- Introduction
Eelo University (EU) seeks to participate in training high quality human resource in the areas of Engineering, Computer science, Agriculture & natural resources, Management sciences and community transformation for Somaliland and the region. Furthermore, the university seeks to conduct research, consultancy, knowledge transfer partnerships and business incubation in the area of Engineering, Computer science, Agriculture & natural resources, Management sciences and community transformation so as to contribute to the economic development of Somaliland and the East and Horn African Region.
Human Resources are the people employed by EU and are its most important assets. Therefore it incumbent upon EU to develop an appointments and promotions policy that motivates and rewards excellence in teaching, research and community engagement, builds human resource capacity and leads the University towards the realization of its Vision and Mission.
The Vision of Eelo University is “To be a leading University that promotes excellence in training, research, consultancy and sustainable development” and
The Mission of the university is “To provide quality University education that nurtures creativity and innovation through integrated training, research, consultancy and community outreach programs.
1.1. Background
The policy is to guide the university in the appointment and promotion of its academic staff. It lays premise on the fact that the university seeks to be an active center of teaching, learning, research, community and industrial engagements. At the same time, the university is focused on attracting, nurturing and promoting scholarship and innovations. The university, owing to its diverse modes of programme delivery is an ICT enabled university. It is therefore expected that its entire staff, academic and administrative, have a high level of ICT proficiency.
Academic staff is responsible for running of academic programmes, undertaking research and knowledge transfer partnerships. Academic staff progress through five ranks which are: Graduate Fellow, Lecturer, Senior Lecturer, Associate Professor and Professor. Each rank is a representation of qualifications, experience, skill and output.
These attributes are used as guidelines to appoint, promote (or demote) members of academic staff. The staff is also appraised against these attributes on a continuous basis.
1.2. Objectives
The objectives of the policy are:
(i) To provide guidelines to the Appointments Board on expected level of qualifications, competences, experience, publications and other requirements specific employees should have to be promoted to specific positions
(ii) To provide guidelines to the Appointments Board on the expected qualifications, competences, experience, publications and other requirements specific persons/ applicants should have to be appointed to specific positions.
(iii) To guide employees and applicants on the minimum requirements for each position in the university for purposes of application and promotion.
1.3. Definitions
In this policy,
(i) Basic pedagogical skills: means ability to physically teach in class, deliver in a face-to-face setting, and manage the course schedules as well as evaluate the students. Prior experience in teaching in a university or any other higher institution of learning, training in education and supervision of graduate students are used as evidence for basic pedagogical skills.
(ii) Contemporary pedagogical skills: means that on top of the basic pedagogical skills, the candidate should be able to develop electronic content perform electronic evaluation; create course and personal web pages as well as tools to manage interaction and control in a virtual classroom. Prior successful teaching of online or blended courses or successful training in blended/electronic pedagogy is used as evidence of contemporary pedagogical skills.
(iii) Good progress while undertaking an academic programme: is deduced from the way the candidate fared compared to the standard metric of measurement of a certain academic attribute in the academic programme. This includes (but not limited to) the marks scored compared to the maximum marks that can be attained in a course/subject; the number of courses retaken; and the time taken by the candidate to complete an academic programme compared to the normal duration of the academic programme.
(iv). Quality of a publication: is determined by its contribution and relevance to the current body of knowledge, its distinctness in comparison to other publications in the area of study, the impact factor of the avenue of publication and its own impact to the scholarship community.
- Core Principles
- EU has a code of conduct of open competition in its approach to recruitment which is in line with its Quality Assurance Policy.
- EU, through its University Appointments Board Policy will seek to recruit the best person for the job based on merit.
- EU adheres to equal opportunities employment and encourages the recruitment of staff irrespective of their nature. EU will make the recruitment process very transparent at all stages of the recruitment process in order to select the best of the best candidate to undertake the post.
- EU will make sure that the recruitment and selection process is undertaken in a professional, timely and responsive manner and in accordance with all existing University Policies.
- EU will ensure that appropriate training, development and support is offered to those involved in recruitment and selection activities in order to have a smooth selection process.
- EU will ensure that its recruitment and selection process is cost effective.
- If a member of the University Appointments Board has personal or is related with an applicant they must declare this as soon as they are aware of the individual’s application and avoid any involvement in the recruitment and selection decision making process.
- All documentation relating to applicants will be treated with confidentially in accordance with the Data Protection Act.
