NIGER DELTA UNIVERSITY

Wilberforce Island, Bayelsa State, Nigeria

CONDITIONS
OF
SERVICE
FOR SENIOR STAFF
(NOVEMBER, 2020)

i
 NIGER DELTA UNIVERSITY
Wilberforce Island, Bayelsa State, Nigeria

Motto
Creativity, Excellence, Service

Vision
To be a centre of excellence defined by well articulated programme
that will produce creative and innovative minds

Mission
To strive to maintain an international reputation for high
quality scholarship, research and academic excellence for the
promotion of thesocio-cultural and economic well-being of mankind

NIGER DELTA UNIVERSITY ANTHEM

(THE BRIGHTEST STAR)

Like the brightest star we are, to lead the way In all that we do, let us bring to mind
To good education that is all our due, Our duty as staff and students of N.D.U
The dream of our fathers like the seed has grown; Ev’rywhere to promote peace towards mankind.
Niger Delta University if here to stay. Creativity, Excellence and Service

Let us build on this noble foundation CHORUS

And with love, let our dedication increase, Rejoice, great people old and new, rejoice
To raise and up-hold this noble vision For the good fruit through us is shown;
Ev’ry passing moment let our zeal never decrease. Be glad in our worthy contribution
To the growth of humanity (x2)

ii
 PREFACE

Reviews are sine qua non in employer-employee relations or

contracts in any workplace.. They are necessitated by
unavoidable changes such as: market forces, cost of educational
goods and services and the need to revisit employment and
promotion criteria.

The Rules and Regulations Governing Conditions of Service

of staff of the Niger Delta University was drawn up in 2004,
reviewed in 2009 and 2015. Many provisions in these former
conditions had been overtaken by events arising from
Government circulars, decisions of Governing Council and
Senate respectively as well as developments arising from the
Federal Government-University Unions Agreements. The
former Conditions of Service did not also provide clearly defined
career structures for some professions.

It was therefore expedient when the 4th Governing Council of the

Niger Delta University mandated the Vice-chancellor with the
University Management in collaboration with the leadership of
all recognised workers' unions in the university to revise The
Rules and Regulations Guiding the Conditions of Service of
staff and career structure of the various professions.

The reviewed Conditions of service was ratified by the 4th

Governing Council in February, 2021 taking into consideration
the conditions prevalent in other institutions and consequently
approved the Reviewed Rules and Regulations Guiding the
Conditions of Service of staff effective from November, 2020.
The reviewed Conditions of Service are flexible in application,
comprehensive in scope and contemporary in their provisions.

Niger Delta University

November 2020

iii
 CONTENTS

Chapter One Preliminaries 2

Chapter Two Appointments and Promotions 9
Chapter Three Disciplinary Matters 38
Chapter Four Salary Scales and Allowances 47
Chapter Five Welfare 52
Chapter Six Accommodation 67
Chapter Seven Pensions and Gratuity (subject to the
provision of the new pension reform act) 70

Guidelines for the Appointments and Promotions of

Academic Staff 76
The Career Structure and Guidelines Appointments and
Promotions of Senior Staff Registry Department
Administrative Cadre 101
Secretaries Cadre 102
Typists/Computer Operators Cadre 104
Catering Officers Cadre 104
House Keepers Cadre 106
Information and Communications Technology (ICT) Cadre 108
Legal Cadre 109
Medical Doctors Cadre 110
Medical Laboratory Scientists Cadre 111
Technologist Cadre 112
Laboratory Scientists Cadre 113
Medical Laboratory Technicians Cadre 113

iv
Medical Records Technicians Cadre 114
Pharmacy Cadre 115
Pharmacist Technicians Cadre 116
Nursing Cadre 116
X-ray Technologist (Radiographer) Cadre 118
X-ray Technicians Cadre 120
Clinical Instructor (Nursing) 121
Environmental Health Officer Cadre 122
Health Assistant Cadre 123
Accountants Cadre 123
Internal Auditors Cadre 125
Library Officers Cadre (Sub-professional Staff) 126
Bindery/Printing Staff Cadre 127
Publishing House 128
Meteorological Cadre 129
Cartographer Cadre 130
Security – Senior Cadre 132
Secondary School Cadre 133
Primary School Teaching Cadre 134
Works and Services Department Engineering Cadre 135
Architects Cadre 136
Land Surveyors 136
Quantity Surveyors 138
Estate Officers 140
Building Officers 141
Technical Officers 142

v
Stores Officer Cadre 142
Transport Officer Cadre 143
Drivers Cadre 144
Draughtsman 144
Instructor's Cadre 145
Coach Cadre (Sports Unit) 147
Arts Fellow Cadre 147
Centre for Niger Delta Studies 149

vi
 PART 1

GENERAL RULES
AND REGULATIONS

Pages 1 - 75

1
 CHAPTER ONE
PRELIMINARIES
1.1 TITLE
i. These Regulations made by the Governing Council of
the Niger Delta University shall be cited as the
Regulations Governing the Conditions of Service for
Senior Staff.
ii. These Regulations came into effect in November 2014
and supersedes all previous relations.
iii. All employees, whether single or married, have the
same conditions of service except where otherwise stated
or where, there would be a duplication of benefits
received by a member of staff and his or her spouse.

1.2 INTERPRETATION
i. In the event of any question or doubt arising out of or in
connection with these Regulations, the matter, except in
financial issues, shall be referred, in the first instance to
the Registrar for clarification, interpretation or decision,
and thence on appeal to the Vice-Chancellor. In respect of
financial matters, the question shall, in the first instance,
be referred to the Bursar, and thence on appeal to the Vice-
Chancellor whose decision shall be final, except as
prescribed in (ii) below for both cases.
ii. Where a staff member is of the view that the
interpretation of the Vice-Chancellor is prejudicial to
him/her, in so far as his/her terms and conditions of
service are concerned, he/she may appeal through the
Registrar to Council against the decision of the Vice-
Chancellor and the decision of the Council shall be final.

1.3 AMENDMENTS
These Regulations or any part thereof, may be amended
or modified by the Governing Council of the University

2
 either at its own discretion or in consideration of the
collective proposals of members of staff submitted to the
Council through the Secretary to Council at any point in
time.

1.4 DEFINITION OF TERMS

In these Regulations except otherwise stated, the
definition of the Terms are as indicated in the NDU law
2000 as amended in 2004:
I. The “University” means the Niger Delta University
established by the Niger Delta University Law 2000 as
amended.
ii. “Council” means the Governing Council of the
University.
iii. “Senate” means the Senate of the University.
iv. “Chancellor” means the Chancellor of the University.
v. “Pro-Chancellor” means the Pro-Chancellor and
Chairman of Council of the University.
vi. “Vice-Chancellor” means the Vice-Chancellor of the
University or any person appointed by the University
Authorities to act for him/her for the purpose of all or
part of these Regulations.
vii. “Deputy Vice-Chancellor” means a Deputy Vice-
Chancellor of the University.
viii. “Registrar” means the Registrar of the University or
any person appointed by the University Authorities to
act for him/her for the purpose of all or part of these
Regulations.
ix. “Bursar” means the Bursar of the University or any
person appointed by the University Authorities to act
for him/her for the purpose of all or part of these
Regulations.
x. “University Librarian” means the Librarian of the
University.

3
xi. “College” means an aggregate of Faculties in related
disciplines under a “Provost”.
xii. “Provost” means the Academic and Administrative
Head of a College.
xiii.“Faculty” means a body of related academic
disciplines established by Senate and Council.
xiv. “Dean” means the Academic and Administrative
Head of a Faculty except as otherwise stated e.g. Dean
of Student Affairs.
xv. The “Department” means any unit of the University,
Academic or Non-Teaching established by the
University Senate and Council.
xvi. “Head of Department” means a staff appointed or
designated as Head of Department by the Vice-
Chancellor.
xvii.“Institute” means an academic unit established
within the University for research and/or instruction
in specialized areas.
xviii. “Director” means the Academic and/or
Administrative Head of an Institute/Centre/Services.
xix. “Employee” means any member of staff of the
University.
xx. “Senior Staff” means all staff of the University on
CONUSSS 6-15 OR CONUASS 1-7 or as may be
determined from time to time.
xxi.“Established Employee” means an employee
appointed on pensionable or non-pensionable terms to
fill an established post in the Estimates of the
University.
xxii. “Temporary Employee” means an employee who is
appointed temporarily on the authority of the Vice-
Chancellor and on non-pensionable yearly term as
may be stated in his Letter of Appointment.

4
xxiii. “Academic Staff” means all persons holding
appointment as members of the teaching and/or
research staff of the University, and whose primary
duty is teaching and/or research and any such other
duties as Senate may from time to time determine.
xxiv. “Non-Teaching Staff” means persons holding
appointments other than those indicated in 1.4 (xxiii)
above.
xxv. “Board/Committee” means a deliberative body with
membership and terms of reference set up by the
University and approved either by Council, Senate,
Administration or on their behalf.
xxvi. “Division/Section” means any functional
component within any Administrative or Technical
Department in the University.
xxvii. “Child” means the off-spring of a member of staff, a
step child or a legally adopted child who is
unmarried, not in a gainful employment and wholly
dependent on the member of staff concerned and not
over the age of eighteen (18) years, or more than
twenty-five (25) years, if receiving full time
education in an educational institution.
xxviii. “Family” means staff member, spouse and four (4)
children aged less than eighteen (18) years, or if
receiving full time education in an educational
institution, less than twenty-five (25) years.
xxix. “Date of Appointment” means the date on which an
employee assumes duty with the University.
st
xxx. “Incremental Date” means the date (1 October) on
which an employee's salary is increased.
st
xxxi. “Leave Year” means the period between 1 January
st
and 31 December of the same year.
xxxii. “Promotion” means advancement of staff from one
scale to another other than the review or by direct

5
 st
appointment and shall be effective from 1 October
of the year.
xxxiii. “Re-grading” means the review or the adjustment
of salary grade or position of a member of staff.
xxxiv. “Session or Academic Year” means the period of
st
twelve (12) months, which normally begins on 1
th
October and ends on 30 September of the following
year.
xxxv. “Semester” means part of an academic year usually
lasting fifteen (15) to eighteen (18) weeks.
xxxvi. “Labour Code” means the Labour Code of the
Federal Republic of Nigeria and includes all the
labour legislations in force in Nigeria.
xxxvii. “Withdrawal of Service” means the termination of
an employee's service at his own option after serving
for five (5) years or more but less than ten (10) years.
xxxviii. “Voluntary Retirement” means the termination of
an employee's service at his/her own option after
serving for ten (10) years.
xxxix. “Resignation” means the termination of an
employee's services at his/her own option.
xl. “Termination” means the cessation of an employee's
service by the University Authority.
xli. “Retiring Age” means the retiring age of seventy
(70) years for Academic Staff of the Professorial
cadre and sixty-five (65) years for Academic Staff
and Non-Teaching Staff.
xlii. “Pre-Retirement Leave” means three (3) month
leave prior to the effective date of retirement.
xliii. “Misconduct” means a specific or general act of
wrong-doing which is prejudicial to the good name
and/or reputation of the University, and /or discipline
and proper administration of the business of the
University. without prejudice to the generality of this

6
 definition, misconduct includes corruption,
dishonesty, drunkenness, violent conduct at work,
false claims against the University, insubordination,
negligence, absence from duty without permission
or satisfactory reason, production and sale of hand-
outs or other unauthorized texts, sexual harassment,
falsification of records, plagiarism, failure to keep or
suppression of records, externalizing internal affairs,
taking the University to court, conviction for a
criminal offence other than boating or traffic offence,
negligence deemed by an Auditor and a Committee
to have occasioned the loss of funds to the
University, disobedience of an order to proceed on
leave or to accept a posting or of any other lawful
order issued by the University council, the Vice-
Chancellor, the Registrar, Provost, Deans/Directors
or Heads of Department/Unit or their
Representatives.

xliv. “Suspension” means the temporary cessation of the

service of a member of staff following an alleged
misconduct.
xlv. “Interdiction” means an order forbidding a member
of staff facing criminal charges from attendance at
his/her duty post until such charges have been
disposed of.
xlvi. “Dismissal” means the removal of an employee from
the service of the University as a result of
misconduct.
xlvii. (a) “Public Service” means any service or
employment recognized as such by the University
Council, including authorities and employment:

7
 a. Listed in Regulation 8 of the Pensions
Regulation to the Pensions Act, Cap. 147,
subject to the implications of the new
Pensions Act.
b. Already declared “Approved Services”
under the Pension Act 147, subject to the
provisions of the new Pensions Act.
(b) “Transfer Value” means the amount paid and
accepted in complete discharge of Pensions liability in
respect of a member of staff at the time of his/her transfer
to or from a public service, subject to the provision of the
new Pensions Act.
© “Final Salary” means the basic salary, including
allowances being paid to the member of staff for housing,
transport, meal subsidy, utility, entertainment, domestic
servants etc to entitled staff at the date of his/her
retirement.

8
 CHAPTER TWO
APPOINTMENTS AND PROMOTIONS

A. APPOINTMENTS
2.1 PROCEDURE FOR APPOINTMENTS
i. Vacancies
Vacancies in the establishment of any department
shall normally be filled either by promotion from
among serving staff of the University or by
appointment after due advertisement and interview.
Any departure from this norm shall be subject to the
approval of Council.
ii. Notification of Vacancies
All vacant posts which are to be filled by
advertisement shall be published in such a manner as
to ensure adequate publicity both within and outside
the University if need be.
iii. Date and Content of Advertisements
Advertisement of vacancies shall be done by the
Registrar, preferably during the period of
November/December so as to enable recruitment
and appointment to the vacancies to be completed by
the month of April the following year. The
advertisement shall specify all such conditions,
qualifications etc. as are requisite for the vacant
posts, and the manner of application.
iv. Processing of Applications
The Registrar shall forward a copy of every
application in response to an advertisement to the
Head of the Department concerned within two (2)
weeks; he shall also acknowledge same promptly to
each applicant short-listed after the closing date.

9
 v. Short-Listing
The short-listing of all applications shall be done by
the Head of the Department after appropriate
consultation with members of his/her staff and the
Dean and then be routed through the Dean to the
Registrar, provided that, in the case of Professorial
Posts in a teaching unit of the University which has
no professor, the Dean shall do the short-listing; but
where the Dean is himself/herself not a professor, the
short-listing shall be done by the Provost in respect
of the College and in other cases by the Vice-
Chancellor. The Vice-Chancellor shall approve the
short-list of candidates for the post of Reader or
Professor as well as short-list for Administrative,
Technical and Professional posts of equivalent salary
grades before candidates are invited for an
interview.

vi. Appointments
a) Appointments are made by the Council on the
recommendation of the Appointments and
Promotions Committees (Academic and Non-
Teaching)
b) Letters of Appointment are issued by the
Registrar and Secretary to Council or an
authorized member of the University
Administration acting on his/her behalf to whom a
letter of acceptance shall be sent within one
month.

2.2 Date of Commencement of Appointment

An appointment commences from the date an employee
assumes duty.

10
2.3 Declaration of Age
Every member of staff of the University is obliged to
disclose his/her true age by means of a birth certificate or
other acceptable means on first appointment. No
alternation is permitted.

2.4 Medical Examination

Appointment to an established post is subject to the
submission by the new appointee of a Certificate of
Fitness duly signed by the Director of Health Services of
the University or a fully registered Medical Practitioner
in a Government or University Teaching Hospital,
subject to the approval of the Director of Health Services.

2.5 Tenure Appointment

a) Tenure appointment shall, for the purposes of these
Regulations, be defined in the following terms:
i. Members of staff shall be on probation for two
years upon employment. If confirmed at the end
of this period, the appointment shall become a
Tenure Appointment until the age of seventy (70)
years for Professorial cadres and sixty-five (65)
years (for other academic cadres and Non-
Teaching Staff) at which age the staff member
shall normally retire.
ii. The appointment of a new employee shall after
two (2) years of satisfactory services be
confirmed.
b) If a member of staff is absent on study fellowship/study
leave for part or all of the probation period of two (2)
years, he/she shall not be eligible for consideration of
confirmation to a tenure appointment until the study
fellowship/study leave has been successfully

11
 completed and a period of not less than one year has
been spent on the post at the University.
c) Confirmation of tenure status shall be determined by
the relevant Appointments and Promotions
Committee and reported to Council.
d) A staff member who is to retire at the age of Seventy
(70) years for professorial cadre and a Sixty-Five
(65) for other Academics, Administrative and
Technical Staff at the end of a Tenure or Contract
Appointment may, at the discretion of Council, be
re-engaged.
e) Pre-Retirement Leave for Staff
Pre-Retirement Leave for staff shall be mandatory
and shall be three (3) months prior to the effective
date of retirement.
f) Notwithstanding the provisions of this section,
Council may, at its discretion, appoint directly to a
Tenure Post if it is considered desirable to do so.
Such cases may normally be considered where the
applicant already held a tenure appointment at the
professorial or its equivalent level in another
Institution of higher learning. An employee whose
application for transfer of service has been accepted
may be deemed to have been confirmed in his/her
previous place of work.

2.6 Election of Provosts and Deans

a) Election of Provost
The Provost shall hold office for two (2) years and
may be re-elected for a second term of two (2) years.
A Professor who has served two (2) consecutive
terms of two (2) years each shall not be eligible for
re-election until a period of two (2) years after

12
 his/her last term has lapsed.
b) Elections of Deans
Deans are elected by the Faculty from among the
Professors in the Faculty. The Dean shall hold office
for two (2) years and may be re-elected for a second
term of two (2) years. A Professor who has served
two (2) consecutive terms of two (2) years each shall
not be eligible for re-election until a period of two
(2) years after his/her last term has lapsed.

c) Procedure for Election

A month before the expiration of his/her tenure, the
incumbent Provost/Dean shall inform the Registrar
who shall in turn fix a date for the election of a new
Provost/Dean. Such an election shall be at a regular
or an emergency meeting of the College Board or
Faculty Board respectively. The outcome of the
election shall be reported to the Senate through the
Vice-Chancellor.Where no professor obtained form
for the election until the close of the date, the Vice-
Chancellor shall appoint an academic staff from the
rank of a Senior Lecturer and above to be an Acting
Provost/Dean.

2.7 Appointment of Heads of Department

a) Where the position of the Head of a Department
becomes vacant, the Vice-Chancellor shall, after
due consultation with the Dean of the Faculty,
appoint a Head of Department not below the rank of
a Senior Lecturer.

2.8 Temporary Appointments

a) The Vice-Chancellor shall have power to make
temporary appointments, if considered necessary

13
 for periods up to one (1) year and report to Council
thereafter but all such temporary appointments shall
be formalized before the end of the year if
necessary. The terms and conditions of such
temporary appointments shall be specified in the
letter of appointment.
b) A period of Temporary Appointment in an
established post shall count as part of the period of
probation for purposes of confirmation or
appointment, if immediately followed by a tenure
appointment.
c) Staff on Temporary Appointment shall not be
eligible for promotion re-grading/sponsorship
without regularization of the appointment.

2.9 Adjunct Appointment

a) A person with requisite qualification, whose services
are required may be appointed on adjunct for a
definite period during which he/she may be required
to render academic or other assistance in an area
deemed necessary as stipulated in the Letter of
Appointment. This appointment does not carry the
full weight of responsibility as permanent or tenure
appointment.
b) The appointee will be required to render service as
when required by the Department or Faculty.
c) The appointee shall normally be paid an emolument
as approved by Council. The terms and conditions of
such adjunct appointments shall be specified in the
letter of appointment.

2.10 Part-Time Appointments

For Part-Time Appointments, the following procedure
and conditions shall apply:

14
i. The Head of Department shall, after consultation with
the Department Board, recommend a candidate or
candidates through the Dean to the Vice-Chancellor.
Each case shall be supported by an up-to-date
Curriculum Vitae of the candidate.
ii. The Dean shall satisfy himself/herself that the
candidate is prima facie qualified to participate in
teaching or allied programmes of the Faculty.
iii. The decision of the Dean, together with the
Curriculum Vitae of the candidate and the
recommendation of the Head of Department, shall be
forwarded to the Vice-Chancellor with the request
that an appointment be made.
i v. F o r N o n - Te a c h i n g p o s i t i o n s , P a r t - Ti m e
Appointments shall be through the Head of
Department concerned who shall thereafter make a
recommendation to the Vice-Chancellor for
approval. Such approvals shall be reported to the
next meeting of Appointments and Promotions
Committee (Administrative and Technical Staff) for
ratification, or otherwise.
v. Persons holding Part-Time Appointments are not
regarded as staff of the University within the terms of
these Regulations. The terms and conditions of such
appointments shall be specified in the Letter of
Appointment.
vi. The rates of emoluments for Part-Time Appointment
shall be determined by the University from time to
time.
vii. The hourly duties for which these emoluments shall
be paid shall include instructional duties and grading
of examination papers. The Head of Department
shall certify the claim submitted by Part-Time

15
 Officers which shall be endorsed by the Deans of
Faculty/Directors of the Institute concerned before
being processed for payment.

2.11 Contract Appointment

a) A contract appointment is an appointment for a
definite period indicated in formal documents of
agreement.
b) A contract appointment will end, unless earlier
terminated by either party, on the day before the
anniversary of the date of its commencement, but by
mutual agreement the period may be extended or
reduced.
c) It is advisable, in cases where renewal of contract is
desired, that staff should seek renewal at least four (4)
months before the expiry year through his/her Head
of Department and Registrar for submission to the
relevant University Appointments and Promotions
Committee.
d) An Academic Staff who does not propose to renew
his/her contract may also seek for an adjustment of
the contract period so that it will end on a mutually
acceptable date. In particular circumstances, this may
also apply to Non-Teaching Staff. Request for
adjustments of up to three (3) months may be made
through the Registrar for the Vice-Chancellor's
approval while adjustments exceeding three (3)
months require the approval of the appropriate
Appointments and Promotions Committee.
e) Contract appointment are normally for one (1) year
duration and may be renewed annually. The terms of a
contract appointment remain valid for the period of
the contract except as may otherwise be changed in

16
 accordance with relevant section of these
Regulations.
f) However, at the time of renewing a contract,
consideration may be given to reviewing the level of
appointment.
g) Staff on contract appointments are not eligible for
gratuity payment

2.12 Appointment of Visiting Scholars/Professors

Short-term appointments as Visiting Scholar shall be
made by the Vice-Chancellor for a period up to one (1)
year, and by the Appointments and Promotions
Committee (Academic) for a period of up to two (2)
years. The terms of such appointments are as follows:

a) Visiting Appointments of Less than One Semester

For visiting appointments of less than one semester,
visiting scholars shall be provided with:
(I) Free lodging;
(ii) Passage for self only (where applicable);
(iii)Salary at a rate to be determined by the
University from time to time.

2.13 Secondment
(a) This provision applies when any of the Public Services
of the Federal formally requests the University to
release an individual to it for a stipulated period,
normally for not more than two (2) years.
(b) During the period of secondment, the body to which
the staff member is seconded will be responsible for
the payment of the staff member's salary and
allowances, as may be mutually agreed and also for
the payment to the University of a standard
percentage where applicable of the person's salary

17
 with the University throughout the period of
secondment, as a contribution to his/her retirement
benefits. He/she will also continue to service all
his/her obligations with the University, such as
monthly repayments of all loans from the University
through his/her new employer, who will undertake at
the outset to collect the same on behalf of the
University and remit same to the University.
(c) Staff on Secondment may be granted notional
increment and promotion based on the Niger Delta
University criteria for promotion, using inputs from
the duty post of the staff during the secondment.
(d) Secondment shall always be subject to approval by
the appropriate Appointments and Promotions
Committee and ratification by the Council.

2.14 Service Years for Appointment of Internal Teaching

Staff
(a) If need be, the Vice-Chancellor can propose to
Council to request for approval for internal advert to
fill vacant positions in the academic cadre.
(b) Service years for appointment of internal teaching
staff who go through appointment interviews need
not be broken into old and new service periods and
the service periods shall be deemed as continuous.
The consideration of the number of years left for
service before retirement shall not play any role since
the service period is not broken.

2.15 Transfer of Service

a) Transfer of Service between the University and other
organizations in the Nigerian Public Service shall be
permitted on the mutual agreement of the former

18
 employer and the new employer. When a member of
staff wishes to go to another public service on
transfer, he/she shall first apply through his/her Head
of Department to the Registrar. If the University is
willing to release the staff member on transfer, the
Registrar will write to the prospective employer
asking if he/she is willing to take the staff member on
transfer. If this is agreed, the staff member shall be
informed, and a record of his/her service will be
forwarded to the new employer.
b) Request for transfer of service initiated after a staff
member has left the service of the University may not
be entertained.
c) The transfer of a person joining the University service
from another organization in the Public Service of
Nigeria shall similarly be subject to mutual
agreement of the two organizations.

2.16 Disqualification for Appointment

(a) No person shall be eligible for appointment to a post
in the University who has:
i. Been found guilty of a criminal offence;
ii. Been dismissed or had his/her appointment
terminated on grounds of misconduct or
inefficiency from any post in the University or
other public service; or;
iii. Been known to have made false statements in any
way, particularly when applying for a post.
(b) Where an employee is found to have deliberately
concealed such information from the University,
he/she shall be liable to summary dismissal.

19
 (c) An employee whose appointment in the University
has been terminated on grounds of misconduct shall
not be re-appointed to the service of the University.

2.17 Appointments outside the University

(a) Unless otherwise stated in the instrument of
appointment, all appointments are full-time and no
member of staff shall engage in full time employment
or work with or for any person(s) and /or
organization(s) other than the University without the
written approval of the Vice-Chancellor.
(b) A member of staff who violates the above provisions
shall be liable to termination of his/her appointment.
(c) A charge may be made for the services rendered
and/or for the use of University equipment or
materials for work undertaken for an outside body.

