_{By Dr. Irene Rebecca Namatende}

1.0 BACKGROUND 

A team of four members of staff from the College of Health Sciences (CHS), Makerere University undertook an official benchmarking visit to the University of Cape Town (UCT) from 19^th to 26^th April, 2026. The four are members of the Quality Assurance, Gender Mainstreaming and ICT Committee-CHS. The delegation comprised two academic and two administrative staff led by the Dean, School of Dentistry, Prof. Annet Kutesa. Other members included;

1. Dr. Irene Rebecca Namatende – Quality Assurance Officer-CHS
2. Dr. Kalidi Rajab – Lecturer in the Department of Pharmacy
3. Mr. Bataamye Herbert – CHS Registrar.

The primary purpose of the visit was to benchmark Quality Assurance (QA) systems in teaching, learning, and governance; strengthen institutional collaboration; and explore opportunities for academic exchange and joint initiatives between Makerere University and the University of Cape Town.

1.1    Purpose of the Visit to UCT was

1. To gain an understanding of institutional QA frameworks at UCT across teaching, research and governance, and identify adaptable best practices for Makerere University.
2. To explore effective strategies used by UCT to design, monitor, and continuously improve academic programmes, ensuring relevance, consistency, and excellence.
3. To learn from UCT’s experiences and approaches to national and international accreditation processes, including preparation, documentation, and stakeholder engagement.
4. To examine mechanisms for fostering staff engagement, ownership, and accountability in QA and continuous improvement processes.

2.0 Key Areas Covered During the Visit

2.1 Quality Assurance Systems

The visit explored the institutional quality assurance framework at the University of Cape Town, focusing on its structured approach to academic quality management. Emphasis was placed on clearly defined QA units, robust monitoring and evaluation mechanisms, and the integration of quality assurance processes into routine academic delivery and programme oversight. Discussions also highlighted systematic approaches to curriculum design and periodic review, ensuring alignment with accreditation standards and evolving educational needs.

We found that QA frameworks at UCT cut across teaching, research and governance. Here below are some of the key findings;

• All programmes must be approved by the Council of Higher Education, Quality Regulation Framework.
• All programmes must be accessible to the Council of Higher Education (CHE).
• The Academic Programmes at UCT are reviewed after every 5 years.
• Every programme goes through detailed evaluation before approval.

• Support Staff are also interviewed before appointment into university service.
• Each programme must be accounted for by UCT to the Councils
• Comprehensive information for each programme is required by the Councils before approval is given.
• It is important to have integrity of qualifications and qualification of programmes.
• After O. Level the students sit for a National Benchmark Test.

2.2 Governance and Leadership

The visit provided insights into transparent and participatory governance structures that support effective decision-making. There is a strong emphasis on staff engagement, accountability, and leadership at different institutional levels. A culture of continuous improvement is embedded within governance systems, supported by regular review and feedback mechanisms.

2.3 Teaching and Learning

The discussions further highlighted the institution’s diverse student assessment methods and structured feedback systems, alongside the effective integration of digital technologies to enhance teaching, learning, and student engagement.

Here below are the key outcomes;

• Every Course unit exam should be moderated by an External Moderator.
• The external moderator is appointed at the beginning of the year.
• The external moderator makes recommendations.
• These recommendations are in form of policies.
• Ensure overall examination preparedness for all students
• The template for external moderation is revised regularly.
• The moderators also assess if, the exams are fair or not.

Conclusion:

Key Takeaways

• The promotion ladder at UCT is more on the Competences, individual contributions on supervision, publications, community service and experience.
• QA is embedded in every unit and department.

We thank the Principal, College of Health Sciences and CMT for the support that facilitated this benchmarking visit.

Makerere University, Uganda’s premier institution of higher learning and one of Africa’s leading research universities, invites applications from suitably qualified and distinguished individuals for the positions of Principal and Deputy Principal in the Colleges listed below. The University seeks visionary leaders with demonstrated academic excellence, strategic leadership, and a commitment to institutional transformation. This advertisement is for the positions of:

1. Principal and Deputy Principal, College of Agricultural and Environmental Sciences (CAES)
2. Principal and Deputy Principal, College of Education and External Studies (CEES)
3. Principal and Deputy Principal, College of Natural Sciences (CoNAS)
4. Principal and Deputy Principal, College of Veterinary Medicine, Animal Resources and Biosecurity (CoVAB)
5. Principal, College of Computing and Information Sciences (CoCIS)
6. Deputy Principal, College of Humanities and Social Sciences (CHUSS).

Mode of application

Interested individuals for the positions of Principal and Deputy Principal should submit the following documents sealed in an envelope addressed to the University Secretary;

1. A signed letter of application;
2. Certified copies of academic certificates and transcripts;
3. The curriculum vitae of the candidate;
4. Three (3) letters of recommendation;
5. Copies of the required minimum number of publications;
6. Copies of letters of appointment to leadership positions at the level of Head of Department and/or its equivalent or higher in a recognised institution comparable to that of Makerere University;
7. A copy of the applicant’s national ID or passport; and
8. A copy of the last letter of clearance from the Inspectorate of Government or other equivalent national body.

