Latest Jobs at Admiralty University of Nigeria (ADUN)

The Admiralty University of Nigeria was established as a Public-Private-Partnership (PPP) through the joint efforts of Nigerian Navy Holdings (a subsidiary organization of the Nigerian Navy) and Hellenic Education Nigeria – (a private consultancy, with international educators as main partners).
Applications are invited from suitably qualified candidates to fill Full-Time, Part-Time and Daily Part-Time vacancy in the Academic Departments of the University:
Job Title: Professor

Location: Delta
Job Type: Teaching Staff

Summary 
Candidates will have access to 100 and 200-level courses in the Undergraduate programmes of: 

  • B.Sc. Economics,
  • B.A. English,
  • B.A. History and International Studies,
  • B.Sc. International Relations,
  • B.Sc. Tourism Studies,
  • B.Sc. Accounting,
  • B.Sc. Business Administration,
  • B.Sc. Biology,
  • B.Sc. Physics,
  • B.Sc. Forensic Science,
  • B.Sc. Computer Science,
  • B.Sc. Cyber Security,
  • Industrial Mathematics,
  • B.Sc. Software Engineering
Overall Purpose
  • The environment will become even more competitive in the future in terms of attracting and retaining students, with an increased and important emphasis on student satisfaction with the overall student experience.
  • Student satisfaction levels is the most crucial performance indicator in University evaluations, branding and customer service feedback mechanisms. There is increased public demand for this information. The University intends to set high satisfaction levels to further demonstrate the quality of the student experience, improving academic outcomes as well as enhancing our reputation, both nationally and internationally. The University recognises the anticipated challenges for a private university student enrolments in the future and that there will be more demanding nature of student expectations which will be both stimulating and challenging for our staff.
  • The University needs academic staff who are at the ‘cutting edge’ of their subject and are able and willing to build and then continuously improve their individual reputation and expertise in teaching, research and scholarly activity.
  • The University expects that all academic staff will take responsibility for achieving and maintaining consistently high standards in the three areas outlined below, recognising that the range, level and balance of expected contribution will vary depending on their experience, seniority and current role. All junior academic staff are expected to have or be working towards a doctorate level qualification. Our probation and promotion systems underpin and support these expectations.
Role Specification
Faculty will be expected to develop their teaching materials and to deliver their lectures based on the following 5 principles:
  • Teaching standards at ADUN will reflect the University’s moto – ‘Excellence in Education’.
  • Faculty is expected to focus on developing high quality course content which would be grounded in current research and aligned to the requirements of relevant Professional bodies.
  • Faculty is expected to develop and deliver their courses based on a flipped-classroom approach.
  • This entails that teaching resources will be adaptable to an asynchronous eLearning environment and accessible through a self- paced learning platform.
  • Furthermore, course content and its delivery will be configured towards maximising student engagement and face-to-face class time will mostly be used to run faculty-led tutorials.
Contribution to learning, teaching, knowledge of the academic subject area and scholarship in the subject:
  • Academic staff are expected to be experts in their field and to strive to be excellent teachers and facilitators of learning. It is axiomatic that academic staff should have an up-to-date knowledge of their subject/discipline, with appropriate breadth and depth so that they can create a high quality experience for students at all levels by:
    • Seeking out and responding to student feedback in positive, timely and professional ways
    • Planning their teaching in ways that allow appropriate learning outcomes to be achieved and preparing students appropriately for their working lives
    • Facilitating learning through a variety of means appropriate to the student, the level and to the discipline
    • Providing appropriate academic guidance and support to students
    • Designing and managing appropriate assessment and feedback schemes
    • Reflecting critically on their teaching performance, making continuous improvements to their practice and taking an interest in pedagogic issues
    • Responding to developments in their subject so that the academic portfolio remains attractive and current
    • Ensuring that they keep abreast of the use of technology, to aid learning and their ability to respond to the rapidly changing skills and expectations of the student body.
  • Teaching and support activity extends beyond taught programmes at undergraduate and postgraduate levels to include research and doctoral programmes. The University needs to gather a critical mass of research portfolio in each Faculty and to support this by a skilled and committed cadre of researchers. Academic staff are expected to develop their skills and expertise as research supervisors in order to improve our supervisory capacity and to enable an increase in the number of research students.
Contribution to research, consultancy, professional practice and knowledge transfer:
  • All academic staff should be at the forefront of knowledge in their disciplines by taking part in its creation and dissemination. Academic staff are expected to contribute to the development of knowledge, application of knowledge and/or to the development of pedagogy in their discipline at an appropriate level.
  • The University’s Research and Scholarship Strategy defines scholarship as producing outputs and not just keeping up-to-date with a subject for teaching purposes, although this is very important. The University has established a range of mechanisms which recognise and reward excellence in research and scholarship.
