Academic Staff Compensation Practices: The Case of Unity University
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Date
2002-06
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Addis Ababa University
Abstract
The main purpose of the study is to assess the academic staff compensation scheme of Unity
University in order 10 determine to what extent the system is market-driven and to what extent
it is built on the university's goals. The study employed descriptive survey research. 100
copies of a questionnaire were distributed among randomly selected teachers to gather both
qualitative and quantitative data on their affitude towards the compensation package and 68
of them returned. In addition, documents were consulted and the Human Resource Personnel
and the Academic Vice President of the university were also interviewed to solicit policy
information. The empirical analysis provided was based on survey responses and results were
displayed using tables. The result of the survey shows that the pay system of the university is
not or somewhat competitive with the local market and it doesn't enable the university to
affract, recruit, motivate and retain quality staff. It also reveals that the salmy and benefits
the staff receives is unfair, inadequate and unsatisfactory resulting in high turnover in the
university. The study also shows that the university doesn't have a unified and \Vel/established
performance appraisal system that renders enough information for determ ining
j ustifiedfaculty compensation.
Finally, the university is recommended to establish a comprehensive academic staff
compensation mechanism which represents a strategy for recruiting, attracting, retaining and
supporting high quality educators. In addition, the compensation system should be redesigned
to enable the university to encourage and reward peak pelformance and the
acquisition of new skills and knowledge.
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Keywords
Academic Staff Compensation Practices