COVENANT UNIVERSITY

STAFF HANDBOOK AND

CONDITIONS OF SERVICE

(2019 – 2024)
Covenant University
Staff Handbook and Conditions of Service | 2019 - 2024

The Board of Regents of Covenant University reserves the right to alter any section,
provision, or clause of this document as it deems fit from time to time.

Published by
Human Resources Unit,
Central Registry,
Covenant University,
KM 10, Idiroko Road,
P.M.B. 1023, Ota, Ogun State, Nigeria

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 CHANCELLOR
David O. Oyedepo, Ph.D., FNAE

PRINCIPAL OFFICERS

VICE-CHANCELLOR Prof. AAA. Atayero

DEPUTY VICE-CHANCELLOR Prof. Akan Williams

REGISTRAR Dr. Oluwasegun Omidiora

DEAN, STUDENT AFFAIRS Prof. Conrad Omonhinmin

DIRECTOR,
CENTRE FOR LEARNING Dr. Promise Ilo
RESOURCES
DIRECTOR,
Pastor Babatunde Onatola
FINANCIAL SERVICES
AG. DIRECTOR,
PHYSICAL PLANNING AND Arc. Titus Obanewo
DEVELOPMENT

CHAPLAIN Pastor Kayode Martins

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 TABLE OF CONTENTS
Table of Contents ................................................................................................ iii
Foreword ................................................................................................................. xi
Part One .................................................................................................................... 1
Preamble .................................................................................................................. 1
Statement of Commitment .............................................................................................. 1
Our Vision ....................................................................................................................................... 1
Our Mission....................................................................................................................................2
The Name- Covenant University .................................................................................4
History of Establishment ....................................................................................................5
The Founding Philosophy ................................................................................................ 6
The Total Man Concept ......................................................................................................7
Three Components................................................................................................................ 8
The Total Graduate.............................................................................................................. 10
Objectives.................................................................................................................................... 10
Discipline ....................................................................................................................................... 11
The Covenant University Culture ............................................................................. 12
Leadership Qualities ........................................................................................................... 17
Honour Code Covenant ................................................................................................... 18
Code Of Honour .................................................................................................................... 20
Chapter One | Preliminaries ...........................................................................23
1.1. Title and Commencement........................................................................ 23
1.2. Application ............................................................................................................. 23
1.3. Interpretations..................................................................................................... 23
1.4. General Definition ............................................................................................ 24
Chapter Two | Code Of Conduct ................................................................. 28

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 2.1. Social Culture ......................................................................................................28
2.2. Dress Code ............................................................................................................29
2.3. Approachability................................................................................................. 30
2.4. Work Ethics .......................................................................................................... 30
2.5. Working Hours ................................................................................................... 31
2.6. Lunch Period ........................................................................................................ 32
2.7. Punctuality ............................................................................................................. 32
2.8. Notification of Absence............................................................................... 32
2.9. Telephone Calls ................................................................................................ 33
2.10. Personal Visitors................................................................................................ 33
Chapter Three | Acceptance Of Gifts, Conflicts of Interest and
Commitment ......................................................................................................... 35
3.1. Acceptance of Gifts ........................................................................................35
3.2. Conflicts of Interest and Commitment .......................................... 38
Chapter Four | Guidelines and Responsibilities of Faculty ............. 40
4.1. Classroom Related Responsibilities ................................................. 41
4.2. Professional Responsibilities ..................................................................43
4.3. Performance Review .....................................................................................44
4.4. Miscellaneous Responsibilities .............................................................44
4.5. Other Expectations of Staff Conduct ...............................................45
Chapter Five | Campus Life ........................................................................... 49
5.1. Chapel Attendance........................................................................................ 49
5.2. Church Attendance ....................................................................................... 49
5.3. Ethical Issues ...................................................................................................... 50
5.4. Miscellaneous ..................................................................................................... 52
5.5. Public Safety and Security........................................................................ 52
5.6. Food Services .....................................................................................................53

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 5.7. Residential Quarters ......................................................................................53
5.8. Other Things to Know ...................................................................................54
Part Two.................................................................................................................. 55
Chapter Six | Appointment and Promotion.............................................. 55
6.1. A&PC for Academic Staff ...........................................................................55
6.2. A&PC for Non-Teaching Staff ................................................................55
6.3. Appointments..................................................................................................... 56
6.4. Tenure of Appointment.............................................................................. 58
6.5. Incremental Date ............................................................................................. 58
6.6. Procedure for Appointment to Permanent Academic
Positions....................................................................................................................................... 58
6.7. Appointment of Academic Staff ......................................................... 60
6.8. Assistant Lecturer/Resource Officer II ........................................... 61
6.9. Appointment of Lecturer Grade II/ Resource Officer I ..... 61
6.10. Upgrading to Lecturer Grade II ............................................................ 62
6.11. Appointment to Lecturer I/ Senior Resource Officer ........ 62
6.12. Appointment to SL/ Principal Resource Officer.................... 63
6.13. Appointment to Associate Professor/Deputy Director ... 63
6.14. Appointment to Professor/Director (Librarian)....................... 64
6.15. Appointment of Part-Time Lecturers ............................................. 65
6.16. Associate and Honorary Lecturers ................................................... 65
6.17. Appointment to Headship of Dept & Research Centres . 66
6.18. Establishment of Additional Chairs in the Departments . 67
6.19. Detailed Procedure for Establishment of Multiple Chairs
and Professorships ............................................................................................................. 68
6.20. Temporary Academic Appointments ............................................. 68
6.21. Appointment of Post-Doctoral Research Fellows ............... 69

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 6.22. Academic Staff Hierarchy ........................................................................ 69
6.23. Confirmation of Appointment of Academic Staff ................. 69
6.24. Confirmation of Appointment of Non-Teaching Staff........ 73
6.25. General Provisions on Confirmation of Appointments ...... 73
6.26. Rules Governing Contract Appointment .......................................74
6.27. Employment of Married Couples ....................................................... 76
6.28. Promotions Criteria for Academic Staff ......................................... 77
6.29. Promotions for Non-Teaching Staff .................................................. 77
6.30. Assessment Criteria for Promotion ................................................... 78
6.31. Required Minimum Number of Years for Promotion ......... 78
6.32. Qualifications ...................................................................................................... 78
6.33. Accelerated Promotion .............................................................................. 78
6.34. Representation .................................................................................................. 79
6.35. Point of Entry into Scale on Promotion.......................................... 79
Chapter Seven | Termination/Resignation of Appointment ........... 81
7.1. Senior Academic and Professorial Staff ........................................82
7.2. Academic Staff (Other than Senior Academic Staff and
Professors) ..................................................................................................................................82
7.3. Non-Teaching Staff (Other than the Registrar) ........................82
7.4. Termination by the University ................................................................82
7.5. Temporary Non-Teaching Staff .......................................................... 83
Chapter Eight | Payroll Policy/Salary Scale .......................................... 84
8.1. Salary Scale ......................................................................................................... 84
8.2. Rate of Payment for Part-Time Staff & Demonstrators.... 84
8.3. Point of Entry ...................................................................................................... 85
8.4. Incorrect Grading ............................................................................................ 85
8.5. Annual Increments ......................................................................................... 86

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 8.6. Increment in Salaries of Temporary/Contract Staff ........... 86
8.7. Expatriate ............................................................................................................... 87
Chapter Nine | Discipline ................................................................................ 88
9.1. Staff Disciplinary Committee ................................................................. 88
9.2. Academic /Non-Teaching Staff ......................................................... 88
9.3. Disciplinary Proceedings........................................................................... 90
9.4. Offences and Penalty .................................................................................. 93
Chapter Ten | Accommodation ................................................................... 96
10.1. Preamble................................................................................................................ 96
10.2. Housing Allocation ......................................................................................... 96
10.3. Mode of Allocation ......................................................................................... 96
10.4. Spouses................................................................................................................... 97
10.5. Change of Accommodation ................................................................... 97
10.6. Tenure of Accommodation ..................................................................... 98
10.7. Apartment of Staff on Leave.................................................................. 98
10.8. Swapping of Apartments .......................................................................... 99
10.9. Vacation of Quarters ..................................................................................... 99
10.10. Guidelines for Allocation ........................................................................... 99
10.11. Guidelines for Allocation of Accommodation .......................... 99
10.12. Enquiries ................................................................................................................101
10.13. Rents.........................................................................................................................101
Chapter Eleven | Leave ................................................................................. 102
11.1. Vacation/Annual Leave for Academic Staff ........................... 102
11.2. Leave for Deans/Directors/HODs .................................................. 102
11.3. Vacation/Annual Leave for Non-Teaching Staff ................ 103
11.4. Pro-Rata Leave ............................................................................................... 103
11.5. Deferment of Leave .................................................................................... 103

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 11.6. Temporary Staff ............................................................................................. 103
11.7. Vacation/Annual Leave Year .............................................................. 104
11.8. Leave Allowance ........................................................................................... 104
11.9. Casual Leave .................................................................................................... 104
11.10. Maternity Leave.............................................................................................. 104
11.11. Sick Leave ........................................................................................................... 105
11.12. Sabbatical Leave ...........................................................................................106
11.13. Research Leave .............................................................................................. 107
11.14. Appeal Procedure ......................................................................................... 112
11.15. Resignation During Leave ....................................................................... 112
11.16. The obligation of Staff on Approved Leave ............................. 113
Chapter Twelve | Passages .......................................................................... 114
12.1. Baggage Allowance On Appointment, Termination,
Resignation and Retirement....................................................................................... 114
12.2. Categories ............................................................................................................ 114
12.3. Leave Allowance ............................................................................................ 115
12.4. Overseas Passage for Sabbatical Leave/Study Leave .. 115
12.5. Leave Passages on Special Grounds.............................................116
12.6. Passage for Official Business ...............................................................116
12.7. Medical Insurance .........................................................................................116
12.8. Passage for an Expatriate Woman Married to Nigerian . 117
Chapter Thirteen | Advances/Allowances ...........................................118
13.1. Salary Advance ................................................................................................ 118
13.2. Touring Advances..........................................................................................118
13.3. Other Advances ............................................................................................... 119
13.4. Non-Regular Allowance ........................................................................... 119
13.5. Acting Appointment Allowance ......................................................... 119

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 13.6. Approval of Acting Appointments ................................................... 120
13.7. Acting Allowances for Non-Teaching Staff ............................. 120
13.8. Transport and Travelling Allowances........................................... 120
13.9. Subsistence Allowance............................................................................ 120
13.10. Estacode Rates ................................................................................................ 121
13.11. Travel Grants/Leave Allowance ....................................................... 121
Chapter Fourteen | Welfare Matters ....................................................... 122
14.1. Retirement Age................................................................................................122
14.2. Retirement and Pension Entitlements ..........................................122
14.3. Pension Retirement Savings as Stipulated in PRA 2014 .123
14.4. Entitlement Schedule on Cessation of Appointment ...... 124
14.5. Exclusion from Entitlement on Cessation of Appointment
125
14.6. Pensions ............................................................................................................... 125
Chapter Fifteen | Medical Care .................................................................. 127
15.1. Overseas Treatment ....................................................................................127
15.2. Treatment During “Home Leave” ......................................................127
15.3. Emergency Treatment outside the University ...................... 128
15.4. Treatment Arising from Direct Occupational Hazards .... 128
Chapter Sixteen | Public Appointments................................................. 129
16.1. Academic Staff ................................................................................................ 129
16.2. Outside Appointments/Categories of Appointments .... 129
16.3. Permission to Accept Appointment ............................................... 130
16.4. Procedure for Leave of Absence to take outside
Appointments........................................................................................................................ 130
16.5. Remuneration from outside Appointments/Consultancy
Services .......................................................................................................................................132
16.6. Regulations on Outside Appointments ........................................132

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 16.7. Mode of Presentation of Request for Outside Appointment
133
16.8. Mode of Payment from Outside Appointments ................... 133
16.9. Regulations on Leave of Absence on Public Appointments
for Non-Teaching Staff .................................................................................................. 133
Chapter Seventeen | Staff Development ...............................................135
17.1. Development Programme for Academic Staff ..................... 135
17.2. Development Programme for Non-Teaching Staff .......... 137
17.3. Criteria for Awarding Grants from the Staff Development
Fund 139
17.4. Staff Academic Development Programme within the
University .................................................................................................................................. 140
Appendix I: Living Faith Church Worldwide Tenets Of Faith ........ 141
Appendix II: The 12 Pillars of the Living Faith Commission ........... 146

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 FOREWORD

I consider it a great privilege from God to open to you what

Covenant University stands for, where she stands in this crisis-
ridden world and what we hope to accomplish as an end-time
army in education revolution.

Covenant University, as a vision, is part of the Living Faith Church

and the Liberation Mandate given to the Commission. As a
University and as an academic group, we consider ourselves a
certain part in the body of Christ.

This Handbook, supplemented by candid and open discussions

with your Heads, should provide a good source of information
concerning your work environment and success in your
assignment.

At the root of every striking success is information. Whatever any

man becomes begins with the information at his/her disposal.

Your appointment as a member of Faculty or Staff of Covenant

University is a privilege from God, pre-ordained before the
foundation of the world, to fulfil his/her purpose for you.

God’s expectation of you as a co-labourer with Him in this Christian

Mission University places an awesome responsibility of
acceptance of and compliance with his/her terms for maximum
productivity and accomplishment.

Instructions are the highways of distinction. Direction plus

instruction equal distinction. Apostle Paul said, “All things are
lawful for me, but all things are not expedient: all things are lawful
for me, but all things edify not” (1 Corinthians 10:23). This implies

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that your success in Covenant University is not in any person’s
hand but your own.

This Handbook contains vital information and instructions that will

help you to enjoy the most rewarding service through your willing
and delightsome obedience.

I welcome you to a unique experience in your professional

pursuits here at Covenant University.

Dr. David Oyedepo

Chancellor and Chairman, Board of Regents

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 PART ONE

PREAMBLE

STATEMENT OF COMMITMENT

Covenant University was established by the vision and her mission

is to raise a new generation of leaders for the African Continent in
those fields of human endeavour that she chooses to explore.

In getting this done, she seeks particularly a set of staff members

who will be committed to a crop of students desiring to
consciously and intelligently develop their leadership capacities.
This must be done in two equally important and mutually
exclusive dimensions of skills acquisition and character formation,
both of which are the essence of a total man.

OUR VISION

The University’s Vision aims at the transformation of her students

into robustly empowered leaders through active development of
their total personalities. The University’s Vision is to raise a new
generation of leaders by an exhaustive exploration of their
personality constituents to a level surpassing their self-esteem so
that they accept responsibility for personal and community
development.

University’s Vision is, therefore, to:

a. Raise a new generation of leaders in various fields of

human endeavour by a training methodology that
emphasizes character in the University’s functions of
teaching, research and community service;

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 b. Upturn the mental slavery of the African people by giving
them a sense of self-esteem that will propel them into
world relevance;
c. Give the black man a practical orientation, such as will help
him accept personal responsibility for his/her
development;
d. Emphasize that man is essentially a spirit, has a soul and
lives in a body (The total personality of a man is
represented fully in the three dimensions of his/her spirit,
his/her soul and his/her encasing body.); and
e. Drive an educational philosophy based on a Total Man
Concept. The Spirituality emphasis in the University’s
curriculum is based on her understanding, from the Manual
of Life, the Bible that man is a triune being and may not be
at his/her best unless these three parts are discovered,
developed and explored in the learning process.

OUR MISSION

Covenant University was founded as an arm of the Liberation

Mandate, which was delivered to Bishop David Oyedepo as God
began to speak to him in 1999 on the new phase in the fulfilment
of that Mandate.

God specifically emphasized to him that mental and material

poverty are the consequences of spiritual disconnection and that
dominion and liberty are direct products of spiritual repositioning.
He came to the understanding that the socio-economic revolution
had always accompanied a nation’s spiritual reawakening. The
Church was, therefore, mandated to make the light that shined
forth in the past two decades of profound spiritual re-awakening

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in Nigeria to shine all over the land. The Bible makes it clear in
Matthew 5:13 that the church is the light of the world and the salt
of the earth. He was, therefore, commanded to establish a
University that would be dedicated to a revolutionary
development of the people through education.

Covenant University was founded absolutely on Christian

principles and is eternally committed to the development of Godly
character in both staff and students in such a manner that the
universal principles of the scriptures can galvanize the primary
functions of the University in teaching, research and community
service. This is the mission to which all of the corporate
representations and personalities of the University are dedicated.

Covenant University is not just a private University – it is a Christian

Mission University. We are not into educational entrepreneurship
but rather engaged in a unique mission to our generation to offer
educational service. We are out to make our humble contributions
by selflessly investing in the development processes of the
university student.

The mission of the University, therefore, is to:

a. Develop integrated, life-applicable, life-promoting

education;
b. Liberate mankind by promoting the relevance of university
education to the society at large by processing the raw
brains of her students into productive and resourceful
minds, and promoting the mental dignity of the human
race, particularly Africans, who have largely lost their
mental bravery due to colonial entanglements; focus on
Human Development with the ultimate goal of creating the

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 environment that will foster the Total Man, who will be
relevant to his/her world;
c. Train her students to face the challenges of life (students
who are intelligently conscious of their environment and
students who know how to maximize existence);
d. Train students to be “Expert Thinkers” in their fields, and
graduates who shall be: mentally resourceful; intellectually
equipped; entrepreneurially (enterprisingly) self-
dependent; futuristically visionary, and responsibility-
sensitive to changes, preparing them for the leadership, or
dominion role, they are made for;
e. Produce men and women who will change their
generations through unparalleled ingenuity, creativity and
purposeful living. Her goal is to develop the man who will
develop his/her world.
f. The University’s Mission is clearly reflected in her motto:
‘Raising a Generation of Leaders’.

THE NAME- COVENANT UNIVERSITY

All over Africa and particularly in Nigeria, a great significance is

attached to names. They portray meanings and carry important
messages. Names reflect circumstances of birth or events that
occur in the environment of birth. The word “Covenant” has been
chosen to express the University’s total commitment to a vow to
perform its best in the process of making the Total Man of all her
students. It reflects the intention of the proprietors of the
University to uphold a binding agreement with students to deliver
their desires for excellence and career exploits by offering them

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the best in the educational growth and by offering their parents
and guardians the best value for their investment.

It is also common knowledge that every covenant is ratified by

blood and, as a mission-sponsored University, we consider the
blood of Jesus Christ, the blood of the everlasting covenant, as our
stronghold in fulfilling this awesome obligation. Covenant
University vows to make and deliver her products, the graduates,
as expert thinkers, unusual managers, and hyper-resourceful
technocrats in all fields of human endeavour. The University is
bound by an oath to be the best.

The commitment to creating the Total Man is a direct result of this

vow and agreement between students and the proprietors of
Covenant University.

HISTORY OF ESTABLISHMENT

Covenant University (CU) is a residential Christian Mission

University, established by the World Mission Agency (WMA), an
offshoot of Living Faith Church Worldwide (LFCWW). The
University’s Chancellor, Dr. David O. Oyedepo, is the President of
WMA and also the founding Bishop of LFCWW.

Covenant University is a component of the Liberation Commission

that God gave to Bishop Oyedepo in a May 1981 vision-encounter.
The drive to embark on the process of founding Covenant
University came around October 1999 – one month after the
dedication of Faith Tabernacle, then the largest church auditorium
in the world, built in one year with only local resources. As with all
segments of the main Vision, Bishop Oyedepo immediately
kindled the fire for accomplishment.

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By 27th November 1999, an in-house Consortium on the take-off of
the University was inaugurated and by December 1999 the formal
application for a private university operation license was collected
from the National Universities Commission (NUC).

As the activity of the Consortium wound up early in 2001, an

Advisory Council was inaugurated on 17th February of that year to
develop appropriate structures for the take-off of the University.
By 15th July 2001, the verification team of the NUC came for the
final inspection of facilities and programmes. The outcome of that
visit occurred on January 16, 2002 with the Nigeria Federal
Government’s approval for the take-off of Covenant University.
This approval was sealed with the presentation of the operation
license to Covenant University, on 12th February 2002, granting
Covenant University, Ota, Ogun State, the license to operate as a
private University in Nigeria.