  • The University values a broad range of research and acknowledges that peer reviewed outputs in high ranking journals are very important in evaluating the quality of our research and individual researchers will be encouraged and supported in producing such work. However, other outputs such as textbooks, articles in good professional as well as academic journals, the presentation of conference papers, the design and creation of artistic works, artefacts and patents are also valued and encouraged. Pedagogic research is a field of considerable interest to us and some colleagues may wish to concentrate on this area of enquiry.
  • The definition of appropriate contributions to consultancy, professional practice and knowledge transfer is wide-ranging. The University expects all academic staff to be engaged in research as well as ensuring that, where appropriate, they ‘practise their craft’ to ensure the currency of their professional skills. Academic staff should be able to make a distinctive and scholarly contribution to the dissemination and application of new knowledge in their profession, public service or in commerce. Knowledge Transfer Partnerships (KTPs) are an excellent vehicle for combining professional and academic contributions.
  • The University values highly contributions to the academic and policy development of professional bodies at local, regional, national or international level. There should be reputational as well as financial benefits to the Admiralty University of Nigeria and to individuals from knowledge transfer or consultancy work undertaken resulting in income generation. A whole range of other outputs in relation to industry and the public sector are viewed as contributions to professional practice and the nature of these will vary from Faculty to Faculty.
  • Many of the University’s staff will be teaching in areas that relate directly to a profession, public or industry sector. Insights gained from research, contributions to professional practice and consultancy activity should feed back into teaching. Staff should be able to reflect critically on their performance in research, external income generation and/or contribution to their profession.
  • They should strive to continually improve the volume and quality of contributions and outputs. They are expected to seek external as well as internal funding to support their research. Academic staff are also expected to produce research and scholarly activity action plans to discuss and agree outputs as part of their appraisal. Evidence of research or agreed innovation in professional practice is a requirement within our revised appraisal process.
Contribution to the academic community and to professional standards:
  • The academic role is a professional one and the academic community extends beyond the narrow boundaries of any University. Academic staff have a considerable degree of autonomy in the conduct of their teaching and research; but they must also manage their workload, build relationships of trust and respect with academic and support staff colleagues and discharge their responsibilities in a professional manner. This expectation of professionalism, support for colleagues and response to feedback from students and colleagues, is a significant and important part of the academic role.
  • All members of staff should be prepared to take on a reasonable share of the academic management and leadership load within their Faculty, attending departmental meetings and Open Days as required and acting as personal tutors, module and course leaders, meet with parents to name but a few. The type of role will vary depending on the experience, expertise and interests of the individual concerned.
  • The University’s curriculum management structures emphasise the importance of academic development and leadership activity, and strives for structures which are as ‘lean’ as possible, consistent with good student support. It is expected that for academic staff to be outwardlooking and to play an active part in the wider academic and professional community.
  • Each academic member of staff should seek to engage with external networks via activities such as, working as an external examiner, as a course approval panel member, as a member of editorial boards, participating in the work of their academic or professional body, attending conferences etc. These activities will be recognised and valued by our promotion processes.
  • The regional, international and community aspects of the University’s vision are very important as well and some ambitious growth targets have been set in these areas. All academic staff will be expected to make an appropriate contribution to the work of our partner institutions (overseas) and other community partners and stakeholders. This may include: visits to partner institutions; the development of appropriate distance learning materials and increased awareness when interacting with students and staff from different cultures and backgrounds.
  • All staff are required to abide by relevant rules and policies in relation to equality and diversity, ethics and Health & Safety legislation as part of their commitment to professional standards.
Person Specification (Qualifications, Experience & Knowledge)
Candidates for the role will be expected to demonstrate evidence of the following knowledge, skills, and attributes:
  • Candidates should possess a Ph.D. degree from a recognised University with at least ten (10) years teaching, research and administrative experience in a tertiary educational institution.
  • Candidates must possess demonstrable competence to provide academic leadership.
  • Candidates must also specialize in core areas of departmental fields of study, with evidence of scholarly publications in both local and international reputable learned journals, plus membership of relevant professional bodies where required.
Job Title: Acting Academic Dean

