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FUSTKABO Federal University of Science and Technology Kabo Kano State • Nigeria

STAFF

Staff Appraisal & Performance Management

How the Annual Performance Evaluation Report (APER) works at FUSTKABO — the cycle, the criteria, the promotion thresholds and the appeals process.

Purpose of the Appraisal System

The Annual Performance Evaluation Report (APER) is the University's formal instrument for assessing the contribution of every member of staff over a session. It exists not merely to rank individuals but to document achievement, identify training needs, agree objectives for the coming year and provide the evidential basis on which the Appointments and Promotions Committee makes decisions.

Two separate instruments are in use. The Academic APER captures teaching load and effectiveness, research output, postgraduate supervision, community service and administrative responsibility. The Non-Teaching APER captures job knowledge, output and reliability, initiative, supervisory capacity, punctuality, conduct and professional development.

Appraisal at FUSTKABO is a conversation, not a form-filling ritual. Every appraisee is entitled to see the report written about them, to discuss the ratings with their appraiser before submission, and to record a written comment where they disagree. No adverse rating may be used against a member of staff unless it was communicated to them at the time.

1,228

Staff Appraised

2025/2026 session, academic and non-teaching

96.4%

Return Rate

Forms submitted by the deadline

214

Promotions Approved

By Council, 2025/2026

31

Training Referrals

Arising from identified development needs

The Annual Appraisal Cycle

  1. Oct 2026

    Objective Setting

    At the start of the session each appraisee meets their Head of Department or Unit to agree written objectives, teaching allocation, research targets and any administrative assignments for the year.

  2. Feb 2027

    Mid-Year Review

    An informal checkpoint. The appraiser reviews progress against agreed objectives, flags any performance concerns early and adjusts targets where circumstances have changed. No rating is recorded at this stage.

  3. Jun 2027

    APER Forms Released

    The Establishments Division issues APER forms through Faculty and Unit offices and via the staff portal. Appraisees complete Part A — the self-assessment and evidence schedule.

  4. Jul 2027

    Appraisal Interview

    The appraiser completes Part B, meets the appraisee to discuss every rating, agrees development needs and countersigns. The appraisee signs to confirm the discussion took place.

  5. Aug 2027

    Countersigning and Moderation

    The Dean or Director countersigns as reviewing officer. A Faculty moderation panel reviews the distribution of scores to guard against unduly lenient or severe appraisers.

  6. Sep 2027

    Submission to Establishments

    Completed forms are lodged with the Deputy Registrar (Establishments) by 30 September. Late submission without written justification is itself recorded as a performance failing.

  7. Nov 2027

    A&PC Deliberation

    The Appointments and Promotions Committee considers eligible cases, external assessors' reports for senior academic promotions, and recommends to the Governing Council.

  8. Dec 2027

    Council Approval and Notification

    Council ratifies promotions with effect from 1 October of the appraisal year. Letters are issued by the Registrar and salary adjustments are processed by the Bursary.

Academic Staff Appraisal Criteria and Weightings

Criterion Weight Evidence Required
Teaching and Learning 30% Course allocation record, lecture attendance register, student course evaluation scores, timeliness of result submission, quality of course files
Research and Publication 30% Journal articles with ISSN and indexing details, book chapters, conference papers, patents, citation record, grant awards
Postgraduate Supervision 15% Number of Master's and PhD candidates supervised, completion rates, external examiners' reports
Community and University Service 10% Committee membership and attendance, outreach activities, professional body service, editorial roles
Administrative Responsibility 10% Headship, coordinatorship, examination officer duties, accreditation preparation work
Conduct and Collegiality 5% Punctuality, adherence to the Code of Conduct, disciplinary record, contribution to departmental life

Non-Teaching Staff Appraisal Criteria and Weightings

Criterion Weight Evidence Required
Job Knowledge and Technical Competence 25% Schedule of duties, accuracy of output, professional certification held
Quantity and Quality of Output 25% Volume of work processed, error rate, turnaround times against service charter
Initiative and Problem Solving 15% Documented process improvements, handling of non-routine cases
Punctuality and Attendance 10% Attendance register, biometric clock-in record, leave record
Supervisory and Team Skills 10% Applies to CONTISS 09 and above: subordinate development, delegation, team output
Conduct, Integrity and Discipline 10% Compliance with Public Service Rules, disciplinary record, SERVICOM complaints
Professional Development 5% Courses attended, qualifications acquired during the appraisal year

Promotion Requirements by Rank

Promotion To Minimum Years in Rank APER Requirement Additional Requirement
Assistant Lecturer 2 Two consecutive APER scores of 70% or above Relevant Master's degree
Lecturer II 3 Three consecutive APER scores of 70% or above PhD or 2 credible publications with PhD in view
Lecturer I 3 Three consecutive APER scores of 75% or above 6 publications; evidence of course coordination
Senior Lecturer 3 Three consecutive APER scores of 75% or above 12 publications; at least one completed Master's supervision
Reader / Associate Professor 3 Three consecutive APER scores of 80% or above 20 publications; positive reports from three external assessors
Professor 3 Three consecutive APER scores of 80% or above 30 publications; completed PhD supervision; three external assessors
CONTISS 07 to 09 (Non-Teaching) 3 Three consecutive APER scores of 70% or above Pass in the promotion interview or written examination
CONTISS 10 to 13 (Non-Teaching) 4 Four consecutive APER scores of 75% or above Relevant professional qualification and management course attendance
CONTISS 14 and above (Non-Teaching) 4 Four consecutive APER scores of 80% or above Council interview and evidence of directorate-level responsibility

The Appraisal Process Step by Step

What every member of staff should expect, and what is expected of them, in each appraisal round.

1

Collect and complete the form

Download the correct APER form (Academic or Non-Teaching) from the staff portal or collect a hard copy from your Faculty or Unit office. Complete Part A honestly and attach a schedule of evidence.

2

Assemble your evidence file

Attach photocopies of publication first pages, course files, committee minutes, certificates of training and any commendation letters. Claims without evidence are disregarded by the moderation panel.

3

Submit to your appraiser

Your appraiser is normally your Head of Department or Unit. Submit at least two weeks before the interview so they have time to review your evidence.

4

Attend the appraisal interview

This is a structured discussion, not an interrogation. Expect to review each criterion, discuss what went well, address any shortfalls and agree development needs and next year's objectives.

5

Sign and record any disagreement

You must be shown the completed ratings. Sign to confirm the discussion occurred. If you disagree with any rating, record your reasons in the appraisee comment box — signing does not mean agreement.

6

Countersigning by the reviewing officer

Your Dean or Director reviews the report for fairness and consistency, may moderate a rating, and countersigns. Any moderation must be explained in writing.

7

Lodgement with Establishments

The Faculty Officer or Unit Head lodges all forms with the Deputy Registrar (Establishments) against a signed schedule. Keep a copy of your own form for your records.

8

Outcome and appeal

Outcomes are communicated after Council ratification. A member of staff dissatisfied with an APER outcome may petition the Registrar within 30 days of notification.

Deadline — APER Forms Due 30 September

All completed and countersigned APER forms for the 2026/2027 session must reach the Deputy Registrar (Establishments) not later than 4:00 p.m. on Thursday, 30 September 2027.

Forms submitted after the deadline will not be considered by the Appointments and Promotions Committee in the current round, and the affected member of staff will forfeit consideration for promotion until the following cycle. Heads of Department and Unit Heads are personally responsible for ensuring that every member of staff under them is appraised and that the completed schedule is lodged on time.

Frequently Asked Questions

Who is my appraiser if my Head of Department is on leave or study leave?
The Acting Head of Department appraises in their place. Where the appraisee is themselves the Head of Department, the Dean of Faculty acts as appraiser and the Deputy Vice-Chancellor (Academic) countersigns.
I was on study leave for most of the session. Am I still appraised?
Yes. Staff on approved study leave complete an abridged APER covering academic progress, supported by a progress report from the host institution supervisor. The period counts towards years in rank provided progress is satisfactory.
Does a good APER score automatically mean promotion?
No. APER scores establish eligibility. Promotion also depends on meeting the publication, supervision and qualification thresholds for the target rank, on satisfactory external assessment where required, and on Council approval. Vacancy is not a condition for academic promotion at FUSTKABO.
What counts as a credible publication?
Articles in peer-reviewed journals with a verifiable ISSN, a functioning editorial board and indexing in a recognised database. Publications in predatory outlets identified on the University Senate's excluded list are disregarded, and repeated submission of such work is treated as a conduct issue.
My appraiser rated me poorly and I disagree. What can I do?
First, record your disagreement in the appraisee comment box on the form itself — this is your primary protection. If the matter is not resolved by the countersigning officer, submit a written petition to the Registrar within 30 days of being notified of the outcome. The Staff Appeals Panel will consider the petition and may direct a re-appraisal.
Can I be promoted while under disciplinary investigation?
No. Consideration is suspended until the disciplinary process concludes. If the member of staff is exonerated, the promotion is considered at the next A&PC meeting and, where approved, takes effect from the date it would originally have applied.
How do I obtain copies of my past APER forms?
Write to the Deputy Registrar (Establishments) quoting your staff number. Copies of the last five years of APER records are released to the member of staff concerned within ten working days.
Are student course evaluations used in the appraisal?
Yes, as one component of the Teaching and Learning criterion. Evaluations are collected anonymously through the student portal at the end of each semester and are reported to appraisers in aggregate. A single poor evaluation is not determinative; a sustained pattern triggers a teaching development referral.

APER Forms, Guidance Notes and Enquiries

Current APER forms, the appraiser guidance note and the Conditions of Service are available from the Establishments Division of the Registry, Room 14, Senate Building.

Contact Establishments Staff Directory