The project topic is an “assessment of Performance Evaluation of Academic Staff in Nigeria Tertiary Institution A case study of Kwara State Polytechnic Ilorin”. Assessing an employee is among the various function of personnel department in some establishment. This project work will enable us to have a broad knowledge of how academic staff performance are being appraisal i.e. how the performance of academic staff is being measured or judged and consequently used as the basis of their promotion. It will serve as a review of the academic staff performance based on the objectives set of the institutions. It is the performance that provide the basic opportunity for further training exercise and even in carrying out promotional exercise or a measure for determining wage bill and how this system has contributed to the development of the organization and the people working there fro this project to be meaningful, it has to be broken down into chapters. Chapter one give a brief introduction into the topic aims and objectives of the study, scope of the study the historical background of the case study (Kwara State Polytechnic) Limitation of the study literatures, definition of performance evaluation, techniques of performance evaluation, importance of performance evaluation etc. chapter three examines who are the academic staff, hierarchical chart, method adopted in measured their performance, parties involve in performance evaluation, importance of interview in performance evaluation etc. chapter four review the research methodology, method of data collection, findings etc. chapter five deals with the discussion and recommendation to the case study and the conclusion of the project. 


Title page 





Table of contents 

CHAPTER ONE: Introduction 

1.1 Background of the study

1.2 Statement of general problem 

1.3 Aims and objectives of the study 

1.4 Significance of the study

1.5 Scope and limitation of the study 

1.6 Historical background of the case study 

1.7 Definition of terms

CHAPTER TWO: Literature Review  

2.1 Definition of performance evaluation 

2.2 Techniques of performance evaluation

2.3 Importance of performance evaluation

2.4 Criticism of performance evaluation

2.5 Methods of performance evaluation e.g. the multiple person method essay etc.

CHAPTER THREE: Research Methodology 

3.1 Who are the research methodology 

3.2 The academic staff at a glance (historical web)

3.3 Methods adopted in measuring academic staff of the polytechnic performance 

3.4 Parties involve in performance evaluation

3.5 Importance of interview in performance evaluation 

CHAPTER FOUR: Data collection 

4.1 Methods of Data Collection 

4.2 Findings 

CHAPTER FIVE: Discussion recommendation and conclusion 

5.1 Summary 

5.2 Recommendation 

5.3 Conclusion




The polytechnic commenced full operation with the school of basic studies in January 1973 with the pre-university advanced level courses in pure science, social and arts.

In 1974, new courses of instructions leading to diploma certificates and other institutions in scientific technological and managerial vocational as well as education were introduced. The school of education was later excised to stand on its own as the college of education, Ilorin.

At present the polytechnic is made up of the following institutes.

⦁ Institute of General Studies  

⦁ Institute of Basic Applied Sciences 

⦁ Institute of Finance and Management Studies 

⦁ Institute of Technology

⦁ Institute of Environment Studies in addition of these are two academic centres.

⦁ Centre for Postgraduate Studies 

⦁ Centre for Continuing Education 

With an human beginning in 1973, today the polytechnic offers mere than fifty National Diploma Higher / National Diploma Courses. These are also several certificate and Post Graduate Courses which attract the cream of in service beneficiaries for within and outside the state.

The institution also engage in other activities with differs from academic activities. The Kwara State Polytechnic consultancy services which provides services such as socio-economic surveys for industrial, agricultural and government establishment parastatals and provide sectors. The technical services unit also provide outstanding services to the community in the area of technical services. 

Great breakthrough in innovations have been recorded in the history of Kwara State Polytechnic these includes.

⦁ The first institution nationwide of fashion out a scheme for graduate self employment for its studies.  

⦁ The construction of the tricycle which is intended to promote rural transportation.

⦁ The production of a complete industrial plant for processing garri.

From inception the school has been opportune to have the following academics and seasoned administrators in position of leaderships.

Profession R.W.H Wright 1973 - 1976

Chief Z.O. Mowaiye 1976 – 1978

Dr. J.O. Amode 1978 - 1982    

Dr. S.A. Oladosu 1991 – 1997

Dr. N.O. Oyeleke 1997 – 1998

Professor M.A. Olatunji 1998 – 2002

Dr. A.A. Saadu 2002 – 2004 

Ag. Chief O gunsola 2004 – 2008 

Ag. Alhaji Ibrahim Abdulkareem2009 – May June

Alhaji Masood Elelu 19th June – Till date

The institution has turned out a lot of brilliant and intelligent student. The products of this institution has always been found to excel and distinguished themselves anywhere they are. Study at Kwara State Polytechnic give an opportunity to explore the rich educational, technological and cultural heritage of the nation. With extensive resources and cream of seasoned lectures.


The research work tends to assess the performance evaluation of Academic Staff in Nigerian Tertiary Institution using Kwara State Polytechnic Ilorin as a case study by this the following research problems are evaluated.  

