Best Guide to Understand the Scheme of Service for Federal Polytechnics in Nigeria
The Scheme of Service for Federal Polytechnics in Nigeria has undergone considerable adjustments with the goal of unifying recruitment, promotion, and employment processes across the country’s polytechnic system.
One important document that regulates the organization, hiring, and advancement of staff at Federal Polytechnics in Nigeria is the Scheme of Service.
The recently implemented framework, which was officially launched in June 2024, represents a significant transformation in how polytechnic staff, both academic and non-academic, are managed.
For employees at federal polytechnics nationwide, the program offers a comprehensive framework for employment, job duties, pay scales, promotions, and other perks.
It establishes a consistent approach to recruitment, career advancement, and qualification integration within the polytechnic system. These improvements aim to increase educational quality and staff professionalism while also acknowledging polytechnic alumni’s distinctive contributions.
What is a Scheme of service?
A scheme of service is a document outlining the responsibilities, admission requirements, and chances for promotion in the public sector. It also outlines the salaries and cadres for each grade.
Benefits of the Scheme of Service
Service schemes improve the efficiency and effectiveness of administrative services for councils.
- Attract individuals with the required abilities, ambition, and integrity.
- Maintain a uniform level of work, standards, and procedures among councils.
- Establish reasonable qualifying requirements to sustain professional standards.
- Guide and encourage career advancement.
Here is a thorough examination of the scheme of service for federal polytechnics components and structure.
Overview of the Scheme of Service for Federal Polytechnics in Nigeria
The Scheme of Service for Federal Polytechnics in Nigeria is intended to ensure that recruiting, career advancement, and other issues concerning staff welfare are addressed systematically and consistently.
The paper is consistent with Federal Government principles, with a specific reference to the National Board for Technical Education (NBTE), which regulates polytechnic education.
1. Objectives of the Scheme of Service for federal polytechnics in Nigeria
The Federal Polytechnics Scheme of Service’s primary goals are as follows:
1. Ensuring Professionalism: To encourage competence, ethical standards, and professional integrity among polytechnic employees.
2. Career Development: To give polytechnic employees clear career pathways and criteria for advancement.
3. Efficient Service Provision: To enhance the efficacy and efficiency of polytechnic management by implementing a clearly defined human resource framework.
4. Alignment with National Standards: To make sure the polytechnic system satisfies international standards as well as national educational objectives.
2. Salary Structure
The salary structure for polytechnic staff follows the guidelines set by the Federal Government, which is typically aligned with the salary structure for civil servants in Nigeria. The pay scale for polytechnic staff is determined based on their rank and academic qualifications.
For example, higher-ranking staff such as Chief Lecturers and Principal Lecturers receive higher salaries compared to lower ranks like Assistant Lecturers and Administrative Officers.
However, salary adjustments are periodically made based on federal government policies, inflation, and other factors.
3. Staff Structure
Employees are categorized under the scheme of service according to their employment duties, level of education, and experience. Usually, the categories consist of:
Academic Staff: These are the main instructors in charge of instructing the students. They are separated into many grade levels:
- Assistant Lecturer (AL): Typically requires a Bachelor’s degree or its equivalent.
- Lecturer II (L2): Requires a Master’s degree and at least a few years of experience.
- Lecturer I (L1): Requires a Master’s degree with more years of teaching experience or a Ph.D.
- Senior Lecturer: Requires a Ph.D. and substantial experience in teaching and research.
- Principal Lecturer: The highest academic position, requiring significant experience and contributions to the institution.
- Chief Lecturer: The most senior academic role, often including managerial responsibilities.
- Research and Development Staff: These staff members are involved in scientific and applied research to support the polytechnic’s goals of innovation and community development.
Non-Academic Staff: These are non-teaching staff that handle the administrative duties.
- Administrative Officers: They perform administrative tasks, such as managing student records, handling office operations, and coordinating services within the polytechnic.
- Technologists: They provide technical support, particularly in laboratories and workshops. These roles typically require specialized training or qualifications in various fields like engineering, science, or IT.
- Library Officers: Staff who manage the polytechnic library, ensuring the proper organization and accessibility of learning materials.
- Support Staff: These include roles like clerks, drivers, cleaners, and security personnel, who ensure smooth operations of the polytechnic.
- Health and Safety Officers: In charge of maintaining safe working and learning environments, ensuring that health and safety standards are adhered to.
4. Recruitment and Appointment
Typically, the polytechnic’s needs, credentials, and merit are taken into consideration while hiring new employees. Particularly, academic staff need to fulfill certain qualifications, such as holding relevant degrees and professional certifications.
Professional credentials and expertise in administrative, technical, or support services are the main criteria for hiring non-academic workers. It adheres to the conventional process for hiring public servants, which consists of:
- Posting of job openings
- Submission of an application
- Interviews and screening
- Appointment and selection by a specified committee or the governing council
5. Promotion and Career Progression
Career progression within the scheme is based on merit, job performance, and continuous professional development. Staff are promoted according to their job performance, fulfillment of academic qualifications, or additional certifications.
The promotion ladder typically progresses as follows:
- Academic Staff: From Assistant Lecturer to Lecturer I, Senior Lecturer, Principal Lecturer, and finally Chief Lecturer.
- Non-Academic Staff: Progression occurs through various administrative and technical grades based on competence and job experience.
