Human Resource Office

About Human Resource

The Office of Human Resources has both corporate and operational responsibilities covering the development and maintenance of employment policies, procedures and systems and the provision for a range of services to line managers and individual members of staff. These services include recruitment, remuneration, staff well-being and staff development. OHR is equally responsible for managing and processing requests for all new contracts and changes to contracts of employment and advice on procedures and policies. This office exists in order to create a management system to achieve long term goals and plans. The office allows the University to study, target, and execute long term employment goals. For any company to have an efficient ability to grow and advance, human resource management is key.

Keep confidentiality.
Respect work time.
Keep visitors away from the office during working hours.
Keep conducive environment.
Not to answer calls during meetings.
Treat other members with respect even in the face of disagreement.
End the day with evaluation and taking action plans for the next day.
Work as a team and check out with team members when in doubt of a decision or information

All compensations which are monetary or non-monetary but not part of basic salary are called benefits. Thus, all the fringe benefits provided to the employees (staff/faculty) by the University are known as employee benefits. The university applies these schemes to serve as a motivating factor to staff/faculty. CUIB has the following cost effective benefits:

  • Housing Allowance which is 20% of basic salary
  • Free Transportation to Wokaka campus
  • Counseling
  • Gifts (Christmas Party)
  • Excellence Awards/Certificates of Recognition
  • Medical benefits
  • Study Leave entitlements (see Study Leave-6.2.3)
  • Free internet facilities
  • Leisure trips ( Beach relaxation trips)
  • Occasional free lunch and snacks

This would include all aspects of an employee’s (staff/faculty) remuneration package; for instance basic pay, benefits, recognition awards and other intangible benefits such as working environment and career development. As the University’s success relies on the talent and contribution of all staff/faculty, we will value and reward all our staff/faculty for what they contribute and achieve. Rewards policies and practices aim to support the University Plan in its themes of Excellence, Internationalization, Inclusivity and Sustainability.
Within the financial provision or established grading of the post, the salary offered relates to the applicant's experience or expertise.

OUR SERVICES

Catholic University Institute of Buea (CUIB) attracts and retains high performing staff to achieve its strategic goals which are aligned to the values and ethos of its Catholic Identity and Mission. The Recruitment and selection process in CUIB does not discriminate on the basis of age, religion, race, color, ethnic origin, sex, disability, or veteran status. For details, see pdf. Also in the planning and administration of its employment policies, scholarships, loans, and other financial aid, athletic and other school-administered programs, services, and activities to her employees.

Recruitment and Selection Policy
Purpose Of Policy
Download The Hiring Process
Conditions for Selection
Age Limitations
Basic Elements for Recruitment, Appointment, Promotion and Reclassification.
Conditions for Selection
Vacancy Announcement
Verification of Candidates Information and Reference Checking
Procedures for Recruitment and Selection
General Policy Guidelines for all faculty members

Induction is done at three levels, i.e the Office of Human Resources, the Line manager and a colleague(s) in the unit. The reason for the three levels of induction is to prepare the new employee both mentally and psychologically to enable the employee understand the mission and vision of CUIB as well as work ethics and the job itself. For details,

Read Induction Policy document
Read Purpose of Policydocument
Read Procedures of Induction document
Read Office of Human Resources document
Download and read Line Manager document
Colleague in the unit document

Training and development ensure that CUIB’s workforce is adequately equipped with the attitude, knowledge, skills and competencies to perform well in their current work-role and for the future to assist the university, in achieving its strategic goals and objectives.
This may be achieved in a number of ways in CUIB, for example conferences, seminars, coaching, mentoring, one-to-one work and demonstration. It is important that access to training and development is fair, equitable and must be to the benefit of the unit and the University. The unit initiates the professional development process with the use of an employee’s performance appraisal. Through the Performance appraisal system, an assessment is made of the training and development needs of the unit and its employees.

This would include all aspects of an employee’s (staff/faculty) remuneration package; for instance basic pay, benefits, recognition awards and other intangible benefits such as working environment and career development. As the University’s success relies on the talent and contribution of all staff/faculty, we will value and reward all our staff/faculty for what they contribute and achieve. Rewards policies and practices aim to support the University Plan in its themes of Excellence, Internationalization, Inclusivity and Sustainability. Within the financial provision or established grading of the post, the salary offered relates to the applicant's experience or expertise. For details, see pdf

Reward Policy
Purpose of Policy
Reward Procedures

All compensations which are monetary or non-monetary but not part of basic salary are called benefits. Thus, all the fringe benefits provided to the employees (staff/faculty) by the University are known as employee benefits. The university applies these schemes to serve as a motivating factor to staff/faculty.

CUIB HAS THE FOLLOWING COST EFFECTIVE BENEFITS:
  1. Housing Allowance which is 20% of basic salary
  2. Free Transportation to Wokaka campus
  3. Counseling
  4. Festival gifts (Christmas Party)
  5. Excellence Awards/Certificates of Recognition
  6. Medical allowance (BEPHA)
  7. Study Leave entitlements (see Study Leave-6.2.3)
  8. Free internet facilities
  9. Leisure trips ( Beach relaxation trips)
  10. In campus health facilities (Infirmary)
  11. Occasional free lunch and snacks

It is the policy of the Office of Human Resource CUIB to utilize a performance appraisal program to maximize employee’s (staff/faculty) overall job performance and professional development. All full and part time employees will receive a performance evaluation thrice in an academic year. Performance appraisal In CUIB is an ongoing process of communication between a line manager and an employee (staff or faculty) in support of accomplishing the strategic goals and objectives of the university. For details, see pdf

Performance Appraisal Policy
Purpose of Policy 
Procedures for performance appraisal
Work Plan Based on Results

Staff training and development is organize by the office of Human resource as a means to ensure that CUIB’s workforce is adequately equipped with the attitude, knowledge, skills and competencies to perform well in their current work-role and for the future to assist the university, in achieving its strategic goals and objectives.

In an attempt pro-actively optimize the effectiveness of the interactive relationship between the University and its employees (faculty and staff), the office of Human Resource works hand gloves with the University welfare scheme coordinators to see that polies with regards to employee relations are executed. See pdf attached
Employee Relations Policy
Purpose of Policy

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