The Katikkiro’s visit this time also had us unveil a dummy Charter to symbolise our most recent milestone. The Katikkiro was accompanied by the Kingdom’s Minister for Education Owek. Chotilda Nakate.

He was welcomed by the VC Prof. Vincent Kakembo, the Univerity Governing Council Vice chairperson Dr. Sartaninus Kasozi Mulindwa, Council member Hon. Robert Kigozi Ssempala as well as University Management Members.

The Katikkiro also took a tour of the Campus and was much impressed, more so by the MRU TV Studio that is run by the Mass Communication Department.

The University also used the moment to symbolically buy 2300 Kabaka Birthday Run kits.

Muteesa I Royal University (MRU) is a private University that was accredited by the National Council for Higher Education (NCHE) in 2007. MRU was granted a Charter by the State President on 11^th March 2024. The main Campus is situated at Kirumba-Masaka, with a branch located at Kakeeka-Mengo. The mission of MRU is to provide training, research and technical guidance responsive to national social-economic needs. MRU is seeking to recruit a highly motivated, innovative and committed candidate to fill the position described below:

Job title: Human Resource Officer

Reports to: The Manager, Human Resources

Duty Station: Kakeeka-Mengo

No of vacancies: 01

Role definition: To implement strategies and policies for recruiting and promotion of staff and provide support to MRU management in line with Human Resource policies and procedures.

The key performance areas (KPAs):

1. Carry out job profiling and design/modify job descriptions according to the changing needs of the job role.
2. Update and maintain an accurate staffing establishment of all units and identify vacant positions to be filled in line with resource availability and the HR policy.
3. Design advertisements and liaise with the Finance department for eventual placement of adverts in the media.
4. Register received applications, screen candidates, and design selection interview instruments in line with the HR policy.
5. Process applications for confirmation, promotions, and resignation from academic staff and table them for action by the Appointments and Governance Committee.

7. Establish staff who are due for retirement and write letters to inform them of their status 6 months before termination.
8. Develop a filling system and assign codes and personal file numbers to all staff files and documents in line with the records management policy.
9. Develop specifications and procedures for electronic systems; tests and implement systems for HR and University-wide use.
10. Design and develop filing systems, business classification schemes and undertake records surveys.

Competences (knowledge and skills):

• Identify vacant positions and seek approval for recruitment.
• Conduct job analysis for all jobs and identify performance requirements.
• Advertise jobs both internally and externally.
• Receive application forms.
• Design shortlisting criteria and shortlist candidates.
• Invite applicants for interviews.
• Prepare appointment letters on contract basis for all staff.
• Mobilise line managers to participate in staff orientation activities.
• Recommend academic staff for promotions based on the policy guidelines.
• Issue appointment and promotion letters.
• Submit copies of appointment and promotion letters to the salary section
• Conduct exit interviews for staff who have resigned and issue resignation approval.
• letters
• Prepare a report for deleting staff that have resigned from the payroll.
• Identify and compile a list of staff who are due for retirement.
• Inform Finance department to prepare for staff gratuity.

Qualification and experience:

The applicant should hold a minimum of a Bachelor’s Degree in Human Resource Management or Organizational Psychology. Either a Master’s Degree in Human Resource Management, broad working knowledge of the Employment/labour laws or a combination of both will be an added advantage.

• A minimum of two years’ experience in Human Resource Management
• High level of integrity
• Possess excellent communication, writing, leadership and interpersonal skills.
• Demonstrated ability to transfer skills and knowledge to others through formal training and technical support.
• Computer literacy and presentation skills.
• Proven ability to work independently and as part of a team.
• Be confident about gathering facts and statistics.
• Respect the importance of confidentiality.
• Be able to use databases, spreadsheets, word processing and accounts packages.

MODE OF APPLICATION

• Applications should be forwarded directly to the Manager, Human Resource, Muteesa I Royal University on the email: hrm@mru.ac.ug.
• Applications will close on the 12^th April 2024 pm.

ADVERT2_HUMAN_RESOURCE_OFFICER (1)

Today, we had the honor of being congratulated by The Katikkiro – Charles Peter Mayiga, further affirming the importance of this achievement. Led by Dr. Nakabugo Mary, Chairperson of the University Council, and Prof. Vincent Kakembo, our Vice-Chancellor, to celebrate this momentous occasion.

This charter not only recognizes our dedication to academic excellence but also reinforces our commitment to providing quality education and fostering innovation. We look forward to continuing our mission of shaping the future leaders of Uganda and beyond as our motto says, “Seeking for Greater Horizons”.

A Charter according to the Universities and other Tertiary Institutions Act is testament that a University meets the Highest Academic standards and according to Section 103(a) of that very Act, it also means the University is comparable to a Public University.

The Next stage is to have the charter to officially be published in The Uganda Gazette as a Legal Notice according to Prof. Mary J. N. Okwakol the Executive Director of The National Council for Higher Education.

We continue pursuing Greater Horizons in Thoughts and Action.

