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GOOD GOVERNANCE FOR SUSTAINABLE QUALITY UNIVERSITY EDUCATION IN TANZANIA

GOOD GOVERNANCE FOR SUSTAINABLE QUALITY UNIVERSITY EDUCATION IN TANZANIA. CHALLENGES IN WORKLOAD MODELS AND HUMAN RESOURCE MANAGEMENT IN UNIVERSITIES Joseph A. Kuzilwa – Mzumbe University Nicholas Bangu – Tumaini University – Iringa University College Naura Springs September 13 th 2012.

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GOOD GOVERNANCE FOR SUSTAINABLE QUALITY UNIVERSITY EDUCATION IN TANZANIA

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  1. GOOD GOVERNANCE FOR SUSTAINABLE QUALITY UNIVERSITY EDUCATION IN TANZANIA CHALLENGES IN WORKLOAD MODELS AND HUMAN RESOURCE MANAGEMENT IN UNIVERSITIES Joseph A. Kuzilwa – Mzumbe UniversityNicholas Bangu – Tumaini University – Iringa University College Naura Springs September 13th 2012

  2. PRESENTATION • INTRODUCTION: Key challenges to workload management • BIRDS EYE VIEW: Higher Education Space in Tanzania and implications on workload management • EXPERIENCES of Cases of Workload Frameworks •  IMPLICATIONS of TCU Guidelines and Tools on HR (Our Interpretation) • HARMONIZATION of the Workload Framework and Performance Agreements • CONCLUSION

  3. 1. Introduction KEY ISSUES / CHALLENGES KEY QUESTION: • How to appropriately and sustainably manage the academic wing of human resources and attain excellence in the core result areas of the university (Teaching, Research and Public Service) under prevailing circumstances

  4. 1. Introduction Cont.: Issues Posing a Challenge to Workload Management

  5. 2. Some of key features of HE Space in Tanzania

  6. Some Indicators of Research Space in Africa RESEARCH • SSA's contribution to the world's expenditure on Research and Development (R&D) is no more than 0.6%, a significant proportion of which is contributed by just one country – South Africa. • SSA also has the lowest number of researchers per million of population: 79, compared with 442 for Latin America and the Caribbean and 526 for India. • SSA produces just 1.1% of the world's publications and 0.1% of global patents. Implications for Tanzania universities and workload allocation???

  7. 3. Selected Workload Frameworks • Cases in Europe: Spain and Britain – A, B,C,D • 3 Cases in Tanzania : E, F, G • All Provide for activities for Teaching, Research ++ • Two Dominant philosophies: • Fixed and Varying Teaching weights across ranks • Partial and Integrated Approaches in assessment of workload

  8. Observations in the Workload Models

  9. Figure 1: Constant and Varying Teaching Load allocation Teaching weight Constant teaching Allocation Model Varying teaching allocation Model TAs / Assistant Lecturers Associate Professor / Professor Lecturers / Senior Lecturers

  10. 4. TCU Guidelines and Tools for Human Resource Management 1.Workload Model: Integrated model: On average • Teaching: 12.5% to 25% (Low for Senior Ranks) • Related Tasks: 10% to 13% • Research: 35% to 45% (High for Senior Ranks) 2. Use of OPRAS for ALL Universities

  11. 5. Harmonization of the Workload Framework with Performance Management • Implication of TCU Guidelines: harmonization of Workload Frameworks and OPRAS • Importance of this linkage: Trace workload to the Strategic Objectives and Targets of University’s SP through Performance Agreements (jointly agreed between a faculty member and HoD): CASCADING PROCESS • Requires that an annual (not just semesters) picture and integrated approach is taken in workload allocations

  12. Strategic Objectives / Targets • Teaching, • Researc • Public Service

  13. 7. Conclusion

  14. 7. Conclusions Cont.

  15. Thank you for your kind attention

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