2.18 Confirmation of Appointments

(a) Confirmation of appointment of an Academic Staff to
retiring age after the initial two-year probation period
shall be made by the Appointments and Promotions
Committee on the recommendation of the Dean or
Director, acting on the advice of the Head of
Department.
(b) The Appointments and Promotions Committee
making the decision on the Confirmation of the
Appointment of Senior Lecturer and above, must be
satisfied that the member of staff concerned has made
an effective contribution to teaching, research and to
the administration of his/her Department/Unit since
his/her first appointment and that the period of
probation has been satisfactorily completed. In the
case of Lecturers I and II, evidence of teaching ability,

20
 experience and contribution to the administration in
the Department/Unit shall be acceptable.
(c) Subject to the recommendation of the appropriate
Dean or Head of Non-Teaching Department,
confirmation of an Administrative, Professional or
Technical appointment to retiring age, after the initial
period of two (2) years shall be based on job
knowledge and satisfactory performance of the duties
of the office.
(d) If a member of staff is on a training leave for part or all
of the probationary period of his/her appointment,
such a period shall not normally be counted for
purpose of confirmation.
(e) Where the appropriate Committee is of the opinion
that the period of probation of any appointee has not
been satisfactorily completed, it shall recommend to
the Council that either the appointment be terminated
or that a further period of probation be imposed.

2.19 Appointments and Promotions Committees

There shall be two (2) standing Committees charged with
the responsibility for Appointments and Promotions of
Academic Staff and Non-Teaching Senior Staff.

These are:
(a) Appointments and Promotions Committee
(Academic Staff)
(b) Appointments and promotions Committee
(Administrative, Professional and Technical
staff (Administrative and Technical)

21
2.20 Appointments and Promotions Committee for
Academic Staff
(a) Membership
The Appointments and Promotions Committee
(Academic Staff) shall consist of:
i. The Vice-Chancellor as Chairman
ii. Two (2) External members of Council
iii. The Deputy Vice-Chancellors
iv. The Registrar
v. The University Librarian
vi. Two (2) elected members of Senate
vii. Provost
viii. Deans of Faculty
ix. Two (2) Congregation Representatives
x. The Establishments Officer to serve as
Secretary.
(b) Terms of Reference
The Terms of Reference of the Committee shall be to:
i. Determine and inform Senate and Council on
general criteria for academic staff to be
considered for appointments and promotions or
additional increments;
ii. Appoint academic staff to established posts and
to promote staff for outstanding achievements
and meritorious services;
iii. Co-opt Professors or other Officers of that grade
as may be necessary to serve as assessors of the
contributions of Academic Staff that are prima
facie qualified to be considered for promotion or
appointment as Readers and Professors;
iv. Through the Vice-Chancellor, report
appointments, promotions, confirmations or
extension of appointments made by the

22
 Committee to the next regular meeting of
Council and also such other matters as may be
deemed necessary to Council for necessary
action;
v. Consider the points in the appropriate salary
grade level at which members of academic staff
shall be placed on first appointments or on
promotion in accordance with the regulations
made from time to time by Council;
vi. Consider the confirmation or extension of
appointments of members of the academic staff
on the expiry of their initial period of
appointments and to recommend to Council
whether or not the appointment be confirmed to
retiring age or extended for specific periods; and
vii. Advise Council on any other matters relating to
the Committees Terms of Reference.
(c) Quorum
The quorum of the Committee shall be one-third, one
(1) of whom must be an External Member of Council.
(i) The Vice-Chancellor, or in his/her absence,
the Deputy Vice-Chancellor (Academic) shall
be Chairman of the Committee. In the absence
of both the Vice-Chancellor and the Deputy
Vice-Chancellors, the Committee shall elect
one of its members present as Chairman for
the occasion. The Registrar shall designate
the Officer in-charge of the Establishment
Division to serve as Secretary.
(ii) The Head of Department concerned or the
person deputizing for him/her when business
relating to his/her Department is being
considered.

23
2.21 Appointments and Promotions Committee for
Administrative, Professional and Technical Staff
(a) Membership
i. The Vice-Chancellor as Chairman
ii. Two (2) External Members of Council
iii. The Deputy Vice-Chancellors
iv. The Registrar
v. Bursar
vi. The University Librarian
vii. The Director of Works/Services
viii. The Director of Health Services
ix. The Director of Information & Communications
Technology Centre (ICT)
x. Two (2) Congregation Representatives
xi. The Establishments Officer as Secretary

(b) Terms of Reference

The Terms of Reference of the Committee are as follows:

i. Consider all Appointments and Promotions within the

Administrative and Professional Cadre, except to the
posts of Registrar, Bursar, Director of Works and
Services, Director of Health Services and Chief
Security Officer provided always that the Vice-
Chancellor shall have power to make temporary
appointments (where vacancy exists) to such posts for
a period not exceeding one (1) year;
ii. Consider the points in the appropriate salary grade
level at which members of Non-Teaching Staff shall be
placed on first appointment or on promotion in
accordance with the Regulations made from time to
time by Council;

24
 iii. Consider the confirmation or extension of
appointments of members of the Non-Teaching Staff
on the expiry of their initial periods of appointments
and to recommend to Council whether or not the
appointments be confirmed to retiring age or
extended for specific periods;
iv. The Committee shall, through the Vice-Chancellor
report appointments, promotions, confirmation or
extension of appointments made by the Committee to
the next meeting of Council and also such other
matters as may be deemed necessary to Council for
necessary action.
v. To appoint Non-Teaching staff to established posts
and to promote deserving staff for outstanding
achievements and meritorious services;
vi. Grant Study Leave/Leave of Absence to Non-
Teaching Staff in accordance with Regulations made
from time to time by Council; and
vii. Advise Council on any other matters relating to the
Committee's Terms of Reference.
(c) Quorum
The quorum of the Committee shall be one-third of the
members and one of whom shall be an external member
of Council.
(i) The Vice-Chancellor, or in his/her absence, the
Deputy Vice-Chancellor (Admin) shall be Chairman
of the Committee. In the absence of both the Vice-
Chancellor and the Deputy Vice-Chancellors, the
Committee shall elect one of its members present as
Chairman for the occasion. The Registrar shall
designate the Officer in-charge of the Establishments
Division to serve as Secretary.

25
 (ii) The Head of Department concerned or the person
deputed by him/her when business relating to his/her
department is being considered.

B. PROMOTIONS
Appraisal and Promotion of Academic Staff
(a) Time for Appraisals
About March each year, Head of Department will
initiate action so that Academic Staff can be appraised
and recommendations on promotions can be
submitted to the Academic Staff Appointments and
Promotions Committee in May. The approved
promotions will take effect from the next 1st October.

(b) Staff to be Appraised

The cadres of staff coming under these provisions are:
i.Academic (i.e. Teaching, Research, and
Professional Library Staff).
ii. Appraisals should be made from the records of all
staff in these cadres who shall have completed one
(1) year service from October of the Appraisal
year.
iii. Contract Staff shall be covered in the annual
appraisals.
They are eligible for promotion during a contract period
provided such a staff is within the University's
employable age.

(c) Stagnated Staff

i. Affected staff shall be advised to acquire relevant
additional qualifications to enable them to
progress in their careers.
ii. Council in its Wisdom may disengage or convert

26
 such a staff from the services of the University
after a warning letter is served to the affected
staff.

2.23 Basis for Promotion

(a) Qualifying Period to be Considered
Promotion shall normally be considered after staff
must have spent at least three (3) years since first
appointment or last promotion on a particular
position in the University by the next 1st of October,
subject to any modification in the annual call circular,
which will state the cut-off date. This is, however, the
minimum period for staff whose performance is
above average.
(b) Promotions and Vacancies
Promotions are normally subject to vacancies at the
higher levels. When preparing their estimates
proposals for the coming year, Heads of Department
are expected to allow for all possible promotions.
However, if the estimates proposals have not covered
a post to which promotion on other grounds may be
recommended, the Head of Department concerned
may make a supplementary recommendation to the
Departmental Committee for an adjustment of grade
level within the total number of posts already
provisionally agreed for the cadre concerned. It must
be noted that:
i. If the provision in the estimates is not finally
approved, it may not be possible to make the
promotion where it is subject to vacancy;
ii. The approval of any post does not guarantee
promotion to that post;
iii. At the higher level of any cadre, the number of

27
 posts established must be based on the duty
positions in the Department concerned and
the need to maintain a balance between grade
levels. Where necessary, promotion may have
to be by selection among those staff eligible
for consideration.

© Graduate Assistant and Staff on Study Fellowship

Re-grading from Graduate Assistant to Assistant
Lecturer may be considered, as a separate exercise
when the staff member has returned from Study
Fellowship to resume duty and has produced
satisfactory evidence of having completed the
requirements for a Master's degree or a Doctorate
Degree. The re-grading will become effective only on
the confirmation of the award of the degree, but will
then take effect from the date the staff member
resumed duty provided the concerned Lecturer
supports his/her upgrading recommendation with the
required number of publications for the respective
position.

2.24 Appraisal Procedure

Deans of Faculty in conjunction with Heads of
Department, Directors of Institute and the University
Librarian are requested to take steps as set out below to
make assessments and present their recommendations for
consideration in the first instance by the appropriate
Appraisals Panel constituted as follows:

I. Faculty/Department Appraisal Committee

a) Faculty Appraisal Committee
i. The Dean (Chairman)
ii. All Heads of Departments of the Faculty

28
 iii. All Professors of the Faculty
iv. Two (2) members elected by the Faculty
Board not below the rank of Senior Lecturer
v. One (1) Principal Chief Laboratory
Technologist
b) Department Appraisal Committee
i. Head of Department (Chairman)
ii. Senior Lecturers and above
iii. In Attendance
a) Establishments Officer
b) Secretary Faculty Officer

II. Composition of College Appraisal Board

(Academic)
(a) The College Appraisal Board shall have the
following membership:
i. Provost of the College - Chairman
ii. Deputy Provost - Member
iii. All Deans - Member
iv. All Professors - Member
v. Heads of Department in the College - Member
vi. Representative of the NDU Establishments
Unit - Member
vii. College Secretary - Secretary

(b) College Appraisal Procedure

1.Departmental Appraisal is first conducted and
Reports submitted to Faculty's Appraisal
Committee.
2.Faculty Appraisal Committee (with
Establishments Unit's representative attending)
meets to consider the Departmental
submissions. The Faculty's Report shall,

29
 thereafter, be submitted to the College's Central
Appraisal Board for detailed consideration.
Thereafter, the College Board makes
recommendations to NDU's Central A&PC for
consideration and approval.

III. Institute Appraisal Committee

i. The Director of the Institute (Chairman)
ii. All Professors of the Institute
iii. Two (2) members of the Institute, not below
the rank of Senior Lecturer/Senior Research
Fellows.
iv. Two (2) members not below the rank of
Professor and from a related Institute or
Faculty, appointed by the Vice-Chancellor.
v. In Attendance
a) Establishments Officer
b) Secretary Institute Officer

IV. A member should withdraw when promotions to

ranks above his own are to be considered.

V. Quorum
The Quorum for each Appraisal Committee
meeting shall be 50% of the membership.
In case, a Faculty/Institute is not able to constitute
an adequate panel to appraise staff at higher
levels, a special panel shall be constituted by the
Vice-Chancellor on behalf of the Academic Staff
Appointments and Promotions Committee. The
Establishments Officer shall be in attendance.

30
 VI. Establishments Officer
The dates for the Appraisal Committee meetings
should be fixed in consultation with the
Establishments Officer to enable him/her attend
all such meetings. The reports of the Appraisals
Committee shall be sent to the Registrar.

VII. Appraisal Forms

The format of the current Curriculum Vitae to be
submitted by each member of the Academic Staff
and the Annual Appraisal forms to be used will be
circulated with the Annual Call circular.

2.25 Further Action by the Registrar, Dean, Director and

University Librarian
Notification of Decision
i. When Appointments and Promotions Committee
(Academic) has considered the cases, the
Registrar will communicate to members of staff
after approval by Council.
For Professors/Readers, the Appointments/
Promotions shall be based on two (2) positive
reports from external assessors without adverse
comment from the assessors. Such reports shall
be read fully at the meeting of A&PC by the
Chairman. The staff so affected shall be so
informed after the meeting of A&PC and
Council's ratification.
ii. Decisions upholding an Appraisal Panel's
recommendation not to promote a staff member
who is eligible for consideration, or not to accept
a recommendation for promotion, will be
communicated to the Dean/Director or Librarian.

31
 The latter shall then inform the staff member who
has not been recommended for promotion in
writing concerning the decision. The
Dean/Director or Librarian must inform a staff
member of any adverse assessments made on
him/her, if this has not been done earlier.
iii. If, in the opinion of the Academic staff
Appointments and Promotions Committee the
results of the assessment on a staff are so adverse
as to necessitate a disciplinary action, the
Appointment and Promotions Committee shall
recommend that appropriate disciplinary action
be taken.

2.26 Appraisals and Promotions of Administrative,

Professional and Technical Staff
(a) Time for Appraisals
The process for appraisal of staff should commence
in March each year by the Heads of
Department/Unit so that the A&PC can, by May,
consider all recommendations for the annual
promotions against the October of the Appraisal
year. The Appraisal exercise shall not, however, be
limited to considering promotions, but shall include
determining whether some staff should be
commended, warned or considered for further
training.

(b) Staff to be Appraised

All Administrative, Professional and Technical
Staff on permanent appointment are to be appraised
annually, using the guideline, and the format that are
developed and approved. The criteria are also to be
used in the appraisal and promotions of the

32
 Executive Cadre within the Administrative and
Bursary Departments. Staff in the Executive Cadre
with the service Departments, Faculties and
Institutes are also to be appraised in accordance with
the Guidelines and the appraisal format.

2.27 Residency Requirement

All Administrative, Professional and Technical Staff,
including the Executive Cadre afore-mentioned are to be
appraised annually, but the minimum period required for
consideration of normal promotion is three (3) years.

2.28 Appraisal Committee

Each Faculty, Institute and Service Departments shall set
up an appraisal panel for the purposes of appraising all its
Administrative, Professional, Technical and Executive
staff. The size of the panel shall vary depending on the
Faculty, Institute or Service Department. The Secretary
to the panel shall be the Faculty/Institute Officer. In the
Registry, Bursary, Health Services, Library and Works
and Services Department, the Secretary shall be
appointed by the respective Heads of Department. Two
(2) members from other Departments not below
CONUSSS 13 shall be members of the Appraisal
Committee. The Establishments Officer should always
be in attendance at all Appraisal Committee meetings.
The Faculty, Institute and Service Department are to
submit a list of membership of the Appraisal Committee
to the Vice-Chancellor for his/her consideration and
approval.
a) Quorum
The quorum for each Appraisal Committee meeting
shall be 50% of the membership.

33
 b) Appraisal Format
Every staff is to complete the Annual Appraisal Form
(Annual Appraisal/Assessment for Confirmation of
Appointment and the Revised Curriculum Vitae i.e.
Form AACAF/RCV) annually, and submit it to the
Head of Department, through his/her supervisor or
Head of Division/Unit for comments and
recommendations to the Appraisal Committee.

2.29 Confidentiality of Proceedings

The recommendations at all stages during the Annual
Appraisal Exercise shall be treated as strictly confidential
and no disclosure shall be made until a decision is taken,
and communicated to the staff member concerned by the
Registrar of his/her representative. At no stage shall the
views expressed by any individual taking part in the
Appraisal and even at the A&PC level, be disclosed to
any person not taking part.

2.30 Annual Appraisal Forms

(a) Annual Appraisal Forms: Revised Form
(AACAF/RCV)
The approved personal data form is to be completed
by individual staff members. Information required
will, among other things, cover perceived strengths
and weakness on the job of the staff. This is the only
section to be completed by a staff.

(b) Annual Appraisal Form: Assessment Form

(Form AA/CAF)

Section I
This section consists of twenty-three (23) criteria

34
 for the assessment of individual staff member by the
Supervisor (immediate supervisor officer). The
Supervisor is to assess the performance of each staff
on all the twenty-three (23) criteria using the rating
scheme as shown in the Appraisal Forms.
This section is strictly confidential and shall not be
shown to the staff being appraised. Scores will be
used by the appropriate appraisal panel in its
consideration of the individual staff for normal
promotion. For Non-Teaching Senior Staff, the
required minimum score for promotion to each
grade is as shown in the criteria for assessment and
weighting of Non-Teaching Senior Staff for
promotions.

Section II
General Comments on the Staff Member's
Performance
This section is to be completed by:
(a) The Supervisor – immediate superior officer (a
brief write-up with appropriate
recommendation);
(b) The Head of Department (a detailed and overall
assessment of the staff member's performances
with appropriate recommendation); and
(c) The Chairman of the Appraisal Committee.

2.31 Petition
A member of staff aggrieved by a decision concerning
his/her appraisal/promotion or non-promotion may
submit a petition through his/her Head of Department,
through the Chairman of the relevant Appraisal
Committee to the Appropriate Appointments and
Promotions Committee for its consideration.

35
2.32 Withdrawal of Appointment by the Employee
(a) Professorial Staff
A Professor shall not withdraw his/her appointment at
the end of an academic session which is normally
June in any year after having given to the University
six (6) months' notice in writing of his/her intention to
do so or after payment of sic (6) months total salary
less tax in lieu of notice, unless the consent of the
Vice-Chancellor acting on behalf of Council, be
otherwise obtained.
(b) Other Senior Staff
A member of academic staff below the grade of a
professor shall not terminate his/her appointment
other than the end of academic session which is
normally June in any year after having given the
University three (3) months' notice in writing of
his/her intention to do so or after paying three (3)
months total salary less tax in lieu of notice, unless the
consent of the Vice-Chancellor, acting on behalf of
the Council, be otherwise obtained. A member of staff
who is a Non-Teaching staff and on salary grade
below CONUSSS 15 may terminate his/her
appointment at any time after having given three (3)
months' notice in writing of his/her intention to do so
or paying three (3) months' salary in lieu of notice.
The resignation of Appointment of Principal Officers
shall follow the appropriate provisions of the
University Law.
(c) Temporary Appointment
Notwithstanding the above provisions, a temporary
appointment may be terminated at any time by either
party by one (1) months' notice given in writing or
payment of one (1) month total salary less tax in lieu
of notice.

36
(d) Notification Process
Due notice in all cases shall be in writing, addressed
to the Registrar through the Dean/Director and Head
of Department/Unit and shall be given so as to expire
normally at the end of the academic year for academic
staff as specified above. The Registrar shall
communicate the same to the Vice-Chancellor who
shall decide where appropriate on behalf of Council.
i. The Registrar, shall, thereafter, inform the
member of staff in writing of the acceptance or
rejection of notice of termination.
ii. A member of staff who resigns his/her
appointment other than as provided in these
Regulations or in the terms of his/her contract of
employment shall not be entitled to any leave or
travel expenses, terminal benefits, including
repatriation.
iii. All cases of termination of appointment shall be
reported to the appropriate Appointments and
Promotions Committee and Council.

37
 CHAPTER THREE
DISCIPLINARY MATTERS

3.1 Introduction
It shall be the duty of every Head of Department,
Division/Unit, as soon as he/she observes any shortcoming in
any member of staff subordinate to him/her, to bring it to the
staff member's notice with a view to correcting such
shortcomings in order to improve his/her usefulness and
efficiency in the service.

3.2 Disciplinary Measures

Subject to Section 18 of the University Law, the following
disciplinary measures shall apply:
(a) Warning
i. A member of staff who commits a minor offence or who
is inefficient in the performance of his/her duties shall
be queried.
ii. A member of staff whose conduct and/or work appears
unsatisfactory shall be given a query in writing. If
his/her excuse is considered by the Head of
Department/Unit as adequate, no further action shall be
taken. If his/her explanation is not considered
adequate, a warning in writing shall be issued to
him/her.
iii. Where a member of shall has been queried and a
decision recorded against him/her in writing, one copy
of such written decision shall be served on him/her and
other copies forwarded to the Vice-Chancellor and the
Registrar so that this can be entered in his/her Record of
Service, requiring disciplinary action.

38
 iv. Failure to answer to a query within the stipulated time
shall be regarded as evidence of defiance and gross
indiscipline requiring appropriate disciplinary
action.

(b) Reprimands
i. A letter of reprimand shall be issued under the terms of
sub-section 3.2 above.
ii. In case of further misconduct after a third warning by
the Head of Department/Unit, the Registrar shall
notify the Vice-Chancellor who after considering all
the papers in connection with the member of staff
concerned, may issue a letter of severe disciplinary
action including suspension, termination or dismissal
to the staff and report to A&PC and then to Council.
iii. Any serious case of misconduct, which may involve
serious indiscipline, theft, loss or damage to
University property, shall be immediately reported to
the Vice-Chancellor for necessary disciplinary action.

(c) Suspension
i. Whenever in the opinion of the Vice-Chancellor a
prima-facie case of misconduct has been made against
a member of staff and it is necessary to investigate the
matter further with a view to determining the guilt or
otherwise and the appropriate disciplinary action, the
employee may be suspended by the Vice-Chancellor
pending the determination of his/her case for a period
not longer than three (3) months. Such suspension
shall be reported to Council forthwith.

39
 ii. Notice of Suspension shall be conveyed to a member
of staff concerned on the approval of the Vice-
Chancellor stating the terms.
iii. When a member of staff has been suspended, he/she
shall thereupon be forbidden to carry on his/her
duties and visit his/her place of work unless with the
express permission of the Vice-Chancellor. He/she
may also be called upon to hand over any of the
University equipment and materials in his/her charge
to such other member of staff as the Head of
Department/Unit shall order, and he/she shall be
placed on half salary for the period.
iv. If found not guilty of any misconduct, the suspension
shall be lifted forthwith and the member of staff
reinstated with full salary including the arrears of
his/her salary.

(d) Interdiction
i. Where a member of staff has been charged with a
criminal offence whether or not connected with the
U n i v e r s i t y, t h e Vi c e - C h a n c e l l o r o n t h e
recommendation of the Registrar, shall interdict
him/her from his/her duties forthwith.
ii. Formal notice of interdiction shall be given to the
employee concerned in writing. The notice shall state
the date from which the interdiction takes effect and
the reasons for such interdiction.
iii. Where a member of staff has been interdicted, he/she
shall be entitled to receive half of his/her salary, and
such interdiction shall be reported to Council
forthwith. He/she shall not be entitled to Annual
Leave or any allowance.

40
 iv. A member of staff who is under interdiction shall be
required to hand over all University property in
his/her charge to such person as the Head of
Department/Unit shall order, and he/she shall be
forbidden to carry on his/her duties and to visit
his/her place of work except with the express
permission of the Vice-Chancellor.
v. Where a member of staff under interdiction is found
not guilty of all charges, he/she shall be reinstated and
shall receive the balance of his/her salary for the
whole period of his/her interdiction. Council may,
however, review the circumstances of the case with a
view to determining the desirability or otherwise of
his/her continuation in the service of the University.
Where he/she is found guilty, Council may decide in
the circumstances, that his/her appointment be
terminated forthwith.
vi. Any member of staff under interdiction may not,
without the permission of the Vice-Chancellor in
writing, leave his/her station during the period of
interdiction. Any member of staff contravening this
regulation renders himself/herself liable to dismissal
by the Council. If the staff member's whereabouts
remain unknown, the dismissal may be made by
Council without further formality.

(e) Deferment of Increment

I. If the work and/or conduct of a member of staff is
continuously unsatisfactory, the appropriate
Appointments and Promotions Committee may defer
his increment on the recommendation of the Head of
department/Unit provided always that the member of
staff concerned has already been given notice in

41
 writing by the Head of Department/Unit on his/her
shortcoming and his/her increment will continue to be
deferred until evidence of improvement is shown.
ii. A deferred increment may not be subsequently
granted except with the approval of the appropriate
Appointments and Promotions Committee.
iii. No change in the incremental date on the member of
staff shall be made on account of restoration of
deferred increment.
i v. A d e f e r r e d i n c r e m e n t c a n n o t b e g r a n t e d
retrospectively because of improved service later.

(f) Termination/Dismissal
i. A member of staff whether or not under interdiction or
suspension, who is found guilty of an act of gross
misconduct severely prejudicial to the interest of the
University, shall be summarily dismissed or
terminated by Council, and if dismissed, shall not be
entitled to receive any emoluments from the date of
his/her conviction nor shall he/she receive travelling
expenses.
ii. A member of staff of the University shall be
summarily dismissed:
(a) If he/she corruptly accepts or obtains or cause
any person to accept, or attempts to obtain
from any person, for himself/herself or for
any other person any gift or consideration as
an inducement or reward for doing or for
failing to do any act in relation to the
University's affairs or business;
(b) If he/she, whilst employed in the University
on a full-time capacity. Acts as an attorney or
agent against the University in any matter;

42
 (c) If he/she falsifies testimonials or any other
records;
(d) If he/she whilst on full time employment in
the University engages in full-time studies
without approval of the University
authorities;
(e) For misconduct whether or not in relation to
the performance of his/her duties; and
(f) For failure to disclose any previous conviction
for a criminal offence.
iii. A professor whose appointment is terminated shall
be given six (6) calendar months' notice or
alternatively six (6) months pay in lieu of notice.
Any leave entitlement accruing at the time of
termination may be granted to run concurrently and
terminate with the notice or if being terminated
without notice such leave may be commuted to cash.
iv. No notice or salary in lieu of notice shall be given to a
member of staff dismissed under the provisions of
these regulations and Section of the University Law
which deals with removal, suspension of Academic,
Administrative and Professional staff, but dismissal
shall take effect from the day the member of staff
concerned is officially notified that he/she has been
dismissed.
v. Any member of staff dismissed for misconduct shall
not be eligible for leave and shall immediately,
vacate the premises of the University and before
doing so, shall hand over all University property in
his/her charge to the Head of his/her
Department/Unit or to such other person as the head
of Department/Unit shall designate.

