CHALLENGES OF THE MANAGEMENT OF STAFF APPRAISAL PROGRAMME IN THE LIBRARY OF IMO STATE

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ABSTRACT

The study examined the challenges of the management of staff appraisal programme in Imo State University Library, Owerri. The survey research method was used while the population and sample comprised the 10 heads of units in Imsu Library. Data were collected using a 7-item structured questionnaire which was presented and analyzed using frequency table and percentages. Findings among other things showed that there is staff appraisal of the subordinates participation in the exercise, objective rating and feedback as the solutions to the challenges of staff appraisal in Imsu Library.

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND TO THE STUDY

All round the world, organization sand institutions are established to pursue a particular target, goal and objective. This is usually made known in their mission statement and mottos.

Staff of different calibers, qualifications and categories, are recruited to assist in the achievement of the goal(s). These staff are periodically assessed along with their works, and inline with standard(s), goal(s) and vision (s), to ascertain the quality and how well they are discharged. This practice is called “staff Appraisal”. This is also practiced in the university library.

Staff appraisal has acquired a number of nomenclatures-they include; staff evaluation”, “staff performance evaluation”, and “performance appraisal of staff”.

Kebede (staff) citing croning defense staff appraisal as the systematically assessing effectiveness against a predetermined norm and standards.

Mackenzie (2000), defines staff appraisal as a systematic measurement of the extent to which a system has achieved its objectives in a certain period of time. Staff appraisal in the words of Mackee (2001), is described as the systematic process of determining value (in terms of benefits and gains) and quality as reflected in customers satisfaction of a system.

In the context of the library, Onwubiko (2004), described staff performance appraisal as:

The measurement of the performance of

Library employees on the job guided by

The staff goal(s) of the library, in order

To determine the strengths and  weakness

Of the employees.

There are various aims of staff appraisal.

Van. House (2009) highlights that the essence of staff appraisal is to compare “ what is”, with “what ought to be”, for the purpose of exercising judgment.other benefits durable from staff appraisal includes, to asses how well the library meets its objectives to justify the continuance of the library, to convince the authorities of an institution to allocate fit budget to the library and to demonstrate how the library stand in relation to others (Kebede, 2009).

Onwubuiko (2004), identified the purpose of staff evaluation to include, it aids decision making in the library, work planning and review of functions the cities stoner who identified the informal and formal staff appraisal programme other types of staff appraisal programme identified by Onwubiko (2004) are; Superiors Performance Appraisal of Subordinates (SPAS), Committee Performance Appraisal (CPA), Peers Performance Appraisal (PPA) and Subordinates Performance Appraisal of Bosses (SPAB).

Staff appraisal in the library is not without challenges. Onwubiko (2014), identified these challenges as: easy graders, non-participatory appraisal exercise, unclear standards, bias of the raters patterns and the halo effect problem.

Having x-rayed the challenges of staff appraisal generally in librarianship, it is pertinent to do same in relation to the Imo state university library (IMSU).

 

1.2 STATEMENT OF THE PROBLEM

The Imo State University Library exists to support the parent University in achieving its learning, teaching and research activities.

The institution employs different categories of staff to work in synergy and ensure that there is computer adherence to established standards, as they strive to achieve the stated objectives.

It has been observed recently in the Imo state university library that there is a deviation in or from standards which has snowballed into poor quality services.

This ugly trend has been attributed to a lack of assessment of the staff. In view of this, the study is proposed to examine the challenges of staff appraisal in the library of the Imo state University Owerri (IMSU).

1.3 OBJECTIVES OF THE STUDY

The general objective of this study is to examine the challenges of the management of staff appraisal programme in Imo state University Library (IMSU).

The specific objectives are:

  1. To find out rationale for staff appraisal in this library.
  2. To find out the kinds of staff appraisal in this library

iii.   To find out the challenges to staff appraisal in this library

  1. To proffer solutions to the challenges identified

 

1.4 RESEARCH QUESTIONS

The following questions are formulated to guide the study;

  1. What are the rational for staff appraisal to this library?
  2. What are the kinds of staff appraisal programme in this library?

iii.   What are the challenges to staff appraisal in this library?

  1. What are the solutions to the challenges identified?

 

1.5 SCOPE OF THE STUDY

The study, focuses on the challenges of the management of staff appraisal programme in Imo state University Library (IMSU) Owerri, Imo State.

 

1.6 SIGNIFICANCE OF THE STUDY

The benefits of these study are:-

It will furnish data on the reasons for appraising staff in libraries; this understanding will help the library to fine-tune and plan for this exercise.

It will also expose the kinds of staff appraisal strategies available to libraries, so that the library will make better choice.

The study will unravel the challenges which have litters to, militated against effective staff appraisal in the library and proffer solutions to them.

Finally, the report will increase the quantum of documents in the library profession on human resources management.

1.7 HISTORICAL BACKGROUND OF IMO STATE UNIVERSITY OWERRI (IMSU) LIBRARY       

Imo State University Owerri was established as a result of the need to have academic institution changed with advancing knowledge through technical and research in the best traditional of academic excellence, teaching modern skills requirement to the national needs, promoting and developing indigenous culture, education for good citizenship its as well as understanding activities in conforming with the aims and objectives of the university of the highest standard.

