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Assessment Of Performance Evaluation Of Academic Staff In Nigerian Tertiary Institutions
[A CASE STUDY OF KWARA STATE POLYTECHNIC ILORIN]
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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.
1. If will help tertiary institution management to increase training any retraining of staff.
2. 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.
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