Important Notice: 2024/2025 Annual Performance Appraisal for All Staff Begins

All members of staff of the University of Lagos (UNILAG) are hereby notified that the Annual Performance Appraisal Exercise for the 2024/2025 academic session has commenced.

Given the above, staff are enjoined to download, fill and submit their Annual Performance Evaluation Report (APER) forms on or before Friday, May 30, 2025. To download the forms, visit the related link under the STAFF PORTAL on the University website or simply click the appropriate link below:

Kindly note that APER forms submitted after Friday, May 30, 2024, will not be considered.

The forms are to be completed by the Academic and Non-teaching staff (Senior Administrative and Technical Staff, as well as all Junior Staff), whether recommended for promotion/confirmation/annual increment or not.  Department/Unit Heads are urged to kindly ensure proper completion of the Appraisal Forms.

A. Please note:

1. Heads of Departments/Units are advised to be consistent in their evaluation.
2. Their comments should reflect the relative contribution of each member of staff to the overall objectives of the respective Departments/Units.
3. The detailed report must cover punctuality, job performance, character of the staff being reported, etc.

B. Heads of Departments/Units are reminded to constitute DEPARTMENTAL APPOINTMENTS AND PROMOTIONS COMMITTEE. 

1. The minutes of the Departmental Appointments and Promotions Committee meeting should be attached to the APER form.
2. The APER forms of all staff in the Department should be scrutinised before the final recommendations are forwarded to the Human Resource Management Directorate. 
3. This procedure will help minimise cases of oversight, inadequate information on salary, qualification, etc. (Please note that any appraisal form where the Head of Department/Unit fails to make specific and clear comments to support his or her recommendation in respect of any member of staff will be rejected.
4. Also, note that this End of Year Appraisal Form for Junior Staff Assessment carries 60% of the Total Marks in addition to the Mid-Year Appraisal Form Assessment of 40%.

C. In addition:

1. Kindly notify staff in the Department that there will be a penalty for misinformation and distortion of facts presented to the Human Resource Management Directorate. 
2. Degrees and Certificates IN VIEW should NOT be included.

D. The Human Resource Management Directorate will thereafter collate the recommendations as forwarded by the Faculty/Department Appointments and Promotions Committees and supported by the Dean or Head of Department/Unit or Chairman of the Management Board, for the consideration of the appropriate Board or Committees.

E. Recommendations for promotion(s) must be justified based on one or more of the following reasons:

1. Reward for outstanding staff who have made substantial contributions towards achievement of the             objectives of their respective Departments or the University as a whole;
2. Increased responsibility arising from either growth of the Department, unforeseen circumstances or both;
3. Expanded schedule of duties;
4. Acquisition of a higher qualification where this affects grading.

F. The following guidelines should be observed when recommendations for promotions and confirmation of appointments are made:

1. Recommendations for promotions should be based on the assessment of staff’s overall performance within the last three consecutive reporting years and should reflect the contribution(s) of staff to the objectives of the Faculty, Department/Unit and the University of Lagos.
2. A member of staff on permanent appointment, whose appointment has NOT been confirmed is NOT eligible for promotion.
3. A member of staff on temporary appointment should NOT be recommended for promotion until such an appointment is regularised and confirmed.
4. Where appropriate, the qualifications and experience stipulated in the Career Structure should be considered in recommendations for appropriate posts.
5. The baseline for confirmation of appointment is two (2) calendar years.
6. The baseline for promotion (without the skipping of salary scale) is three (3) years i.e. 1^st October, 2022. Where promotion involves the skipping of salary scales, the baseline is four (4) years i.e. 1^st October, 2021.
7. The given baseline is the guideline for the eligibility of staff only and not an indication that a recommendation for promotion/confirmation MUST be made.
8. APER FORM of any member of staff who has not worked for more than six months in a             Department/Unit should be referred to the staff’s previous place of work for proper assessment             (where applicable).
9. A member of staff must have worked for a minimum of six (6) months in the University to be eligible to complete the APER form.

G. After completion, the form should be returned to the Director, Human Resource Management Directorate as the case may be in separate batches as follows:

1. Those recommended for annual increments only (listed in a memo).
2. Those recommended for promotion (a set of originals and a set of photocopies of APER Form and Promotion Format), see Appendix I (listed in a memo).
3. Those recommended for confirmation (a set of originals and a set of copies of APER Form and confirmation Format) see Appendix II (listed with memo).
4. The Appraisal Forms with a copy of each of the three years’ assessment format of recommendations (see Appendix III) should be processed and forwarded together with photocopies of their credentials and last letter of promotion and appointment respectively.
5. Completed Appraisal Forms (soft and hard copies in Excel format) should reach the Human Resource Management Directorate, 2^nd Floor, Senate House, no later than May 30, 2025. The soft copy should be on CD or forwarded to [email protected], or [email protected]
6. Any claim(s) with regards to possession of qualifications and experience should be scrutinised and attested to by each Head of Department.