1. Nakijoba, R., Biirah, J., Akullo, T., & Mugimu. B. C (2024).Parental Involvement and Children Acquisition of Literacy and Numeracy Skills in Uganda. Futurity Education. 4(1). 53-70. https://doi.org/10.57125/FED.2024.03.25.03

2. Nakijoba, R., Mugabi, R.D., Awobamise, A., Majanja, Z.I.M. (2023). Social Effects of Covid-19 Pandemic in Uganda. In: Arndt, S., Yacouba, B., Lawanson, T., Msindo, E., Simatei, P. (eds) Covid-19 in Africa: Societal and Economic Implications. African Histories and Modernities. Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-031-40316-3_9 ISBN978-3-031-40316-3

3. Nakijoba, Nakijoba, R., (2022). Nakijoba, R. (2022). Access to Sexual and Reproductive Health Services: Experiences and Perspectives of Young Women with Disabilities in Mayuge and Bugiri Districts, Uganda. The State of Uganda Population Report, November, 2022 Pages 57-67. Accelerate Demographic Transition: Refocus investments to attain a Favourable Population Age Structure for Sustainable Development. http://npcsec.go.ug/wp-content/uploads/2022/11/SUPRE-2022-Final-.pdf

4. Nakijoba, R., & Awobamise, A. O. (2022). Building Educational Research Capacity: Challenges and Opportunities from the Perspectives of Faculty Staff of Selected Private Universities in Uganda. The Uganda Higher Education Review Journal of the National Council for Higher Education. Vol.10, Issue 1, 2022

5. Nakijoba, R., Mugabi Ddungu, R., & Awobamise, A. O. (2022).”We are as valuable as non-disabled students”: Learning Experiences of female learners with disabilities during the COVID-19 Pandemic in Uganda. Routledge Journal ISBN 9781032216997

6. Nakijoba, R., Mugabi Ddungu, R., & Awobamise, A. O. (2022). Online learning Accessibility to Children with Disabilities in Rural Uganda: Lessons from COVID-19 Wave 1&2 Lockdown. Trans disciplinary Agora for future Discussions Journal ISSN 2643-4938

7. Nakijoba, R. (2016). Disability and Child labour among war affected children in Acet Sub-county, Northern Uganda. International Conference on Impact of armed conflict and Terrorism on children and youth, Nairobi, Kenya https://www.ispcan.org/wp-content/uploads/2017/03/Kenya_Final_Abstract_Book_Re.pdf

8. Nakijoba, R., Mugabi Ddungu, R., & Awobamise, A. O. (2022). COVID-19 School Closures in Uganda and their Impact on the Well-being of Teachers in Private Institutions in Semi-urban Districts. Advanced Journal of Social Science, 10(1), 52–62. https://doi.org/10.21467/ajss.10.1.52-62

9. Mugabi, R. D., Nakijoba, R., Nakirijja, D. S., & Sengendo, M. (2021). Formal and Non-formal Skills Improvement for the Marginalised Youth in Uganda. Advanced Journal of Social Science, 9(1), 10–26. https://doi.org/10.21467/ajss.9.1.10-26

10. Ddungu, R., Nakijoba, R., Awobamise, A.O. & Ariokot, M. (2021). Assessment of social media’s influence on the academic performance of tertiary institution students. Annals of Spiru Haret University Economic Series, 21(3), 167-190 (International Institutional Journal- online)

11. The synergy between Gender relations, Child labour and Disability in Post-War Acholi Sub-region of Northern Uganda, December, 2020 viewed at http://etd.uwc.ac.za/

12. Nakijoba R. (2014). Links between Voice and Power in the empowerment of rural women leaders, Aiivu Sub-county, Arua district. ISBN-13:978-3659648762

The games also involve bull roasting and lots of other fun.

At Muteesa I Royal University, progress isn’t just a goal; it’s a journey we embark on with purpose and dedication. Recently, MRU Ext-MANCO convened for a pivotal Strategic Planning Workshop, reviewing the milestones achieved under the 2019-2024 strategic plan and identifying the unexplored territories awaiting our attention.

With enthusiasm and determination, our team delved into the heart of our strategic initiatives, assessing accomplishments, challenges, and opportunities. Through collaborative discussions and insightful reflections, we delved into discussions aimed at refining our strategies and maximizing our collective potential while acknowledging the areas beckoning for innovation and focused efforts.

As we stand at the threshold of a new chapter, our commitment to excellence remains unwavering. The Strategic Planning Workshop served as a compass, guiding us toward greater heights of success and impact. With each deliberation, we reaffirmed our dedication to empowering our community, fostering academic excellence, and embracing transformative change.

Together, we continue to redefine boundaries, inspire minds, and shape the future of Muteesa I Royal University.

The study sought to find out about the involvement of Parents in their children’s acquisition of knowledge in Uganda utilising UWEZO2021dataset Secondary data available.

Among the interesting findings was that acquisition of Numeracy skills for children between 4 and 16 years old increased with the availability of TV Set and Mobile Phones  in the Household.

Follow this link to access it.

53
©Copyright 2024 by the author(s) This work is licensed under a Creative Commons Attribution 4.0 International
License.
DOI: https://doi.org/10.57125/FED.2024.03.25.03
How to cite: Nakijoba, R., Biirah, J., Akullo, T., & Mugimu, B. C. (2024). Parental Involvement and
Children Acquisition of Literacy and Numeracy Skills in Uganda. Futurity Education, 4(1). 53-70.
https://doi.org/10.57125/FED.2024.03.25.03

The University Community is also proud to have an E-Resource books, journals and magazines archive that is in millions of units.

Isn’t it said after all that a University is just a group of buildings gathered around a library. A University is no more than its library.

Thanks to Book Aid International and here in pictures are some of the book Covers we received: