SDG8: DECENT WORK AND ECONOMIC GROWTH
Introduction
The regulation of the affairs of the Saudi universities staff members and their equivalents was issued by the decision of the Higher Education Council No. (4/6/1417) adopted at the sixth session of the Higher Education Council held on 26/8/1417 H. Council of Ministers Chairman of the Council of Higher Education under the directive telegram No 7 / b / 12457 on 22/8/1418 AH, and the decision of the Higher Education Council No. (4/6/1417), which read: Fifteenth of the system of Higher Education Council universities litigation that the Council issued regulations governing the affairs of employees Functional universities Saudis and contractors, including faculty members, including salaries and bonuses and allowances, after their preparation by both the Ministry of Higher Education and the Ministry of Finance and National Economy General and Civil Service Bureau.
Upon review of the memorandum of the General Secretariat of the Higher Education Council on the subject and a copy of the draft regulations governing the affairs of Saudi university employees of the faculty, the decision is as follows:
“Approving the regulations governing the affairs of Saudi university staff members and their equivalents in accordance with the form attached to this resolution.”
The Ministry of Labor and Social Development is the main agency that administers workers’ policies in the Kingdom. These include rules for residence permits, recruitment expenses, working hours, and other concerns that every employer and employee should know.
Qassim university, represented by the deanship of Human Resources, relies on the regulations governing university employees’ affairs, including faculty and members. Qassim university is also committed to the kingdom’s civil service system in its laws and regulations related to employees and administrators.
These laws and regulations clarify the civil service provisions, including salaries, bonuses, allowances, compensation, and other benefits, after being prepared by the ministry of education, the ministry of human resources and social development, and the ministry of finance.
The Charter of Rights and Ethics aims to provide all professors, staff and students at Qassim University with clear standards of conduct. Everyone acknowledges their knowledge and understanding of the Charter and its procedures as well as the consequences of violating any of these standards. Violations may be of an academic or non-academic nature. All those who attend activities outside the University as their representatives to attend academic or non-academic activities are subject to the same disciplinary action in case of violation of the Charter. Based on the vision, mission and values of Qassim University and the pursuit of the best image, the University expects Qassim University students to follow the highest standards of behavior, and adhere to them in their dealings with their professors, colleagues, faculty and staff of the university and the university community in general and vice versa. The University also expects its students and staff to act maturely and responsibly in their relationship with each other. Each faculty member, administrative body, students (male/female) are expected to sign a copy of the charter, which will be placed in their individual files. Violators of this charter will be held accountable for their actions and will face disciplinary actions that could go to the level to the termination or dismissal from Qassim University. A copy of the charter is available via the University's website.
The Deanship of Human Resources is one of the distinguished supporting deanships at the university, which contributes effectively to raising the level of services for employees and achieving their satisfaction in accordance with the quality standards required to support the vision and strategy of the university, which in turn is in line with the vision and objectives of the Kingdom 2030.
Vision
Excellence nationally in providing advanced integrated services to faculty and staff in a stimulating environment.
Mission Statement
Providing its services to the university employees with high quality and skill in a way that contributes to the achievement of the university's orientations towards excellence by creating and enhancing a work environment that supports positive change.
Objectives
Contribute to the efforts of the university towards attracting, motivating and maintaining the best human competencies.
Benefit from electronic systems in facilitating and developing work procedures and shortening them in a way that achieves and enhances the satisfaction of university employees.
Striving to achieve the highest levels of integrity and conduct all transactions of university employees in a fair and transparent manner in accordance with the laws and regulations in order to achieve equality.
Applying the highest levels of quality systems in all administrative dealings in the Deanship.
Contribute to the creation of a creative work environment that helps to raise the levels of job satisfaction of university employees and contributes and enhances the pursuit of university employees towards excellence.
The Quality Management System (ISO 9001:2015) is an international standard dedicated to Quality Management Systems (QMS). It aims to improve the quality of any organization/organization/department looking to provide services that consistently meet the requirements and expectations of customers in the most efficient way.
Since the Deanship is an Executive Administrative Deanship that performs a large number of procedures that serve all employees of the University, the aim of the implementation of the Quality Management System (ISO 9001:2015) in the Deanship is to assist the Deanship in improving its overall performance, managing all processes, resources, assets and cultural values that support the goal of beneficiary satisfaction and organizational efficiency and this is an integral part of the University's sustainable development initiatives.