H.  PLEASE NOTE:

1. It is important to emphasise again that all completed Appraisal Forms in respect of all staff in each Department must be forwarded in-block with photocopies of relevant documents and credentials as soon as possible but not later than May 30, 2025.
2. Each staff should correctly and properly complete his/her sections of the Appraisal Form.
3. Each Dean/Head of Department should peruse carefully the Appraisal Forms duly filled by the staff, and ensure that the staff’s sections are properly and correctly completed.
4. A member of staff must have worked for six (6) months in the University to be eligible to complete the APER form.

I. A Brief on All Members of Staff:

The Head of Department must attach a brief giving information on each member of staff, such as their biodata, academic qualifications and location of the staff (see Appendix IV). Soft copy to be sent to [email protected] and [email protected]          

ALL ACADEMIC STAFF ARE REQUESTED TO COMPLETE THE ANNUAL PERFORMANCE EVALUATION REVIEW (APER) FORM ONLINE by logging on to www.unilag.edu.ng and clicking on ‘Staff Login.’  No hand-written form will be accepted and do not just edit old copy.

A. The Promotion Regulations are as follows: Rules guiding completion of APER FORM

1. The session in which the recommendation is being made should be clearly stated.
2. Surname should either be capitalised or differentiated by a comma along with proper status i.e.                   (Dr/Mr/Mrs/Miss).  All dates should be clearly presented.
3. Heads of Departments/Units and Deans should write their recommendations and append their signatures appropriately. Appraisal Forms completed without adhering strictly to the above guidelines would be rejected.

B. Recommendation for Promotion

1. Promotion is subject to availability of vacancy for that cadre
2. The Appointments and Promotions Board will consider the recommendations put forward and supported by the Provost, Dean, and Head of Department and if there is no Provost, Dean or Head of Department,     then the Vice-Chancellor. 
3. There shall be no advertisement or interview for promotion, except in marginal cases of promotion to Professorial posts where interviews will be arranged.
4. Promotion exercise should begin with an annual review of every member of staff to be done in the first instance at the level of College and Faculties.

C. The Procedures to be followed are:

1. The College/Faculty Appointment and Promotions Committee will carry out a general evaluation of every member of the academic staff in the College/Faculty on the separate Assessment Sheet to be provided.  Grades A to E shall be awarded to the candidates as appropriate.  Any item with a grade below C must be accompanied by comments explaining the low grade, for the benefit of the staff concerned.
2. In making recommendations for promotion, each College or Faculty must forward to the Appointments and Promotions Board through the Director (Human Resource Management Directorate) the original and a copy of the completed APER form of every candidate recommended along with a detailed justification of the proposed promotion in the light of the candidate’s teaching, research, publications and other responsibilities. 
3. Where, however, a member of staff not recommended for promotion up to the Professorial level puts himself forward for promotion, external assessment of his publication should be sought in reviewing his case.
4. For the avoidance of doubt, the attention of staff should be drawn to the criteria for promotion as contained in Chapter II Section 14 & Subsection (h) of the Regulations Governing the Conditions of Service of Senior Staff which stipulates thus:
   • Eligibility for Promotion:
   • Members of staff other than those on temporary appointments can be considered for promotion.
   • The Board shall not consider any recommendation until three (3) years have elapsed from the date of appointment or last promotion.
   • Similarly, Chapter IX, Section 1 of the Conditions of Services also stipulates thus: … an increment shall be granted annually on 1^st October to every employee provided he/she has served six months or more on a salary point and has not reached the maximum point/step in the salary scale.
   • For promotion or annual increment, a member of staff must complete and forward his/her APER form to HRMD as required.
   • Effective Date of Promotion:
   • In addition, effective date of promotion; only in peculiar circumstances, promotion shall not take effect earlier than 1^st October 2025.  Also, no annual increment would be granted in a promotion year (Chapter IX, Section 7).

