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INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS
Table 1: Table of minimum eligibility scores showing weights of the scoring areas.
JUNE 2011
VOL 3, NO 2
Source: University of Maiduguri criteria for appointment, appraisal and promotion of academic
staff, 2006.
The University of Maiduguri assesses the instruction quality and effectiveness of its academic
staff using the performance indicators listed above. Based on the academic staff attainment of
minimum eligibility scores as indicated in table 1 above an academic staff is eligible to be
promoted to the next level, deficiency in the minimum eligibility scores means there is no going
to be change in status of the academic staff.
A cursory look at the table will reveal that the assessment exercise has the following strength,
based on the cross- sectional examination of the above mentioned evaluative indicators.
Teaching Experience: To become a professor, reader, senior lecturer, lecturer I and lecturer II
you must based on your teaching experience have scored 10%, 10.6%, 10.9%, 9.6%, and 10.5%
respectively out total minimum eligibility serve for the above mentioned levels that you are
aspiring to; although the empirical basis for allocating these percentages is not established
however these percentages are not too much for teaching experience. This is because in the
review research findings like that of Rice, 2003, and Hanushek and Kani, 1998 identified teacher
experience having positive effect on teacher effectiveness, specifically the “learning by doing
effect” which is most obvious in the early years of teaching.
Research and Publications: Academic staff is employed to teach and carry out research in the
university. Looking at the percentage of the minimum eligibility score that has been allocated to
research and publication which ranges from 60% to 21% from professorship to lecturer II
indicates that the assessment exercise encourages research and publication outputs among the
lecturers.
Notwithstanding the above mentioned strength of the assessment exercise has its own
weaknesses in the sense that and more especially in the area under mention:
Teaching Quality: Since academic staff is employed to teach and conduct research, it is
expected that both should be allocated about the same score of minimum eligibility for
promotion. While research and publication is allocated between 60% to 20% of the total
minimum eligibility score from professorship to lecturer II, teaching quality is allocated 4%, 5%,
8%, 12%, and 21% of the total minimum eligibility serve for professorship, readership, senior
lecturer, lecturer I and lecturer II respectively. This shows that teaching quality and ability of
academic staff is not considered as important as their research and publication ability. Even these
scores that have been allocated to teaching quality are expected to be shared among the
following quality of teaching performance indicators as contained in p. 10 of 2006 criteria for
appointment, appraisal and promotion of academic staff.
• Number of courses taught, and extent of syllables coverage.
• Effectiveness of communication.
• Teaching methodology- Use of teaching aids like visual aids.
• Up to date content of teaching.
• Devotion to academic duties in the form of willingness to help students
• Promptness in setting examination questions and marking examination scripts.
• Assessment by external examination reports and sample answer script of students
and
• Student evaluation.
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