It was revealed that not only was the approval the fastest in the
history of the 16 applications for the establishment of private
universities filed with the NUC (7 years being the next duration),
but Covenant University’s assessment score was also the highest.

The foundation stone of the permanent site was laid on Sunday,

27th January 2002 and construction began diligently in March of
the same year. The first phase of development was completed in
October 2002.

THE FOUNDING PHILOSOPHY

The University has a clear and compelling philosophy of

excellence embedded within a Christian mission framework with
a strong drive for revolutionizing education – breaking away from
regimented learning to integrative and life-applicable learning. It

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includes placing emphasis on the qualitative delivery of academic
and personal development programmes and commitment to the
discovery of in-depth knowledge at the leading edge.

The University is committed to giving her academic endeavours a

global outlook through an impact-driven philosophy – that is, a
world-stage platform where best practices are fundamental and
comparable in well-run service centres anywhere in the world. It
is equally purpose-driven and places a strong emphasis on the
provision of a liberation beacon for the Black Race.

In response to the global demand for a needed departure from

dogmatism in the existing educational system, Covenant
University is built on the philosophical platform of being a
departure:

a. From form to skill

b. From knowledge to empowerment
c. From figures to future-building
d. From legalism to realism
e. From points to facts
f. From mathe-matics to life-matics

This is reflected in her motto: “Raising a Generation of Leaders”.

THE TOTAL MAN CONCEPT

The Total Man Concept is Covenant University’s custom-built

programme that constitutes the core concept of its academic
programmes. This concept centres on ‘developing the man who
will develop his/her world.’ It is designed to cause every student

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to become intelligently conscious of his/her environment so as to
know how to maximize his/her potential.

The programmes of the University are first directed at ‘the person’

before addressing his/her profession. In this way, the University
will raise a generation of experts who possess a great capacity to
face and manage challenges.

THREE COMPONENTS

Students in the University are rigorously drilled in the three

components of the human personality – the spirit, the mind, and
the body to enable them to identify their personality and develop
acceptable behavioural standards within the society. These three
components are:

A. The Spiritual Man

Spiritual development represents the major forte for producing

the Total Man, as mental excellence and understanding require
the presence of the Holy Ghost.

As a University sponsored by a Christian Mission, the character is

conceived as spiritual and instilled by self-discipline and
commitment to the principles enunciated by our Lord Jesus Christ.

With Jesus Christ as an example of the perfect personality,

Covenant University encourages its students to evolve a life
patterned after our Lord and Saviour. The mission of the Holy
Ghost constitutes the basis of spiritual development.

Covenant University provides opportunities for spiritual

development through various avenues, including spiritual

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formation programmes and counselling and by creating
leadership opportunities.

B. The Intellectual Man

Covenant University subjects her students to the highest

standards of excellence through the institution of academic
programmes that are innovative, creative and functional.

She also encourages students to be inquisitive, bold and forthright

in asking questions and facing the challenges of academic
leadership through the provision of the highest standards of
educational infrastructure and facilities; and outstanding Faculty.

Besides this avenue for intellectual development, the concept of

the Total Man is also promoted through the introduction of a
system of compulsory, theoretical and practical courses, all of
which must be passed before one can be considered for the
award of a degree from the University. In addition to normal
General Studies courses, we have included our own specially
designed courses in areas such as Biographical Studies,
Entrepreneurship, Family Life, Human Development Process,
Leadership Development, Mental Development, Success Concepts
and Work Ethics.

C. The Physical Man

The body is a vital component of the Total Man. Covenant

University is committed to providing avenues for sound physical
development via recreational activities that engage the body and
enhance personality development, stimulating the cultivation of
lifestyles that are conducive to healthy living.

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The University actively encourages students to take part in sports
and sporting activities, as well as in programmes that lead to the
evolution of a spiritual mind, as against a reprobate mind. Both
body and mind must develop along the same line, charted by the
spirit, the third component of man’s personality.

THE TOTAL GRADUATE

The Covenant University graduate shall be mentally resourceful,

intellectually reinforced, enterprisingly self-dependent,
futuristically visionary and responsibility-sensitive to the changes
demanded for the leadership role or dominion nature; he/she is
made for; he/she shall be a Total Man.

OBJECTIVES

The objectives of the University are to:

a. Provide facilities for learning and give instructions and

training in areas of knowledge that will produce sound,
mentally-equipped graduates, who will provide intellectual
leadership in academic institutions, industry and the public
sector through the development of their Total Man;
b. Develop and offer academic and professional programmes
leading to the award of first degrees, postgraduate
research and higher degrees, which emphasize planning,
adaptive and technological maintenance, as well as
developmental and productive skills;
c. Promote, by research and other means, the advancement
of knowledge and its practical application to social, cultural,
economic, scientific and technological problems;

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 d. Encourage and promote scholarship and conduct research
in all fields of learning and human endeavour;
e. Disseminate scientific and technological knowledge
among scientists, researchers, industries, trade services
and other bodies; and
f. Relate her activities to the technological, scientific and
socio-economic needs of the people of Nigeria and to
undertake other activities appropriate for a University of the
highest standard.

DISCIPLINE

It is the University’s vision to raise an army who will lead in the

emancipation of the Nigerian and African people, through her
basic functions of teaching, research and community service.
Discipline is considered a matter of necessity for an army, and
especially this army; this is reflected in her level of commitment to
discipline for both staff and students which is an indication of the
missionary zeal for the Vision.

The University also considers the wave of the spiritual revolution

that Nigeria has witnessed as a signal for an outbreak of a socio-
economic revolution. It is this education revolution that she has as
a mission that enables her to instill the leadership attributes of
discipline and diligence into her staff and students as they function
in the skills-impartation process in the University.

The strong belief that the Nigerian nation is very crucial in the
impending revolution in Africa and that the private sector initiative
in tertiary education will restore a lot of confidence to this sector
forms part of the basis of her objectives; and that the principles
taught in scriptures for acquiring the character traits that make for

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good leaders are very crucial for the achievement of the required
change in the society.

Covenant University is very positive that this will be achieved.

THE COVENANT UNIVERSITY CULTURE

Culture, simply put, is a belief system. It is a people’s conviction on

fundamental issues relevant to life that dictates their lifestyle,
approach and disposition, which ultimately determines their
position, value, worth and accomplishment. You cannot separate
a person’s personality from his/her culture.

Information is the taproot of every culture. What information is at

your disposal determines what you believe, and what you believe
determines how you behave and how you behave determines
who you become.

“The Truth is the hardest and oldest currency of life” - Dr. David
Oyedepo, Chancellor.

Covenant University is a God-ordained family of people chosen by

God to raise a new generation of leaders that will change their
world through unparalleled ingenuity, creativity and purposeful
living and her culture has its root in the TRUTH – The living Word
of God (2 Tim. 3:15-17).

The Chancellor also said that “You cannot improve on the Truth.
You can’t bend it; you either accept it and be made by it, or reject
it and, consequently, crash.” The Truth has birthed for this family a
life-changing, destiny-establishing culture that is building a
formidable workforce God is working through to champion this
revolution in education.

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A. The Role Model

“Behind every move is a mover.” – Dr. David Oyedepo

“You cannot play your role well without a role model.” – Dr. David
Oyedepo

God always ties the destiny of a people or nation or generation to

the personality and voice of his/her chosen vessels
(Deuteronomy 5:1). For example, God’s divine agenda of bringing
out his/her people of Israel out of captivity into significance and
royalty was carried out through his/her chosen vessel, Moses.

Jesus said in Mark 1:17, “Follow me and I will make you (to
become)”. Just as Moses was the vision-bearer, with all of Israel as
vision-runners, so is Dr. David Oyedepo the vision-bearer of
Covenant University and the staff of Covenant University the
vision-runners.

He waits in God’s presence; he understands God’s heart and

purpose for every facet of the Liberation Commission, of which
Covenant University is a vital component; he picks divine signals;
he interprets them and passes them to us – the vision runners- in
the form of instructions. It is out of the abundance of these
revelations over the years that Covenant University has birthed her
rich cultural heritage.

Those things, which ye have both learned, and received, and

heard, and seen in me, do: and the God of peace shall be with you.
– Philippians 4:9

B. The Culture of Humility

The culture of humility must be imbibed. The greatest challenge

of the academic is pride.

13
See your appointment as a privilege from God, not a right or
qualification. (1 Corinthians 1:26-29). Paul, a man of unusual exploits
said, “But by the grace of God, I am what I am, and his/her grace,
which was bestowed upon me was not in vain…..” (1 Cor. 15:10). This
perspective to assignment is a principal requirement for your
fruitfulness in any given task as a believer.

“No proud man has a future. If you don’t shut down on pride, it can
short-circuit your destiny… Minus the grace of God, you don’t have
a place with God. There is nothing about us except what God has
put there.” - Dr. David Oyedepo.

When God called the Chancellor into ministry, He said to him, “I

have not called you because you are strong or because you are
any better, I have only given you a privilege. Should you abuse it,
there are hundreds of better neighbours of yours waiting.”

Dr. Oyedepo has rightly observed that “A grace-made man is

stronger than an expertise-made man.” (Jeremiah 9:23-24).

C. The Culture of Commitment

“CU is a system that passionately respects results only.” – Dr.

David Oyedepo

An appointment with Covenant University is not formally equal to

success. It is the commitment to task that culminates in
attainment, as only runners obtain the prize: “Know ye not that they
which run in a race run all, but one receiveth the prize? So run, that
ye may obtain.” (1 Cor. 9:24).

“Don’t work to be paid. Work to be made.” - Dr. David Oyedepo

Commitment is what edifies self-esteem, self-concept and self-

worth. Be diligent and creatively productive! Fatten your destiny

14
by the works of your hand. Respect is not a gift – it is earned
through hard work. Hard work destroys a hard life and it is the
gateway to rewards (Prov. 10: 4-5).

Be committed, not primarily for gains, but for generational impact.

While you are enhancing the destiny of others, or the socio-
economic or technological status of your nation or the world, or
the system, ultimately, God rewards your inputs.

D. The Culture of Personal Development

When the LORD shall build on Zion, he shall appear in his/her

glory. – Ps.102.16

i. Pursue Development of Your Spirit

God’s priority agenda for you, as a member of the CU family, is to

build you. In the school of impact, there cannot be a manifestation
without a building process. Job became a man of impact through
the secrets of God he had contacted (Job 29:3-4). Even the 12
disciples had to be built up by Jesus before they could become
men of impact and influence. It takes a sitting at the feet of Jesus
before you rise in the school of impact.

“Covenant University is a revolution in education” – Dr. David

Oyedepo

At the root of every revolution is a revelation, and the basis for

every transformation is information (Prov. 4:20-23). Let your spirit
man stay awake always in the Truth (Is. 53:1). Whatever you see in
the Book and your spirit man receives, you supernaturally become
(1 Thess. 5:23).

15
The Total Man Concept emphasis at Covenant University and the
in-loco-parentis role to the students demand a qualitative
development of your spirit man. You need a robust spirit and mind
to keep a robust body in your pursuit in Covenant University.

ii. Pursue Development in Your Field

The Chancellor, Dr. David Oyedepo, has also intimated that

“Covenant University is not just out to add to knowledge; it is out
to create new knowledge.” CU is part of a new dispensation all
together – a dispensation of creative knowledge. Therefore, it
takes a radical approach to remain on the frontline. To get where
you have never been, you must go where you have never gone; to
do what you have never done, search where you have never
searched and think about what you have never thought. To
maintain relevance, it is crucial that you be a hunter of fresh
information to make meaningful impact in your field.

E. The Culture of Discipline

“To be lawless is to be lifeless.” - Dr. David Oyedepo

“Life without law is a crisis-laden life.” - Dr. David Oyedepo

In your journey to success, it is expedient that you bring yourself

under certain laws. Your assignment in Covenant University
demands that you be disciplined men and women. The Chancellor
has said time and again. “Responsibility is the price of greatness.”
(Joshua 1:7). It takes responsibility to live a life of dignity. It takes
discipline to succeed, maintain and sustain success.

Discipline requires decisions, which is a function of choice. Your

choice is an expression of your will. Your decision informs your

16
actions, which informs your character, which, in turn, determines
your personality, i.e. who you become.

LEADERSHIP QUALITIES

“Leadership is influence. Everything rises and falls on leadership.”

– John Maxwell.

Above all, remember that God appointed you as a leader. It is

important to change your concept of yourself to align with how
God sees you.

A. What is Leadership?

i. Self-discipline and Obedience

The highest form of discipline is self-discipline. Self-discipline

means obedience and self-imposition of strict guidelines on
yourself (Joshua 1:7). Some refer to discipline as a hardship. In
reality, it permits success and sets you free from futile living.

To be a leader you must be willing to be led. Jesus, the model

leader, committed his/her life to obedience to the point of death
(Phil 2:8). True leaders discipline themselves ahead of what other
rules people or organizations set for them. In this world, we either
discipline ourselves or others will discipline us. Only those who
have excelled in this quality demand the respect of others and
earn the right to lead and discipline others.

ii. Character

A leader can never be separated from his/her character. The real

indicator of your character is action, which is a product of your
thoughts.

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Character is a choice. Choose to set standards, which are
measured by God’s Word, for yourself.

Note that your ability to manage crisis moments effectively is one

indicator of the strength of your character.

Good character brings lasting success with people. Followers do

not trust leaders whose character is questionable. They will not
continue following them.

HONOUR CODE COVENANT

Covenant University is established by the World Mission Agency

(WMA), an offshoot of Living Faith Church Worldwide (LFCWW). It
is a component of the Liberation Commission committed to the
Founding Bishop of LFCWW and the President of WMA, Bishop
David Oyedepo, who is also the Chancellor of the University.

Complementary to the University’s mission is the necessity for

every employee to exemplify the life-style and Code of Honour
which the Commission represents. Therefore, every employee is
expected to sign the Honour Code Covenant when employed.
Accepting employment by this act is of cardinal significance for
every staff of the University. No person is permitted to work in the
University without signing it.

The Honour Code Covenant is not meant to bind a staff under the
control of selected individuals. Rather, the Honour Code Covenant
is an expression of a staff’s responsibility to God and to himself.

First and foremost, God has called every staff of the University and
given him a great responsibility to fulfil his/her purpose for the
University, so the staff cannot afford to disappoint destiny. God’s
Word reaffirms this through Apostle Paul in Philippians 4:8:

18
“Finally, brethren, whatsoever things are true, whatsoever things are
honest, whatsoever things are just, whatsoever things are pure,
whatsoever things are lovely, whatsoever things are of good report;
if there be any virtue, and if there be any praise, think on these things.”
-Philippians 4:8

Secondly, Covenant University has a great responsibility towards

her staff. Appointment as a Faculty or staff of Covenant University
is a privilege from God, pre-ordained before the foundation of the
world to fulfil his/her purpose. It is seen that the decision to work
here is based upon hunger to deepen such relationship with God
and the University has provided a conducive environment for such
an experience.

The scriptures lay bare the truth that God uses established leaders
to usher his/her people into a more profound relationship with
Himself. This invariably involves establishing what his/her people
should and should not do. The leadership of the University has
searched through scriptures to identify life-applicable principles
that are essential for a deepened relationship with God. The
Honour Code Covenant is a product of those principles.

If a staff violates any portion of the Honour Code Covenant, which

is a product of God’s law, not only will he/she be violating his/her
own conscience, he/she will be rebelling against Leadership and
God Himself and the University would be failing in her
responsibility to God and to other staff if she refuses/neglects to
confront such violations. Therefore, if the staff is found violating
any aspect of the Honour Code Covenant, he/she shall be subject
to disciplinary action.

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 Servants, obey in all things your masters according to the
flesh; not with eyeservice, as men-pleasers; but in singleness
of heart, fearing God;

And whatsoever ye do, do it heartily, as to the Lord, and not

unto men;

Knowing that of the Lord ye shall receive the reward of the

inheritance: for ye serve the Lord Christ.

But he that doeth wrong shall receive for the wrong which he
had done: and there is no respect of persons. – Colossians 3:
22-25

CODE OF HONOUR

Having gone through my selection process and accepted the

contents of my appointment letter, I commit myself to the stated
covenants below, with the objective of not just being a staff, but
also a committed member of Covenant University.

In signing this Code of Honour, I fully recognize that Covenant

University is a Mission University with Jesus Christ as her
foundation.

I, therefore, the covenant as follows:

a. That I shall serve God faithfully and committedly through

this Mission University by further discovering my gifts and
talents and by developing a servant’s heart (1 Pet. 4:10; Eph.
4:11-12; Phil. 2:3-4, 7; 1 Cor. 4:2).
b. That I shall uphold the biblical demand for character,
holiness, righteousness and integrity (II Tim. 2:21).

20
c. That my faithful service to this University shall include and
cover all areas of financial faithfulness, giving myself
wholly to the strict adherence and observation of the
covenant demands, tithing with proofs; with borrowing,
begging and cheating, strictly prohibited in line with
scriptural demands. I shall not take financial advantage of
any person or group of persons in any way, such as
soliciting financial aid, special contributions from students,
or extorting money by any other such means.
d. That I shall uphold and observe a good Christian testimony
in my home, not as a striker, but having firm control over my
household and not as one with unruly children.
e. That any assignment was given to me (be it technical,
administrative, protocol etc.) shall be gladly accepted
without any resentment or prejudice.
f. That should I be involved in any incriminating legal matters,
court cases, police case, traffic offence or confrontation
with any law enforcement agent, for which I am found liable
or guilty, the University Authority shall be entitled, thereby
to sanction my actions with punishments ranging from
suspension to outright dismissal, depending on the gravity
of the issue.
g. That I shall be a committed and total follower of leadership,
seeing instructions as leadership’s utmost tool of
operations. I, therefore, accept that any disobedience of the
University authority’s instruction is a deliberate act of
insubordination on my part, which may result in my being
released from the services of this Mission University.
h. That all acts of disobedience of any of the terms and
demands of this Covenant shall automatically mean my

21
 immediate, unreserved, unconditional release from this
University’s employment.
i. I will keep the CODE OF HONOUR faithfully and prayerfully.
I understand that my signature is my acceptance of the
entire Code of Honour, which completes a contract
between me and Covenant University. Further, my
acceptance of the Code of Honour is a solemn vow and
promise to God as to how I will live my life.

Date (DD/Month/Year)
Name
Signature
Designation
Department
College
Address

God bless you as you partner with Covenant University to cause

this anticipated momentous change in Nigeria, in Africa and the
entire world.

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 CHAPTER ONE

PRELIMINARIES

1.1. TITLE AND COMMENCEMENT

These Regulations contain vital information about the Conditions
of Service of the Academic, Senior and Junior Staff of Covenant
University and may be referred to as Covenant University Staff
Handbook and Conditions of Service and shall come into
immediate operation.

1.2. APPLICATION

These Regulations shall apply to Academic, Senior and Junior

Staff of Covenant University and are subject to review from time
to time.

1.3. INTERPRETATIONS

In the event of any question or doubt arising out of or in connection

with these Regulations, the matter, except in financial issues, shall
be referred in the first instance to the Registrar for clarification,
interpretation or decision, and thereafter to the Vice-Chancellor
whose decision shall be final. In respect of financial matters, the
question shall in the first instance be referred to the Director of
Financial Services subject to right of appeal to the Vice-Chancellor
whose decision shall be final.

Where staff is of the view that the interpretation of the Vice-

Chancellor is prejudicial to him/her, in so far as his/her terms and

23
condition of service are concerned, he/she may appeal to the
Board of Regents and the decision of the Board shall be final.

1.4. GENERAL DEFINITION

In these Regulations, unless the context otherwise requires, the

following expressions have the following meanings:

a. “Academic Staff/Faculty” includes all persons holding

appointments as members of the teaching or research
staff of the University and whose primary duty is
teaching or research and shall also include the
professional Centre For Learning Resources staff of the
status of Resource Officer II and above.
b. “Academic Year” or “Session” means the period of
twelve months that begins in August and ends July of
the following year.
c. “Accelerated promotion” means the promotion to the
next higher grade before serving for the prescribed
minimum number of years after the last promotion or
appointment.
d. “An Officer” means a senior member of staff.
e. “Board of Regents” is the apex decision-making body
for the day-to-day running of both Academic and
Administrative arms of the institution.
f. “Committee” means the appropriate Appointments and
Promotions Committee for the category of staff
concerned.
g. “Date of Appointment” means the date an Employee
assumed duty with the University.

