Humanities & Social Sciences
University Secretary Tasks CHUSS to Research Makerere University Policy Issues and Staff Anger
Makerere University’s Secretary, Mr. Yusuf Kiranda, has tasked the College of Humanities and Social Sciences (CHUSS) with investigating university policies and the causes of increasing anger among staff, which he says is impacting morale and productivity. Kiranda made this call during the CHUSS Retreat held on November 1, 2024, where he outlined key concerns about outdated policies, missing frameworks, and a lack of effective communication around new initiatives.
Kiranda highlighted that Makerere’s Council had directed the university management to evaluate its policy ecosystem thoroughly, noting, “There are some policies we have that are rather outdated and need to be reviewed, while others may no longer be necessary.” He emphasized the need for policies addressing emerging issues within the university, urging CHUSS to utilize the Research and Innovation Fund and to collaborate with the university’s Guild of Academic and Support Staff Union (GAMSU) for deeper insights.
A primary concern raised was the prevalent frustration and discontent among university staff, which, according to Kiranda, has been a recurring issue in management and budget discussions. He shared his observations on the rising negativity, stating, “There is anger among staff, from professors to administrative staff, and we are failing to understand why. We hope CHUSS can help us scientifically explore the roots of this dissatisfaction.”
In response, CHUSS Principal Prof. Helen Nkabala Nambalirwa assured Kiranda that the college would prioritize this task, with the School of Psychology taking the lead on the research. “The assignment was entrusted to the right college, and we are committed to understanding these issues,” Prof. Nkabala said, indicating that a dedicated team would be assembled to handle the investigation.
Kiranda also spoke about recent policy initiatives, like the biometric attendance system, which he described as a tool for accountability rather than a “policing mechanism.” He acknowledged the need for clearer communication about such policies, noting, “The narrative presented around biometrics has painted it as a restrictive measure, but it’s meant to enhance accountability and allow for better time management.” Kiranda urged CHUSS to delve into the psychological impact of such policies and explore why they are met with resistance, suggesting that inadequate consultation and misconceptions around policy changes may be fueling resentment.
On a broader note, Kiranda called for a shift in how policies are perceived, encouraging staff to focus on potential benefits rather than drawbacks. Citing an example from the recent grants management policy, he noted, “Every time a policy is introduced, the focus often leans towards what it takes away rather than its intended advantages.”
In his concluding remarks, Kiranda reiterated the Council’s commitment to prioritizing staff welfare and fostering a positive work environment. “Human resources are our most critical asset, and if we can address the underlying anger among staff, it will not only benefit Makerere but also improve the university’s overall contribution to Uganda’s higher education sector,” he stated.
This initiative marks a collaborative step towards refining Makerere University’s policy landscape and enhancing the work environment, with CHUSS taking an active role in shaping solutions.
CHUSS Staff Express Concerns on Policy Decisions, Staffing Issues, and Staff Contracts
In response to to the University Secretarry’s call to an investigation, CHUSS staff voiced growing concerns about policy decisions, staffing challenges, and post-retirement contracts, issues they say, are contributing to a demotivated work environment. The staff described a disconnect between policy decisions made at the top levels of administration and the on-the-ground realities faced by academic and support staff.
One senior staff member from the Department of Literature raised concerns over the recent merging of departments without consultation, describing the impact on morale. “When we got that kind of information, it felt like a funeral in our department,” she said, emphasizing that such unilateral decisions leave staff feeling undervalued. She added, “The Department of Literature is the face of CHUSS; such decisions impact our identity and motivation.”
The issue of post-retirement contracts emerged as another source of discontent. Some staff members who have served Makerere University for decades expressed frustration over perceived disrespect in how contract renewals are handled. “People who have served diligently for over 40 years feel they are not treated with respect,” a department head remarked, linking the feeling of indignity to broader anger among staff. He pointed out that the contracts issue and lack of consultation fuel a sense of helplessness among staff, describing it as “an emotion that comes from a sense of helplessness.”
Referring to the recent staff associations concerns, a staff echoed these sentiments, urging for clarity on the terms of new staff contracts, which they described as demotivating. “As association members, we are against those contracts because of how they came about—no one was consulted,” said one representative, who also defended the association’s recent prayer gathering, explaining, “When you feel you’re fighting a power you cannot change, sometimes you resort to God.”
In addition to contract and policy grievances, staff highlighted chronic under-staffing, especially in administrative roles. The College’s registrar, Ms. Florence Birawa, was singled out as an example, managing tasks for multiple schools due to the lack of support. A staff member from the School of Liberal and Performing Arts explained, “She leaves the office at 9 or 10 in the night, works throughout the weekend, yet our requests for additional support have gone unaddressed.” Staff have had to volunteer to assist with her workload, taking minutes in PhD and master’s defenses to manage the backlog.
The conversation also touched on the assumption that new staff could readily replace retiring faculty for specialized course units. One staff member disputed this notion, pointing out that certain subject areas are highly specialized, and not all qualified faculty are equipped to teach them. “There is an assumption that a pool of qualified PhD staff is available, but the reality is different. Some course units remain untaught due to a lack of specialized staff,” he said, emphasizing the need for targeted training in specialized academic areas.
The retreat provided a space for CHUSS staff to openly discuss their grievances and propose actions, including the university’s proposed research into the causes of staff discontent. Staff were appreciative of the Makerere Secretary’s acknowledgment of these challenges, with one staff member concluding, “Instead of telling us to leave if we are angry, it’s good that there is going to be a study on this issue. We need to get to the bottom of the matter and address the real causes of dissatisfaction.”
The University Secretary, Mr. Yusuf Kiranda, reassured staff that their voices would be considered as Makerere University seeks solutions to these pressing issues.
Staff Clarified on Housing, Retirement Policies, and Academic Freedom
In the discussion,Mr. Yusuf Kiranda clarified critical issues concerning housing for staff, post-retirement contracts, and academic freedom, urging for increased transparency and understanding in policy implementation.
Kiranda expressed empathy for custodians, registrars, and security staff who work long hours and travel far to get to campus. “It is a special request,” he noted, “to consider housing provisions for these individuals who work late and sometimes face challenging commutes.” He proposed that instead of staff housing points being based on factors like marital status or family size, points should reflect the service staff provide to the university.
He also addressed the complexities surrounding post-retirement contracts, stressing the need for transparency. Originally, these contracts aimed to retain valuable senior staff due to talent shortages, he explained. “This was never meant to be an entitlement for everyone upon reaching retirement age,” Kiranda said, adding that departments must now demonstrate that retaining a staff member does not disadvantage others awaiting promotion. “The earlier we understand that a post-retirement contract comes at a cost to those who must rise, the quicker we will appreciate the complexity of this issue,” he emphasized.
On the topic of academic freedom and staff perceptions, Kiranda assured employees of their right to speak freely within the university. “There is freedom to express yourself here at Makerere; no one has been sanctioned for merely speaking,” he noted. However, he acknowledged the importance of managing public perceptions, which can affect morale. Kiranda encouraged staff to engage in constructive dialogue while recognizing that academic freedom has reasonable boundaries, especially when it pertains to respectful discourse.
He concluded by affirming the administration’s dedication to supporting staff while balancing the university’s broader operational needs, adding that policies are not static and can be revisited to address evolving challenges.
CHUSS Retreat Foster Staff Engagement, Collaboration, and Well-being
On 1st – 2nd November, 2024, the College of Humanities and Social Sciences (CHUSS) held a retreat at Nican Resort to provide an opportunity for staff to engage in discussions about policies and work environments that affect their daily lives and overall well-being.
The Principal Assoc. Prof. Helen Nkabala, emphasized the importance of such gatherings, noting that they create a platform for staff to shape the future direction of the college together.
“This retreat is about engagement, because it’s in environments like this that we determine our own future and how we want to move together,” Nkabala stated. She highlighted that the retreat allows leaders and staff across various categories, including support and administrative staff, to share their perspectives. “We’ve invited different groups, from college leaders to support staff, to discuss their issues and work on fostering a supportive and inclusive environment,” she added.
Nkabala pointed out that creating a positive work environment is essential for maintaining good health and mental well-being, noting that stress and dissatisfaction at work can lead to health issues. “If we’re not happy at work, life becomes harder. We want to find ways to support each other, even if it’s not always financially,” she said. The retreat encouraged staff to contribute ideas on improving their work environment and well-being, with a focus on community, collaboration, and mental health.
