Introduction

As part of Jouf University’s ongoing efforts to implement its Strategic Plan (2022–2026), 2024 marks the third year of the plan, targeting academic needs across colleges and departments—especially in critical and rare specialties. This report provides a detailed picture of the University’s success in staffing faculty positions during the year, highlights the main challenges encountered in the hiring process, and proposes recommendations to improve performance in subsequent years.

General Objectives of the Report

• Highlight the planned need for each department in 2024.
• Track the actual appointments made in each department and calculate the completion rate.
• Compare colleges in terms of how well they achieved their hiring targets and identify key challenges.
• Present (as a sample) the names of appointees in 2024 with their college and department.
• Provide future recommendations to support recruitment and attract talent in rare specialties.

Overview of Total Achievement in 2024

• Planned Need (2024): 69 faculty members
• Actual Appointments (2024): 59 faculty members
• Overall Completion Rate (2024): 86%

These figures indicate that the University met 86% of its academic staffing needs in 2024—higher than the previous year (2023), which stood at 82%. This increase reflects improved performance in attracting and appointing academic staff despite ongoing challenges in some specialties.

Aggregate Achievement by College (2024)

Details by College and Department

1. College of Business

• Total Need (2024): 2
• Actual Appointments (2024): 1
• Completion Rate: 50%

Business Administration met its full need; recruitment for Finance & Investment was not achieved in 2024.

2.College of Sharia and Law

• Total Need (2024): 2
• Actual Appointments (2024): 1
• Completion Rate: 50%

The main reason for incomplete hiring was pending approvals from the concerned authorities.

3. College of Nursing

• Total Need (2024): 8
• Actual Appointments (2024): 7
• Completion Rate: 88%

The college improved significantly versus 2023 (50%) despite the difficulty of attracting nursing talent.

4. College of Applied Medical Sciences – Qurayyat

Need: 5 — Appointments: 5 — Completion: 100%

5.College of Applied Medical Sciences – Sakaka

Need: 5 — Appointments: 4 — Completion: 80%

The completion rate in Clinical Laboratory Sciences fell to 50% due to candidate withdrawals; Physical Therapy & Rehabilitation met its full need (3/3).

6. College of Medicine

• Total Need (2024): 10
• Actual Appointments (2024): 9
• Completion Rate: 90%

7. College of Dentistry

• Total Need (2024): 3
• Actual Appointments (2024): 2
• Completion Rate: 67%

Two hires were needed in Oral & Maxillofacial Surgery and Diagnostics; only one was filled (50%), while Preventive Dentistry met its need.

8. College of Science

• Total Need (2024): 20
• Actual Appointments (2024): 19
• Completion Rate: 95%

9. College of Engineering

• Total Need (2024): 7
• Actual Appointments (2024): 6
• Completion Rate: 86%

10. College of Computer & Information Sciences

• Total Need (2024): 7
• Actual Appointments (2024): 5
• Completion Rate: 71%

Appointed Faculty Members (2024) — Full Transliteration

Note: Names are transliterated from Arabic as written in the official list. If you have official passport spellings for any name, I can replace the transliteration accordingly.

Key Hiring Challenges in 2024

• Scarcity of certain medical and health specialties (e.g., Anatomy, Pathology, Oral & Maxillofacial Surgery) increases competition.
• External administrative procedures (e.g., qualification equivalency—especially for foreign hires—and visas).
• Competition from other universities for talent in engineering and computing departments.
• Delays in approval of job numbers by the Ministry of Human Resources, which postponed contract signing in some departments.
• External approvals needed to finalize appointments for already-nominated candidates.

Future Recommendations

• Incentivize recruitment in critical specialties: additional allowances and joint research projects.
• Accelerate equivalency and visa procedures: collaborate with relevant authorities to establish e-mechanisms that speed approvals.
• Boost scholarships to raise nationalization in rare specialties: sponsor demonstrators/lecturers for postgraduate studies to return as faculty.
• Enhance partnerships with leading universities: for academic exchange and to attract outstanding scholars.
• Regularly review curricula: coordinate early with departments on changes affecting academic needs and notify HR in advance.

Authorized by:
Vice-Rector for Educational Affairs
Dr. Alaa bin Saleh Al-Arjan