24
h. “Established Post” means a post specifically provided
for in the current University Budget.
i. “Increment Date” shall be the 1st of the month in which
a new academic session commences.
j. “Junior Staff” means a member of Staff holding
appointment on CUSS 04 and below
k. “Leave of Absence” is unpaid leave granted to staff.
l. “Misconduct” means general misconduct to the
scandal of the University or to the prejudice of discipline
and the proper administration of the business of the
University, and, without prejudice to the generality of
this definition, includes corruption, dishonesty,
drunkenness, false claims against the University,
insubordination, negligence, falsification of records,
failure to keep or suppression of records, conviction on
a criminal offence, absence from place of work without
satisfactory excuse; failure to resume from authorized
leave at its expiration, negligence deemed by an
internal auditor to have been the occasion of a loss of
funds to the University, disobedience of an order to
proceed on transfer or to accept a posting or of any
other lawful order issued by the Chancellor, the Board
of Regents, the University Management Board, the
University Academic Board, the Vice-Chancellor, the
Central Administrative Board, the Registrar, the Head of
Department or their representatives; failure to appear or
to answer questions satisfactorily in any investigations
before any person or body designated by the University
Management, the Vice-Chancellor or the Registrar for

25
 the purpose of investigating any matter provided for, in,
or any case arising out of these Regulations.
m. “Non-Academic Staff” includes all persons holding
appointments other than those enumerated in (o)
below.
n. ‘Non-Teaching Staff’ includes all persons holding
appointments that do not involve teaching and research
at the University.
o. “Ordinary promotion” means promotion to the next
grade after serving for at least a year on the last step of
the salary scale on the preceding grade.
p. “Passages” means costs associated with the
recruitment of members of staff from outside the
country.
q. “Principal Officers” are the top management team
members of the University.
r. “Registrar” means the Registrar of the University.
s. “Regulations for Academic Staff” These are regulations
governing the appointments, promotions, etc. of the
Academic Staff in the University. They are made under
the authority of the Board of Regents. These regulations
shall be applicable to all matters relating to the
appointments, tenure, determination of appointments,
leave, promotions and study leave of Academic Staff,
except where the Board of Regents directs generally on
the conditions of all University staff.
t. “Regulations for Non-Teaching Staff (Senior/Junior)”
These are regulations governing the appointments and
promotions etc. of the non-teaching staff of the

26
 University. They are made under the authority of the
Board of Regents. These regulations shall have an
application to all matters relating to the appointments,
tenure, determination of appointments, leave,
promotions and study leave of non-teaching staff,
except where the Board of Regents directs generally on
the conditions of service of all University Staff.
u. “Senate” refers to the academic decision-making body.
It is responsible to the tin all academic matters.
v. “Senior Staff” means a member of Staff holding
substantive appointment on CUSS 05 and above.
w. “Staff” where applicable to include all full-time
employees of the University.
x. “Study leave” is a period of paid absence for a semester
or two semesters’ duration granted after a period of
service to staff for academic purposes.
y. “The Vice-Chancellor” means the Vice-Chancellor of
the University
z. “Un-established Post” means any post that is not
established, i.e. not provided for in the University
Budget.
aa. “University” means Covenant University.

27
 CHAPTER TWO

CODE OF CONDUCT

2.1. SOCIAL CULTURE

“Outward behaviour is the best thermometer for inward
spirituality.”

Every staff is expected to maintain a standard of excellence in

every area of his/her life. This includes the following:

a. Language (Ps. 34:12-13; 1 Pet. 3:8; Eph. 4:31)

i. Your words can either build or destroy lives. You
are to speak edifying, encouraging words. Let
your words be seasoned with salt.
ii. The way we speak about God’s people and the
University will be reflected in the attitude of the
students.

b. Appearance (Exodus 28:40)

i. Have a spirit of excellence in your life. Let your

appearance be reflective of who and what you
represent. To act right, you have to look right and
feel right.
ii. Covenant University has a formal dress code for
employees. University staff must adhere to the
dress code during work hours and when
representing the University in an official capacity.

28
 iii. Never push the limit in any area of the dress
code. Decency is the mother of dignity, so make
your appearance an asset, not a liability.
iv. Always keep your hair in check. If the hairstyle is
questionable, don’t wear it.
v. During normal lectures, public lectures, special
ceremonies, Matriculation, Founder’s Day,
Convocation and Examinations, all University
staff must be corporately dressed.
vi. During special ceremonies, Matriculation, etc.,
non-officiating staff may wear full national attires
that represent and promote our cultural heritage.

2.2. DRESS CODE

a. For Women
i. All-female Faculty and staff are to dress
corporately in skirt/trouser suits, skirt and
blouse, or short/long-sleeved gowns that
should be well below the knees. Skirt lengths
must be modest and in good taste.
ii. The low-necked blouse should not be worn. Any
clothing made from transparent material must
be fully lined.
iii. Strapless shoes are not permitted during official
hours.

29
 b. For Men
i. Within work hours, male Faculty and staff must
wear, at least, a shirt tucked into a pair of
trousers, and a tie. Suits are preferable.
ii. Male lecturers and staff may wear French suits
with shirt and ties to lectures or to work.
iii. All male staff are to sport a regularly, well-cut
combed hairstyle.
iv. Sandals and canvases are not allowed in the
Lecture Halls and during official hours.

2.3. APPROACHABILITY

See Col. 3:12; Titus 3:2; 1 Pet. 3:8.

a. Approachability is one primary mark that should

distinguish you as a Faculty or staff member. The
students should feel that you are caring.
b. Listen to them. Give them encouragement. You are
competent to answer and refer them to appropriate
quarters for help whenever necessary.

2.4. WORK ETHICS

“My Father worketh hitherto, and I work” (John 5:17)

a. Every Faculty and staff member of Covenant University

is in covenant with God. As covenant practitioners, God
expects you to be committed workers, not job-keepers.

30
 b. The Right Covenant Perspective Towards Your Work,
as “Work well done for Christ will receive a well done
from Christ”
c. You have a similar responsibility to release the strength,
skill, knowledge and energy God gave you for the good
of the students and the University.
d. Strive to be an enthusiastic worker, rather than a job-
keeper; enthusiasm changes problems to challenges.
e. Your attitude towards your work is what moves God
close to you increasingly. “The path of the just is the
path of glory.”
f. You are here to solve someone’s specific problem
through your labour.
g. Don’t work for pay; rather, work for personal fulfilment,
contributing to the wealth of the students, the University
and the world at large.

2.5. WORKING HOURS

a. Every staff is expected to productively engage a

maximum number of the hours of every day in one form
of activity or the other, which is directly connected to
his/her assignment in the University.
b. He will also be expected to be on duty from 8.00 am. to
5.00 pm., except in those areas where a shift is being run
or where offices are required to remain open for longer
periods. The HOD will advise him of any variations in the
8.00 am to 5.00 pm workday, as occasion demands.
c. All offices in the University normally remain open from
8 a.m. to 5.00 p.m., Monday through Friday, with
31
 adequate labour to handle the workload at all times.
Some offices, however, because of the nature of the
services rendered, may be required to remain open
longer each day. In these cases, the departmental head
will alternate or schedule the hours of the staff.
d. On some occasions, it may be necessary for staff to
work in excess of a 45-hour workweek for a continuous
period of time.

2.6. LUNCH PERIOD

All University Staff are provided with a one-hour lunch period

between 2.00 p.m. and 3.00 p.m., except in cases where lecture
periods fall between this specified time.

2.7. PUNCTUALITY

Due to the fact that most of the University’s manpower activity are
interdependent, it is expedient that staff be at work at the
designated time. Punctuality reflects a positive interest and
attitude towards the job.

2.8. NOTIFICATION OF ABSENCE

a. Regular attendance is expected of every employee. If it

is necessary for a staff to be absent from his/her duty
due to illness or personal reasons, he/she must notify
his/her immediate supervisor of the reason(s) for the
absence as soon as possible, but no later than 15
minutes following the beginning of the workday, each
day of his/her absence. If for genuine reasons, a

32
 member of staff will be late to work, he/she must notify
the sectional head within 15 minutes following the
beginning of the workday, so that he/she will be aware
of the situation and can arrange for a temporary
replacement, if necessary.
b. Unauthorized absence for up to a day shall be penalized
with a loss of pay, and may additionally be followed by
disciplinary action.

2.9. TELEPHONE CALLS

a. Telephones installed in the offices of the University are

intended to facilitate the conduct of official business; it
should, therefore, be noted that calls using official lines
consume precious time, take one’s mind off work, tie up
the line and add disagreeably to recurrent costs.
University Staff is not expected to make any personal
calls using official lines during working hours, except by
permission of the Registrar or the Vice-Chancellor.
b. Mobile Phones are to be switched off during lectures,
meetings, public lectures and assemblies. Failure to do
so will result in the violator facing disciplinary action.

2.10. PERSONAL VISITORS

a. Personal visitors interfere with your work and disrupt the

attention of those near you. Every Faculty and staff are
therefore advised to minimize his/her availability for
private visits during business hours.
b. Salesmen and solicitors are not permitted to hawk
within and through the buildings or to contact

33
employees for the purchase of any item. Solicitations by
employees, selling of merchandise, lottery, etc. and
transactions relative to solicitations, are not permitted
on the premises.

34
 CHAPTER THREE

ACCEPTANCE OF GIFTS, CONFLICTS OF INTEREST AND

COMMITMENT

3.1. ACCEPTANCE OF GIFTS

Giving is the sowing of a seed, which must in time of its nurture

bring forth a harvest, while the earth remains. A seed is always
sown in trust and in love that the earth to which it is committed
may “bring forth fruit of herself; first the blade, then the ear and
after that the full corn in the ear” (Matt. 4:28).

“He who is greedy for gain troubles his/her own house, but he who
hates bribe will live” (Prov. 15:27).

Giving is living and is a continuous experience of life, with graded

reward.

“The earth which drinks in the rain that comes often upon it and
brings forth herbs meet for them by whom it is dressed receives
blessing from God.” (Heb. 6:7 – 16).

However, we must, like Paul, agree that necessity is laid upon us

in this Covenant to sow into the life of the students without charge
that we may not abuse the privilege granted us in this service. We
do this by making ourselves servants to them all, being made all
things to all students that we may, by all means, save more.

We should, therefore, be very open to learning to give of

ourselves to them in love with understanding. By doing this, we
should not fall into the temptation and snares that premature

35
harvesting called by the name of gifts by either students or
parents can cause.

Since the University has a mission of deep commitment to

excellence in delivery of all services, it is considered essential that
staff of the University demonstrate strict ethical and moral
standards in their interactions with all persons with whom they
have to transact business (students, parents, fellow staff and other
members of the public), so staff may encounter situations of
compelling obligations, compromise and conflict in the
performance of their duties and thus must be guided in their
conduct in such a manner as to help them be committed to
institutional values, ethical standards and professional practice
that can pungently communicate love and trust in the practice of
the Covenant in the University.

The need, therefore, is urgent to emphasize the Christian ethics

distinguishing this University from others in terms of serving in
his/her house.

Consequently, the following position, definitions and inferences

shall hold:

a. This document specifies in codified form, the expected

mode of behaviour of staff in terms of personal gifts that
may be offered them in regard of service offered by them
in official or extra-official capacity to students, staff or
their friends and relations.
b. A gift here may be defined as a material, financial or other
types of gratification offered a staff by any person with
whom he/she has or may have official transactions in
which he/she has official responsibility or goodwill.

36
c. A Covenant University Staff shall not accept a gift or
consideration of any sort thereof no matter the situation
or circumstances from a supplier, contractor, or any other
person with whom the University does business or has
official transactions, (either as parents/guardians of
students or of prospective students who also fall in this
category), as this may induce undue preference in the
decision-making process.
d. In cases where it is difficult to make a clear-cut distinction
or where it becomes impracticable to stop the gift or
return them or where donors are insistent on presenting
the gift anyway, the donor shall be advised to present the
gift to the University and this will be officially receipted
and acknowledged immediately.
e. It shall be the policy of the University to officially educate
such donors about the constraining factors pertaining to
the acceptance of personal gifts or, more importantly, the
fundamental principles guiding such expressions.
f. For the avoidance of doubt, no staff of Covenant
University shall accept cash gifts or any gifts of value
from students and/or their parents for whatever reason
and no matter the circumstance. Covenant University
Staff must avoid acting under any undue influence in the
performance of their duty. This includes decisions made
with regard to admission, grades and/or other academic
programmes, disciplinary matters, award of grants and
scholarships etc.
g. Nothing, however, in the above provisions prevents a
staff of Covenant University from accepting gifts of
nominal value, in such items as books, promotional items,
information materials, provided that receiving such items

37
 will in no way compromise their stance in decision-
making in respect of the person giving such gifts and that
this position is understood by the involved parties.

3.2. CONFLICTS OF INTEREST AND COMMITMENT

The University’s principal mission is the education of students and

the generation and dissemination of knowledge. In pursuit of this
mission, the outgrowth of such Faculty and staff often become
involved in outside activities. While extramural activities benefit
the University and are generally encouraged, in some
circumstances such activities give rise to conflict of interest or
commitment. Therefore,

a. All staff of the University are required to devote their full

time to the service of the University and act in a manner
consistent with their responsibilities to the University
and shall exercise due care to avoid situations that
create a conflict between their private interest and
those of the University.
b. A staff shall not engage in any other gainful
employment, business, trade or other professional
practice without the authority of the University
conveyed by the Registrar in writing. This is without
prejudice to the provision of Regulated and other
Profession (private practice prohibition) Exemption
Order 1992 as it relates to some professions, provided
such gainful assignment shall not interfere with the
efficient performance of their primary duties with the
University. And where a member of staff is involved in
any gainful employment outside the University, such

38
 employment must be disclosed forthwith to the
University.
c. No full-time staff of the University will be permitted to
engage in a full-time job outside the University.
d. No staff shall engage in any other duties outside the
University, whether for gain or not, to the detriment of
his/her responsibilities to the University.
e. All staff shall be required to maintain the confidentiality
of the University’s confidential information or activities
and shall not put to their personal advantage or to the
advantage of any other person any confidential
information acquired by them in the performance of
their duties to the University nor disclose such
information.
f. Staff shall maintain their loyalty to the University at all
times.

39
 CHAPTER FOUR

GUIDELINES AND RESPONSIBILITIES OF FACULTY

There is great need to monitor the activities of all students in

respect of their inputs into each and every course and lecture on
the one hand and to ensure that lecturers deliver their best to the
students on the other. To ensure this,

a. Each course must have a list of reference materials and

lecturers must go the extra mile in recommending good
books and materials in the field of study. A guided reading
list may help the students to study better.
b. As much as possible, a few of the reference materials may
be usable as Course Textbooks. These should be clearly
identified.
c. In very exceptional cases should a course be offered
without specification of at least one suitable textbook.
Lecturers should ensure that even in these circumstances
a minimum number of books is recommended as
compulsory reading.
d. When more than one lecturer teaches a course, all such
lecturers must jointly compile the reference materials that
are compulsory reading materials and those that are
additional to the basic materials.
e. While Lecturers are free and are encouraged to write
textbooks, it shall be unethical to compel students to
purchase such books. Where the Publications Committee
certify that the books are indeed exceptionally good, they
shall form part of the recommended set of materials and

40
 students will be free to use their discretion to buy such
books or not.
f. Where books authored by lecturers of the University must
be sold to students, such books should be deposited with
the Bookshop Manager who will make appropriate
arrangements for selling the books. On no account must
books be sold to students from any other location e.g.
lecturer’s office, other than the book store.

4.1. CLASSROOM RELATED RESPONSIBILITIES

a. Every Faculty is to arrive punctually for lectures.

b. No Faculty is permitted to encroach into another lecturer’s
class time.

c. Every full-time Faculty member needs to schedule and

keep at least seven and one-half (7 ½) hours per week in
his/her office, to be available to students. Office hours for
student consultation are to be posted and adhered to.
d. Every full-time Faculty member must also be available to
students at other times by appointment.
e. Individual Colleges may establish additional requirements.
It is recommended that faculty members, especially those
teaching 100 and 200-level students, should try to be
available to students at some time during each school day.
Faculty members must file a copy of their weekly
schedules with their HODs and Deans.
f. Faculty members are expected to attend all classes to
which they are assigned. All classes are, to begin with,
prayers and end according to schedule. Prior notification to

41
 the HOD must precede any change (temporary or
permanent) from the schedule. A Faculty member must
notify the HOD prior to an absence from class.
g. Every Faculty member needs to adhere to attendance
policies established at the University, College, and
Department levels. Individual class attendance policies are
a part of each course syllabus. A record of class attendance
is to be kept.
h. Faculty members are to deny class attendance to any
enrolled student who is in violation of the Student
Handbook regulations.
i. Examinations and reports must conform to departmental
policies. Final examinations are required in all courses and
must conform to the published schedule.
j. Mid-Semester and final grades for each course, after it has
been uploaded on the requisite university portal, are to be
submitted to the Registrar or within a set period established
by the Dean of the respective College. Each Faculty
member shall keep an accurate record of each student’s
performance in physical and electronic forms. Materials
relevant to students’ grades are considered to be the
property of the University. These materials are to be
submitted to the HOD, who passes them on to the Dean.
k. Faculty members should make safeguarding examinations
a high priority. Identical examinations should not be given
in subsequent semesters.
l. No field trip or other activity that conflicts with classes is to
be scheduled without the approval of the College Dean.

42
 m. If a Faculty member leaves the employment of the
University, all student records must be deposited into the
Departmental files.
n. A syllabus is required for every course and must conform
to the published syllabi guidelines. Individual teachers
prepare some syllabi, while others are prepared under the
direction of the HOD.

4.2. PROFESSIONAL RESPONSIBILITIES

a. All full-time faculty members are expected to attend

every College and Departmental meeting.
b. All full-time faculty members should be willing to serve
on Faculty and/or Departmental committees.
c. All full-time faculty members are expected to assist in the
registration process.
d. All full-time Faculty members should engage in scholarly
activity (e.g. research, publication, performance), hold
membership of, and participate in, professional
organisations, and attend professional conferences.
e. Each Faculty member shall complete a Professional
Development Plan annually and submit it to the HOD. This
plan must address how the Faculty member will stay
current in both subject area and pedagogy.
f. All Faculty members shall complete and submit their
paperwork in a timely fashion.
g. Faculty members are expected to show courtesy to
colleagues by promptly responding to phone calls, e-
mails and memos.

43
 h. Members of Faculty who are unable to fulfil their
responsibilities must notify their HOD in advance, if
possible.

4.3. PERFORMANCE REVIEW

a. The Sectional head will informally evaluate the Faculty’s

job performance at intervals. Faculty will be scheduled for
a formal performance review annually which will take place
at the time specified by the Registrar.
b. The quality and quantity of a Faculty’s work, his/her
willingness to cooperate, attendance and promptness of
records, compliance with the University’s Core Values,
leadership ability and personal initiative will be evaluated in
these formal reviews.

4.4. MISCELLANEOUS RESPONSIBILITIES

a. All staff shall engage in a healthy lifestyle that includes a

physical exercise programme.
b. All staff should be familiar with University documents
relating to their assignments, including this Handbook, the
University’s Policies, the Students Handbook, and the
syllabi guidelines.
c. Staff are expected to be collegial (e.g. supporting
colleagues and departmental activities) and to accept their
fair share of extra-curricular duties (e.g. supporting student
clubs, etc.).

44
4.5. OTHER EXPECTATIONS OF STAFF CONDUCT

a. In-Loco Parentis Role:

i. Staff are expected to be in covenant relationship

with one another where each will see the other as
members of the same community belonging to one
large family.

ii. As such, staff must express love to the students

brought their way by God to be prepared as arrows.
Every staff is expected to deal with students on a
daily basis as a family member and in practical
terms.

iii. Staff shall stand together, encourage one another,

pray for one another and give to one another. For this
reason, they must serve as parents to these students
whose parents are not here.

iv. Staff will be expected to actively participate in the

following; Student Support Programmes; Mentoring
and Counselling Programmes; Making themselves
available at scheduled times for meeting with
students- such times shall be displayed on the
staff’s door as a weekly duty.