D. Promotion to Professorial Grade

1. Promotion to Professorial post shall be subject to availability of vacancy in the Department.  All Heads of Department are, therefore, requested to ensure that provisions are made for staff movement.
2. Only Senior Lecturers will be eligible for consideration for promotion to Associate Professorship while Associate Professors will be eligible for consideration for promotion to Professorship provided appropriate criteria are met. 
3. Annual review of members of staff at the faculty level should therefore include Senior Lecturers and Associate Professors.  The review of Senior Lecturers and Associate Professors should be done by a Faculty/College, Sub-Committee. 
4. In a Faculty with less than three Professors, a Professor from a related discipline in another Faculty should be co-opted.  The Head of Department shall be a ‘member’ provided he/she is a full Professor when cases involving his Department are being considered. 
5. When a member of staff is considered suitable for promotion to either Associate Professor or             Professor, a recommendation to that effect will be made to the Appointments and Promotions             Board.
6. If the Board considers that a prima-facie case has been made, it will cause the candidate’s publications to be sent for external assessment.
7. Any member of staff to be advanced to the Professorial cadre by promotion would be made to face an interview panel after the ‘External Assessors’ Reports on his/her publications have been received as in the case of filling a post through advertisement.
8. A member of staff being considered for promotion to a Professorial post should be informed accordingly by the Provost/Dean of the College/Faculty and his/her prior consent sought.
9. Please note that no candidate shall be considered for the same post by Appointments and             Promotions Board at the same time.

E. PROMOTION: Lectureship II or I and Senior Lectureship

1. Promotion up to Senior Lectureship is permissible without inviting outside opinion except where there are no suitable experts within the University to guide the Committee.
2. Promotion during Study Leave
   • A member of staff who is away on study leave will be entitled to his/her annual increment as long as the work he/she is doing is relevant to the work in his/her Faculty/Department.
   • Being away on study leave does not prevent a member of staff from being considered for promotion if he/she merits it.

F. Publications in Support of Promotion

1. When publications are cited in support of promotion, the Committee making the recommendations shall include in its recommendation assessment of those publications and, if possible, the opinion of some competent persons outside the Committee who have read them. 
2. When a publication is the result of a joint effort between the person recommended for promotion and others, there shall be a clear statement from either the Committee or someone in a position to know of the contribution of the person being recommended for promotion.

G. Right of Individual to Appeal

1. A member of staff who feels that their claims to promotion have been overlooked shall have the right of appeal to the Vice-Chancellor. The staff shall send a copy of the appeal to the Provost of College / Dean of Faculty / Head of Department who shall comment on the appeal to the Vice-Chancellor.
2. The Appointments and Promotions Board shall meet at the earliest opportunity to review such appeals presented by the Vice-Chancellor to the Board together with all relevant comments.
3. The forms downloaded are to be completed by all members of staff whether or not they are being recommended for promotion. (Printed in Portrait Size and not Landscape). 
4. Please note that the reporting system demands that every candidate should be allowed to read the contents of his/her ASSESSMENT (p.5 of the form), make comments, and sign on the space provided. 
5. After completion, the forms should be returned to the Director, Human Resource Management             Directorate in two (2) batches as follows:
   • those not recommended for promotion but for increment only; and
   • those recommended for promotion in which case the original and a copy of the completed form of each person should be forwarded.  The format presented in the form must be strictly adhered to.  No alteration in the form will be entertained by the Appointments and Promotions Board.

H. Confirmation of Appointments

Recommendations for Confirmation of Appointment should be strictly in accordance with Chapter II, Section 15 (i) to (viii) and Chapter IX, Section I (I) to (x) of the Appendices of the University of Lagos Regulations Governing Conditions of Service of Senior Staff 2016, which deals with confirmation of appointments. Any enquiry on this should be directed to the Director, Human Resource Management Directorate, Room 244, Second Floor, Senate House.

I. Recommendations for Confirmation and Promotion

The Appointments and Promotions Board at its meeting held from Monday, 3^rd to Wednesday, 5^th March, 2009 decided that recommendations for Promotions and Confirmation of Appointment of all academic member of staff who are due for both can now be made in ONE Annual Performance and Evaluation Report (APER) form.

J. College/ Faculty/ Department Appointments and Promotions Committee:

1. The Departments (Academic or Administrative), Institutes, Centres Appointments and Promotions Committee are expected to meet between April 22 and May 6, 2025.        
2. Faculty Appointments and Promotions Committee are to meet between May 5 and 16, 2025.
3. The College of Medicine Appointments and Promotions Committee are to meet between May 16 and 23, 2025.

L. A Brief on All Members of Staff:

The Head of Department must attach a brief giving information on each member of staff, such as their biodata, academic qualifications, progressions and location of the staff (see appendix V). Soft copy to be sent to [email protected] and [email protected]       

M. All Deans, Directors and Heads of Departments/Units are hereby reminded to make adequate provisions in their staff establishment before recommending staff for promotion.

N. It will be appreciated if completed forms are forwarded to the Director, Human Resource Management Directorate, NOT LATER THAN Friday, May 30, 2025. Forms received after this date will not be considered.  The Board requests College/Faculty/Institute/Centre etc. to ensure that Evaluation forms are properly completed, signed and dated by the candidates and respective Heads of Departments/Deans/Provost etc.