be due to an increasing mismatch between job expectations generated by the University education and the job opportunities in Yemen, in particular for women as the majority of them concentrate on the humanities and "soft" sciences. To minimize this mismatch, tracer studies and labor market surveys have to be carried out. These studies will provide valuable information on the relationship between high-level manpower training, skill requirements and the lebor market adjustments that are necessary in a economy. Against the background of these studies, the University has to take action to review its admission policy, course offerings and curriculum. In particular, the University's course offerings and curriculum should be in line with the technological development of the country. It should boost enrollments in targeted fields of study, particularly in the applied sciences, engineering and information technologies, to meet the requirements of the society. Priority recommendation: Government should no longer guarantee employment to graduates. Instead, graduates should be encouraged to take their chances in the open labor market. The University curriculum should prepare them for this likelihood.

# (c) Improve Teaching and Research

72. Academic staff development programmes at the postgraduate and postdoctoral level should be formulated to continuously enhance the University's staff quality through exposure and training in current teaching methodology, research techniques and in-house management training. This should be accompanied by periodic appraisal of the effectiveness of this training and lifelong learning. In particular, upgrading of teaching methodology, research techniques, regular evaluation of quality and lifelong learning will help in enhancing teaching/learning process and the development of an indigenous research and evaluation capacities within the University and the country as a whole. The desirability of research has been in principle accepted by the University. However, it should make relevant research as an important inbuilt feature. Some of this could be done through enhancing the present exchange, training, visiting and fellowship schemes. A set of transparent criteria to measure staff performance must be instituted. For example, staff should be periodically subjected to peer review and evaluation of their teaching by students. This should be accompanied by built-in incentives for staff who perform well in teaching, research, consultancy services and contract research. Greater effort should be taken by the University to encourage more women to take up both academic and administrative positions. All these measures should not jeopardize the performance of the University's - primary goals high quality teaching and research.

73. The majority of the Yemeni staff on the different faculties, both currently teaching and on training, seem to be relatively young and more or less of the same age cluster. However, in the long-term interest it may be beneficial for the University to pursue the policy of recruiting and training of the academic and administrative staff for the University as a whole and for each of the departments to be spread over a long-term plan. There is an urgent need to quantify the work load of academic staff in terms of the proportion of time spent on teaching, research, student supervision, consultancy, administrationi and service.

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