Reflecting on CHUSS’s goal to set an example for excellence across the university, Nkabala acknowledged the contributions of CHUSS leaders and coordinators in supporting quality assurance and improving work processes.
The retreat featured presentations and discussions on e-timetabling and biometrics system by DICTS, Higher degrees’ matters, examinations and internships. Other aspects covered were Quality Assurance and Academic policies and implementation by the Quality Assurance Directorate, Human Resource policies and implementation by the Directorate of Human Resources, Audit and accountability, office etiquette and practical team-building, games and health walks among others.
During a ceremony hosted by The French Embassy in Uganda on Wednesday, October 7 2026, four Makerere-affiliated academics were honoured with French Order of Academic Palms for their effort in strengthening working relations between France and Uganda.
The individuals recognised for their dedication to education, research, and the teaching of French include; Professor Edith Ruth Natukunda Togboa, Dr Agatha Tumwine, Professor Christian Kakuba, and Professor Enoch Sebuyungo.
During the ceremony, the French Ambassador H.E. Virginie Leroy highlighted that the partnership between France and Uganda partly thrives on the commitment of teachers and researchers who facilitate dissemination of knowledge and build lasting connections between the two nations.
One of the recipients, Professor Edith Ruth Natukunda Togboa, who was promoted to the rank of Officer of the Academic Palms is a long-time French instructor at Makerere University.
Professor Natukunda Togboa focused her career on bilingualism, translation, and language policy since returning from her studies in France in the 1980s.
Dr Agatha Tumwine the other recipient was appointed Knight of the Academic Palms.
As a Lecturer at Makerere University and President of the Association of French Teachers in Uganda (APFO), Dr Tumwine is recognised as instrumental in strengthening the French-teaching community and facilitating cooperation with the French Embassy.
The third is Professor Christian Kakuba who also received the rank of Knight. With nearly 30 years of experience at Makerere University in socio-demography and applied statistics. He has been a key figure in training new researchers and maintaining ties with the French National Institute for Demographic Studies (INED).
The fourth, Professor Enoch Sebuyungo, was equally appointed Knight of the Academic Palms.
Professor Sebuyungo is a linguist trained in France, and has worked to promote French as a tool for professional training and dialogue. He has also supported French-speaking refugees through translation services.
The Academic Palms (Ordre des Palmes Académiques) is an official National Order of Merit bestowed by the French Republic to honor distinguished academics, teachers, and individuals who have made valuable contributions to universities, education, science, and French culture.
Humanities & Social Sciences
MISR Director Assoc. Prof. Lyn Ossome Publishes New Book, Democracy’s Subjections
We are pleased to announce the publication of a new book by the Director, Makerere Institute of Social Research (MISR), Assoc. Prof. Lyn Ossome titled Democracy’s Subjections: Colonial Modernity and the Gendered Subject of Violence. It was published by Bloomsbury Academic.
In this ground-breaking study, Lyn Ossome offers an authoritative, interdisciplinary theory of how postcolonial capitalist democracies reproduce the gendered forms of violence essential to colonial rule.
Through an interdisciplinary methodology traversing political studies, feminist political economy, historical and literary studies, Ossome shows how postcolonial, capitalist democracies in Africa, like their colonial antecedents, use various identity-markers to determine whose rights and bodies are violable, to what extent, and whether and how the violated have a right to resist. The book critically reflects on the dilemmas and contradictions produced by the colonial encounter and its subjugative orders for the postcolonial democratizing state, interrogating why the failures of democratic institutions target gendered, labouring bodies. Through evidence gathered from colonial archives in Kenya, Zimbabwe, and South Africa, as well as through critical comparisons of two artistic responses to gender-based violence and rape in South Africa and India, Ossome offers a trenchant critique that, beyond the contexts analysed, is relevant across the postcolonial Global South.
The Makerere University community heartily congratulates Assoc. Prof. Lyn Ossome on this new milestone!
Book cover
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Humanities & Social Sciences
Prof. Walakira takes over as CHUSS Deputy Principal, pledges research-driven leadership
New Deputy Principal Prof. Eddy Joshua Walakira has pledged to build on the existing foundations at Makerere University’s College of Humanities and Social Sciences (CHUSS), with a focus on strengthening research, innovation, partnerships and the college’s income-generating capacity.
