28
Governors is moreover said to be unrealistic: in addition there are
+
problems of restrictions by the Hong Kong Government, and
relativities with other categories of personnel.
40. Quality of staff. In the course of my visit I came across
in
several references to a lack of quality, some of the teaching staff.
The background to this has been explained in para 28 above. At the
same time there is a generally acknowledged need to give applicants
a more earthy briefing about working for the Polytechnic, together
with the expense and difficulties of living in Hong Kong. This mean
there is a danger of deterring promising candidates and leaving
more posts unfilled than would otherwise be the case. This could
put TETOC interview panels in a difficult position, and the
situation emerging from my visit underlines the importance of
Polytechnic representation on panels.
1
41. Job Descriptions. One of the points I was at pains to
emphasise in my discussions with heads of departments was the need
for better job descriptions, giving, in particular, more information
about the duties of appointees. This was appreciated, and accepted
at the meeting of the Academic Committee to which copies of my
pro forma were circulated. It is to be noted that the follow-up
action has been quick, but patchy in quality as between different
departments. Incidentally the Polytechnic asked and I agreed, that
TETOC would recruit on receipt of a telegram without a job
description when the new post was covered by a previous specificatio
42. Experience requirements for teaching grades. This is not
specified in job descriptions, partly to avoid deterring promising
but marginally experienced candidates, partly because the rules are
applied flexibly, but it will be useful to have the following .2.9/
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