College policies

College policieS



The qualities of performance of teachers are always considered as determining factor for the success of Educational policies.  For that matter Teacher Educators have been challenged on how to provide a suitable teaching and learning environments that will empower Beginning Teachers to translate theory into their practice more effectively. At times, teachers have been criticised for teaching too much content or theory at the expense of practical experience, for not incorporating effective mechanisms that encourage the transfer of content, theory to practice. Learning to teach is a complex process.  To achieve better standards, activities for Tutors, students and other staff members need to be well-planned and supervised.


This policy will provide guidance to students and academic staff on assessment and academic progress. The objectives of this policy will include monitoring student progress through the programme and improve student learning, Communicating the level of performance and achievement of students to students and any other concernedparties such as tutors, administrators, and management.


The world has become a knowledge based society, where the custodians of knowledge invariably hold the balance of power and the advantage of leading the world.  Modern knowledge offers the opportunity to improve livelihood.  Thus knowledge is critical in order to stay competitive in an ever changing world. As a source of new knowledge, the key question, especially in the developing world is the role of Colleges of Education in improving the qualities of teaching and learning at the Basic Schools as well as economic development.  The key to achieving this, is to look at research not only as the origin of new knowledge but also as process that trains people to create knowledge


The purpose of this policy is to lay down the procedures and guidelines needed for appointment and promotion of senior officers of this College of Education. It is to entreat the Appointment and Promotions committee to recommend to Council for the appointment of Senior Staff A (teaching and non-teaching such as Assistant Tutor, tutor, Senior Assistant Accountant and equivalent grades).


This policy sets out the College’s aims for the recruitment and admission of students. It also describes the principles and processes which are used to select and admit new students to Bachelor of Education.


Wiawso College of Education recognizes the value of Information and Communication Technologies (ICT’s) and access to the World Wide Web and E-mail as a resource to improve tutors pedagogy and professional development and student learning. Wiawso College of Education encourages the use of computers and computer networks (including the Internet and E-mail) in support of the mission and goals of the college. ICT’s include the use of computers, the school network, the Internet and email, digital/video cameras, printers, scanners and projectors. Wiawso College of Education provides a computing network, which allows a range of devices to be used. These devices include networked computers to support students and staff’s academic work.


Staff development Policy aims to support and assist the development of individual staff and shall therefore enhance the College’s performance by contributing to the achievement of strategic goal and objectives and promoting its values associated with staff and students’ diversity, innovation, excellence and integrity.


The Financial Management Policy is to ensure effective mobilization of income and disbursement to meet all budget expenditures and other emergencies through effective and regular monitoring, evaluation, and track performance at every stage of the process. The Financial Management Policy will ensure value for money and efficient delivery of public service, through procurement acts and procedures in order to meet the government’s financial accounting reporting, disbursement, internal control and auditing requirements that commensurate with international standard of Generally Accepted Accounting Practices (GAAP), Sarbanes Oxley Act of 2002 (SOX) and Financial Reporting Standards (FRS).


The college’s vision is to produce ‘safe teachers’ who are academically sound, morally sound, professionally competent, ready to serve the community and will not cause any harm physically or mentally to the pupils. This policy outlines the college’s approach to ensuring continuing quality improvement in order to achieve this vision.


The College considers the health, safety and welfare of staff and students to be of paramount importance, and that a safe and healthy working environment is a prerequisite to achieving the College’s stated goal to promote excellence in teaching, learning and research.


The College considers the health, safety and welfare of staff and students to be of paramount importance, and that a safe and healthy working environment is a prerequisite to achieving the College’s stated goal to promote excellence in teaching, learning and research.


Every institution (school) needs safe supportive school environment, which depend on how students and staff/staff families conduct themselves positively to standards set forth in the discipline code. Discipline procedures help encourage members of staff and students to achieve and maintain standards of behavior and performance. They also help to ensure that disciplinary offenses or matters of poor performance are dealt with fairly and consistently such that anybody, irrespective of gender whose behavior does not meet these standards may be dealt with through a laid down regulation governing disciplinary action.


Gender equity and empowerment of women as well as the active participation of women in political, economic, social and cultural life of an organisation or institution should be promoted.  For women to function well in society, gender perspectives have to be mainstreamed.The Gender and inclusion policy will affirm Wiawso College of Education’s commitment to creating a gender-balanced and friendly space for all members of the college community – academic staff, non-academic staff and students.  This policy will recognise the need for gender parity and prevent all forms of gender discriminations and unfair treatment based on sex.


Sexual harassment is unlawful and distasteful. Sexual harassment violates the rights of self-determination and bodily integrity of the affected person(s). It creates fear and anxiety with immediate and lasting effects on the affected. The effects of sexual harassment could be personal and social. The Wiawso College of Education as an institution committed to promoting equity and safety has embarked on the development of a Sexual Harassment Policy for the purposes of promoting the welfare and progression of all staff and students. It is committed to the creation of an environment that is conducive to work and study, where all members of the College community; including staff, students and third parties, irrespective of their sex, age, ethnicity, physical or mental ability, sexual orientation, religion or creed, are free from any form of harassment especially sexual harassment.


Public engagement is a new way of thinking about how government, institutions, departments, stakeholders, communities and ordinary citizens can work together to achieve complex, social goals through the establishment of a new relationship with valued partners, stakeholders, associates, ect, to identify problems, discover new thinking and to propose solutions. This is a departure from more traditional approaches to public engagement, which may lead to great potential for open and contested decision and policy making.


Conflict and disagreements at work are common events in the best of workplaces and should not be seen as unwelcome or as an indicator of an unhealthy culture. However, where conflict and disagreements are not addressed, this can lead to poor working relationships, reduction in performance and a negative impact on motivation and morale in the workplace. It is the responsibility of all those who work at Wiawso College of Education to seek to resolve conflict and disputes as quickly as possible to avoid problems escalating. The management promotes the use of informal avenues to conflict resolution, such as workplace mediation; however it also recognizes that it is not always possible to resolve all conflict informally, which is why the formal grievance process is available. This Conflict and Dispute Resolution Policy enables individuals to raise issues about their work, working environment (including Health and Safety at work), changes to working practices, harassment, working relationships or terms and conditions of employment. It can be used as a reference document to provide staff with further information around what informal conflict resolution tools are available at Wiawso College of Education. This policy also provides information to staff on how to raise a formal grievance.