Specific Criteria to Facilitate Promotions for Staff in the Scheme of Service for Federal Polytechnics
- Successful completion of a probationary period.
- Attainment of higher qualifications (e.g., higher degrees, certifications).
- Evidence of significant professional contributions (e.g., publications, workshops, and research).
- Regular assessment of job performance.
6. Leave and Benefits
Staff workers are entitled to a variety of leave choices and benefits under the scheme:
- Annual Leave: Personnel members are entitled to an annual leave time, which normally lasts 30 days for academic personnel and 21 days for non-academic staff.
- Sick Leave: Employees who are sick may be awarded sick leave, with medical certificates required for long-term illnesses.
- Maternity Leave: Female employees are entitled to maternity leave under the Federal Government’s public service regulations.
- Pension and Gratuity: After retirement, employees are entitled to pension benefits and a gratuity based on their years of service.
- Health Insurance: Some polytechnics offer health insurance or allowances to employees.
7. Disciplinary and Ethical Guidelines
The Scheme of Service for Federal Polytechnics sets the ethical standards and disciplinary procedures that employees must follow.
Any infractions of institutional policies, misconduct, or unethical behavior may result in disciplinary procedures, such as suspension or dismissal.
8. Training and Professional Development
The strategy promotes continuous professional growth for all employees. Regular training programs, workshops, and conferences are held to improve the professional and technical abilities of polytechnic employees.
This is especially crucial for academic workers, who are expected to conduct research, attend academic conferences, and publish scholarly articles.
9. Challenges
While the Scheme of Service is designed to improve efficiency and professionalism, various problems limit its complete implementation, including:
- Underfunding: Polytechnics often face financial constraints, which can affect staff welfare and the implementation of the scheme.
- Staff Shortage: Inadequate recruitment or retention of qualified staff, particularly in technical and specialized fields, can lead to overwork and a reduction in the quality of education.
- Inconsistent Policy Implementation: Variations in the interpretation of the scheme across polytechnics can cause discrepancies in recruitment, promotion, and staff welfare.
10. Recommendations
Recommendations to improve the Scheme of Service include:
- Increased funding: to increase facilities, resources, and employee remuneration.
- Regular reviews: To keep the plan current with changes in educational needs and national legislation.
- Enhanced professional development: Ensuring that employees’ skills and certifications are regularly upgraded.
Critical Changes Brought by the New Scheme of Service for Federal Polytechnics
One significant change in the scheme of service for federal polytechnics is the recognition of Higher National Diploma (HND) holders as Graduate Assistants, similar to their university counterparts. This decision eliminates the segregation between HND and Bachelor’s degree holders, ensuring greater parity.
Additionally, the Instructor cadre, which previously differentiated HND holders from their degree counterparts, has been abolished.
Moreover, the Technician cadre has been integrated into the Technologist cadre, allowing National Diploma (ND) holders to be appointed as Assistant Technologists
The focus on the need for advanced degrees, especially for senior academic positions, is another significant change.
For instance, staff members now need to have a PhD to be promoted to roles like Principal or Chief Lecturer. Additionally, the regulation seeks to deter universities from sending underqualified faculty to polytechnics.
It simplifies the hiring and advancement procedures for employees of federal, state, and private polytechnics.
One significant change is the removal of prior obstacles to professional advancement for Higher National Diploma (HND) holders, who are now recognized as potential academic staff in polytechnics.
As with university degrees, HND holders who perform well academically can now be hired as Graduate Assistants.
The program aims to decrease the influx of underqualified academic staff from universities and raise the professional credentials of polytechnic employees.
Recent Official Updates on Scheme of Service for Federal Polytechnics
This new scheme of service for federal polytechnics has been widely discussed, with stakeholders like the Academic Staff Union of Polytechnics (ASUP) raising concerns about its implementation.
Despite some opposition, the NBTE has affirmed that the scheme will enhance the quality of polytechnic education in Nigeria.
The National Board for Technical Education (NBTE) has established the Scheme of Service for Nigerian Federal Polytechnics, which regulates hiring, career advancement, and duties for employees in polytechnics throughout the nation.
To resolve long-standing concerns, especially concerning the status of Higher National Diploma (HND) holders, this plan was recently modified.
One significant modification to the revised plan is that HND holders can now be appointed as Graduate Assistants, just like those with degrees, removing the previous restriction that kept HND graduates from teaching in polytechnics.
This policy change is intended to encourage equity in hiring and promotion practices across all Nigerian polytechnic schools.
For further details, you can explore more on the implementation and reactions surrounding the scheme of service from this site.
Other significant updates in the Scheme of Service include the removal of the Instructor cadre, the integration of the Technician cadre into the Technologist cadre, and clearer pathways for career progression.
For instance, positions like Senior Lecturers and above now require compliance with National Skills Qualifications (NSQ) standards
These adjustments aim to unify the recruitment and promotion processes, creating a more streamlined system that benefits both staff and students.
Conclusion
The revised scheme of service for federal polytechnics represents a step toward enhancing the quality and recognition of polytechnic education in the country.
With significant changes aimed at equalizing the status of HND holders, integrating staff qualifications more effectively, and providing clearer career paths for staff, it aims to ensure a more professional, competent, and motivated workforce.
As these changes unfold, it will be crucial to monitor how effectively they are implemented across polytechnics, especially in addressing the concerns of staff unions and ensuring sufficient support for the reforms.