- Appointments
An applicant may apply for appointment to any of the academic ranks subject to availability of the vacancy in the rank and satisfaction by the candidate of the minimum requirements for appointment for the same rank.
3.1. Graduate Fellow
To qualify for appointment as a Graduate Fellow, the candidate should have the following:
(i) An Honors Bachelor’s Degree in the relevant field from a recognized institution;
(ii) A Master’s Degree from a recognized institution with evidence of good progress while undertaking the master’s degree; and
(iii) Evidence of having enrolled for a PhD in the relevant field.
Related professional qualifications will be added advantage.
3.2. Lecturer
To qualify for appointment as a Lecturer, the candidate should have: Either a PhD in the relevant field from a recognized institution. Professional qualification in the area of expertise will be an added advantage. Or An Honors Bachelor’s Degree from a recognized institution and a Master’s Degree with evidence of good progress while undertaking it. In addition the candidate must possess a minimum of seven (7) years of working experience with a job related to the department of appointment; at least five (5) years of which were attained after a masters degree and two (2) of which are in at least a middle management position.
Professional qualification in the area of expertise will be an added advantage.
The Lecturer shall hold a contractual position for a period of three years and shall be eligible for re-appointment subject to satisfactory performance.
3.3. Senior Lecturer
To qualify for appointment as a Senior Lecturer, the candidate should have:
(i) Have an academic doctorate;
(ii) Five peer reviewed articles at least three of which should be published in the past three years; and
(iii) Have evidence of basic pedagogical skills.
Experience in writing and winning research grants, contributions to community, supervision of graduate students and participation in research projects will be added advantage.
The Senior Lecturer shall hold a contractual position for a period of five years and shall be eligible for re-appointment subject to satisfactory performance.
3.4. Associate Professor
To qualify for appointment as an Associate Professor, the candidate should:
(i) Have obtained an academic doctorate at least three years ago;
(ii) Have served either as a Senior Lecturer in a recognized university for a period of at least one year or as a researcher in a reputable research institution for a period of at least two years;
(iii) Have evidence of contemporary pedagogical skills;
(iv). Show evidence of active participation in writing fundable research grants. The total number of grants successfully won should either be at least 2 or have a total value of at least USD 50,000.
(v) Show evidence of activeness in research, publication and scholarship in his/her area of specialization. This should be in terms of
- Books published;
- Book chapters published;
- Peer reviewed refereed conference proceedings; and
- Peer reviewed refereed journal articles.
For (b), (c) and (d) in (v) above, much as emphasis will be placed on quality of the publications, and the total number of the publications should not be less than fifteen (15).
(vi) For staff with a background in academia, the candidate should show evidence of:
- Supervision of at least three graduate students to completion;
- Service to the community; and
- Membership to at least one professional body.
This is a tenured position and you are appointed to serve as Associate Professor until the mandatory retirement age of 70 years, however you may also opt for early retirement after turning 55 years.
3.5. Professor
To qualify for appointment as a Professor, the candidate should:
(i) Have obtained an academic doctorate at least six years ago;
(ii) Have served either as an Associate Professor in a recognized university for a period of at least three years or as a senior researcher in a reputable research institute for a period of at least four years;
(iii) Have evidence of contemporary pedagogical skills;
(iv) Show evidence of active participation in writing fundable research grants. Total number of grants successfully won should either be at least 5 or have a total value of at least USD 250,000.
(v) Should show evidence of activeness in research, publication and scholarship in his/her area of specialization. This can be in terms of
- Books published;
- Book chapters published;
- Peer reviewed refereed conference proceedings; and
- Peer reviewed refereed journal articles.
For (b), (c) and (d) in (v) above, much emphasis will be placed on the quality of the publications, and the total number of the publications should not be less than twenty five (25).
(vi) For staff with a background in academia, the candidate should show evidence of:
- Supervision of at least six graduate students to completion;
- Service to community; and
- Membership to at least one professional body.
This is a tenured position and you are appointed to serve as Associate Professor until the mandatory retirement age of 70 years, however you may also opt for early retirement after turning 55 years.
3.6. Head of Academic Department
The Head of Department, in a Faculty shall be appointed by the Appointments Board from the best three candidates recommended by the Faculty Board of Studies with the approval of the University Management. The Faculty Board of Studies shall identify the three candidates through an open and fair process based on an assessment instrument approved by the relevant University organ (s). The Head of Department shall be a Holder of a PhD or equivalent (Master with 5 years experience) in one of the core disciplines of the Department; be at the rank of at least Senior Lecturer and possess a minimum of 3 years of teaching and research experience in a reputable academic and /or corporate or government institution.
