She also encouraged all academic staff to join departmental research groups, noting that additional funding would be provided to support research activities and publications.<\/p>\n\n\n\n “Please make sure you belong to a research group because the expected output is publication,” she said.<\/p>\n\n\n\n Prof. Nkabala announced that the college had recovered Shs300 million<\/strong> of previously lost funding, saying the resources would be directed towards research groups and graduate training.<\/p>\n\n\n\n She further highlighted recent academic achievements, including staff promotions, improved timely submission of students’ results, establishment of new research centres and successful accreditation of revised academic programmes.<\/p>\n\n\n\n Among the milestones celebrated was the establishment of the World Bank Centre for Environment and Social Sustainability, which has received US$1 million in seed funding, as well as the operationalisation of Campus FM.<\/p>\n\n\n\n The Principal also commended the college for maintaining a positive learning environment, noting that CHUSS had registered no new reported cases of sexual harassment during the reporting period.<\/p>\n\n\n\n She appealed to staff to continue supporting curriculum reforms aligned with Competency-Based Education and Training (CBET), publish more research and participate actively in college initiatives aimed at improving academic excellence.<\/p>\n\n\n\n Prior to the townhall were presentations on preventing sexual harassment by Dr. Euzobia Baine, mental health in academia by Dr. Rosco Kasujja and teaching and learning by representatives from the Academic Registry.<\/p>\n\n\n\n The event concluded with an interactive panel discussion involving deans, during which academic staff raised challenges affecting teaching, research, welfare and the overall work environment.<\/p>\n\n\n\n Prof Eric Awich <\/strong>calls for timely academic planning<\/strong><\/p>\n\n\n\n D<\/strong>eputy Principal Assoc. Prof. Eric Awich Ochen urged academic staff to strengthen academic planning, increase research output and uphold a safe learning environment as the college prepares for the new academic year.<\/p>\n\n\n\n Dr. Eric Awich Ochen commended departments for completing teaching timetables and course syllabi, a move he said would facilitate the recruitment of additional teaching staff.<\/p>\n\n\n\n “We are at 100 per cent on the timetable,” Dr. Ochen said, attributing the achievement to the efforts of timetable coordinators, heads of departments and school leaders.<\/p>\n\n\n\n He revealed that CHUSS had requested the appointment of 25 stop-gap academic staff, the highest number among Makerere University’s colleges, to address teaching needs while recruitment of permanent staff progresses.<\/p>\n\n\n\n According to Dr. Ochen, several candidates have already completed interviews and reference checks are underway, raising hopes that some will soon join the college as full-time academic staff.<\/p>\n\n\n\n He also encouraged staff to continue documenting and sharing their research outputs, noting that the college intends to organise a formal launch to showcase books, journal articles and other scholarly publications produced by its academics.<\/p>\n\n\n\n Among the recent publications highlighted was a book on social love, co-edited by Prof. Janestic Twikirize and Dr Christine Mpyangu, with contributions from several CHUSS scholars.<\/p>\n\n\n\n “As we grow, we also build better capacity to support the university and support the nation,” Dr. Ochen said.<\/p>\n\n\n\n Staff <\/strong>urged <\/strong>to report sexual harassment, uphold zero tolerance<\/strong><\/p>\n\n\n\n Dr. Euzobia Baine of the Gender Mainstreaming Directorate urged members to report incidents of sexual harassment and uphold a zero-tolerance approach to the vice, warning that abuse of power remains one of the leading drivers of sexual misconduct in higher education.<\/p>\n\n\n\n Dr. Baine said sexual harassment continues to undermine the university’s learning and working environment, despite the existence of a policy to address the problem.<\/p>\n\n\n\n She noted that although Makerere University adopted its Policy and Regulations Against Sexual Harassment in 2006, no cases were formally handled under the policy until after its review in 2018, following widely publicized allegations involving a lecturer and a student.<\/p>\n\n\n\n “The policy existed, but nothing was happening because there was fear and stigma associated with reporting,” Dr. Baine said.<\/p>\n\n\n\n She explained that the revised policy seeks to raise awareness about sexual harassment, encourage victims and witnesses to report cases, and ensure that perpetrators face disciplinary action.<\/p>\n\n\n\n Dr. Baine defined sexual harassment as unwelcome sexual advances, requests for sexual favours or other unwanted physical, verbal or non-verbal conduct of a sexual nature, emphasizing that the determining factor is whether the conduct is unwanted by the recipient.