1. Enhancement of the staff quality Some remarks based on Slovak practise Enhancement of the staff quality Some remarks based on Slovak practise Jan Bujnak University of Zilina Slovakia

2. Story Continuous and systematic long-term process, Excellence of staff attracts brilliant, first-rate students and resources, University reputation Managed system of human resources should eliminate distrust, apathy and underlie a necessity of the process for improving quality of staff and student education process.

3. Formal requirements experience C.V. PhD degree Habilitation- Assoc. professor Inauguration - professor.

4. Others criteria students questionnaires, percentage of students drop out or passing examinations, evaluation by colleagues, self-evaluation used teacher portfolio or diary, partly joint lectures, evaluation seminars with students and teachers, alumni peer review, benchmarking methods, evaluation of teaching materials: books, textbooks, proceedings.

5. Measures open competition to tenured position, higher salaries lowering of teaching duties, awards of the teacher f the year, the best thesis of doctoral student etc. sabbatical for professional development, scholarships for taking part in research projects with foregn partners, Active participations in conferences

6. Others measures special programs for the enhancement of the staff quality Institute for Continuing education, e.g. in teaching technology, language courses, computer sciences and environmental policy. interpersonal cultural, leisure time activities and health program can additionally contribute to team building.

7. Staff Development Avisory unit Small team responsible for preparation and leading of request courses and training according to the needs of the staff: teaching and learning technologies, effective professional development, time & stress management, copyright regulations, curricula updating and coordination, enterpreneurs skills, international project and cooperation.

8. Personal interviews as a tool for the evaluation of non-teaching staff members to promote a dialogue between the management and administrative staff about employee needs and human resources development requirements the role of administration is important in providing conditions and resources available, to give clear idea of what our goals as an institution are, to stimulate professional development and to improve the quality of the work, they do

9. Problems result from a lack of consensus and conflicting views on: the agreed strategy and goals, changing in the working environments: competition among universities, shortcoming in funding, changes in legislation restrictive measure requirements on the internal development of the institution

10. Reluctance to co-operate caused by the following factors: Natural concern about the negative consequences of the changes: increased workload, complexity of new tasks Individual efforts to resist changes in working practices, Negative attitude to any process of change, even bringing benefits, Efforts to preserve the existing relations and processes within the institution, Inefficient, out-of-date communication systems

11. Forms: neglecting duties lack of mutual understanding team spirit complainants and refusing to fulfill responsibilities

12. Personal interviews on a individual basis The interviewees were asked: to give description of the work responsibilities, time allocation and its management, own estimates of the amount of time needed to carry out these duties, to characterize the style of work and suggest possible improvement, - to list tasks which are not part of the normal duties, - to look at personal relations at the workplace, -to analyze the working conditions and to suggest improvement, - to look at the own needs in terms of in-service training.

13. Thank You for Your attention. Have a nice workshop.