1. 1. Temitayo Olowola (Ms)Deputy Registrar(Staff Training & Development)National Open University of Nigeria
2. 2. Introduction & Overview The University institution is expected to produce theleaders of tomorrow, right from the time it opens itsdoor to admit students. In order to achieve this objective, there is need for thesystem to have different kinds of administrators who would be required and competent enough tomanage the administration that will produceadministrative support services for the academicfunctions of the University.
3. 3. Introduction & Overview In the past, University administration was amodel of simplicity, since it was essentiallyrestricted to the affairs between teachers andthe students. Administration was based on the outcome ofacademic operations that were necessitated bylimited student enrolment, small budgets andvery narrow curriculum. Now university administration has becomecomplex as there are more students, increase inprogrammes...
4. 4. Introduction & Overview Equally affected in this expansion in scope arethe budgets, students services and thephysical facilities in every university. It has become imperative to have a category ofadministrators that possess the administrativeand management skills and are dedicated tothe academic community. It is the availability of a crop of dedicated andprofessionally competent administrators thatcould provide the right atmosphere requiredfor the execution of universitys duties;
5. 5. Introduction & Overview It is this fact that makes it mandatory that onlysuitable individuals should be recruited tohandle the university administrative matters. Administrators in the system should besubjected to periodic trainings for the purposeof skills acquisition and competencydevelopment. To be able to cope with the dynamics ofadministration that manifests in the style ofmanagement that is mostly conductedthrough committees, amongst others.
6. 6. Introduction & Overview In order to achieve best administrative practices that would manifest in best performances of theUniversity administrators this paper is proposing the adoption of proficiencytrainings for them The experiences of the National Open University ofNigeria are used as reference points to demonstrate theadvantages that could accrue to University registriesthat adopt this approach.
7. 7. Introduction & Overview The assumption here is that these trainings will enable the trainees to develop high degree of skills that will help them in various aspects of their career.
8. 8. NOUN Core Business The National Open University of Nigeria is set up as a specialised university within the higher education sector to democratize and liberalise educational opportunities.
9. 9. NOUN is... Open to people Open to places Open to methods Open to ideas10
10. 10. ODL e-learning More than Technology People are the mostimportantPEOPLE Technology is the enabler People need to be ableto use the Technology The Processes mustsupport the people PROCESS TECHNOLOGYand technology Project Execution isessential to get the PROJECTwhole thing off the ground EXECUTION
11. 11. NOUN In terms of structure and compartmentalisation, theUniversity comprises the core academic units (theschools and centres) and the non-academic units made up of directoratesmanned mainly by administrators some of whom areregistry staff of the University.
12. 12. Deans/Directors of Academic units PHYSICAL PLANNING & DEVELOPMENT VISITORINTERNAL AUDITCHANCELLOR VISITORS INFORMATION & CALL CENTRES GOVERNING COUNCILMEDIA & INFORMATION VICE-CHANCELLOR LEGAL & PROTOCOLKADUNA CAMPUSDIRECTORATE OF INSTRUCTIONAL RESOURCES DEVELOPMENTABUJA PLANNING OFFICEDIRECTORATE OF PROCUREMENT DEPUTY VICE- REGISTRAR/DIRECTOR,DEPUTY VICE-CHANCELLORBUSAR/ DIRECTOR, FINANCIALDEPUTY VICE-CHANCELLOR LIBRARIAN/ DIRECTOR, CHANCELLOR ADMINISTRATIVE SERVICES (TECHNOLOGY & DEVELOPMENT)SERVICES(ADMINISTRATION)LEARNING RESOURCES (ACADEMIC)* ACADEMIC* ACADEMIC AFFAIRS*ICT &LEARNER* BUDGET * GENERAL* BOOKS & JOURNALSMATTERS OF SCHS * HUMAN RESOURCESCOMPUTINGSUPPORT * FINANCE & GENERALSERVICES* COURSE TEXT & ICT *STUDY CENTRE * COUNCIL AFFAIRS*ITSS SERVICESSERVICES PURPOSES* RESEARCH &*ANTI CORRUPTION & MANAGERS*SALARIES & WAGES BIBLIOGRAPHYTRANSPARENCY UNIT* EXPENDITURE * READERS SECTION * COMPUTERISATIONSTUDY* EXCHANGE PROG.SEC. CENTRES* VIRTUAL LIBRARY SEC.
