TABLE OF CONTENT
Title page
Certification
Dedication
Acknowledgement
Proposal
Table of contents
CHAPTER ONE: Introduction
- Background of the study
- Statement of general problem
- Aims and objectives of the study
- Significance of the study
- Scope and limitation of the study
- Historical background of the case study
- Definition of terms
CHAPTER TWO: Literature Review
2.1 Definition of performance evaluation
2.2 Techniques of performance evaluation
2.3 Importance of performance evaluation
2.4 Criticism of performance evaluation
2.5 Methods of performance evaluation e.g. the multiple person method essay etc.
CHAPTER THREE: Research Methodology
3.1 Who are the research methodology
3.2 The academic staff at a glance (historical web)
3.3 Methods adopted in measuring academic staff of the polytechnic performance
3.4 Parties involve in performance evaluation
3.5 Importance of interview in performance evaluation
CHAPTER FOUR: Data collection
4.1 Methods of Data Collection
4.2 Findings
CHAPTER FIVE: Discussion recommendation and conclusion
5.1 Summary
5.2 Recommendation
5.3 Conclusion
References
CHAPTER ONE
1.1 BACKGROUND OF THE STUDY
The polytechnic commenced full operation with the school of basic studies in January 1973 with the pre-university advanced level courses in pure science, social and arts.
In 1974, new courses of instructions leading to diploma certificates and other institutions in scientific technological and managerial vocational as well as education were introduced. The school of education was later excised to stand on its own as the college of education, Ilorin.
At present the polytechnic is made up of the following institutes.
- Institute of General Studies
- Institute of Basic Applied Sciences
- Institute of Finance and Management Studies
- Institute of Technology
- Institute of Environment Studies in addition of these are two academic centres.
- Centre for Postgraduate Studies
- Centre for Continuing Education
With an human beginning in 1973, today the polytechnic offers mere than fifty National Diploma Higher / National Diploma Courses. These are also several certificate and Post Graduate Courses which attract the cream of in service beneficiaries for within and outside the state.
The institution also engage in other activities with differs from academic activities. The Kwara State Polytechnic consultancy services which provides services such as socio-economic surveys for industrial, agricultural and government establishment parastatals and provide sectors. The technical services unit also provide outstanding services to the community in the area of technical services.
Great breakthrough in innovations have been recorded in the history of Kwara State Polytechnic these includes.
- The first institution nationwide of fashion out a scheme for graduate self employment for its studies.
- The construction of the tricycle which is intended to promote rural transportation.
- The production of a complete industrial plant for processing garri.
From inception the school has been opportune to have the following academics and seasoned administrators in position of leaderships.
Profession R.W.H Wright 1973 – 1976
Chief Z.O. Mowaiye 1976 – 1978
Dr. J.O. Amode 1978 – 1982
Dr. S.A. Oladosu 1991 – 1997
Dr. N.O. Oyeleke 1997 – 1998
Professor M.A. Olatunji 1998 – 2002
Dr. A.A. Saadu 2002 – 2004
Ag. Chief O gunsola 2004 – 2008
Ag. Alhaji Ibrahim Abdulkareem 2009 – May June
Alhaji Masood Elelu 19th June – Till date
The institution has turned out a lot of brilliant and intelligent student. The products of this institution has always been found to excel and distinguished themselves anywhere they are. Study at Kwara State Polytechnic give an opportunity to explore the rich educational, technological and cultural heritage of the nation. With extensive resources and cream of seasoned lectures.
1.2 STATEMENT OF GENERAL PROBLEM
The research work tends to assess the performance evaluation of Academic Staff in Nigerian Tertiary Institution using Kwara State Polytechnic Ilorin as a case study by this the following research problems are evaluated.
- How can training and retaining of staff given better staff performance.
- How can study loan facilitate better staff performance in Nigerian Tertiary Institution.
- How can the use of information and telecommunication technology foster better staff performance.
- How can increase in salary foster better staff performance.
- How can adequate and inadequate interdepartmental posting of staff affect staff performance.
1.3 AIMS AND OBJECTIVES OF THE STUDY
It is a know fact that performance appraisal serves different organizational and individual needs such as:
- Performance
- Identification of management development work
- Promotion decision
- Valuation of selection procedures
- Compensation administration
But the objective of this study is to know how the performance valuation of an academic staff is being appraised i.e. how do they measure the performance of these categories of people lecturers instructor, librarian the technical / technologist. Does the evaluator communication the result to the academic staff?
What is the reaction of the academic staff to the appraisal system and its results?
Who evaluates, and what is his opinion about the appraisal system?
Why does performance evaluation take place at all?
What are the tools used for conducting performance evaluation of academic staff?