45
b. Respect for Privacy of Others

i. The University is a place where men and women

connect to deep things yet unknown through
meditation and inspiration.

ii. Every staff must, therefore, subscribe to a noise-free

work context, ensuring that they do not in any way
generate noise that becomes either an abuse to an
academic environment or abuse of the University
Community.

c. Academic Freedom
i. The University upholds absolutely the positive
values of Academic Freedom as the basic and only
platform for pushing forward the frontiers of
knowledge and also the privilege that comes along
with this responsibility.
The University knows that the purpose of academic
freedom is in contribution to knowledge in such a
manner and at the speed that brings assurance and
succour to the pains occasioned by living. The
University, therefore, gives respect and regard to
academic freedom practised in the context and
adventure of academic leadership.
ii. Therefore, a staff of the University must be qualified
by training and experience to teach, research and
lead because only leaders can train leaders.
iii. The University believes and encourages both staff
and students to be involved in full enquiries

46
 concerning any question of life that has not been
answered or that is always needing better answers.
iv. The very essence of academic freedom is what the
University tolerates and celebrates, to wit: the ability,
capacity and freedom to convey many different
points of view on any issue taking into consideration
all sides of possibilities in order to capture the full
length, breadth and depth of an opinion.
v. Covenant University’s spiritual platform, however,
forbids blasphemy against God upon Whom she is
founded as a tenet of faith; all things are contained
in Him. True academic freedom must translate
theoretical concepts in man’s partial understanding
with practical proofs of God’s creation story, for in
Him are all things contained.
vi. The universe that God created is the eternal
research preoccupation of all learning institutions
and personalities all over the world. The University,
therefore, may not encourage statements on
research experience or findings that query God’s
sovereignty or blaspheme his/her delivered
principles by which He concluded all things before
man was created.
vii. The University does not encourage or condone acts
of civil disobedience, such as strikes, riots, rampage,
etc.
d. Relating with the Mass Media
a. Staff are free to make a statement in any media or any
forum in the world in respect of issues of knowledge,

47
 understanding or findings that have to do with their area
of specialisation or in an area that is outside theirs.
b. Staff are, however, not permitted to make public
comments in any media about the administration of the
University. They are rather to channel such opinion
through the various administrative pieces of machinery
available to them in the University.
c. Staff who contradict these expectations shall be
brought before the relevant disciplinary committee of
the University for appropriate sanction, which may
range from suspension from the duty to outright
dismissal from the University.
d. The University’s Public Affairs or Media Relations
Department should be responsible for such media
contact except where approved officers of the
University are mandated by Management to so deal
with the media.

48
 CHAPTER FIVE

CAMPUS LIFE

5.1. CHAPEL ATTENDANCE

a. All University staff are expected to attend one of the
Chapel Services which hold twice-weekly (Tuesday
and Thursday) in the University Chapel.
b. The Chapel is intended to bring the Faculty, staff,
students and the University community together for
worship, thereby fostering the spirit of fellowship and
spiritual nurturing.

5.2. CHURCH ATTENDANCE

Let us hold fast the profession of our faith without wavering; for he is
faithful that promised. And let us consider one another to provoke
unto love and to good works: Not forsaking the assembling of
ourselves together, as the manner of some is; but exhorting one
another; and so much the more, as ye see the day approaching
(Hebrews 10:23 – 25).

a. A vital aspect of a staff overall growth while in the

University revolves around the Church Services which
are pastored by the founding Bishop, Dr. David
Oyedepo, Chancellor of the University, who consistently
ministers the Word of God in power, to the satisfaction
of every hungry soul. A member of staff should
endeavour not to miss out on the life-transforming
experience that awaits him/her in each service.

49
 b. All staff are encouraged to attend the Wednesday
Communion Service, from 6 pm–8 pm at the Youth
Chapel.
c. Every branch and fruit on a tree are enriched by the root.
All University Staff are also encouraged to attend the
Sunday Services at Faith Tabernacle.

5.3. ETHICAL ISSUES

a. Personal Finances

i. The University expects staff to handle their

personal finances responsibly. If a member of
staff demonstrates an inability or unwillingness
to do so, he/she will be confronted.
ii. If the University is notified for example, by a local
business outfit that a member of staff has written
a cheque without sufficient funds in the bank, the
staff will be contacted and will immediately be
expected to arrange for payment in replacement
of the bounced cheque. Unwillingness to do so,
or further “insufficient funds” cheques will be
considered a violation of the Code of Honour,
which the staff signed as a condition of
employment, and will make the staff subject to
the University’s corrective policy. Lack of
submission to corrective discipline can lead to
termination of employment.
iii. Borrowing money from other people or
employees is not allowed and solicitations for
gifts and donations are strictly prohibited.

50
b. Use of Illicit Drugs
i. The illegal use of controlled substances has a
substantial and detrimental effect on the spiritual
and physical health, as well as the general
welfare of others. The health risks and spiritual
death associated with the unlawful use of
controlled substances depend on the
substances or combination used and the
individual using them.
ii. Unlawful possession and distribution of
controlled substances are serious offences with
serious legal consequences under federal, state,
and local laws, and therefore will be so treated in
addition to the appropriate university’s
disciplinary measures.
c. Alcohol-Abuse
i. Consumption of alcohol is strictly prohibited.
ii. The use of alcohol presents a health risk.
Consumption of alcohol, in combination with
such innocent activities as driving a car,
swimming, and the like, can result in injury or
death.
d. Violations
i. The University will dismiss from employment any
staff who possess, use, or distribute illicit drugs
and/or alcohol, or engages in any other ethical
violations as prescribed by the university from
time to time.

51
5.4. MISCELLANEOUS

a. At the beginning of a new academic session, all staff must

sign and uphold the Honour Code Covenant., and a signed
copy of the Honour Code Covenant shall be kept in the
staff’s file.
b. Staff shall not use professional relationships with students
or institutional facilities or privileges to further personal,
private gain. They shall accept no gratuities, gifts, or favours
that might impair professional judgment, including
remuneration for tutoring students enrolled in the
University. Faculty members are expected to give needed
assistance to their students.
c. Staff shall not use, directly or indirectly, the prestige and/or
influence of the University in their personal affairs. For a
Staff to act for, or on behalf of the University without prior
approval is prohibited. The use of the University’s name,
letterhead, or influence on behalf of any private individual
member of the University Community is strictly prohibited.
d. Staff must adhere to all laws addressing the ethical use of
other person’s materials, whether it is in the form of print,
video, multimedia, or computer software.

5.5. PUBLIC SAFETY AND SECURITY

a. The University Department of Public Safety and Security is

open 24 hours a day, seven days a week. The Department
is to be notified of all emergencies, e.g. those relating to
Fire, Ambulance or the Police. Students, Faculty and Staff
are to contact the University’s Public Safety and Security
Office to coordinate emergency procedures.

52
 b. An incident report is written on all complaints or suspicious
activity reported. Since the University is represented by the
primary responsibility of the State Police Department, its
policy is to cooperate with and assist fully in any
investigation by the State Police Department.

5.6. FOOD SERVICES

Staff may purchase their meals at the University Cafeteria. Such
staff are, however, required to adhere to the Cafeteria Rules and
Regulations.

5.7. RESIDENTIAL QUARTERS

a. The University has plans to accommodate all staff on

Campus.
b. All residential apartments, flats or houses allotted to staff
are expected to be kept in good and neat tenantable
condition.
c. Parents are to ensure that their growing children do not
deface the walls with pencils, markers, sharp objects etc.
d. Taps should always be turned off after use, to avoid undue
overflow.
e. All staff are expected to live harmoniously in the spirit of
brotherly love, respect the privacy of their neighbours by
controlling the volume of their audio/audio-visual
equipment, and be their neighbours’ keeper.

53
 f. Peradventure strange faces or movements are noticed
around the premises, staff are to quickly alert the Security
Staff on patrol or contact the Security Post.

5.8. OTHER THINGS TO KNOW

a. Identification Cards
i. As a security measure, staff members are issued
staff identification cards showing their names,
designations and departments. The card should be
worn openly at all times within the University
premises.
ii. The staff identification card is issued for the staff’s
own use and shall never be lent to another person. If
misplaced, the Office of the Registrar shall
immediately be notified and arrangements made for
another one to be issued.
iii. When a member of staff leaves the University’s
employment, he/she must submit his/her
identification card to the Human Resources Unit as
part of exit procedures.

54
 PART TWO

CHAPTER SIX

APPOINTMENT AND PROMOTION

6.1. APPOINTMENTS AND PROMOTIONS COMMITTEE FOR

ACADEMIC STAFF

There shall be a standing Committee of the University known as

the Appointments and Promotions Committee for Faculty whose
composition, duties and the guidelines for promotion are as set
out in the prevailing Appointments and Promotion Criteria.

6.2. APPOINTMENTS AND PROMOTIONS COMMITTEE FOR NON-

TEACHING STAFF

There shall be a standing Committee of the University known as

the Appointments and Promotions Committee for Administrative,
Professional and Technical Staff, whose composition, duties and
the guidelines for promotion are as set out in the prevailing
Appointments and Promotion Criteria.

a. Terms of Reference

To consider all appointments to, and promotions within, the

administrative, professional and technical units, except the office
of the Registrar and Director of Financial Services, provided
always that the Vice-Chancellor shall have the power to make
temporary appointments to such posts for a period not exceeding
one year.

55
 b. Membership of the Committee

i. The Registrar or, in his/her absence, his/her

representative shall be the Chairman of the
Committee
ii. The Dean of Student Affairs
iii. The Chaplain or his representative
iv. The Director, Financial Services
v. The Director, Centre for Learning Resources
vi. The Director of Physical Planning & Development
vii. The Head of Department concerned, if not already a
member, or a person deputed by him for the
occasion.
viii. The Head, Human Resources Unit (or any officer not
below the rank of a SAR) shall be the Secretary to
the Committee.
ix. The Registrar shall forward the report of the
Committee to the Board of Regents for onward
processing for approval by the Appointments and
Promotions Committee of the Board of Regents.

6.3. APPOINTMENTS

General Provisions on appointments includes:

a. Subject to the proviso in the University Law relating to the

making of temporary appointments, vacancies on the
established Staff shall be advertised except where, for
good reasons, the Committee authorized that any particular
vacancy is filled without advertisement. In such a case,

56
 however, the candidate shall not be exempted from the
usual assessment.
b. There shall be constituted, in respect of each appointment,
a University Assessment and Interviewing Panel that shall
interview and assess candidates for appointment and make
a recommendation to the Board of Regents.
c. Membership of the University Assessment and Interviewing
Panel
i. The Vice-Chancellor and/or his/her Representative.
ii. The Head of Department concerned, or if the
appointment is to a professorship in the department,
the Dean of the College concerned, in addition to the
Head of Department, except where the Head of
Department is himself a candidate in which case,
he/she shall not serve on the Panel.
iii. Two persons with knowledge of the subject or field
in respect of which Candidates are being assessed
or interviewed.
iv. The Registrar or his/her representative as Secretary.
v. Accredited agencies elsewhere (e.g. the Inter-
University Council) may be used for interview,
assessment and recommendation of candidates,
but the responsibility and authority for making
appointments shall remain vested in the University.
d. The criteria used for promotion shall be used for
appointments, and performance at interview shall count
towards teaching experience, which is normally taken into
consideration in determining a candidate’s suitability for
promotion.

57
 e. Where it is necessary to extend a temporary appointment
made the proviso in the law such an extension shall be
referred to the Committee for decision.

6.4. TENURE OF APPOINTMENT

All appointments shall have a probationary period of two years, in

the first instance. They may be extended for specific periods or
confirmed to retiring age at the discretion of the Board.
Professorial appointments are tenable to retiring age.

6.5. INCREMENTAL DATE

The general incremental date of those in receipt of salaries on an

incremental scale shall be the first day of the Month of resumption
into the new academic session, provided that the salary on which
increment is to be made is entered on not less than one year
before the said date.

6.6. PROCEDURE FOR APPOINTMENT TO PERMANENT

ACADEMIC POSITIONS

a. During the first week of the last month in a concluding

academic session, Heads of Departments shall seek
approval from the Vice-Chancellor to initiate the process to
fill vacancies that exist in their departments.
b. In respect of any vacancy that is to be filled, the Heads of
Departments shall submit a request as approved in (a) for
advertisement stating clearly the requirements for filling
the post. The Registry shall advertise accordingly.

58
c. Where a chair is vacant, the Dean of the College shall
submit to the Board of Regents through the Vice-
Chancellor, a request for advertisement stating clearly the
requirements for filling the post. Following the approval,
the Registrar shall advertise the approved request
accordingly. The Dean shall be responsible for short-listing
candidates for interview.
d. The Registry shall put out the advertisement locally and
request the accredited agencies elsewhere to put out the
advertisement overseas where necessary.
e. As applications are received by the Registry, copies shall
be sent to accredited agencies overseas and they, in turn,
shall send to the Registry, copies of those received by
them.
f. After the closing date, the Registry shall, on the advice of
the Vice-Chancellor or the Dean when an Acting Head is a
candidate, prepare a list of those qualified in terms of the
advertisement and call for references.
g. After the receipt of references and the deposition of
publications, the Registrar shall ask the Head of
Department in consultation with his/her senior colleagues,
to prepare a shortlist, which shall be returned to the
Registry within a reasonable time.
h. Without prejudice to (g) the Registrar can also shortlist
candidates for interview, in consultations with Head of
Department and the Dean of the College.
i. The Dean, on the advice of the Head of Department, where
applicable shall suggest the membership of an
interviewing and assessment panel for the approval of the
Vice-Chancellor. On receipt of the Vice-Chancellor’s

59
 approval (with or without amendments) the Registry, in
consultation with the Dean, shall fix a suitable date for
interview.
j. Members of the Assessment and/or Interviewing Panel
shall evaluate, where necessary, the publications of
persons invited for an interview.
k. In the meantime, the agencies overseas, where
appropriate, shall be requested to set up Selection Panels
to interview candidates available and assess others,
including candidates who have applied directly to the
University.
l. The Recommendations of the local Panel, as well as those
of the agencies overseas, shall be put before the University
Management Board for final determination of the
appointment.
m. Thereafter, approval for the appointment of the successful
candidates shall be sought from the Board of Regents.
n. As soon as possible, after the approval of the Board of
Regents, the Registry shall issue the letter of appointment
in accordance with the decision of the Board of Regents.
o. The Deans of Colleges shall be consulted by the Acting
Heads of Departments in all matters of appointments.

6.7. APPOINTMENT OF ACADEMIC STAFF

The guidelines for the appointment and promotions of all

academic staff are stipulated in the appointment and promotion
guidelines of the University, as available in prevailing
Appointments and Promotion Criteria. However, the following
additional guidelines also apply to specific cadres:

60
6.8. ASSISTANT LECTURER/RESOURCE OFFICER II

i. A candidate, who has a Master’s degree in his/her

respective field, maybe appointed Assistant Lecturer,
provided such a candidate possesses at least a second
class honours degree in the relevant field.
ii. Persons appointed to the Assistant Lecturer grade shall
be on probation for a period of not more than three
years. It shall be extended for another maximum period
of two years on grounds of satisfactory evidence of
continuing research, after which it shall lapse.

6.9. APPOINTMENT OF LECTURER GRADE II/ RESOURCE

OFFICER I

i. A candidate for appointment as a Lecturer II in the

University shall normally have a PhD, in addition to
possessing at least a second class honours degree
in the relevant field.

ii. A candidate who has an M.Phil. qualification may be

appointed as Lecturer II provided the candidate has
a substantial number of publications as well as an
adequate number of teaching years in the
University.

iii. A candidate, who has passed the final examinations

of relevant professional bodies may be appointed as

61
 Lecturer II, provided the candidate has at least a
second class honours degree in the relevant field.

iv. A candidate who is already registered for a PhD

programme and has a relevant and substantial
number of academic publications, as well as
adequate number of teaching years in a University,
may also be considered for appointment as
Lecturer.

6.10. UPGRADING TO LECTURER GRADE II

i. An Assistant Lecturer may be upgraded to Lecturer

Grade II on obtaining his/her PhD degree.
ii. A candidate who has an M.Phil. qualification may be
upgraded to Lecturer II after a period of two years as
Assistant Lecturer, provided the candidate has a
substantial number of publications.

6.11. APPOINTMENT TO THE GRADE OF LECTURER I/ SENIOR

RESOURCE OFFICER

i. A candidate for appointment as a Lecturer I in the

University shall meet the conditions specified for
appointment as Lecturer II.
ii. Appointment to the grade of Lecturer I shall be
made on the basis of:
• Adequate experience;

62
 • Adequate teaching ability;
• Competence in research; and
• Publications

NOTE: In relation to (iii) and (iv), a special allowance may be made

for exceptional clinical or other professional competence.

6.12. APPOINTMENT TO THE GRADE OF SENIOR LECTURER/

PRINCIPAL RESOURCE OFFICER

a. A candidate for appointment as a Senior Lecturer in the

University shall meet the conditions specified for
appointment as Lecturer 1.
b. Appointment to the grade of Senior Lecturer shall be
made on the basis of:
i. Adequate experience;
ii. Adequate teaching ability;
iii. Adequate research; and
iv. Adequate publications.

Note: In relation to (iii) and (iv), a special allowance may be made for
exceptional clinical or other relevant professional competence.

6.13. APPOINTMENT TO THE GRADE OF ASSOCIATE

PROFESSOR/DEPUTY DIRECTOR

a. A candidate for appointment as Associate Professor in the

University shall meet the conditions specified for
appointment as Senior Lecturer.

63
 b. For an appointment to the grade of Associate Professor, the
candidate shall be fully assessed on the following criteria:
i. Adequate experience, including where
applicable, professional competence;
ii. Outstanding research and publications; and
iii. Adequate teaching ability.
c. When the Committee is satisfied that there is prima facie
case, it shall proceed to seek the advice of three outside
assessors, who will be appointed by the University.

6.14. APPOINTMENT TO THE GRADE OF PROFESSOR/DIRECTOR

(LIBRARIAN)

a. For an appointment to the grade of professor, the

candidate shall be fully assessed on the following criteria:
i. Adequate experience, including, where
applicable, relevant professional competence;
ii. Very outstanding research and publications;
iii. Exceptional teaching ability;
iv. Evidence of leadership in research and post-
graduate supervisions; and
v. Administrative ability or competence.
b. Only candidates from the grade of Associate Professor of
two years standing or Senior Lecturer of at least three years
standing shall be considered.
c. Appointment from the grade of Senior Lecturer to the
grade of Professor may be considered provided that the
candidate has met the criteria under (a) (i) and (ii) above.

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 d. When the committee is satisfied that there is prima facie
case it shall proceed to seek the advice of three outside
assessors, who will be appointed by the University.

Note: The same criteria used for the promotion of staff to these
positions shall be used for the appointment.

6.15. APPOINTMENT OF PART-TIME LECTURERS

a. The Head of Department shall recommend a candidate to

the Dean. The recommendation shall be accompanied by
an up-to-date curriculum vitae of the candidate.
b. The Dean shall satisfy himself that the candidate is prima
facie qualified to participate in the teaching or allied
programmes of the department.
c. Remuneration of part-time lecturers is as determined by
the Board of Regents from time to time.

6.16. ASSOCIATE AND HONORARY LECTURERS

a. Appointments: Associate Lecturers may be appointed to

any of the teaching departments of the University. The rate
of remuneration and travel expenses are as determined by
the Board of Regents, from time to time, depending on
qualification and experience.
b. Duties: Associate Lecturers shall normally be involved in
the practical work of the department and shall handle not
less than two courses or equivalent workload per semester.
Associate Lecturers shall take part in practical and project
supervision.

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 c. Qualifications: Candidates who are certified by the
appropriate College authority as possessing special
expertise or professional competence that the
departments need may also be appointed Associate
Lecturer. Only candidates with at least a Master’s degree
and not above the rank of Senior Lecturer may be so
appointed.
d. Appointing Authority: The appointment of Associate
Lecturers shall be made in the first instance by the
Appointments and Promotions Committee and renewed
annually by the same Committee.

