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Staff loss and retention at selected African universities : a synthesis report (Inglês)

A project was carried out to obtain information on academic staffing in seven African universities, and to analyze the factors influencing academic staff to leave universities in Africa. The report provides detailed analysis and comment on the data, and makes suggestions and recommendations for improvement and policy interventions. The essential factors for improved staff capacity are identified as economic growth and revival, greater autonomy for universities, and the development of diversified sources of funding so as to remove the total dependence of universities on governments for funding. A wide range of staffing policy options are suggested, with the only viable way forward possibly being a "trade-off" between high, competitive salaries, or maintaining existing conditions which provide good leave and travel benefits (in practice as well as theory), a relaxed working environment, and a general lack of accountability. Strong leadership is essential, and reinforced and restructured university personnel offices and programs are crucial. The research environment is vital for viable academic staff recruitment and retention, particularly at the more senior levels, and a number of policy options for the achievement of an improved research environment are proposed. Other areas requiring attention for successful staff retention, in addition to salaries, are a means to obtain housing and vehicles, and an urgent improvement in university facilities.


  • Autor

    Blair, Robert, Jordan, Josephine

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  • Região

    África, América Latina e Caribe,

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  • Nome do documento

    Staff loss and retention at selected African universities : a synthesis report

  • Palavras-chave

    academic staff;study period;african education;african universities;data on student;income earning activity;number of women;leave of absence;recruitment of woman;proportion of female;lack of accountability;bilateral development agencies;country of residence;qualified academic staff;deterioration in quality;proportion of woman;institutional management capacity;source of funding;recruitment of staff;subject area;capacity loss;staff retention;university staff;staff development;donor agencies;university facilities;research environment;student population;academic career;Higher Education;education budget;teaching staff;working condition;endangered species;cluster analysis;physical science;remuneration package;institutional staff;career path;local contract;occupancy rate;skilled staff;study leave;short supply;tertiary institution;research opportunity;research group;teaching opportunity;world economy;open market;Equal Opportunity;academic position;hard currency;female rate;biological science;budget target;heavily dependent;Social Sciences;veterinary medicine;computer science;job opportunity;job opportunities;special leave;animal science;living cost;staff position;job description;regular staff;university study;postgraduate student;primary data;literature review;statistical evidence;gender composition;age pattern;data request;political condition;role models;Brain Drain;collected data;salary levels;personnel management;academic program;business administration;good performance;accountability mechanism;effective monitoring;professional discipline;private tutoring;present study;external condition;structural adjustment;academic rank;environmental science;university community;policy option;economic stagnation;competitive salary;Staff policies;staff capacity;budget share;government budget;promotion route;real wage;student unrest;government intervention;university leadership;university governance;demographic analysis;advanced training;professional experience;information theory;representative sample;



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