43
 vi. In addition to the provision in the regulations
governing termination of staff with unsatisfactory
probationary service, an unconfirmed employee
may have his/her appointment terminated with one
(1) month's pay in lieu of notice at any time during
his/her probation.
vii. A member of staff shall not be terminated or
dismissed in accordance with these Regulations
unless Section 2 of the University Law which deals
with removal, suspension of Academic,
Administrative and Professional staff, is full
complied with.
viii. A member of staff whose appointment is terminated
for inefficiency may be allowed to continue to stay
in the University quarters for a period not exceeding
three (3) months.
ix. A member of staff who resigns his/her appointment
shall be required to vacate the University quarters
immediately on the expiration of his/her notice.
x. The provisions of these Regulations are without
prejudice to the powers of the Vice-Chancellor of
the Council as provided in the University Law to
maintain staff discipline, and institute disciplinary
proceedings or measures in respect of staff as may
be appropriate.
xi. In the foregoing paragraphs of this section, the
meaning of the expression 'termination of
appointment' includes transfer of service,
withdrawal of service, resignation and retirement.

g. Determination of Punishment
Without prejudice to all the sections and paragraphs of
disciplinary matters, it shall be within the powers of the

44
 Council or in the absence of Council, the Management to
determine the type of punishment to be meted to any
offender of the Rules and Regulations of the University.

3.3 Recognition of Service to the University

(a) Principal Officers
i. Vice-Chancellor
ii. Deputy Vice-Chancellors
iii. Registrar
iv. Bursar
v. University Librarian
The above Principal Officers upon leaving the office are
entitled to go with the benefits approved by Council.
(b) As a mark of recognition of meritorious service, other
retiring officers apart from Principal Officers should be
awarded a plaque and a cash award of one (1) month take
home salary.

3.4 Conversion from Non-Teaching Staff to Teaching Staff

A Non-Teaching staff may apply for conversion to a
Teaching (Academic) staff where the need arises. Such
application shall be made through the Registrar to the
Chairman of Appointments and Promotions Committee
(Academic) and shall satisfy all the requirements for the
appointment of academic staff. Successful staff shall be
placed appropriately based on qualifications and experience,
and the salary shall be made personal.

3.5 Conversion from Teaching to Non-Teaching Staff

A Teaching (Academic) staff may apply for conversion to a
Non-Teaching staff where the need arises. Such application
shall be made through the Registrar to the Chairman of
Appointments and Promotions Committee (Administrative

45
and Technical) and shall satisfy all the requirements for the
appointments of Administrative and Technical staff.
Successful staff shall be placed appropriately based on
qualifications and experience, and the salary shall be made
personal.

46
 CHAPTER FOUR
SALARY SCALES AND ALLOWANCES

4.1 Salary Scales

Members of staff shall be paid salaries assigned to their
respective posts in accordance with the prevailing University
salary scales. The current salary grades and scales are as
listed in the approved job list for Nigerian Universities and as
may be determined by the Governing Council from time to
time.

4.2 Placing on the Scale

a) The point on salary scale at which an appointee is placed
at the time of appointment shall be determined on the
basis of his/her qualifications, relevant experience, and
academic standing, where applicable.
b) A member of staff promoted from one grade to another
shall enter the higher scale at a point that gives him/her
salary incremental step in his/her old scale.
c) A member of staff may qualify for annual increment on 1st
October of every year until he/she reaches the maximum
point of the salary scale subject to his/her having worked
for the University for at least six (6) months before that
date.
d) An appointee may not qualify for annual increment if
he/she is adversely appraised upon during the period of
twelve (12) months ending 30th September preceding the
date of award of annual increments. An appointee so
adversely reported upon, shall be informed and shall
have the right of appeals to the appropriate Appointments
and Promotions Committee.

47
4.3 Rates of Responsibility and Acting Allowances
a) Responsibility Allowances
Staff of the University are expected to contribute towards
the development of the University in various ways. Apart
from Committee work, which such contribution may
entails, staff may be appointed to undertake specific
duties outsides their normal duties. The responsibility
allowance shall be paid to Heads of Academic and Non-
Teaching Departments/Units. It shall be determined from
time to time by Council for special Incentives and
Allowance.
b) The methods of appointment to these responsibility posts
are specified in the relevant sections of the University
Law.
c) Acting Allowance
i. A member of staff who is not a Dean/Director/Head
of Department or Unit but appointed by the Vice-
Chancellor to act in that capacity for at least three
(3) months shall be paid an acting allowance at the
appropriate rate during the period of acting.

ii. Where a Non-Teaching member of staff is appointed

in an acting capacity to a position which attracts a
basic salary higher than that of his/her substantive
post, he/she shall, where the higher post attracts a
salary one grade level above his/her substantive
post, draw an acting allowance equal to the
difference between his/her substantive salary and
the minimum salary of the post in which he/she is
acting.

iii. Where the Non-Teaching staff member is acting in a

post which attracts a salary more than one salary

48
 grade level above his/her substantive rank, acting
allowance shall be based on the minimum salary of
the next grade level higher than that of his/her
substantive rank, or he/she shall be paid fifty (50%)
percent of the difference between his/her
substantive salary and the minimum salary of the
post in which he/she is acting, whichever is the
higher.
iv. All acting appointments shall be made by the Vice-
Chancellor indicating where applicable the
schedule of duties and the responsibilities of the
office to which the acting appointment is being
made.

4.4 Kilometer Allowance

a) A member of staff using his/her own motor vehicle or
public transport on approved journeys made on
University duty shall be paid allowance at the rate
approved by Council from time to time.
b) No kilometer allowance shall be paid in respect of
journeys from home/residence to place of work and back.

4.5 Travelling Allowance

A travelling allowance shall be paid in lieu of hotel bills to
members of staff who travel on authorized University duties
within Nigeria away from their normal place of work at rates
to be determined from time to time by Council.

4.6 Travelling Outside Nigeria

For a member of staff who is required to travel outside
Nigeria for University Business authorized by the Vice-
Chancellor, the approved estacode allowance shall be paid.

49
4.7 Warm Clothing Allowance
A warm clothing allowance is payable to a member of staff
who is proceeding on University duty, study or training leave
to a temperate country at University expense provided that
this entitlement is payable not more than once every three (3)
years.

4.8 Local Course Allowance

When an Officer is sent on a course of instruction within
Nigeria and outside his/her duty post and board and lodging
are not provided by the training Institution concerned, he/she
will be entitled to appropriate travelling and course
allowances.

4.9 Shift Duty Allowance

Shift duty allowance shall be payable to workers' on shift
duty where applicable based on the prevailing circumstances
such allowance shall be the current rate for payment in the
various ministries at both the Federal and State levels.

4.10 Wardrobe Allowance

a) Wardrobe allowances are payable to the under-listed:
i. Vice-Chancellor
ii. Deputy Vice-Chancellor
iii. Registrar
iv. Bursar
v. University Librarian
b) Shall be entitled to a wardrobe annual allowance of 10%
(gross) of their annual salary.
c) In like manner, the Public Relations Officer (P.R.O) and
special Assistant to the Vice-Chancellor (S.A.V.C.)and
the Director of Linkages and advancement shall be
entitled to wardrobe allowance of 10% of their gross
annual salary.

50
4.11 SIWES Supervision Allowance
The SIWES Supervision Allowance shall be paid in line with
the ASUU/FGN Agreement (July, 2009).

4.12 Field Trip Allowance

Technicians involved in field trip shall be paid field trip
allowance.

51
 CHAPTER FIVE
WELFARE

University appointments are full-time and staff may not engage

in other activities to the detriment of their primary assignments.
On its part, the University provides a number of welfare benefits
for its staff. Such benefits are earned and may be modified from
time to time. The benefits include:
i. Annual Leave
ii. Casual Leave
iii. Sick Leave
iv. Maternity Leave
v. Sabbatical Leave
vi. Study Leave with Pay
vii. Study Fellowship
viii. Leave of Absence without Pay
ix. Research Leave

5.1 Annual Leave

The University Leave Year is 1st January to 31st December.
a. The entitlement of annual vacation leave for staff on
CONUSSS 6 and above and CONUASS 1 – 7 is 30
working days. The Vice-Chancellor may extend leave
beyond thirty (30) working days for special academic
purpose but not beyond fifty-six (56) days for Academic
staff.
b. Annual Vacation Leave shall be granted after twelve (12)
months' service provided that:
i. Such leave in the first year of appointment shall be
subject to minimum of six (6) months' continuous
service.
ii. Leave in the last year of service shall be calculated
pro-rata when a member of staff retires before
he/she has completed the full year.

52
c. Annual Vacation Leave shall be granted at the
convenience of the Department and the staff member
concerned. Except where the exigency of duty requires
otherwise, Annual Vacation Leave shall be taken during
the University long vacations.
d. The Annual Vacation Leave shall be granted at the rate
applicable to the grade of a member of staff at the time the
Leave is granted and taken during the leave year. For any
deferred or accumulated leave, the rate shall be that
which the officer should have got if he/she had taken
leave when it fell due.
e. Annual vacation leave is compulsory and all members of
staff are required to take and exhaust their annual
vacation leave within the leave year in which such leave
is earned except deferment is authorized by the Registrar
on the approval of the Vice-Chancellor on special
grounds.
f. No member of staff shall be required or allowed to take
working leave whereby the member of staff reports for
duty during his/her approved Annual Vacation Leave
period, provided a member of staff on leave may be
recalled if the occasion demands.
g. A member of staff who is dismissed shall not be granted
any leave.
h. A member of staff who is proceeding on retirement shall
commence his/her vacation leave immediately prior to
retirement. The duration of leave will be determined by
the Council and will be either.
i. any deferred leave to his/her credit plus the
proportion of annual vacation leave due to
him/her; or
ii. such leave as Council may determine whichever
is the greater. Retirement shall take effect on the
expiration of the leave period.

53
5.2 Casual Leave
(a) The Deans/Principal Officers/Directors may, on the
recommendation of a Head of Department/Unit, grant a
member of staff casual leave with pay on special reasons,
during a session up of three (3) days. Copies of such
approval shall be forwarded to the Registrar for record
purposes.
(b) The Vice-Chancellor may, at the request of a member of
staff, and on the recommendation of the Dean/Principal
Officer/Director grant casual and/or compassionate leave
with pay not exceeding seven (7) days in a Leave Year.
(c) Casual and/or Compassionate Leave is a privilege and or
not a right, and shall not accumulate.

5.3 Leave for Temporary and Contract Staff

(a) Annual Vacation Leave for expatriate contract staff shall
be defined in their agreements and shall not normally
exceed forty-two (42) working days in a Leave Year.
(b) Annual Vacation Leave shall not be granted to temporary
and contract staff.
(c) For every completed one (1) month of service, expatriates
will be entitled to three (3) days leave on pro-rata basis;
expatriate contract officers will be entitled to four (4)
days travelling time when they go on home leave.

5.4 Sick Leave

(a) All Sick leave Certificate (for Sick leave not exceeding
twenty-one (21 days) must be signed or endorsed
signifying approval be the Director of Health Services or
a University Medical Officer on his/her behalf.
(b) Sick Leave on full pay may be granted by the Vice-
Chancellor acting on behalf of the Council, for a
maximum of six (6) months on the production of a

54
 medical report signed by the Director of Health Services
or in his/her absence, a University Medical officer acting
in the capacity.
(c) Extension of Sick Leave beyond six (6) months may be
granted on the approval of the Council who shall specify
the condition of such extension. The extension may be on
full pay or less.
(d) A member of staff who is recommended by a Medical
Board (set for this purpose) to be permanently
incapacitated shall immediately commence vacation
leave prior to retirement in accordance with the relevant
provisions of the Public Service Regulations.

5.5 Maternity Leave

(a) A female member of staff who has been delivered of a
baby shall be entitled to four (4) months Maternity Leave.
(b) The Maternity Leave shall be with full pay, if the female
member of staff holds a pensionable or contract
appointment, and has been in the service of the University
normally for not less than six (6) months.
(c) A female member of staff granted such Maternity Leave
shall not be entitled to Vacation Leave in the same
academic year, and where the Annual Vacation Leave has
already been taken before the grant of Maternity Leave,
the part of the Maternity Leave equivalent to the annual
leave will be without pay.
(d) A female member of staff who holds a pensionable or
contract appointment but has been in the employment of
the University for less than six (6) months may be granted
Maternity Leave.
(e) A female member of staff who holds a temporary
appointment, and is granted maternity leave shall:

55
 i. be on half pay if she has been in the employment of the
University for less than six (6) months.
(f) The grant of Maternity Leave is subject to production of a
medical certificate issued by any Government owned
hospital, certified by the Director, Health Services.

5.6 Sabbatical Leave for Academic Staff

(a) An Academic staff not below the rank of Senior Lecturer
on pensionable appointment shall be eligible for
Sabbatical Leave of twelve (12) months' duration after
not less than six years of continuous service in the
University, provided that:
i. The six (6) years of continuous service shall not include
any period of Study Leave previously granted to
him/her and
ii. He/she has been a staff of the Niger Delta University
for a period of not less than three (3) years after
transfer of service provided, he/she has satisfied the
six (6) years requirement.
(b) Application for Sabbatical Leave shall be submitted
through the Dean or in the case of a Dean through the
Registrar, who shall forward it with his/her
recommendations to the Vice-Chancellor for
consideration by the Appointments and Promotions
Committee (Academic).
(c) Sabbatical Leave may not necessarily be granted to every
applicant who has completed six (6) years of service. In
granting Sabbatical Leave, account will be taken of the
relevance of the proposed study, research or work,
whether the applicant can be spared from his/her duties or
adequate arrangements have been made for his/her
replacement.

56
 (d) Sabbatical Leave shall be used only for bona fide
academic purposes such as to engage in research or
writing, to use library or laboratory facilities elsewhere,
to acquire specialized techniques, to undertake field work
or to collect research materials.
(e) Unless otherwise specified, staff shall be entitled to full
salary and benefits during the period of the Sabbatical
Leave.
(f) A member of staff granted Sabbatical Leave shall not
terminate his/her appointment with the University
before, at least, one (1) year has elapsed after his/her
return to the University.
(g) A member of staff granted Sabbatical Leave should
return to serve the University for at least a year or pay
back salary paid him/her while on Sabbatical Leave.

5.7 Study Leave with Pay

Study Leave is a privilege and not a right. It may be granted at
the discretion of the University to a member of the Academic,
Administrative or Technical Staff for programmes of study
with the following objectives:
(a) To give an opportunity to write a book or research work,
to use library or other facilities not available locally or to
undertake extensive field work and the collection of
materials;
(b) To write a thesis for a higher degree;
(c) To attend relevant specialized courses;
(d) To refresh and update knowledge by contracts with work
being undertaken elsewhere; and
(e) Study Leave is not normally granted for courses leading
to diploma or for part-time study. The applicant would
have already acquired a basic qualification.

57
i. Procedure for Applying for Study Leave
The following requirements must be met before a
staff member will be eligible to apply for a Study
Leave.
a) An applicant must have gained admission into a
recognized institution.
b) Application for Study Leave shall be submitted
on prescribed forms.
c) Such forms shall pass through the Faculty A&PC
and shall embody the recommendations of the
Head of Department, Dean/Director.
d) All completed application forms should be
directed to the Vice-Chancellor through Heads of
Department/Deans and shall be submitted to the
Registrar for onward submission to
Appointments and Promotions Committees
(Academic) and (Administrative and Technical).
e) All completed application forms shall be
submitted to the Head of Department normally
st
not later than 31 March for the Academic year.
This condition is applicable to both
Undergraduate and Postgraduate programmes.
f) Where necessary, staff (non-teaching) shall enjoy
the same benefits as the academic staff.

ii. Rules and Regulations for Study Leave

a) A member of staff must have normally served the
University for a continuous period of four (4)
semesters and such staff appointment should have
been confirmed before the commencement of
Study Leave.
b) The course of the study must be relevant to the
needs of the University.

58
 c) There must be a budgetary provision for the Study
Leave.
d) The maximum allowable period for Study
Fellowship shall be three (3) years for Masters
Degree and five (5) years for a Doctorate. A staff
may apply for 1 year extension where necessary
with a progress report from the institution duly
signed by his/her supervisor and head of
department.
e) Any staff member granted Study Leave shall be
required to sign a bond under which he/she must
return at the expiration of the Study Leave to
work in the University, normally for at least a
period equal to the Study Leave.
f) Where a staff on Study Leave with pay returns to
the University at the expiration of the Study
Leave period granted without the necessary
certificate, the staff concerned shall pay back to
the University all the salaries earned and other
charges such as fees etc.

iii. Obligations of the University to a Staff on Study

Leave
a) Payment of full monthly salary
b) Payment of tuition, examination and other
prescribed fees.
c) Return transport/baggage allowance for self and
family as provided in the Regulations of the
University.

In addition, the following allowances shall be

paid to staff on Study Leave within Nigeria
subject to periodic review.

59
 Books Accommodation Thesis Research/Field Work
Ph.D N N 60,000.00 N Science N
100,000.00 (Annually) 70,000.00 Non 200,000.00
Science N
(Annually) 150,000.00
M.Sc. N N 40,000.00 N Science N
70,000.00 (Annually) 50,000.00 Non 150,000.00
(Annually) Science N
100,000.00
NOTE: payment for b&c above are subject to availability of fund

I. Obligations of the Staff on Study Leave

a) A staff member on Study Leave must complete a
Bond Form.
b) A staff member must submit to the University
yearly Academic Progress Reports in writing
through his/her Supervisor/Head of Department.
c) Failure to resume duty at the end of Study Leave
or to work for the prescribed period on return may
render the member of staff concerned liable to
refund all salaries and allowances paid him/her
up to the point in which he/she commits the
breach of obligationor shall attract dismissal.

5.1 Study Fellowship

Study Fellowships are intended for staff development and
will be awarded to staff to pursue study leading to higher or
further qualifications, acquiring specialized techniques or
generally updating one's knowledge.
The process of the award of Study Fellowship is the same as
Study Leave. Any member of staff granted Study Fellowship
shall be required to sign a bond under which he/she must
return at the expiration of the Study Fellowship to work in the
University initially for at least a period equal to the Study
Fellowship.

60
 i. Entitlement for Staff on Study Fellowship
A staff member on Study Fellowship shall be entitled to
his/her full salary and allowance in respect of tuition,
books, accommodation and other relevant expenses as
may be approved from time to time.
(a) The staff member must submit to the University
yearly academic progress reports in writing.
(b) The maximum allowable period for Study Fellowship
shall be three (3) years for Masters and five (5) years
for Doctorate. A staff may apply for 1 year extension
where necessary with a progress report from the
institution duly signed by his/her supervisor and head
of department.
(c) Preference will be given to Study Fellowship Award
obtainable in Nigerian Higher Institutions.
(d) The award of a Staff Development Fellowship is not a
right but shall be made only according to the staff
development needs of the University.

ii. Passage for Staff on Study Fellowship

Return passage to and from approved place of study shall
be provided for a member of staff and family on Study
Fellowship.

5.2 Leave of Absence

Leave of Absence may be granted by the Vice-Chancellor on
behalf of the Appointments and Promotions Committee
(A&PC) and may be renewed from year to year.
Leave of Absence is a privilege, not a right, and will not
normally be granted unless the A&PC is satisfied that the
applicant can be spared from his/her duties and that, the work
of the University will not be adversely affected.
a) Federal, State or Foreign Services

61
 At the request of the Federal, State or Foreign Services, a
member of staff may be released on Leave of Absence
from duty. Such Leave of Absence may be renewed
annuallyat the request of the staff concerned.
b) For Study
In the case of a member of staff who is not granted any
Staff Development Awards, Leave of Absence may be
approved in accordance with the following conditions:
i. The member of staff must have served the University
for a continuous period of four (4) semesters and such
staff appointment should have been confirmed before
the commencement of Leave of Absence without
pay; and
ii. If the staff member wishes to improve his/her
qualifications through personal efforts, his/her re-
absorption on return from Leave of Absence without
pay, is subject to the availability of vacancy in the
Department. It is clearly understood that the
University will not guarantee to re-absorb the staff
member in the same post as that vacated for the Leave
of Absence.
iii. Staff on Leave of Absence shall not be promoted

5.3 Sabbatical Leave for Senior Non-Teaching Staff

Sabbatical Leave shall be granted to:
i. A Non-Teaching senior member of staff of the Niger
Delta University on CONUSSS 13 and above;
ii. A member of the senior Non-Teaching staff on
pensionable appointment shall be eligible for Sabbatical
Leave of twelve (12) months duration after not less than
six (6) years of continuous service in the Niger Delta
University, provided that the six (6) year of continuous
service shall not include any period of study leave or

62
 leave of absence previously granted to that staff;
iii. Application for Sabbatical Leave shall be submitted
through the Registrar, who shall forward it with
recommendations to the Vice-Chancellor for
consideration by the Appointments and Promotions
Committee (Administrative and Technical);
iv. The application shall contain:
a) a statement of the commencing date, duration and
place of the sabbatical leave sought;
b) the proposal of what is going to be undertaken during
the Sabbatical Leave;
c) support the application with evidence that the leave
will be spent either in an institution of higher learning
or with a recognized formal organization; and
d) support the application with a letter of offer of
placement at the place the person intends to spend the
leave.
v. Unless otherwise specified, a member of staff on
Sabbatical Leave shall be entitle to full salary and other
benefits during the period of the Sabbatical Leave.
vi. Sabbatical Leave is not a right and as such will not
necessarily be granted to every applicant who has
completed six (6) years of service. In granting Sabbatical
leave, consideration will be given to whether the
applicant can be spared from his/her duties and whether
the University will incur additional expenses through
engagement of a replacement.

5.4 Medical Care

a) Medical and Dental attention shall be provided in Nigeria
under arrangements made from time to time for a member
of staff, spouse(s), dependent children and parents living
with him/her. But the staff member shall be required to

63
 pay for medical or dental appliances not covered by
Insurance Policy.
b) Medical care is provided in the University Health Centre,
but when considered necessary, the Director of Health
Services may refer a member of staff or his/her family for
treatment elsewhere in Nigeria, and the University will be
responsible for the cost of such treatment, including
payment of passages where applicable for his/her
feeding.
c) The Director of Health Services may approve treatment
for domestic staff on payment of an approved fee fixed
from time to time by council.
d) The University shall be responsible for the cost of
spectacles and replacement with lenses at the first
instance with minimum cost.
e) The University shall also be responsible for medical aids
and equipment certified to have become necessary as a
result of an accident to the employee arising out of and in
course of his/her official duties.

5.5 Research Leave

An Academic Staff may be granted Research Leave for a
period not exceeding thirty (30) working days in addition to
his/her Annual Leave.

5.6 Medical Treatment Outside Nigeria

a) Where the circumstances so demand, the Director of
Health Services may refer a member of staff or
his/her family for treatment overseas subject to
approval by Council. The cost of such treatment
including overseas passage shall be borne by the
University.
b) Apart from (a) above, the University accepts no

64
 liability for medical expenses incurred outside
Nigeria, except that medical expenses incurred by
staff on University duty or Study Leave overseas or
attending an approved conference, who is
unsuccessful in obtaining medical treatment under
the country's local health services or through personal
medical insurance, shall be reimbursed medical
expenses, if in the opinion of the Director of Health
Services the treatment was necessary and the charge
reasonable. Claims for refund must be supported with
appropriate receipts, and sums recommended for re-
imbursement by the Director of Health Services shall
be submitted to the Vice-Chancellor for approval.
c) The University shall not be responsible for the cost of
debentures, gold filling, and other medical aids and
equipment unless they are certified to have become
necessary as a result of an accident to the employee
arising out of, and in the course of, his/her official
duties.

5.7 Private Medical Treatments

A member of staff who prefers to be treated by a private
medical practitioner, instead of availing himself/herself of
medical facilities provided by the University, shall bear the
expenses incurred through such treatment. However, in
emergency cases, subject to approval by the Vice-Chancellor,
expenses may be refunded at such rates as the Director of
Health Services may consider fair and reasonable, if a staff
member or a member of his/her family is compelled to avail
himself/herself of the services of a private medical
practitioner. But this must be reported to the Health Services
Department within one (1) month of receiving such medical
care.

65
5.8 Refusal to Undergo Medical Examination
(On Pre-Employment)
The council may terminate a staff member's appointment at
any time with three 93) months' notice, if he/she is unable to
work due to apparent illness but refuses to undergo a medical
examination or appropriate treatment.

5.9 Period of Illness Deducted from Earned leave

If a member of staff is absent from work for a period
exceeding one (1) month due to illness or injury and it is
medically certified by the Director of Health Services that for
part of all of the time he/she was in a state of convalescence,
\or \with a minor injury, not seriously impairing his/her well-
being, then this time may be set off against any other leave
due him/her, on the recommendation of the Director of health
Services to the Registrar.

5.10 Passage on University Business

A passage on University business shall be authorized by the
Vice-Chancellor acting on behalf of the Council. There shall
be no entitlement of family passages.

5.11 Passage on Special Grounds

A member of staff in need of urgent medical treatment abroad
shall with approval of the Vice-Chancellor on the
recommendation of the Director of Health services be
provided with the return approved passage for
himself/herself and members of his/her family.

66
 CHAPTER SIX
ACCOMMODATION
6.0 The University shall within the limits of available
resources, provide appropriate accommodation for
various categories of its staff.

6.1 Housing Allocation Committee

There shall be a University Housing Committee
appointed by the Vice-Chancellor. The Committee shall
advise the Vice-Chancellor on housing matters and work
out the modalities for the allocation of houses to each
category of staff. The Committee shall, at all times, have
representatives from the Works and Services and Health
Services Departments of the University.

6.2 Conditions for Occupation of University Quarters

a) A house of flat shall be allocated to a staff member for
as long as he/she remains in the service of the
University.
b) Such accommodation shall be held according to such
regulations that shall be made from time to time by
the Committee, subject to the approval of the Vice-
Chancellor.
c) Private arrangement for the exchange of quarters can
only be made on the recommendation of the
Committee and approved by the Vice-Chancellor.
d) University quarters are for residential purposes only
and shall not be used for any other purpose such as
trading and other commercial or business activities.
e) It shall be the duty of occupants of University quarters
to ensure that the quarters and the premises are kept
clean and well maintained at all times.
f) No large animals like goats, sheep, cows, etc may be
allowed to wander around.

67
 g) All repairs due to normal wear and tear shall be carried
out by the University.

