presentation of proposed policies arising from acu ... · presentation of proposed policies arising...
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Presentation of Proposed Policies Arising from ACU Sponsored Institutional Strengthening Programme
(ISP) Activities in EBSU: Mentoring Policy Gender Policy Researcher Development Framework (RDF) Policy
To
The Management of Ebonyi State University
Dr. Celestine A. Afiukwa Coordinator, EBSU Int’l Office for Partnerships & Cooperation
5th February, 2020
Background In October 2013, EBSU applied to participate in the
Climate Impact Research Capacity and Leadership
Enhancement in Sub-Saharan Africa (CIRCLE)
programme.
CIRCLE programme is an initiative of the Department
for International Development (DFID) of the UK to
develop the skills and strengthen research capacity
among early career African researchers to deal with
climate change and its local impacts on
development.
Out of the 120 institutions that applied, EBSU was
one of the 29 African universities selected, with 6
other Nigerian universities (IU, OAU, MOUAU,
UNIPORT, FUTA & LAUTECH).
It lasted for 5-years (2014 to 2018), and was later
extended by 2 years (2019 to 2020).
It is managed and implemented by the Association
of Commonwealth Universities (ACU) and the
African Academy of Sciences (AAS).
EBSU has been participating actively in the
programme as a home institution, including the
competitive extension period.
Main objectives of the CIRCLE programme
To strengthen the capacity of African researchers
to undertake research on climate change and its
local impacts on development.
To strengthen research capacity in Sub-Saharan
African research institutions to support early
career researchers and develop a coordinated and
strategic approach to climate change research.
To strengthen the capacity of the African
Academy of Sciences (AAS) to set and implement
research programmes based on credible
commissioning and peer-review processes.
100 CIRCLE Visiting fellowships (CVFs) were selected
(on competitive basis) and funded for one year
research each: 40 post-Masters and 60 post-Doctoral
CVFs (EBSU got 4 slots of the post-Doctoral).
2 senior academics were selected and trained to lead
the programme implementation as Champions in each
participating institution (in EBSU: Prof. Dr. Johnny O.
Ogunji & Prof. Happiness O. Oselebe).
Institutional Strengthening Programme (ISP) team
was set up to drive the programme in each
participating institution.
ACU provided ISP implementation & research uptake
funds on competitive basis to support the programme.
CIRCLE Implementation Strategies
ACU Funded CIRCLE/ISP Programmes in EBSU
National workshop on “Developing the Next
Generation of Researchers in Nigeria” (2016).
Stakeholders Forum & 1st
National Conference on
African Yam Bean (2017) – Dr. C. V. Nnamani.
Workshop on University Internationalization, Staff
Recruitment and Promotion Processes for Enhanced
University Growth: for Offices of the VC, DVCs,
Registrar, DAP and Dean SPGS (2017).
ICT and university visibility/ranking and promoting
research and collaboration through the ICT and PRO
units (2017).
Stakeholders/rice research uptake meeting (2018) – Dr.
C. A. Afiukwa.
Stakeholders/research uptake meeting on “airborne
pollen & spores: implication on public health in
Nigeria” (2019) – Dr. D. N. Ezikanyi.
Gender workshop (2019) – Prof. Happiness O. Oselebe.
Several RDF & mentoring workshops (2017 - 2020).
Effective teaching & communication and research
uptake workshop (2020).
Sensitization meeting with academic staff on
proposed mentoring, gender & RDF policies (2020).
Brief Introduction of the Proposed Policies
Mentoring policy (Prof. Oguji & Prof. Oselebe)
Mentoring is a relationship between a more
experienced member of staff who seeks to pass
his/her skills, expertise & knowledge (mentor) to a
less experienced one (mentee) with a view to
enhancing the mentee’s professional development.
It can be official (as an institutional policy) or
unofficial (on choice).
It is a core aspect of higher education institutions
(HEIs) where staff are expected to improve not only
on their own performances, but also those of others.
Benefits of Mentoring
Benefits to institutions:
Greater staff productivity
Greater collegiality (collaboration & team work) among staff
Reduced cost of staff training.
Benefits to mentor:
Opportunity to knowledge to the next generation (satisfaction)
Opportunity to learning from mentee new technologies,
new developments, and important features of next
generation.
Etc.
Benefits to mentee:
Enhanced career development
Enhanced opportunity to achieve professional potentials.
Enhanced recognition and promotion opportunities (income)
Enhanced exposure, protection & networking
Etc.
Recommendations of Deans, Directors & HODs
on Mentoring Policy
The policy should be institutionalized & implemented in
EBSU.
A newly employed academic staff should be attached to a
senior colleague for a period of at least 2 years before
he/she is allowed to coordinate courses and supervise
students’ research projects.
Mentors and mentees should understand and respect the
rules stipulated in the mentoring policy.
A mentoring office should be created to coordinate this.
