HIGHER EDUCATIONPeople Management

Melanie O’Toole

Director International

Lincoln University

Tel: 03 325 2811

Higher Education – People Management

Agenda

• Definitions

• Why People are Important?

• Salaries and conditions

• Recruitment strategies

• Retention strategies

• Going Forward – Suggested Actions

• Resources & Information

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.

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.

New Zealand Higher Education – Working Environment

How does it compare ?

• Singapore (pop: 4 mill)

• Australia (pop: 20 mill)

Pensions / Superannuation

• Singapore – 33% superannuation

• New Zealand – 0% superannuation

• Australia – 9-17% superannuation

Annual Leave

• Singapore – 42 days

• New Zealand – 20 days

• Australia – 20 days

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

War on Talent Issues

• Private sector salaries & conditions

• Prestigious university brands

• Geographic academe/research hubs

• Examples

– Singapore – Biotechnology.

– Melbourne, Australia – medical science

Recruitment Strategies

• Internet & Intranet Advertising

• Referral bonus

• Conferences

– Advertising

– Referral

– Interviews

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.

Family Friendly Work Practices

• Singapore – onsite as well as subsidises for at home childcare

• Australia – telecommuting, job-sharing & job rotation, flexi-time.

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.

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

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.

Resources and Information

• Association of Commonwealth Universities

• Web: www.acu.ac.uk

• Association of Professional Engineers, Scientists & Managers

• Web: www.apesma.asn.au

• National Tertiary Education Union

• Web: www.nteu.org.an

Where is Lincoln?