6.17. APPOINTMENT TO HEADSHIP OF DEPARTMENTS AND

RESEARCH CENTRES

a. Eligibility: To be eligible for appointment as Head of a

Department or Director of a Centre, the member of staff
must be a full Professor in the Department or Centre
concerned and must normally be holding a permanent
appointment.
b. Appointment:
i. The Board of Regents shall appoint the Head of
a Department on the recommendation of the
Vice-Chancellor.
ii. Where there are two or more professors,
headship shall be by the recommendation of the
University Management Board for the approval
of the Board of Regents.
iii. Where there are no professors, or at the
discretion of the University Management Board,

66
 an acting head shall be appointed following the
Board of Regent’s approval, from among
Associate Professors and Senior Lecturers up to
a maximum of two years renewable, as desirable.
iv. Where there are no persons of the rank of Senior
Lecturer and above in a Department, the Dean
shall act as Head of Department, and be assisted
by the highest-ranking lecturer in the
Department.

6.18. ESTABLISHMENT OF ADDITIONAL CHAIRS IN THE

DEPARTMENTS

When a full-fledged Department has been established, there is

ipso facto the establishment of a chair in that Department. It
follows, therefore, that there is, in every department of the
University, at least one established chair. To institute additional
chairs, therefore, the criteria shall be as follows:

a. Demonstrated research commitment and postgraduate

development in an area much wider than the originally
defined scope of the department;
b. The growth of the undergraduate curriculum, as indicated
by the scope, number and variety of courses;
c. Regulations (a) and (b) above shall not, in any way,
prejudice the establishment of specific chairs that may be
endowed from an outside source. Such offers of
endowment shall, however, be considered, in the first
instance, by the Senate on the joint recommendation of the
Head of Department concerned and the Dean of the
College. A report shall later be made to the Appointments

67
 and Promotions Committee and an appointment made to
the Chair, in accordance with normal University regulations
and procedures.

6.19. DETAILED PROCEDURE FOR ESTABLISHMENT OF MULTIPLE

CHAIRS AND PROFESSORSHIPS

a. The establishment of a second chair in a department shall

receive the prior approval of the relevant College Assembly
before it goes to the Senate.
b. In all cases, the establishment of an additional chair in any
department shall be a deliberate act of the Senate.
c. The practice of promoting individuals to full professorship
on the basis of academic merit shall continue irrespective
of regulations (a) and (b) above, but when such personal
professorships become vacant, the vacancies shall not be
filled at any level lower than that of a Senior Lecturer.
d. When a chair is vacant, it must be advertised and filled
accordingly.
e. The Annual University Estimates, as well as the Calendar,
should indicate clearly the number of established chairs
and other posts in such departments.

6.20. TEMPORARY ACADEMIC APPOINTMENTS

a. Requests for temporary appointments shall be

accompanied by an advertisement for the position(s).
b. Where the appointment is for one year, it may be
terminated in writing by the Registrar through the Head of
Department and Dean at any time during this period by one

68
 month’s notice in writing unless otherwise stated in the
letter of appointment.

6.21. APPOINTMENT OF POST-DOCTORAL RESEARCH FELLOWS

The appointment of post-doctoral research fellows is normally

tenable for one year in the first instance, and for a maximum of
three years, subject to annual review. The appointment may be
similarly terminated at any time by the Registrar during this period
by three months’ notice in writing.

6.22. ACADEMIC STAFF HIERARCHY

Criteria for Determining Seniority shall include:

a. The date of the first appointment, or promotion to a given

cadre, shall normally be the only criterion for determining
seniority.
b. The Chairman of the Committee of Deans shall be the
Dean, School of Postgraduate Studies and shall have one
of the Deans acts for him/her whenever he/she is away: in
such circumstances, the Acting Chairman of the Committee
of Deans shall be by appointment by the Board of Regents
or the Chancellor acting for the Board.

6.23. CONFIRMATION OF APPOINTMENT OF ACADEMIC STAFF

a. All appointments to the grades of Assistant Lecturer,
Lecturer II, Lecturer I and Senior Lecturer shall be as stated
in the Appointments and Promotions criteria and shall be
subject to review. The appointment may be extended for

69
 specific periods or confirmed to retiring age at the
discretion of the Board of Regents.
b. Confirmation to retiring age after an initial period of three
years shall be made on the following grounds.
i. Satisfactory evidence of continuing research since
appointment.
ii. Evidence of adequate teaching ability and
experience.
iii. Membership of relevant professional bodies, where
applicable.
iv. Evidence of being worthy in character, and
v. Medical fitness to stay on the job.
c. Appointments not confirmed at the expiratory period shall
be deemed to have lapsed and the affected member of
staff shall immediately be informed accordingly.
d. All academic appointments, other than those of Professors,
shall be reviewed three years from the date of the first
appointment, regardless of whether the person concerned
has, in the meantime, been promoted from one grade to
another, appointed to a higher grade, or transferred from
one department to another.
e. The Departmental Appointments and Promotions
Committee and other permanent staff on grades higher
than the grade of the lecturer being considered for
confirmation of appointment shall carry out the assessment
of the lecturer using the criteria stipulated in prevailing
Appointments and Promotion Criteria.

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 f. Candidates seeking confirmation of appointment must
submit their current curriculum vitae, following the
University guidelines for appointment/promotion of staff.
g. Assessment of each of the above five main criteria for
confirmation of appointment shall be carried out as
indicated below:

6.23.1. Criteria for Confirmation of Appointment

a. Satisfactory Evidence of Continuing Research since

Appointment

i. Published papers: These are papers published in

Learned Journals or Refereed Proceedings of
Conferences
ii. Papers accepted for publication: Candidates shall
attach evidence of acceptance.
iii. Conference papers: These are papers presented
during conferences, which may not be published.
iv. Patents: These must be properly registered.
v. Supervision of Postgraduate projects: This applies
to postgraduate Lecturers (Lecturer II with PhD and
above)
vi. For Postgraduate Lecturers (Between Lecturer
Grade II with PhD and Senior Lecturer) and lecturers
appointed on the basis of considerable professional
experience, items (i), (ii), (iii), (iv) and (v) shall apply.

b. Evidence of Adequate Teaching Ability and Experience

i. There shall be an annual assessment of all courses

by means of questionnaire (electronic or otherwise)
71
 completed by students duly registered for that
course.
ii. There shall be annual reports by the External
Examiners and the Chief Examiner on all courses
taught in the University; such reports shall also be
used to evaluate adequate teaching and experience.

c. Membership of Relevant Professional Bodies

i. The Relevant Professional Certificates shall be

presented.
ii. Evidence of payment of dues and attendance at
professional meetings/conferences shall be
provided by the staff.

d. Evidence of being Worthy in Character

This shall be assessed by the Departmental Appointments

and Promotions Panel on the basis of:

i. Character (absence of acts adjudged to be

misconduct);
ii. Students/staff relationship;
iii. Professional ethics;
iv. Participation in departmental activities and
responsibilities;
v. The annual open assessment reports of the staff for
the past three years.

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 e. Medical Fitness to Stay on the Job

This shall be determined by the Director of Health Services

of the Covenant University Medical Centre (CUMC) upon
the conduct of appropriate medical tests and examinations.
The Human Resources Unit shall make request to the
Director of Health Services of the Medical Centre (CUMC)
for such reports to be sent to the Head of Department
under confidential cover.

6.24. CONFIRMATION OF APPOINTMENT OF NON-TEACHING

STAFF

All Senior non-teaching staff appointments shall be reviewed

after six months of productive engagement from the date of the
first appointment for purposes of confirmation, regardless of
whether the person concerned has in the meantime, been
promoted from one grade to another, appointed to a higher grade,
or transferred from one department to another.

6.25. GENERAL PROVISIONS ON THE CONFIRMATION OF

APPOINTMENTS
a. Temporary service of a person appointed to an established
post (academic and non-teaching) may count as part of a
period of probation or of the initial period of tenure,
provided that temporary service is relevant and has been in
the same department to which the person is being
appointed.

73
 b. Appointments not confirmed at the expiratory period shall
be deemed to have elapsed and the affected staff
informed accordingly.
c. Recommendations for confirmation of academic staff
appointments by Heads of Departments should be
submitted to the College Appointments and Promotions
Committee for assessment and subsequent
recommendation to the Central Appointments and
Promotions Committee. Similarly, recommendations for
confirmation of senior non-teaching appointments shall be
submitted by Heads of Departments or Units through the
normal channel to the College Dean or Registrar as
appropriate, to the relevant Committee for consideration.

6.26. RULES GOVERNING CONTRACT APPOINTMENT

The following shall be the laid down rules governing the

employment of contract staff.

6.26.1. Contract Appointment for Retiring University Staff

a. Applications shall be accompanied by a medical report

of fitness from the University’s Medical Centre;
b. Notices of retirement must have been accepted before
any member of staff could be recommended;
c. There must be justification for wishing to retain such
staff, in which case, what the Department stands to lose
if such a member goes away must be clearly stated;
d. Contract appointment shall not normally be given to
staff who retired voluntarily.

74
6.26.2. Contract Appointment for External Applicants

a. Persons who have served in other universities or

establishments and desire to work in the University shall
be employed under the same conditions of service as
contained here except for provisions that have
implication for tenure.
b. Specifically, however, their employment shall also
observe the following:
i. Contract appointment shall be for one year in the
first instance.
ii. The appointment of a contract staff may be
renewed subsequently after everyone (1) year
subject to satisfactory performance and good
medical report on the contract staff.
iii. Contract staff may not benefit from facilities that
require payment on a long period e.g. Vehicle
Acquisition Scheme, Computer Acquisition
Scheme etc.
c. Contract staff are not entitled to any payments by way
of emoluments aside from their salaries as determined
by the approved prevailing policy by the Board of
Regents at the time of appointment or renewal.
d. Contract staff may not benefit from the seminars and
conferences support until after two years of satisfactory
performance of their duties, except by special approval
of Board of Regents.
e. Contract staff can terminate their appointment before
the expiration of their annual contract and are not
expected to pay the balance of salary for that year.

75
 f. The University can, at any time and for whatever
reasons, terminate the appointment of any contract
staff in the course of the contract year, and shall not be
required to pay the balance of the salaries in lieu.
g. Every appointed contract staff shall maintain his/her
status on appointment as long as the contract subsists.
The appointment shall be based on the provisions in the
prevailing Appointments and Promotions Criteria.
h. A person who is already a Professor, before retiring and
is applying to the University as a Contract Staff shall be
placed in accordance with his/her status on retirement
before coming to Covenant University. However, this
consideration excludes the applicant’s salary status
from their previous engagements as their emoluments
would be determined by the prevailing policy at the
time of appointment.

6.27. EMPLOYMENT OF MARRIED COUPLES

Married couples can be employed in the University if both are

qualified, the essence of this is to encourage the employment of
professionally and qualified spouses of staff.

6.27.1. Recruitment Procedure for Employment of

Married Couples

For the employment of married couples, the normal selection

procedure as prescribed by Management shall follow subject to
the following:

a. A Spouse shall not participate in the appointment or

recruitment exercise of the other.

76
 b. A staff’s Spouse shall only be short-listed for
appointment based on performance at the interview
conducted.

6.27.2. Rules for Such Employment

a. A husband and his/her wife shall not be employed in

the same department except in extra-ordinary cases
with the approval of the Registrar in order to avoid
conflict of interest.

b. A Spouse shall not participate in any process that

involves the making or reviewing of administrative
decisions concerning the other.

c. A Spouse shall not participate in the evaluation or

promotion exercise of the other.

d. Both Spouses must sign an undertaking to abide by the

Rules and Conditions of their contract of employment
and to serve the interest of the University.

6.28. PROMOTIONS CRITERIA FOR ACADEMIC STAFF

The promotion criteria for all academic staff and members of staff
of the Centre for Learning Resources of the University are as set
out in prevailing Appointments and Promotion Criteria.

6.29. PROMOTIONS FOR NON-TEACHING STAFF

There shall be pre-qualification requirements, a mandatory annual

appraisal, promotion test and oral interview for all staff, which shall
be taken into account during promotion exercises.

77
6.30. ASSESSMENT CRITERIA FOR PROMOTION

A candidate for ordinary promotion to the next grade shall be

assessed on the following criteria: General ability; Disposition to
work; Initiative; Personal Integrity; Attitude to work; and
Experience.

6.31. REQUIRED MINIMUM NUMBER OF YEARS FOR PROMOTION

Subject to review by the Appointments and Promotions

Committee for Senior Staff (Non-Teaching), and Appointment and
Promotion Committee for Junior Staff, all basic qualifications
described in the University Career Structure for non-teaching
staff, stand as main requirements for consideration before a
member of staff can be termed as eligible for promotion into next
level.

6.32. QUALIFICATIONS

A candidate recommended for promotion to a higher grade must

possess the qualification and experience for that post as shown in
the career structure.

6.33. ACCELERATED PROMOTION

This is a promotion to the next higher grade before serving for the
prescribed minimum number of years after the last promotion or
appointment. A candidate for accelerated promotion to the next
grade shall be assessed based on the criteria specified in the
prevailing appointments and promotion criteria.

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6.34. REPRESENTATION

6.34.1. Individual Representation for Promotion

The Committee shall normally consider only recommendations

put forward and supported by the Head of Department
concerned. It shall be in order, however, for a member of staff, not
recommended for promotion to forward a statement of his/her
case through the Registrar, setting out his/her claims to be
considered for promotion.

6.34.2. Procedure for Making Representation Arising from

Promotions Exercise

Representation shall be made in the first instance to the Head of

the Department concerned and if there is still need, through the
Head of Department to the Registrar. When the Registrar
considers it necessary or at the request of the person concerned,
he/she refers the matter to the appropriate committee. In
exceptional cases, further appeal may be made directly to the
Board of Regents through the Registrar. Petitions may be
submitted within one month of receiving notification of non-
approval of the promotion from the Human Resources Unit.

6.35. POINT OF ENTRY INTO SCALE ON PROMOTION

Adjustments of salaries shall not be made, for promotion, on the

basis of years of graduation of the concerned. All officers
promoted with effect from the same date shall be placed at the
bottom of the salary scale of the grade to which they are
promoted irrespective of years of graduation or salaries before the
promotion, except that adjustments shall be made to ensure that
any staff promoted from one grade level to another shall enter the

79
higher scale at a point that gives him/her a salary increase that is
at least equal to twice the incremental step in his/her old scale.

80
 CHAPTER SEVEN

TERMINATION/RESIGNATION OF APPOINTMENT

The employment relationship between the staff and the University

is based upon a mutual decision that the staff has the right to
terminate the employment whenever he/she chooses, for any
reason, or no reason. The University shall have the same right. It is,
therefore, customary for any Faculty member, either tenured or
non-tenured, who does not intend to continue employment at the
university, to notify the University Administration in writing of that
intent at the beginning of the previous academic session, but, in
any case, not later than the beginning of the last semester he/she
intends to teach. This is without prejudice to specific provisions for
exercising such right as provided for in other University Policies

Should any University Staff have reason to resign, it is important

that such a staff first discuss with his/her supervisor, HOD or Dean.
If his/her intention to resign is due to dissatisfaction with working
conditions or fellow employees, he/she may be further required
to discuss it with the Human Resources Unit before making a final
decision.

A member of staff will not be eligible to use vacation or other leave

pay after submitting a resignation. Also, a doctor’s certificate will
be required in order for him to be paid for any sick time claimed
after submitting a resignation. However, in furtherance of good
practice and the preservation of goodwill to all men, the
University’s Management expects staff leaving the University to
discuss with it as this is expected to foster a relationship which can
help the staff in the fulfilment of his/her destiny.

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7.1. SENIOR ACADEMIC AND PROFESSORIAL STAFF

A senior academic staff, from the rank of Senior Lecturer to

professor, shall not terminate his/her appointment other than on
the 31st of August in any year, after having given to the Board of
Regents through his/her Head of Department and Dean three
months’ notice in writing of his/her intention to do so, or pay three
months’ salary in lieu unless the consent of the Board of Regents
is otherwise obtained.

7.2. ACADEMIC STAFF (OTHER THAN SENIOR ACADEMIC STAFF

AND PROFESSORS)

A Lecturer, from Assistant Lecturer to Lecturer I, shall not

terminate his/her appointment other than on the last day of the
last month in the academic session, and after having presented
through the Head of his/her Department and Dean, one month’s
notice in writing of his/her intention to do so, or pay one months’
salary in lieu of notice, unless the consent of the Board of Regents
is otherwise obtained.

7.3. NON-TEACHING STAFF (OTHER THAN THE REGISTRAR)

A member of senior staff may terminate his/her appointment with

the University at any time by one months’ notice in writing to the
Registrar through his/her Head of Department/Unit.

7.4. TERMINATION BY THE UNIVERSITY

The appointment of a tenured staff member of the University can

be terminated by a notice of thirty days (30) to that effect. The
University shall pay such staff one month’s salary in lieu of such

82
notice where the termination circumstances require his/her
immediate departure.

7.5. TEMPORARY NON-TEACHING STAFF

Temporary Non-Teaching Staff appointments are tenable for a

period of one year and may be terminated by either side at any
time by one month’s notice in writing, without any pecuniary
implications on either side.

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 CHAPTER EIGHT

PAYROLL POLICY/SALARY SCALE

8.1. SALARY SCALE

The University operates the following special salary structures
called Covenant University Academic Salary Scale (CUASS) and
Covenant University Salary Scale (CUSS) for academic and non-
teaching staff respectively. The salary scale is similar to what
operates in the salary structure of Federal Universities.

Staff salaries are determined by a Salary Administration policy

adopted by the University according to the grading of staff as
determined by the Board of Regents. The current wages scales
and grades are set out in the salary administration policy. Job
descriptions have been compiled and evaluated on the basis of
the value of a member of staff’s job compared to other jobs in
Covenant University.

In special circumstances, the Board of Regents may make an

appointment on contract, secondment or transfer outside the
salary scale.

8.2. RATE OF PAYMENT FOR PART-TIME STAFF AND

DEMONSTRATORS

a. The rate of pay for Part-Time work for the University shall
be as approved by the Board of Regents from time to time.
b. The rates of the allowance payable to Demonstrators shall
be specified by the Board of Regents from time to time.

84
8.3. POINT OF ENTRY

a. The point of entry in the University Salary Scale for a

member of staff on first appointment shall, except as
provided in the sub-paragraph of this paragraph, be fixed
at the minimum of the scale.
b. New appointees possessing relevant previous experience,
particularly technical ability or any special qualifications,
such as exceptional scholarship, high academic standing,
and alumni status of any of universities under the Education
Commission of the Living Faith Church World Wide, may,
on the recommendation of the selection panel and subject
to the approval of the Board of Regents be permitted to
enter the salary scale at a higher point.

8.4. INCORRECT GRADING

Where a staff member has been wrongly graded or placed on a

wrong point on a salary scale at his/her appointment, the error
may be rectified within a year of the date of his/her appointment.

Where a staff member in the first year of his/her appointment

discovers that he/she has been wrongly graded on the salary
scale, he/she may appeal through his/her Head of Department to
the Registrar who will refer the case to the Appointments and
Promotions Committee.

A staff member whose salary is altered as a result of having been

wrongly graded or placed on a wrong point on the salary scale
shall be eligible to receive such arrears as may be due to him or
be required to refund any overpayment made as a result of this
error.

85
8.5. ANNUAL INCREMENTS

a. A member of staff who has not reached the maximum point

in the salary grade applicable to him/her shall be granted
an increment annually in accordance with the appropriate
salary scale.
b. An increment is granted on the understanding that a staff
member has attained at least the standards of efficiency
and conduct that may reasonably be expected of an officer
of his/her status or rank.
c. The incremental date of members of staff whose service in
the University, has been entirely satisfactory, shall be the 1st
of the month in which a new academic session
commences, provided he/she has served six months or
more and has not reached the maximum point in his/her
salary scale.
d. As a disciplinary measure, the University may defer or
withhold the increment of any staff on account of any
shortcoming.
e. Where the increment of a member of staff has been
deferred, the withholding of the increment should be for
one year and he/she shall have the right to appeal to the
Registrar.

