While recognizing that these differences may dictate continuation of the dual system, the Panel worries that the perceived redundancies and double effort may detract from the system's effectiveness. We suggest this question be addressed by CityU's Quality Assurance Committee or some other appropriate body. We also are concerned that training for teaching enhancement appears to be left mainly to departmental discretion. Because the teaching development courses are mandatory only for new staff, older and more experienced staff in most departments have little incentive to join the programmes. Moreover, teaching by part-time staff and research postgraduate students may represent a weak link in the University's teaching quality programmes.
Policy here is somewhat inconsistent.
Part-time teachers, especially, seem to be a forgotten group. The University should ask itself what departments might do to provide incentives for senior staff to participate in the teaching enhancement programmes. As noted earlier, the culture of quality put forward by CityU's leaders has penetrated well. However, the penetration is by no means universal. As at some other institutions, CityU's recent stress on improving research quality may eventually limit propagation of the teaching quality culture.