2.1 AUTHORITY
FOR APPOINTMENT OF JUNIOR STAFF EMPLOYEES
Appointments
of Junior Staff Employees to established posts shall be made by the
appointments and promotions committee (Junior Staff), a standing committee of
the Council made up as follows:
Registrar - Chairman
Provost
in Council - Member
College
Librarian - Member
Bursar
- Member
Director
of Works and Service- Member
Chief
Security Officer - Member
Chairman,
NASU - Member
Head
of Personnel - Secretary
2.2 QUORUM
The quorum of the committee shall be two third of the
current membership of whom one must be the council representative.
2.3 FUNCTIONS
OF THE COMMITTEE
i. To
advise and assist the Provost in their application of the regulations governing
the conditions of service of junior staff as obtains in other Colleges of
Education in the federation.
ii. To
advise council through the Provost on the regulations governing staff as
obtains in other Colleges of Education in the federation.
iii. To
deal with matters relating to appoint promotions, salaries and wages and
general conditions of service of junior staff of the College as obtains in
other colleges of education in the federation
2.4 EXCLUSION
FROM PARTICIPATION
In all the committees, no member
shall participate in the discussion of a case for appointment or promotion
where his spouse or biological relation is the candidate for deliberations.
2.5 STANDING
ORDERS
(1) If a
member of a committee fails to attend meetings on two consecutive occasions without a valid excuse, the secretary would write to the person drawing his
attention to the implications
of his behaviour. If thereafter the practice continues,
the matter should be reported to the Vice- Chancellor
for appropriate action.
(2)
The Secretary
should on his part, ensure that notices for meetings, together with relevant
papers for deliberations, are sent out at least one week before the day of the
meeting.
(3)
Excuses for
absence should be given in writing
(4)
All case from any
units whose members come late to any meeting would lose their turn on the
agenda to cases of those members who turn up on time.
2.6 SCHEME
OF SERVICE
(i) The
scheme of service for established employees including the designations,
grading, salary scales, qualifications, and experience required for appointment
to posts are set out to those regulation, as appropriate.
(ii) Changes
in schemes of service not involving changes in grade level of salary may be
approved by the A&PC (junior staff).
2.7 ELIGIBILITY
FOR APPOINTMENT
(i) To
be eligible for appointment into the services of the college a candidate must possess
the requisite qualifications and/or experience in the current schemes of
service for junior staff.
(ii) Candidates
for regular appointment must not be more than 50 years of age
(iii) An
employee whose appointment has been terminated on grounds of misconduct or
inefficiency may not be re-appointed except on special grounds proved to the
satisfaction of the Vice-Chancellor.
2.8 PROVISION
IN THE ESTIMATES
No staff post in the junior staff cadre shall be
advertised nor shall any appointments be made to any post in these cadres
except where there is a vacant post with an approved grade level and
designation and for which financial provision has been in the Estimates. The
Provost may however approve, on the application of Head of department/unit, and
on a recommendation by the registrar,
(i)
A variation in
the approved junior staff establishment in the estimates of the department/unit
concerned which will meet the cost of the appointment from saving on other
items under the vote: and
(ii)
An appointment be
made at a higher point in a salary than that provided in the Estimates of the
Department concerned I savings are available to cover the additional costs
such.
2.9 ADVERTISEMENT
OF VACANCIES
(i) Vacancies
in any department shall be filled internally by promotion, or by appointment or
conversion or externally by an advertisement and interview. No appointment
shall be made unless financial provision ahs been made for it, in the year’s
estimate.
(ii) All
established posts on contediss 1-5 shall normally be advertised
(iii) The
basic qualifications laid down in the scheme of service must be strictly
followed in short-listing both internal and external candidates.
(iv) Advertisement
shall require that all applications shall be addressed to the registrar. An applicant
in college service should be required to apply through his Head of
Department/unit who shall forward the application with a confidential report on
the candidate.
3.0 INTERVIEWING
AND ASSESSMENT PANELS
All regular appointments to junior staff position
shall be made through interview conducted by a panel in which the registrar and
the head of department/unit concerned are represented. Other members of staff
may be co-opted if and when it will facilitate the work of the panel. No
appointments shall be offered until the recommendations of the interviewing
panel are approved by the A & P committee.
3.1 APPOINTMENT OF ESTABLISHED EMPLOYEES
Every appointment into an established post shall be in
writing by the registrar and shall not be valid until it has been accepted in
writing.
3.2 CATEGORIES
OF APPOINTMENT
(a) An
appointment on contract shall cease automatically on the agreed date unless
re-appointment has been offered and accepted.
