The issue of graduates’ employability, career patterns, and progression in the labour market has gained particular importance on the higher education agenda for Africa. Enhancing labour and skills supply by addressing structural weaknesses in the higher agricultural education and training systems and by tackling youth and long-term unemployment has always been a guiding element for the design and implementation of the RUFORUM graduate funding support mechanisms. The aim of this tracer study was to update information about the experiences of graduates supported under various graduate study support programmes in the labour market after completing their studies; thereby, helping RUFORUM and its stakeholders in taking informed decisions in relation to the transition from education to employment. The study went beyond examining the formal qualifications graduates had obtained and inquired about their personal assessments, their satisfaction with their experiences on their job, and their judgement about the relevance of their qualification.
Methodology
Through the use of an online questionnaire, the onetime cross-sectional study collected data about the graduates by different socioeconomic, study and employment related characteristics. The scope of variables and thematic blocs covered included: employment and income; details on study programs and context factors such as age, gender and civil status; further education and job prospects; details of the jobs and context factors such as family life and mobility; and alternative career paths and the perceptions of graduates of their achievements.
The initial target population was all students who completed their studies with RUFORUM support between the years 2004 and 2020. From a total population of 2,494 students in the RUFORUM Information Management System (RIMS) administrative data, of whom 1,885 had graduated, an effective sample of 1,310 respondents was obtained and served with the online questionnaire. The number that responded was 490, giving a response rate of 37.4% – with good representation of cohort of admission/graduation, gender, institution of study and nationality. A response rate of 30-40% is regarded as credible to enable generalised conclusions.
The Academic Registrar, Makerere University invites persons with disability who applied for admission to public universities under the Disability Scheme for 2025/2026 academic year to appear for medical/review exercise at Makerere University, Senate Building, Level Two (2) in the Telepresence Centre.
Note: Only those who have the minimum entry requirements of at least two principal passes at A’ Level and at least five (5) Passes at O’ Level or the equivalent will be interviewed.
Only candidates candidates who sat A’ Level in 2024, 2023 and 2022 are eligible for admission.
The exercise will be conducted on 26th, 27th, 28th, 29th and 30th May, 2025 respectively from 9.00 a.m – 1.00 p.m. each day.
Important:
a)If you fail to appear on any of the given days above, there will be no other chance for you.
b) Applicants who are beneficiaries of other Government Scholarships are not eligible for admission through the Disability Scheme.
Makerere University on Thursday 15th May, 2025 embarked on a two-day induction exercise spearheaded by the Directorate of Human Resources for newly appointed staff, whose tenures commenced in the 2024/2025 financial year. Held in the Senate Conference Hall, day one of the induction was presided over by the Acting (Ag.) Deputy Vice Chancellor (Academic Affairs)-DVCAA, Prof. Buyinza Mukadasi, who represented the Vice Chancellor, Prof. Barnabas Nawangwe.
Warmly welcoming the new staff, Prof. Buyinza congratulated the ladies and gentlemen upon choosing Makerere University as the workplace for embarking on their next phase of professional growth, self-discovery, and personal development.
Prof. Buyinza Mukadasi addresses new staff during the induction.
“You are joining a century-old institution with a distinguished history and a deeply rooted culture of academic excellence” Prof. Buyinza remarked. “For over 100 years, Makerere has nurtured the intellectual talents of young people and contributed meaningfully to the development of society across the globe,” he added.
The Ag. DVCAA nevertheless tipped that although the onboarding process might overwhelm staff with a lot of information, it is all meant to enable them better understand their roles, the benefits due them, and the unique opportunities that come with working in a world-class institution. Prof. Buyinza therefore encouraged new staff to contribute to the attainment of Makerere’s Mission, connect with the vibrant community they are now part of, enjoy the beautiful greenery the campus affords, and take advantage of professional development as well as well-being promoting programmes.