13. 13. NOUN Currently, NOUN has a total of 963 non teachingstaff. 733 Senior 230 Junior staff . Academic staff = 218 Facilitators (Part-time) for programmes in 47 centres Total applicants 124,038 Registered learners 57,798
14. 14. NOUN The schools and academic centres are Access and General Studies Unit Centre for Life-Long Learning and WorkplaceTraining School of Arts and Social Sciences School of Education School of Law School of Management Sciences School of Science and Technology Regional Centre for Training and Development inOpen and Distance Learning (RETRIDAL)
15. 15. NOUN 47 Study Centres spread across the country. The Registrars Office, The Human Resources Unit, TheCouncil Office, The Academic Registry, Staff Training andDevelopment, Directorate of Learner Support Services, Directorate of Examinations and Assessment, Directorate ofMedia and Information,Directorate of Internal Audit,Directorate of Physical Planning and Development,Directorate of Procurement,Directorate of Computing and Network Services,Directorate of Legal and Protocol and Centre forEducational/Technology Entrepreneurial Development(CETED) in Kaduna.
16. 16. NOUN From the above description of the University, it is veryeasy to imagine the volume of registry activities that goon within the University community in terms ofadministrative functions that are required for thesmooth running of the University. The attendant effect of this is the huge number ofadministrators the junior, middle and senior cadre,required for the requisite services.
17. 17. NOUN It is therefore in the attempt to improve the skills ofthese workers by developing them career-wise and alsoto achieve effective and efficient delivery of services inconsonance with the mission and vision of theUniversity, that proficiency trainings on variousaspects of the administration are being adopted as amodel by the University
18. 18. Some of the ProficiencyTrainings Induction programme for administrative staff; A 2 day workshop on minutes/report writing forAdministrative officers; Skills Development Workshop for Administrativestaff; 3 day on Skills upgrade workshop foradministrative officers anchored by Carol Girling Registrar of University of the North Manitoba,Canada.
19. 19. Some of the ProficiencyTrainings Training/Workshop on e-Learning Training Workshop for Administrative staff ongeneral administrative functions;
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21. 21. The eLP Group of participants22
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26. 26. Advantages There are a lot of advantages that can accrue to the Administrative staff of the university where proficiency training is adopted for the purpose of hands-on training of the workforce considering the fact that skills development is germane to the staffs daily performance of their functions within the university system.
27. 27. Advantages a. It is an opportunity to assist administrators in theuniversity to brush up critical skills required in the dailyperformance of their job schedules in whichever fieldthey belong. b. It puts in proper shape and perspective the mindset ofadministrative staff - new recruits who are still learningthe ropes as well as experienced workers who have beenout of formal training for some time.
28. 28. Advantages c. It helps to enhance the operations of the registry sectionsof the university. d. It adds value to the final services offered through thecontributions and performance of administrative membersof staff of the University. e. It improves registry staff compliance and reduces thecosts of training. f. It enhances administrative service offering whilst nothaving to invest in costly software.
29. 29. Excerpts of comments from participants I really feel privileged to be a part of this. Itwas very enlightening and really broadenedmy understanding of the ODL. I hope formore of this type of workshop Quite interesting and educative. I wish wehad more time to really deal better with thedifferent topics. The induction is well planned and quiteinteresting and looking forward to attendingmore seminars to broaden our knowledge forbetter challenges ahead.
30. 30. Excerpts of comments from participants The induction course was very educative andinteresting. Facilitators are to be commended for allthese. More of these be organised from time to time. This workshop on ODL has really broadened ourknowledge to knowing exactly what ODL (NOUN) isand its objectives and the procedures to achievingthese objectives and what is expected from individualstaff toward attaining the objectives.
31. 31. Challenges Funding/Cost Space/Logistics Time Resistance to change Role Conflicts Trainings too few and far apart
32. 32. Coping strategy Collaborations/Partnerships Train the trainer Mentoring/coaching Staff movement
33. 33. Finally In conclusion, the discuss above has shown thekind of impact which the adoption and use ofproficiency trainings could have on the skillacquisition and skill development of theAdministrative staff of any university. Considering the comments of the participantswho attended the organised proficiencytraining workshops used as catalyst of thispaper, it is obvious that the significance of proficiencytrainings to work performance of registry staffcannot be over emphasised.
34. 34. Finally Therefore, taking cues from the robustness ofthe training which should always be tailored tosatisfy the need for better and efficientperformance in the service delivery of theAdministrators that the trainings are handled by experts whoactually possess the technical knowledge ofplanned proficiency trainings Best global practices that will add value to therequired services of University administratorswill be achieved and sustained.
35. 35. Thank you for your attentionand valuable contributions 36