliness, and the 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 75 percent cut-off mark required for promotion. The review of the 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 the 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 the merits and demerits of each option and thereafter unanimously voted for the company to adopt a 3-point performance rating scale, as it was the most appropriate in helping to differentiate staff performance levels.”

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