(b) An
appointment on contract may be terminated by due notice in writing given to or
by the university in accordance with these regulations or the individual’s
terms of contract.
(c) The
contract period shall normally include the period of earned leave.
(d) Retired
officers from any arm of the public service of the federation, or applicants
who are 50 years of age or over, may be considered for contract appointment in
the university. An employee’s contract may be renewable on two-yearly basis in
respect of persons who have not attained the retiring age of 60 years.
Thereafter, contract appointment is on yearly basis subject to good medical
report and by mutual consent.
(e) A
contact appointee shall receive a contract addition as outlined in section
11.15 of chapter 11.
(f) The
grade of an employee on contract shall not be changed (by promotion) within a
period of contract. This means that such employee shall not be appraised during
the period, except where a renewal is intended, in which case such an exercise
should be undertaken towards the end of the contract period and the result may
be used in determining on what grade the renewal may be made.
3.3 PROBATION
AND CONFIRMATION
(i) All
junior staff appointed to an established post shall be on probation for two
years after which they will become eligible for combination subject to a report
of satisfactory work and conduct by the head of department /unit of such staff.
(ii) Temporary
service of a person appointed to an established post shall count as part of the
period of probation, a confirmed employee who transfers from any other section
of Nigeria public service shall be deemed to have been confirmed for the
purpose of this regulation.
(iii) If
after two years, probationary service, an employee’s appointment cannot be
confirmed because his work and conduct have been unsatisfactory, his
probationary service may be extended by a further period of one year during
which he would not be entitled to any increment. It at the end of this
extension, his work and conduct are still unsatisfactory, his appointment shall
be terminated.
(iv) The
period of probation shall not exceed three years. Any staff not confirmed
before the end of the third can petition the provost
(v) when
appointment of a probationary staff is terminated under provision of paragraph
(ii) of this section, he/she shall receive one calendar month’s notice or one
month’s pay in lieu of notice.
3.4 DECLARATION OF AGE
Every
employee on first appointment shall produce birth certificate or a statutory
declaration of age. Not alteration to an employee’s age as declared on first
appointment shall subsequently be permitted.
3.5 MEDICAL EXAMINATION
All appointments for established employees are subject to a certificate
of good health signed by a medical officer of the college health services, or
by any other legally qualified medical practitioner acceptable to the director
of the college health services.
3.6 DISQUALIFICATION FOR APPOINTMENT
(1) No
person shall be eligible for appointment to any post in the college who
(a)
Has a record of
imprisonment for a criminal offence; or
(b)
Has been
dismissed or has his appointment terminated on grounds of misconduct or
inefficiency from any post in the college of public service; or
(c)
Has knowingly
made false statement in any way, particularly when applying for a post.
(2) Where an
employee is found to have deliberately concealed vital information from the
university, he shall be liable to summary dismissal.
3.7. DESIGNATION
The
designation of junior staff employees of the colleges shall be as shown in the
scheme of service for junior staff or as may from time to be determined by the
appointment and promotions committee (junior staff).
3.8 APPOINTMENTS
SECONDMENT AND TRANSFER
(i) Appointments
of staff of established posts shall be on a permanent basis or on secondment or
on transfer from such public services in Nigeria as the college may accept for
that purpose.
(ii) Appointment
on secondment may be made from approved service on term mutually agreed between
the college and the previous employer. However, only in exceptional cases may
secondment to the college be approved.
(iii) Unless
otherwise agreed, employees shall be paid from the date they assumed duties
with the college.
3.9 MARRIED COUPLE
Ordinarily,
husband and wife shall not be employed in the same department/unit except with
the approval of the provost. In cases where both husband and wife would
normally, each be entitled to housing allowance, each of them shall be given,
where one of the married couples is housed by the college the other shall be
given his/her housing allowance.
3.10 OUTSIDE COMMITMENTS AND DEVOTION TO
DUTY
(i) All
employees of the college are required to devote their full time to the service
of the college.
(ii) An employee shall not engage in any
other gainful employment, business, trade or other professional practice during
official hours without the approval of the provost.
3.11 ENGAGEMENT
IN NON-COLLEGE DUTIES
(i) An
employee on full-time appointment shall not engage in another full-time job or
full-study without the approval of the provost.
(ii) An
employee could be allowed to undertake paid part-time public appointment or
consultancy service provided the provost is satisfied that the appointment or
consultancy service will not adversely affect the work of the staff.
(iii) A
member of the junior staff may, through the appropriate channel and with the
consent of the provost accept appointment on temporary capacity in other
institution(s).