ANTI –CORRUPTION ACADEMY OF NIGERIA

ACADEMIC INTEGRITY PROGRAMME FOR TERTIARY INSTITUTIONS.

AUDITORIM,ICPC HEAD QUARTERSABUJA.

WORKSHOP ON ACADEMIC INTEGRITY FOR NIGERIA TERTIARY INSTITUTIONS.

INTEGRITY IN APPIONMENTS, PROMOTIONS AND STAFF DISCIPLINARY MATTERS.

BARR.PLACID .C. DIOKA.

INTRODUCTION

THE CONCEPT OF IVORY TOWER AND EGGHEAD Tertiary institutions world wide especially universities are referred to

ivory towers It is commonly a disparaging term that refers to elitist detachment

from and especially crisis of the every day world of common sense behalf

It is also said to refer to a state of sheltered and unworldly intellectual isolation

Notwithstanding the jealous disparaging definition the ivory tower stands tall as a tower not only of ivory but also integrity.

Eggheads is another term used to refer to intellectuals especially repressor or the protégé of a professor in the tertiary education system

It is an American English slang, an anti-intellectual epithet used to refer to intellectuals or people considered too much out of touch with ordinary people and too lacking in realism, common sense, virtuality etc.

Like its counterpart figures of speech ivory tower the disparaging definition from anti intellectual.

Movements that were eggheads, delicately full of integrity. The ivory tower had its moral precepts culturally as a direct

influence of the egg heads The town and gown concept or commonly service as it is called

is one of the major function of the academic/intellectual aside from teaching and research.

It serves as a tool to bring to the common man, the uncommon intellectual attitudes and high moral credential and integrity of the ivory tower through which societal change could be achieved.

However, today corruption and lack of integrity a appear to pervade the ivory tower.

The Town appears to have gone to the Gown and corrupted it instead of the other way round.

LEGAL AND INSTITUTIONAL FRAME WORK AS DRIVERS OF INTEGRITY

LAWS, RULES AND REGULATIONS Institutions the world over are products of government Laws

and regulations that set them up and determine how they operate

Tertiary institutions in Nigeria are no exception There are Federal Acts and State Edits for the various federal

and state institutions and approvals by appropriate authorities establishing private universities and colleges

The various Acts, Edits etc make provisions for subsidiary rules and regulations that have the force of law

The issue of integrity is not left at the level of moral precepts but are further strengthened by laws, rules, regulations and guidlines which institutions are enabled by law to formulate

INSTITUTIONAL FRAME WORK FOR INTEGRITY

Aside from the laws, rules and regulations the laws provide for clearly defined administrative structures with defined functions and authority at respective levels

Laws provide for principal officers of the institutions Chancellor, Pro- chancellor and Council Vice chancellor and Senate Congregation, Convocation Other Principal officers etc Laws further provides for institutional policies of

appointment and removal etc Similar provisions are made for polytechnics, colleges of

education etc for appointment of chancellors, chairman of boards, academics boards etc

Agencies for oversight functions are also established by government

National Universities Commission for universities National Commission for Polytechnics National Commission for Colleges of Education

ADEDUACY OF FRAME WORK FOR INTEGRITY The laws, rules and regulations and other regulatory structures

should provide adequate institutional capacity for integrity. WHAT WENT WRONG? The University System Study and Review (USSR) has shown that

corruption and lack of integrity has permeated the fabrics of some of our tertiary institutions

Our attention as inhabitants of the ivory tower is being politely drawn to other “integrity laws” which are indeed criminal laws against corruption.

Tertiary institutions are lucky that colleagues in the academia who have found their way into the anti-graft agencies like the ICPC are extending the olive branch through a workshop rather than summons.

We should thank the NUC and other stakeholders in tertiary education who took the initiative to give tertiary institutions a soft landing

by starting the Anti- Corruption Academy of Nigeria (ACAN) with an egghead from the ivory tower (a professor) as Provost

INTEGRITY IN STAFF APPOINTMENT

Staff appointments should involve recruitment and selection

The goal should be to attract and retain diverse and talented workforce who will contribute to the institutional goals and mission.

Hiring is not a simple task An efficient and effective recruitment and selection

process ensures hiring of qualified and diverse individuals who should reflect the positive image of the institution

Emphasis should focus on fulfilling the goals of the institution and what positive contribution the individual can make to the growth of the institution

APPOINTMENT OF VICE CHANCELLORS /PROVOSTS ETC

Selection of such officers should be seeking to appoint a good leader with ethnical and moral qualities including :

Self discipline Sound moral character Commitment to work Adherence to rules and regulations Discipline, and above all Integrity Candidates applying for these positions are known to reach out

to highly politically placed persons e.g Governors, Members of House of representatives, Senate and any other persons with strong political connection

In some cases they succeed in influencing the appointment and millions of Naira exchange hands.