8.6. INCREMENT IN SALARIES OF TEMPORARY/CONTRACT

STAFF

For Temporary/Contract Staff, there shall be a fixed monthly

salary and shall not be due for annual increment.

86
8.7. EXPATRIATE

Expatriates are to be paid competitive salary in addition to their

expatriate allowance.

87
 CHAPTER NINE

DISCIPLINE

It shall be the duty of every staff member of the University to

acquaint himself/herself with the disciplinary rules or any other
regulations in force in the University.

9.1. STAFF DISCIPLINARY COMMITTEE

A Staff Disciplinary Committee for Academic/Non-Teaching staff

shall be constituted on a permanent basis to look into cases of
alleged misconduct or any breach of these Regulations.

9.2. ACADEMIC /NON-TEACHING STAFF

There shall be an Academic/Non-Teaching Staff Disciplinary

Committee whose duties shall be to investigate and report on any
academic/non-teaching staff disciplinary matter referred to it by
the Registrar.

9.2.1. Membership

a. Chairman - The Vice-Chancellor’s nominee (Not less

than the rank of a Professor)
b. The Registrar or Head, Human Resources Unit
c. The Dean of Students’ Affairs
d. The Deans of Colleges
e. One Senate Representative
f. The University Chaplain

88
 g. The Head/Director of the Unit of the member of staff
concerned, except in a case where the Head/Director
of the Unit is the staff whose conduct is under
investigation.
h. Secretary: The Registrar’s nominee. Provided no one
shall sit as a member of this Committee who is
considered connected with the matter under
investigation.
i. A member of the University Legal Unit.

9.2.2. Terms of Reference

The terms of reference of the Committee shall be to:

a. Investigate, consider and determine all disciplinary cases

involving members of the Academic/Non-Teaching Staff
of the University, except the Principal Officers as
established by the University or any other member of staff
as the Board may direct, provided always that any member
of staff aggrieved by a decision of the Committee may
appeal to the University Faculty, Staff and Students
Appellate Committee for reconsideration within twenty-
one days of the decision of the Committee.
b. Make recommendations to the Registrar on issues
concerning disciplinary matters as they relate to Staff of the
University.
c. Review as may be directed by the Registrar cases already
concluded when fresh information that was not available at
the time the initial conclusion was reached by the
Committee, is received.

89
 d. Carry out any other assignment that may be given by
Management from time to time.

9.2.3. Tenure

Appointed members shall hold office for two years in the first
instance, renewable for another period of two years, but no
member shall serve for more than a total period of four years.

9.3. DISCIPLINARY PROCEEDINGS

Disciplinary proceedings shall be initiated in accordance with the

provisions of this chapter when an allegation of an act(s) of
misconduct or general inefficiency is made against a member of
staff or in cases where any of the provisions of these conditions of
service is breached.

9.3.1. Disciplinary Procedure

The following procedure shall be adopted:

a. The cases requiring disciplinary measures shall first be

reported to the Registrar who shall invite comments from
the member of staff concerned.
b. The report and the comments shall be submitted to the
Registrar, who shall refer the same to the Committee.
c. The Committee, after receiving the report and comments,
shall consider the same and determine the nature of the
alleged offence committed by the member of staff
concerned and thereafter proceed as follows:
i. Where it is satisfied that there is no offence
committed by the said member of staff, or where
it is satisfied that it has no jurisdiction over the
90
 matter, the Committee shall dispose of the
matter as it deems fit;
ii. Where it is satisfied that an offence has been
committed and that the offence lies within its
jurisdiction, the Committee shall proceed and
direct that the member of staff concerned be
notified of the nature of the offence committed
and that he/she should show cause why
disciplinary action should not be taken against
him/her for the offence alleged; and a day shall
be fixed for the hearing of the matter.
iii. Where a witness is called to testify, the staff shall
be entitled to be present and to put questions to
such a witness.
iv. If the member of staff does not make any
representation within the time fixed by the
Committee, the Committee may take such
actions as it deems appropriate against him.
v. If the officer submits a representation and the
Committee is not satisfied that he/she has
exculpated himself, and considers that the staff
should be dismissed, it shall make a
recommendation accordingly.
vi. If upon considering the representation of the
staff, the Committee is of the opinion that the
staff does not deserve to be dismissed from
service but deserve some other punishment, it
shall recommend such punishment as it
considers appropriate.

91
 vii. If upon considering the representations of the
officer, the Committee is of the opinion that the
officer does not deserve to be dismissed, but
that the facts of the case disclose grounds for
requiring him to resign compulsorily, it shall so
recommend.
d. On receipt of the recommendations of the Committee
by the Registrar, a review would be made followed by a
submission of the final recommendation to the Board of
Regents for approval according to the procedures for
discharging such matters as prescribed in the University
Law.

9.3.2. Audio, Video Recording and Verbatim Report

The Committee should feel free to use any lawful means at its
disposal to ascertain the facts of the situation. It may decide to
obtain written reports and to interview the member of staff alleged
to have committed the misconduct and other necessary parties to
the case. The audio/video-recording and/or verbatim report of
proceedings in shorthand (for transcription and detailed analysis
at a later stage) can be used by the Committee (depending, of
course, on the nature of the case). These will ensure that
investigations are thorough and that missing links in written
allegations and written self-defence are identified and taken into
account.

9.3.3. Open Interrogation

The Committee can allow open interrogation if found necessary,

but this should not be made a standing rule since the Staff
Disciplinary Committee shall not be seen as constituting itself into
a Court of Law.

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9.3.4. Dissemination of Information

a. Since cases of disciplinary nature are delicate and sensitive,

the recommendations of the Committee shall not be
publicized to the University Community, so that the persons
concerned may not feel that their public image is being
damaged unnecessarily through undue publicity. This is
without prejudice to giving information to the University
Community in respect of cases that demand such publicity.
b. Any member of the University Community who may desire
information regarding the decisions of the Committee on
any disciplinary matter can request such information from
the University Management Board.

9.3.5. Meeting Schedule

The Committee shall meet as may be required from time to time.

However, no disciplinary case shall be left un-discharged later
than 2 weeks after the matter was reported.

9.4. OFFENCES AND PENALTY

# Misconduct Penalty
From Termination to
1 Forgery
Dismissal
From Termination to
2 Impersonation
Dismissal
3 Cultism Dismissal
4 Alcoholism Termination
Possession and use of hard
5 Dismissal
drugs
6 Cohabiting Termination

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 # Misconduct Penalty
Homosexualism/
7 Lesbianism and any form Dismissal
of sexual perversion
8 Sexual misconducts Termination
Plagiarism and Academic From Demotion to
9
Dishonesty Termination
From Termination to
10 Examination Misconducts
Dismissal
From Termination to
11 Theft
Dismissal
From Suspension (without
12 Assault pay) to
Termination
Falsification of
13 Certificate(s)/ Dismissal
Document(s)
14 Fraud Dismissal
15 Abscondment Dismissal
From Letter of Warning to
16 Verbal Assault
Suspension
Insubordination/ Strong Letter of Warning to
17
Gross Insubordination Termination
Strong Letter of Warning to
18 Incitement
Termination
And any other offence(s) that violates the Core Values of
19
the University

9.4.1. Gradation of Discipline

The Committee’s disciplinary measures shall be based on the

following rank order as specified in paragraph 10.6 with (a) as the
mildest and (f) as the most severe, and shall be applied according

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to the nature and the gravity of the offence and the offender’s
previous records.

9.4.2. Rank Order of Disciplinary Measures

a. Serious reprimand (in writing);

b. Specified punitive measures, such as:
i. Loss of annual increment for a specified period;
ii. Delay of promotion/appointment for a specified
period;
iii. Loss of headship or other administrative position of
honour and responsibility for a specified period;
and
iv. Deferment of confirmation of appointment for a
specified period.
c. Suspension for a specified period.
d. Forced resignation (non-compliance with this option leads
to (e)).
e. Termination of appointment/contract (applicable when the
resignation is not considered adequate punishment.)
f. Dismissal which is applicable in cases of gross misconduct
shall follow the processes laid down in the University Law.

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 CHAPTER TEN

ACCOMMODATION

10.1. PREAMBLE
Accommodation shall only be given to interested staff on approval
of the application. The general policy is that all academic and
senior non-teaching staff of the University that apply shall be
provided with residential accommodation if available as at the
time of application in accordance with these provisions.

10.2. HOUSING ALLOCATION

An assigned Officer from the Office of the Registrar in conjunction

with the Estate Unit of the Directorate of Physical Planning &
Development shall be charged with the responsibility of allocation
after approval by the University Management.

10.3. MODE OF ALLOCATION

Allocation is based on a point system, carefully worked out to

reflect rank, length of service and entitlement to University
quarters depending on the availability of accommodation
vacancies.

Interested staff shall apply and after allocation shall be served

with the Conditions of Tenancy which they shall be required to
sign.

A Breach of the provisions of the terms of the tenancy shall lead

to the forfeiture of the tenancy.

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10.4. SPOUSES

In the case of married couples who are members of staff of the

University, they shall be entitled to only one apartment at the staff
quarters. The rentals for such quarters will be deducted from the
salary of the allottee.

10.5. CHANGE OF ACCOMMODATION

a. Members of staff wishing to change accommodation

may apply for such at the Office of the Registrar, provided
there is opening. A list of applicants in order of merit on
the basis of points scored is kept up to date in the office
of the Registrar. When quarters, such as are applied for
are available, every applicant’s claim is considered on its
merit.
b. The apartment of a member of staff, who is about to be
considered for a change of accommodation is first
inspected by the Estate Unit. If the apartment or furniture
is found to be in a bad state and there is need for
redecoration as a result of misuse during the applicant’s
tenancy, the applicant shall not be entitled to relocation
until a determined percentage/proportion of the
renovation cost has been paid by him.
c. Members of staff for whom a change of accommodation
has been granted shall be required to take occupation of
the new allocation within two weeks of the date of
allocation and may be required to sign a new tenancy
agreement. Member of staff who fails to comply with the
above shall have the new allocation revoked or shall be

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 surcharged economic rent, where he/she holds the keys
of both the old and new allocations.

10.6. TENURE OF ACCOMMODATION

Where a member of staff applies for a change of accommodation

and accepts an allocation based on his/her application, an
application for a further change will not, in normal circumstances,
be considered within the next two years.

However, in special circumstances, such applications for change

shall be duly considered by the Central Administrative Board.
Special circumstances shall be as determined by the Central
Administrative Board.

10.7. APARTMENT OF STAFF ON LEAVE

a. Members of staff are not permitted to sublet University

apartment during any period of absence from the
University.
b. Member of staff on any approved leave may retain their
apartments on campus as long as there is provision for
the deduction of rents from the staff’s salary while they
are on leave.
c. A member of staff going on any unpaid leave for any
period of time would be required to forfeit his/her
apartment, and apply for a fresh apartment on his/her
return.

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10.8. SWAPPING OF APARTMENTS

Any change of accommodation must be approved by the office of

the Registrar and any handing over of keys of the apartment must
be made to the Estate Officer in the Directorate of Physical
Planning and Development.

10.9. VACATION OF QUARTERS

Any member of staff resigning from the University must vacate

his/her quarters not later than the day in which his/her contract
expires. If an apartment or furniture is found to be in a bad state
and there is need for repairs or renovation, as a result of misuse
during the staff member’s tenancy, the staff concerned shall not
be cleared until a determined proportion or percentage of the
renovation cost has been paid by him.

10.10. GUIDELINES FOR ALLOCATION

The Office of the Registrar handles all cases of accommodation

allocations, executive allocations or otherwise. An officer
empowered for such in Office of the Registrar works with the
Estate unit, as all allocations must be approved by the Registrar.

10.11. GUIDELINES FOR ALLOCATION OF ACCOMMODATION

Allocations of accommodation are governed by the following

guidelines:

a. All applicants for accommodation shall fill out a set of

forms to determine eligibility.

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b. Any member of staff found to have given false
information adjudged misleading to the Management
shall be disqualified for housing allocation for two years.
c. A tie in points will be resolved by elimination on the basis
of the following factors in the order shown below:
i. If the house being considered has a study,
preference will be given to Academic Staff.
ii. Rank is a broad reflection of salary and of rent
payable: preference is given to the applicant of
highest rank.
iii. Need for moving: preference is given to the
applicant who has the greatest need for moving, i.e.
the applicant who is currently least comfortably
housed.
iv. The number of children: preference is given to the
applicant with the highest number of children.
v. Length of service: preference is given to the
applicant with the longest continuous service.
vi. Length of occupancy of present quarters:
preference is given to the applicant with the longest
stay in his/her present quarters.
d. Members of staff to whom apartments have been
allocated should take up occupation within two weeks.
Any needed repairs or renovation will be carried out after
occupation.
e. Any rejection of allocation after it had been initially
accepted by a member of staff precludes any other
application for one year except for reasons that the
present allocation is not currently in a habitable state.

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 f. No applicant shall reject the allocation of apartment after
acceptance.
g. The cohabitation of any form is highly prohibited and shall
attract severe penalty.

10.12. ENQUIRIES

Routine enquiries regarding the availability of housing may be

made at the Registrar’s Office.

10.13. RENTS

All staff accommodated in Staff Quarters shall pay rents on the

quarters at the rateable value of the house occupied as may be
recommended from time to time, by the Central Administrative
Board, and approved by the Board of Regents. Rent shall be
deducted from the staff salary.

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 CHAPTER ELEVEN

LEAVE

The University recognizes the following categories of leave for its

entire staff:

11.1. VACATION/ANNUAL LEAVE FOR ACADEMIC STAFF

a. Vacation/Annual Leave shall be within the long

vacation period of the academic year of the University.
b. Members of the academic staff are free to take their
vacation/annual leave during the long vacation.
c. A member of staff shall be entitled to annual leave if
he/she has spent twelve months of continuous service
with the University.
d. The duration of the Annual Leave of staff of the
University is as follows:

Academic Staff Non-Teaching Staff

Leave Leave
Scale Scale
Duration Duration
CUASS 6 – 12 30 days CUSS 1 – 6 21 days
CUSS 7 – 17 30 days
CUASS 13 – 14 40 days
CUSS 18 – 20 40 days

11.2. LEAVE FOR DEANS/DIRECTORS/HODS

Deans of Colleges and Heads of Departments/Units may, where

necessary be allowed, for the duration of their term, to take their

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annual leave at the convenience of their faculties or departments
during the year.

11.3. VACATION/ANNUAL LEAVE FOR NON-TEACHING STAFF

Members of the non-teaching staff shall take their annual leave at

the discretion of their Head of Department and upon the
authorization of the Registrar.

11.4. PRO-RATA LEAVE

Leave in the first year of appointment shall be pro-rata for six

months or over if served during the calendar year within which the
date of taking up duty falls. Service of fewer than six months within
the first calendar year shall not qualify for leave. The same shall
apply during the last year of service.

11.5. DEFERMENT OF LEAVE

Leave or any part thereof shall not be carried forward from one
calendar year to the next; otherwise, it shall be forfeited. In
exceptional circumstances and when exigencies of service
demand that a member of staff cannot proceed on annual leave
during the leave year, an application for short-term postponement
of the leave may be considered by the Registrar.

11.6. TEMPORARY STAFF

Leave for temporary staff shall be defined in their agreements and

shall not normally exceed fifteen days in any calendar year.

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11.7. VACATION/ANNUAL LEAVE YEAR

Vacation/Annual must fall within the long vacation periods in two

main batches.

11.8. LEAVE ALLOWANCE

Approved leave allowance shall be paid to staff at the end of the

last month of Academic session.

11.9. CASUAL LEAVE

a. All Principal Officers, Deans of Colleges and Directors of

Centres shall seek the Chancellor’s approval through the
office of the Vice-Chancellor, in writing, whenever they
have good reasons to be absent from the University for
periods exceeding three (3) days. Separate approval will be
similarly obtained by a Principal Officer when he/she may
have to be absent for more than three days for purposes of
fulfilling an academic engagement like Seminar,
Conference etc.
b. However, upon the authority of the Registrar through the
office of the Dean, a member of academic staff may be
granted permission to be away from the University on good
grounds for a period not exceeding three working days.

11.10. MATERNITY LEAVE

a. Maternity Leave shall be for legally married female staff

only.

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 b. Pregnant female staff members shall be entitled to 12
weeks (twelve weeks after delivery) maternity leave with
half pay (50% of monthly gross salary).
The annual leave for that year will, however, be regarded
as part of the maternity leave. Where the annual leave has
already been enjoyed before the grant of maternity leave,
that part of the maternity leave equivalent to the annual
leave will be without pay.
c. No maternity leave with pay shall be granted except the
staff has been in continuous service of the University for not
less than twelve months.
d. A staff member on temporary employment may be granted
twelve weeks maternity leave, however, the leave will be
granted with no pay.
e. Maternity leave shall be taken at a stretch counting from
the date the Director of Health Services recommends the
date of confinement.
f. A nursing mother after resumption shall be granted an hour
off duty every day for a maximum period of six months from
the date of the birth of the child.

11.11. SICK LEAVE

A member of staff not being on leave of absence who is absent

from duty on the ground of ill-health will provided such absence
is covered by proper authority, be regarded as absent on sick
leave. More details are available in the Sick Leave policy
document.

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11.12. SABBATICAL LEAVE

Sabbatical leave is for all full-time academic staff and to provide

opportunities to Faculty for scholarly development and contacts
which shall contribute to their professional effectiveness and gain
new information and experience in order to remain current in their
field and benefit the University consequently. Sabbatical leave will
not be granted for the purpose of taking regular academic or other
employment of financial advantage elsewhere.

11.12.1. Eligibility

All academic staff from Senior Lecturer and above who shall have
served with Covenant University for at least seven years shall be
eligible for sabbatical leave.

11.12.2. Duration of Leave

a. Members of Staff with at least seven years of full–time

service may be granted a sabbatical leave of two
semesters. Such leave shall not be granted more than
once every seven years. Faculty on sabbatical shall
resume normal duties at the expiration of the period or
repay all salaries received during such periods where
he/she fails to resume duties.
b. Faculty who on the request of the departmental head
and with the approval of the Dean, postpones
appointment for the required or expected year of such
Sabbatical leave may be eligible for a subsequent leave
the next year.

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11.12.3. Salary and Benefits

Faculty on sabbatical leave shall be entitled to half salary for the

duration of the Leave.

11.12.4. Application Procedure and Review Mechanism

Application for sabbatical leave shall be in writing to the Vice-

Chancellor through the Registrar accompanied with a Curriculum
Vitae and it shall include:

i. The duration of the leave

ii. A brief description of the anticipated programme, venue
of the leave and a well-considered plan for spending
the leave in a manner that will clearly contribute to the
interest of the University
iii. A detailed written statement of the plan and a clear
indication of its professional advantages.
iv. The application shall be received in the Vice-
Chancellor’s office – four weeks before the end of the
Omega Semester of the preceding year.

11.12.5. Report

The Faculty shall on return to the University after the Sabbatical

Leave, submit a written report of the work done during the leave
to the Vice-Chancellor through his/her Dean.

11.13. RESEARCH LEAVE

a. Research leave is intended for the pursuit of research and

other scholarly activities which may include the conduct of
research, scholarship, critical professional or development

107
 work resulting in the possible publication, demonstration or
presentation of the results.
b. The purpose of the Research Leave broadly covers all
cases of study leaves towards Masters or Doctoral degrees,
research fellowships, e.g. full-bright fellowships, post-
doctoral fellowships, teaching fellowships, summer
fellowships etc.
c. The research leave would afford full-time academic staff
the opportunity to enhance their quality as world-class
scholars, teachers and researchers and this is essential to
the teaching and research programmes of the University. It
is also to provide an opportunity to initiate work on a new
research project or to develop a research project.
d. It is the intention of the University therefore to support
Research, and, subject to the operational and budgetary
feasibility of granting leaves.
e. The University Policy and practice ensure that equal and
adequate opportunity for Research Leave exists for all
tenured faculty members. In particular it is the University’s
responsibility to ensure that appropriate financial and
staffing arrangements are made to fulfil the teaching,
library, administrative, extension and University contractual
research responsibilities normally assumed by a Faculty
member awarded leave.

11.13.1. Duration of Leave

a. Duration of Leave ranges from One (1) month to Twelve

(12) months.