Prof. Walakira made the pledge on Monday, September 14, 2026, after officially taking over as Deputy Principal of CHUSS from Associate Prof. Eric Awich Ochen, who completed his four-year tenure after assuming office in April 2022.
The handover ceremony, held at the CHUSS Smart Room, brought together the College Principal, Associate Prof. Helen Nambalirwa Nkabala, deans, heads of departments, academic, administrative and support staff, as well as representatives from the Directorate of Internal Audit.
Walakira said he was taking over at a time when CHUSS had established a strong foundation and pledged to work with the Principal and staff to take the college to greater heights.
“I’m coming in with a lot of hope, a lot of courage and a lot of optimism because the foundations are already in place and the structures are already in place,” Walakira said.
He said his immediate priority would be to understand the needs of the different schools and departments and develop practical interventions, particularly in research, innovation and partnerships.
The incoming Deputy Principal said he intends to undertake a tour of CHUSS schools and departments to assess their research, innovation and partnership needs. said the exercise would help management identify existing capacities, gaps and opportunities that could be developed into practical plans for the college.
“My thinking is that we are going to form the best team ever that has led CHUSS,” he said, stressing that the college has the human and institutional capacity to become a leading unit within the University.
Walakira said CHUSS should make greater use of the networks and partnerships already established by its academic units, arguing that these could provide opportunities for research collaboration, innovation and resource mobilisation.
He also challenged departments that have faced long-standing equipment shortages to explore sustainable solutions rather than relying entirely on external funding.
“If the Department of Journalism for the last 20 years is still crying about equipment, I don’t think that is a good song. There must be a way out from within,” Walakira said. He pledged to work closely with Principal Nambalirwa Nkabala and other college leaders to identify opportunities for strengthening research capacity, publication and partnerships.
Walakira pledges loyal and collaborative leadership
Walakira pledged to work closely with the Principal, deans, heads of departments and staff while respecting University policies and structures. He said his leadership approach would be based on humility, consultation and practical problem-solving.
“My pledge, first of all, is to be loyal and humble to my boss and, above all, to serve in the fear of the Most High and to respect the rules, the principles and the structures of the University,” he said.
Walakira said he would seek to strengthen existing research groups and explore opportunities for the college to generate more resources internally. He urged staff to embrace a collective vision and work together to address challenges facing the college.
He expressed confidence that CHUSS could become a leading college within Makerere University if its existing human resource and institutional capacity were effectively harnessed.
“We have people who can work in leadership, but we have to develop a collective vision. We have to respect and accept the capabilities that we have, and also accept to work together to address the challenges that confront us,” he said.
Assoc. Prof. Ochen highlights four years of academic and research gains
In his handover report, outgoing Deputy Principal Prof. Eric Awich Ochen highlighted progress made during his four-year tenure, including improvements in teaching and learning, academic programme development, research, internationalisation, staff capacity building and digitalisation.
Ochen said he assumed office in April 2022, in the immediate aftermath of the COVID-19 pandemic, and worked under two College Principals—Prof. Josephine Ahikire and Associate Prof. Helen Nambalirwa Nkabala.
He attributed the achievements recorded during his tenure to collective efforts by the Principal, deans, heads of departments and staff.
“Whatever I did in the office of the Deputy Principal for the last four years has been in the best interest of the students. I tried to act in good faith,” Ochen said.
He acknowledged that leadership involves mistakes and said one of his major lessons had been the importance of consultation before making decisions.
Ochen advised his successor to maintain close consultation with the Principal, particularly when dealing with issues requiring clarification.
Ochen reported that the college had developed and revised several academic programmes during his tenure, including postgraduate programmes in French language studies, African languages and anthropology.
He said several existing programmes had also undergone accreditation and urged deans and heads of departments to begin preparations early for programmes due for re-accreditation.
He warned that delays in accreditation could disrupt student admissions and programme delivery, citing previous cases where some programmes were temporarily affected.
The outgoing Deputy Principal also highlighted efforts to revive and establish scholarly journals within CHUSS, including journals in history, peace, humanities, literature and communication.
