ABSTRACT This study assesses the gaps associated with official procedural plan of the Forestry Commission’s Scheme of Service (SoS) and the dynamics of its actual implementation over the years. Additionally, the study also seeks to address the perceived imbalance between different categories of staff with respect to work definition, career progression, salaries and remunerations within the service structure of the FC. A cross-sectoral survey was carried out among Eighty, (80) staff in the following category; Directors, Managers, Assistant Managers and Administrative Officers. Simple Random and Purposive Sampling Techniques was employed in gathering and analyzing data. Following from the study it was observed that training of staff on the Scheme of Service, (SOS) before, during and after the implementation process was woefully inadequate and this cuts across board irrespective of their job category. Consequently, from the study it is indicative that there was no consultation before implementation of the Scheme. These inadequacies influenced negatively staff attitude and perception about change in organizational performance. To have a robust Scheme of Service, (SoS), for the Forestry Commission, it is recommended that there should be detail implementation plan which is sustainable, coupled with staff involvement in decision making creating ownership. Monitoring and Evaluation mechanism is also recommended to address gaps identified and challenges that has bedeviled the Schemes. Finally, it is recommended that staff should be sensitized to create the needed awareness which was found lacking when the study was conducted.