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 b. Eligible faculty may make a onetime request of up to a
maximum of Twelve (12) months, once in every three
academic sessions.
c. An individual faculty cannot request an extension of the
Research Leave, as during the same fiscal year.

11.13.2. Eligibility, Salary and Benefits

a. The Applicant must be a full-time academic staff of the

University and must have completed his/her
probationary period.
b. Percentage of Salaries during the research leave period
is as follows:

Salary
# Leave Duration
Percentages
1 One (1) month 100%
2 Two (2) months – Six (6) months 70%
3 Seven (7) months – Twelve (12) months 50%

c. Any extension on the approved duration will attract no

pay, and such faculty’s appointment would be deemed
to have been terminated and would have to reapply for
re-absorption on return, subject to vacancy.

11.13.3. Forms of Research Leave

Essentially, there are two forms of Research Leave that will be

approved by the University. These are:

a. External Research Leave: i.e. leave funded by an outside

body.

109
 b. Internal Research Leave: i.e. leave funded by the
University

Request for the various forms of research leave, regardless of the

funding, shall be assessed by the same criteria outlined above and
may be taken in Covenant University or at another University.

11.13.4. Special Research Leave

a. In exceptional cases, a Faculty who has served less than the

required number of years of service in the University may be
granted Special Research Leave, on the same financial
conditions as described in paragraph 16.3 (b) above. The
Covenant University Centre for Research, Innovation and
Development (CUCRID) may recommend such leave in
consultation with the appropriate department and the office of
the Registrar. It is understood that only one such leave will
normally be approved in any one year.
b. A Research Faculty whose research was underway when
he/she was employed can apply for the Special Research
Leave.

11.13.5. Application Procedure for Research Leave

a. Application for a Research Leave will be made in

writing and it must contain the following:
i. The starting and ending date of the proposed
leave, and the phasing, if proposed;
ii. an outline of the research or other scholarly
activity proposed;

110
 iii. a statement of how the proposed activity will
benefit the Faculty, the Department and/or
the University;
iv. a current curriculum vitae;
v. disclosure of any external funding received or
applied for in support of the activity;
vi. Any other information the applicant wishes to
be considered.

b. An individual seeking Research Leave must submit a

research leave application to the CUCRID following the
normal protocol. The CUCRID will review applications
three times each year:
c. The CUCRID will consider each application against the
following criteria:
i. the value of the project to the Faculty,
Department, the University, and the broader
research community; and
ii. The practicability of the publication of the
research work;
iii. The suitability of the proposed project;
iv. The likely contribution of the proposed work to
the University’s international research standing;
and
v. The merit of the project.
d. The Covenant University Research and Development
Committee will respond to applicants, after due
consideration and directives by the University

111
 Academic Board, and notify their supervisors of a
decision well ahead of time as appropriate.

11.13.6. Report on Research Leave

A written report on the project or investigation undertaken will be

submitted to the CUCRID and the Human Resource Unit of the
Registry, within two weeks of the end of the leave. The report
allows for proper evaluation of the Faculty’s accomplishments
while on leave and becomes part of the material considered in the
Annual Performance Review the following year. The Faculty will
be encouraged to present his/her projects and results to
colleagues and staff in the interests of academic contributions to
the University context.

11.14. APPEAL PROCEDURE

A Faculty whose application for research leave is refused can

appeal to Management through the Head of his/her Department
for reconsideration.

11.15. RESIGNATION DURING LEAVE

a. Members of Academic Staff shall not resign their

appointments, withdraw, retire from the service of the
University or seek transfer of service until after they have
served the required bond on their return from the approved
leave or leave of absence as prescribed in the Staff
Development Policy.
b. Members of Academic Staff, who fail to comply with the
provisions in (a) above and who subsequently resign their
appointments, retire from the University service or move to

112
 other bodies in or outside the country, shall fully indemnify
the University according to the staff development policy.

11.16. THE OBLIGATION OF STAFF ON APPROVED LEAVE

a. A member of staff granted any form of leave shall abide

by the conditions of the leave.
b. A member of staff on sabbatical leave must return to
his/her duty post in the University for at least one year
immediately following the end of the leave.
c. If a member of staff fails to return to his/her duty post
after any type of approved leave, he/she shall be
deemed to have abandoned his/her duty post and
terminated his/her own appointment.
d. In the event of (c) above, the Registrar shall, by the
authority of the Vice-Chancellor, communicate the
implication to the affected staff. In addition, the staff
concerned may be asked to refund any salaries and
allowances unjustifiably received during the period of
unauthorized overstay from leave.
e. In the event of (c) above, the University shall declare the
post of such a person vacant. The affected staff may
only be considered for re-absorption subject to
vacancy. If he/she is re-absorbed, the period of break
shall not count as his/her service years in the University.
f. The University reserves the right to recall a member of
staff on any type of approved leave, whether the leave
period has been exhausted or not. Failure to comply
may lead to sanctions, including the application of (c)
above.

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 CHAPTER TWELVE

PASSAGES

12.1. BAGGAGE ALLOWANCE ON APPOINTMENT, TERMINATION,

RESIGNATION AND RETIREMENT

A senior staff recruited from overseas shall be entitled to economy

class air passages or approved first-class sea passages for
himself, his/her wife and up to four children below the age of 21
years and the following baggage allowance:

a. By Air: 80 kilos Air-freight unaccompanied per person;

Or 180 kilos Air-freight unaccompanied for a married
Couple (paid against valid documents only).

b. By Sea: 40 cubic feet (1.5 cubic meters) per person, or

80 cubic feet (3 cubic meters) for a married couple (paid
against valid documents only).

12.2. CATEGORIES

A staff member can claim one category only. Children have no

baggage allowance, except that which is allowed by carriers for
passengers generally. The above claim is always subject to the
production of vouchers in respect of:

a. His journey to Nigeria from his/her place of engagement

on first appointment: and
b. His departure from Nigeria to his/her place of domicile on
his/her retirement or resignation or termination in

114
 accordance with his/her contract, provided that where a
Senior Staff resigns while on overseas leave, he/she shall
not ordinarily be entitled to passages for himself, his/her
wife or his/her children to return to Nigeria except at the
discretion of the Chancellor, subject to a report to Board of
Regents.
c. Baggage does not include a motor vehicle.
d. A member of staff domiciled outside Nigeria cannot resign,
terminate, retire or transfer his/her appointment while on
leave from the University.
e. The provision of Regulation 13 (a) and (b) also apply to all
persons recruited outside Nigeria.

12.3. LEAVE ALLOWANCE

Leave allowance shall be paid to expatriates as applicable to

Nigerians.

a. The allowance is 10% of annual basic for Staff who has

worked for at least one (1) year.
b. A new Staff who has worked for between 6 and 11 months
shall be prorated.
c. Contract staff are not entitled to leave allowance.

12.4. OVERSEAS PASSAGE FOR SABBATICAL LEAVE/STUDY

LEAVE

No member of staff shall be entitled to passages for the purpose

of overseas Sabbatical Leave/Study Leave.

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12.5. LEAVE PASSAGES ON SPECIAL GROUNDS

a. A member of staff or his/her spouse, who on medical

grounds of obvious emergency requires passage to
overseas, may have such return passage paid.
No other leave passage shall be claimed in respect of the
same session or calendar year by the member of staff.
b. Free passage to overseas on medical grounds may not be
granted without the authority of the Chancellor on the
recommendation of the Director, University Medical Centre.

12.6. PASSAGE FOR OFFICIAL BUSINESS

Passages on University business can be authorized by the

Chancellor on behalf of the Board of Regents. There is no family
or baggage allowance entitlement. Fares while on University
business in overseas countries shall be on economy class only,
except the Principal Officers, who shall be in business class.

12.7. MEDICAL INSURANCE

All staff going abroad on approved trips are obliged to take

medical insurance policy where such policy exists. The University
shall reimburse the cost of the premium paid.

Further information on this can be obtained from the Director,

University Medical Centre.

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12.8. PASSAGE FOR AN EXPATRIATE WOMAN MARRIED TO A
NIGERIAN

An expatriate woman married to a Nigerian has the same

contractual rights, obligations and privileges as are applicable to
a Nigerian member of staff. The husband’s country of domicile is,
for purposes of passage regulations, also the wife’s home.

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 CHAPTER THIRTEEN

ADVANCES/ALLOWANCES

13.1. SALARY ADVANCE

a. Members of staff may be granted salary advance. A salary
advance is intended to assist a member of staff in meeting
extraordinary personal or household expenses.
b. In exceptional circumstances, and with the specific
approval of the Registrar, a salary advance, not exceeding
One (1) month’s salary, may be granted to a member of staff
to meet urgent personal financial needs.
Such advance shall scarcely be given to any member of
staff and shall be repayable by deduction from salary or
otherwise in not less than three consecutive monthly
instalments beginning in the month following that in which
the advance was made.
c. On the first appointment of a member of staff, one month’s
salary advance may be approved by the Registrar to such
a member of staff. Such an advance shall be refunded in
not more than three consecutive monthly instalments
deducted from salary, the first instalment to be made in the
month in which the advance is granted.

13.2. TOURING ADVANCES

An advance shall be given to a member of staff who has been

approved to go on an official trip outside his/her place of current
assignment.

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13.3. OTHER ADVANCES

Other Advances may be granted to staff if in the opinion of the

University, there is need for such consideration.

13.4. NON-REGULAR ALLOWANCE

a. Heads of Departments: An allowance at a rate to be

determined by the Board of Regents, from time to time,
shall be payable to a Head of Department.
b. Deans: An allowance at a rate to be determined by the
Board of Regents, from time to time, shall be paid to Deans.
c. Directors: An allowance at a rate to be determined by the
Board of Regents, from time to time, shall be paid to the
Directors.
d. Principal Officers: An allowance at a rate to be determined
by the Board of Regents from time to time, shall be payable
to the Principal Officers.

13.5. ACTING APPOINTMENT ALLOWANCE

Regulations in respect of acting appointments and allowances
shall be as follows:

a. An acting Head of Department in the University shall be

paid an acting allowance at the University’s approved rate
subject to the written approval by the Board of Regents.
b. A non-teaching member of staff who is called upon to
assume the responsibilities of an officer on a higher level,
while the position remains vacant shall be paid an acting

119
 allowance in accordance with the rates determined by the
Board of Regents.

13.6. APPROVAL OF ACTING APPOINTMENTS

All acting appointments to headship of academic departments

and to the positions of Registrar; Director, Financial Services;
Director, Centre for Learning Resources, Director, Physical
Planning & Development and Director of University Medical
Centre shall be approved in writing by the Chancellor; other acting
appointments shall be on the recommendation of the Head of
Department and written approval of the Registrar.

13.7. ACTING ALLOWANCES FOR NON-TEACHING STAFF

a. Non-teaching members of staff who are called upon to

take the full responsibility of the next higher post shall be
paid an allowance as determined by the Board of Regents.
b. Before an acting appointment commences, a Head of
Department must obtain prior approval from the Registrar
in writing.

13.8. TRANSPORT AND TRAVELLING ALLOWANCES

Subsistence allowance shall be paid to staff on official duty on

rates as currently determined by the Board of Regents.

13.9. SUBSISTENCE ALLOWANCE

Subsistence allowance shall be paid to staff on official duty on

rates as currently determined by the Board of Regents.

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13.10. ESTACODE RATES

a. Overseas Night Allowance: Rates as currently determined

by the Board for Regents shall apply.
b. Overseas Subsistence or Incidental Allowance: Rates as
currently determined by the Board for Regents shall apply.
c. Allowance for Training Courses Overseas: Rates as
currently determined by the Board for Regents shall apply.
d. Overnight Rates for Local Travel: Rates as currently
determined the Board of Regents shall apply.

13.11. TRAVEL GRANTS/LEAVE ALLOWANCE

A member of staff shall not be eligible to claim leave allowance in

the year in which he/she resigns or his/her appointment
terminates (if it occurred before the end of the session as
stipulated in Chapter 7), or in which he/she proceeds to or returns
from study leave, training or sabbatical or other leave approved
by the University.

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 CHAPTER FOURTEEN

WELFARE MATTERS

14.1. RETIREMENT AGE

a. A member of staff of the University shall be considered of
retiring service age when the staff has served continuously
for at least 10 years. Cessation of appointment before this
service length shall be regarded as service withdrawal.
b. A member of staff of the University may continue in the
service of the University after the age of 65 provided
he/she shall produce a certificate of medical fitness from
the University Medical Centre at that age and every 3 years
after and every year after the age of 70.
c. Service after the age of 65 shall normally be under contract
appointment for officers who joined University service
before or at the age of 40; otherwise contract appointment
begins from the age of 55.
d. The medical examination of members under consideration
for the extension of service beyond the retiring age as
specified above will normally be arranged by the Registrar
through the University Medical Centre.

14.2. RETIREMENT AND PENSION ENTITLEMENTS

a. A member of staff shall have the right to stop serving the

University at any time he/she desires to exercise that right
provided such notice of cessation of appointment
conforms to the provisions of Chapter Seven and other

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 policies of the University involving appointment and
termination of services.
b. The award of gratuity shall be based on merit to deserving
members of staff at the discretion of the Board of Regents.
c. A member of staff who has put in a minimum of two years
of continuous service prior to December 31, 2018, and
ceases to be a staff of the university, shall be entitled to
gratuity provided such cessation is not as a result of
termination of his/her appointment for any kind of
misconduct or dismissal by the University.
d. The position of the Pension Reform Act (PRA) 2014 shall be
considered in the computation of an officer’s entitlement
such that the employer’s contribution up to December 2018
shall be deducted from the officer’s gratuity.
e. An officer’s entitlement at the cessation of his/her
appointment shall be paid to him only net of whatever cost
is outstanding against him to the University, as will be made
known to him as soon as notice of cessation is given.

14.3. PENSION RETIREMENT SAVINGS AS STIPULATED IN THE

PRA 2014

From January 1, 2019, onward, the University shall no longer pay

gratuity to its staff but shall continue to contribute to the Pension
Retirement Savings of the staff as stipulated in the PRA 2014. For
the avoidance of doubt, the Government Pension Scheme
replaced the Defined Benefit Scheme in 2004 and was not an
addition to it.

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14.4. ENTITLEMENT SCHEDULE ON CESSATION OF
APPOINTMENT

A member of staff that gives due notice of cessation and whose

notice is accepted shall be entitled to the following gratuity at the
expiration of such notice:

# Duration Entitlement
One (1) month’s basic pay less
1 Minimum of 2 years employer’s pension contribution
computed up to December 31, 2018.
Two (2) months’ basic pay less
2 Between 3 – 4 years employer’s pension contribution
computed up to December 31, 2018.
Four (4) months’ basic pay less
3 Between 5 – 6 years employer’s pension contribution
computed up to December 31, 2018.
One (1) month’s basic pay multiplied
From a minimum of by the number of years served less
4
7 to 9 years employer’s pension contribution
computed up to December 31, 2018.
The staff member shall be entitled
to one (1) month’s gross pay
From a minimum of multiplied by number of years
5
10 years’ service served less employer’s pension
contribution computed up to
December 31, 2018.

A member staff shall be entitled to long service bonus after

he/she has put in a minimum of 30 years of continuous
6 service; which long service bonus shall be as determined by
the Board of Regents.

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14.5. EXCLUSION FROM ENTITLEMENT ON CESSATION OF
APPOINTMENT

a. For the purpose of making a claim as set out in paragraph

4 above, an officer must have served in the University
continuously.
b. If for any reason an officer who had taken his/her benefits
secures fresh appointment to return to Covenant University
service, his/her computation shall be treated entirely as if
he/she is just starting service.
c. Officers duly permitted to proceed on leave of absence or
study leave or other non-university service, absence shall
normally not include such a period as part of service unless
a special approval of the Board of Regents had earlier been
sought and obtained.
d. By virtue of obtaining approval to proceed on leave as in (c)
above, an officer’s service year shall be deemed to
continue when he/she returns to this University.
e. Notwithstanding any of the above provisions, a staff
member dismissed from service or whose appointment
was terminated for any kind of misconduct shall not be
entitled to the above benefits, except his/her pension as
provided in the pension section.

14.6. PENSIONS

a. Every regular member of staff who has meritoriously

served the University shall participate in and benefit from
the contributory Pension Fund as enacted by the Act of the
National Assembly.

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b. The University shall pay into the Scheme the specified
proportion of staff salary on a monthly basis and shall also
cause to be deducted from staff salary the prescribed
proportion by the same Act and shall cause the contribution
to be paid into the Scheme.
c. A member of staff shall not be hindered by the University
from drawing from the Pensions Scheme, as prescribed by
the Act irrespective of the service status with the University.

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 CHAPTER FIFTEEN

MEDICAL CARE

The University maintains a Medical Centre for the benefit of

members of staff and their families among others. However, it
shall be the duty of every staff member to take a due care to
ensure the good health of himself and family.

15.1. OVERSEAS TREATMENT

Any senior member of staff whose employment status is

confirmed shall be entitled to 50% subsidized medical treatment
overseas provided the illness occurs while abroad on University
approved trip such as attendance at conferences, study leave,
training course, sabbatical leave, etc.

15.2. TREATMENT DURING “HOME LEAVE”

Home leave means leave taken by expatriate staff in his/her

country.

a. To qualify for University reimbursement during “home

leave” vacation or in-between contract, expatriate staff
must submit before assumption/resumption of duty a
record of “prior medical condition”, in addition to the usual
medical certificate of fitness.
b. Based on available information from the past medical
record, each application for treatment during vacation shall
be treated on its own merit with a view to ensuring that the

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 interests of both the University and the Staff are adequately
protected.

15.3. EMERGENCY TREATMENT OUTSIDE THE UNIVERSITY

In cases of emergency, a member of staff, who, in accordance with

his/her contract of service, incurs any expenditure in respect of
medical treatment for himself or family outside the University,
may claim a refund of any such expenditure subject to a maximum
of what would have been paid if the person concerned had been
treated in the University Medical Centre. Any such claim for a
refund must be supported by proper receipts and such claims
shall be carefully investigated and evaluated by the University’s
Director of Medical Services.

15.4. TREATMENT OF HEALTH PROBLEMS ARISING FROM

DIRECT OCCUPATIONAL HAZARDS

Notwithstanding the above provision, any member of staff

suffering ill health on account of an occupational hazard of
exposure directly arising from his/her involvement in official duty
shall be entitled to 100% medical subsidy. However, an overseas
treatment, in this case, will be at the discretion of the Board of
Regents.

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 CHAPTER SIXTEEN

PUBLIC APPOINTMENTS

16.1. ACADEMIC STAFF

Members of staff holding full-time teaching, research or
administrative posts shall not be permitted to hold more than one
paid post in the Public Service of the Federation.

All such paid posts shall be subject to the approval of the Board
of Regents. The Chancellor may, on behalf of the Board of
Regents, give approval in cases of urgent request for public
appointments.

16.2. OUTSIDE APPOINTMENTS/CATEGORIES OF

APPOINTMENTS

The following are the usual categories of other appointments that

are likely to be offered to members of staff of the University:

a. Appointment requiring expertise in respect of which the

appointee is already employed and paid by the University.
b. Appointment requiring expertise in respect of which the
appointee is not directly employed and paid by the
University.
c. Appointments which require no special expertise other
than ordinary experience and public spirit.
d. Appointments which are in the nature of political
patronage.

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16.3. PERMISSION TO ACCEPT APPOINTMENT

In all cases where the appointment has been offered by any of the
governments of the Federation, a public corporation, public utility
company, a local government council, a reputable religious
organization or any organization of a public nature, the member of
staff may be permitted to accept the offer if:

a. In the case of partial appointment, the amount of time that

will be spent by the officer in carrying out the functions of
the outside appointment or assignment is not such as will
jeopardize the efficient performance of the University
duties of the member of staff; and
b. the general and obvious effect of the acceptance is not in
conflict with the interests of the University as an institution
of higher learning.

16.4. PROCEDURE FOR LEAVE OF ABSENCE TO TAKE OUTSIDE

APPOINTMENTS
a. All applications for permission to take up an outside
appointment or assignment shall be sent to the Registrar
through the Head of the applicant’s Department for the
consideration of the Appointments and Promotions
Committee. Very urgent cases requiring a decision before
the next meeting of the Appointments and Promotions
Committee shall be referred by the Registrar to the Vice-
Chancellor.
b. The Vice-Chancellor shall make recommendations based
on the submissions form the Appointments and Promotions
Committee for the consideration of the Board of Regents.