The mentoring policy document should be made available
to all staff.
There should be compulsory regular mentoring training
for all staff & PG students.
Recommendations of Academic Staff on Mentoring Policy at
a Sensitization Meeting
Affirmed all the recommendations of the Deans, Directors
and HODs
Details are in the draft
Gender is a term used to describe social, cultural &
psychological features the identify an individual as male
or female – shapes the thinking, attitude & values of
individuals.
Gender discrimination seem inevitable in the society
and influences access, distribution and control of
resources, power and participation in any workplace
and the society in general.
The proposed policy seeks to provide a framework for
promotion of gender equality in the workplace and
presents gender equality as a development goal.
It seeks to create a framework to encourage gender
equality in all staff & students activities and ensure
equitable participation and representation of both
genders in decision making processes.
Gender Policy (Prof. Ogunji, Prof. Oselebe &
Dr. Echiegu)
Benefits of Mainstreaming Gender Equality
Creates an inclusive workplace.
Creates work environment with mutual respect, free
from discrimination, harassment, intimidation and
humiliation on the basis of sex.
Prevents sexual harassment and the resultant
punishments.
Enhances the participation of females in development
processes.
E.t.c.
Recommendations of Deans, Directors & HODs
on Gender Policy
It should be institutionalized and implemented in
EBSU
All staff and student should understand and respect
the rules stipulated in the gender policy.
A gender office should be created to coordinate
this.
The gender policy document should be made
available to all staff and students.
Regular sensitization of staff and students on
gender issues
Recommendations of Academic Staff on Gender Policy at a
Sensitization Meeting
Affirmed all the recommendations of the Deans, Directors
and HODs
Details are in the draft
Researcher Development Framework (RDF) Policy:
(Prof. Ogunji, Dr. Afiukwa, Dr. Nnamani & Dr. Ituma)
RDF an internationally recognized professional
development tool that helps researchers in career
development planning.
It articulates the knowledge, behavior and attributes
of successful researchers at all stages of their
career development.
It helps researchers to identify their strengths and
weaknesses and guides their plans to feel the gaps.
At institutional level, it is a valuable tool for
identifying staff training needs in line with the
strategic plan of the institution.
The RDF is structured into four easy-to-use domains
(A, B, D & D);
Domain A: Knowledge and intellectual abilities –
subject knowledge; cognitive abilities; & creativity (by
Dr. C. A. Afiukwa).
Domain B: Personal effectiveness – personal qualities;
self management; and professional & career
development (by Dr. C.V. Nnamani)
Domain C: Research governance & organization –
professional conduct; research management; and
finance, funding and resources (by Dr. C.V. Nnamani)
Domain D: Engagement, influence and impact –
working with others; communication & dissemination;
and engagement & impact (by Dr. C. Ituma)
Each of the domains has 3 sub-domains with specific
descriptors/qualities/behaviors.
Each descriptor has 5 levels of development
reflecting growing competences up to a level the
researcher can have capacity to influence policy and
make money from his/her researches.
Th
e R
DF
at a
g
la
nc
e (R
DF
p
la
nn
er)
Recommendations of Deans, Directors & HODs
on Gender Policy
RDF should be institutionalized in EBSU to enhance
professional development of academic staff.
Regular RDF training for PG supervisors.
RDF training for lecturers aspiring to supervise PG
studies.
Regular RDF training for early career Academics.
Regular RDF training for newly employed academic
staff and laboratory Technologists.
Compulsory regular training for all PG students.
PG school and ISP should work out the
implementation framework for the RDF trainings.
Affirmed the recommendations of the Deans,
Directors and HODs.
Inclusion of evidence of RDF training in appraisal
conditions was suggested
Recommendations of Academic Staff on RDF Policy at a
Sensitization Meeting
Recommendations of PhD Students on RDF during their
Training
RDF training is good for them.
Their supervisors be made to also undergo RDF training
Prayer:
The ISP is requesting the Management of Ebonyi State
University to carefully consider the values and
potential benefits of the proposed policies as well as
the recommendations of the EBSU Stakeholders
(Deans, Directors & HODs), academic staff and PhD
students and approve the proposed policies for the
benefit of Ebonyi State University.
Photos of Stakeholders’ Meeting (11th
Dec, 2019)
Photos of Effective Teaching & Communication, and
Research Uptake Workshop (16th
Jan, 2020)
Ph
oto
s o
f R
eso
urc
e p
erso
ns in
ac
tio
n
Photos of RDF Workshop for EC Academics (28th
Jan, 2019)
Photos of RDF Workshop for PhD Students (29th
Jan, 2019)
Photos of Sensitization Meeting with Academic Staff (30th
Jan, 2019)
Acknowledgement
DFID
CIRCLE Implementation Team (ACU & AAS)
The Vice Chancellor and other members of
EBSU Management.
DVC Admin & DVC Acad.
Director Database
Thank you