A Critical Look at Issues of Conflict in Academic Staff Promotion in Ghanaian Public Universities
Sound management practice requires that administrative decisions affecting academic staff promotions reflect systematic, uniformly applied, fair, and valid evaluations of performance. To meet these requirements, a performance evaluation criteria and procedures must be put in place to reflect two decision elements: what will be evaluated, and how the evaluation will be made. This paper reviews literature regarding the three main criteria (Teaching, Research and Publication and Service to the Community) for academic staff promotion evaluation and how the modalities and procedures of academic staff promotions could create fertile ground for conflict to erupt. The paper reveals that academic staff face their evaluation with anxiety. However, the implementation and processing of academic staff promotions are interfaced with challenges. It is concluded that both faculty and administration should cherish the ideal methods and purposes of faculty assessment. Among other things, the paper recommends that administration/management should institute a data-based academic staff performance evaluation programme; specifically oriented toward such administrative actions as promotions. As a sequel, management/administration should robustly enlighten academic staff on their promotion modalities and procedures.