6.3 Surrender of University Quarters

a) A member of staff who is leaving the service of the
University shall vacate and surrender the University
quarters occupied by him/her at the expiration of the
notice of disengagement from service.
b) When a member on attaining the official retirement
age, retires from the service of the University, he/she
shall vacate university quarters within a period not
exceeding six (6) months.
c) Where a member of staff occupying University
quarters dies in service, the family shall be allowed to
remain in the quarters for a period not exceeding
twelve months.
d) A member of staff who leaves the service of the
University other than by normal retirement or death
shall vacate University quarters within a period of
three (3) months except in the case of dismissal where
the staff shall vacate his/her quarters with immediate
effect.
e) Any violation of the above regulations shall attract
appropriate sanctions by the University authority.

6.4 Security
a) Members of staff are required to observe rules made
by a competent authority, normally the Council,
regarding the security of persons, and property on the
University campus with regard to road traffic
regulations, the custody of animals, the erection of
kiosks, the use of University property, including
accommodation, etc.

68
b) All members of staff are to co-operate with the
University Security Services and the University
Administration in reporting to the Vice-Chancellor,
the Registrar and the Chief Security Officer matters
affecting the Security of the University, students,
members of staff, property and equipment. Failure to
report such matters within the knowledge of any
member of staff, may on investigation of the matter,
be construed as collusion or collaboration in the
commission of an offence, and shall render the
member of staff concerned liable to appropriate
disciplinary action.
c) The members of staff on the Security Services covered
by these regulations shall be held fully responsible
for taking speedy and appropriate actions on all
security matters affecting the University and for
making immediate and comprehensive reports on all
such matters to the Vice-Chancellor.

69
 CHAPTER SEVEN
PENSIONS AND GRATUITY (SUBJECT TO THE
PROVISION OF THE NEW PENSION REFORM ACT)

7.1 Eligibility
i. All members of staff on pensionable appointment are
eligible for pensions and gratuities in accordance with
the Federal Government Pension Scheme for Public
Servants applicable to the state.
ii. (a) Academic staff in the Professorial level shall retire
at seventy (70) years;
(b) Academic staff below Professorial level shall retire
at sixty-five (65) years; and
(c) Non-academic staff shall retire at sixty five (65)
years.
iii. The Council may subject a staff to satisfactory medical
Report, re-appoint a retired member of staff on
contract renewable annually up to a maximum of five
(5) years from the date of his/her retirement.
7.2 Conditions under which Pensions and Gratuities are
Payable
Pension and Gratuity at the rates prescribed in Schedule 1
shall become payable to a member of staff if one of the
following events occurs subject to the implications of the
New Pension Act.
i. On voluntary retirement from the service of the
University after serving for ten (10) years in the
Public Service but pension earned will not be due for
payment until the officer attains the age of forty-five
(45) years;
ii. On withdrawal from service after five (5) years of
continuous service such staff shall be entitled to
gratuity of his/her total emolument;

70
 iii. After a properly constituted Medical Board has
pronounced that a staff member is not suitable for
further service on health grounds;
iv. If a member of staff is totally or permanently disabled
while in the service of the University as to hinder the
performance of his/her normal duty;
v. On abolition of office;
vi. If a member of staff is required by the University to
withdraw or retire from service in the interest of the
University; and
vii. On compulsory retirement for the purpose of
facilitating improvements in the organization of the
Department/Faculty/College/Institute so that greater
efficiency or economy may be effected.

7.3 Death Benefits

If a member of staff who has completed ten or more years
in Service dies while still in the service of the University,
his/her registered next-of-kin/designated survivors will
be entitled to the gratuity which the member of staff
would have been entitled to have, had he/she retired on
the date of his/her demise.

Where, however, the member of staff has served for less

than ten years, his/her next-of-kin/designated survivors
will be entitled to only a year's salary as his/her death
gratuity.

Survivor will be taken as those whose names are

furnished on the Record of Service kept in the University
before his/her death.

7.4 Burial of Staff

If a member of staff dies, the sum of five Hundred
Thousand naira (N500,000.00) Only plus an ambulance

71
 to convey the corpse shall be provided to his/her next-of-
kin/designated survivors. For past and serving principal
officer who died in active service in the University shall
be provided with one million naira (N1,000,000.00).

7.5 Pensions and Gratuity where Member of Staff dies in

the course of Employment
(a) where a staff member dies unexpectedly while still in
employment, his/her registered next-of-kin or designated
survivors will be entitled to a gratuity which the member
of staff would have been entitled to on the date of his/her
demise, plus payment of pension for five years.

Where a staff dies while still in employment, his/her

salaries shall run for three (3) months and should be paid
to the next-of-kin.

7.6 Injury Pension

If a member of staff is injured during the course of his/her
employment without his/her own fault, he/she shall be
sent to the University Medical Board which will
determine whether he/she is medically fit to continue to
work. If the Board determines that he/she is not able to
work, he/she shall be paid not less than 50% of his/her
gross annual salary as pension at the time of his/her injury
for life.

If the member of staff has reached retirement point at the

time of injury, he/she shall draw his/her normal
retirement benefits plus 25% of his/her gross salary as
injury benefits for life in accordance with the provisions
of the Workman Compensation Act, 1988.

72
7.7 Five Years Pension Guarantee after Retirement
If a member of staff dies within five (5) years of his/her
retirement, his/her designated survivors(s) shall be
entitled to the pension awarded to the member of staff
until the 5th anniversary of the date of his/her retirement.

7.8 Payment of benefit to member of Staff Reported

Missing
Where within one (1) year of the disappearance of a
member of staff, a Board of Enquiry set up by the Council
is able to conclude that the staff who is reported missing is
dead, his/her estate may be paid the benefits for one year
only. If nothing is known or heard of him/her after one (1)
year of his/her disappearance, his/her death benefit shall
be paid to his next-of-kin.

7.9 Continuous University Service

For the purpose of computation and payment of benefits
under these Regulations, it is only continuous and
unbroken period of public service that shall be taken into
account, including approved periods of leave.

7.10 Abolition of Office

If due to re-organization within the University, it is
considered necessary to abolish or scrap an office and the
incumbent cannot be offered a suitable alternative post,
he/she shall be called upon by Council to retire and shall
be entitled to, in addition to awards payable under 7.2
above, a compensation of twenty five (25%) percent of
pension and gratuity for premature retirement: provided
that his total benefits shall not exceed seventy (70%)
percent of his salary as pension or three hundred (300%)
percent as gratuity.

73
7.11 Transfer Value
If a staff member transfers to the University from the
Public Service, the Public Service from which he/she
transfers shall pay his accrued benefits as at date of the
transfer to the University in accordance with the Table of
Transfer Values. The University will pay the retirement
benefits and seek reimbursement from the transferring
organization.

7.12 Awards not Assignable or Transferable

A pension of gratuity award under these Regulations shall
not be assignable or transferable except for purpose of
satisfying a debt to the University and Government in the
Federation or to an authority or institution declared as
Public Service.

7.13 Leave without Pay

No period during which a member of staff shall have been
absent from duty on leave without pay shall be taken into
account in computing his pension and gratuity under
these Regulations unless the leave without pay is for the
purpose of pursuing an approved course of study or
employment in other Universities/institutions/Public
Service whether in Nigeria or abroad as approved by
Council.

7.14 Temporary Appointment immediately followed by

Permanent Appointment
Where a member of staff holding a temporary or contract
appointment is offered a permanent one, the period
during which he/she was on such an appointment will
count in full for the purpose of calculating his pension and
gratuity provided that:
I. He/she did not receive any extra pay in the form of
contract addition and or contract gratuity while
holding the contract appointment; and

74
 ii. if he/she has received any of the extra pay
aforementioned, he/she may opt to refund them so as
to benefit from the provisions of these Regulations.

7.15 War Services

Where an employee who served in the Armed Forces of
Nigeria i.e. Nigerian Army, Nigerian Navy, Nigerian Air
Force during wars in which the individual participated, in
determining the period of service under these
Regulations:

i. Each completed year of service during the

aforementioned period shall count as two years;
ii. Service of over four (4) months during the period and
not included in a completed year shall count as one
year.

7.16 Vesting of Pension

Pension and gratuity awarded under these Regulations
shall be regarded as a staff member's inalienable right and
shall, under no circumstances be withheld or reduced.
But where an employee is dismissed from the Service,
such dismissal will result in the forfeiture of his retiring
benefits.

7.17 Staff in court with the University

Any staff who took the University to court shall forfeit all
benefits.

75
 PART 2

GUIDELINES FOR THE

APPOINTMENTS AND

PROMOTIONS OF
ACADEMIC STAFF

Pages 76 - 150

76
GUIDELINES FOR APPOINTMENTS AND
PROMOTIONS OF ACADEMIC STAFF

A. PROCEDURE
1. Appointments to academic positions shall be made at
any time of the year after the normal processes of
assessment and interview. For every position, there
shall be an internal assessment which should be
brought to the appropriate Faculty Appraisal
Committee or a College Appraisal Committee for
staff of a College . All requirements shall be met
before anyone may be appointed or promoted.

2. The College shall have the College Central Appraisal

Board, for the purpose of appraisal of all category of
College's Academic staff.

3. Appraisals for promotions shall be conducted once a

year. The process shall begin within each Academic
Department from 1st April to 30th of each year. All
papers for appraisal/assessment shall be submitted to
the Departments by the 1st of April, in any case not
later than 30th April. Recommendations from the
Departments shall reach the Faculties by the 1st of
May, and in any case not later than 7th of May.
Recommendations from the Faculties must reach the
Registrar not later than 15th of June. Any material
received in the Department after 30th April will not
be considered in the year's exercise. All articles in
journals for appraisal must not be more than the
allowable threshold of the similarity test.

4. The Departmental Appraisal/Assessment Committee

shall consist of the Head of Department (Chairman),
all Professors, Readers and Senior Lecturers in the

77
 Department. Even if there is no Senior Lecturer,
Appraisals shall be done by the Faculty.

5. In all cases of promotion and new appointment, the

same criteria shall be used for the determination of
the rank.

6. In the event that an application fails either at the

Department/Faculty Appraisal or the Appointments
and Promotions Committee (Academic) levels, the
appropriate Head of Department shall inform the
assessed staff in writing within two (2) weeks, stating
why the application was unsuccessful.

7. Candidate for promotion or for appointment to a

particular position must attain the required pass mark
that will qualify the candidate to be considered by the
various Appraisal/Assessment Committees of the
University.

8. The residency period for staff on approved study leave

for Ph.D shall be four (4) years while for Master
degree, shall be two (2) years. A staff who stays
beyond the approved maximum four (4) years on
study leave for Ph.D and two (2) years for a Master
degree shall not have the extra period(s) counted for
residency for promotion requirements.

B. CRITERIA FOR APPRAISAL OF ACADEMIC

STAFF
The following criteria shall be used for the
Appointments, Review of Appraisals and Promotion of
Academic Staff.

78
(a) ASSESSMENT PARAMETERS/AREAS FOR
SCORING
i. Qualification
ii. Teaching and Professional Experience
iii. Research and Publications
iv. Conferences and Learned Society Activities
v. Administrative Experience
vi. Community Service

(b) CRITERIA FOR APPRAISAL OF ACADEMIC

STAFF
Both points and number of publications shall be used
to encourage staff to seek leadership position for
research purposes and to encourage staff to write
quality papers.

However, a staff who had been found guilty of or

undergoing an un-concluded disciplinary process
shall not be promoted for that assessment year.

79
 QUALIFICATION

TABLE 1: SCORE TABLE FOR ACADEMIC STAFF

FACULTIES OF ENGINEERING, MEDICINE, MEDICAL
LABORATORY SCIENCES, NURSING AND PHARMACY
S/N Criteria Prof. Reader Senior Lecturer Lecturer Assistant
Lecturer I II Lecturer
1 Qualification 10 10 10 10(7) 10(7) 7
Ph.D 10
Master 7
Bachelor 5
2 Minimum 24 16 8 3 0 -
Number of
Publications
3 Minimum 55 32 20 9 0 -
Number of
Points on
Publications
4 Teaching and 10(15) 9(12) 6(9) 3(6) 0(3) -
Professional
Experience (1
point per year)
5 Learned Society 5 5 5 5 5 5
Activities
(2 points per
society)
6 University 5 5 5 - - -
Administration
(2 points per
society)
7 Community 5 5 5 5 5 5
Service
(1 point per
service)
8 Conference 5 5 5 5 5 5
Attendance
(1 point per
Conference)
9 Total Minimum 95(100) 71(74) 56(59) 37(37) 25(28) 22
points required
Note: At every level, a candidate must meet both the minimum number of publications
and minimum number of points. All points in the table are minimum.

Average Score Required for Promotion of Senior

Non-Teaching Staff (CONUSSS)
CONUSSS 6-12 70%
CONUSSS 13-15 80%

80
TABLE 2: SCORE TABLE FOR ACEDEMIC STAFF
FACULTIES OF AGRICULTURE, ARTS, EDUCATION, LAW,
MANAGEMENT SCIENCES, SCIENCE AND SOCIAL SCIENCES
S/N Criteria Prof. Reader Senior Lecturer Lecturer Assistant
Lecturer I II Lecturer
1 Qualification 10 10 10 10(7) 10(7) 7
Ph.D 10
Master 7
Bachelor 5
2 Minimum 26 18 8 3(4) 0(1) -
Number of
Publications
3 Minimum 55 40 24 7 0(3) -
Number of
Points on
Publications
4 Teaching and 10(15) 9(12) 6(9) 3(6) 0(3) -
Professional
Experience (1
point per year)
5 Learned Society 5 5 5 5 5 5
Activities
(2 points per
society)
6 University 5 5 5 - - -
Administration
(2 points per
society)
7 Community 5 5 5 5 5 5
Service
(1 point per
service)
8 Conference 5 5 5 5 5 5
Attendance
(1 point per
Conference)
9 Total Minimum 95(100) 79(82) 60(63) 35(35) 25(28) 22
points required

Note: At every level, a candidate must meet both the minimum number of publications
and minimum number of points.All points in the table are minimum.

Minimum Score Required for Appointment of Academic Staff (CONUASS)

Assistant Lecturer to Senior Lecturer CONUASS 1-5 70%
Reader to Professor CONUASS 6-7 80%

81
Important Note:
(A) ENGINEERING
i. GRADUATE ASSISTANT
First degree preferably with Hons.
(First or Second class upper Divisions)
ii. LECTURER II
At least Second Class lower Division and Masters
Degree and registrable by COREN
iii. LECTURER I
Ph.D and evidence of having applied for COREN
registration
i. SENIOR LECTURER
Ph.D and must be COREN registered Engineer

(B) MASTERS DEGREE: Employable degrees are

M.Sc MA. M.ED. M. Tech., MPA, M. Phil (But
NOT MBA**)

(C) LAW
i. ASSISTANT LECTURER
LL.B (Hons.) plus Call to Bar (Law School)

ii. LECTURER II
LL.M. plus Call to Bar (Law School)

iii. LECTURER I
Ph.D. plus Call to Bar (Law School)

** MBA: Holders of MBA must possess a basic Management

Sciences undergraduate degree to be considered for
employment. This is against the backdrop that some Universities
that graudate them do not even recognize the MBA as a higher
degree for academic employment.

82
MEDICAL AREAS:
Consultant - Lecturer I
MB: BS/BDS plus appropriate fellowship entry Point
- Lecturer II
DVM Entry point - Lecturer I
B Pharmacy plus Masters Degree - Lecturer II
BNSc plus Msc - Lecturer I
B Pharmacy plus Registration - Asst. Lecturer
BNSc plus Registration - Asst. Lecturer
BMLS - Asst. Lecturer
MINIMUM RESIDENCY PERIOD
(a) Assistant Lecturer to Lecturer II - 3 years
(b) Lecturer II to Lecturer I - 3 years
(c) Lecturer I to Senior Lecturer - 3 years
(d) Senior Lecturer to Reader - 3 years
(e) Senior Lecturer to Professor - 6 years
(f) Reader to Professor - 3 years

Note: for a staff to be a Senior Lecturer, the staff must have

spent 6 years in academics, 9 years for a Reader or Associate
Professor, and 10 years and above for a Professor

The Career Structure and Guidelines for Appointments and

Promotions of Academic Staff in the Niger Delta University.
General Procedure for Appointments to Vacant Academic
Positions
The following criteria shall be used for the Appointments and
Promotions for Academic Positions in the University.
i. Qualifications
ii. Teaching effectiveness and relevant professional experience
iii. Research and Publications
iv. Administrative Experience
v. Attendance at learned conferences including active
participation.
vi. Community Service (local and national)

83
 vii. Ability to attract grants from external sources in
kind or cash to the University may enhance the
candidate's chances.

Applicants for Academic Appointment and Promotions should

posses the qualifications stated below for each category of post.
Besides the qualifications, they should also possess the minimum
number of publications that pass integrity (plagiarism) test
threshold which shall be determined by the University
Governing Council from time to time, and be registered in
Google Scholar for advancement to each post. Also, the
residency period for a level must be attained before a candidate
can be considered for promotion to the next level.

84
S/N POST CONUASSS BASIC REQUIREMENTS
1 GRADUATE 1 A good honours degree (first or second class upper)
ASSISTANT from any recognized University.
No Graduate Assistant in Nursing
2 ASSISTANT 2 a) A good honours degree (not less than 2nd
LECTURER class lower plus a Masters degree OR
b) A Master degree plus a professional
registration
c) For Engineering:
Second Class Lower and Masters degree
d) For Nursing:
Bachelor of Nursing Science (B.N.Sc.)
degree with a minimum of 2 nd class honours
(Lower Division) plus professional
registration (Registered Nurse RN.)
e) For Law, LL.B. with a minimum of 2 nd Class
Honours (Lower Division), plus B. L.
3 LECTURER 3 a) A Ph.D from a recognized University. OR
II b) Masters degree plus one (1) journal
publication.
c) Masters degree plus the relevant professional
registration.
d) For Engineering, Masters degree and
registrable by COREN.
e) For Nursing, Bachelor of Nursing Science
(B.N.Sc/B.Sc.) degree with a minimum of
2nd Class Honours (Lower Division) with a
fellowship Certificate of West Africa
College of Nursing (FWACN) or its
equivalent and with any Post -basic
Professional Registrations (RM, RPN, RNT,
PHN, and other specialties i.e. Ophthalmic,
theater, Pediatrics, Oncology, Orthopedic
Nurse, professional registration without any
publication.
f) For Law, LL.B. with a minimum of 2 nd Class
Honours (Lower Division), B.L. publication,
and evidence of registration for Ph.D in Law.
4 LECTURER 4 a) A Ph.D. from a recognized University plus
I three (3) publications, all must be Journal
articles.
b) Masters degree, plus four (4) publications, all
must be journal articles.
Staff shall have seven (7) points on
publications.
c) For Engineering:
A PhD in relevant Engineering discipline
with evidence of application for COREN
registration.

85
 With Masters degree.
By promotion from Lecturer II. Staff must
obtain Masters degree with evidence of
application for COREN registration plus a
minimum of three (3) of t hree (3) journal
articles.
d) For Nursing
A Masters degree in Nursing with a
fellowship Certificate of the West Africa
equivalent with one (1) journal Nursing with
three (3) journal publications OR PhD in
Nursing plus professional registration.
e) For Law:
- Ph.D (in Law), B.L. with a minimum of
three (3) publications (fresh appointee)
minimum of two (2) publications (by
conversion).
- LL.M., B.L., LL.B. with a minimum of
four (4) publications, two (2) of which
must have been in print (by promotion for
Lecturer II).
- LL.M., B.L., LL.B. with a minimum of
five (5) publications, three of which must
be in print (fresh appointee) and with
evidence of Ph.D registration.
- Residency for promotion from Lecturer II
a minimum of three (3) years.

5. SENIOR 5 a) A Ph.D. f rom a recognized University plus

LECTURER eight (8) publications, six (6) of which must
be referred journal articles in print. Not more
than one book shall be accepted. Twenty (24)
points scored on publications.
b) For Engineering:
A Ph.D plus a minimum of three (3) years
residency as Lecturer I. must be COREN
registered Engineer with eight (8)
publications, six (6) of which must be in
print. A minimum of twenty (20) points
scored from journal publications. Only one
(1) book shall be accepted.
c) For Nursing:
- A Ph.D in N ursing with at least six (6)
years teaching experience at University
level or cognate exposure, plus eight (8)
publications, six (6) of which must be
refereed journal articles in print plus
professional registration OR

86
 - A PhD in Nursing with a fellowship
Certificate of the West Africa College of
Nursing (FWACN) plus eight (8)
publications, six (6) of which must be
refereed journal articles in print plus
professional registration. Twenty (20)
points on publications. Not more than one
(1) book shall be accepted.
d) For Law:
- Ph.D (in law), LLM, B.L, with a
minimum of eight (8) publications, six
(6) of which must be in print in refereed
Law journals/books and not more than
one (1) book shall be accepted.
- Residency for promotion from Lecturer I
is a minimum of three (3) years. The
applicant must have spent six (6)
unbroken years in academics.
6. READER 6 a) A Ph.D. from a recognized University with at
least nine (9) years of teaching at the
University level or cognate exposure.
Eighteen (18) publications all in print, four
(4) of which must be in foreign indexed
regularly published journals. Forty (40)
points scored on publications. Not more than
two (2) books shall be accepted.
b) For Engineering:
By promotion from senior Lecturer must have
a residency of a minimum of thre e (3) years,
plus eighteen (18) publications all in print,
four (4) of which must be in foreign indexed
regularly published journals, with a minimum
of thirty -two (32) points scored from journal
publications. Only two (2) books shall be
accepted. Nine (9) years of cognate
experience.
c) For Nursing:
- A Ph.D in Nursing with at least 9 years
teaching experience at University level or
cognate exposure.
- A Ph.D in Nursing with a fellowship
Certificate of the West Africa College of
Nursing (FWACN) plus sixteen (16)
publications, all in print, four (4) of which
must be in foreign indexed regularly
published journals, plus professional
registration. Thirty two (32) points on
publications. Not more than two (2) books
shall be accepted.

87
 - A Ph.D in Nursing plus eighteen (18)
publications, all in print, four (4) of which
must be in foreign indexed regularly
published journals, plus professional
registration. Thirty -two (32) points on
publications. Not more than two (2) books
shall be accepted.
d) For Law:
- A Ph.D with at least 9 years teaching
experience at university level or cognate
exposure.
- Ph.D (in Law), LL.M., B.L., LL.B, with a
minimum of eighteen (18) publications, all in
print, fourteen (14) journal articles must have
been published in refereed Law journals/books
and four (4) of which must be in foreign indexed
regularly published Law journals. Not more
than two (2) books shall be accepted.
- Residency is a minimum of three (3) years
and must have sufficient administrative and
teaching experience of nine (9) years.
7. PROFESSOR 7 a) A Ph.D from a recognized University or a
recognized appropriate professional (medical)
qualification with a least ten (10) years
teaching experience at the University level or
cognate exposure. Twenty -six (26)
Publications, all in p rint, six (6) of which
must be in foreign indexed regularly
published journals.
b) For Engineering:
By promotion from Senior lecturer must have
a residency of a minimum of six (6) years,
plus twenty four (24) publications all in print,
six (6) of which must be in foreign indexed
regularly published journals, with a minimum
of fifty five (55) points scored from journal
publications. Only three (3) books shall be
accepted. Ten (10) years of cognate
experience.
c) For Nursing:
A Ph.D in Nursing with at least 10 years
teaching experience at University level or
cognate exposure. Twenty four (24)
publications, all in print, not less than six (6)
of which must be in foreign indexed regularly
published journal articles. Fifty-five (55) points
on publications. Not more than three (3) books
shall be accepted as part of publications.

88
 d) For Law
(A) Promotion from Senior Lecturer to
Professor
- Candidate must have satisfied a
minimum of 6 years residency with a
minimum of twenty (26) publications. All
in print, twenty -three (23) of which must
have been published in refereed Law
journals/books and six (6) in foreign
indexed regularly published Law journals.
Not more than three (3) books shall be
accepted as part of publications.
- Candidate must have sufficient
administrative and teaching experience of
ten (10) years.

ACADEMIC APPOINTMENTS AND PROMOTIONS IN

PROFESSIONAL AREAS OF MEDICINE, MEDICAL
L A B O R AT O RY S C I E N C E S , P H A R M A C Y A N D
NURSING.

Appointments and promotions of Lecturers in the professional

disciplines shall normally follow the same procedures as in the
Non-Professional areas but with the following modifications. In
all areas however, the residency period of three (3) years shall
apply.
1. Assistant Lecturer/Assistant Research Fellowship
a) The First Professional Degree such as
(a) BMLS, AMLSCN (Associate) or
BMLS, FMLSCN (Fellow)
(ii) B. Pharm
(iii) BNSC/B.Sc Nursing plus professional registration
(RN) and additional qualification (eg. Public Health
Psychiatry and Midwifery Nursing).
2. Lecturer II
a) The first professional degree such as MB;BS, BDS
b) As in (1) above plus a Masters Degree
c) As in (1) above plus a Master Degree
d) Pharm. D. Plus professional registration.

89
3. Lecturer I
a) As in I (a) plus a minimum of three (3) years cognate
teaching experience.
b) MB;BS, plus possession of the final or part II of the
relevant fellowship certificate.
c) For Medical Laboratory Scientists, Ph.D plus
AMLSCN or Ph.D plus FMLSCN.
d) For Pharmacists, Masters Degree and Pharm D. plus
Professional Registration.
e) For Nurses, Ph.D in Nursing with RN or Ph.D in
Nursing with FWACN.

4. Senior Lecturer, Reader and Professor

As for Lecturer I (a), (b) and (c) above plus appropriate
number of scholarly publications as evidence of good
research ability plus three (3) years of residency at each
level.

5. Senior Lecturer (as applicable to medical staff)

a) MB;BS plus possession of the final or part II of the
relevant fellowship certificate eg. FNMC/Fellow of
the Nigeria or West African Medical College and a
Ph.D. from a recognized University plus eight (8)
foreign index journal articles of which six (6) should
be in print.
b) Ph.D plus a registration with eight (8) foreign index
journal articles out of which six (6) must be in print.