Benefits and objectives of the implementation of the quality management system and the Deanship obtaining the certificate (ISO 9001:2015):
Analyze and adjust all the operations of the Administrative Deanship in accordance with an international standard.
Documenting all procedures of the Deanship, organizing work and recording all employment events.
Create a quality guide for the Deanship and apply a reference element for all administrative processes in the Deanship.
Increase efficiency through the implementation of processes and procedures based on a focus on quality.
The Deanship's ability to continuously meet the requirements of beneficiaries, as well as legal and regulatory requirements.
Focus on enhancing the satisfaction of beneficiaries at the university by understanding the needs of the beneficiaries and minimizing errors.
Dealing with risks and opportunities related to the context and objectives of the Deanship.
Ability to highlight its compatibility with the requirements of a specific quality management system.
International recognition and improvement of the image of the Deanship and the University.
Improve decision-making by detecting and identifying problems in a timely manner.
Apply a culture of continuous improvement by including a structured approach to identifying and exploiting opportunities for improvement.
Stages of qualification for certification (ISO 9001:2015):
Obtaining ISO 9001 Certificate requires planning, commitment and support, through the following:
Stage of signing with the partner (certification body):
Selecting and appointing quality representatives in the Deanship so that this team has the authority to establish and follow up the system and contact external parties regarding the system, and the Deanship/University selects and contracts with the partner (certification body) for audit, review (independently) and then grant the certificate.
Gap Analysis:
This is followed by a gap study (studying the extent to which the facility complies with ISO requirements) in accordance with ISO standards, issuing a report and developing an implementation plan to remedy the gap.
Training and awareness phase of the system:
Develop and implement an awareness training program for employees and administrators within the Deanship on the quality management system that conforms to ISO standards.
Application Phase:
Implement the executive plan, develop documents and prepare all the Deanship's systems and procedures in order to conform to ISO standards.
Forming a team specialized in applying quality management standards to ensure the desired results.
Develop a detailed plan outlining each one's role, responsibilities and time frame for each task.
Audit and Internal Audit Phase:
Conduct an internal audit and detect and remedy non-conformities by means of considered corrective actions.
The Quality Assurance and Planning Unit of the Deanship shall make periodic follow-ups and reviews planned for the Deanship and its implementation of the system and the plan developed and solve the problems of implementation until the Quality Assurance Unit is assured of the Deanship's conformity with the management system and its requirements contained in the ISO standards.
Final Evaluation and External Audit Phase:
The contracted certification body, in coordination with the representative of the Deanship, arranges appointments for external evaluation and audit.
ISO Certification Stage:
After the external audit process, the certification body grants the Deanship ISO 9001 Certificate, which is subject to periodic audit by the certification body to ensure the continuity of the Deanship's compliance with ISO requirements.
Industry & Partnership
The University has concluded many agreements with local and international universities and research centers to exchange and benefit from joint scientific research that enables faculty members and graduate students to benefit from the expertise of researchers in those centers and universities. The following table shows the arrangements for the cooperation of Qassim University with other educational institutions to implement the partnership in scientific research.
Schedule the arrangements for the university's cooperation with other educational institutions to apply the partnership in scientific research.
University of Economics and International Trade of China
Beneficiary College: Faculty of Arabic Language.
Contract Duration: Two years.
Date of signing the contract: 2010.
Name of the Agreement: Services contract between Qassim University and China University of Economics and International Trade.
Areas of cooperation: Dispatch faculty members and facilitate the admission of a number of qualified students.
University of Durham UK
Beneficiary College: International cooperation.
Contract Duration: 3 years.
Date of signing the contract:15/11/2011.
Name of the Agreement: Public Services Contract between International Cooperation at Qassim University and Durham University.
Areas of cooperation: A general decade of expertise, knowledge, development and training in professional services, curricula, strategic planning and graduate programs are provided to raise the efficiency of faculty members.
Shenzhen Chinese Medical University
Beneficiary College: Faculty of Medicine.
Contract Duration: Two years.
Date of signing the contract: 01/04/2010.
Name of the Agreement: Services contract between Qassim University and Shenzhan Medical University.
Areas of cooperation: Dispatch of faculty members from the Faculty of Medicine for training at Shenzhen University.
Stanford University
Beneficiary College: Faculty of Medicine.
Contract Duration: Two years.
Date of signing the contract: 15/04/2010.
Name of the Agreement: Services contract between Qassim University and Stanford University.
