Quality Standard 4: Human Resource and Development



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Scope:

The human resource provision is appropriate for the education and training services provided and takes into account the mode of provision used. The institution offers appropriate development programmes that equip the personnel to perform their tasks effectively.


Summary of Standard Criteria

  1. The human resource plan provides for recruitment and retention of qualified and skilled academic, professional, and administrative staff to meet the institutional strategic objectives.
  2. There are clear lines of responsibility and accountability within the institution, and the roles of staff are clearly spelt out.
  3. Appropriate staff training and capacity development programmes are in place.
  4. The workload allocation is appropriate for the mode of provision context and relates to the learning needs of the students enrolled in the respective programme(s).
  5. Quality of performance is recognised for selection and promotion of all categories of staff.
  6. There is an effective employee welfare system.

Quality Assurance Evaluation

Performance Measure Keys:
  • 0: Fails to meet criterion
  • 1: Unsatisfactory
  • 2: Marginal
  • 3: Good
  • 4: Excellent
Criteria Standards Performance Indicators Sources of Evidence Measure Motivation/Comments
4.1 The human resource plan provides for recruitment, retention and promotion of qualified and skilled academic, professional and administrative staff to meet the institutional strategic objectives. 4.1.1 Human resource planning forms an integral part of programme and course development and Institutional management. Corporate/Strategic Plan; Staff establishment for ODeL; HR Policies and Guidelines (Staff attraction, recruitment and retention; Promotion; Performance management, Career development, ODeL or eLearning policy 0 1 2 3 4
4.1.2 The institution has stated criteria for the recruitment, retention and promotion of academic and professions, administrative staff. Recruitment policy, Approved vs actual staff in position. Staff Promotion policy(ies)) 0 1 2 3 4
4.1.3 The recruitment and promotion processes are transparent Management Information System, recruitment, retention and promotion criteria policy documents. 0 1 2 3 4
4.1.4 The selection and promotion criteria give preference to candidates with experience and skills in ODeL or eLearning activities. HR Policies and Guidelines.
Job advertisements
Staff Promotion Policy(ies)		 0 1 2 3 4
4.1.5 The human resource plan maintains the student/facilitator ratios at the planned level and conforms to the standards of the regulatory agencies. Corporate/Strategic Plan;
Human Resources Plan
Workload Policy
Staff Profiles including individual workload, accreditation agency norms
Learning Management System
institution planning and human resource (HR) documents (including recruitment, retention, promotion, performance management, career development, records), individual staff profiles, MIS, national/accreditation agency norms. Policy on staff: student ratio 		0 1 2 3 4
4.1.6 The human resource plan provides for adequate numbers of teaching and administrative staff at the tutoring level to meet the needs of the learners. Teaching and learning policy; Corporate/Strategic Plan ,institution planning and human resource documents, individual tutor profile, MIS, national/accreditation agency norms,(actual facilitator/learner ratio recommend a Ratio of 1:30 to 50) 0 1 2 3 4
4.2 There are clear lines of responsibility and accountability within the institution and the roles of staff are clearly spelt out. 4.2.1 The roles and responsibilities of staff within the institution are clearly defined and every staff member is aware of his/her role and responsibilities through job descriptions and clear organization charts. Human resource development document, documented internal delegations and service statements, staff roles and responsibilities documentation, codes of obligations and rights, documentation of performance review systems, work norms, job description and organizational charts. 0 1 2 3 4
4.2.2 There is a justified workload distribution based on the time required by the concerned staff to complete the various assigned tasks (contact hours, tutoring, supervision of tutors, assessment etc). Work norms, performance and appraisal committee structure, Terms of Reference and minutes of meetings, appraisal forms and feedback methods; policies of self-appraisal, interaction with staff and Chief Executive Officer of institution. Workload Policy 0 1 2 3 4
4.2.3 There is an effective staff performance management and appraisal system which promote accountability and effectiveness of the staff in performing their activities. Work norms, performance and appraisal committee structure, Terms of Reference and minutes of meetings, appraisal forms and feedback methods; policies of self-appraisal, interaction with staff and Head of Human Resources of institution. 0 1 2 3 4