<\/p>\n\n\n\n She cautioned academic staff against engaging in intimate relationships with students under their supervision, arguing that the imbalance of power makes it difficult to establish genuine consent.<\/p>\n\n\n\n “It is very difficult to argue that a relationship between a lecturer and a student under their instruction is truly consensual because of the inherent power relations,” she said.<\/p>\n\n\n\n Dr. Baine added that consent can be withdrawn at any time and warned against relying on previous consent to justify continued sexual advances.<\/p>\n\n\n\n She said sexual harassment often stems from the abuse of authority and privilege, noting that university staff occupy positions of influence that require the highest standards of professional conduct.<\/p>\n\n\n\n According to Dr. Baine, conduct amounts to sexual harassment when sexual favours become a condition for academic or employment benefits, when acceptance or rejection of such conduct influences academic or employment decisions, or when it creates an intimidating, hostile or offensive learning or working environment.<\/p>\n\n\n\n She observed that while incidents involving staff often attract public attention, the majority of reported sexual harassment cases occur between students.<\/p>\n\n\n\n Dr. Baine also expressed concern that university staff are often reluctant to testify in investigations, even when they have relevant information, making it more difficult to hold offenders accountable.<\/p>\n\n\n\n She urged all members of the university community to report suspected cases of sexual harassment, stressing that prevention remains the institution’s first line of response through continuous awareness and sensitization programmes.<\/p>\n\n\n\n “When sexual harassment unfortunately happens, anyone who witnesses or learns about it has an obligation to report,” she said.<\/p>\n\n\n\n “The house will not get on fire. The sky will not come down because you will not be the first person. However, little by little, your body catches fire.”<\/p>\n\n\n\n Using the powerful analogy, clinical psychologist Dr. Rosco Kasujja<\/strong> cautioned academics against allowing workplace pressures to consume their health and personal lives, warning that chronic stress develops gradually but can have serious consequences if left unchecked.<\/p>\n\n\n\n “With the pressure that you allow, little by little, you start experiencing stress. Your breathing becomes laboured. Your sleep is disrupted. Your body becomes weaker,” Dr. Kasujja said during his presentation on “<\/strong>navigating mental health and the academy”<\/strong> at the College of Humanities and Social Sciences (CHUSS) Academic Town Hall held on August 5 at St. Francis Students’ Centre.<\/p>\n\n\n\n Highlighting the growing demands of academic life, he said many university lecturers have normalized unhealthy work habits that compromise their physical and mental well-being.<\/p>\n\n\n\n “People talk about being irritable, but I want to talk about the lack of sleep in academia. We have allowed ourselves to skip breakfast. We have allowed ourselves to take work home. There’s just one important email that I have to send, but before you know it, you are responding to many more,” he said.<\/p>\n\n\n\n Dr. Kasujja urged academic staff to intentionally reconnect with their families and loved ones, emphasizing that meaningful relationships are central to emotional well-being.<\/p>\n\n\n\n “What is important to you? Who is important to you? You need to remind yourself about the important people in your life and then ask how you bring them back into your daily actions,” he said.<\/p>\n\n\n\n He observed that many professionals are physically present at home but emotionally unavailable because they remain preoccupied with work-related responsibilities.<\/p>\n\n\n\n “If something happens to you, there will always be an advert from HR and someone will fill your position. The only people who miss you forever are the important people in your life,” he said.<\/p>\n\n\n\n The psychologist challenged the misconception that mental illness only manifests in severe psychiatric conditions, explaining that poor mental health often begins with neglected stress, fatigue, anxiety and emotional exhaustion.<\/p>\n\n\n\n “Mental health is about well-being. The mind is like a muscle. If you accumulate toxicity and never let go of the things keeping you awake, the mind becomes weaker and weaker,” he said.<\/p>\n\n\n\n Dr. Kasujja encouraged staff to cultivate healthy routines, appreciate their own contributions and deliberately create time for rest, family and activities that bring meaning to their lives.<\/p>\n\n\n\n College Registrar Mr. Vincent Abigaba<\/strong>, speaking on behalf of the Academic Registrar, invited academic staff to actively shape the implementation of the university’s teaching and learning policies during the college’s Academic Town Hall.