Areas of cooperation: Offering courses in medical research.
Huazeng Agricultural University of China
Beneficiary College: Faculty of Agriculture and Veterinary Medicine.
Contract Duration: Two years.
Date of signing the contract: 03/11/2010.
Name of the Agreement: Services contract between Qassim University and Hozang Agricultural University.
Areas of cooperation: Transfer of appropriate techniques and knowledge for the development of science and research.
University of Maastricht Dutch
Beneficiary College: Faculty of Medicine.
Contract Duration: 3 years.
Date of signing the contract: 01/04/2011.
Name of the Agreement: Services contract between Qassim University and Maastricht University in the Netherlands.
Areas of cooperation: Exchange of faculty members between the two universities.
Beijing University of Health in China
Beneficiary College: Faculty of Medicine.
Contract Duration: Two years.
Date of signing the contract: 27/10/2011.
Name of the Agreement: Services contract between Qassim University and Peking University Health Sciences Center.
Areas of cooperation: Assistance between the two parties in the development and research training in the fields of biotechnology.
Partnership with SABIC:
SABIC funds some of the University's research annually.
Research funded by SABIC:
In 1428 AH there are (16) researches. Completed (13) researches, and ongoing research (3) researches.
In 1429 AH there were (15) researches. Completed (14) researches, and ongoing research is one research.
In 1430 AH there were (14) researches. One research has been completed and 13 ongoing research papers have been completed. - In 1431 AH number (arbitration is still ongoing).
Zara visited her suite and confirmed the excellence of her positive participation. Minister of Higher Education and Saudi Ambassador Praise Qassim University's Effectiveness on Career Day in Washington.
H.E. the Minister of Higher Education, Prof. Dr. Khalid bin Mohammed Al-Anqari, and the Saudi Ambassador to the United States of America, Mr. Adel Al-Jubeir, praised the active participation of Qassim University in the activities of the Career Day for Saudi graduates in America, which was held recently in Maryland, USA.
During their visit to the University's pavilion at the Career Day exhibition, His Excellency and the Saudi Ambassador stressed the importance of the active participation of the parties participating in such a demonstration through the serious desire to attract the sons and daughters of the country to work for them, praising what was shared with them by the Vice President of the University and the head of the participating delegation, Prof. Dr. Abdul Moneim bin Ibrahim Al-Abdul Moneim of the figures that culminated in the university's participation in the Career Day last year, which is represented in the employment of more than forty graduates in addition to the university's determination to expand the circle of polarization this year with the goal of upgrading The University's march and outputs by raising the efficiency of faculty members by striving to attract distinguished people in all disciplines.
The Undersecretary of the Ministry of Higher Education for Scholarship, Dr. Nasser Al-Fozan, also praised the university for its active presence and success in drawing attention to it through the establishment of a distinctive and integrated pavilion, wishing the university success in its scientific career, stressing that the establishment of career days requires an active presence by higher education institutions and government and private sectors, which is what we have seen from the participants in the events, where the serious desire to attract qualified Saudi competencies in the most prestigious universities in America and other countries of scholarship.
The Director of the Department of Relations and Information at the Ministry of Higher Education, Dr. Mohammed Al-Hizan, stressed that active participation is the demand of the Ministry and what it seeks through these demonstrations, which contribute to opening channels of communication between higher education institutions and job seekers, praising the presence of the Qassim University newspaper in this forum, pointing out that the pages of the distinguished newspaper reflected the activities of the university, its programs and achievements with professional media templates.
For his part, the Vice President of the University, Prof. Dr. Abdul Moneim Al-Abdul Moneim, appreciated the interest of the Ministry of Higher Education, the Cultural Attaché and the Saudi Embassy in the United States of America, stressing that the Custodian of the Two Holy Mosques Scholarship Program reflects an insightful vision for the development of national competencies, pointing out that he would not have achieved these remarkable successes if he had not had this attention and follow-up by these actors, appreciating the support of His Excellency the Rector of the University, Prof. Dr. Khalid bin Abdulrahman Al-Hammoudi, for everything that would improve the University.
Dr. Al-Abdul Moneim pointed out that the university's pavilion received more than 1500 graduates who have the desire to work at the university, where 500 of them were interviewed to complete the conditions, the most important of which is the continuity of the graduate in the same specialization (bachelor - master - doctorate), and the percentage of graduates is estimated to be more than 60% of the total applicants to the university in the exhibition, of which almost 10% of their specialties are rare (medicine - pharmacy - science), pointing out that the university will work during the coming period to study the files of applicants and applicants through the colleges and departments concerned and then will be communicated With graduates to be appointed to the university, God willing.