6. Associate Professor
As for Engineering and the Applied Sciences.

7. Professor
As for Engineering and Applied Sciences.

90
 FINE ARTS AND THEATRE ARTS
The minimum number of publications, productions and
exhibitions required for Appointments and promotions to each
level in Fine Arts and Theatre Arts shell be as follows.
S/ POST CON BASIC REQUIREMENTS FINE BASIC REQUIREMENTS
N UAS & APPLIED ARTS THEATRE ARTS
S PROGRAMME PROGRAMME
1. GRADUATE 1 A First Class or Second Class Upper A First Class or Second Class
ASSISTANT Honours Degree from a recognized Upper Honours degree from a
University. recognized University.
2. ASSISTANT 2 A good Second Class Honours Staff must hold a Masters
LECTURER Degree from a recognized Degree (MA) relevant to
University plus Masters Degree. Theatre Theory and practice.
3. LECTURER 3 For promotion from Assistant Staff must hold a Ph.D from a
II Lecturer to Lecturer II, staff must recognized University or MA
hold MA relevant to his/her area of in relevant areas of
specialization, with one (1) Solo specialization, one (1)
exhibition, one (1) journal and three journals artistic and three (3)
(3) years Teaching. years of teaching experience
at the University.
4. LECTURER 4 For promotion from Lecturer II to a) MA with three (3)
I Lecturer I productions and three (3)
a) Staff must have a Master Degree, published journal articles. The
3 solo exhibition, 4 group three (3) productions must be
exhibition, 3 journal articles and 6 documented in a production
years cognate exposure. brochure. Six (6) years
b) Staff must have a Ph.DS in cognate experience. Seven (7)
his/her relevant area of points on publications or
specialization, two (2) solo (b) A Ph.D in Theatre Arts
exhibitions or artistic participation from a recognized University
in 3 group exhibitions. Solo and two (2) journal articles.
exhibition must be evidence by a
brochure and photographs of
artworks and two (2) journal
articles. 7 points on publications.
5. SENIOR 5 For promotion from Lecturer I to Staff must have a Ph.D in
LECTURER Senior Lecturer: a Ph.D from a Theatre Arts, four (4)
recognized University, three (3) solo productions brochure with
exhibitions or participation in 4 artistic participation in at least
group exhibitions with catalogue or three (3) productions
commissioned artworks and 6 (documented in a production
journal articles, four (4) of which brochure) with not less than
must be in print. Not more than one six (6) published journal
(1) book shall be accepted. 24 points articles, all must be in print.
on publications. Not more than one (1) book
shall be accepted. Twenty for
(24) points on publications.

91
6. READER 6 For promotion from Senior Lecturer Staff must have a Ph.D in
to Reader: A Ph.D with nine (9) Theatre Arts from a
years teaching experience, four (4) recognized University. Nine
solo exhibitions with catalogue or (9) years of teaching
five (5) commissioned artworks experience. Documented
with proof of photographic evidence of six (6)
evidence, with fourteen (14) journal productions in a productions
articles all in print. At least four (4)
brochure with at least artistic
in foreign indexed journals. Not participation in four (4)
more than two (2) books 40 points productions documented in
on publication. production brochure with
fourteen (14) journals, all in
print with at least four (4) in
foreign indexed journals. Not
more than two (2) books Forty
(40) points on publications.
7. PROFESSOR 7 For promotion from Reader to Ph.D in Theatre Arts from a
Professor: A Ph.D with ten (10) recognized University. Ten
years Teaching Experience, six (6) (10) years of Teaching
solo exhibitions or seven (7) Experience. Documented
commissioned artworks, with 18 evidence of eight (8)
journal articles. Not more than three productions in a production
(3) books shall be accepted 55 brochure with at least artistic
points on publication. participation in eight (8)
All publications must be in print and productions documented in a
six (6) in foreign indexed journals. production brochure. Twenty
(20) publications, all in print
with six (6) foreign indexed
journals. Not more than three
(3) books shall be accepted.
55 points on publications.

I. A solo exhibition will have a minimum of twenty (20) new

items and for avoidance of doubt, all productions and
exhibitions must be fully documented.

ii. Creative Work: published plays, novels, a collection of short

stories, a volume of at least twenty (20) poems, musical
composition of not less than thirty (30) minutes duration and
major productions shall be regarded as publication, provided
they have been referred.

92
Scoring Chart for Fine & Arts Works
S/N GROUP POINTS
1. Group Art Exhibition 0-3 points (each time a staff
participates)
2. Solo or One-Man Arts Exhibition/Major 0-3 points (each time a staff
Commission/Book participates)
3. Major Commissions in: 0-5 points (per job)
Sculpture
Painting
Textile
Graphics
Ceramics
Metal Design and other Media
4. Illustration in: 0-2points (per job)
Books
Book Cover Designs
Record/Medicine Package Jackets

iii. Scoring Chart for Theatre Arts Works

S/NO. GROUP POINTS
1. A published play in print 0-1 0-6 points
2. A stage published play (a play written and staged 0-3 points
but not published in print)
3. Productions Major (productions that are privately 0-3 points
produced and productions that attract external,
academic and professional audience including
departmental commissioned productions).
4. Minor Command Performance Production: 0-2 points
Plays, dances and musical dramas performed in
the Department for other organization in which
academic staff are involved.

I. Applied Sciences: Scientific invention or patents in medicine,

Pharmacy, Engineering, Electronics, etc shall count as
publication, provided they are not more than three (3) in a give
promotion exercise and have been previously used for promotion
purposes.

93
ii. Publication: A document is considered and accepted as
publication if the publisher of the document has its
registered office in a country, the place of printing or place
of circulation being irrelevant.

Notes on Publications: Self-published books and

commercial journals are not recognized for the purposes.

iii. Notes on Monographs

A monograph is a specialist work of writing /research on a
single subject or an aspect of a subject, usually by a single
author. Unlike a textbook which surveys the state of
knowledge in a field, the main purpose of a monograph is
to present primary research and original scholarship.

The research is presented at length, distinguishing

monograph from an article.

Monographs are regarded as vital for career progression

in many academic disciplines, and are published as
individual volumes in short print run. Librarians consider
a monograph to be a non-serial publication complete in
one volume or a finite number of volumes. It is a non-
serial publication of less that book size based on a primary
research that is presented at length on a single subject.

The points to be given for Monograph are 0.3 points.

Viii. Papers Accepted for Publication: These shall be

considered where there is evidence of acceptance in a
journal; however, there shall not be more than two (2)
acceptances in a given Appointment/Promotion Exercise.
Furthermore, all acceptance letters shall laps after thirty-
six (36) months.

94
Ix Scoring Formula: A book is a publication of over 49
pages by a registered reputable publisher (utilizing blind
peer review process) irrespective of who printed it. A
Chapter in such a book shall be treated as equivalent to a
journal article.

A book shall score 0-6 points.

For the promotions from Assistant lecturer to Lecturer II
and lecturer I, books shall not be accepted. All
publications shall be journal articles. A journal is a serial
publication by a Professional Body/University. A paper in
a refereed proceedings is evidence to a journal article
(provided there is evidence that the paper has passed
through blind peer review process and not just the process
of acceptance to present the paper at the conference.

For purposes of promotions from Assistant Lecturer to

Lecturer II and to Lecturer I, books shall not be accepted.
All publications shall be journal articles.
A journal article shall score 0-3 points.

x. Refereed Conference proceedings

Paper published in refereed conference proceedings shall
score 0-3 points (see under definition of journal article).

xi. Spread of Journals

National – the Spread of National Publications to be
considered for points shall not exceed the following
percentage: eight-five percent (85%) for Professors,
seventy-five (75%) for Associate Professor and seventy
percent (70%) for Senior Lecturers.

Foreign/International – Not more than three (3)

publications in a particular journal and not more than one
(1) publication in a particular volume.

95
Note:
a). Definition of international journal (which is also a foreign
indexed journal) - For purposes of promotion in the Niger
Delta University;
1. An International Journal is a journal hosted by an NUC
recognised university/higher institution or research institute
based outside Nigeria or published by a foreign (non-Nigerian)
University-based or reputable non-University based publisher.

2. A journal shall be recognised as an international (foreign

indexed) journal if the articles in each volume of the journal have
and display an international spread. This means that at least 75%
of the content in each volume shall not be from any single
country.

3. Articles in each volume of an international (foreign indexed)

journal should emanate from multiple authors and institutions.
Such a journal should not have more than 25% of articles being
contributions from a single institution and not more than one
article should be from a single author.

4.A journal shall be recognised as an international (foreign

indexed) journal only if it is published by a Department, Faculty,
Center or Institute, based in a University or other institution of
higher learning (equivalent to a University) or a Research
Institute based outside Nigeria and accredited or recognised by
the NUC provided that journals published or hosted by
recognised regional and international professional bodies and
associations shall also qualify as such.

5. An international (foreign indexed) journal should normally be

available in both print and online. However, journals published
solely online for appropriate discipline by reputable publishers
such as SAGE, Taylor & Francis, Routledge, etc are acceptable
especially (but not exclusively) those indicated as open access.

96
6. An international (foreign indexed) journal should be one that is
regular and published at the intended or stated frequency.

7.Full details (including all other published papers, etc. ) of a

journal must be accessible on-line (via the internet) and should
be part of an international bibliographical data base of
abstracted/indexed journals for such a journal to be recognised as
an international (foreign indexed) journal acceptable for
purposes of promotion in the NDU.

8.All online journals shall have a recognisable website affiliated

to an institution in order to qualify as an international (foreign
indexed journal) for purposes of promotion in the NDU.

9. In order to qualify as an internatoinal (foreign indexed)

journal, the journal's peer review process must be described on
the journal's website. Established and explicit procedure for peer
review involving experts in the field should be visibly displayed.
Journals publishing papers within two months or less of
submission will not be accepted. Email or other form of
communication indicating the date of submission may be
required.

10. A journal shall qualify as a recognised international (foreign

indexed) journal if it has a good impact factor, provided that an
impact factor of 2.5 shall be acceptable.

11. In order to be recognised as an international (foreign indexed)

journal, a journal must have a clear retraction policy. The journal
must have a clearly stated policy for recalling or updating articles
as and when required.

12. Ideally, an international (foreign indexed) journal should

feature in mainstream abstracting and indexing databases
recognised in the given professional field. A good international

97
(foreign indexed) journal should be a member of prominent
publisher association and should be listed in bibiliographic and
subject-specific databases widely used in the relevant
professional field.

13.Recognised international (foreign indexed) journals should

be those that provide comprehensive contact information and a
verifiable address on their website. The journal, its editors and
staff should ideally have institutional or journal affiliated e-mail
addresses.

14. An international (foreign indexed) journal shall have an

editorial board whose members are recognised and affiliated
experts in their professional field. Members of the editorial board
should be recognised academic and or professional experts in the
field that the journal covers. No more than 25% of the members
of th e editorial board should be from the same institution.

b). Outlaw Journals

For purposes of promotion in the Niger Delta University, the
following journals shall not be accepted:

i. One-man journals with apparent university address(es) but not

affiliated to the university (are not acceptable).

ii. Commercial journals –Journals which are published by

individuals or organisations strictly or mostly for the purposes of
profit or financial gain. Each discipline has many of these and
departments should identify, generate list and submit to A& PC.
This list should be updated annually. Predatory journals, usually
characterised by a single individual or organisation hosting
journals across a wide range of professional fields with no clear
academic or professional goal, whose main purpose is financial
gain are excluded

98
iii. Journals published (usally solely online with no record of
print copies) with no clear institutional identity or affiliation with
a known and recognised academic or research institution or
instite.

iv. Any exclusively on-line journal that has no impact factor and
has not existed for at least five years.

xii. Focus – Specialized Areas

Ninety percent (90%) of publications shall be in the area
of specialization.

Authorship
For multiple authorships, the points below shall be shared
as follows.

i. BOOKS
1. In a book of 1-2 authors, each author shall score the
maximum grade points. (that is 0-6 points).
2. In a book of 3-10 authors, the lead author shall score the
highest-grade points and The 2nd author 80% of the grade
points, while others shall have 50% each.

iii. JOURNAL ARTICLES

1. In a journal article of 1-2 authors, each author shall score
the maximum points (that is 0-3 points).
2. In a journal article of 3-10 authors, the lead author shall
nd
score the highest- grade point and the 2 author 80% of
the grade points, while others shall have 50% each.

Note: For promotions from Assistant lecturer to lecturer

II and Lecturer I, books shall not be accepted. All
publications shall be journal articles.

99
 In case the staff publishes in a journal wherehe/she is the
editor, it shall not be accepted for promotion.
3. He/She must be a lead author for at least 70% of joint
authorship papers presented for promotion.

QUALIFICATION AND PUBLICATION REQUIREMENTS FOR

APPOINTMENTS AND PROMOTIONS OF LIBRARY ACADEMIC
STAFF
S/N POST SALARY/SCALE BASIC EDUCATION REQUIREMENT
1 ASSISTANT CONUASS 1 A good honours degree (2/2) in Librarianship
LIBRARIAN from a recognized University plus one (1)
year or Exemption. The residence period for
all library staff is three (3) years.
2 LIBRARIAN CONUASS 2 A good honurs degree from a recognized
II University plus a professional qualification of
masters Level such as MIS, MLS MLIS or
MA in Librarianship. Three (3) years
experience and must be eligible to be
registered with the Librarian Registration
Council of Nigeria (LRCN).
3 LIBRARIAN CONUASS 3 M.L.S or Masters in relevant area plus two
I (2) journal publications. Computer literate
and chartered Librarian i.e registered by the
LRCN.
4 SENIOR CONUASS 4 M.L.S or Masters in relevant area as in four
LIBRARIAN (4) above plus three (3) journal publications
computer literate plus LRCN registration.
5 PRINCIPAL CONUASS 5 Professional degree as in three (3) above,
LIBRARIAN same number of publications as that of a
Senior lecturer (8 publications) of which five
(5) must be journal articlesand a PhD in
relevant field of study.
6 DEPUTY CONUASS 6 Professional degree plus Ph.D in relevant
LIBRARIAN area; fifteen (15) publications twelve (12) in
print, three (3) of which may be referred
proceedings and three (3) of which should be
in different reputable foreign journals.

100
7 FULL CONUASS 7 Professional degree and Ph.D candidates
LIBRARIAN must have spent at least six (6) years as
Principal Librarian. In addition to books and
journal articles, publications for Librarian
staff include: Bibliographic Essay,
Bibliographies. Index to Books and Journal
Guides to Literature; twenty (20)
publications, fifteen (15) in reputable must
have appeared in at least regularly published
foreign Index Journals. International and Local
Journals

THE CAREER STRUCTURE AND GUIDELINES APPOINTMENTS

AND PROMOTIONS OF SENIOR STAFF

REGISTRY DEPARTMENT - ADMINISTRATIVE CADRE

S/N POST CONUSSS BASIC QUALIFICATION REQUIRED

1 ADMINISTRATI 6 a) OND in the relevant field or an equivalent

VE ASSISTANT qualification plus at least three (3) years relevant
(AA post qualification experience.
b)Two subjects at a sitting at the GCE/ (A/L) plus
at least three (3) years relevant experience.

2 7 a) A University degree from a recognized

ADMINISTRATI University plus one (1) Year National youth
VE OFFICER II Service or exemption. Or
b) A third class or a pass University degree plus
NYSC
c) A.C.R.S
d) H.N.D. in the relevant field with NYSC
3 ADMINISTRATI 8 a) A University degree from a recognized
VE OFFICER I University plus at least three (3) years post
qualification cognate experience.
b) A Masters degree or
c) A.C.R.S. plus six (6) years post
qualification experience.
d) HND in the relevant field plus three (3)
years post qualification experience.
4 ASSISTANT 9 a) A University degree from a recognized
REGISTRAR University, plus at least six (6) years post
(AR) qualification cognate experience.
b) A Masters degree, plus three (3) years
cognate experience. Or
c) A.C.R.S. plus nine (9) years post
qualification experience.
d) HND in the relevant field plus six (6) years
post qualification experience

101
5 SENIOR 11 a) A university degree from a recognized
ASSISTANT University plus at least nine (9) years post
REGISTRAR qualification cognate experience.
(SAR) b) A Masters degree plus at least six (6) years
post qualification cognate experience. Or
c) A.C.R.S. plus twelve (12) years post
qualification experience.
d) H.N.D. in the relevant field plus nine (9)
years post qualification experience.
6 PRINCIPAL 13 a) A good honours degree from a recognized
ASSISTANT University plus at least twelve (12) years post
REGISTRAR qualification cognate experience, a considerable
(PAR) part of which must be in a higher institution of
learning.
b) A Masters degree plus nine (9) years post
qualification cognate experience.
7 DEPUTY 14 a) A good honours degree from a recognized
REGISTRAR University plus at least fifteen (15) years cognate
(DR) post qualification experience, a considerable part
of which must be in a higher institution
preferable in a University.
b) A Masters degree plus at least twelve (12) years
post qualification cognate experience.
c) Promotion by interview.
8 REGISTRAR 15 Appointment by interview in line with
University law.

SECRETARIES CADRE
S/N POST CONUSSS BASIC QUALIFICATION REQUIRED
1 CONFIDENTIAL 6 (a) WASC or GCE O/L with credits in four (4)
SECRETARY II subjects including English Language; 100/50
wpm in Shorthand/Typing or its equivalent;
Government Secretarial Training Certificate and
at least four (4) years secretarial experience.
Evidence of proficiency in Computer.
(b) OND/University Diploma in Secretarial Studies
plus four (4) years post qualification experience.
Evidence of proficiency in Computer.
2 CONFIDENTIAL 7 (a) A university Degree/HND in Secretarial
SECRETARY I Studies. Evidence of Office Ma nagement
Technology Proficiency in Computer and
Shorthand plus NYSC.
(b) OND/University Diploma in Secretarial
Studies with seven (7) years post qualification
experience. Evidence of proficiency in
Computer.

102
 (c) WASC or GCE O/L with credits in four (4)
subjects including English Language; 120/50
wpm in Shorthand/Typing or its equivalent;
Government Secretarial Training Certificate;
at least five (5) years post qualification
experience; Evidence of proficiency in
Computer.
3 SENIOR 8 (a) WASC or GCE O/L with credits in four (4)
CONFIDENTIAL subjects including English Language; 120/50
SECRETARY wpm in Shorthand/Typing or its equivalent;
Government Secretarial Training Certificate;
at least eight (8) years post qualification
experience; Evidence of proficiency in
Computer.
(b) OND/University Diploma in Secretarial
Studies with ten (10) years post qualification.
Post qualification experience. Evidence of
proficiency in Computer.
(c) A university Degree/HND in Secretarial
Studies/Office Management Technology with
three (3) years post qualification, post
qualification experience. Evidence Proficiency
in Computer.
4 PRINCIPAL 9 (a) A University Degree or HND in Secretarial
CONFIDENTIAL Studies with six (6) years post qualification
SECRETARY II experience. Evidence of proficiency in Computer
and Shorthand.
(b) OND or University Diploma in Secretarial Studies
with thirteen (13) years post qualification
experience. Evidence of proficiency in Computer
and Shorthand.
5 PRINCIPAL 11 (a) A University Degree or HND in Secretarial
CONFIDENTIAL Studies with nine (9) years post qualification
SECRETARY I experience. Evidence of proficiency in Computer
and Shorthand.
(b) OND or University Diploma in Secretarial Studies
with Sixteen (16) years post qualification
experience. Evidence of proficiency in Computer .
6 DEPUTY CHIEF 13 A good University degree in Secretarial
CONFIDENTIAL Studies/Office management Technology with twelve
SECRETARY (12) years post qualification experience. Evidence of
proficiency in Computer and Shorthand.
7 CHIEF 14 A good University Degree in Secretarial
CONFIDENTIAL Studies/Office management Technology plus fifteen
SECRETARY (15) years post qualification experience. Evidence of
proficiency in Computer and Shorthand by Interview.

103
TYPISTS/COMPUTER OPERATORS CADRE
S/N POST CONUSSS BASIC QUALIFICATION
REQUIRED
1 SENIOR 6 a) SSC or its equivalent. Possession of
TYPISTS/SENIOR typewriting speed certificate for
COMPUTER OPERATOR 50wpm plus at least three (3) years
experience as Typist Grade I
b) Diploma in Computer proficiency
plus six (6) years experience
c) Advanced Diploma in Computer
proficiency.
2 ASSISTANT CHIEF 7 a) SSC or its equivalent 50 wpm in
TYPISTS ASSISTANT typewriting plus at least six (6)
CHIEF COMPUTER years experience as senior Typist.
OPERATOR b) Diploma in Computer proficiency
plus nine (9) years experience
c) Advanced Diploma in Computer
proficiency plus (3) years
experience.
3 CHIEF TYPISTS/CHIEF 8 a) SSC or its equivalent. Possession of
COMPUTER OPERATOR 50 wpm Certificate in Typewriting,
plus at least twelve (12) years
experience as Assistant Chief
Typist.
b) Diploma in Computer proficiency
plus twelve (12) years experience.
c) Advanced Diploma in Computer
proficiency plus (6) years
experience.

CATERING OFFICERS CADRE

S/N POST CONUSSS BASIC QUALIFICATION REQIURED
1 CATERIN G 6 WASC or its equivalent plus one of the
OFFICER following:
a) C&G Certificate Nos. 705 (150) AND 706
(151) plus two (2) years experience.
b) University Diploma/OND in Home
Economic/Home
Management/Catering/Institution
Management.

104
2 HIGHER 7 a) University Diploma/OND in Home
CATERING Economic/Home
OFFICER Management/Catering/Institution
Management.
b) University Degree or HND in Home
Economics/Home
Management/Catering/Institution
Management plus NYSC Discharge or
Exemption Certificate.
3 SENIOR 8 University Degree or HND in Home
CATERING Economics/Home
OFFICER Management/Catering/Institutional
Management, plus Three (3) years post
qualification experience.
4 PRINCIPAL 9 University Degree or HND in Home
CATERING Economics/Home
OFFICER Management/Catering/Institutional
Management plus Six (6) years post
qualification experience.
5 ASSISTANT 11 University Degree or HND in Home
CHIEF Economics/Home
CATERING Management/Catering/Institutional
OFFICER Management plus NYSC Discharge Certificate
plus nine (9) years post qualification
experience.
6 CHIEF 13 A good University Degree in Home
CATERING Economics/Home
OFFICER Management/Catering/Institutional
Management plus NYSC Discharge Certificate
plus (12) years post qualification experience.
7 SENIOR CHIEF 14 A good University Degree in Home
CATERING Economics/Home
OFFICER Management/Catering/Institutional
Management plus NYSC Discharge Certificate
with (15) years post qualification experience.
By interview.

105
HOUSE KEEPERS CADRE
S/N POST CONUSSS BASIC QUALIFICATION REQ UIRED
1 HOUSE- 6 a) A University Degree or HND with at least
KEEPER Upper Credit in Institutional Management,
institutional House Keeping or any Social
Sciences or Management Sciences course
plus NYSC Discharge or Exemption
Certificate.
b) University Diploma or OND with at least
Merit in Institutional Management,
Institutional House Keeping or any Social
Sciences or Management Sciences course
from a recognized University, plus three (3)
years post qualification experience.
2 HIGHER 7 a) A University Degree or HND with at least
HOUSE- Upper Credit in Institutional Management,
KEEPER institutional House Keeping or any Social
Sciences or Management Sciences courses
from a recognized University, plus Three (3)
years post qualification experience.
b) A University Degree or OND with at least
Merit in Institutional Management,
institutional House Keeping or any Social
Sciences or Management Sciences courses
from a recognized University, plus Six (6)
years post qualification experience.
3 SENIOR 8 a) A University Degree or HND with at least
HOUSE- Upper Credit in Institutional Management,
KEEPER institutional House Keeping or any Social
Sciences or Management Sciences courses
from a recognized University, plus Six (6)
years post qualification experience.
b) University Degree or OND with at least
Merit in Institutional Management,
institutional House Keeping or any Social
Sciences or Management Sciences courses
from a recognized University, plus Nine (9)
years post qualification experience.

106
4 PRINCIPAL 9 a) A University Degree or HND with at least
HOUSE- Upper Credit in Institutional Management or
KEEPER Institutional House Keeping or any Social
Sciences or Management Sciences courses
from a recognized University, plus nine (9)
years post qualification experience.
b) University Diploma or OND with a least
Merit in Institutional Management or
Institutional House Keeping or any Social
Sciences or Management Sciences courses
from a recognized University, plus twelve
(12) years post qualification experience.
5 ASSISTANT 11 a) A University Degree or HND with at least
CHIEF Upper Credit in Institutional Management or
HOUSE- Institutional House-Keeping or any Social
KEEPER Sciences or Management Sciences courses
from a recognized University, plus nine (9)
years post qualification experience.
b) University Diploma or OND with a least
Merit in Institutional Management or
Institutional House-Keeping or any Social
Sciences or Management Sciences courses
from a recognized University, plus twelve
(12) years post qualification experience.
7 DEPUTY 13 A good University Degree in institutional
CHIEF Management or Institutional House-Keeping or
HOUSE- any Social Sciences or Management Sciences
KEEPER courses from a recognized University, plus
NYSC Discharged Certificate plus twelve (12)
years post qualification experience.
8 CHIEF 14 A good University Degree in institutional
HOUSE- House-Keeping or any Arts, Education,
KEEPER Management Sciences or Social Sciences
courses from a recognized University, plus
NYSC Discharged Certificate plus fifteen(15)
years post qualification experience. By
interview

107
INFORMATION AND COMMUNICATIONS TECHNOLOGY
(ICT) CADRE
S/N POST CONUSSS BASIC QUALIFICATION
REQUIRED
1 SYSTEMS 7 HND or Bachelor Degree in
ANALYST/PROGRAMMER Computer Science or Computer
ENGINER II Engineering plus NYSC.
2 SYSTEMS 8 a) HND or Bachelor Degree in
ANALYST/PROGRAMMER Computer Science or Computer
ENGINER I Engineering plus NYSC, plus
three (3) years post qualification
experience.
b) Masters in Computer Science or
Computer Engineering plus
NYSC.
3 SENIOR SYSTEMS 9 a) HND or Bachelor Degree in
ANALYST/PROGRAMMER Computer Science or Computer
ENGINER Engineering plus NYSC, plus
six (6) years post qualification
experience.
b) Masters in Computer Science or
Computer Engineering with
three (3) years post qualification
experience plus NYSC.
4 PRINCIPAL SYSTEMS 11 a) HND or Bachelor Degree in
ANALYST/PROGRAMMER Computer Science or Computer
ENGINER Engineering plus NYSC, plus
Nine (9) years post qualification
experience.
b) Masters in Computer Science or
Computer Engineering with Six
(6) years post qualification
experience.
5 ASSISTANT CHIEF 12 a) HND or Bachelor Degree in
SYSTEMS Computer Science or Computer
ANALYST/PROGRAMMER Engineering plus NYSC, plus
ENGINER Twelve (12) years post
qualification experience.
b) Masters or M.Tech in
Computer Science or Computer
Engineering with Nine (9) years
post qualification experience.

