STRATEGY FOR FACULTY AND STAFF DEVELOPMENT

(Until 2030, with Orientation towards AUN-QA International Accreditation)

1. STRATEGIC OBJECTIVES

Mandatory Goal (Qualification): The strategy aims to ensure that the percentage of faculty members holding a qualification of Doctorate (Ph.D.), Associate Professor, or Professor reaches over 70% by the year 2030.

Research Quality Goal: The Faculty commits to supporting its staff to achieve a minimum of 0.8 international publications per lecturer per year, specifically those indexed in the Scopus/ISI databases.

Management Goal: The objective is to build an efficient, innovative, and transparent working environment. This is to ensure that the entire team possesses the necessary capacity and competence to fully meet the AUN-QA international quality assurance standards.

2. STRATEGIC SOLUTIONS

2.1. Talent Attraction and Remuneration Policy

• Strategic Recruitment: Prioritize the recruitment of faculty members with Ph.D. degrees from prestigious international universities (top 500), focusing on key technological areas (Artificial Intelligence - AI, Robotics, Digital Mechanics, Digital Engineering).

• Attractive Policies: Develop superior compensation mechanisms for outstanding scientists, including research allowances, support for international publications, and allocation of time for in-depth research.

• Visiting Lecturers Recruitment: Invite experienced experts, Associate Professors/Professors from foreign universities, research institutes, or large corporations to participate in teaching, research supervision, and technology transfer, thereby enhancing practical experience.

2.2. Advanced Training and Capacity Building

• Postgraduate Training: Grant full scholarships or financial aid to young lecturers pursuing Doctoral degrees abroad, particularly in programs with a commitment to scientific publication, directly linking to the target of $0.8$ paper/lecturer/year.

• Research Capacity: Organize intensive training courses on scientific research methodologies, skills for writing international articles (Scopus/ISI), and rules on academic ethics, to elevate the quality of research output.

• Teaching Competence: Provide regular professional development on modern teaching methodologies, including the Outcome-Based Education (OBE) model, student-centered teaching approaches, and skills in utilizing technology (LMS, AI tools) in instruction, ensuring the internationalization of the curriculum.

2.3. Performance Management and Working Environment

• KPI Evaluation System: Implement a transparent and fair Key Performance Indicator (KPI) evaluation system, integrating three core pillars: Teaching (training quality), Research (publication quantity & quality), and Community Service.

• Salary/Bonus Alignment: Link KPI evaluation results with mechanisms for resource allocation, performance-based/job-position salary payments, and timely recognition/rewarding of excellent achievements.

• Innovative Culture: Cultivate a democratic working culture, encourage academic freedom, and provide the best physical and mental conditions for faculty members to focus on high-quality research and teaching.