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The University Transformation Programme (UniTP) Orange Book - Strengthening Academic Career Pathways and Leadership Development

PREAMBLE

Professors, lecturers and teachers teach students, inspire learning, and create and share knowledge, forming the backbone of Malaysia’s knowledge economy. The important roles and vital contributions of academic staff and institutional leaders in Malaysia’s HLIs are recognised in Shift#2 of the Malaysia Education Blueprint 2015-2025 (Higher Education) – MEB (HE). This Shift highlights the importance of developing, nurturing and supporting Talent Excellence among academic staff and institutional leaders via the New Academia Talent Framework (NATF).

The NATF model as shown in Exhibit 1 sets out a framework for creating talent ecosystems capable of nurturing excellence and leadership in teaching, research, professional practice and institutional leadership. The model aims to create holistic academics with baseline capabilities in core domains of scholarship such as teaching, research and management contribution, while nurturing and developing excellence and leadership in at least one of these core domains. The NATF model serves as the basis for the development of the Differentiated Career Pathways (DCP) framework for academic staff as presented in this UniTP Orange Book.

In formulating plans and developing guidelines for implementing DCP, it is important to understand the current implementation status at universities, and the level of awareness and acceptance among a cademics. Exhibits 2 to 5 discuss the results of a survey which show the support for the implementation of DCP a mong a cademic staff in local HLIs, where from a total of 5,144 respondents, 86% agree to the implementation of DCP. In addition, 46% see themselves as passionate educators and 30% see themselves as active researchers.

This book contains guidelines to support Malaysian HLIs in their efforts to develop the DCP framework for their academic staff. The objectives of this Orange Book are to:

  1. develop an understanding of the need to implement the DCP framework;
  2. help HLIs plan and implement DCP, taking into consideration the mission of their respective institutions; and
  3. provide HLIs guidance on leadership development strategies to support the DCP framework.