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 The Board of Regents shall give final approval on such
matters.
c. The Vice-Chancellor may, on behalf of the Appointments
and Promotions Committee, make recommendations to
the Board of Regents, in cases of urgent requests for public
appointments, particularly during the vacation period.
d. During the semester, requests for members of staff to serve
with either the Federal or State Governments shall be
submitted through the Registrar to the Appointments and
Promotions Committee for consideration in the first
instance.
e. Requests for extension of periods of such leave of absence
shall also be considered by the Appointments and
Promotions Committee. Each application for extension
shall be considered on its own merit.
f. The periods of such leave of absence shall not be counted
towards the confirmation of the appointment of the
individuals concerned, in view of the fact that it would be
difficult to assess such persons on the basis of the criteria
normally used for confirmation of appointments by the
University.
g. Such periods of leave of absence shall not normally exceed
four years and shall be without pay.
h. Any member of staff granted a leave of absence by the
University to serve in the public service shall give up
his/her right to University accommodation.
i. Arising from the foregoing, Heads of the Departments
affected shall be required to approach the Senate for the
creation of supernumerary posts, if and when the situation

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 demands it. Such requests must, however, be fully justified
on academic grounds only.

16.5. REMUNERATION FROM OUTSIDE

APPOINTMENTS/CONSULTANCY SERVICES

The University reserves the right to control the acceptance of

outside appointments by a full-time employee of the University.

a. That the remuneration/honoraria to be allowed to a full-

time University employee on outside appointment after
taxation should be 75% of the total contract value for the
individual, 15% to the Department of the member
concerned, and 10% to the University.
b. That payment by the appointing outside authority or body
shall be made directly to the University Financial Services
Department, which in turn shall pay the appointee as
appropriate.
c. That the University’s share and the Department’s share
shall be managed by the Directorate of Financial Services,
and tied strictly to scholarly purposes, for example,
departmental research projects, the publication of the
University’s inaugural lectures, education-based class trips,
hosting of town and gown seminars etc.

16.6. REGULATIONS ON OUTSIDE APPOINTMENTS

a. The maximum number of outside appointments that a

member of staff can hold at a time shall not be more than
one provided none of the appointments is full time.

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 b. The University Management Board shall consider each
case on its own merit relying on the recommendations of
the Head of Department and/or Dean of the College of the
member of staff concerned, and make recommendations
for the approval of the Board of Regents.

16.7. MODE OF PRESENTATION OF REQUEST FOR OUTSIDE

APPOINTMENT

Requests from members of staff for permission to take up outside

appointments shall be accompanied by letters of invitation from
the appointing body and the recommendations of the Head of
Department and/or the Dean of the College of the applicant. The
approved format for presenting requests is obtainable from the
Registrar’s office.

16.8. MODE OF PAYMENT FROM OUTSIDE APPOINTMENTS

Transport allowance shall not be considered as part of the

remuneration for outside appointment deductible by the
University since the outside appointing body would normally
specify the allowance it will pay.

16.9. REGULATIONS ON LEAVE OF ABSENCE ON PUBLIC

APPOINTMENTS FOR NON-TEACHING STAFF

a. The University may grant not more than one-year leave of

absence without pay to members of non-teaching staff
who wish to take up the full-time public appointment. This
excludes members of staff invited to National, State, Local
Government, etc. services, as they shall continue to be

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 granted leave of absence for the period of their national
assignment.
b. Leave of absence shall be granted to members of staff for
one year only, in the first instance on the recommendation
of the respective Head of Department and may be renewed
for a maximum period of three years.
c. The University may grant an unpaid leave of absence of
one year only on domestic grounds to female staff who
wish to accompany their husbands proceeding on leave of
absence. This may be extended, for good reason, to a
maximum period of three years, provided such female staff
do not take up full-time appointment in the public service
during the period.
d. Application for a temporary leave of absence of not more
than three months shall be considered and approved for
officers on CUSS 1 - 17 and CUASS 6 - 12 by the University
Management Board. The Board of Regents shall consider
the application for such leave of officers on CUSS 18 - 20
and CUASS 13 – 14.

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 CHAPTER SEVENTEEN

STAFF DEVELOPMENT

17.1. DEVELOPMENT PROGRAMME FOR ACADEMIC STAFF

The University provides staff development opportunities and Staff
Development Fellowship to support its Academic Staff to acquire
higher qualifications.

17.1.1. Criteria for Benefiting from Programme

An academic Staff member who has served continuously and

satisfactorily for at least two years in the University may qualify for
staff development provided;

a. He has secured admission for a higher degree programme

in any University in Nigeria. In very special cases, applicants
may be considered for sponsorship to Universities outside
Nigeria.
b. The candidate’s area of research and study is clearly and
currently relevant to the growth and emphasis of the
Department, on the one hand, and the University on the
other.
c. The candidate is specifically recommended by the Head of
the Department and the Dean of the College, providing
strong reasons that satisfy such a privilege to the staff.
d. In all cases, candidates are to note that the award of a Staff
Development Programme or Fellowship is a privilege and
not a right and that nothing in the above condition
precludes the Board of Regents from exercising discretion

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 to approve that a staff member is granted such privilege or
otherwise.
e. Members of staff, who benefits from the Staff Development
Fund for purposes of in-service training or otherwise, will
be bonded to the University as prescribed in paragraph 4
below.

17.1.2. Fellowship/Sponsorship Benefits

Candidates who secure the University Staff Development

Fellowship may be entitled to the following:

a. Payment by the University of all tuition and examination

fees of the staff while undergoing his/her study at the new
university;
b. If Fellowship is to be enjoyed outside the country, the
University may also pay living allowances based on the
living conditions, as determined by responsible authorities
of the host university.
c. Payment of the staff member’s salary and entitlements for
the duration of the course subject to a maximum of three
years.
Nevertheless, there will be a yearly evaluation of the
progress of the candidate to determine whether the
Fellowship should continue or not;
d. Freedom from lecturing students of the University for the
first year if in a Nigerian university and for the three years, if
in a foreign university;

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17.2. DEVELOPMENT PROGRAMME FOR NON-TEACHING STAFF

The University also provides staff development opportunities and

Staff Development Fellowship to support its non-teaching staff to
acquire higher qualifications.

17.2.1. Criteria for Benefiting from Programme

Non-teaching Staff, who have served continuously and

meritoriously for at least three years in the University may be
considered for the Staff Development Programme or Fellowship
provided;

a. He/she has secured admission into an institution of higher

learning for a course directly relevant to his/her career in
Covenant University.
b. The duration of such a course shall not exceed two years.
In very special cases, a staff member may be considered
for sponsorship in an overseas institution for a period not
exceeding one academic session.
c. In all cases, candidates are to note that the award of a non-
teaching Staff Development Programme or Fellowship is a
privilege and not a right and that nothing in the above
condition precludes the Board of Regents from exercising
discretion to approve that a staff member is granted such
privilege or otherwise.
d. He must have been specifically recommended to the
Board of Regents by the Head of Department through the
Registrar.

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17.2.2. Other Criteria

Nothing in this provision shall exclude a member of staff from

being discretionally considered for such a privilege before the 3
years of satisfactory service.

17.2.3. Fellowship Benefits

Non-teaching staff who secure a Staff Development Fellowship

may be entitled to the following:

a. Payment by the University of all tuition and examination

fees while undergoing his/her study, provided his/her
performance is satisfactory.
b. Payment of living allowance, if outside the country, based
on the prevailing cost of living as determined by
responsible authority to the host institution.
c. Payment of salaries and entitlements for the duration of the
course subject to a maximum of two years provided
he/she is adjudged to have performed satisfactorily at
assessment intervals while undertaking the programme.

17.2.4. Fellowship/Sponsorship Conditions

Candidates so selected will be required to enter into a bond to

serve the University for three months for every one month of
sponsorship or two years for every one year of sponsorship.

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17.3. CRITERIA FOR AWARDING GRANTS FROM THE STAFF
DEVELOPMENT FUND

a. Applications should be made by the Departments before

the end of the First Semester for consideration in the
Second Semester;
b. Grants should normally be used to provide
supplementation for Staff who could be released by their
Departments for up to one academic year to pursue studies
in an area of interest to the Department and the University;
c. Grants from the fund should be made only to non-teaching
Staff who are already in the service of the University and
have been recommended by their departments to acquire
competence in new administrative, professional and
technical areas;
d. Allocation of grants to departments should be related to
departmental projections within the quinquennial plan;
e. As far as possible, the allocation of grants shall take into
account the various needs of the faculty, departments and
units, as well as staff dispositions within the departments
and units;
f. Normally, no member of staff shall receive grants from
funds more than once in five (5) years;
g. Grants should normally cover return passages only for the
staff member, his/her cost of tuition, where applicable, and
a fixed maintenance allowance per month according to
approved rates. No ‘dependents’ allowance will be paid;
maintenance allowance, where applicable to a particular
case, will be reduced by the amount of outside assistance
that the recipient of the grant may have benefited from.

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 h. Members of staff, who benefits from the Staff Development
Fund for purposes of in-service training or otherwise, will
be bonded to the University as prescribed in previous sub-
sections above.

17.4. STAFF ACADEMIC DEVELOPMENT PROGRAMME WITHIN

THE UNIVERSITY

An extensive Staff Academic Development Programme within the

University for Academic Staff has been put in place by the
University. The conditions for benefiting from the Programme are
in the appropriate Policy Documents.

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 APPENDIX I

LIVING FAITH CHURCH WORLDWIDE TENETS OF FAITH

We Believe….

THE SCRIPTURES

The Bible is the inspired Word of God, the Product of holy men of
old, who spoke and wrote as they were moved by the Holy Spirit.
We accept the New Covenant, as recorded in the New Testament,
as our infallible guide in matters pertaining to conduct and
doctrine (2 Tim. 3:16; 1 Thess. 2:13; 2 Peter 1:21).

THE GODHEAD

Our God is one, but manifested in three persons – the Father, the
Son, and the Holy Spirit, each being co-equal (Phil. 2:6).

God the Father is greater than all; the Sender of the Word (Logos)
and the Begetter (John 14:28; John 16:28; John 1:14).

The Son is the flesh-covered Word, the One Begotten, and has
existed with the Father from the beginning (John 1:14; John 1:18;
John 1:1).

The Holy Spirit proceeds forth from both the Father and the Son
and is eternal (John 15:26).

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MAN, HIS/HER FALL AND REDEMPTION

Man is a created being, made in the likeness and image of God,

but through Adam’s transgression and fall, sin came into the world.

“…all have sinned, and come short of the glory…” (Rom. 3:23)

“As it is written, There is none righteous, no, not one.” (Rom. 3:10)

Jesus Christ, the Son of God, was manifested to undo the work of
the devil and gave his/her life and shed his/her blood to redeem
and restore man back to God (Rom. 5:12; 1 John 3:8).

Salvation is the gift of God to man, separate from works and the
law, and is made operative by grace, through faith in Jesus Christ,
producing works acceptable to God (Eph. 2:8).

ETERNAL LIFE AND THE NEW BIRTH

Man’s first step towards salvation is godly sorrow that worketh

repentance. The New Birth is necessary for all men, and when
experienced, produces eternal life (2 Cor. 7:10; John 3:3-5; 1 John
5:12).

WATER BAPTISM

Baptism in water by immersion is a direct commandment from our

Lord and is for believers only. The ordinance is a symbol of the
Christian’s identification with Christ in his/her death, burial, and
resurrection (Matt. 28:19; Rom. 6:4; Col. 2:12; Acts 8:36-39)

The following recommendation regarding the water baptismal

formula is adopted: to wit: “On the confession of your faith in the
Lord Jesus Christ, the Son of God, and by his/her authority, I baptize

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you in the Name of the Father, and the Son, and the Holy Ghost.
Amen.”

BAPTISM IN THE HOLY GHOST

The Baptism in the Holy Ghost and fire is a gift from God, as
promised by the Lord Jesus Christ to all believers in this
dispensation, and is received subsequent to the New Birth. This
experience is accompanied by the initial evidence of speaking in
other tongues, as the Holy Spirit, Himself gives utterance (Matt.
3:11; John 14:16, 17; Acts 1:8; Acts 2:38, 39; Acts 19:1-7; Acts 2:4).

SANCTIFICATION

The Bible teaches that without holiness no man can see the Lord.
We Believe in the Doctrine of Sanctification as a definite, yet
progress work of grace, commencing at the time of regeneration
and continuing until the consummation of salvation at Christ’s
return (Heb. 12:14; 1 Thess. 5:23;2 Peter 3:18; 2 Cor.3: 18; Phil. 3:12-14;
1 Cor. 1:30).

SIGNS AND WONDERS

Signs and Wonders made manifest through insight into New

Testament mysteries (Mk. 4:11: 1Cor. 2:10) such as:

• Laying on of hands to impart the gifts of God (2 Tim. 1: 6;

Deut. 34.9)
• Holy Communion (1 Cor. 11:23-26)
• Anointing people and things with oil (Mk 6:13; Ex. 30:25-
31)

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 • Feet – Washing (John 13:3-10)
• Anointed clothing material (Acts 19: 11-12)
• Blood of Sprinkling (1 Cor. 5:7; Ex. 12:1-25)
• Prophetic Utterance (Isa. 44: 26; Mk. 11:23).

DIVINE HEALING

Healing is for the physical ills of the human body and is wrought
by the power of God through the prayer of faith and by the laying
on of hands. It is provided for in the atonement of Christ and is the
privilege of every member of the Church today (James 5:14, 15;
Mark 16:18; Isa. 53:4, 5; Matt. 8:17; 1 Peter 2:24).

THE RESURRECTION OF THE JUST AND THE RETURN OF OUR LORD

The angels said to Jesus’ disciples, “… this same Jesus, which is

taken up from you into heaven, shall so come in like manner as ye
have seen him go into heaven” (Acts 1:11). his/her coming is
imminent. When He comes, “… the dead in Christ shall rise first: Then
we which are alive and remain shall be caught up together with them
in the clouds, to meet the Lord in the air…” 1 Thess. 4:16, 17).

Following the Tribulation, He shall return to earth as King of Kings,

and Lord of lords together with his/her saints, who shall be kings
and priests. He shall reign a thousand years (Rev. 20:6).

HELL AND ETERNAL RETRIBUTION

The one who physically dies in his/her sins without accepting

Christ is hopelessly and eternally lost in the Lake of Fire and,
therefore, has no further opportunity of hearing the Gospel of

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repenting. The Lake of Fire is literal. The terms “eternal” and
“everlasting”, used in describing the duration of the punishment of
the damned in the Lake of Fire, carry the same thought meaning
of endless existence as when used in denoting the duration of joy
and ecstasy of saints in the Presence of God (Heb. 9:27; Rev. 19:20).

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 APPENDIX II

THE 12 PILLARS OF THE LIVING FAITH COMMISSION

God commissioned me with a Word of Faith ministry to my

generation. Remember Paul said, “…if the trumpet give an uncertain
sound, who shall prepare himself to the battle?” (1 Cor. 14:8).

We have experienced amazing testimonies ever since this

Commission was handed down since 1981!

The Holy Ghost has committed the Word of faith into my hands,
which He inspired me to classify into the following specific areas
of emphasis, in direct response to Isaiah 40:6: “The voice said, Cry.
And he said, What shall I cry?”, and I discovered that even the
books we have authored thus far can be comfortably put under
the same subheadings.

I have named these 12 areas of emphasis as the 12 Pillars of our

Commission.

We have stood firm upon these twelve stones! And they have
resulted in breakthroughs – both for the Ministry and all that are
partakers with us, of the same grace. We have crossed Jordan into
power, bearing the ark of liberation. Here are the 12 stones, after
the order of Joshua 4:1-8, 20-24 and their accompanying books till
date published by Dominion Publishing House (DPH).

Note: All books are authored by Dr. David O. Oyedepo except

otherwise indicated.

FAITH (1 JOHN 5:4; EPH. 6:16)

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“For whosoever is born of God overcometh the world; and this is
the victory that overcometh the world: even our faith.” - 1 John 5:4

• Exploits of Faith
• The Law of Faith
• Satan Get Lost!
• Born to Win
• Overcoming Forces of Wickedness
• The Path of the Eagle
• Keys to Divine Protection
• Long Life, Your Heritage

THE WORD (JOHN 1:1-12; HEB. 1:3)

“Who being the brightness of his/her glory, and the express image
of his/her person, and upholding all things by the word of his/her
power, when he had by himself purged our sins, sat down on the right
hand of the Majesty on high.” – Heb. 1:3

• The Force of Freedom

• The Miracle Seed
• Stirring Up the Grace of God (Faith Oyedepo)
• Nurturing the Incorruptible Seed

THE SUPERNATURAL (PS. 82:5-7; JOHN 3:8)

• Releasing the Supernatural

• Wonders of the Age (DPH)
• Put Your Angels to Work
• The Blood Triumph

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THE HOLY SPIRIT (ACTS 1:1-8: ISAIAH 10:27)

“And it shall come to pass in that day that his/her burden shall be
taken away from off thy shoulder, and his/her yoke from off thy
neck, and the yoke shall be destroyed because of the anointing.” –
Isaiah 10:27

• Anointing for Breakthrough

• The Release of Power
• The Mystery of the Anointing Oil

PROSPERITY (3 JOHN 2; PS. 35:27; ZECH. 1:17)

“Beloved, I wish above all things that thou mayest prosper and be in
health, even as thy soul prospereth.” - 3 John 2

• Breaking Financial Hardship

• Covenant Wealth
• The Hidden Covenants of Blessings

PRAYER (1 JOHN 5:14)

“And this is the confidence that we have in him, that, if we ask

anything according to his/her will, he heareth us” – 1 John 5:14

• Keys to Answered Prayer

HEALING (ISAIAH 53:3-4; JER. 8:22, MATT. 8:17)

“That it might be fulfilled which was spoken by Esaias the prophet,

saying, Himself took our infirmities, and bare our sicknesses.” – Matt.
8:17

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 • Keys to Divine Health
• The Healing Balm
• Communion Table (Faith Oyedepo)

WISDOM (PROV. 24:3-4; ISAIAH 33:6)

“And wisdom and knowledge shall be the stability of thy times,

and strength of salvation: the fear of the Lord is his/her treasure.”
- Isaiah 33:6

• The Winning Wisdom

• Excellency of Wisdom
• Wisdom Diary Series

SUCCESS (JOSHUA 1:8 -10)

“This book of the law shall not depart out of thy mouth; but thou shalt
meditate therein day and night, that thou mayest observe to do
according to all that is written therein; for then thou shall make thy
way prosperous, and then thou shalt have good success.”

• Success Buttons
• Toward Excellence in Life and Ministry
• Marriage Covenant (Faith Oyedepo)
• Making the Most of Opportunity (David Abioye)

VISION (PROV. 29:18, JER. 29: 11)

“Where there is no vision, the people perish: but he that keepeth the
law, happy is he.” - Prov. 29: 18

• Understanding Vision

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 • Service: The Master Key (Faith Oyedepo)
• Spiritual Apprenticeship (David Abioye)
• Stewardship: The Pathway to Honour (David Abioye)

CONSECRATION (HEBREWS 12:14, 2 TIM. 2:19)

“Nevertheless the foundation of God standeth sure, having this seal,

the Lord knoweth them that are his. And let every one that nameth
the name of Christ depart from iniquity.” - 2 Tim. 2:19

• Dynamics of Holiness
• Emergence of the Glorious Church
• Conquering Controlling Powers
• A Living Witness (Faith Oyedepo)
• Dignity of the Believer (Faith Oyedepo)

PRAISE (2 CHRO. 20:20 – 22; PS. 67:1-7; 149: 1-9)

“And when they began to sing and to praise, the Lord set
ambushments against the children of Ammon, Moab, and Mount
Seir, which were come against Judah: and they were smitten.” – 2
Chron. 20:22

• Wonders of Praise
• Overcoming Anxiety (Faith Oyedepo)

Bishop David Oyedepo

Founding Bishop

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