He called for greater regularity in journal publication and continued digitisation to improve the visibility and accessibility of the college’s scholarly output.
Ochen said CHUSS had also made progress in modernising teaching and learning through the adoption of digital academic management systems.
He noted that staff had transitioned from the Academic Information Management System to ACMIS for the management and uploading of students’ results.
Timetable coordinators had also been trained to upload teaching timetables and workloads electronically.
The college also installed smart interactive screens in several lecture rooms, which Ochen said had improved the teaching environment and supported blended learning.
He urged the incoming leadership to continue investing in digital infrastructure, particularly for smaller postgraduate teaching spaces.
Ochen reported that CHUSS had significantly expanded its research and grants portfolio, with the college managing grants estimated at about US$12 million.
He attributed the growth partly to the development of research groups across departments and encouraged the new leadership to strengthen these groups to increase grant applications and scholarly publications.
“I believe in the last four years we have grown as a college. I think we have quite a higher portfolio of grants,” Ochen said.
He also cited numerous conferences, public lectures and international academic events as having contributed to CHUSS’s visibility nationally and internationally.
These included philosophy events, social work conferences, peace-related events, language celebrations, history and climate-migration conferences and other scholarly engagements.
Ochen said CHUSS had expanded its international collaborations through mobility programmes, academic partnerships and international conferences.
He pointed to Erasmus+ programmes and other collaborations involving universities in Europe, Africa and other parts of the world.
He also highlighted the Rotary Peace Centre and its growing international student community as important contributors to the college and University’s internationalisation agenda.
Despite the progress, Ochen identified inadequate equipment, particularly in journalism and multimedia production, as one of the challenges requiring attention.
He also cited concerns around support for staff supervising students, marking dissertations and other academic work, as well as the need to better recognise academic work conducted outside normal university hours.
He urged the incoming leadership to continue engaging staff and seeking practical solutions to these challenges.
Leadership transition will not disrupt CHUSS
Principal Associate Prof. Helen Nambalirwa Nkabala thanked Ochen for his service and said the transition would not destabilise the college.
She described Ochen as a committed colleague whose passion, energy and humility had contributed to the college’s progress.
Nambalirwa said the college was entering a new phase under Walakira, whose appointment comes as CHUSS implements its strategic priorities.
She said the college’s newly developed strategic plan provides a framework for advancing research, social protection, innovation, partnerships and other institutional priorities.
“We are very ambitious. We are hoping that we shall get a lot of wealth. For this college to move further, we are moving with stability,” Nambalirwa said.
The Principal also urged staff to continue supporting the new Deputy Principal as they had supported Ochen.
“Please, support that you have given Professor Ochen should be extended to Professor Walakira, because service is only fun when you have all your hands,” she said.
Staff commend Ochen, welcome Walakira
Staff members who spoke during the ceremony commended Ochen for his leadership and commitment to students while welcoming Walakira to the new role.
Mr. Gidange Moses from the Directorate of Internal Audit praised the Principal for nurturing staff and creating opportunities for them to take up leadership responsibilities.
He commended Ochen for completing his tenure and urged Walakira to embrace the responsibility of leading the college alongside the Principal.
Dr. Charlotte Mafumbo, Head of the Department of History, Archaeology and Heritage Studies, described Ochen as a passionate leader and thanked him for his contribution to the college.
She pledged the department’s support to the incoming Deputy Principal.
Dr. Denis Muhangi, Head of the Department of Social Work and Social Administration, representing the Dean of the School of Social Sciences, praised Ochen for his resilience in following up decisions and his commitment to student welfare.
He assured Walakira of the school’s support as he takes on his new responsibilities.
Maria Gyezaho, from the Principal’s office, also thanked Ochen for his guidance and leadership, saying the skills he had imparted to staff would continue to benefit them.
The handover formally marked the end of Ochen’s tenure as Deputy Principal and the beginning of Walakira’s term, with the college leadership calling on staff to maintain the momentum achieved over the previous four years while pursuing new opportunities for growth.
For details about Prof. Eddy Joshua Walakira, please click on the link below:
https://chuss.mak.ac.ug/en/personnel/eddy-joshua-walakira/
Jane Anyango is the Principal Communication Officer CHUSS
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