“At Makerere University, the well-being, safety, and professional growth of our staff are priorities. We are committed to walking this journey with you, and to building an institution that is not only a place of work but a place of inspiration and belonging” Prof. Buyinza reassured.
Mr. Deus Tayari Mujuni (2nd Right) responds to a question as Left to Right: Mr. Amon Muteganda, Prof. Buyinza Mukadasi and Mr. Emmanuel Kitamirike listen.
In his welcome remarks, the Chief Human Resources Officer, Mr. Deus Tayari Mujuni congratulated the new staff upon successfully completing the rigorous process the resulted into their respective appointments. He equally thanked the Vice Chancellor for endorsing the induction ceremony with not only budgetary support but also his representation.
Reiterating the need to appreciate the culture, politics and dynamics of the institution that they are now part of, Mr. Mujuni tasked new staff to take time and appreciate the University Vision, Mission and Objectives, and ensure that they adhere to them. He equally urged new staff to read and understand the various university policies and where in doubt, consult the relevant offices.
Ultimately, he urged staff in the fulfilment of their duties and responsibilities not to disregard their individual goals. “You have aspirations that you must achieve as an individual and I encourage you not to neglect them.”
Mr. Amon Muteganda congratulated the new staff upon their respective appointments.
The University Council as the supreme governing body of the university is also the policy making body, whose Appointments Board oversees the appointment, promotion, removal from service, and discipline of all university staff and officers. The representative of Staff with Disabilities on University Council, Mr. Amon Muteganda Kabahima who chaired the session on University Governance equally congratulated new staff.
“You underwent a tough process full of various competitive stages and we are sure that we have the right people for the various jobs” he commended.
Addressing aspects of University Governance and the key Offices, the University Secretary and Secretary to Council, Mr. Yusuf Kiranda guided that the policies and regulations that govern the institution are broad, numerous, and as such cannot adequately be covered over the two-day induction. He nevertheless encouraged staff to visit the University Policies website and appraise themselves with the details, not only for avoidance of breaching them but also building a culture voluntary compliance.
Mr. Yusuf Kiranda made a presentation on University Governance and Key Offices.
Mr. Kiranda equally encouraged staff not to ascribe importance and respect to colleagues based on rank and titles but seek to esteem each and every member of staff as an important and vital contributor to the fulfilment of the University’s Vision and Mission.
“We are all equally important in this university; the person whose services the university does not require, it does not hire. As long as you are here, you are required” he explained.
The University Secretary equally called upon staff to familiarize themselves with the law that establishes and governs public universities; the Universities and Other Tertiary Institutions Act (UOTIA). In his presentation, he singled out section twenty-four (24) that outlines the objectives of a public university in Uganda, as well as sections 30 to 32 that prescribe various offices’ responsibilities.
Mr. Kiranda equally encouraged staff to read the Human Resources Manual, Policy and Regulations against Sexual Harassment (PRASH), the Safeguarding Policy, among others. He concluded by reiterating the need for staff to read and appreciate the policies that directly address their welfare and steer clear of negative narratives and discourse, particularly those that seek to weaponize discourse. Other topics to be covered during the two-day induction include; the University Strategic Plan, Financing, Research-led Agenda, Institutional Communication and Public Relations and the Makerere University Retirement Benefits Scheme (MURBS). Topics to be covered on day two include; Legal Instruments, The Collegiate System, Human Resources Management and Functions, as well as Policies on Gender Equality and Sexual Harassment. Others include; Academic Issues, Quality Assurance, Procurement, Audit, and Library Resources.
Candidates who scored 50% and above passed the examination and have been recommended to the Admissions Committee for consideration. However, the candidates who passed have to submit an application where Bachelor of Laws is among the programme choices in the application system here: https://apply.mak.ac.ug.
Those who are not satisfied with their results may appeal within two weeks from the date of the release of results.
The list includes the different categories of applicants namely: A-level, Diploma Holders, Degree Holders and Mature-Age: