About Us

Our Mission

Our mission is to offer affordable, high quality education in carefully chosen fields to increase their ability to compete effectively in the global marketplace.
To help young Africans acquire the necessary skills to respond to the needs and specificities of the marketplace.

Main tasks of AVIDE

The main tasks of AVID can be summarized in ten (10) the following:

  • 1- Provide a quality education for high school graduates and professionals;
  • 2- Be innovative and updated training;
  • 3- Train students to new information technologies
  • 4- Give career advice to graduates;
  • 5- Organize conferences to promote research and development;
  • 6- Organize seminars and short courses to train middle managers;
  • 7- Develop knowledge to address the problems faced by young African entrepreneurs;
  • 8- Help future entrepreneurs to build sustainable businesses and to improve the performance of their businesses;
  • 9- Use our expertise to address issues of ongoing development;
  • 10- Overall, build capacity and skills of Africans to find lasting solutions to the problems in their countries.

Our Vision

Our vision for the short-term is to make AVIDE a renowned African institution in the next 5 years, recognized for the quality of its education, its know-how and its effective contribution to changing the lives of people in its immediate communities and beyond. Our long-term goal is to become the institution of choice for undergraduate and graduate degree programs built on established quality and reputation of our partnerships and our own personnel.

Objectives

The goal of AVIDE is to be a leading institution for those desiring to acquire knowledge and/or improve their performance as well as that of their organizations. There are five specific objectives:

Efforts to Educate

Help governments in their efforts to educate their populations.

Improve Wellbeing

Contribute to the production of scientific and research-based knowledge to improve the wellbeing of Africans.

Qualified Teachers

Facilitate the acquisition of skills needed to promote competitiveness among organizations and among nations.

Improve Public Policies

Help define and improve public policies

Innovative Model for Learning

Propose an innovative model for learning and knowledge transfer.

Our Value

Our values reflect our commitment to deliver innovative and quality education by promoting, at every level, high standards of:

Accessibility

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Excellence

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Integrity

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Our Approach

Our primary objective is to facilitate transfer of knowledge to create a pool of highly employable professionals and citizens aware of the role they have to play for the development of their countries and on the global. To achieve that objective, AVIDE will:

  • Offer via high quality education with a focus on leadership and managerial roles;
  • Give career guidance to potential graduates;
  • Organize short term seminars, conferences  and courses designed to promote research development;
  • Use our expertise to address current development issues;
  • Overall, build the capabilities and life skills of Africans so that they will be able to take the lead in finding strategies for the development of their countries.
Innovative

Make use of available teaching and learning technologies to increase access to quality higher education.

Strategic

Through a series of strategic partnerships, offer programs that respond to the needs of the markets and facilitate transfer of knowledge for the benefit of African countries and their populations.

Socially responsible

In helping its graduates develop sustainable enterprises and in engaging with the community at large to find sustainable solutions to the problems they face and are likely to face in the future.

The AVIDE learning environment will be revolutionary, not only in the media used to deliver courses, but also in the methods employed. Currently, in most tertiary institutions in West Africa, the transmission of knowledge is quite vertical with an all-knowing teacher at the center. In contrast, AVIDE governance and pedagogy empower the students so as to enable them to become autonomous individuals capable of creating knowledge and shaping it to suit the challenges of their own circumstances and their workplaces. The teaching method of AVIDE is to help learners develop critical thinking to provide relevant answers to the problems of society. In this context, the integration of ICT into teaching as well as governance of the institute will be an imperative for the dissemination of knowledge as well as effective, efficient and high quality management.

EQUAL EMPLOYMENT OPPORTUNITY RECRUITMENT AND SELECTION POLICY

Mandating Authority: The Board of Directors
Responsible Office: Administrative and Finance Department
Responsible Executive: Chief Operating Officer

Purpose:

The Institute's vision is to be an international reference in education and consultancy.   As such, it strives to recruit the quality teachers and attract staff of the highest calibre.   This policy sets out the procedure for recruiting faculty, consultant and administrative staff.

Scope:

The policy covers all activities and tasks related to the recruitment and selection process and it is applicable to all positions.  As such, it is crucial for all stakeholders to strongly adhere to it.

Basic Principles

·    First and foremost, it is the policy of the Institute to implement equal employment opportunity to all its staff, students, faculty body and any applicant of employment without  regards  to  race,  color,  religion,  sex,  national  origin  and  disability  in compliance with Ivorian law.  As such, all stakeholders will be treated fairly.
·    Second, the Institute will ensure that the best candidate is chosen for the open position based on merit and on shared vision.
·    Third, recruitment and selection will be conducted in a professional, timely manner and in compliance with current Ivorian employment legislation. Training will be provided to all involved in the process in order to make sure that they comply with the requirements of this procedure.
·    This  procedure  will  be  regularly  updated  in  order  to  ensure  that  the  Institute  is following best practices in the field.

Review:

The policy will be reviewed every three years.  Where there are changes in the legislation that will affect the procedure, these will be applied immediately.

Description of the Procedure

TASKS

DESCRIPTION

PERSON RESPONSIBLE

1. Vacancy

1.1 Evaluate the need for a new role

 

1.2 Identification of a position to be filled

1.    Line    Manager    where    the

position is located

2. Job

Description

2.1 Elaborate a job description and            2.1 Line Manager where the person specification                                    position is located

 

2.2 Review the job description to              2.2 Human Resource Officer ensure that no discriminatory criteria

are included

 

2.3 Seek Financial Authorization               2.3 Administrative and Finance

Officer

3.  Advertise  the

Position

3.  Advertise  the  position  both internally and externally in order to ensure career development of existing staff

3. Human Resource Officer

4.  Short   Listing and Selection

4.1  Have  a  minimum  of  2  people   4.1   Direct   Line   Manager   and assess   the   candidates   against   the   another employee with no relation person  specification  and  the  criteria   to the candidate if possible

and short list them

4.2 Human Resource Officer

4.2 Inform short listed candidates of their status and arrange interviews

4.3 Direct Line Manager and two

4.3     Interview     the     short     listed   employees with no relation to the candidates                                                 candidate if possible

 

4.4 Review interview notes and rank   4.4 Direct Line Manager and two candidates from the most suited to the   employees with no relation to the least suited                                                candidate if possible

5.  Making  Final

Appointment

5.1 Inform the selected candidate and make a verbal offer pending reference checks

 

5.2 Seek information from referees related to the job requirement and moral standards of the candidate (this should be done with candidate's consent)

 

5.3 Draw up the final written offer

5.2 Human Resources Officer

 

 

 

 

5.2 Human Resources Officer

 

 

 

 

 

 

 

5.3 Line Manager

STAFF AND FACULTY DEVELOPMENT POLICY

Mandating Authority: The Board of Directors
Responsible Office: Chief operating Officer/ Director of Academic Affairs
Responsible Executive: Managing Director

Purpose:

The Institute strives to promote excellence at all levels and in all of its activity.  This requires that staff and faculty are aware of current best practices in their field of work.  The policy sets out   the   Institute   commitment   to   continuous   improvement   through   the   training   and development of its staff. The procedure is intended to help both full time faculty and administrative staff obtain recognition of professional bodies.

Scope:

This procedure applies to all staff and full time faculty irrespective of their function.  Each year, staff will be allowed to take five working days for training as well as professional and personal development.  This is the responsibility of everyone in the Institution.

Basic Principles

·    This policy is in alignment with the Institute's objectives and strategic plans.
·    All faculty should have appropriate qualifications in the courses that they are teaching.
·    Faculty supervising thesis should have received appropriate training.
·    Proposed trainings should take into account staff and faculty development needs.
·    There will be regular reviews of the work performed and staff should be given the opportunity to give their feedback.
·    Processes and outcomes will be measured using standardized performance indicators.
·    Provide leadership, training and support services in new processes and technologies.
·    Provide equal opportunity to all staff and faculty to get training and development.
·    All staff and faculty (both full and part time) should have health and safety training.
·    New appointed managers  should be provided with management training.

Review:

The policy will be reviewed every three years.


Description of the Procedure

TASKS

DESCRIPTION

PERSON RESPONSIBLE

1.

Identification of Needs

1.1 Each year in October, sent out a form to all

staff and full time faculty requesting them to identify their training and development needs as well as the associated costs.

 

1.2 Fill out forms and send them back within 2 weeks

 

1.3 Set up meetings with each staff to discuss the most important development trainings necessary (take one month)

 

1.4 Submit a budget in early December which includes the trainings

 

1.5 Institute's Budget is reviewed end of

December and approved

 

1.6 Have a meeting to inform staff and faculty of the training and development budget for each department

1.1 Line Manager

 

 

 

 

 

 

1.2 Staff and Faculty

 

 

 

1.3 Line Manager

 

 

 

 

1.4 COO/ Director of Academic Affairs

 

 

 

1.4 Board of Director

 

 

 

1.5 Line Manager

2. Training and

Development

2.1  Request funding and authorization to have       2.1 Staff and faculty leave for training and development (4 weeks

before); the request should include the type of activity, the cost, the benefits for staff and for his or her department, and the benefits for the Institute

 

2.2 Request is approved                                              2.2 Line Manager and COO or Director of Academic Affairs

 

2.3 Within a week after training, staff/faculty            2.3 Staff/faculty write a full report

STAFF AND FACULTY DISCIPLINARY POLICY

Mandating Authority: The Board of Directors
Responsible Office: Chief operating Officer
Responsible Executive: Managing Director

Purpose:

This policy is important in order to ensure that the Institute deals fairly with all its staff and faculty.  It defines the relationships between the Institute and staff.  The Institute's values are proximity, excellence and integrity.  In order to uphold such values, it is crucial that staff and faculty deliver high quality work and teaching.   The procedure will help deal with underperforming employees.  But the effectiveness of such policy depends on its application: it should be apply consistently and fairly to all in order to reduce dismissals.   The policy should be read along with academic malpractice and maladministration policy.

Scope:

This procedure applies to all staff and full time faculty.  This procedure will be applied wherever full time faculty or staff show signs of misconduct. It does not apply to employee with short term contract or part time faculty nor to employees who are on probation.   The policy does not apply to poor performance and attendance due to sickness.

Basic Principles

·    There is a presumption of innocence and guilt must be proven by a preponderance of information
·    Decisions should be unbiased.
·    Disciplinary sanctions can include but are not limited to warning, suspension without pay, dismissal without prejudice, dismissal with prejudice in case of staff and faculty.
·    It is often better to have discussions with the staff or faculty in order to determine how to remedy to the situation instead of criticizing.
·    The direct line manager is the one who will handle formal disciplinary procedures.
·    Care should be taken to not to have unreasonable expectations that the employee will not be able to meet, thus leading to underperformance.
·    Have clear, reasonable and objective standards that the employee has to meet and disseminate them.


·    In case of violent behavior or criminal offenses, the Institute should consult the police before taking actions.  In such case, the Institute has the right to dismiss the concerned employee.
·    Verbal warnings are disregard after a period of 6 months and written warnings after a case of a year.  But in cases of serious misconducts, warnings can be indefinite.

Review:

The policy will be reviewed every three years.

Description of the Procedure

TASKS

DESCRIPTION

PERSON RESPONSIBLE

1. Lower

Disciplinary

Action

1.1 Misconduct is noticed (Poor attendance, poor

performance, disrespect..) and a meeting is set up to discuss with the employee

 

1.2 If there is improvement, case is closed. If the employee continues to be unsatisfactory (One month), inform the COO or the Director of Academic Affairs

 

1.3 Order an investigation of the circumstances and set up an interview with the employee (5 business days)

 

1.4 If the explanation is unsatisfactory or the employee continue to underperform, a written warning is sent out to the employee within one month of the investigation

 

1.5 If the conduct does not improve, the employee is notified in writing that s/he will be suspended without pay for 2 weeks (3 weeks after the written warning is issued)

 

1.6 An employee can appeal the decision (within

2 days) in writing to the administrative officer

 

1.7 A disciplinary committee will be asked to meet (within 10 business days of appeal): The committee is made up of 2 faculty, 1 Staff member, Administrative Officer and the direct line manager .  The concerned staff or faculty can bring witnesses to the hearing

 

1.8 The disciplinary committee uphold the earlier sanction or issue a new one or find that there is no need for a sanction; the decision is

1.1 Line Manager

 

 

 

 

1.2 Line Manager

 

 

 

 

 

 

1.3 COO/ Director of Academic Affairs

 

 

 

 

1.4 Administrative and Finance Officer

 

 

 

 

 

 

1.5 Administrative and Finance Officer

 

 

 

 

 

 

1.6 The employee

 

 

 

1.7 COO/ Director of academic Affairs

 

 

 

 

 

 

 

 

1.8 Administrative or Finance Officer

 

final.  A report is written

 

 

 

1.9 A letter is sent to the employee notifying him or her of the decision

 

NB: in case of malpractice or maladministration, start from point 1.3

 

 

 

 

1.9 Administrative or Finance Officer

2. Dismissal

2.1  The employee continue to be unsatisfactory      2.1 Line Manager one month after the last sanction was over;

Administrative officer is notify

 

2.2 The employee is sent a last written warning         2.2 Administrative and Finance officer

 

2.3 One month after the last warning the                   2.3 Administrative and Finance officer employee is still unsatisfactory.  Give 2 weeks'

notice of dismissal

 

2.4 The employee can decide to appeal the                2.4 The employee decision in writing to the administrative officer

within 3 business days in which case procedure

1.7 onwards apply

STUDENTS' COMPLAINTS POLICY

Mandating Authority: The Board of Directors
Responsible Office: Director of Academic Affairs
Responsible Executive:
President of Academic Affairs

Purpose:

Given its constant search for excellence, and given its strive for continuous improvement, the Institute has established a procedure as a mean for students to seek relief from grievances and hardships.

Scope:

This procedure therefore applies to all registered students.  This procedure will be applied wherever students feel that they have been unfairly treated or that discriminatory actions have been taken on academic or non academic matters.

Basic Principles

·    The procedure includes formal and informal steps.   The latter will be applied first.
Formal complaint procedure will be carried out only when the concerned student remains dissatisfied or if the informal approach is deemed inappropriate.
·    The procedure should be disseminated to all students, faculty and staff in order to
ensure that everyone is knowledgeable of the required steps when students file a complaint.    However,  students  can  still  seek  advice  from  the  coordinator  of  the program or the academic advisor.
·    Complaints will be processed in due diligence.
·    Complaints should be made as soon as possible, within a month of  the event which has triggered the complaint.
·    All complaints will be dealt with in confidence.
·    The accused party should be made aware of the complaint, unless the student wants complete confidentiality, in which case s/he will be advised on how to proceed.

Review:

The policy will be reviewed every three years.  Where there are changes in specific policy or guide book that will affect the procedure, these will be applied immediately.


Description of the Procedure

TASKS

DESCRIPTION

PERSON RESPONSIBLE

1. Informal Stage

1.1 The student informs a particular staff of

academic of her/his dissatisfaction

 

1.2  The Student receives a written acknowledgment within 3 business days

 

 

 

1.3 The Student is satisfy.  The Academic Advisor or the Program Coordinator write and file a report specifying that the case is closed

1.1 The student

 

 

 

1.2  Academic  Advisor  for  non- academic matters/ Program Coordinator for academic matters

 

1.3  Academic  Advisor  for  non- academic matters/ Program Coordinator for academic matters

2. Formal Stage

2.1 The student remains dissatisfied at the          2.1 Academic Advisor for non-

formal stage and s/he files a formal complaint    academic matters/ Program Coordinator for academic matters

 

2.2 The Academic Advisor or Program               2.2 Academic Advisor for non- Coordinator sent a letter to the students             academic matters/ Program Coordinator acknowledging receipt of the complaint              for academic matters

within 3 days

 

2.3 An independent investigator is assigned       2.3 Academic Advisor for non-

to the case                                                            academic matters/ Program Coordinator

 

2.4 Fact finding: separate meetings with the       2.4 Investigator students and the accused party

 

2.5 Formally propose a  conciliation meeting      2.5 Investigator between both parties.  If it is accepted, have a

meeting with both parties

 

2.6 If conciliation is not accepted, act as a go-    2.6 Investigator between and then make a decision regarding

the case

 

2.7 Write a report to the Academic Advisor       2.7 Investigator or Program Coordinator regarding the

outcome of the meeting or regarding the decision

 

2.8 Set up a meeting with the student to             2.8 Academic Advisor or Program inform him or her of the outcome.                       Coordinator

 

2.9  If  the  student  accepts  the  decision,  a  2.9 Academic Advisor or Program final report is written to signify that the case   Coordinator

is closed.  The Student is given a completion of procedure letter.   If the student is still dissatisfied, s/he can appeal.

3.    Review    and

Appeal

3.1 The student can appeal the decision in

writing within 2 business days

 

3.2 The Academic Advisor or Program Coordinator   appoints   an   advisory   panel made up of 2 students from SGA, 2 faculty and one Administrative staff to review the documentation, set up a meeting and make a decision within 10 business days

 

3.3 The advisory panel write its report (to the Academic Advisor or Program Coordinator) informing of its decision regarding the complaint within 2 business days

 

3.4 The student is informed of the decision within 2 business days.

 

3.5 The student accepts the decision and a final report is written within 3 business days. The Student is given a completion of procedure letter

 

3.6 If the student is dissatisfied, s/he can appeal  in  writing  to  the  Director  of Academic Affairs or the Chief Operating Officer within 2 business days.

 

3.7 The Director of Academic Affairs or the Chief Operating Officer will issue a decision to the student within 10 business days

 

3.8 The student accepts the decision and a final report is written within 3 business days. The Student is given a completion of procedure letter

 

3.9 If the student is dissatisfied, s/he can appeal in writing to the President of Academic Affairs within 2 business days.

3.1 The student

 

 

 

3.2   Academic    Advisor   or    Program

Coordinator

 

 

 

 

 

 

 

3.3 Advisory panel

 

 

 

 

 

 

 

3.4   Academic    Advisor   or    Program

Coordinator

 

3.5   Academic    Advisor   or    Program

Coordinator

 

 

 

 

3.6 The student

 

 

 

 

 

 

3.7 The Director of Academic Affairs or the Chief Operating Officer

 

 

 

3.8 The Director of Academic Affairs

 

 

 

 

 

 

3.9 The Student

4.  Final  Decision and Letter

4.0 The President issue a final decision and   4.0 The President the student is given a formal letter signifying

the completion of the complaint procedure

STUDENTS' DISCIPLINARY POLICY

Mandating Authority: The Board of Directors
Responsible Office: Director of Academic Affairs
Responsible Executive: President of Academic Affairs

Purpose:

The Institute's values are proximity, excellence and integrity.  In order to uphold the last two, it is crucial that students, faculty and staff uphold not only the highest standards of ethics but also behave well in all circumstances.  This policy is designed to help maintained good, civil relationships among all stakeholders; hence, it is to guide students, staff and faculty when there are reports of alleged violations of Institute's rules and regulations.

Scope:

This procedure applies to all registered students.  This procedure will be applied wherever students shown signs of misconduct in the academic and  non-academic sphere. A disciplinary action will be taken against a student who is disrespectful towards others or violates the Institute's policy or is violent.   Such actions include but is not limited to: oral admonition, written warning, disciplinary probation, suspension, expulsion, and annotation in transcripts.

Basic Principles

·    This policy should be read in conjunction with the malpractice, maladministration policy.
·    There is a presumption of innocence and guilt must be proven by a preponderance of information.
·    Students should have access to all academic and non-academic policies in order to respect the Institute's code of honor.
·    This policy should in no way replace or abridge students' rights.
·    Decisions should be unbiased.
·    There need to be full disclosure.   The students should have all information and be aware of the case against them at least 5 business days in advance.
·    Due process should be the rule in handling all disciplinary actions against students.
·    When a criminal offence is involved, the Institute will consult with the police in taking disciplinary action.
·    The policy should be made available at the offices of students' affairs officers and programme coordinators.


·    Witnesses and other who report violations should be protected from harassment and care should be taken to respect confidentiality for those who wish to remain anonymous.
·    Students aiding and abiding others in violating the rules and regulations are subjected to disciplinary actions.
·    Failure to comply with disciplinary sanctions will results in more severe sanctions

Conduct which required Disciplinary Actions

In the Academic sphere

·    Plagiarism, cheating;
·    Have someone else do one's work or do someone else work;
·    Submitting work to earn credit in more than one subject without faculty consent;
·    Tampering with grades
·    Other academic irregularities.

In the non-Academic Sphere

·    Professional misconducts in internships and work-study;
·    Withholding or giving false information;
·    Drug and alcohol abuse;
·    Misused or unauthorized use of any university facility, resources or equipments;
·    Failure to comply with official requests;
·    Failure to follow the rules, regulations, procedures and policies  of the Institute and the
Student Government Organization;
·    Use of weapons;
·    Violations of Ivorian laws.
·    Any action that adversely affects the Institute or goes against its interest.

Review:

The policy will be reviewed every three years.

Description of the Procedure

TASKS

DESCRIPTION

PERSON RESPONSIBLE

1. Report and

Investigation

1.1 A complaint is filed to the Students' Affairs office preferably within 5 days of the offense (although

there is no time limit)

 

1.2  An investigator is assigned to the case

 

 

 

 

1.3 The investigator interviews the complainant, any witness the alleged offender (separately) within 5

1.1 Complainant or witness

 

 

 

 

1.2 Academic Advisor for non- academic matters/ Program Coordinator

 

1.3 Investigator

 

business days of the complaint

 

1.4 Gathering of any evidence (5 business days) and decide if there is a case or not.  If there is no case, the procedure stops here, otherwise move to point 2.

 

 

 

1.4 Investigator

2. Hearing and Disciplinary Action

2.1  Arrange a hearing with the disciplinary                     2.1 Investigator committee to discuss findings; the committee is

comprise of 2 faculty, 2 SGA students, and the Programme Coordinator for academic matters or Academic advisor for non-academic matters; the complainant and the accused should be notify 5 business days ahead of time and given all documents related to the hearing

 

2.2 Write a report which includes the recommended        2.2 Academic Advisor/ sanction for non-violent offenses; for violent offenses,    Programme Coordinator get the opinion of the police before issuing a sanction.

This is done within 3 business days of the meeting

 

2.3 Send the report to the Director of Academic              2.3 Academic Advisor for non- Affairs or COO for approval                                     academic matters/ Program

Coordinator

 

2.4 Send feedback within 3 business days.                       2.4 Director of Academic

Affairs/COO

 

2.5 Notify the student of the sanction within 3                 2.5 Academic Advisor for non- business days of the feedback                                   academic matters/ Program

Coordinator

3. Appeal

3.1 The student can appeal the decision in writing to the academic advisor within 3 business days

 

3.2  The  Academic  Advisor  or  Programme Coordinator appoints a new hearing made up of 1 students from SGA, 1 faculty and one Administrative staff  (all  should  not  have  taken  part  of  the  1st hearing) to review the documentation, set up a meeting and make a decision within 10 business days by:

3.2.1 upholding the decision, in which case the student is notify within 3 business days in writing and the case is closed;

 

3.2.2  amend  the  sanction  and  notify  the student in writing within 3 business days;

 

 

3.1 The student

 

 

 

3.2    Academic     Advisor    or

Program Coordinator

 

 

 

 

 

 

 

3.2.1 New hearing committee/ Academic Advisor or programme Coordinator

 

3.2.2 New hearing committee/ Academic Advisor or programme Coordinator

STUDENTS' AND STAFF ACADEMIC MALPRACTICE AND MALADMINISTRATION POLICY

Mandating Authority: The Board of Directors
Responsible Office: Director of Academic Affairs/ COO
Responsible Executive: President of Academic Affairs

Purpose:

The Institute's values are proximity, excellence and integrity.  In order to uphold the last two, it is crucial that students, faculty and staff uphold not only the highest standards of intellectual and academic integrity.

Scope:

This procedure applies to all registered students.  This procedure will be applied wherever students or faculty or staff show signs of misconduct.  In such cases, sanctions will be taken as outlined in the students' or staff disciplinary policies. On one hand, students are expected to submit their own work and earn credit for it. A disciplinary action will be taken against a student who is dishonest.  On the other hand, staff and faculty are expected to be honest, fair and uphold high standards when dealing with student's overall.

Basic Principles

·    There is a presumption of innocence and guilt must be proven by a preponderance of information
·    Decisions should be unbiased.
·    Disciplinary sanctions can include but are not limited to: failing grade, annotations in transcript, probation, suspension in case of students' misconduct; and warning, suspension without pay, dismissal without prejudice, dismissal with prejudice in case of staff and faculty.
·    Take into account the level of the student: the higher the level, the more severe the sanction.

Review:

The policy will be reviewed every three years.

Student's Malpractice

The following elements can be considered evidence of student's malpractice:


·    Plagiarism;
·    copying someone else work without consent or proper citation;
·    Doing someone else work or having one's work done by another;
·    Cheating and lying about one's work;
·    Falsifying documents;
·    submitting the same work several times without prior faculty's consent;
·    Obtaining assessments illegally;
·    Using unauthorized materials and technology (calculator, cell phones, Ipad..) during assessments;
·    Forging results;
·    Impersonating another candidate.

Staff and Faculty Malpractice and Maladministration

·    Doing students' work;
·    Helping students during exams;
·    Changing grades or records (students and staff records);
·    Falsifying documents (students reports, staff or faculty degrees and records);
·    giving false witness statements

Description of the Procedure

In case of Students' malpractice or maladministration

1. The identification is made by the lecturer, the exam invigilator, the internal or external verifier who will highlight the location and extent of the passages;

2. S/he will compares them with their original sources

3. S/he will notify the programme coordinator.

4.  The programme  coordinator start  the disciplinary procedure  as  stated  in  the student's disciplinary procedure from point 2 forward.

In case of Staff malpractice or maladministration

When  there  is  clear  evidence  of  malpractice  or  maladministration  in  the  staff  work  or behavior, or when a witness or a complainant report malpractice to the Administrative and Finance officer, then staff disciplinary procedure will apply.