Paragraph 1: The Dismissal of Contract Staff at Osun State Polytechnic, Iree
The Osun State Polytechnic, Iree, has taken a decisive step to restructure its workforce by terminating the contracts of all its part-time and contract staff. This action, effective from January 31, 2025, follows concerns raised by the polytechnic’s management regarding absenteeism and the unwarranted payment of salaries to non-performing contract staff. The decision was communicated through an internal memorandum dated January 15, 2025, and signed by Foyinsade Apara on behalf of the Registrar. This move has sparked considerable interest and speculation among the affected staff and the wider community about the rationale and implications of the polytechnic’s decision.
Paragraph 2: Justification for the Disengagement
The management of the polytechnic cited a significant problem of absenteeism among the contract staff as the primary reason for the disengagement. According to the memorandum, a large percentage of part-time/contract staff were habitually absent from their duties while continuing to receive salaries. This practice was deemed unacceptable and unsustainable, prompting the management to take decisive action to address the issue. The polytechnic emphasized its commitment to ensuring financial prudence and accountability in its operations, and the dismissal of non-performing contract staff was seen as a necessary step in this direction. This justification, however, raises questions about the effectiveness of the polytechnic’s previous oversight mechanisms and the reasons for the prolonged period of alleged absenteeism.
Paragraph 3: Opportunity for Re-engagement
Despite the mass dismissal, the polytechnic offered a pathway for re-engagement to those contract staff who were genuinely committed to their roles and willing to abide by the institution’s expectations. Dismissed staff interested in continuing their employment were instructed to reapply through their respective Heads of Departments (HODs) or Heads of Units (HOUs). This reapplication process requires a recommendation letter from the relevant HOD/HOU, indicating the individual’s suitability and work ethic. The application and recommendation letter are to be submitted to the Registrar via the Personnel Affairs Office by January 29, 2025. This provision suggests a desire to retain competent staff while weeding out those deemed unproductive.
Paragraph 4: The Polytechnic’s Official Stance and Annual Review Process
Dr. Tope Abiola, the Public Relations Officer of the Polytechnic, clarified the institution’s position on the matter, stating that the decision aligns with global best practices in employee/labour relations. He explained that the contracts of part-time staff are reviewed annually to assess their productivity and contribution to the polytechnic. This annual review process, according to Dr. Abiola, is not a new practice but has been in place under previous administrations. He emphasized the importance of avoiding politicizing the issue, suggesting that the decision is purely based on performance and adherence to established procedures.
Paragraph 5: Analysis of the Polytechnic’s Actions and Potential Implications
The polytechnic’s decision to dismiss all contract staff has several potential implications. Firstly, it could lead to short-term disruptions in the delivery of services, particularly if the re-engagement process is not swift and efficient. Secondly, it could affect the morale of the remaining staff, particularly those who may fear similar actions in the future. Thirdly, it raises concerns about the fairness and transparency of the evaluation process used to assess the performance of contract staff. The claim of widespread absenteeism warrants further investigation, including an examination of the polytechnic’s attendance monitoring systems and any potential contributing factors to absenteeism. The short timeframe for reapplication also raises questions about the thoroughness of the review process.
Paragraph 6: Looking Ahead: Transparency and Communication are Key
Moving forward, the polytechnic needs to ensure transparency and effective communication throughout the re-engagement process to alleviate concerns and maintain trust among its staff. A clear and comprehensive explanation of the criteria used to evaluate performance and make re-engagement decisions is essential. Furthermore, the polytechnic should address any underlying issues that may have contributed to the alleged absenteeism, such as inadequate working conditions or lack of motivation among contract staff. Finally, a robust performance management system should be implemented to prevent similar situations from arising in the future. This system should include regular performance reviews, clear performance expectations, and a fair and consistent process for addressing performance issues.