The Head of Department shall hold office for a period of five years and shall be eligible for re-appointment for one more term subject to satisfactory performance. The Head of
Department shall be responsible to the Dean of the Faculty where the department is based.
3.7. Dean of a Faculty
The Dean shall be responsible for the academic and administrative matters of the
Faculty and as such shall assist the Deputy Vice Chancellor in the coordination, administration and organization of all academic matters in the Faculty including admission, undergraduate studies, postgraduate studies, examinations, publications, research and innovation. The Dean shall be the Chairperson of the Faculty Board of Studies.
The Appointments Board shall appoint a Reputable Consultancy Firm to undertake a search for the Dean and recommend the best three candidates to the Appointments Board for consideration. The Appointments Board shall appoint the Dean from among the three candidates recommended to the Appointments Board by a Reputable Consultancy Firm.
The Dean shall be a Holder of a PhD or equivalent in one of the core disciplines of the
Faculty; be at the rank of at least Associate Professor and possess a minimum of 5 years of relevant managerial experience, 3 of which shall be at the level of at least a Head of Department or equivalent in a reputable academic and /or relevant corporate or government institution.
The Dean shall hold office for a period of five years and shall be eligible for reappointment for one more term subject to satisfactory performance. The Dean shall be responsible to the Deputy Vice Chancellor.
- Personnel Promotions
Promotions shall be done by the appointments board subject to evidence of growth of the staff. To ease planning and budgeting, all promotions will be effective the beginning of the financial year much as applications for promotions can be received any time. All promotions will be effective from 1st of July of every financial year.
4.1. Senior Lecturer
To be promoted to a rank of Senior Lecturer, the candidate shall:
(i) Have an academic doctorate;
(ii) Have worked at a rank of a Lecturer for a period of at least six months;
(iii) Have contemporary educational skills;
(iv) Have satisfactory teaching and supervision appraisal;
(v) Show evidence of research growth by way of:
- Published books;
- Published book chapters;
- Published peer reviewed conference proceedings; and
- Published journal articles.
For b, c, d in (v) above, emphasis will be put on the quality of the publications rather than the numbers. However, they should not be less than two (2).
4.2. Associate Professor
To be promoted to a rank of Associate Professor, the candidate should:
(i) Have served at a rank of senior lecturer for a period of at least two years
(ii) Have at least satisfactory teaching and supervision appraisal
(iii) Should have supervised at least four graduate students to completion
(iv) Show evidence of applying for and winning grants and should have won at least two grants each of at least US$ 30,000 or one grant of at least USD 100,000.
(v) Show evidence of growth in research and scholarship since promotion to the rank of Senior Lecturer. This should be by way of
- Published Books;
- Published Book Chapters;
- Published peer reviewed conference proceedings; and
- Published journal articles.
For b, c, d in (v) above, emphasis will be put on the technical strength of the publications, the impact of the publications and the distinctness rather than the number. However, the publications should not be less than Five (5).
4.3. Professor
To be promoted to a rank of Professor, the candidate should
(i) Have served at a rank of associate professor for a period of at least three years
(ii) Have at least satisfactory teaching and supervision appraisal
(iii) Should have supervised at least six graduate students to completion since promotion to the rank of associate professor
(iv) Show evidence of applying for and winning grants. The candidate should have won at least three grants or fewer grants with net value of at least USD250, 000
(v) Should show evidence growth in research and scholarship since promotion to the rank of Associate Professor. This should be by way of:
- Published Books;
- Published Book Chapters;
- Published peer reviewed conference proceedings; and
- Published journal articles
For b, c, d in (v) above, emphasis will be put on the technical strength of the publications, the impact of the publications and the distinctness rather than the number. However, the publications should not be less than Eight (5).
For purposes of equivalence, a published book shall be equivalent to three (3) journal articles provided:
(i) It consists of at least five (5) chapters;
(ii) Has an ISBN; and
(iii) It qualifies as a required textbook for a course at degree level in the same discipline the applicant is applying for either promotion or appointment.
- Type of Employment
Professors and Associate Professors shall be tenured. Senior lecturers and Lecturers shall serve on contracts of five (5) years and three (3) years respectively and are renewable subject to satisfactory performance.
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