With the creation of Abia State in 1991 out of former Imo State, the entire physical facilities and human resources of Imo state university were coded to Abia state as the land housing: the university belongs to Uturu Community in Isiukwuato Local Government Council.

Consequently, the government of Chief Evan Enwerem in April 1992, did not waste time of chief the vacuum by re-establishing the university called Imo State University at Owerri. The first option was to move at once, all the staff and students at various stages of the programmes in Uturu who want to remain in Imo state University at Owerri over a specified period of time. Professor T. O. C. Ndubizu, Deputy Vice-Chancellor, University of Nigeria, Nsukka was then appointed the Vice-Chancellor with the enormous responsibility of relocating and re-establishing Imo State University. At Owerri, the university was temporarily accommodated with the campus to December 1992. The university was later moved to its own premises of four building with federal university of technology Owerri at the lake Nwabere campuses. At the relocation of the Federal University of Technology to its permanent site at Ihiagwa near Owerri, the late Nwaebere campus of the university was then acquired for Imo State university. The first batch of students was allocated to the Imo State University by Joint Admission and Matriculation Board (JAMB) in February 1993. The National Universities Commission also formally approved the re-establishment of the University in 1992 at the Lake Nwaebere Campus.

At the beginning of the 2001/2002 academic session, the academic programmes which were initially organized on colleges and schools were replaced by the new faculty structure with this, the university undergraduate and the post-graduate digress and diplomas programs in various disciplines for the undergraduates programmes, 24 courses were stated in the first years of the university’s re-location at Owerri, 1992/93. By 2001/2002 session, about sixty-three degree programmes were available for study. For the 2008/2009 session, there are programmes of the university was inaugurated.

The school of postgraduate diploma and higher degree that cut across the ten academic faculties o f agriculture and veterinary medicine, business administration, education, engineering, environmental sciences, humanities, law, science and social sciences, as well as faculty of and health sciences. Full information on the programmes of the school of post graduates studies is available in the prospects of Imo state University, school of post graduate studies .

IMO STATE UNIVERSITY LIBRARY

The Imo State University library is located in the core academic environment which is shielded from noise and predisposes it to learning and research. Conspicuous sign posts easily lead a new corner from the university main gate to the library. The library took of in February 1993 and occupied two room at lake Nwgebere campus with Dr. R.U. Ononogbo as its first university librarian. When the Federal University of Technology finally left to Iheagwa, the library took over the building (library building). The library is at the center of the university. It is easily accessible on foot from all the facilities and administrative buildings. The branch libraries  are located at the host faculty, college or department, the space allocated to each library is usually dependent on the available space within the faculty or college.

There is also a medical library at Orlu serving the teaching hospital and two other department libraries there.

Membership of the library is free and open to all students academic staff, and senior administrative and technical staff of the university who are registered with the library and possess the library identification case. In exceptional cases, readers outside these categories may be allowed to use these library on presentation of reference letters o letters of introduction in such circumstances, a special permit may be issued to such a person through a formal application made to the university librarian.

The library is divided into six sections Vis: readers services, technical section, information and communication technology (ICT), reference section which houses the social units documents and students thesis, reprographic and general administrative section of the university library. It has a sitting capacity of 500.

 

MAIN LIBRARY COLLECTION

Book:                                 85,000 volumes

Bound periodicals:               2,250 volumes

Documents and thesis:          10,300 volumes

Unbound journals:               1,700 volumes

Newspaper:                         (7 titles) – (14 years)

Books in the workroom:               9,700 (estimate)

Faculty and departmental libraries: 620 collection

STAFFING

Imo state University library has 9 total number of thirty one (31) staff, 12 academic staff and 19 non academic staff. The library has rules and regulations. It provides services such as photocopying, typing and internet services.

Opening hours

OPENING HOURS                                         

Monday – Friday          8.00 a.m. – 7.00 p.m

Saturday                    9.00 a.m. – 1.00 p.m.

Public Holidays:        Closed

 

1.8 DEFINITION OF OPERATIONAL BASIC CONCEPTS

The operational basic concepts are:

CHALLENGES:      Those things which have made staff appraisal difficult to achieve

MANAGEMENT OF STAFF APPRAISAL: Refers to how to achieve 9 quality staff assessment in the library

STAFF: the employees in the library

STAFF APPRAISAL: method of systematically assessing and re-assessing library staff to find out how will or bad they have carried out duties assigned to them in line with the goal(s) and standards of a library.

STAFF APPRAISAL PROGRAMME: Refers to the various methods that are used to carry out staff appraisal in the library.

 

REFERENCES

Kebede, G. (2009): Performance Evaluation in Library and Information Systems of Developing Countries: A study of the literature Libri; 49(1): 106-119.

 

Mackezie, G.A (2000): Performance Measurement London: the Library Association.

 

Mckee, B. (2001): Planning library service London: Clave Bingley.

 

Van-House, N. (2009): Organization Politics and Performance measurement. A processing of the 1st international conference on performance measurement in libraries and informace services held between 11th – 13th August, 2009.

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