Developing our People

1996/97 was a busy and exciting year during which the Institute embarked upon a number of people-related projects which were significant in its development.

New staff structures ready

In anticipation of attaining university status, the Institute had drawn up new academic and administrative staff structures with reference to examples at other local universities. As a general principle, no serving staff member would become worse off in the conversion. An initial proposal was developed for staff consultation in February 1997. The final plan was ready for submission to the Council for approval in May 1997.

New Performance Management System adopted

As the only self-financing tertiary institution in Hong Kong, the Institute must ensure that staff performance is geared towards its missions and objectives. Following the adoption of a new performance-related pay scheme by the Council, a consultant was appointed to work closely with the Human Resources Unit to develop the necessary documentation and conduct staff training to support the implementation of the scheme in 1997.

Staff recruitment procedures revised

A revised set of recruitment procedures, which demonstrates better the rationale of the system, was put in place during the year under review. Complexities arising from legal changes in procedures for dealing with personal data, and equal opportunities legislation, were expected to have an impact on, but not necessarily limit, staff recruitment. Action was taken to address such issues.

Non-establishment appointments created

Although non-establishment appointments are temporary or part-time in nature, they form an important source of staffing support for the Institute. As a result of a review of the existing arrangements undertaken in 1996, new appointment categories such as visiting and fractional appointments were introduced to enable the Institute to exercise even greater flexibility in appointing people of good calibre at an affordable cost.

Celebrating the end-of-year banquet.

Key new staff appointed

Professor Danny Wong Shek-nam

To reinforce academic leadership and to promote research, two key appointments were made during the year. Professor Danny Wong Shek-nam, a seasoned academic and administrator and former Dean of the School of Business and Administration, was appointed to the post of Associate Director (Academic). The search for the Director for the Centre for Research in Distance and Adult Learning was completed and the

appointee, Professor O J Jegede, came on board in May 1997.

Professor O J Jegede

Mr Richard Armour, an experienced educational administrator who led academic planning at the City University of Hong Kong, joined the Institute as the new Registrar. Other appointments made in the same period numbered around 70.

In total, there was an increase of 47 positions in 1996/97, representing a growth of 12 per cent. As of 31 March 1997, the establishment stood at 378, including 82 academic and 100 administrative positions. The average vacancy and staff turnover rates were five per cent and 13 per cent respectively, which were similar to those of the previous year.

Mr Richard Armour

Academic profile improving

One-third of the academic staff at the OLI have doctoral degrees. The proportion is expected to rise in the foreseeable future when the PhD programmes being pursued by staff members are satisfactorily completed and when more new recruits are brought in under increasingly demanding academic criteria after the granting of university status to the Institute.

Staff training and development continued

The Institute continued its investment in people through staff training and development. Conference and seminar attendance was one of the major training and development categories supported by the Institute. During the year under review, about 150 attendances at local or overseas events were recorded. More than 20 duty visits to overseas institutions were also made in the same period, some of which were linked to conference attendance.

Christmas Party

To support staff learning, a small Self-learning Resource Centre was maintained by the Human Resources Unit to acquire self- learning materials for loan to staff. To further promote life-long learning by staff, the Institute started offering them a discount to enrol in its courses.

Apart from sponsoring more than 40 staff to attend local short courses, the Institute offered a wide range of tailor-made in- house training and development courses for managerial and clerical staff. To prepare staff for the transition in 1997, a training series, including Chinese language courses, Basic Law, and China Studies seminars, was launched. In addition, 21 staff were supported for study programmes leading to the award of formal qualifications.

A critical review of training of course coordinators was completed and the greater part of a new set of self-learning packages was developed. Staff coaching and training through a 'mentor' system and skills workshops were also included as part of the programme for course coordinators. A plan to review the training needs of part-time tutors was also initiated.

Christmas party singing contest

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