108
6 CHIEF SYSTEMS 13 a) HND or Bachelor Degree in
ANALYST/PROGRAMMER Computer Science or Computer
ENGINER Engineering plus NYSC, plus
Fifteen (15) years post
qualification experience.
b) Masters in Computer Science or
Computer Engineering with
Twelve (12) years post
qualification experience.
7 DEPUTY DIRECTOR 14 a) Bachelor Degree in Computer
Science or Computer
Engineering plus NYSC, plus
Fifteen (15) years post
qualification experience.
b) Masters in Computer Science or
Computer Engineering with
Twelve (12) years post
qualification experience plus
considerable Administrative
Experience. By Interview

LEGAL CADRE
S/N POST CONUSSS BASIC QUALIFICATION REQUIRED
1 LEGAL 8/2 L.LB, BL and NYSC Discharge or Exemption
OFFICER Certificate.
2 SENIOR 9 a) L.LB, BL and NYSC Discharge or Exemption
LEGAL plus a minimum of one (1) year post NYSC
OFFICER experience.
b) L.LM plus call to the Bar and NYSC.
3 PRINCIPAL 11 a) L.LB, BL and NYSC Discharge or Exemption
LEGAL plus a minimum of Six (6) years post NYSC
OFFICER experience.
b) L.LM plus call to the Bar and Three (3) years
post NYSC.
4 ASSISTANT 12 a) L.LB, BL and NYSC Discharge or Exemption
CHIEF plus a minimum of Nine (9) years post NYSC
LEGAL experience.
OFFICER b) L.LM plus Six (6) years post NYSC.
5 DEPUTY 13 a) L.LB, BL and NYSC Discharge or Exemption
CHIEF plus a minimum of Twelve (12) years post
LEGAL NYSC experience.
OFFICER b) L.LM plus Nine (9) years post NYSC.
6 CHIEF 14 a) L.LB, BL and NYSC Discharge or Exemption
LEGAL plus a minimum of Fifteen (15) years post
OFFICER NYSC experience.
b) L.LM plus Twelve (12) years post NYSC. By
Interview

109
THE CAREER STRUCTURE AND GUIDELINE FOR
APPOINTMENTS AND PROMOTIONS OF SENIOR STAFF
MEDICAL DOCTORS CADRE

S/N POST CONUSSS BASIC QUALIFICATION

1 MEDICAL 9 a) M.B.B.S. Plus one (1) year NYSC.
OFFICER
2 SENIOR 11 a) M.B.B.S. Plus three (3) years residency or post
MEDICAL housemanship.
OFFICER b) M.B.B.S. Plus Diploma in a medically related
discipline plus part I.
3 SENIOR 12 a) M.B.B.S. Plus Six (6) years residency or post
MEDICAL housemanship.
OFFICER I b) M.B.B.S. Plus Diploma in a medically related
discipline with three (3) years post Diploma.
c) M.B.B.S. Plus Masters in a medically related
discipline plus part I plus three (3) years experience.
4 PRINCIPAL 13 a) M.B.B.S. Plus Nine (9) years residency or post
MEDICAL housemanship.
OFFICER b) M.B.B.S. Plus Diploma in a medically related
discipline with six (6) years post Diploma.
c) M.B.B.S. Plus Masters in a medically related
discipline plus PART I with six (6) years post
masters experience.
d) Specialist/fellow consultant plus PART II.
5 DEPUTY 14 a) M.B.B.S. Plus twelve (12) years post housemanship.
DIRECTOR b) M.B.B.S. Plus Diploma with Nine (9) years post
Diploma.
c) M.B.B.S. Plus Masters with six (6) years post
masters degree.
d) Specialist/fellow or consultant with plus PART II
plus nine (9) years qualification (as a specialist).
e) Promotion avenue for Director PART II plus nine (9)
years. By Interview.
6 DIRECTOR 15 Appointment by interview in line with University
OF law.
HEALTH
SERVICES

110
MEDICAL LABORATORY SCIENTISTS CADRE
S/N POST CONUSSS BASIC REQUIREMENT
1 MEDICAL 7 A good first degree in Medical lab. Science
LABORATORY (MLS), plus registration with the Institute of
SCIENTIST med. Lab. Technology of Nigeria (IMLTN) plus
NYSC.
2 MEDICAL 8 a) A good first degree in Medical Lab.
LABORATORY Technology of Nigeria (IMLTN), plus three
SCIENTIST I (3) years post qualification cognate
experience plus NYSC.
b) A Master degree in MLS, plus NYSC.
3 SENIOR 9 a) A good first degree in Medical Lab. Science
MEDICAL (MLS), plus registration with the Institute of
LABORATORY Med. Lab. Technology of Nigeria (IMLTN),
SCIENTIST plus six (6) years post-qualification cognate
experience.
b) A Masters degree in MLS, plus three (3)
years post qualification cognate experience.
c) Plus Ph.D. in MLS and evidence of
registration.
4 PRINCIPAL 11 a) A good first degree in Medical Lab. Science
MEDICAL (MLS), plus registration with the Institute of
LABORATORY Med. Lab. Technology of Nigeria (IMLTN),
SCIENTIST plus nine (9) years post qualification cognate
experience.
b) A Masters degree in MLS, plus six (6) years
post qualification cognate experience.
c) Doctorate Degree (Ph.D) in MLS, plus three
(3) years residency or post qualification.
5 ASSISTANT 12 a) A good first Degree in Medical Lab. Science
CHIEF (MLS), plus registration with the Institute of
MEDICAL Med. Lab. Technology of Nigeria (IMLTN),
LABORATORY plus twelve (12) years post qualification
cognate experience.
b) A Master degree in MLS, plus nine (9) years
post qualification cognate experience.
c) Doctorate degree (Ph.D.) in MLS, plus six
(6) years residency or post qualification.
6 CHIEF 13 a) A good first degree in Medical Lab. Science
MEDICAL (MLS), plus registration with Institute of
LABORATORY Med. Lab. Technology of Nigeria (IMLTN),
SCIENTIST plus fifteen (15) years post qualification
cognate experience.
b) A Master degree in MLS, plus twelve (12)
years post qualification cognate experience.
c) Doctorate degree (Ph.D) in MLS, plus nine
(9) years residency or post qualification

111
7 DEPUTY 14 a) A good first degree in Medical Lab. Science
DIRECTOR (MLS), plus registration with Institute of
Med. Lab. Technology of Nigeria (IMLTN),
plus eighteen (18) years post qualification
cognate experience with a Master degree in
MLS.
b) A Master degree in MLS, plus fifteen (15)
years post qualification cognate experience.
c) Doctorate degree (Ph.D) in MLS, plus twelve
(12) years residency or post qualification. By
Interview.

CAREER STRUCTURE FOR TECHNOLOGISTS IN ACADEMIC

DEPARTMENTS OF UNIVERSITIES
TECHNOLOGIST CADRE

S/N POST CONUSSS BASIC QUALIFICATION

1 TECHNOLOGIST 7 HND, Final Diploma, B.Sc (Professional
II Degree). Registerable with the relevant
institute plus NYSC.
2 TECHNOLOGIST 8 As above for Technologist II registered with
I NISTL, IMLT and other relevant Professional
bodies plus three (3) years residency or post
qualification experience.
3 SENIOR 9 As in Technologists II plus six (6) years
TECHNOLOGIST residency or post qualification experience.
4 PRINCIPAL 11 As in Technologists II plus nine (9) years
TECHNOLOGIST residency or post qualification experience.
5 ASSISTANT 12 As in Technologists II plus twelve (12) years
CHIEF residency or post qualification experience.
TECHNOLOGIST
6 CHIEF 13 A good university degree or HND with upper
TECHNOLOGIST credit in the relevant field. Registerable with
the relevant institute plus NYSC. Fifteen (15)
years residency or post qualification
experience required.
7 SENIOR CHIEF 14 a) B.Sc (Professional Degree) or HND plus
TECHNOLOGIST Masters degree and eighteen (18) years
residency or post qualification experience.
b) Promotion by Interview subject to
availability of vacancies.

112
LABORATORY SCIENTISTS CADRE
S/N POST CONUSSS BASIC REQUIREMENT
1 LABORATORY 7 HND, Final Diploma, B.Sc (Professional degree).
SCIENTIST II Registerable with the relevant institute plus
NYSC.
2 LABORATORY 8 As above for Laboratory Scientist II registered
SCIENTIST I with NISTL, IMLT and other relevant Professional
Bodies plus three (3) years residency or post
qualification experience.
3 SENIOR 9 As in Laboratory Scientist II plus six (6) years
LABORATORY residency or post qualification experience.
SCIENTIST
4 PRINCIPAL 11 As in Laboratory Scientist II plus nine (9) years
LABORATORY residency or post qualification experience
SCIENTIST
5 ASSISTANT 12 As in Laboratory Scientist II plus twelve (12)
CHIEF years residency or post qualification experience
LABORATORY
SCIENTIST
6 CHIEF 13 A good university degree or HND with upper
LABORATORY credit in the relevant field. Registerable with the
SCIENTIST relevant institute plus NYSC. Fifteen (15) years
residency or post qualification experience
required.
7 SENIOR CHIEF 14 a) B.Sc (Professional Degree) or HND plus
LABORATORY Masters Degree and eighteen (18) years
SCIENTIST residency or post qualification experience.
b) Promotion by Interview subject to availability
of vacancies.

MEDICAL LABORATORY TECHNICIANS CADRE

S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 MEDICAL 6 WASC or SSC plus three (3) years Training and
LAB. Registration with the Institute of Medical Laboratory
TECHNICIAN Technology for Technician Cadres.
2 HIGHER 7 Certificate in Medical Lab. Technology plus three (3)
MEDICAL years post qualification.
LAB.
TECHNICIAN
3 SENIOR 8 Certificate in Medical Lab. Technology plus six (6)
MEDICAL years post qualification.
LAB.
TECHNICIAN

113
4 PRINCIPAL 9 Certificate in Medical Lab. Technology plus nine (9)
MEDICAL years residency or nine (9) years post qualification.
LAB.
TECHNICIAN
5 ASSISTANT 11 Certificate in Medical Lab. Technology plus twelve
CHIEF (12) years residency or twelve (12) years post
MEDICAL qualification.
LAB.
TECHNICIAN
6 CHIEF 12 Certificate in Medical Lab. Technology plus fifteen
MEDICAL (15) years residency or fifteen (15) years post
LAB. qualification.
TECHNICIAN

MEDICAL RECORDS TECHNICIANS CADRE

S/N POST CONUSSS BASIC QUALIFICATION
1 MEDICAL 6 WASC or SSC plus three (3) years training and
LAB. registration with the Institute of Medical Laboratory
TECHNICIAN Technology for Technician Cadres (IMLTTC).
2 HIGHER 7 WASC or SSC, plus three (3) years training and
MEDICAL registration with the Institute of Medical Laboratory
RECORDS Technology for Technician Cadres, plus three (3)
(OFFICER) years post (IMLTTC) registration.
TECHNICIAN
3 SENIOR 8 WASC or SSC, plus three (3) years training and
MEDICAL registration with the Institute of Medical Laboratory
RECORDS Technology for Technician Cadres, plus six (6) years
(OFFICER) cognate experience.
TECHNICIAN
4 PRINCIPAL 9 WASC or SSC, plus three (3) years training and
MEDICAL registration with the Institute of Medical Laboratory
RECORDS Technology for Technician Cadres, plus nine (9) years
(OFFICER) cognate experience.
TECHNICIAN
5 ASSISTANT 11 WASC or SSC, plus three (3) years training and
CHIEF registration with the Institute of Medical Laboratory
MEDICAL Technology for Technician Cadres, plus twelve (12)
RECORDS years cognate experience.
(OFFICER)
TECHNICIAN
6 CHIEF 12 WASC or SSC , plus three (3) years training and
MEDICAL registration with the Institute of Medical Laboratory
RECORDS Technology for Technician Cadres, plus fifteen (15)
(OFFICER) years cognate experience.
TECHNICIAN

114
PHARMACY CADRE
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 PHARMACY 8 A. Pharm, B.Sc (Pharm.) with full registration with
the Pharmacist Council of Nigeria and
completion or exemption from NYSC.
2 PHARMACIST 9 a) B. Pharm, B.Sc (Pharm.) with full registration
with the Pharmacist Council of Nigeria and
completion or exemption from NYSC, plus three
(3) years residency.
b) M. Pharm, M.Sc (Pharm.) with full registration
with the Pharmacist Council, plus Post- NYSC
or exemption.
3 SENIOR 11 a) B. Pharm, B.Sc (Pharm.) with full registration
PHARMACIST with the Pharmacist Council of Nigeria and
completion or exemption from NYSC, plus six
(6) years residency or six (6) years post full
registration.
b) M. Pharm, M.Sc (Pharm.) with full registration
with the Pharmacist Council of Nigeria and
completion or exemption from NYSC, plus three
(3) years resi dency or three years post full
registration.
4 PRINCIPAL 12 a) B. Pharm, B.Sc (Pharm.) with full registration
PHARMACIST with the Pharmacist Council of Nigeria and
completion from NYSC, plus nine (9) years
residency or nine (9) years post-qualification.
b) M. Pharm, B.Sc (Pharm.) with full registration
with the Pharmacist Council of Nigeria and
completion or exemption from NYSC, plus six
(6) years residency or six (6) years post full
registration.
5 ASSISTANT 13 a) B. Pharm, B.Sc (Pharm.) with f ull registration
CHIEF with the Pharmacist Council of Nigeria and
PHARMACIST completion or excep tion of NYSC, plus twelve
(12) years residency or twelve (12) years post
full registration.
b) M. Pharm, M.Sc (Pharm.) with full registration
with the Pharmacist Council of Nigeria plus nine
(9) years residency or nine (9) years post full
registration.
6 CHIEF 14 a) B. Pharm, B.Sc (Pharm.) with full registration with
PHARMACIST the Pharmacist Council o f Nigeria and completion
or exce ption of NYSC, plus fifteen (15) years
residency or fifteen (15) years post full registration.
b) M. Pharm, M.Sc (Pharm.) with full registration
with the Pharmacist Council of Nigeria and
completion or exemption from NYSC,plus twelve
(12) years residency or twelve (12) years post full
registration.
c) Promotion by Interview.

115
PHARMACIST TECHNICIANS CADRE
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 PHARMACY 6 a) WASC or SSC plus three (3) years training and
TECHNICIAN registration with the Institute of Medical
Laboratory Technology for Technician Cadres
(IMLTTC).
2 HIGHER 7 a) WASC or SSC plus three (3) years training and
PHARMACY registration with the Institute of Medical
TECHNICIAN Laboratory Technology for Technician Cadres,
plus three (3) years post (IMLTTC) registration.
3 SENIOR 8 a) WASC or SSC plus three (3) years training and
PHARMACY registration with the Institute of Medical
TECHNICIAN Laboratory Technology for Technician Cadres,
plus six (6) years post (IMLTTC) registration.
4 PRINCIPAL 9 a) WASC or SSC plus three (3) years traini ng and
PHARMACY registration with the Institute of Medical
TECHNICIAN Laboratory Technology for Technician Cadres,
plus nine (9) years post (IMLTTC) registration.
5 ASSISTANT 11 a) WASC or SSC plus three (3) years training and
CHIEF registration with the Institute of Medical
PHARMACY Laboratory Technology for Technician Cadres,
plus twelve (12) years post (IMLTTC)
registration.
6 CHIEF 12 a) WASC or SSC plus three (3) years training
PHARMACY and registration with the Institute of Medical
TECHNICIAN Laboratory Technology for Technician
Cadres, plus fifteen (15) years post
(IMLTTC) registration.

NURSING CADRE
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 NURSING OFFICER 6 N.R.N or N.R.M.
2 NURSING OFFICER II 7 a) N.R.N or N.R.M. plus one (1) year post
registration
3 NURSING OFFICER I 8 a) N.R.N or N.R.M. plus four (4) years
HEALTH VISITOR residency.
b) N.R.N or N.R.M. plus three (3) years post
registration or specialist qualification e.g
Intensive Care Nursing, Coronary Care
Nursing, Public Health etc.

116
4 SENIOR NURSING 9 a) N.R.N or N.R.M. plus seven (7) years
OFFICER/ SENIOR residency.
HEALTH b) N.R.N or N.R.M. plus six (6) years post
SISTER/SENIOR registration or specialist qualification e.g
HEALTH VISITOR Intensive Care Nursing, Coronary Care
Nursing, Public Health etc.
c) Health Siste r registered plus three (3)
years residency or three (3) years post
qualification.
d) Health Sister registered plus three (3)
years residency or three (3) years post
qualification.
e) BNSc plus three (3) residency or three (3)
years post qualification.
5 PRINCIPAL 11 a) Senior Nursing Officer of Senior Health
NURSING Sister plus a minimum of three (3) years
OFFICER/PRINCIPAL post experience.
NURSING SISTER b) Senior Nursing Officer with minimum of
two (2) years in the post Diploma in
Advance Nursing Administration.
6 ASSISTANT CHIEF 12 a) Principal Nursing Officer with three (3)
NURSING years experience.
OFFICER/ASSISTANT b) Principal Health Sister with thirteen (13)
CHIEF HEALTH years experience.
SISTER
7 CHIEF NURSING 13 a) N.R.N or N.R.M. plus sixteen (16) ye ars
OFFICER post registration.
b) BNSc, N.R.N or N.R.M. plus fourteen
(14) years post qualification.
c) ACNO plus a minimum of three (3) years
post registration.
8 SENIOR CHIEF 14 a) N.R.N or N.R.M plus nineteen (19) years
NURSING OFFICER post registration.
b) BNSc & N.R.N or N.R.M. plus seventeen
917) years post qualification.
c) Chief Nursing Officer (CNO) plus a
minimum of three3 (3) years post
registration. By Interview.

117
X-RAY TECHNOLOGIST (RADIOGRAPHER) CADRE
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 X-RAY 7 a) A National Diploma of the Institute of
TECHNOLOGIST/RAD Medical Laboratory Technology (IMLT)
IOGRAPHER plus Registration with the Medical
Laboratory Council of Nigeria of Health
Technology (MLCHT).
b) D.C.R. (London) in Radiographer and
any other equivalent Qualification
registered with the Association of
Radiographer of Nigeria.
c) B.Sc in Radiographer registered with the
Association of Radiographers of Nigeria.
2 HIGHER X-RAY 8 a) A National Diploma of the Institute of
TECHNOLOGIST/RAD Medical Laborato ry Technology (IMLT)
IOGRAPHER plus Registration with the Medical
Laboratory Council of Nigeria of Health
Technology (MLCHT) , plus three (3)
years residency or three years (3) post
registration.
b) D.C.R. (London) in Radiographer and
any other equivalent Qualification
registered with the Association of
Radiographer of Nigeria plus three (3)
years residency or three (3) years post
registration.
c) B.Sc in Radiographer registered with the
Association of Radiographers of Nigeria,
plus three (3) years post registration.
3 SENIOR X-RAY 9 a) A National Diploma of the Institute of
TECHNOLOGIST/RAD Medical Laboratory Technology (IMLT)
IOGRAPHER plus Registration with the Medical
Laboratory Council of Nigeria of Health
Technology (MLCHT), plus six (6) years
residency or six (6 ) yearsresidency or six
(6) years post registration.
b) D.C.R. (London) in Radiographer and
any other equivalent Qualification
registered with the Association of
Radiographer of Nigeria plus six (6)
years residency or six (6) years post
registration.

118
4 PRINCIPAL X -RAY 11 a) A National Diploma of the Institute of
TECHNOLOGIST/RAD Medical Laboratory Technology (IMLT)
IOGRAPHER plus Registration with the Medical
Laboratory Council of Nigeria of Health
Technology (MLCHT), plus nine (9)
years residency or nine (9) years post
registration.
b) D.C.R. (London) in Radiographer and
any other equivalent Qualification
registered wit h the Association of
Radiographer of Nigeria plus nine (9)
years residency or nine (9) years post
registration.
c) B.Sc in Radiographer registered with the
Association of Radiographers of Nigeria,
plus nine (9) years residency or nine (9)
years post registration.
5 ASSISTANT CHIEF X - 12 a) A National Diploma of the Institute of
RAY Medical Laboratory Technology (IMLT)
TECHNOLOGIST/ with Registration with the Medical
RADIOGRAPHER Laboratory Council of Nigeria for Health
Technology (MLCHT) plus twelve (12)
years residency or twelve (12) years post
registration.
b) D.C.R. (London) in Radiography and any
other equivalent qualification registered
with the Association of Radiographers of
Nigeria plus twelve (12) residency or
twelve (12) years post registration.
c) B.Sc. in Ra diography registered with the
Association of Radiographers of Nigeria,
plus twelve (12) years residency or
twelve (12) years post registration.
6 CHIEF X-RAY 13 a) A National Diploma of the Institute of
TECHNOLOGIST/RAD Medical Laboratory Technolog y
IOGRAPHER (IMLT),with Registration with the
Medical Laboratory Council of Nigeria
for Health Technology (MLCHT), plus
fifteen (15) years residency or fifteen (15)
years post registration.
b) D.C.R. (London) in Radiography and any
other equivalent qualification registered
with the Association of Radiographers of
Nigeria plus fifteen (15) years residency or
fifteen (15) years post registration.
c) B.Sc. in Radiography registered with the
Association of Radiographers of Nigeria, plus
fifteen (15) years residency or fifteen (15)
years post registration.

119
7 SENIOR CHIEF X-RAY 14 a) A National Diploma of the Institute of
TECHNOLOGIST/ Medical Laboratory Technology
RADIOGRAPHER (IMLT),with Registration with the
Medical Laboratory Council of Nigeria
for Health Technology (MLCHT), pl us
eighteen (18) years residency or eighteen
(18) years post registration.
b) B.Sc. in Radiography registered with the
Association of Radiographers of Nigeria,
plus eighteen (18) years residency or
eighteen (18) years post registration. By
interview.

X-RAY TECHNICIANS CADRE

S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 X-RAY TECHNICIAN 6 WASC or SSC plus three (3) years training
and Registration with the Institute of Medical
Laboratory Technology for Technical
Cadres.
2 HIGHER X-RAY 7 Certificate in X -Ray Technician plus three
TECHNICIAN (3) years residency or three (3) years post
qualification
3 SENIOR X-RAY 8 Certificate in X -Ray Technician plus six (6)
TECHNICIAN years residency or six (6) years post
qualification
4 PRINCIPAL CHIEF 9 Certificate in X -Ray Technician plus nine (9)
X-RAY TECH NICIAN years residency or nine (9) years post
qualification
5 ASSISTANT CHIEF X - 11 Certificate in X -Ray Technician plus twelve
RAY TECHNICIAN (12) years residency or twelve (12) years
post qualification
6 CHIEF X-RAY 12 Certificate in X -Ray Technician plus fifteen
TECHNICIAN (15) years residency or fifteen (15) years post
qualification

120
CLINICAL INSTRUCTOR (NURSING)
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 CLINICAL 7 a) NRN & RM with a t least two (2) years of
INSTRUCTOR General and Specialized Nursing
Experience. Or
b) BNSc degree and NYSC plus
Registration and 2 years
2 CLINICAL 8 a) NRN & RM plus five (5) years of
INSTRUCTOR I General and Specialized Nursing
Experience.
b) Three (3) years experience as Clinical
Instructor in a recognized Institution.
c) BNSc degree with at least three (3)
General or Specialized Nursing
Experience.
3 SENIOR CLINICAL 9 a) NRN & RM plus eight (8) years of
INSTRUCTOR General and Specialized Nursing
Experience.
b) At least three ( 3) years experience as
Clinical Instructor I in a recognized
Institution.
c) BNSc degree with at least six (6) General
or Specialized Nursing Experience.
4 PRINCIPAL CLINICAL 10 a) NRN & RM plus ten (10) years of
INSTRUCTOR General and Specialized Nursing
Experience.
b) Three (3) years experience as Senior
Clinical Instructor in a recognized
Institution.
c) BNSc degree with at least three (9)
General or Specialized Nursing
Experience.
5 ASSISTANT CHIEF 12 a) NRN/NCMM with at least fourteen (14)
CLINICAL years of General and Specialized Nursing
INSTRUCTOR Experience.
b) Three (3) years experience as Principal
Clinical Instructor.
6 CHIEF CLINICAL 13 a) Four (4) years as Assistant Chief Clinical
INSTRUCTOR Instructor
7 SENIOR CHIEF 14 A good B.NSc. degree plus NRN/NCM &
CLINICAL RM registration with at least twenty -one (21)
years experience. By interview

121
ENVIRONMENTAL HEALTH OFFICER CADRE
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 ENVIRONMENTAL 7 By direct appointment of a candidate
HEALTH OFFICER possessing any of the following
qualifications: Royal Society of Health
Diploma (Merit) for Public Health Officer,
West African Health Examination Board
Diploma for Public Health
Officer/Environmental Health Officer,
Higher National Diploma with at l east Upper
Credit in Environmental Health Sciences
from a recognized Institution.
2 HIGHER 8 1. By promotion of a confirmed and suitable
ENVIRONMENTAL Environmental Health Officer.
HEALTH OFFICER 2. By direct appointment of a candidate
possessing any of the fo llowing
qualifications: Royal Society of Health
Diploma with at least Merit for Public
Health Officer, West African Health
Examination Board Diploma for Public
Health Officer/Environmental Health
Officer, Higher National Diploma with at
least Upper Credit in Environmental
Health Sciences from a recognized
Institution, plus at least three (3) years
post qualification cognate experience.
3 SENIOR 9 3. By promotion of a confirmed and suitable
ENVIRONMENTAL Environmental Health Officer.
HEALTH OFFICER 4. By direct a ppointment of a candidate
possessing any of the following
qualifications: Royal Society of Health
Diploma with at least Merit for Public
Health Officer, West African Health
Examination Board Diploma for Public
Health Officer/Environmental Health
Officer, H igher National Diploma with at
least Upper Credit in Environmental
Health Sciences from a recognized
Institution, plus at least six (6) years post
qualification cognate experience.
4 PRINCIPAL 11 By promotion of a confirmed and suitable
ENVIRONMENTAL Senior Environmental Health Officer.
5 ASSISTANT CHIEF 12 By promotion of a confirmed and suitable
ENVIRONMENTAL Principal Environmental Health Officer.
HEALTH OFFICER
6 CHIEF 13 By promotion of a confirmed and sui table
ENVIRONMENTAL Assistant Chief Environmental Health
HEALTH OFFICER Officer.