4.3 Appropriate staff training and capacity development programmes are in place 4.3.1 Teaching development programmes are provided at regular intervals to improve the skills, competencies and knowledge of teaching and tutoring staff as and when necessary and the professional development programmes are in line with the mode of provision used. Staff development training policy and plan; trainees feedback.
Programmes conducted and outcomes achieved
Training needs assessment report
Training and Development
Evaluation
Staff Appraisal Report
Annual Work plan
0 1 2 3 4
4.3.2 The institution has mechanisms in place to measure and ensure relevant skills and competencies of all cadre of staff. Institution’s planning and human resource document, staff development and training schedules; skills and competency audit/results. Planned observations, personnel files 0 1 2 3 4
4.3.3 The budget allocation for the staff development programme is sufficient to provide in-house and off-site training opportunities for staff. Financial information and management system, MIS, training budget allocations, staff development centre/unit/committee meeting minutes.
Training Report against planned activities		 0 1 2 3 4
4.3.4 There is provision for retraining and reskilling of staff in the use of equipment, facilities, and in all aspects of the application of appropriate technology as and when necessary HR policy documents; technology policy documents; technology committee meeting minutes, training in technology data and manual, interaction with staff.
Training records		 0 1 2 3 4
4.4 The workload allocation is appropriate for the mode of provision and relates to the learning needs of the students enrolled in the respective programme(s). 4.4.1 There is a justified workload distribution based on the time required by the concerned staff to complete the various assigned tasks (contact hours, tutoring, supervision of tutors, assessment etc.). Work norms, performance and appraisal committee structure, Terms of Reference and minutes of meetings, appraisal forms and feedback methods; policies of self-appraisal, interaction with staff and Head of Human Resources
Workload Policy		 0 1 2 3 4
4.4.2 Functional responsibilities of individual staff with regard to course development, course delivery, counseling, assessment, tutorial support, monitoring and management and administration of the system are clearly specified and communicated to all staff. Learning and teaching plan; curriculum and course development and accreditation policies, roles and responsibilities of staff; promotion and reward systems for staff; documentation of arrangements for teaching support; academic boards and review process, interaction with staff. 0 1 2 3 4
4.5 Quality of performance is recognised for selection and promotion of all categories of staff. 4.5.1 Performance Records are considered for selection and promotion of staff Human Resources Policy(ies);
Staff selection records;
Staff promotion records. 		0 1 2 3 4
4.5.2 The outcomes of performance evaluation are communicated to and discussed with the staff concerned with the aim of improving their performance. Acknowledgement of receipt of performance evaluation outcomes 0 1 2 3 4
4.5.3 The institution has a scheme for rewarding good performance by providing incentives, promotions, rewards, special benefits, research grants, and sponsorship.. Institutional planning and HR documents particularly policies for promotion, reward, tenure and performance management, minutes of management committee meetings, budget allocations, awards given. 0 1 2 3 4
4.5.4. There is an effective staff performance management and appraisal system which promote accountability and effectiveness of the staff in performing their activities. Work norms, performance and appraisal committee structure, Terms of Reference and minutes of meetings, appraisal forms and feedback methods; policies of self-appraisal, interaction with staff and Chief Executive Officer of institution. 0 1 2 3 4
4.6 There is an effective employee welfare system. 4.6.1 Conditions of service include welfare provision that responds to employee’s needs and is in line with country norms. policy documents, ordinance, act, service conditions, budgetary allocations, employer/employee union constitutions, roles and responsibilities of welfare unit staff.
Human Resource Policy
Staff Welfare Policy		 0 1 2 3 4
4.6.2 The organisational climate is conducive and cultivated to maximize work outputs by employees. Human resource development document, documented internal delegations and service statements, staff roles and responsibilities documentation, codes of obligations and rights, documentation of performance review systems, work norms and actual work profiles in use. 0 1 2 3 4
4.6.3 There is a designated unit to coordinate and monitor implementation of the various welfare schemes for staff. roles and responsibilities of welfare unit staff. 0 1 2 3 4
4.6.4 There is a well-documented mechanism for staff grievance redress. staff grievance policy and guidelines; evidence of implementation of the mechanism. 0 1 2 3 4
Quality Standard 3 Quality Standard 5