The quality of faculty is a strategic differentiator. It determines to a great extent a university’s standing and power of attraction among its broad constituency: students, faculty and staff, employers, partners, etc. Fully conscious of this, Tri Viet has devoted priority attention to steadily building up its academic resource base.
Tri Viet’s faculty will :
- Share Tri Viet’s vision and overall pedagogy (see Mission Statement and Our Pedagogy);
- Hold at least a Master’s degree (for full-time academics)
- Have teaching and research experience, or, at least, a clear intent to do research. Practice in industry or business is a welcome advantage;
- Have had some degree of international professional exposure and be able to teach and work in English;
- Demonstrate academic and ethical rigor.
Our faculty search looks to a broad, diverse spectrum. True to our resolve to be both Vietnamese and international we plan to recruit faculty and staff from all three sources: domestic, overseas Vietnamese and international.
Academics across the continents (for instance, from France, the Netherlands, the U.K., Germany, Belgium, Poland, Ukraine, Bulgaria, USA, Canada, Japan, Australia, Thailand…) have signed up to teach at Tri Viet upon opening.
We consider Overseas Vietnamese academics and professionals an important asset as they bring to Tri Viet their international experience, their desire to contribute to their land of origin’s development and their adaptability to a multicultural environment and, most of the time, a greater ability to work in both the Vietnamese and English languages.
Our faculty search requires broad and systematic, time-consuming outreach work (see Our Network and Project News – Capacity Building) and the elaboration of an effective Human Resource strategy and policy underpinned by the recognition that Tri Viet’s ability to attract top rate faculty depends on a whole set of factors independent of income:
- Tri Viet’s standing and reputation as well as its ability to breed pride and loyalty;
- Working conditions (workload, facilities, equipment, library resources, Internet access);
- Work environment (work regulations, academic autonomy, opportunities to link up with academics, researchers and institutions inside and outside the country, performance-based incentives including advancement, participation in international professional fora, etc.);
- Competitive salaries and benefits, including financial rewards;
- Other incentives: housing allowance for overseas faculty and staff, assistance in finding housing for non-locals and schooling for their children, attractive campus life and social activities, etc.
- In 2011 we will hold a series of work sessions with various groups of Vietnamese and international faculty and practitioners to lay the foundations for Tri Viet University’s human resource strategy.