Academic Staff Compensation Practices: The Case of Unity University

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Addis Ababa University


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.



Academic Staff Compensation Practices