strengthening academic career pathways & leadership...
TRANSCRIPT
Mohd. Saleh Jaafar
Former Special Advisor and Consultant
Malaysia Education Blueprint 2015-2025 (Higher Education)
Strengthening Academic Career
Pathways & Leadership Development
MINISTRY OF HIGHER EDUCATION
1
Differentiated Career Pathways for
Talent Excellence
Implementing Differentiated Career
Pathways
Developing and Sustaining Leadership
Excellence
Way Forward
Introduction
Content
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Launched
in April
2015
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University Transformation Program
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Which academic pathway would
you prefer to be in?
How do you see yourselves?
agreed for implementation of
differentiated career pathways86%
Survey of 5,144 academics
Views from the academics
46
30%
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Approach in developing the book
Authors from mix of academics
and management
Collaborative engagement with
University Management
Multiple presentations to JKTNCs,
registrars, staff associations.
Town-hall sessions with university
board and top management
Multiple reviews from young and
senior academics
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Differentiated Career Pathways for
Talent Excellence
Implementing Differentiated Career
Pathways
Developing and Sustaining Leadership
Excellence
Way Forward
Introduction - Mandate
Content
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Talent excellence refers to a community of scholars who include inspiring
educators, accomplished researchers, experienced practitioners, and
transformational leaders.
Talent excellence is a critical contributor to institutional excellence
Aligning Talent
Aspiration to
Institutional Mission
Establishing a Talent
Ecosystem to Foster
Excellence
Embracing the
Changing Education
Landscape
Recognising Different
Attributes of Talent
Excellence
create a sustainable
and adaptive
ecosystem in
which talent can
thrive
A need for more
specialization in
roles with the
changes in HE
landscape and its
challenges
…and the levels of
excellence are of
equal merit and
stature for all
…motivate staff
to contribute in their
best areas of
expertise, while
ensuring
institutions
attain their
performance target.
The Importance of Building Talent Excellence
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Inspiring
EducatorExperienced
Practitioner
Institutional
Leader
With the right support, talent excellence can be nurtured along differentiated career pathways
Espouses clear
philosophy and theory
of T&L
Exhibits creativity and
innovation in T&L
Innovation that impacts
learning
contribution(s) to
leadership of T&L
community
Scholarship and/or
pedagogic research in
their subject area and/or
innovation
Demonstrate excellence
in R&I
Contribution(s) to the
body of knowledge
through research of
international standing
Ability to attract major
research grants
Impact of research on
community and society
at large (knowledge
transfer takes place)
Demonstrate excellence
in professional practice
Authority in the field of
specialization
Contribute & innovate for
development of
profession
Recognition of
excellence through
consultancy and service
activities
Leadership in the field
and community of
practice
Demonstrate excellence
in institutional
leadership
Lead and empower
institution to achieve
institutional and national
agenda
Demonstrate good
leadership attributes
A recognised figure at
national and
international levels
Accomplished
Researcher
Recognising attributes for different talent
excellence
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2Concept of Differentiated Career
Pathways
Current practices are mostly based on research output
DCP facilitate the development of a holistic academic with multiple
capabilities whilst nurturing excellence and leadership in one core domain
Excellence in teaching, research, field of practice and institutional leadership are
equally recognized and rewarded through Differentiated Career Pathways.
DCP would serve to:
Recognize the diversity of
talents, strengths and
interests of academics
Leverage and optimize on the
strength of academics, allowing
the creativity to be nurtured or
unleashed
Facilitate and spur institutional growth by
providing freedom and motivation to
academics to work on their passion and
interest
Retain existing talent and attract talent
from industry who may not fit traditional
academic criteria but have a wealth of
experience to bring to the university
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2Recommended Framework, Criteria and
Weightage for each Pathway
*This pathway is offered to academics who have been identified as transformative leaders and
served/serving as Head of Department / Center, Deputy Dean, Deputy Directors, Dean of Faculty /
School, Director of Institutes, DVC and VC of the institution.
General criteria for
assessment
Weightage for each pathway (%)
Teaching ResearchProfessional
Practice
Institutional
Leadership*
Teaching, supervision and
related activities50 – 65 20 - 30 30 – 50 5 – 10
Research, publication and
related activities20 – 30 50 – 65 5 – 10 10 – 40
Services/contribution/
practitioner and related
activities10 – 15 10 – 15 30 – 50 10 – 30
Management/leadership
related activities5 – 10 5 – 10 5 – 10 30 – 60
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2 The experienced practitioner
Professor of Practice The Professional
Practice Academics
Practitioners from Non-
academic Careers
These are distinguished experienced practitioners who are recognized for their contribution in their field of practice, both nationally and internationally.
They are of high reputation and remain at the frontier in their field. Examples of ‘professors of practice’ include:
Professor of business practice
Clinical professor
Professor of engineering practice
Academics who wish to develop their professional expertise through engagement with relevant sectors and industries, and for industry practitioners who wish to join academia as full timers.
The main responsibilities of academics in this pathway are services to the industry and community, and teaching/ innovation related to their field of expertise and unique professional experience
Experienced practitioners may not have traditional academic backgrounds and qualifications, but they possess a multitude of experience, apart from their regular practice.
These practitioners continue to stay active in their professional fieldswhilst being actively engaged with student learning and academic development
Practitioners who are skillful, proficient, expert and respected in their respective fields of practice will enhance learning
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2 Aligning talent aspirations to institutional
mission
Highly motivated academics will lead to high performing institutions
•Teaching
•Research
•Professional practice
•Community Engagement
•Entrepreneurial activities
•Administrative
DIVERSE
ACADEMIC
RESPONSIBILITIESROLE
SPECIALIZATION
Career satisfaction,
hence
Enhanced Professionalism
Differentiated Career
pathways,
hence
Differentiated Performance Management
Motivated,
Performing
Workforce
Agile,
High
Performing
Institution
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Differentiated Career Pathways for
Talent Excellence
Implementing Differentiated Career
Pathways
Developing and Sustaining Leadership
Excellence
Way Forward
Introduction - Mandate
Content
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Implementing Differentiated Career
Pathways
the critical elements for successful
implementation
Important aspects of the implementation of the Differentiated Career Pathways.
Estimated timelines for specific
activities in developing DCP
The roles of the various entities in
HLIs at different stages of
implementation
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the guiding principles 5
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3
1
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The recommended weightage for
each pathway
The percentage of academic staff
population in each pathway
Addressing challenges in aligning
staff aspirations to institutional
missions and objectives
Managing the transition
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Guiding Principles & Critical Elements
Guiding Principles
Excellence & Leadership
Alignment of Strategy & Structure
Collegiality & Respect for Diversity
Fairness & Mutual Benefit
Flexibility &
Growth
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3
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Career pathway simulation
simulate the right mix and proportion of
talent and also simulate for promotions
chances.
Institutional support
Recognize uniqueness of different
clusters or fields to set realistic
benchmark.
Facilitate staff to achieve his/her
performance targets or to shift to a more
suitable pathway.
Workload distribution
An annual workload distribution is
fair and equitable, in the spirit of
collegiality and respect.
Critical elements
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Engagement and timelines
Months
1-3
Months
4-6
Months
7-9
Months
10-12
Months
13-24
1st series of workshops
Collect and analyze
feedback
2nd series of workshops
Obtain approvals &
institutionalize pathways
Implement DCP
Create working groups to
draft preliminary
performance criteria and
indicators.
Discussion
Feedback
Analysis: Quantitative,
Qualitative
Redraft criteria based on
community feedback.
BOD Approval and
build HRM systems
for administration
Distribution of
option papers
HLIs need to fully engage all stakeholders in order to develop its own Differentiated Career Pathways.
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Recommended proportions for each
pathways
Category of
HLIs
Recommended proportion of academic staff in each pathway
(%)
Teaching ResearchProfessional
PracticeLeadership
Comprehensive 40~60 20~30 5~15 10~20
Research 20~30 40~60 5~15 10~20
Technical 30~40 30~40 15~25 10~20
Each HLI may determine the proportion of its staff in each pathway by taking into consideration its mission, objectives, strengths, and annual performance targets. The proportion could be determined through simulation of output with different percentages of staff in each pathway.
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Differentiated Career Pathways for
Talent Excellence
Implementing Differentiated Career
Pathways
Developing and Sustaining Leadership
Excellence
Way Forward
Introduction - Mandate
Content
1
2
3
4
5
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Developing and Sustaining Leadership
Excellence
The Qalb (Heart)-Guided
Leadership1 model
The Qalb (Heart)-Guided
traits and behaviours
Roles of HLIs
Roles of AKEPT
Focus areas of training
by HLIs and AKEPT
Recommended skill sets
for future leaders of
HLIs
Align values and
competencies requirements
Identify leadership pipeline
Nurturing leadership values
and competencies
Assess and appraise leaders.
Assess effectiveness of
leadership nurturing
programmes
Leadership
Values and
Competencies
Implementation
framework for
leadership
development
Roles of
HLIs and
AKEPT
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Qalb-guided leadership, values, traits and
behaviours
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Leadership Development Framework
Identify leadership
pipeline
Assess effectiveness of leadership
nurturing programme
Assess and appraise
leaders
Nurture leadership values and
competencies
Align values and
competency requirements
Commitment
and
Involvement
of
HLI
Leadership
Values
A2
A3A4
A5
A1
Adapted from: Peter E. E. M (2010), Understanding Succession Planning and Management
Efforts at Midwestern University : A mixed Methods Study: Dissertation for Doctor of
Education at Graduate College of Bowling Green State University.
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Recommended Skill Sets for Future
Leaders of HLIs
devising of the desired future position of HLIs, and the formulating of plans to realize
the excellent future of HLIs and difference it makes.
Foresight analysis is a complex adaptive systems thinking that refers to the process
of anticipating and identifying opportunities and threats for the future.
Leaders in HLIs should be equipped with the skill of dealing with policy shifts as
they engage directly or indirectly in planning and implementing phase.
Leaders in HLIs should develop their capability and power in influencing policies
within their organizations. This is very significant to HLIs as to prevail their relevant
of existence.
This capability should be imparted to the leaders in HLIs that are able to assess
risk or act in a such manner or advocate policies and procedures in avoiding and
minimising risk for the HLIs.
Financial management concerns with raising financial resources and the
effectiveness of financial utilization. Leaders in HLIs should ensure the financial
efficiency, effectiveness and sustainability in HLIs.
Foresight
analysis
Strategic
positioning
Dealing with
policy shifts
Influencing
policies
Risk
management
Financial
Management
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Differentiated Career Pathways for
Talent Excellence
Implementing Differentiated Career
Pathways
Developing and Sustaining Leadership
Excellence
Way Forward
Introduction - Mandate
Content
1
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Way Forward5
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UniTP Orange Book Authors
Prof. Dr. Awang Bulgiba Awang Mahmud, UM
Prof Dr. Rose Alinda Alias, UTM
Prof. Dr. Abd Karim Alias, USM
Prof. Dr. Nor Aziah Alias, UiTM
Prof Dr. Mohd Majid Konting, UPM
Dr. Amira Sariyati Firdaus, UM
AP. Dr. Mohd Rushdan Mohd Jailani, AKEPT
AP. Dr. Zafir Khan Mohamed Makhbul, AKEPT
Prof. Dr. Mohamad Kamal Harun, AKEPT
Dato’ Wan Azman Wan Omar, UPM
UniTP Orange Book Reviewers
AP Dr. Ahmed Razman Abdul Latiff, UPM
AP Dr. Raihanah Mohd Mydin, UKM
AP Dr. Alyani Ismail, UPM
AP Dr. Ismie Roha Mohammad Jais, AKEPT
Prof. Dr. Abdul Aziz Tajuddin, USM
Prof. Ir. Dr. Abdul Aziz Bin Abdul Raman, USM
Prof Dr. Azni Zain Ahmed, UiTM