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).
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