The Councils and Boards are sometimes compromised and use their selection committees to skew the scorning in favour of the anointed candidate.

Even advertisements for such high positions have been couched in such a way as to favour the anointed candidate who may otherwise not have qualified to be shortlisted

A chief executive appointed in such circumstances is likely to be autocratic and acts with impunity

It was hoped that the autonomy sought and got by universities would give institutions free hand to appoint their chief executives

However, most council members are political appointees who see their appointments as political reward through which to seek their rewards

APPOINTMENT OF ACADEMIC STAFF

Institutions have laid down rules for appointment of staff which would include

Identifying vacancies and evaluating the need The positions description exist in the schemes of service of

the institution Developing a recruitment plan Advertisement of vacancies internally and /or externally Review applications and develop a long and short list Conduct interview

Select hire and finalize recruitment Institutions have clearly defined guidelines and procedures There are standing Appointments and Promotions committees at

department and faulty levels Departments initiate the request for hire of the staff they need or

based on call circular from establishment or personnel units. Application received from departments are processes and sent to

faculty Appointments and Promotions committees Recommendations from faculty Appointments and Promotions

committees are sent to the Councils or Boards

ARE THESE PROCEDURES FREE FROM CORRUPTION Ordinarily the procedure should ensures that appointments are not

lacking in integrity. But the politicization of the office of the chief executive has resulted

in circumstance to lack of integrity in this process. Temporary appointments become a tool to violet the laid down

process The process where abused is a violation of the federal character

principle enshrined in the constitution. Sometimes jobs are advertised but no interviews are held but hiring

takes place.

APPOINTMENT OF ADMINISTRATIVE AND TECHNICAL STAFF

Some Chief executives have shown gross lack of integrity in this area

Jobs have a general administrative and technical description that makes hire easy for chief executives

Any applicant fitting into the general description and qualification is given the job

When jobs are not advertized the entire selection process, could be excluded

The process violates the federal character principle enshrined in the constitution.

Other states and other sectional groups are naturally excluded

THE CHIEF EXECUTIVES ARE THE SENTINELS AT THE GATES OF THE IVORY TOWER. IF HE LET DOWN THE GUARD OR OPEN THE GATES THEN CORRUPTION AND LACK OF INTEGRITY FLOODS THE INSTITUTIONS.

INTEGRITY IN STAFF PROMOTION Staff performance appraisal is a systematic

evaluation of the employee with regard to his job performance.

It can inform a decision on the performance or contribution related pay increases through a rating system

It is a method of stock taking that provides opportunity to review individual performance quarterly, half yearly or annually.

ACADEMIC STAFF PROMOTION

As with academic staff recruitment, there is a structured and defined process for assessment, appraisal or promotion.

A call circular from the establishment/ personnel unit kick starts the process.

Apart from other parameters for assessment, teaching, conferences and community service, there is a strong bias towards research

Assessment of research publications, innovations is a very technical process carried out by a specialist in the area

It does not lend itself easily to lack of integrity unless the assessors academic background is not very sound or he is a product of a questionable recruitment process

PROCESS OF EVALUATION

Departments arrange for internal assessment of staff where

Departmental appraisal reports go to the faculty Appointments & Promotions committee

Faculty Appointments & Promotions committee reports go to the Council Appointments & Promotions committee which ratifies such recommendation

Assessment for recommendation for promotion to the rank of professor goes beyond the faculty and department

The process of academic staff appraisal and promotion are sufficiently sound to ensure integrity

PROMOTION OF SENIOR ADMINISTRATIVE & TECHNICAL STAFF

The structured staff performance appraisal is general and tailored to almost all jobs

The performance evaluation report is intended to provide full record of each officer’s work, conduct and capabilities and determine suitability for promotion

Factors for performance are structural and performance is rated out of 100

Factors include punctuality, regularity, quantity and quality of output etc

PROBLEMS OF RATING

Assessment is largely with hindsight and could therefore be subjective

Assessor may be carried away by one particular trait that influences other parameters while a recent unfavorable incident could becloud a staff’s earlier good performance

Some assessors could be strict while others are liberal. Coming from different departments to a central pool, equal treatment is difficult

There is tendency of many assessors to be liberal in order not to hurt their staff. This defeats the purpose of achievement and rewards.

Interpersonal relationships could also affect objectivity.

