PERFORMANCE EVALUATION AND STAFF ALLOCATION IN UNIVERSITY OF BENIN
ABSTRACT
The thrust of this research is centered on the impact of performance evaluation employees job performance with emphases on Federal Polytechnic Auchi.
Given the special nature of polytechnics as producers as well as consumer of high level man power and the fact that investment in human capital is long term in nature. The operation of the impending rationalization exercise in polytechnics, must be baseless or rough estimate and human judgment. But emphases should be more objective criteria, scientifically determine and verifiable over time and space. This study proposes the use of full time equivalent in determining student enrolment and workload index as an alternative resource allocation measure for determining the required academic staff in Federal Polytechnic Auchi.
CHAPTER ONE
INTRODUCTION
1.1Â Â Â Â Â Â Â PREAMBLE
In recent times, there has being a clarion call for the need to increase productivity, efficiency and effectiveness in every sector of the economy. This has resulted in a drastic rationalization exercises in various government ministries geared at minimizing recurrent expenditure by reducing waste, duplications and redundancies. In highlighting on the evaluation exercises, Adedoyin Soyibo (1983) asserted that people who should not have been adversely affected by the exercise have found themselves retired, primarily because of the lack of objective indices for determining the existence of waste and redundancies. It is believed that Federal Polytechnic, Auchi will not be exempted from the crucial exercise, performance evaluation.
Performance evaluation according to Beach D. S. 1980 as cited in Okoh A. O. (2005) is the systematic evaluation of the individual with respect to his performance on the job and his potential for development. Given the special native of universities as producers as well as consumers of high level of human capital. The performance evaluation exercise must be based less on rough estimates and human judgment but more on objective criteria, scientifically determined and as well verifiable over time. Literally performance evaluation and allocation is the measurement of performance against standards. But when further explained it denotes a reward or consideration for specific type or level of performance is attached either as a reprisal specific type or level of performance or encouragement for outstanding performance. Therefore the achievement of any organizational objective through performance evaluation is to identify those factors responsible for all the inconsistencies in human behaviour in the work place.
The importance of this research study cannot be over emphasized. The research is centered on the use of workload index as an alternative resource allocation measure for determining the required number of academic and non-academic staff in Federal Polytechnic, Auchi. In the same vain the index level to be used to identify units or department of Federal Polytechnic, Auchi , where existing staff is overworked or underworked hence the need for more staff or indicating the existence and magnitude of redundancy.
In the nutshell, the index performs the double function of performance evaluation and resource allocation.
1.2Â Â Â Â Â Â Â STATEMENT OF THE RESEARCH PROBLEM
In every research study undertaken is as a result of problems. The ability to design a performance evaluation to assess high level manpower especially in Federal Polytechnic, Auchi have been a serious problem. The Federal Ministry of Education need to identify the inconsistencies in human behaviour in the work place and draw an effective appraisal policy that seek to identify problems of inefficiency in order to provide adequate satisfaction and good work environment for the staff.
Furthermore, the evaluation of performance will always be problematic because the workers believes that expression and personal loyalty to the superior are more important and expected than efficient and effective contribution to achieve job objective.
The research problems are put in question form which the researcher seek to find out as stated below:
1.           What are the various strategies (systems) that can be adopted for performance evaluation and job performance in Federal Polythecnic, Auchi?
2.           What are the rationale of performance evaluation and staff performance in Federal Polythecnic, Auchi?
3.           What are the various problems associated with performance evaluation and employees performance in Federal Polythecnic, Auchi?
4.           Apart from the prescribed NUC performance evaluation and staff in Nigeria universities, and polythecnis,  which appraisal methods or techniques can be adopted?