<\/p>\n\n\n\n Abigaba said lecturers and academic leaders play a central role in maintaining academic standards, noting that their experiences and feedback are essential for improving policy implementation across the university.<\/p>\n\n\n\n “There are a number of policies that we call academic policies,” he said. “But when we talk about teaching and learning policies, we are referring to those that guide curriculum implementation, teaching, assessment and quality assurance.”<\/p>\n\n\n\n He explained that every course offered at the university must be based on a Senate-approved curriculum and reflected on the official teaching timetable uploaded onto the Academic Management Information System (ACMIS).<\/p>\n\n\n\n “Any course that is taught outside the timetable is not taken to have been taught,” Abigaba said, emphasizing that all teaching activities must appear on ACMIS to facilitate institutional monitoring.<\/p>\n\n\n\n He added that heads of department, working together with deans, have the responsibility of allocating appropriate teaching loads to academic staff and ensuring that all scheduled courses are delivered.<\/p>\n\n\n\n On student assessment, Abigaba reminded lecturers that coursework, examinations and grading must be completed on time, with results undergoing departmental, school and college approval before being considered by Senate.<\/p>\n\n\n\n He also clarified that under the university’s digital systems, uploading results onto ACMIS effectively constitutes their official release because students are able to access them immediately online.<\/p>\n\n\n\n “Once you upload the results on ACMIS, this means you have released the results because, as soon as you go digital, they are accessible by the students,” he said.<\/p>\n\n\n\n Abigaba further highlighted the role of the Directorate of Quality Assurance in evaluating teaching performance every semester through student assessments.<\/p>\n\n\n\n He explained that lecturers receive feedback before the beginning of each semester to support continuous improvement, while cases involving persistent concerns are referred to the Deputy Vice Chancellor (Academic Affairs) for appropriate administrative action, including guidance or disciplinary measures where necessary.<\/p>\n\n\n\n As the university continues strengthening quality assurance, Abigaba encouraged academic staff to comply with teaching and learning policies while providing practical feedback to improve their implementation.<\/p>\n\n\n\n Staff at the college’s Town Hall meeting used an open discussion with management to call for improvements in academic administration, quality assurance, staff welfare and human resource policies, with the biometric attendance system dominating the debate.<\/p>\n\n\n\n The interactive session gave lecturers, heads of department and administrators an opportunity to raise operational challenges affecting teaching, research and staff wellbeing.<\/p>\n\n\n\n One of the first issues raised concerned the publication of examination results. Staff sought clarification on whether results should continue to be displayed on departmental noticeboards in addition to being uploaded onto ACMIS.<\/p>\n\n\n\n Abigaba clarified that uploading results onto ACMIS constitutes their official release because students can immediately access them digitally. However, he said displaying results on noticeboards remains permissible to help students identify possible errors and verify their grades.<\/p>\n\n\n\n Several lecturers highlighted persistent challenges with ACMIS, particularly where students who have registration or financial clearance issues cannot access uploaded results, creating a growing backlog of unresolved cases.<\/p>\n\n\n\n Participants proposed that lecturers should be allowed to upload all results at once, with students only gaining access after resolving their administrative issues instead of requiring repeated submissions.<\/p>\n\n\n\n Timetabling also emerged as a major concern. Staff questioned why some lectures continue to be scheduled during lunch hours despite Human Resource guidelines and why graduate programmes, designed for working professionals, are sometimes timetabled during daytime hours instead of evenings.<\/p>\n\n\n\n Questions were also raised about the integration of Quality Assurance assessments with departmental appraisal systems. Staff asked when lecturers receive feedback from evaluations, how assessment reports are shared, and why lecturers may be referred for administrative action without first discussing their evaluation outcomes.<\/p>\n\n\n\n The discussion went beyond academic policy to broader concerns about the university’s biometric attendance system, which many participants argued was incompatible with the nature of academic work.