News

“Our goal is to provide our academic community with not only the tools they need but also the environments in which they can thrive.”

At a visit to Kenya in July 2024, the Vice Provost for Academic Personnel, Fred M. Nafukho delivered a keynote address at Kenyatta University entitled: incentivizing and empowering women faculty scholarship in Kenya. During the trip, Nafukho met with the Kenyatta University Leadership team comprised of Prof. Waceke Wanjohi, Vice Chancellor, Prof. Nelson Wawire, Deputy Vice Chancellor for Administration and Finance, Prof. Caroline Thoruwa, Deputy Vice Chancellor for Research, Innovation and Outreach, and Prof. Grace Bunyi, the Registrar for Corporate Affairs.

At the University of Nairobi, he met with the Prof. Stephen Kiama, the Vice Chancellor and the UW Alumni Network faculty working at the University of Nairobi, Kenya Medical Research Institute, Kenyatta National Hospital Training, Research and Innovation Center and Jomo Kenyatta University of Agriculture and Technology. The UW alumni present included Prof Ruth Nduati, Dr. Dalton C. Wamalwa, Dr. Alfred O Osoti, Dr. Kenneth Ngure, Dr. Elizabeth Bukusi, Dr. Nelly R Mugo, and Dr. John Kinuthia.

Dr. Nafukho’s conversation with the Vice Chancellor of the University of Nairobi, Prof. Stephen Kiama centered on the intricate relationship between leadership, governance, and the sustainable social impact of higher education institutions. Their discussions highlighted how the frameworks within which universities operate can significantly influence their ability to innovate and grow. Effective leadership, as Dr. Nafukho emphasized, is grounded in the notion that informed decision-making should be based on governance structures that empower students, faculty, and staff.

“Our goal,” Dr. Nafukho noted, “is to provide our academic community with not only the tools they need but also the environments in which they can thrive.” This vision speaks to the broader objective of academia—to promote inclusive and equitable learning opportunities for all. However, achieving this requires more than just policy changes; it demands a proactive approach that includes interdisciplinary research, global collaboration, and innovative strategies that look beyond the immediate future.

Reflecting on the visit, Dr. Nafukho expressed his appreciation for the warm reception from the University of Nairobi community: “Thank you to Vice Chancellor UoNBI, Professor Stephen Kiama, the UW alumni network at the University of Nairobi, and the faculty and staff for your warm welcome and reception. I’m honored to be part of this ongoing partnership and continuing our innovative conversation about effective leadership, governance systems, and the impact of empowering faculty and staff.”
The visit also celebrated the ongoing partnership efforts between faculty members, with special recognition given to UW alumni: Professors Ruth W. Nduati, Dr. Dalton Wamalwa, Dr. Nelly Mugo, Dr. John Kinuthia, Dr. Kenneth Ngure, and Dr. Marianne Mureithi for their contributions. Their work exemplifies the collaborative spirit needed to drive these initiatives forward and confirms UW’s global impact. As HEIs navigate the complexities of today’s educational landscape, the insights shared by Dr. Nafukho serve as a reminder that leadership, when grounded in effective governance, can be a powerful catalyst for change. By fostering environments where innovation and collaboration are not just encouraged but embedded in the institutional culture, universities can continue to be beacons of learning and development for generations to come.

Changes to Administrative Academic Ranks

To support the revisions to EO59, specifically related to the use of the Administrative Duty Supplement (ADS), three new academic ranks in the Administrative track will be added in Workday: Medical Director; Center/Institute Director; and Major Unit or Program Administrator. Details of the requirements and usage of these titles can be found on the Administrative Appointments section of the Academic Titles & Ranks pages.

Other updates and additions include:

• Acting/Interim versions of the new administrative academic ranks will also be created.
• Existing Acting and Interim ranks and job profiles are being updated to include both terms (e.g. Acting/Interim Dean)
• Associate level administrative titles are being updated to include the term “Vice”, which is used in many units but is not currently reflected in the inventory of administrative academic ranks (e.g. Associate/Vice Dean)
• Chair and Director academic ranks are being consolidated, as they are used for faculty with administrative responsibilities in academic units at the same level (e.g. Chair – Director, Associate/Vice Chair – Director)

Academic ranks impacted by the consolidation will be inactivated in winter or spring quarter after we’ve had a chance to move any faculty in those titles into one of the new academic ranks.

Roster Percent Changes

The policy governing changes in roster percent (also frequently referred to as appointment percent or regular FTE) has been revised to give faculty greater flexibility to increase their contracted effort either permanently or on a limited basis. This revision will be a welcome change particularly to multi-year faculty and their units who have had to either wait until reappointment to change their effort or guarantee funding for the change through the remainder of the multi-year contract.

Key changes and features associated with the implementation of the revised policy include:

• Increases can be permanent or temporary
• Decreases are allowable only after exhausting LWOP eligibility
• New Roster Change Request form

Visit the OAP Roster Percent Change webpage for details. A new form reflecting the policy change will be available in September.