Location: Delta

Job Type: Executive Academic Position
Faculty: Arts and Social Sciences, Management Sciences, Sciences
Overall Purpose
  • The Dean is the academic leader of the Faculty and is responsible for its effective leadership, management and development within the framework of the University’s mission and strategic direction.
  • Reporting to the Vice-Chancellor or Provost, s/he will be the Faculty’s leading representative in internal University and external business networking, and hold responsibility for developing the Faculty’s stakeholder relationships in a manner which is most likely to lead to the successful development and progress of the Faculty.
  • The Dean will work with members of the senior management team to develop and implement University policy and to progress the University’s long term aims and objectives and will play a key role in institutional strategic planning and decision-making.
Role Specification
Faculty will be expected to develop their teaching materials and to deliver their lectures based on the following 5 principles:
  • Teaching standards at ADUN will reflect the University’s moto – ‘Excellence in Education’.
  • Faculty is expected to focus on developing high quality course content which would be grounded in current research and aligned to the requirements of relevant Professional bodies.
  • Faculty is expected to develop and deliver their courses based on a flipped-classroom approach.
  • This entails that teaching resources will be adaptable to an asynchronous eLearning environment and accessible through a self- paced learning platform.
  • Furthermore, course content and its delivery will be configured towards maximising student engagement and face-to-face class time will mostly be used to run faculty-led tutorials.
University Management:
  • To make an active contribution to the University’s strategic development.
  • To play a full part in institutional activities.
  • To represent and promote the interests of the University.
Academic Leadership:
  • To lead, manage and develop the Faculty’s focus on the achievement of excellence in teaching and research nationally and internationally.
  • To support activities to maximise the economic, social and cultural impact of research, as
  • appropriate.
  • To strengthen the Faculty’s interdisciplinary links across the University by liaising, on behalf  of the Faculty, with other Deans, where appropriate, and Professional Service Heads to initiate and develop taught programmes, research programmes and develop international,
  • national and regional links which span other Institutions and/or Services.
  • To encourage the exploitation of Intellectual Property arising from the work of the Faculty.
  • To ensure the development and implementation of appropriate Faculty policies.
  • To ensure the delivery and ongoing development of the curriculum including cross-Faculty initiatives (in accordance with the quality assurance framework of the University) with responsibility for the development and delivery of appropriate strategies for teaching, learning and assessment.
  • To personally maintain an appropriate academic contribution.
Financial Management:
  • To be responsible for the effective financial management of the Faculty and the effective deployment of resources.
  • To promote and ensure effective coordination of Faculty bids for external funding and encourage revenue enhancement through income generation and endowments/gifts.
  • To ensure that the Faculty operates within its delegated budgets and that financial and recruitment targets are met.
Strategic Planning:
  • To take responsibility for the development and promotion of a clear sustainable strategic vision for the Faculty’s future development.
  • To prepare for the planning process and, following approval, implement monitor and review a Faculty Plan which is consistent with the University’s Strategic Plan; Annual Operating Statement; and Policy Statements, and which is based upon sound market research and
  • planning.
  • To identify priorities for strategic investment and meet the educational and research needs of business, charities, industry and public services so as to develop additional income streams for the Faculty and the University.
People Management:
  • To lead, manage and ensure the development of all staff of the Faculty, including the determination of arrangements for, and monitoring of, staff development and performance review.
  • To advise on the appointment of Heads of Department and ensure the effective induction of Heads of Department.
  • To oversee the development of effective mechanisms for the assignment of equitable staff workloads.
  • To be responsible for the effective co-ordination and management of the Faculty’s support infrastructure, including administrative and technical staff, ensuring that it works in an efficient and effective way in partnership with central professional services.
  • To identify staffing needs in the Faculty and ensure that resources are realigned to meet the needs of Faculty Plans prior to seeking approval to fill posts.
Governance:
  • To ensure that the activities of the Faculty are undertaken in accordance with the governance, policy and regulatory frameworks of the University.
  • To represent the Faculty at the various administrative appropriate bodies and ceremonies of the University.
  • To chair the Faculty Board of Studies and chair/serve on other Committees, Working Parties and Groups of the Faculty as required.
Marketing and Communications:
  • To represent and promote the interests of the Faculty within the University and in external for a both nationally and internationally.
  • To develop effective internal and external mechanisms which ensure the provision of effective channels of communication for staff, students and other stakeholders appropriate to an open, consultative institution.
Physical Resource Management:
  • To manage the physical assets of the Faculty, including space allocation.
  • To be involved in the management of capital projects in the Faculty.
Health and Safety:
  • To ensure, at the level of the Faculty, the health and safety of staff, students and visitors in accordance with University requirements.
General:
  • To produce management and other reports as required.
  • To undertake any other activities assigned from time to time by the Board and other Senior Managers.
Further Information
  • Accountability In undertaking these responsibilities the postholder will clearly be able to delegate specific functions, but not accountability for them, to other individuals.
  • Hours: This is a full time post. The nature of the post is such that the postholder will be expected to work flexibly and for such reasonable hours (minimum 40) as are necessary in order to fulfil the duties and responsibilities of the post.
  • Leave: 25 days per annum.
Person Specification (Experience & Knowledge)
Candidates for the role will be expected to demonstrate evidence of the following knowledge, skills, and attributes:
Essential:
  • Hold at least the rank of Associate Professor with a minimum of 5 years’ experience in a similar leadership role, e.g. Dean or Head of Department or Head of Service.
  • Proven experience of leadership and management appropriate to an international higher education environment.
  • Ability to successfully lead, motivate and manage multi-skilled staff groups and to build effective teams and networks.
  • Ability to contribute fully to management and development of the University including an awareness and understanding of key factors currently affecting higher education.
  • Either a strong track record of research and/or a strong track record of pedagogic or related activities in a discipline appropriate to the work of the Faculty.
  • Excellent interpersonal skills and experience of communicating effectively with a wide variety of stakeholders.
  • The ability to advocate and win buy-in from members of the academic community both within the Faculty and across the University.
  • Excellent verbal and written communication skills, including negotiation skills, presentation skills, and report writing.
  • Srong budget management skills.
  • Ability to manage and develop staff both individually and in teams, including managingperformance. Ability to ensure that all staff are performing optimally to meet theirdepartments’, Faculty’s and University’s objectives.
  • Ability to manage a complex set of resources.
  • Experience of working effectively with external agencies, as appropriate to the work of the Faculty.
  • Experience of winning support for and successfully managing externally funded activities.
  • ability to command respect. This will be a combination of a personal academic record of significant achievements, relevant experience at a senior level inside higher education and knowledge of the Faculty.
  • Experience of leadership and management within a higher education context which has involved successful interaction with other disciplines.
  • A range of experiences gained through internal and external activities in higher education which raise awareness and understanding of cross institutional and external issues, especially development and quality issues.
  • Membership of an appropriate professional body.
  • Willingness to travel overseas as required.

Job Title: Acting Head of Department

Location: Delta
Job Type: Senior Academic Position
Department: Economics, Accounting and Finance, English, Business Administration, Political Science, Biological Sciences, Sociology, Chemistry, Tourism Studies, Physics

Overall Purpose

  • The Head of Department is the academic leader of the Department and is responsible for its effective leadership, management and development within the framework of the University’s mission and strategic direction.
  • Reporting to the Dean of Faculty, s/he will be the Department’s leading representative in internal University and external business networking, and hold responsibility for developing the Department’s stakeholder relationships in a manner which is most likely to lead to the successful development and progress of the Department and the Faculty.
  • The Head of Department will work with members of the Faculty’s’ senior management team to develop and implement University policy and to progress the University’s long term aims and objectives and will play a key role in institutional strategic planning and decision-making.

Role Purpose
Leadership and Management:

  • Strategic academic and business leadership, management and development.
  • Effective management of programmes and financial and human resources
  • Leading and developing the external profile, contributing to the University’s external positioning, for example: liaison with external community, consultancy engagement and participating in professional bodies.
  • Managing complexity and effective interactions between matrix roles, programmes, student experience and central University roles necessary to support strategic developments.
  • Ensuring that all areas of the department achieve the highest possible standards of excellence in all areas of activity.
  • Leading and managing student experience and quality.
  • Leading and managing on cross University roles, e.g. work planning, management consultation, and academic institutional review.
  • Preparing the Department towards NUC accreditation requirements.

Responsibilities:

  • Work collaboratively to ensure an integrated approach to the development and delivery of the Department’s vision and strategy.
  • Responsible and accountable for developing and promoting the academic and business strategy of the Department, in the context of University’s strategy.
  • Responsible and accountable for resource and business planning for the Department in the wider context of the University priorities, ensuring strategic growth and a dynamic, innovative portfolio that meets stakeholder needs.
  • Responsible and accountable for setting and maintaining professional standards, ensuring strong people management throughout the Department.
  • Lead the development of a high performance culture whilst ensuring that work/life balance principles are adhered to.
  • Create a culture which enables the Department’s management team to work as anintegrated team and facilitate open and two way communication, ensuring transparency of communication and decision making.
  • Ensure that the Department’s management team takes a corporate perspective, actively seeking opportunities for collaboration and joint working with others beyond the Department.
  • Ensure a safe and healthy environment for both staff and students, and full compliance with health and safety requirements.
  • Ensure that inclusion and diversity principles are actively applied to all areas of the Department.
  • In conjunction with relevant staff, identify and exploit new opportunities for knowledge transfer activity in order to secure additional income streams and new areas of teaching and/or research.
  • Position the Department so as to ensure for the NUC accreditation of all its offerings.
  • Lead development of the Department’s research, scholarship and professional engagement.

People Management:

  • Lead and develop a positive and responsive academic culture and for ensuring that academic staff maintain appropriate levels of scholarship and develop their external profiles.
  • Provide or arrange support and coaching, and delegate so that individuals are empowered to take on more responsibility.
  • Develop a strategic approach to workforce planning and review of resource requirements.
  • Provide effective leadership, performance management, mentoring and personal support for direct reports.

Ensure that:

  • People understand what is required of them and why.
  • Staff performance is managed appropriately and that all staff have annual appraisals including the setting of clear challenging objectives.
  • Staff have access to the necessary support to enable them to contribute fully and develop their skills and experience and ambitions and secure appropriate career development.
  • University’s policies and procedures relating to staff are implemented effectively within the Department.
  • Fair and consistent workload allocation processes are in place and operates effectively, in line with the University’s academic work planning framework.
  • Departmental staffing resources are affordable and used appropriately, working with managers to identify talent and support succession planning.

Financial Management:

  • Responsible and accountable for the financial management of the Department within the parameters defined by the University.
  • Monitor and manage Departmental income and expenditure and regularly review progress against financial targets.
  • Working with the Dean and Senior Management to provide regular reports on the financial
  • performance and sustainability of the department.

External:

  • Adopt an externally facing approach to the development and growth of the Department’s business and academic programmes in the context of the University’s strategy.
  • Create and develop strong external networks and partnerships, promoting the identity and enhancing the reputation and profile of the Department regionally, nationally and internationally.
  • In conjunction with designated marketing staff, be responsible for promoting and marketing the Department both internally and externally to relevant stakeholders, both to individuals and to organisations.
  • Lead and foster the Department’s engagement with external partners and professional bodies.

Quality:

  • Responsible and accountable for enhancing the quality of academic delivery within the Department.
  • Responsible and accountable enhancing the quality of the student experience within the Department.
  • Ensure implementation of agreed evaluation and monitoring procedures to ensure both compliance and enhancement taking into account student feedback.