<\/p>\n\n\n\n Staff pointed to limitations in the biometric system, which fails to capture teaching conducted after 5 p.m., on weekends and on Saturdays, despite these being common periods for postgraduate teaching and supervision<\/p>\n\n\n\n Several speakers argued that academic productivity should be measured through research output, teaching quality, supervision and publications rather than physical clock-in records.<\/p>\n\n\n\n Lecturers said they routinely examine dissertations, mark scripts, supervise graduate students and upload results late at night and during weekends, work that is not recognised by the attendance system.<\/p>\n\n\n\n Others questioned why lecturers are expected to clock in during periods when the university is officially closed, citing examples of staff being asked to justify their whereabouts on Christmas Eve and Boxing Day during promotion processes.<\/p>\n\n\n\n One participant described the biometric system as “a major source of stress,” linking it to the earlier presentation on mental health and wellbeing. Others observed that the discussion itself illustrated the scale of the problem.<\/p>\n\n\n\n “We are here discussing biometrics instead of discussing how to improve teaching, research and feedback to students. That clearly shows the stress we are grappling with.”<\/p>\n\n\n\n Staff urged management to organise a dedicated engagement involving officers responsible for managing the biometric system so that concerns can be addressed directly.<\/p>\n\n\n\n Graduate supervision timelines also featured prominently. Lecturers requested the development of standard operating procedures specifying how quickly theses and dissertations should move from submission to examination to ensure fairness for postgraduate students.<\/p>\n\n\n\n Infrastructure and learning environments attracted attention as well. Staff expressed disappointment that despite expectations of improved facilities following campus developments, some classes would continue to be taught in converted dining halls, raising questions about the university’s commitment to quality assurance.<\/p>\n\n\n\n Promotion procedures generated equally strong reactions. Academic staff described promotion applications as unnecessarily cumbersome despite meeting research and supervision requirements. Some questioned why extensive documentation unrelated to academic performance was still required after candidates had already satisfied promotion criteria.<\/p>\n\n\n\n Curriculum development also emerged as an area requiring urgent attention. A lecturer involved in developing a new academic programme called for immediate training on the National Council for Higher Education’s revised curriculum guidelines after learning that other universities had already begun implementation.<\/p>\n\n\n\n Concerns were further raised about institutional policies governing specialised programmes, with participants arguing that current arrangements limit the development of discipline-specific postgraduate programmes, particularly in the performing arts.<\/p>\n\n\n\n The Town Hall also revisited issues raised during the earlier presentation on sexual harassment, with staff seeking guidance on how lecturers should respond when students initiate inappropriate relationships and how the university can balance staff protection with maintaining professionalism.<\/p>\n\n\n\n The Principal Assoc. Prof. Helen Nambalirwa Nkabala assured staff that concerns raised during the college’s Town Hall meeting will inform institutional reforms, including the development of an alternative performance measurement framework better suited to academic work.<\/p>\n\n\n\n Closing the interactive meeting, the Principal acknowledged widespread concerns over the university’s biometric attendance system but urged staff to remain compliant while collectively working towards a more appropriate model of accountability.<\/p>\n\n\n\n “The issues that you have raised are issues that we have not kept quiet about,” she said. “When we complain, and rightly so, that the way biometrics is being used is not very good for academia, they ask us for alternatives. What do you propose for them to use as a measure of our output?”<\/p>\n\n\n\n She revealed that college leaders were heading into a retreat to develop proposals that reflect the realities of academic work and would use feedback from the Town Hall to inform recommendations to university management.<\/p>\n\n\n\n The Principal said CHUSS intends to propose a performance assessment model built around key academic responsibilities such as teaching, research and community engagement rather than relying primarily on attendance records.<\/p>\n\n\n\n Drawing from a recent master class at the University of Dar es Salaam, she cited a digital reporting system where academic staff submit weekly updates on their teaching, research and community engagement activities.