THE INTEGRITY PROCESS IN PROMOTIONS

Notwithstanding the problems of rating discussed the system is largely insulated from corruption

First, scoring is done by immediate supervisor. The appraisee is expected to see the scores and

comment on them The head of department is expected to make the

departmental recommendation after a departmental appraisal meeting

At the Departmental Appointments & Promotions committee any staff who knows the appraisee can make input on the scores

A representative of the personnel or establishment unit is always at the meeting to guide on regulations

INTEGRITY IN STAFF DISCIPLINARY MATTERS

Disciplinary process are enshrined in the laws establishing tertiary institutions in Nigeria.

The acts of the various universities for instance have a section on discipline of staff and students

Institutions also develop rules and regulations on discipline from the enabling laws to ensure orderly conduct in the institutions

INTSITUTIONAL STRUCTURES FOR ENFORCEMENT OF DISCIPLINE

THE VISITOR: Sets up visitation at least once every five years to assess the functioning of the institution. The governing council and administration are obliged to give effect to the directions of the visitor in the visitation panels report

THE COUNCIL OR GOVERNING BOARD: This is the ultimate authority in the enforcement of discipline and final appeal lies with it.

The statutes of universities clearly outlines the process of the disciplinary process

If it appears to council that any academics or administrative staff should be removed from office

A procedure for enquiry and for hearing is initiated Final action is taken only on the completion of process

THE VICE CHANCELLOR As chief executive, the statutes empower him to

suspend any staff who in his opinion has committed a misconduct prejudicial to the interest of the university.

But the suspension shall forthwith be reported to the council

REASONS FOR WHICH THE PROCESS OF DISCIPLINE MAY BE ACTIVATED

A staff could be removed from office for “good cause” Good cause is defined as ; Conviction for a criminal offence Any physical or mental incapacity Conduct scandalous or other disgraceful in nature Conduct that constitutes failure or inability to

discharge the functions of one’s office or to comply with the terms and conditions of one’s employment

CONDITIONS ATTACHING TO SUSPENSION

The staff is placed on half pay Council should before the expiration of three

months: make final determination on the case; i.e To continue the suspension and on what

conditions Terminate the appointment, and proportion of

emolument of appointee withheld, will not be paid

Take lesser disciplinary action If council decides to continue suspension or

further disciplinary action, it must come to a final decision before the expiration of three months from such decision

INSTITUTIONAL REGULATIONS ON DISCIPLINE Institutions have distilled regulations on discipline

from the enabling laws and incorporated these in their regulations guiding conditions of service. A staff could be disciplined for:

Conduct of scandalous and disgraceful nature such as dishonesty, fraud, falsification and suppression of records, abuse of office, foul language etc.

General inefficiency consisting of series of acts of omission or incompetence which cumulative effect shows he is not capable of discharging efficiently the duties of his office

Conduct prejudicial to discipline and good government e.g insubordination, unruly behavior , disobedience over lawful order, negligence of duty, absence from duty without authority etc

Conviction for criminal offence other than minor traffic or sanitary offence

Conduct constituting failure or inability to discharge the functions of one’s office or to comply with the terms and conditions of service

Disclosure of confidential information Engaging personally in trade or business without

authority etc

NATURE OF DISCIPLINARY ACTION

The following disciplinary actions could be imposed on erring staff among others:

Warning- Written or oral Denial of salary or increment Suspension from duty with conditions specified Denial of promotion for a period of time Denial of other benefits as may be deemed appropriate

e.g study leave etc Removal from office

DISCIPLINARY AUTHORITY

The Visitor The council The vice chancellor, Provost, Rector Deans- Warn erring heads of academic department

(Oral or written) Heads of Department- Warn erring staff and draw

attention of dean Heads of administrative units warn subordinate unit

heads Senior Admin and technical staff below CONTISS 12

could be warned by immediate supervisor In all cases except council, process could be escalated

upwards A written warning is preferably followed by an oral

warning, a query and in cases some investigation

INTEGRITY IN STAFF DISCIPLINARY PROCESS

The painstaking procedures in the laws, rules and regulations should ensure integrity and lack of discipline in the process

This is not always the case. The power to discipline which is always vested in the highest authority in a unit or institution could suffer abuse

The breech of rules and regulations on staff discipline emanates from the highest authority that has the powers of compulsion and enforcement

The power to suspend, vested in the vice chancellor has been known to be abused in some institutions where staff remained on suspension for upwards of two years

Such cases were not reported to council and council refused to act on the pretext that the matters were not officially before it

CONCLUSION

Integrity in appointments, promotions and staff discipline has been called to question in our tertiary institutions

Hitherto, such breaches or violations have been easily treated as internal matters of the institutions that need not concern the public

We have however been enlightened at these workshops that lack of integrity is actually an act of corruption punishable by law

Institutions have been lucky to get a soft landing from ANAN and ICPC through these workshops and should be thankful and guard their domains

THANK YOU