Employee Contract Stability [Statistics] (8.5)

Proportion and number of employees on long-term contracts exceeding 24 months.

Introduction:

Al-Ahliyya Amman University (AAU) emphasizes employment stability as a cornerstone of decent work, ethical labour practices, and long-term institutional sustainability.
Through the Long-Term Employment Contract Monitoring Procedure, AAU ensures that a significant proportion of its workforce, academic, administrative, technical, and support staff are employed under long-term contracts exceeding 24 months, reinforcing job security, predictability, and employee well-being.

Contract stability at AAU supports:

professional development and career progression
employee loyalty and institutional continuity
reduced turnover and recruitment costs
improved work quality and productivity
enhanced workplace fairness and equal opportunity

AAU systematically tracks the number and proportion of employees on long-term contracts, adhering to SDG standards, national labour law, and international best practices in higher education employment.

This commitment supports:

✔ SDG 8.5 – Full and productive employment
✔ SDG 8.8 – Protect labour rights
✔ SDG 10 – Reduced inequalities
✔ SDG 16 – Institutional transparency and accountability

AAU’s employment model prioritizes fair, secure, and stable working conditions for all staff.

Centers and Departments:

January
01

1. Human Resources and Institutional Development Unit

Leads implementation of the Long-Term Employment Contract Monitoring Procedure, tracks contract durations, conducts annual reviews, and ensures that long-term employment decisions comply with labour law and institutional policy.

January
01

2. Finance Department

Ensures sustainable financial planning for long-term staffing, manages payroll for contracted employees, and verifies budget alignment with multi-year employment commitments.

January
01

3. Sustainability and International Ranking Center (SIRC)

Validates and reports contract stability data in AAU’s sustainability publications and SDG dashboards.

January
01

4. Marketing and Communications Unit (MCU)

Promotes transparency through communication regarding employment achievements, long-term staffing initiatives, and institutional workforce growth.

January
01

5. Teaching and Learning Center (TLC)

Supports long-term academic staff by offering continuous professional development, teaching-support programs, and faculty training—strengthening the value of long-term contracts.

Activities:

January
01

1. AAU Business School Adopts Active Learning in Its Curricula

The shift to active and innovative teaching methodologies requires long-term faculty engagement, continuous training, and stable employment structures—directly supporting extended academic contracts.

January
01

2. Business School Enhances Education with AI Integration

Long-term faculty contracts enable sustained development of AI-enabled teaching, curriculum redesign, and multi-year academic innovation projects.

January
01

3. AAU Signs Cooperation Agreement with the Global Academy for Digital Health & Artificial Intelligence

This multi-year partnership fosters long-term staff involvement in training, research, and digital health capacity building—reinforcing AAU’s commitment to stable academic staffing.

January
01

4. AAU and the Arab Global Investors Forum Agree to Enhance Research and Scientific Cooperation

Research-focused agreements depend on stable, multi-year contracts for faculty and research staff to ensure continuity in projects and scholarly output.

January
01

5. AAU Registers Two International Patents in AI Applications

Long-term contracts provide the stability required for multi-phase research projects, patent development, and continued innovation.

Impact Evaluation & Development Plan

A . Performance Evaluation

1. Structured Assessment Tools

AAU uses HR analytics dashboards, contract-duration tracking, and annual workforce reviews to evaluate:

- proportion of long-term vs. short-term employees
- contract renewal trends
- staff retention rates
- faculty stability data
- workforce performance and continuity indicators

1. Annual Assessment Cycles

Each year, AAU reviews employment contracts to determine:

- number of staff on contracts exceeding 24 months
- percentage distribution across faculties and departments
- demographic equity in long-term contract access
- alignment with institutional workforce planning

1. Quantitative & Qualitative Indicators

Indicators include:

- % of employees on >24-month contracts
- staff retention rates
- long-term contract growth trends
- employee satisfaction with job stability
- grievances related to contract insecurity

1. Integration with Strategic Planning

Findings shape:

- long-term workforce planning
- recruitment strategies
- academic staffing models
- succession planning
- faculty and staff development initiatives

1. Transparency and Public Reporting

SIRC publishes contract stability data in:

- AAU Sustainability Report
- Executive Sustainability Report
- AAU Sustainability Portal

B. Development Actions

Action 1: Long-Term Contract Enhancement Program
Expand multi-year contracts across academic and administrative units.
Target: 20% increase by 2027.

Action 2: Workforce Retention Strategy
Comprehensive plan to reduce turnover and strengthen job continuity.
Target: Reduce annual turnover by 10% by 2026.

Action 3: Digital Contract Monitoring System
Automated platform for tracking contract duration, renewal cycles، and retention indicators.
Target: Launch in 2026.

Action 4: Professional Development Incentives for Long-Term Staff
Provide additional training, certification support, and promotion pathways.
Target: Implement by 2027.

Action 5: Regional Benchmarking with MENA Universities
Annual comparison of workforce stability indicators.
Target: Annual published benchmarking report.

C. Benchmarking & Best Practice

AAU aligns contract stability policies with leading universities including:

- University of British Columbia
- University of Cambridge
- University of Gothenburg

Best Practices Adopted:

- multi-year academic contracts
- ransparent renewal criteria
- retention-based incentives
- performance-linked development plans

Localized to Jordan:

- Long-Term Employment Contract Monitoring Procedure
- Labour Rights and Non-Discrimination Policy
- Jordanian Labour Law
- public higher-education employment standards

Institutional Integration Summary

AAU ensures high levels of employment stability through structured monitoring, multi-year contracts, transparent HR processes, professional development investment، and long-term workforce planning.
By prioritizing secure employment and reducing contract fragmentation, the university fosters a strong, motivated workforce aligned with sustainable development principles.