<\/p>\n\n\n\n “When I reached there and saw this, I thought we can discuss it further,” she said. “You clearly sit with your head of department, agree on your work plan, and when you teach a class you simply record that you have taught it, the number of students and the outputs.”<\/p>\n\n\n\n She noted that the University Council is already considering Key Performance Indicators (KPIs) as a more appropriate way of evaluating staff performance, adding that CHUSS intends to contribute practical proposals from the college.<\/p>\n\n\n\n Nkabala who currently represents Senate on the University Council, said she has consistently used that platform to advocate for issues affecting academic staff.<\/p>\n\n\n\n “I have used that space to bring these matters to bear. Many times I have been told that I am an activist, but I always say I only talk about what affects me because I am a staff member and I know how best we can deliver output.”<\/p>\n\n\n\n While promising to continue pushing for reforms, she urged lecturers to comply with existing attendance requirements until any policy changes are approved.<\/p>\n\n\n\n “As long as they haven’t changed the system, let us fight as we comply,” she said.<\/p>\n\n\n\n She explained that non-compliance with the biometric system had already affected some staff during promotion reviews, making it difficult for college leaders to defend colleagues whose attendance records appeared extremely low despite evidence of their academic contribution.<\/p>\n\n\n\n The Principal encouraged staff to make proper use of leave provisions, including compassionate leave, and to ensure heads of department are informed of official absences through the approved system.<\/p>\n\n\n\n She also reminded lecturers that biometric attendance was originally introduced partly in response to complaints from students about missed lectures in some colleges, stressing that CHUSS has generally maintained strong teaching standards.<\/p>\n\n\n\n Nkabala cautioned staff against cancelling timetabled classes or discouraging students from attending lectures because such actions create accountability challenges during academic audits.<\/p>\n\n\n\n “If we don’t have results for a paper, we are audited as having put a paper on the timetable that never took place,” she said. “Some venues are hired, and we pay for them. So if the class is timetabled, please teach it.”<\/p>\n\n\n\n Beyond performance management, thee Principal pledged that the college would continue exploring ways to improve staff welfare, including identifying local support mechanisms to complement existing medical insurance, particularly for family members who are not covered under current arrangements.<\/p>\n\n\n\n She invited staff to channel additional proposals through heads of department and deans ahead of the leadership retreat.<\/p>\n\n\n\n Nkabala also assured participants that all concerns raised during the Town Hall including office space, furniture, teaching facilities and welfare issues had been documented and would be followed up.<\/p>\n\n\n\n Rather than waiting another year, she announced plans for a follow-up engagement in the coming months where staff and management will review progress made on the issues discussed.<\/p>\n\n\n\n “I want to assure you that we have listened. I have taken note of everything,” she said. “The heads and deans will communicate, and we shall meet again to check ourselves, see how far we have gone and what more we can do.”<\/p>\n\n\n\n As the new academic year begins, the Principal called on staff to remain committed to teaching, research and service while maintaining open communication with college leadership.<\/p>\n\n\n\n “We are here to support you. The Principal’s Office is open. If I am available, walk in. If I am not there, it is because I am also teaching,” she said. “We are here to grow together. Don’t hesitate to let us know how best, as CHUSS, we can continue building a college that delivers excellence.”<\/p>\n\n\n\n Report by Jane Anyango- Principal Communication Officer.<\/strong><\/p>\n\n\n\n Photo Credits: Peninah Nalubega-4th<\/sup> Year Journalism and Communication student<\/strong><\/p>\n\n\n\n![\"\"](\"https:\/\/chuss.mak.ac.ug\/en\/wp-content\/uploads\/2026\/08\/Assoc.-Prof-Helen-Nambalirwa-Nkabala-giving-welcoming-remarks-to-CHUSS-academic-staff-during-the-town-hall-1024x799.jpg\")
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Work will never end, but your well-being matters, academics told<\/strong><\/h1>\n\n\n\n
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Registrar calls for strict adherence to teaching and learning policies<\/strong><\/h1>\n\n\n\n
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Town hall surfaces calls for policy reforms, fair workload systems and better academic support<\/strong><\/h1>\n\n\n\n
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<\/figure>\n\n\n\nPrincipal promises action on staff concerns as CHUSS charts new performance framework<\/strong><\/h1>\n\n\n\n
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