CIVIL SERVICE COMMISSION

This research titled "Semiotic analysis of names associated with God in Igbo language" studied how Igbo God- names are more than just labels for the divine. These names also have deep cultural, religious, and social meanings. The goal was to learn what they mean, what forms they take, their purpose in Igbo culture, and how they have changed. The work looked at names that tell about God’s character, what God does, and God's relationship with people. It shows how they link old Traditional customs with today’s Christian ways. Exactly 120 names were gathered from talks with people, church records, naming events, social media, songs, journals, everyday talk and stories passed down using one on one interviews and voice recordings. These names were studied using ideas about signs from Saussure, Peirce, Barthes, and Eco. The study found that Igbo God- names act as signs of belief, records of what happened to people and the community, and ways to pass values down. For instance, Chukwuemeka (God has done great deeds) shows thankfulness and Chidinma (God is good) shows faith in God's character. They also show how old Igbo beliefs still exist in today’s Christianity. The work suggested that more of these names should be written down and kept safe because they matter to the Igbo language, culture, and spirit. The research recommended that more of these names should be documented and preserved because they are an important part of the Igbo language, culture, and spirituality. In summary, the study showed that Igbo names for God are living signs that join together language, faith, and identity in a powerful way.

This study investigates the merit-based recruitment process and its effect on job performance in the Edo State Civil Service Commission (ESCSC). The problem stems from political interference, favoritism, and poor recruitment practices that hinder efficiency and fairness. The study aims to assess the level of merit-based recruitment, identify challenges, and suggest improvement strategies. Anchored on the Attraction- Selection-Attrition (ASA) theory, a survey design was adopted. Data were collected from fifty-six (56) staff using questionnaires and analyzed with descriptive statistics and Pearson correlation. Findings revealed that merit-based recruitment is practiced and positively influences employee performance, though hindered by nepotism, political influence, inadequate ICT tools, and funding. The study concludes that strengthening meritocracy improves efficiency and transparency. It recommends enforcing anti-nepotism policies, training recruitment officers, adopting ICT tools, establishing independent oversight committees, and increasing budgetary support to enhance job performance in the Edo State Civil Service.