1. How can training and retaining of staff given better staff performance.

2. How can study loan facilitate better staff performance in Nigerian Tertiary Institution.

3. How can the use of information and telecommunication technology foster better staff performance.

4. How can increase in salary foster better staff performance. 

5. How can adequate and inadequate interdepartmental posting of staff affect staff performance. 


It is a know fact that performance appraisal serves different organizational and individual needs such as:

⦁ Performance 

⦁ Identification of management development work 

⦁ Promotion decision

⦁ Valuation of selection procedures 

⦁ Compensation administration 

But the objective of this study is to know how the performance valuation of an academic staff is being appraised i.e. how do they measure the performance of these categories of people lecturers instructor, librarian the technical / technologist. Does the evaluator communication the result to the academic staff?

What is the reaction of the academic staff to the appraisal system and its results?

Who evaluates, and what is his opinion about the appraisal system? 

Why does performance evaluation take place at all?

What are the tools used for conducting performance evaluation of academic staff?

However performance evaluation is to provide an opportunity for the management, the superior and his subordinate to review the latter’s work in the light of objectives sert. The above question if answered will provides an opportunity for the individual academic staff to realize his own potential and what he need to look at if he is going to develop on his present job and perhaps be considered at a later date for promotion.

From the above, it is clear that the basic aim is to know how performance evaluation of academic staff is been accurately measured, their basis of promotion so that they can improve on their job, more so, the study intends to identify the limitations inherit in the appraisal system with a view to suggesting solutions or alternative system.


The research work focuses on the assessment of performance evaluation of academic staff in Nigeria Tertiary Institution and it is very importance for the following reasons.

1. If will help tertiary institution management to increase training any retraining of staff.

2. It will help government to facilitate the promotion of information and communication technology development Nigeria Higher Institution.  

⦁ The research work will shed more light on methodology involve in enhancing higher standard among academic staff in Nigeria Higher Institution especially Kwara State Polytechnic which is the case study. 

It is clearly to every project writing that this particular course is more important to you because among all course it is the part of basic perquisite written in partial fulfillment of the requirement for the award of National Diploma in Business Studies. 


This study is designed to carry out research on how performance evaluation of academic staff in Nigeria Tertiary Institution is been measured and its effectiveness.

The scope of study for the write-up can cover Kwara State Polytechnic, Ilorin only. I cannot lay hand on all the tertiary institution in Nigeria, therefore, it will be convenient to limit the study to particular institution and it is assumed that the outcome of the research will serve as a good representation to other tertiary institution in Nigeria.

The researcher would have wanted to cover more higher institution of leaning, however, financial constraints limited time and insufficient data are some of the problem encountered  in the course of the study which prevented the researcher from doing an excellent work. 


The Kwara State Polytechnic formally Kwara State College of Technology Ilorin was established by the Kwara State edict no 4 of 1972 signed by the then military governor, Col David L. Bamigboye subsequent edict no 21 of 1984 and 81 of 1987 which came into effect on 26th November 1987, redefined certain aspect of the original edict. But in essence, the polytechnic is to provide for studies, training research and development of techniques in arts, languages applied sciences, engineering, management and commercial education as well as in other spheres of learners.

The polytechnic was formally opened in January 1973 with the following student and staff strength.

Express only one idea with each factor, if two, thoughts are expressed, a person who is rated high on one hand, low on the other hand is difficult to appraise. 

For example, punctuality and attendance often appear together. Does a low rating indicate the person is often late to work or often absent.      

Used word the appraisal will understand be particularly careful to design the form for the supervisory group who will be working with it. 

Have appraises evaluate what they observe not what is inferred.

This is particularly appropriate in evaluating such thing as knowledge without extensive testing, it can not be said how much knowledge a person has on a given subject.


(i) Promotion: A promotional plan can have a wide range of objectives including: sales increases, new product acceptance creation of brand equity, positioning competitive retaliations, or creation of a corporate image fundamentally, however there are three basic objectives of promotion. These are:

(i) To present information to consumers as well as others.

(ii)To increase demand

(iii)To differentiate a product 

(ii) Performance Evaluation: It is the process of obtaining, analysis, and recording information about the relative worth of an employee to the organization. 

(iii) Employee: Is one who is fully involved in an enthusiastic about their work and thus will act in a way that furthers their organisation’s interests. According to scarleft surveys, employee engagement is a measurable degree of an employee’s positive or negative emotional attachment to their  job colleagues and organization which profoundly influenless their willingness to learn and perform at work.     

(iv) Academic Staff: Is a division within a university comprising one subject area or a number of related subject areas in usage such division are generally referred to as colleges (e.g. “college of art and sciences”) or school (e.g. school of business”) but may also mix terminology (e.g. Harvard university has a faculty of arts and sciences” but a law” school”).

(v) Tertiary Education: Also referred to as third stage third level, and post – secondary education is the education level following the completion of a school providing a secondary education such as a high school secondary school university – preparatory school, higher education is taken to include undergraduate a postgraduate education while vocational education and training beyond secondary education is known as further education in the United Kingdom or continuing education in the United States. 



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