Further Information

  • Accountability In undertaking these responsibilities the postholder will clearly be able to delegate specific functions, but not accountability for them, to other individuals.
  • Hours: This is a full time post. The nature of the post is such that the postholder will be expected to work flexibly and for such reasonable hours (minimum 40) as are necessary in order to fulfil the duties and responsibilities of the post.
  • Leave: 25 days per annum.

Person Specification (Experience & Knowledge)Candidates for the role will be expected to demonstrate evidence of the following knowledge, skills, and attributes:

  • Doctorate in a relevant discipline or equivalent academic standing.
  • Evidence of continued professional development.
  • Evidence of scholarly publications in both local and international reputable learned journals, plus membership of relevant professional bodies where required.
  • Evidence of providing academic leadership including developing both teaching and research capability.
  • Proven record of managing diverse resources in higher education or a similar environment.
  • Evidence of successful innovation in managing and developing academic programmes.
  • A strong external profile and evidence of building networks and developing and managing successful external partnerships.
  • Knowledge of the HE landscape – especially in the context of the Department’s specialisations – and the challenges facing the sector.
  • Excellent leadership skills, able to motivate and develop others.
  • Excellent written and oral communication skills including good IT skills for data analysis and communication.
  • Can identify strategic approaches and has the ability to generate operational implementation plans from high level strategy.
  • Able to exercise sound judgement in prioritising activities, make evidence-based decisions and manage risk.
  • Can plan and organise effectively and efficiently, identifying requirements and applying project management skills.
  • Ability to work effectively in a team and develop effective working relationships.
  • Commitment to excellence in student and staff experience and relations with other stakeholders.
  • Ability to identify and secure opportunities for development of the department / faculty.
  • Membership at a senior level of national or international academic bodies or other professional organisations.
  • Willingness to work flexibly including occasional weekends and evenings, e.g. to support open days
  • Willingness to travel overseas as required.

How to Apply
Interested and qualified candidates should send their Applications to the “Human Resource Office” via: jobs@adun.edu.ng
To apply, it is ESSENTIAL that your Application consists of:
  • A Cover Letter (maximum one single-sided A4 page) noting your personal and contact details and specifying the position(s) you are applying for;
  • Your curriculum vitae (maximum 2 single-sided A4 pages) outlining your academic and professional qualifications as well as your work experience in reverse chronological order with your current, or most recent job, first; and
  • Anarrative (maximum 4 single-sided A4 pages) as to how you match the requirements noted below:
    • Applicants must address the following in ther application submission:
      • How their previous engagements are in line to all the requirments set out above under this job descritption section;
      • How their furture work would add-value towards the criteria set out in this job description section; and
      • How they best fit in improving the academic work and student services to be delivered by the university.
The selection process will consist of three phases:
  • Initially, the selection panel will consider all candidates that match the Job Role and Person specification criteria;
  • As an interim stage, a short-listing of best fit applicants will be compiled and an interview panel will be formed. Candidates that make this short-list will be invited to attend a preliminary interview; and
  • In the final stage of the process, selected few candidates will be asked to attend a final interview. A job offer will be made to the best applicants following this stage.
Detailed Guidance
Personal Details:
  • Full Name (Surname first, in capital letters);
  • Declaration of Change of Name;
  • Place and Date of Birth;
  • State of Origin & Local Government Area;
  • Nationality;
  • Permanent Home Address;
  • Present Postal Address;
  • Mobile telephone numbers; and
  • E-mail address.
Work Experience:
  • Work Experience, including full details of former and present post(s);
  • Full details of teaching and research experience and service; and current total annual salary details.
Qualifications
  • Educational Institutions Attended, with Dates;
  • Academic Qualifications Obtained, with Dates;
  • Professional Qualifications Obtained, with Dates;
  • List of Publications, (where applicable); and
  • Honours and Distinctions.
  • General other:
  • Marital Status;
  • Number and Ages of Children (if any); and
  • Extra-Curricular activities.
Two (2) Referees
  • Names of Referees;
  • Telephone number; and
  • E-mail address.
Note: Most resulting appointments will commence in September, 2018 (fall semester) to mid- June, 2019. While the appointments will be based at the Ibuso Campus, there may also be the need to cover assignments at the Sapele Campus.

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