Page 28 - DUT Annual Report 2020

Key Performance Indicators
Target Year 2019
Audited 2019
Target Year 2020
Achieved 2020
Perfor- mance
Reasons for Deviation
UNDERGRATUATE OUTPUT BY SCARCE SKILLS
Success rate
83.0%
86.2%
85.0%
87.0%
The 2% increase in overall success rates requires deeper analysis for understanding, given the disruptions to the academic year due to the impact of the COVID-19 pandemic. In addition to data provision for staff and students at institutional level to enable remote teaching and learning, several faculties put in place other support measures, including couriering printed notes to students, providing learning material on Universal Serial Bus (USB) and setting up WhatsApp learning groups. The Centre for Excellence in Learning and Teaching (CELT) provided technical support to staff and students, as well as professional development in online teaching, learning and assessment pedagogies.
EFFICIENCY: INSTRUCTIONAL/RESEARCH PROFESSIONAL STAFF
Headcount
of permanent instructional/ research professional staff
686
609
680
672
Within the 2% accepted deviation range.
FTEs of instructional/ research professional staff
762
709
755
741.2
There is a concerted effort to recruit suitably qualified and experienced instructional and research staff.
% staff with doctoral degrees
24.1%
31.70%
29%1
31.40%
There has been a great improvement due to various support initiatives for staff to obtain their doctoral qualifications, such as the doctoral mentorship programmes and research methodology and supervision workshops.
Ratio of FTE students to FTE instructional/ research staff
29:1
37:4
30:1
36:1
The number of instructional and research staff has not increased at the same pace as the growing student enrolment numbers. Further, the University exceeded its enrolment targets for 2020, thus exacerbating the situation.
There were 59 vacancies and 3 new posts for 2020. Had all these positions been filled, this would equate to an additional FTE of 55.8, resulting in:
• Instructional and research staff FTEs - 797
• Ratio of FTE students to FTE instructional/
research staff – 34:1
This would not have changed the performance achievement but would have put the University in a stronger position in moving towards the desired status.
RESEARCH OUTPUT
Publication units per FTE staff
0.30
0.44
0.34
0.64
There has been improvement in staff productivity and the quality of reporting. On a strategic level the implementation of performance management and linking rewards to performance has assisted.
Publication output
230
353.29
260
485.16
Despite minimal access to campus, we continued supporting our researchers to access the laboratories to do their research. Also, a number of writing workshop with specific outcomes on journal articles to be submitted were arranged.
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DURBAN UNIVERSITY OF TECHNOLOGY ANNUAL REPORT 2020