More than 75 beneficiaries, the University offers its employees training programs.
Information and Communication Center:
The University has intensified its training programs provided by the Deanship of University Development at the beginning of each academic year for faculty members and employees, with the aim of developing their performance and upgrading the administrative performance of its units in accordance with modern scientific and training methods, as well as supporting faculty members and raising their efficiency in the fields of teaching, scientific research and community service, and this comes within the framework of the Deanship's quest to achieve leadership in the development of university performance, and excellence locally and globally in the development of human resources and building a knowledge society.
From this point of view, the Deanship has provided a number of preparatory programs offered by a group of distinguished faculty members at the university, the most prominent of which was: the training program to prepare new faculty members, which lasted for five days, in the presence of 50 new faculty members, as well as lecturers, lecturers, assistants and assistants, in addition to those who had the desire to join the program from the old faculty members.
The University, represented by the Center for Leadership and Capacity Development, concluded on Thursday, 8/1/1442 AH, the orientation program for new faculty members "remotely", which lasted for two days, and benefited 77 faculty members of the university, including 46 men and 31 women, where the program was implemented through the Blackboard platform, with the aim of introducing the new faculty members of the university to their role and tasks, and ways to benefit from all the resources of the university and its capabilities that help members to provide the best means in the university The educational and research process, community service and professional development.
The program also included a visual presentation about the university to highlight the most important achievements of the university and the various programs of the center to introduce them, while the Deanship of Human Resources presented a number of important things that benefit the new faculty members of the university, in addition to a paragraph on scientific research, its mechanisms and methods presented by the Deanship of Scientific Research, as well as a paragraph on quality and accreditation standards for the university presented by the Deanship of Development and Quality.
For its part, the Scientific Council of the University presented on the second day of the program an explanation of the procedures and regulations, and the Deanship of Library Affairs presented a paragraph on ways to benefit from the library and search engines, in addition to a visual presentation on the Blackboard presented by the Deanship of E-Learning, while the College of Sharia represented by the Department of Systems presented a paragraph on human rights culture.
Through the implementation of such programs, which derive from the actual needs of the University's employees, the Center for Leadership and Capacity Development at the University contributes to the achievement of the University's vision and the implementation of its mission and objectives within the framework of its established values, as well as in support of the efforts of its employees, enriching their abilities and improving their performance, based on a knowledge base derived from scientific and technological innovations and the increasing accumulation of knowledge in all fields.
H.E. the Minister of Human Resources and Social Development, Eng. Ahmed bin Sulaiman Al-Rajhi, praised the efforts of Qassim University in the project of periodic measurement of job engagement 2019, through which the university achieved advanced results in two of the evaluation criteria adopted in the project questionnaire, namely: (Percentage of response of the entity's employees - Percentage of sustainable job engagement 2019).
Al Rajhi thanked and appreciated His Excellency Prof. Dr. Abdulrahman bin Hamad Al-Dawood, President of the University, and all its employees for the efforts exerted and active participation in the periodic measurement questionnaire of job engagement, which resulted in the university obtaining high results in the standard of sustainable job engagement in 2019 by (81%) of the category of educational and training entities, in addition to the efforts exerted by the university by obtaining high results in the result of measuring the standard of response rate of the entity's employees for 2019 by 51%.
The project aims to identify aspects that contribute to correcting future strategic paths to raise the level of effective professional engagement, and achieve the highest levels of satisfaction between employees and their destinations, which is one of the main pillars to raise the level of performance in all sectors, government institutions and others, and it also serves as a relationship and mutual partnership that is based on instilling loyalty in the employee and urging him to do his best to achieve the objectives of the organization to which he belongs, by investing the human element through encouragement, training and qualification. Scholarship, development, talent management, providing a distinguished work environment, and other factors that benefit the work environment, gain employee satisfaction and raise the percentage of his association with his employer.
Qassim Gradautes Employability Statistics
After the end of each academic year, Qassim University conducts its own Employability Survey for University Graduates, this survey collects data on the employment outcomes of university graduates. The survey is conducted at the end of each academic year and is designed to provide information on the labor market outcomes of university graduates. The survey covers a wide range of topics, including employment status, employment sector, job satisfaction, and earnings.
