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HIGHER EDUCATION People Management Melanie O’Toole Director International Lincoln University Tel: 03 325 2811.

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Presentation on theme: "HIGHER EDUCATION People Management Melanie O’Toole Director International Lincoln University Tel: 03 325 2811."— Presentation transcript:

1 HIGHER EDUCATION People Management Melanie O’Toole Director International Lincoln University Tel:

2 Higher Education – People Management Agenda Definitions Why People are Important? Salaries and conditions Recruitment strategies Retention strategies Going Forward – Suggested Actions Resources & Information

3 What is Higher Education ? Higher Education is education developed and provided by public and privately funded universities, vocational universities (liberal arts colleges, community colleges) that award academic degrees for people between the ages of 17 to 80 years of age.

4 Characteristics of Higher Education Significant changes in the last 3 decades – elitist to mass education Funding subsidised by local and national governments/taxpayers Academics and Teachers – product developers and deliverers Multicultural and mobile work environments – particularly in academic ranks Gender imbalance – senior ranks, administration Salary and conditions – fixed, inflexible & less than the private sector.

5 New Zealand Higher Education – Working Environment How does it compare ? Singapore (pop: 4 mill) Australia (pop: 20 mill)

6 Pensions / Superannuation Singapore – 33% superannuation New Zealand – 0% superannuation Australia – 9-17% superannuation

7 Annual Leave Singapore – 42 days New Zealand – 20 days Australia – 20 days

8 Other Conditions Housing Subsidised tuition for family members Child care Elder care Office equipment – mobile phone, computer, software, internet Telecommuting Sabbatical Leave Parental Leave Staff emergency loans Car Allowance / Leasing Medical subsidies – dental, medical, optometry

9 War on Talent Issues Private sector salaries & conditions Prestigious university brands Geographic academe/research hubs Examples –Singapore – Biotechnology. –Melbourne, Australia – medical science

10 Recruitment Strategies Internet & Intranet Advertising Referral bonus Conferences –Advertising –Referral –Interviews

11 Retention Strategies Strategic & operational involvement Physical working conditions Family friendly work policies & practices Career Enhancing work policies & practices. E.g. job rotation, sabbaticals, planned career breaks.

12 Family Friendly Work Practices Singapore – onsite as well as subsidises for at home childcare Australia – telecommuting, job-sharing & job rotation, flexi-time.

13 Career Enhancing Work Policies & Practices Career breaks/sabbaticals for academic & non-academic staff E.g. University of Melbourne, Australia. Subsidised tuition rates for family members of staff – e.g. Monash University, Australia.

14 Suppliers Who are they? Supplier Relationship Management Systems Supplier Selection E.g. Waikato University. New Zealand made products Supplier performance management Payment & Incentives E.g. input to strategic plans

15 Going Forward – Suggested Actions Benchmark against local and international competitors Consult with staff & suppliers regularly and actively Involve staff & suppliers in planning Provide tangible, meaningful incentives.

16 Resources and Information Association of Commonwealth Universities Web: Association of Professional Engineers, Scientists & Managers Web: National Tertiary Education Union Web:

17 Where is Lincoln?

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