Personnel Policy

NARO has a comprehensive set of Human Resource Policy Guidelines. The Human Resource (HR) Policy Guidelines are concerned with the management and development of the "people" dimension in the National Agricultural Research System (NARS). It is recognised that all Public Agricultural Research Institute’s (PARI’s) are service organizations employing knowledge workers primarily made up of research scientists and technicians who are directly involved in the production and delivery of agricultural technologies mainly to subsistence farmers. In addition, some professional, administrative and operative staff provides support services to enable the core business to take place. The acquisition and development, motivation and retention of knowledge workers to perform consistently at high levels with full commitment to the organisation, is a major challenge to the NARO and the PARIs. 

 The principles underpinning the Human Resources policy guidelines are derived from NARS corporate goals and values, which are intended to create a motivating work environment that is representative of innovation, creativity and flexibility. In this regard the NARO and the PARIs undertake to adopt and maintain Human Resources policies that support a high performing workforce. The NARO and the PARI's therefore are committed to the following core Human Resource principles:

•  Adopt an ethical approach to managing employees, which is based on concern for people, natural justice, fairness, transparency and compliance with Ugandan Labour Laws as well as the fundamental principles and rights at work, which are enshrined in the core international labour conventions and standards promulgated by the International Labour Organization (ILO). 
•  Regularly review the composition, structure, workload and competencies of the workforce in order to develop a critical mass of core research scientists to ensure that public agricultural research needs are adequately met now and in the future.
• Hire staff of the highest quality by adopting recruitment and selection policies based on best practices. In addition, ensure that the workforce reflects the composition of the communities from which it operates.
• Value staff for their knowledge, skills, talents, flexibility, commitment, creativity, productiveness and service orientation. In addition, offer work conditions, pay and benefits that are competitive with those offered by comparable employers.
• Foster a dynamic and flexible environment, which encourages participation and openness, creativity and innovation and is based on principles of human rights and tolerance in which harmonious relationships, teamwork and flexibility can flourish. To this end, staff shall be treated with fairness, respect and dignity at all times.    
• Maintain a safe and healthy workplace and also respect and support the importance for staff to balance work with family responsibilities as well as personal commitments.
• Encourage the development of flexible teamwork structures and other participative forums in which staff can generate fresh ideas and innovative practices and communicate these ideas to colleagues, partners and other stakeholders to the organization to achieve its objective of improving agricultural production.
• Provide employees with constructive, honest and timely appraisals of work performance in order to make them aware of what is expected of them.
• Enhance and develop the inherent capacities of employees by providing opportunities for learning and continuous professional development. Provide time for training and career development, which is required for the highest levels of performance
•  Develop and maintain an environment that promotes a cohesive, inclusive and diverse community, affirming the inherent worth and equality of all individuals and emphasizing the importance of collaboration, trust, tolerance and open communication.  

Human Resources