However performance evaluation is to provide an opportunity for the management, the superior and his subordinate to review the latter’s work in the light of objectives sert. The above question if answered will provides an opportunity for the individual academic staff to realize his own potential and what he need to look at if he is going to develop on his present job and perhaps be considered at a later date for promotion.
From the above, it is clear that the basic aim is to know how performance evaluation of academic staff is been accurately measured, their basis of promotion so that they can improve on their job, more so, the study intends to identify the limitations inherit in the appraisal system with a view to suggesting solutions or alternative system.
1.4 SIGNIFICANCE OF THE STUDY
The research work focuses on the assessment of performance evaluation of academic staff in Nigeria Tertiary Institution and it is very importance for the following reasons.
- If will help tertiary institution management to increase training any retraining of staff.
- It will help government to facilitate the promotion of information and communication technology development Nigeria Higher Institution.
- The research work will shed more light on methodology involve in enhancing higher standard among academic staff in Nigeria Higher Institution especially Kwara State Polytechnic which is the case study.
It is clearly to every project writing that this particular course is more important to you because among all course it is the part of basic perquisite written in partial fulfillment of the requirement for the award of National Diploma in Business Studies.
1.5 SCOPE AND LIMITATION OF THE STUDY
This study is designed to carry out research on how performance evaluation of academic staff in Nigeria Tertiary Institution is been measured and its effectiveness.
The scope of study for the write-up can cover Kwara State Polytechnic, Ilorin only. I cannot lay hand on all the tertiary institution in Nigeria, therefore, it will be convenient to limit the study to particular institution and it is assumed that the outcome of the research will serve as a good representation to other tertiary institution in Nigeria.
The researcher would have wanted to cover more higher institution of leaning, however, financial constraints limited time and insufficient data are some of the problem encountered in the course of the study which prevented the researcher from doing an excellent work.
1.6 HISTORICAL BACKGROUND OF THE CASE STUDY (KWARA STATE POLYTECHNIC ILORIN)
The Kwara State Polytechnic formally Kwara State College of Technology Ilorin was established by the Kwara State edict no 4 of 1972 signed by the then military governor, Col David L. Bamigboye subsequent edict no 21 of 1984 and 81 of 1987 which came into effect on 26th November 1987, redefined certain aspect of the original edict. But in essence, the polytechnic is to provide for studies, training research and development of techniques in arts, languages applied sciences, engineering, management and commercial education as well as in other spheres of learners.
The polytechnic was formally opened in January 1973 with the following student and staff strength.
Express only one idea with each factor, if two, thoughts are expressed, a person who is rated high on one hand, low on the other hand is difficult to appraise.
For example, punctuality and attendance often appear together. Does a low rating indicate the person is often late to work or often absent.
Used word the appraisal will understand be particularly careful to design the form for the supervisory group who will be working with it.
Have appraises evaluate what they observe not what is inferred.
This is particularly appropriate in evaluating such thing as knowledge without extensive testing, it can not be said how much knowledge a person has on a given subject.
1.7 DEFINITION OF TERMS
(i) Promotion: A promotional plan can have a wide range of objectives including: sales increases, new product acceptance creation of brand equity, positioning competitive retaliations, or creation of a corporate image fundamentally, however there are three basic objectives of promotion. These are:
(i) To present information to consumers as well as others.
(ii) To increase demand
(iii) To differentiate a product
(ii) Performance Evaluation: It is the process of obtaining, analysis, and recording information about the relative worth of an employee to the organization.
(iii) Employee: Is one who is fully involved in an enthusiastic about their work and thus will act in a way that furthers their organisation’s interests. According to scarleft surveys, employee engagement is a measurable degree of an employee’s positive or negative emotional attachment to their job colleagues and organization which profoundly influenless their willingness to learn and perform at work.
(iv) Academic Staff: Is a division within a university comprising one subject area or a number of related subject areas in usage such division are generally referred to as colleges (e.g. “college of art and sciences”) or school (e.g. school of business”) but may also mix terminology (e.g. Harvard university has a faculty of arts and sciences” but a law” school”).
(v) Tertiary Education: Also referred to as third stage third level, and post – secondary education is the education level following the completion of a school providing a secondary education such as a high school secondary school university – preparatory school, higher education is taken to include undergraduate a postgraduate education while vocational education and training beyond secondary education is known as further education in the United Kingdom or continuing education in the United States.
This material content is developed to serve as a GUIDE for students to conduct academic research
ASSESSMENT OF PERFORMANCE EVALUATION OF ACADEMIC STAFF IN NIGERIAN TERTIARY INSTITUTIONS (A CASE STUDY OF KWARA STATE POLYTECHNIC ILORIN)
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