122
7 SENIOR CHIEF 14 A good University degree in Environmental
ENVIRONMENTAL Health Sciences plus eighteen (18) years post
HEALTH OFFICER qualification cognate experience. By
interview.

HEALTH ASSISTANT CADRE

S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 ASSISTANT CHIEF 6 By promotion of a confirmed and suitable
HEALTH Assistant Health Superintendent who had
SUPERINTENDENT spent at least three (3) years on the post and
had obtained the National Cer tificate with at
least Merit for Health Assistant Cadre from
School of Health Technology and/or any
other approved Health Institution.
2 CHIEF HEALTH 7 By promotion of a confirmed and suitable
SUPERINTENDENT Assistant Health Superintendent who had
spent at least three (3) years on the post and
possessing National Certificate with at least
Merit for Health Assistant Cadre. (Terminal
point for this cadre).

CAREER STRUCTURE FOR ACCOUNTANTS CADRE

(BURSARY DEPARTMENT)
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 ASSISTANT 6 a) Holders of ATS or Intermediate of ICAN
ACCOUNTANT or equivalent certificate from a
recognized Professional Accountancy
body.
b) OND in Accountancy plus one (1) year
relevant experience.
c) 2 passes in HSC/GCE A Level obtained
in a sitting in related subjects in
accounting plus at least four (4) years
post qualification relevant experience.
1 ACCOUNTANT II 7 a) A University degree or HND in
Accountancy plus NYSC experience. Or
a) Same qualification as in 1(a) above plus
three (3) years’ experience .

2 ACCOUNTANT I 8 a) A University. Or HND in Accountancy

plus three (3) years post qualification
experience.
b) A good B.Sc. degree or HND in
Accountancy plus membership of a
recognized Professional Accountancy
Body with NYSC experience.

123
 c) A goo d M.Sc. degree in Accountancy
plus NYSC.
d) Same qualification as in 1(a) above plus
six (6) years’ experience.
3 SENIOR 9 a) A University degree or HND in
ACCOUNTANT Accountancy plus six (6) years post
qualification experience plus NYSC.
b) A good B.Sc. degree o r HND in
Accountancy plus membership Body with
three (3) years post qualification
experience plus NYSC.
c) A good M.Sc. degree in Accountancy
with three (3) years relevant experience
plus NYSC.
d) Same qualification as in 1(a) above plus
nine (9) years’ experien ce.
4 PRINCIPAL 11 a) A University degree or HND in
ACCOUNTANT Accountancy plus nine (9) years post
qualification experience plus NYSC.
b) A good B.Sc. degree or HND in
Accountancy plus membership of a
recognized Professional Accountancy
Body with six (6) year s post qualification
experience plus NYSC.
c) A good M.Sc. degree in Accountancy
with six (6) years relevant experience
plus NYSC.
d) Same qualification as in 1(a) above plus
twelve (12) years’ experience.
5 CHIEF ACCOUNTANT 13 a) A good B.Sc. degree in Accountan cy plus
twelve (12) years post qualification
experience plus NYSC.
b) B.Sc. degree or HND in Accountancy
plus membership of a recognized
Professional Accountancy Body with
nine (9) years post qualification
experience plus NYSC.
c) A good M.Sc. degree in Accounta ncy
with nine (9) years relevant experience
plus NYSC.
6 DEPUTY BURSAR 14 a) A good B.Sc. degree in Accountancy plus
membership of a recognized Professional
Accountancy Body with fifteen (15) years
post qualification experience plus NYSC.
b) A good M.Sc. degre e in Accountancy
plus membership of a recognized
Professional Accountancy Body with
twelve (12) years relevant experience
plus NYSC.
c) Promotion by Interview.
8 BURSAR 15 Appointment by interview in line with
University law.

124
CAREER STRUCTURE FOR INTERNAL AUDITORS CADRE
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 INTERNAL AUDITOR II 7 a) A good B.Sc. degree or HND in
Accountancy plus NYSC experience.
2 INTERNAL AUDITOR I 8 a) A good B.Sc. degree or HND in
Accountancy plus three (3) years post
qualification experience plus NYSC.
b) A good B.Sc. degree or HND in
Accountancy plus membership of a
recognized Professional Accountancy
plus NYSC.
c) A Masters degree in Accountancy plus
NYSC.
3 SENIOR INTERNAL 9 a) A good B.Sc. degree in Accountancy plus
AUDITOR six (6) years post qualification experience
plus NYSC.
b) A good B.Sc. degree or HND in
Accountancy plus membership of a
recognized Professional Accountancy
body with three (3) years experience plus
NYSC.
c) A Masters degree in Accountancy with
three (3) years relevant experience plus
NYSC.
4 PRINCIPAL INTERNAL 11 a) A good B.Sc. degree or HND in
AUDITOR Accountancy plus nine (9) years post
qualification experience plus NYSC.
b) A good B.Sc. degree or HND in
Accountancy plus membership of a
recognized Professional Accountanc y
body with six (6) years post qualification
experience plus NYSC.
c) A Masters degree in Accountancy with
six (6) years relevant experience plus
NYSC.
5 CHIEF INTERNAL 13 a) A good B.Sc. degree or HND in
AUDITOR Accountancy plus twelve (12) years post
experience plus NYSC.
b) B.Sc. degree or HND in Accountancy
plus membership of a recognized
Professional Accountancy body with nine
(9) years post qualification experience
plus NYSC.
c) A Masters degree in Accountancy with
nine (9) years relevant experience plus
NYSC.

125
6 DEPUTY DIRECTOR OF 14 a) A good B.Sc. degree in Accountancy plus
AUDIT membership of a recognized Professional
Accountancy body with twelve (12) years
post qualification experience plus NYSC.
b) A Masters degree in Accountancy plus
membership of a recognized P rofessional
Accountancy body with twelve (12) years
relevant experience. By Interview

LIBRARY OFFICERS CADRE (SUB-PROFESSIONAL STAFF)

S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 LIBRARY OFFICER 6 Diploma or OND in Librarianship plus two (2)
years post qualification experience.
2 HIGHER LIBRARY 7 a) B.Sc/HND in Library Science, plus two (2)
OFFICER years relevant work experience.
b) Diploma in Library Science/Studies or OND
in Librarianship plus five (5) years post
qualification experience.
3 SENIOR LIBRARY 8 a) B.Sc/HND in Library Science, plus four (4)
OFFICER years relevant work experience.
b) Diploma in Library Science/Studies or OND
in Librarianship plus eight (8) years post
qualification experience.
4 PRINCIPAL LIBRARY 9 a) B.Sc/HND in Libr ary Science, plus seven
OFFICER II (7) years relevant work experience.
b) Diploma in Library Science/Studies or
equivalent e.g OND in Librarianship
experience. Promotion avenue for Senior
Library Officer.
5 PRINCIPAL LIBRARY 11 a) B.Sc/HND in Library Science, plus ten (10)
OFFICER I years relevant work experience.
b) Diploma in Library Science/ Studies or
equivalent e.g OND in Librarianship, plus
fourteen (14) years post qualification
experience.
6 DEPUTY LIBRARY 12 a) B.Sc/HND in Library Science, plus thirteen
OFFICER (13) years relevant work experience.
b) Diploma in Library Science/Studies or
equivalent e.g OND in Librarianship, plus
seventeen (1 7) years post qualification
experience.
7 CHIEF LIBRARY 13 a) B.Sc/HND in Library Science /Studies or
OFFICER equivalent qualification e.g OND in
Librarianship, plus twenty (20) years
relevant post qualification experience.
8 SENIOR CHIEF 14 A good B.Sc in Library Science with twenty -
LIBRARY OFFICER three (23) years relevant post qualification
experience. By Interview.

126
BINDERY/PRINTING STAFF CADRE
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 ASSISTANT 6 a) OND/ONC in Printing plus two (2) years in
BINDERY binding work experience.
OFFICER/PRINTING b) City and Guides Certificate in Binding with
three (3) years binding work experience OR
SSC or equivalent plus certificate in craft.
c) Bookbinding from a recognized Institution
with three (3) years in Binding Work
Experience.
2 SUPERINTENDENT 7 a) B.Sc/HND in printing Technology with one
OF BINDERY (1) year post experience qualification in
binding work.
b) OND/ONC in printing with five (5) years
post qualification in binding work
experience OR.
c) City and Guide Final Certificate in Binding
with six (6) years in Binding work
experience OR SSC or equivalent plus
certificate.
d) Bookbinding with six (6) years post
qualification in Binding work experience.
3 HIGHER 8 a) B.Sc/HND/HNC in Printing Technology
SUPERINTENDENT with four (4) years post qualification in
OF BINDERY binding work experience OR.
b) OND/ONC in printing with eight (8) years
post qualifi cation in binding work
experience OR.
c) City and Guide Final Certificate in Binding
with nine (9) years post qualification in
Binding Work Experience OR.
d) SSC/Equivalent plus Certificate in craft
bookbinding with nine (9) years post
qualification in binding work experience.
4 SENIOR 9 a) B.Sc/HND/HNC in Printing Technology
SUPERINTENDENT with seven (7) years post qualification in
OF BINDERY binding work experience OR.
b) OND/ONC in printing with eleven (11)
years post qualification in binding work
experience OR.
c) City and Guide Final Certificate in Binding
with twelve (12) years post qualification in
Binding Work Experience OR.
d) SSC/Equivalent plus Certificate in craft
bookbinding with twelve (12) years post
qualification in binding work experience.
5 PRINCIPAL 11 a) B.Sc/HND/HNC in Printing Technology
SUPERINTENDENT with ten (10) years post qualification in
OF BINDERY binding work experience.

127
6 ASSISTANT CHIEF 12 a) B.Sc/HND/HNC in Printing Technology
SUPERINTENDENT with thirteen (13) years post qualification in
OF BINDERY binding work experience.
7 CHIEF 13 a) B.Sc/HND/HNC in Printing Technology
SUPERINTENDENT with sixteen (16) years post qualification in
OF BINDERY binding work experience.
8 SENIOR CHIEF 14 A good B.Sc degree in Printin g Technology,
SUPERINTENDENT plus twenty (20) years post qualification in
OF binding work experience. By Interview.
BINDERY/PRINTING

PUBLISHING HOUSE
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 EDITOR II 7 A good honurs degree from a recognized
University, plus one (1) year NYSC with
relevant work experience.
2 EDITOR I 8 Same as Editor II plus three (3) years relevant
work experience.
3 SENIOR EDITOR 9 a) Same as Editor I plus six (6) years relevant
work experience.
b) M.Sc plus three (3) years work experience.
4 PRINCIPAL EDITOR 11 a) Same as Senior Editor plus nine (9) years
work experience.
b) M.Sc plus six (6) years work experience.
5 ASSISTANT CHIEF 12 a) Same as Principal Editor plus twelve (12)
EDITOR years work experience.
b) M.Sc plus nine (9) years work experience.
6 CHIEF EDITOR 13 a) Same as Assistant Chief Editor plus fifteen
(15) years relevant work experience.
b) M.Sc plus twelve 12) years work
experience.
7 MANAGER 14 a) Same as Chief Editor plus eighteen (18)
years administrative experience, preferably
in a publishing house.
b) M.Sc plus fifteen (15) years work
experience. By Interview.

128
METEOROLOGICAL CADRE
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 ASSISTANT 6 OND with at least Merit in the relevant filed or
METEOROLOGICAL an equivalent qualification, plus at leas t three
OFFICER years relevant post qualification experience.
2 METEOROLOGICAL 7 a) B.Sc/B.A with at least a Second Class
OFFICER II Honours Division of a recognized
University degree in the relevant filed, plus
NYSC.
b) By direct appointment of candidate
possessing a degree in any of the following
discipline from a recognized University,
plus NYSC: Meteorology, Physics,
Mathematics, Computer Science,
Electronics, Agricultural Science and
Geography.
c) HND with at least Upper -Credit in the
relevant filed plus NYSC.
d) Advance Meteorological Certificate from a
recognized Institution of Meteorology,
Physics, mathematics, Computer Science,
Electronics, Agricultural Science and
Geography.
e) Promotion avenue for confirmed Assistant
Meteorological Officer with at least six (6)
years relevant post qualification experience.
3 METEOROLOGICAL 8 a) A good University degree plus at least three
OFFICER I (3) years relevant post qualification
experience.
b) HND with at least Upper -Credit in the
relevant filed, plus at least three (3) years
post qualification experience.
c) Promotion avenue for a confirmed
Meteorological Officer II.
4 SENIOR 9 a) A good University degree plus at least six
METEOROLOGICAL (6) years relevant post qualification
OFFICER experience.
b) HND with at least Upper -Credit in the
relevant filed, plus at least six (6) years post
qualification experience.
5 PRINCIPAL 11 a) A Masters Degree (M.Sc./M.A) plus at least
METEOROLOGICAL six (6) years post qualification cognate
OFFICER experience.
b) A good honours degree from a recognized
University, plus at least nine (9) years post
qualification cognate experience.
c) HND with at least Upper -Credit in the
relevant filed, plus at least nine (9) years
post qualification experience.

129
6 ASSISTANT CHIEF 12 a) A Masters Degree plus at least nine (9)
METEOROLOGICAL years post qualification cognate experience.
OFFICER b) A good University degree at least twelve
(12) years post qualification experience.
c) HND with at least Upper -Credit in the
relevant filed, plus twelve (12) years post
qualification experience . Post and CONUSS
are not transferable to other career structure.
7 CHIEF 13 a) A Masters Degree plus at least twelve (12)
METEOROLOGICAL years post qualification experience.
OFFICER b) A good honours degree from a recognized
University or HND (Upper Credit), plus at
least fifteen (15) years post qualification
experience. CONUSS is not transferable to
other career structures.
8 SENIOR CHIEF 14 a) A Masters Degree plus at least fifteen (15)
METEOROLOGICAL years post qualification experience.
OFFICER b) A good hon ours degree from a recognized
University with at least eighteen (18) years
post qualification experience. By Interview.

CARTOGRAPHER CADRE
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 CARTOGRAPHER III 6 a) By direct appointment of a candidate
possessing OND with at leastr Merit in the
relevant subject obtained from a recognized
institution, plus at least three (3) years post
qualification experience of Full
technological Certificate of the City and
Guilds of London Institute in the relevant
subjects, plus at least three (3) years post
qualification experience.
b) A candidate possessing final Certificate with
at least Merit of the City and Guilds of
London Institute, plus at least three (3) years
post qualification experience.
2 CARTOGRAPHER II 7 a) By di rect appointment of candidates
possessing a B.Sc with at least a Second
Class Honours of a recognized University
Degree in the relevant filed, plus NYSC or
HND with at least Upper Credit Division in
the relevant filed with NYSC.
b) By direct appointment of c andidate
possessing Full Technological Certificate
with at least merit of the City and Guilds of
London Institute with a minimum of three
(3) years post qualification experience.
c) Promotion avenue for a confirmed
Cartographer III.

130
3 CARTOGRAPHER I 8 a) A go od University degree plus at least three
(3) years relevant post qualification
experience.
b) HND with at least Upper Credit in the
relevant filed, plus at least three (3) years
post qualification experience.
c) Promotion avenue for a confirmed
Cartographer II.
4 SENIOR 9 a) A good University degree plus at least six
CARTOGRAPHER (6) years relevant post qualification
experience.
b) HND with at least Upper Credit in the
relevant filed, plus at least six (6) years post
qualification experience.
c) By Promotion of a co nfirmed and suitable
Cartographer I.
5 PRINCIPAL 11 a) By direct appointment of a candidate
CARTOGRAPHER possessing a Masters Degree (M.Sc/M.A.)
plus at least six (6) years post qualification
cognate experience in relevant areas with
NYSC.
b) A good honours degree from a recognized
University, plus at least nine (9) years post
qualification cognate experience.
c) HND with at least Upper Credit in the
relevant filed, plus at least nine (9) years
post qualification experience.
d) By Promotion of a confirmed and
suitableSenior Cartographer.
6 ASSISTANT CHIEF 12 a) A Masters Degree plus at least nine (9)
CARTOGRAPHER years post qualification cognate experience.
b) Good University degree plus at least twelve
(12) years post qualification experience.
c) HND with at least Upper Credit in the
relevant filed, plus twelve (12) years post
qualification experience.
d) By Promotion of a confirmed and
suitablePrincipal Cartographer.
7 CHIEF 13 a) A Masters Degree plus at least twelve (12)
CARTOGRAPHER years post qualification cognate experience.
b) Good University degree plus at least fifteen
(15) years post qualification experience.
c) HND with at least Upper Credit in the
relevant filed, plus fifteen (15) years post
qualification experience.
d) By Promotion of a confirmed and
suitableAssistant Chief Cartographer.
8 SENIOR CHIEF 14 a) A Masters Degree plus at least fifteen (15)
CARTOGRAPHER years post qualification cognate experience.
b) A good honours degree from a recognized
University plus at least eighteen (18) years
post qualification experience. By Interview.

131
SECURITY – SENIOR CADRE
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 ASSISTANT 6 a) Three (3) years experience as a Patrol
SECURITY OFFICER Supervisor with WASC/GCE/NECO with at
(ASO) least five (5) credits including English
Language.
b) Ex-Inspector of Police with equivalent rank
in the Armed Forces and five (5) years
experience including the above educational
qualification.
2 SECURITY OFFICER 7 a) Ex-Inspector of Police or equivalent rank in
II (SO II) the Armed Forces with at least eight (8)
years experience with WASC/GCE/NECO
and at least five (5) credits in not more than
two (2) sittings including English Language.
b) Direct employment with a good honours
degree from a recognized University with
one (1) year cognate experience/training and
NYSC.
3 SECURITY OFFICER I 8 a) Same as above plus eleven (11) years
(SO I) cognate experience.
b) Same as 2 (b) above plus three (3) years
cognate experience.
4 SENIOR SECURITY 9 a) Inspector of Police with at least four (4)
OFFICER (SSO) years cognate experie nce and educational
qualification as for 2(a) above.
b) A good honours degree in relevant
discipline plus at least six (6) years cognate
experience with Police/Armed Forces
training.
5 PRINCIPAL 11 a) Assistant Superintendent of Police I I or
SECURITY OFFICER equivalent qualification in the Armed Forces
(PSO) and other related services plus twelve (12)
years experience with at least five (5) credits
in WASC/GCE/NECO including English
Language.
b) A good honours degree in relevant
discipline with at least nine (9) years
cognate experience with the Police/Armed
Forces.
6 ASSISTANT CHIEF 12 a) ASP I or equivalent rank in the Armed
SECURITY OFFICER Forces plus ten (10) years experience with
(ACSO) five (5) credits in WASC/GCE/NECO/OL
including English Language and other
related services.
b) A good honours degree with at least twelve
(12) experience with Police or Armed
Forces training.

132
7 DEPUTY CHIEF 13 a) DSP or equivalent rank in the Armed Forces
SECURITY OFFICER with five (5) credits in not more than two
(DCSO) sitting in ASC/GCE/NECO/OL including
English Language with ten (10) years
experience.
b) A good honours degree in a relevant
discipline with at least fifteen (15) years
cognate experience. A specialized security
training will be an added advantage. By
Interview.
8 CHIEF SECURITY 14 a) Superintendent of Police or equivalent ranks
OFFICER (CSO) in the Armed Forces with eighteen (18)
years experience with educational
qualification as in SO II.
b) A good University degree in a relevant
discipline with specialized Police/Armed
Forces and other related training with fifteen
(15) years cognate experience. A certificate
in specialized security training.
c) A University degree preferably Masters in a
relevant discipline with a Police/Armed
Forces training or related services with
twelve (12) years cognate experience. By
Interview.

SECONDARY SCHOOL CADRE

S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 ASSISTANT TUTOR 7 A Bachelor degree in Education with a teaching
subject or a Bachelor degree with NCE or Post
Graduate Diploma in Education
2 TUTOR II 8 a) Same as in 1 above with at least three (3)
years relevant teaching experience.
b) M.Ed, M.Sc, PGD plus three (3) years
teaching experience.
3 TUTOR I 9 a) Same as in 1 above with at least six (6)
years relevant teaching experience.
b) M.Ed, M.Sc, PGD plus three (3) years
teaching experience.
4 SENIOR TUTOR 11 a) Same as in 1 above with at least nine (9)
years relevant teaching experience.
b) M.Ed, M.Sc, PGD plus six (6) years
teaching experience
5 ASST. CHIEF TUTOR 12 a) Same as in 1 above wi th at least twelve (12)
years relevant teaching experience.
b) M.Ed, M.Sc, PGD plus nine (9) years
teaching experience

133
6 CHIEF TUTOR/VICE 13 a) Same as in 1 above with at least fifteen (15)
PRINCIPAL years relevant teaching experience.
b) M.Ed, M.Sc, PGD plus twel ve (12) years
teaching experience
7 PRINCIPAL 14 a) Same as in 1 above with at least eighteen
(18) years relevant teaching experience.
b) M.Ed, M.Sc, PGD plus fifteen (15) years
teaching experience. By Interview

NB: Vice-Principal shall normally be appointed from among

the Chief Tutors on the recommendation of the Principal
and by the Board of Governors of the Staff School and
Ph.D, will be added advantage.

PRIMARY SCHOOL TEACING CADRE

S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 MASTER III 6 National Certificate of Education (NCE)
2 MASTER II 7 a) Promotion avenue for Master II at least
three (3) years of satisfactory continuous
service.
b) B.Ed or B.Sc plus PGD.
3 MASTER GRADE I 8 Same as in one (1) above plus six (6) years
4 SENIOR MASTER II 9 Nine (9) years of satisfactory continuous
service
5 SENIOR MASTER 11 A Bachelor degree in Education with teaching
subject and with at least nine (9) years post
qualification experience; or NCE holder with at
least twelve (12) years experience.
6 SENIOR MASTER 12 Terminal for NCE holders’ as in four (4) above
(ASST) HEAD plus twelve (12) years experience.
MASTER/MISTRESS
7 HEAD 13 a) As in five (5) above plus fifteen (15) years
MASTER/MISTRESS cognate experience.

134
 WORKS AND SERVICES DEPARTMENT
ENGINEERING CADRE

S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT

1 ENGINEER II 7 A good degree or equivalent qualification in a
relevant field of Engineering, registered with
the Council for the Regulation of Engineering
in Nigeria (COREN) plus NYSC Certificate.
2 ENGINEER I 8 a) A good degree or equivalent qualification
registered with the Council for the
Regulation of Engineering in Nigeria
(COREN) plus three (3) years post
qualification experience plus NYSC.
b) Masters in Engineering in the relevant field
of Engineering registered with (COREN).
3 SENIOR ENGINEER 9 a) A good degree or equivalent qualification
registered with the Council for the
Regulation of Engineering in Nigeria
(COREN) plus six (6) years post
qualification experience.
b) Masters in the relevant field of Engineering
and registered with (COREN) plus three (3)
years in a relevant field of Engineering.
4 PRINCIPAL 11 a) Registered Engineer in a relevant field with
ENGINEER nine (9) years post qualification experience.
b) Masters in the relevant field of Engineering
and registered with (COREN) plus six (6)
years in a relevant field of Engineering.
5 CHIEF ENGINEER 13 a) Registered Engineer , plus twelve (12) years
post qualification cognate experience; must
also be a member of the Institution of
specialized field or En gineering – Civil
(NICE) Structural (NIStructE), etc
b) Registered Engineer in a relevant field of
Engineering with a Masters Degree, plus
nine (9) years in a relevant field of
Engineering
.
6 DEPUTY DIRECTOR 14 a) Registered Engineer, plus fifteen (15) years
(WORKS & post qualification cognate experience; must
SERVICES) also be a member of the Institution of
specialized field or Engineering – Civil
(NICE) Structural (NIStructE), etc
b) Registered Engineer as in a bove with
Masters Degree , plus twelve (12) years
cognate experience with an Interview
component.
7 DIRECTOR OF 15 a) Appointment by interview in line with
WORKS & SERVICES University law.

135
NOTE: Architects, Land Surveyors and Quantity Surveyors can be
Directors at CONUSSS 15.
ARCHITECTS CADRE
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 ARCHITECT II 7 A good University First Degree in Architecture,
plus one (1) year experience (NYSC).
2 ARCHITECT I 8 a) A good honours degree with three (3) years
experience registered with ARCON.
b) A Masters degree pl us three (3) years
experience.
3 SENIOR ARCHITECT 9 a) A good honours degree registered with
ARCON.
4 PRINCIPAL 11 a) A good honours degree with nine (9) years
ARCHITECT experience registered with ARCON.
b) Masters in Architecture registered in
ARCON, plus six (6) years cognate
experience.
5 CHIEF ARCHITECT 13 a) A good honours degree with twelve (12)
years experience registered with ARCON.
b) Masters in Architecture registered in
ARCON, plus nine (9) years cognate
experience.
6 DEPUTY DIRECTOR 14 a) A good honours degree with fifteen (15)
(PHYSICAL years experience registered with ARCON.
PLANNING) b) Masters in Architecture registered in
ARCON, plus twelve (12) years cognate
experience. By Interview.

