UBT Recruitment
The College is committed to building a cohesive organization where all staff feel valued and will contribute as part of the family. The institution intends the outcome where the staff demonstrates their pride and loyalty to students and the wider organization not only through their regular duties but also through cooperation and participation with major events. To this extend, the institution will place much emphasis on implementing a uniform HR policy and practice throughout the organization and in line with national directives and taking cognizance of best practice for the sector. A comprehensive staff development strategy shall include functional areas for monitoring key information such as staff profiling data, recruitment and deployment of staff and expenditure on staff development and training.
The institution also focuses on the implementation and importance of effective information and consultation mechanisms across the institution. This is essential for fostering a mutually supportive working environment between functional and hierarchical relationships. This mutually supportive working environment will flow from an ethos of focusing on the student and other clients. We will continue to implement personal development plans and team development plans under the Performance Management and Development Systems for the sector, in line with strategic and operational priorities. These plans will fit with our academic programme provision, research and development ambitions and requirements with regard to administration and support. Under the Staff Development Policy individual plans, e.g. to gain higher qualifications, will be supported as well as College-wide staff development initiatives such as teaching and learning seminars and international staff mobility.
The institution has developed strategies and policies for maintaining the current staff, academic and professional development of staff, and policies to attract better qualified staff in the context of permanent staff of the institution. Special importance also, is dedicated to balancing gender, policy selection, promotion, retribution and teaching workload and scientific-research. Also, an emphasis is being put in attracting young and talented staff with qualifications from renowned education centers worldwide.
Staff development is the principal mechanism by which we ensure that all staff are able to carry out their role within the organisation to the best of their abilities and meet the objectives of the subject department or team. The College is committed to providing appropriate and continuous opportunities to staff throughout to undertake staff development. The following principles are the bedrock of this policy: Equality of access/parity of treatment for all staff; Using our talents to the full; Personal and professional development of the individual; Commitment of resources where the needs of the College are the greatest
The existing Staff Policy stipulates that half of the staff with full rate must be people with experience from the corresponding sector of the labour market, academic staff with part-time norm cannot exceed 40 percent of the total number of academic staff, academic staff shall actively participate in networks of knowledge and forms where labour market agents are represented and engage experienced labour market practicioners as guest lecturers.
To this end, the College expects to: (a) Conducts staff performance and development review discussions in line with procedures and calendar, (b) establish staff development needs across the institution, (c) allocate appropriate resources to staff development in the context of the annual planning cycle, (d) record, review and evaluate staff development activities and (e) report to Academic Council on an annual basis. Staff, on the other hand, will (a) maintain a personal development plan, (b) offer staff development mentorship to colleagues where possible, (c) and undertake further development opportunities.