The deadline for applications is 17^th July 2026 at 5:00 p.m. East African Time.

Applications should be hand-delivered to:

The University Secretary
Makerere University
Main Administration Building,
Level 2, University Secretary’s Office

Or submitted via email at search.principal@mak.ac.ug

Makerere is an equal opportunity employer and encourages applications from suitably qualified individuals regardless of gender, disability, or other legally protected status. The University is committed to promoting diversity, inclusion and excellence in all its activities.

THOSE WHO HAD APPLIED EARLIER NEED NOT RE-APPLY

Makerere University has reaffirmed its commitment to preventing sexual harassment and gender-based violence (GBV) by strengthening the capacity of members of the Vice Chancellor’s Roster of 100, a pool of trained staff that supports the Gender Mainstreaming Directorate (GMD) in investigating sexual harassment cases across the University.

The one-day training, held on 30^th June 2026, brought together members of the roster to deepen their understanding of sexual harassment prevention and response, strengthen investigative skills, and share practical experiences from previous investigations. The programme also sought to reinforce implementation of Makerere University‘s Policy and Regulations against Sexual Harassment (PRASH) while drawing lessons from institutions with extensive experience in handling gender-based violence.

Opening the training, the Deputy Vice Chancellor in charge of Finance and Administration, Prof. Henry Alinaitwe, urged members of staff to shift their focus from responding to incidents to preventing them altogether.

“Prevention is far better than waiting for cases to happen and then beginning investigations. Our focus should be on creating an environment where incidents of sexual harassment do not occur in the first place,” he said.

Prof. Alinaitwe observed that as educators and members of staff, university employees are expected to serve as role models both within the institution and in the wider community. He noted that the University’s safeguarding, gender and sexual harassment policies were developed to ensure that every member of the University community studies and works in a safe environment.

He explained that sexual harassment extends beyond physical acts and may be verbal, non-verbal or electronic, including inappropriate messages, photographs, videos and social media communication. He encouraged timely reporting of incidents and emphasized that all complaints should be handled professionally, fairly and confidentially.

“Become champions of prevention within your departments and units. Let us guide our students, colleagues and all those who interact with the University. Our responsibility does not end within the University gates. The values we promote here should also shape our conduct in our homes, workplaces and communities,” he urged.

The Deputy Vice Chancellor reminded participants that every incident of sexual harassment undermines trust and damages the University’s reputation.

“One case of sexual harassment is already one case too many. Every incident affects individuals, damages trust, and undermines our institution. We must therefore do everything possible to prevent such behaviour,” he emphasized.

Earlier, the Chief of the Gender Mainstreaming Directorate, Dr. Euzobia Baine, welcomed participants and stressed that the University’s priority is to prevent sexual harassment before it occurs.

“The most important message today is prevention and response—and I want to emphasize prevention, prevention, prevention. We should not wait for incidents to occur before we act,” she said.

Dr. Baine noted that while the University continues to strengthen its response mechanisms, members of the roster must possess the knowledge and skills to respond appropriately whenever cases arise.

“We want our students to have a positive experience throughout their time at the University, and we also want all members of staff to work in a safe and respectful environment,” she added.

Presenting the objectives of the Vice Chancellor’s Roster of 100, Dr. Lillian Tukahiirwa from the Gender Mainstreaming Directorate explained that the training was intended to create a common understanding of sexual harassment prevention and response, enable members to reflect on their roles, learn from previous investigation committees, strengthen implementation of PRASH, and benchmark with institutions such as the Uganda Police Force and the Office of the Director of Public Prosecutions.

Participants also received presentations on understanding gender-based violence, the legal and policy framework governing investigations, and practical approaches to handling complaints.

Speaking on the legal framework, the University’s Director of Legal Affairs, Ms. Sumaiyah Nanyondo Sebuta, reminded members of the roster that investigating sexual harassment cases requires professionalism, impartiality and strict confidentiality.

“Every complaint deserves to be handled carefully because the consequences affect both the alleged victim and the alleged perpetrator,” she said.

She explained that committee members are guided by international conventions, Uganda’s Constitution, national legislation and Makerere University‘s own policies, all of which seek to protect human dignity, eliminate discrimination and ensure fair treatment during investigations.

Ms. Sumaiyah further emphasized that investigators must avoid conflicts of interest, base their decisions solely on evidence, and protect the identities of complainants, respondents and witnesses throughout the investigation process.

The training also featured presentations by Principal Gender Officer Eric Tumwesigye on understanding gender-based violence and by Senior Superintendent of Police Carolyne Kushemererwa of the Uganda Police Force, who shared lessons from investigating sexual harassment and gender-based violence cases. Participants explored reporting mechanisms, survivor-centred approaches, confidentiality, accountability and strategies for preventing sexual harassment within institutions.

The Vice Chancellor’s Roster of 100 forms a critical component of Makerere University‘s institutional response to sexual harassment. By equipping members with investigative skills, knowledge of legal and policy frameworks, and practical experience, the University continues to strengthen its commitment to fostering a safe, respectful and inclusive environment for students, staff and the wider university community.