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

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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

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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