NOTE: Ability to use relevant Engineering software is an added

advantage.

LAND SURVEYORS
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 LAND SURVEYOR II 7 a) A good degree in land Surveying/HND
Geodetic Science from a recognized
University plus NYSC.
b) A good degree in related discipline plus a
Diploma in land Surveying plus NYSC.
2 LAND SURVEYOR I 8 a) A good degree in Land Surveying/HND
Geodetic Science from a recognized
University plus NYSC. As in 1(a) & 1(b)
plus one (1) year pupilage programme.
b) Master in Land Surveyor/Geodetic, plus one
(1) year pupilage and NYSC.

136
3 SENIOR LAND 9 a) A candidate possessing any of the following
SURVEYOR qualification or their equivalents.
i. Corporate membership of the Royal
Institute of Charted Surveyors.
ii. A Surveyor registered with the
Surveyors Registration Council of
Nigeria, (SURCON).
iii. A pass in the Final Examination of the
Surveyors Licensing Board (A Licensed
Surveyor), plus at least six (6) years post
qualification cognate experience.
b) Master plus a (i), (ii) & (iii) and three (3)
years cognate experience and NYSC.
4 PRINCIPAL L AND 11 a) A candidate possessing any of the following
SURVEYOR qualification or their equivalents.
i. Corporate membership of the Royal
Institute of Charted Surveyors.
ii. Surveyor registered with the Surveyors
Registration A Council of Nigeria,
(SURCON).
iii. A pass in the Final Examination of the
Surveyors Licensing Board (A Licensed
Surveyor), plus at least nine (9) years
post qualification cognate experience.
b) Master plus above nine (9) years cognate
experience and NYSC.
5 CHIEF LAND 13 a) A candidate possessing any of the following
SURVEYOR professional bodies/institutions. .
i. Corporate membership of the Royal
Institute of Charted Surveyors.
ii. Surveyor registered with the Surveyors
Registration A Council of Nigeria,
(SURCON).
iii. A pass in the Final E xamination of the
Surveyors Licensing Board (A Licensed
Surveyor), plus at least twelve (12) years
post qualification cognate experience.

137
6 DEPUTY DIRECTOR 14 a) A candidate possessing any of the following
OF SURVEYOR qualification or their equivalents.
i. Corporate membership of the Royal
Institute of Charted Surveyors.
ii. A Surveyor registered with the Surveyors
Registration Council of Nigeria,
(SURCON).
iii. A pass in the Final Examination of the
Surveyors Licensing Board (A Licensed
Surveyor), plus at least fifteen (15) years
post qualification cognate experience.
b) A Master degree plus a (i), (ii) & (iii) plus
twelve (12) years post qualification cognate
experience.

QUANTITY SURVEYORS
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 QUANTITY 7 a) By direct appointment of a candidate
SURVEYOR II possessing any of the following
qualifications or their equivalent registerable
with the Nigerian Institute of Quantity
Surveyors:
b) A good degree in Quantity Surveying or
related subjected from a recognized
University plus NYSC.
c) A Pass in the final examination of the Royal
Institute of Chartered Surveyors.
d) A Pass in the final examination of Nigerian
Institute of Quantity Surveyor. .
2 QUANTITY 8 a) By promotion of a confirmed and suitable
SURVEYOR I Quantity Surv eyor, Grade II who has
completed three (3) years pupilage
programme (this promotion is not subject to
vacancy)
b) By direct appointment of a candidate
possessing any of the qualifications as
shown for Quantity Surveyors Grade II
above plus at least three (3) years post
qualification cognate experience.
c) A Masters degree in Quantity Surveyor plus
NYSC.

138
3 SENIOR QUANTITY 9 a) By promotion of a confirmed and suitable
SURVEYOR Quantity Surveyor, Grade I with at least six
(6) years in the grade. Must be NIQS
registered.
b) By direct appointment of a registered
candidate possessing any of the
qualifications shown for Quantity Surveyor
Grade I above plus at least six (6) years post
qualification cognate experience.
c) A Masters degree in Quantity Surveyor plus
three (3) years cognate experience.
4 PRINCIPAL 11 a) By promotion of a confirmed and suitable
QUANTITY Quantity Surveyor, Surveyor with at least
SURVEYOR nine (9) years cognate experience must have
been a member of the Nigerian Institution of
Quantity Surveyors.
b) By dire ct appointment of a Corporate
Member of NIQS.
c) A Masters degree in Quantity Surveyor plus
NYSC and six (6) years cognate experience
plus member of NIQS possessing any of the
qualifications shown for Quantity Surveyors
above plus at least nine (9) years pos t
membership cognate experience.
5 CHIEF QUANTITY 13 a) By direct appointment as a registered NIQS
SURVEYOR member of NIQS with suitable
qualifications specified as four (4) above
and at least twelve (12) years cognate
experience.
b) A Masters plus NYSC with n ine (9) years
cognate experience.
6 DEPUTY DIRECTOR 14 a) By direct appointment as a registered NIQS
(COSTING) candidate with suitable qualifications
specified as in five (5) above and at least
fifteen (15) years cognate experience plus
NYSC.
b) A Masters plu s twelve (12) years cognate
membership NIQS plus interview.

Note: Ability to use Quantity Surveying software is an added advantage.

139
ESTATE OFFICERS
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 ASSISTANT ESTATE 6 OND/ONC equivalent in Est ate Management
OFFICER plus at least two (2) years post qualification
experience.
2 ESTATE OFFICER 7 a) OND/ONC or equivalent qualification plus
GRADE II at least three (3) years post qualification
experience.
b) B.Sc. or HND in Estate Management
registerable with the Nigerian Institution of
Estate Surveyors and Valuers (NIESV) plus
NYSC.
3 ESTATE OFFICER 8 a) B.Sc. or HND in Estate Management or
GRADE I equivalent qualification registerable with the
Nigerian Institution of Estate Surveyors and
Valuers (NIESV) plus NYSC.
b) Masters in Estate Management registerable
with NIESV.
4 SENIOR ESTATE 9 a) B.Sc. or HND in Estate Management or
OFFICER equivalent qualification registerable with
NIESV plus at least six (6) years post
qualification experience plus NYSC.
b) Masters in Estate M anagement registered
with NIESV plus NYSC plus three (3) years
cognate experience.
5 PRINCIPAL ESTATE 11 a) B.Sc. or HND in Estate Management or
OFFICER equivalent qualification and registered with
NIESV plus at least nine (9) years post
qualification cognate experience.
b) Masters in Estate Management registered
with NIESV plus NYSC plus six (6) years
cognate experience.
6 CHIEF ESTATE 13 a) B.Sc. or HND in Estate Management or
OFFICER equivalent qualification and registered with
NIESV plus at least twelve (12) years post
registration cognate experience plus NYSC.
b) Masters in Estate Management registered
with NIESV plus NYSC plus nine (9) years
post qualification experience.
7 DPUTY DIRECTOR 14 a) A Degree In Estate Management Or
(ESTATE) Equivalent Qualification A nd Registered
With NIESV Plus NYSC At Least Fifteen
(15) Years Post Registration Cognate
Experience.
b) Masters In Estate Management Registered
With NIESV Plus Twelve (12) Years Post
Registration Cognate Experience.
c) Promotion, Appointment Through Response
To Advertisement.
d) By Interview

140
BUILDING OFFICERS
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 BUILDING OFFICER 7 A good honours degree in Civil Engineering,
II Building or any other qualification registerable
with Council for the Registration of Bui lders in
Nigeria (CORBON)
2 BUILDING OFFICER I 8 a) Direct appointment of candidates with
qualification for Building Officer II with
three (3) years post qualification cognate
experience.
b) Masters in a relevant field registerable with
CORBON plus NYSC
3 SENIOR BUILDING 9 a) Direct appointment of candidates with
OFFICER qualification for Building Officer II with six
(6) years post qualification cognate
experience. Must be CORBON registered.
b) Masters degree plus three (3) years
experience must be CORBON registered
plus NYSC.
4 PRINCIPAL 11 a) Direct appointment of a CORBON
BUILDING OFFICER registered Builder with qualifications
specified for Senior Building Officer with
nine (9) years post qualification cognate
experience.
b) Masters degree plus six (6) years cognate
experience.
5 CHIEF BUILDING 13 a) By direct appointment of candidates with
OFFICER the qualification of Principal Building
Officers with twelve (12) years post
qualification cognate experience.
b) Masters degree plus nine (9) years cognate
experience.
6 DEPUTY DIRECTOR 14 a) By direct appointment of candidates with
BUILDING the qualification of Principal Building
Officers with fifteen (15) years post
qualification cognate experience.
b) Masters degree plus twelve (12) years
cognate experience. By Interview

141
TECHNICAL OFFICERS
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 HIGHER TECHNICAL 7 a) B.Sc./HND/HNC with NYSC
OFFICER b) Full Technological Certificate or its
equivalent registerable with relevant
professional body, three (3) years residency.
2 SENIOR TECHNICAL 8 a) As above with three (3) years working
OFFICER experience.
b) As in 1 (b) plus six (6) years relevant
experience.
3 PRINCIPAL 9 a) As in 1 (a) above plus six (6) years relevant
TECHNICAL experience.
OFFICER II b) As in 1(b) above plus nine (9) years rel evant
experience.
4 PRINCIPAL 11 a) As in 1(a) above, registered with appropriate
TECHNICAL level of COREN with nine (9) years post
OFFICER I registration experience.
b) As in 1(b) above plus twelve (12) years
relevant experience.
5 ASSISTANT CHIEF 12 a) As in 1(a) above, registered with appropriate
TECHNICAL level of COREN with twelve (12) years post
OFFICER registration experience.
b) As in 1(b) above plus fifteen (15) years
relevant experience.
6 CHIEF TECHNICAL 13 a) As in 1(a) above, registered with appropriate
OFFICER level of COREN with fifteen (15) years post
registration experience.
b) As in 1(b) above plus eighteen (18) years
relevant experience.
7 SENIOR CHIEF 14 A good B.Sc degree in the relevant filed with
TECHNICAL appropriate level of COREN, plu s twenty -one
OFFICER (21) years relevant experience. By Interview.

STORES OFFICER CADRE

S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 STORES OFFICER 6 Final examination of the Institute of purchasing
and supply or OND two (2) years with
residency.
2 HIGHER STORES 7 a) Final examination of the Institute of
OFFICER purchasing and supply with three (3) years
experience.
b) HND/after NYSC.
3 SENIOR STORES 8 a) Final examination of the Institute of
OFFICER purchasing and supply with six (6) years
experience.
b) HND with three (3) years relevant
experience.

142
4 PRINCIPAL STORES 9 a) Final examination of the Institute of
OFFICER purchasing and supply with nine (9) years
experience.
b) HND with six (6) years relevant experience.
5 ASSISTANT CHIEF 11 a) Final examinatio n of the Institute of
STORES OFFICER purchasing and supply with twelve (12)
years experience.
b) HND with nine (9) years relevant
experience.
6 DEPUTY CHIEF 12 a) Final examination of the Institute of
STORES OFFICER purchasing and supply with fifteen (15)
years experience.
b) HND with twelve (12) years relevant
experience.
7 CHIEF STORES 13 a) Final examination of the Institute of
OFFICER purchasing and supply with eighteen (18)
years experience.
b) HND with fifteen (15) years relevant
experience.
8 SENIOR CHIEF 14 A g ood University degree with twenty -one (21)
STORES OFFICER years relevant experience. By Interview

TRANSPORT OFFICER CADRE

S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 TRANSPORT/WORKS 6 a) WASC/SSC/NECO plus Trade Test Class I
HOP SUPERVISOR and drivers license with six (6) years
(MECHANIC OR experience.
PLANT) b) OND/ANT/C&G (MVM) plus two (2) years
relevant experience.
c) NTC in relevant areas plus nine (9) years
experience.
2 SENIOR 7 a) OND/ANT/C&G (MVM) plus seve n (7)
TRANSPORT/SENIOR years relevant experience.
WORKSHOP b) NTC in relevant areas plus nine (9) years
SUPERVISOR experience.
(MECHANIC OR
PLANT)
3 PRINCIPAL 8 a) OND/ANT/C&G (MVM) plus seven (7)
TRANSPORT/ years relevant experience.
PRINCIPAL b) NTC in relevant areas plus twelve (12) years
SUPERVISOR experience.
4 ASSISTANT CHIEF 9 a) OND/ANT/C&G (MVM) plus eleven (11)
TRANSPORT/ years relevant experience.
ASSISTANT CHIEF b) NTC in relevant areas plus fifteen (15) years
WORKSHOP experience.
SUPERVISOR

143
5 DEPUTY CHIEF 11 a) OND/ANT/C&G (MVM) plus fourteen (14)
TRANSPORT/ years relevant experience.
DEPUTY CHIEF b) NTC in relevant areas plus eighteen (18)
WORKSHOP years experience.
SUPERVISOR
6 CHIEF 12 a) OND/ANT/C&G (MVM) plus fourteen (14)
TRANSPORT/CHIEF years relevant experience.
WORKSHOP
SUPERVISOR

DRIVERS CADRE
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 TRANSPORT 6 JSS Certificate with a Professional Driving
SUPERVISOR License five (5) years experience in a
Government Establishment and Trade Test
Class I.
2 SENIOR TRANSPORT 7 First School Leaving Certifica te with a
SUPERVISOR professional Driving License thirteen (13) years
experience in a Government Establishment and
Trade Test Class I.
3 CHIEF TRANSPORT 8 a) First School Leaving Certificate with a
SUPERVISOR professional Driving License fifteen (15)
years experience i n a Government
Establishment and Trade Test Class I.
b) Same as in 1(a) above plus eleven (11)
years.

DRAUGHTSMAN
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 DRAUGHTSMAN 6 Trade Test I with eight (8) years experience
GRADE I
2 SENIOR 7 Trade Test I with eleven (1) years experience
DRAUGHTSMAN
3 PRINCIPAL 8 Trade Test I with fourteen (14) years
DRAUGHTS MAN experience
4 CHIEF 9 Trade Test I with seventeen (17) years
DRAUGHTSMAN experience

144
INSTRUCTOR'S CADRE
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
1 INSTRUCTOR 7 a) Full Technological Certificate (FTC)
b) HND or HNC or any other Professional
Equivalent Certificate.
c) A Certificate in Education or RSA Teachers
Certificate or RSA or Pitman or ETC or
STC Certificate in Shorthand (120 WPM)
and Typewr iting (50WPM) and other
Secretarial subjects.
2 HIGHER 8 a) Full Technological Certificate (FTC) with
INSTRUCTOR five (5) years post qualification experience.
(TECHNICAL/ b) HND/HNC or any other Professional
SECRETARIAL) Equivalent Certificate with five (5) y ears
experience plus NYSC.
c) A Certificate in Education or RSA or
Pitman or ETC or STC Certificate in
Shorthand (120 WPM) and Typewriting
(50WPM) and other Secretarial subjects
with three (3) years post qualification
experience.
d) Master’s Degree or its profes sional
equivalent.
3 SENIOR INTRUCTOR 9 a) Full Technological Certificate (FTC) with
(TECHNICAL/ five (5) years post qualification experience.
SECRETARIAL) b) HND/HNC or any other Professional
Equivalent Certificate with five (5) years
experience plus NYSC.
c) A Certificate in Education or RSA or
Pitman or ETC or STC Certificate in
Shorthand (120 WPM) and Typewriting
(50WPM) and other Secretarial subjects
with five (5) years post qualification
experience.
d) Membership of a recognized Professional
body (i.e. the s ociety of Commercial
Teachers of England, the Faculty of
Teachers in England, the Institute of Private
Secretaries of England or their equivalent.
e) Master’s Degree or its Professional
equivalent with three (3) years experience.

145
4 PRINCIPAL 11 a) City and Guilds Part II with ten (10) years
INSTRUCTOR experience.
(TECHNICAL/ b) City and Guilds Part III of Full Technology
SECRETARIAL) Certificate (FTC) with eight (8) years post
qualification experience.
c) B.Sc./HND or HNC or any Professional
equivalent Certificat e with eight (8) years
experience.
d) A Certificate in Education or RSA
Teachers’ Certificate or RSA or Pitman or
ETC or STC Certificate in Shorthand (120
WPM) and Typewriting (50WPM) and other
Secretarial subjects with eight (8) years post
qualification experience.
e) Membership of a recognized Professional
body (i.e. the society of Commercial
Teachers of England, the Faculty of
Teachers in England, the Institute of Private
Secretaries of England or their equivalent.
f) Master’s Degree or its Professional
equivalent with six (6) years experience.
5 CHIEF INSTRUCTOR 13 a) City and Guilds (Final) with twelve (12)
(TECHNICAL/ years experience.
SECRETARIAL b) City and Guilds Part III of Full Technology
Certificate (FTC) with eight (8) years post
qualification experience.
c) B.Sc./HND or HNC or any Professional
equivalent Certificate with twelve (12) years
experience.
d) A Certificate in Education or RSA
Teachers’ Certificate or RSA or Pitman or
ETC or STC Certificate in Shorthand (120
WPM) and Typewriting (50WPM) and other
Secretarial subjects with twelve (12) years
post qualification experience.
e) Membership of a recognized Professional
body (i.e. the society of Commercial
Teachers of England, the Faculty of
Teachers in England, the Institute of Private
Secretaries of England or their equivalent.
f) Master’s Degree or its Professional
equivalent with nine (9) years experience.
6 SENIOR CHIEF 14 a) A good B.Sc. degree with fifteen (15) years
INSTRUCTOR experience.
(TECHNICAL/ b) Master’s Degree with twelve (12) years
SECRETARIAL experience. By Interview

146
 SPORTS UNIT
COACH CADRE
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
a) Diploma in Physical Education plus five 95)
1 COACH III 6 credits in WAEC/NECO/GCE including English
Language
a) University degree in Physical Education plus
2 COACH II 7 NYSC Discharged/Examination Certificate.
b) Master’s degree in Physical Education
a) University degree in Physical Education plus three
3 COACH I 8 (3) years relevant experience.
b) Master’s degree in Physical Education
a) University degree in Physical Education plus six
SENIOR (6) years relevant experience.
4 9
COACH b) Master’s degree in Physical Education with three
(3) years cognate experience.
a) University degree in Physical Education plus nine
PRINCIPAL (9) years relevant experience.
5 11
COACH b) Master’s degree in Physical Education with six (6)
years cognate experience.
a) University degree in Physical Education plus
twelve (12) years relevant experience.
6 CHIEF COACH 13
b) Master’s degree in Physical Education with nine
(9) years cognate experience.
a) By appointment preceded by an interview of a
confirmed and suitable Chief Coach possessing a
DEPUTY University degree in Health and Physical
7 DIRECTOR OF 14 Education plus a minimum of fifteen (15) years
SPORTS post qualification experience.
b) Master’s degree plus twelve (12) years cognate
experience.

ARTS FELLOW CADRE

S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
ARTS FELLOW a) University degree at honours level and NYSC.
1 7
II b) Promotion avenue for Arts Fellow I.
a) University degree at honours level, plus three (3)
ARTS FELLOW
2 8 years relevant post qualification experience.
I
b) Promotion avenue for Arts Fellow I.
a) University degree at honours level plus six (6)
SENIOR ARTS
3 9 years relevant post qualification experience.
FELLOW
b) Promotion avenue for Senior Arts Fellow.

147
 PRINCIPAL University degree at honours level plus at least nine
4 12
ARTS FELLOW (9) years post qualification experience.
CHIEF ARTS University degree at honours level plus at least twelve
5 13
FELLOW (12) years post qualification experience.
A good University degree at honours level plus at least
SENIOR CHIEF
6 14 fifteen (15) years post qualification experience. By
ARTS FELLOW
Interview

BASIC ENTRY REQUIREMENT(S) AND CAREER ADVANCEMENT FOR

RESEARCH FELLOWS
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
a) First degree with a least Second Class Upper
RESEARCH
1 1 Division.
ASSISTANT
b) Demonstrable aptitude for teaching and research.
ASSISTANT a) M.Sc holder as at the time of interview
2 2
RESEARCHER b) Demonstrable aptitude for teaching and research.
a) Ph.D holder as at the time of interview.
b) M.Sc holder with three (3) years uninterrupted
RESEARCH research, training and/or teaching experience in
3 3
FELLOW II any teaching experience in any Tertiary
Institutional of University Status or of comparable
institution.
a) Uninterrupted research, training and/or teaching
experience in any teaching experience in any
Tertiary Institutional of University Status or of
RESEARCH
4 4 comparable institution.
FELLOW I
b) Experience in the executive of research projects.
c) Requirements for appointment/promotion as
applicable to Lecturer I in NDU.
a) Uninterrupted research, training and/or teaching
experience in any teaching experience in any
SENIOR Tertiary Institutional of University Statu s or of
5 RESEARCH 5 comparable institution.
FELLOW b) Experience in the executive of research projects.
c) Requirements for appointment/promotion as
applicable to Senior Lecturer I in NDU.
a) Uninterrupted research, training and/or teaching
experience in any teaching experience in any
ASSOCIATE Tertiary Institutional of University Status or of
6 RESEARCH 6 comparable institution.
PROFESSOR b) Experience in the executive of research projects.
c) Requirements for appointment/promotion as
applicable to Reader in NDU.
a) Uninterrupted research, training and/or teaching
experience in any teaching experience in any
RESEARCH Tertiary Institutional of University Status or of
7 7
PROFESSOR comparable institution.
b) Experience in the executive of research projects.
c) Requirements for appointment/promotion as
applicable to Professor in NDU.

148
 CENTRE FOR NIGER DELTA STUDIES
BASIC ENTRY REQUIREMENT(S) AND
CAREER ADVANCEMENT FOR MUSEUM STAFF
S/N POST CONUSSS BASIC QUALIFICATION REQUIREMENT
A University degree
inArchaeology/History/Ethnography/Muselogy/Ant
CURATOR
1 7 hropology, Sociology and Fine Arts from a
GRADE II
recognized University with NYSC
Discharge/Exemption.
a) By promotion of a confirmed and suitable
Curator II.
b) By direct appointment of a candidate with a
CURATOR University Degree in
2 8
GRADE I Archaeology/History/Ethnography/Muselogy/
Anthropology, Sociology and Fine Arts from a
recognized University with three (3) years
relevant post qualification experience.
a) By promotion of a confirmed and suitable
Curator I.
b) By direct appointment of a candidate with a
SENIOR University Degree in
3 9
CURATOR Archaeology/History/Ethnography/Muselogy/A
nthropology, Sociology and Fine Arts from a
recognized University with six (6) years relevant
post qualification experience.
a) By promotion of a confirmed and suitable
Senior Curator.
b) By direct appointment of a candidate with a
PRINCIPAL University Degree in
4 11
CURATOR Archaeology/History/Ethnography/Muselogy/A
nthropology, Sociology and Fine Arts from a
recognized University with nine (9) years
relevant post qualification experience.
ASSISTANT By promotion of a confirmed and suitable Principal
5 12
CHIEF CURATOR Curator.
By promotion of a confirmed and suitable Assistant
6 CHIEF CURATOR 13
Chief Curator.
SENIOR CHIEF By promotion of a confirmed and suitable Chief
7 14
CURATOR Curator.
ETHNOGRAPHER B.A. in History or Archaeology with NYSC
8 7
I Discharge/Exemption.
B.A. in History or Archaeology with three years
ETHNOGRAPHER
9 8 experience as Ethnographer/Promotion of
II
confirmed and suitable Ethnographer I.
B.A. in History or Archaeology with six years
SENIOR
10 9 experience as Ethnographer/Promotion of
ETHNOGRAPHER
confirmed and suitable Ethnographer II.

149
 B.A. in History or Archaeology with nine years
PRINCIPAL
11 11 experience as Ethnographer/Promotion of
ETHNOGRAPHER
confirmed and suitable Senior Ethnographer.
ASSISTANT B.A. in History or Archaeology with twelve years
12 CHIEF 12 experience as Ethnographer/Promotion of
ETHNOGRAPHER confirmed and suitable Principal Ethnographer.
B.A. in History or Archaeology with fifteen years
CHIEF experience as Ethnographer/Promotion of
13 13
ETHNOGRAPHER confirmed and suitable Assistant Chief
Ethnographer.
B.A. in History or Archaeology with fifteen years
SENIOR CHIEF
14 14 experience as Ethnographer/Promotion of
ETHNOGRAPHER
confirmed and suitable Chief Ethnographer.
CULTURAL NCE and OND in Izon Language (DIZON) and
15 6
OFFICER I other relevant areas.
NCE/OND with three years experience as Cultural
CULTURAL
16 7 officer I/B.Sc. Cultural Studies of Soc iology with
OFFICER II
NYSC
SENIOR B.Sc. Cultural Studies or Sociology with six years
17 CULTURAL 8 experience/promotion of suitable Cultural Officer
OFFICER II.
PRINCIPAL B.Sc. Cultural Studies or Sociology with nine years
18 CULTURAL 9 experience/promotion of suitable Senior Cultural
OFFICER Officer.
ASSISTANT B.Sc. Cultural Studies or Sociology with twelve
CHIEF years experience/promotion of suitable Principal
19 11
CULTURAL Cultural Officer.
OFFICER
CHIEF B.Sc. Cultural Studies or Sociology with fifteen
20 CULTURAL 12 years experience/promotion of suitable Assistant
OFFICER Chief Cultural Officer.
ASSISTANT B.Sc. Cultural Studies or Sociology with fifteen
SENIOR CHIEF years experience/promotion of suitable Chief
21 13
CULTURAL Cultural Officer.
OFFICER
SENIOR CHIEF B.Sc. Cultural Studies or Sociology with fifteen
22 CULTURAL 14 years experience/promotion of suitable Assistant
OFFICER Senior Chief Cultural Officer.

150
Niger Delta University
Publishers Limited

151