Administrative Committee Research Articles

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The Brazilian Network of Higher Education Institutions for Sustainable Development (Rede UniSustentável)

The Brazilian Network of Higher Education Institutions for Sustainable Development – colloquially known as UniSustentável – is a program of education, research, extension, entrepreneurship, and innovation implemented at the Federal University of Mato Grosso do Sul (UFMS). The Network aims to carry on an environment of cooperation, collaboration, exchange, and communication among member Higher Education Institutions (HEIs) with the purpose of building a more sustainable society, educating people and fostering good practice in sustainability adoption. The Network will be preferably composed of Brazilian HEIs and operates on a non-profit basis, without affiliations to political parties or religious connotations. The coordination of the Network is carried out by an elected Coordinator and Coordinator-adjunct on a biennial basis, with administrative support provided by an administrative committee and a general assembly. UniSustentável is affiliated to the Alliance of Ibero-American Networks of Universities for Sustainability and the Environment (ARIUSA). Founded in September 2023 with 3 member HEIs, as of April 2024, it has expanded to include 20 HEIs located in all 5 Brazilian regions. The network's activities are organized into working groups, each overseen by a responsible HEI and comprised of staff, faculty, and students from member HEIs, as well as the potential involvement of invited experts. Despite its short existence, UniSustentável has already demonstrated that it is possible to work towards sustainability through the collaboration of HEIs.

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Addressing Challenges of Postsecondary Disability Service Provision: A System-Wide Approach

Over the past 25 years, substantial legal changes, research advances, and rapidly developing technology have resulted in dramatic changes in the postsecondary disability landscape. As a result, disability service professionals have seen their job duties significantly expand while serving a rapidly increasing and diversifying postsecondary population with disabilities. The current study details the relevant developments of the past 25 years, reviews literature documenting emerging challenges, and provides a case study of the system-wide approach developed by the University System of Georgia to support its disability service professionals during this period of rapid evolution. The services and supports provided by the three independent components (i.e., the Regents Centers for Learning Disorders, the Center for Inclusive Design and Innovation, and the Regents' Administrative Committee on Accessibility and Disability Services) are described. In addition, the authors describe how the components work in a collaborative way to leverage the benefits of a multidisciplinary approach. The authors close by describing how system-wide approaches or aspects of the University System of Georgia approach could be adopted in other states and settings.

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A survey-based study: assessing inpatient attending perspectives on teaching learners, feeling valued, and symptoms of burnout

BackgroundPhysician burnout is rising, especially among academic physicians facing pressures to increase their clinical workload, lead administrative tasks and committees, and be active in research. There is a concern this could have downstream effects on learners’ experiences and academic physician’s ability to teach learners on the team.MethodsA 29-question RedCap survey was electronically distributed to 54 attending physicians within an academic learning health system who oversaw the General Medicine inpatient teaching services during the 2022–2023 academic year. The aims were to assess this cohort of attending physicians’ experiences, attitudes, and perceptions on their ability to effectively teach learners on the team, feeling valued, contributors to work-life balance and symptoms of burnout, Fisher’s Exact Tests were used for data analysis.ResultsResponse rate was 56%. Attendings splitting time 50% inpatient / 50% outpatient felt that team size and type of admissions model affected their ability to effectively teach learners (p = 0.022 and p = 0.049). Attendings with protected administrative time felt that non-patient care obligations affected their ability to effectively teach the learners (p = 0.019). Male attendings and attendings with ≤ 5 years of General Medicine inpatient teaching experience felt less valued by residency leadership (p = 0.019 and p = 0.026). 80% of attendings experienced emotional exhaustion, and those with > 10 weeks on a General Medicine inpatient teaching service were more likely to experience emotional exhaustion (p = 0.041). Attendings with > 10 weeks on a General Medicine inpatient teaching service and those who were a primary caregiver were more likely to experience depersonalization (p = 0.012 and p = 0.031). 57% of attendings had reduced personal achievement.ConclusionsInstitutions should seek an individual and organizational approach to professional fulfillment. Special attention to these certain groups is warranted to understand how they can be better supported. Further research, such as with focus groups, is needed to address these challenges.

Modern Means of Evidence before Administrative Investigation Committees under Jordanian Legislation: A Comparative Study

This study sought to identify the foremost modern methods of evidence employed before the Administrative Investigation Committee for detecting disciplinary misconduct. In conformity with Article 146/B/2 of Civil Service Bylaw No. 9 of 2020, the legislative framework in Jordan has primarily centered on establishing conventional rules governing the presentation of evidence. It is a well-established tenet that the burden of proof rests with the administration, necessitating a comprehensive demonstration of the evidential basis underpinning their misconduct allegations. Therefore, it is the responsibility of the administration to provide indisputable evidence in cases where employees are accused of disciplinary infractions. Simultaneously, employees have to present evidence that contradicts these allegations. Investigative committees are tasked with examining the necessary evidence to establish the accuracy of these claims. The study found a significant gap in the legislative framework pertaining to modern methods of evidence within the Jordanian civil service Bylaw. While these methods are acknowledged in general legal provisions, this recognition is considered insufficient due to variations among different employment systems. Therefore, this study recommends explicitly incorporating modern evidence presentation methods into legislation to align with ongoing scientific and technological progress and facilitate their widespread adoption. Consequently, there is a need to revise legislative regulations governing employment systems and include the methods at the core of this investigation. This study addresses the ambiguity in Jordan's legal framework related to validating allegations against public employees before administrative investigators using an analytical and comparative approach, juxtaposing the legal provisions of Jordan and Egypt in this context.

إثبات المخالفات التأديبية اثناء التحقيق الإداري على ضوء نظام الخدمة المدنية الأردني رقم 9 لسنة 2020 (دراسة مقارنة)

Objectives: this study sheds light on disciplinary evidence and defines its features to ascertain if an employee has committed a disciplinary offence while carrying out his job duties. It demonstrates how the Administrative Investigation Committee can establish the burden of proof. Research Problem: the adequacy of organising special rules of evidence before the Administrative Investigation Committee to detect behavioural violations. The Jordanian legislator addressed these rules in Article 146/b/2 of the Jordanian Civil Service Law No. 9 of 2020. However, these rules are not integrated, as it is assumed that the administration has complete evidence of claims of behavioural violations. It does not have the right to accuse the employee of deviating from his job mandate without evidence. The employee is also entitled to present evidence refuting such claims. Thus, it falls to investigation committees to search for the necessary evidence to clarify the truth. Methods: this study adopts a descriptive and analytical approach that compares the Jordanian, Egyptian and Emirati legislation concerning the rules of evidence. Results and Conclusions: the paper concludes by with the following results such as: Jordanian Civil Service Law fails to organise the means of evidence and administrative papers, as the legislator did not explicitly grant the Administrative Investigation Committee the authority to review documents related to the violation. In contrast, they were expressly formulated in the Egyptian and Emirati legislations. As well as, the Jordanian legislator did not deal with the method of inspection before the administrative investigation committee in the Civil Service Law, unlike the Egyptian legislator who regulated that method in the law and provided instructions to the Administrative Prosecution. Such was also the case for the UAE federal legislator within the framework of the executive regulations of the human resources law in the federal government. يهدف هذ البحث لتسليط الضوء على الأدلة التأديبية وتحديد ملامحها لمعرفة فيما إذا كان الفعل الواقع من الموظف أثناء قيامه بممارسة واجباته الوظيفية يدخل ضمن إطار المخالفة التأديبية من عدمه، ومعرفة كيفية وضع عبء الإثبات من قبل لجنة التحقيق الإداري، والوقوف عليها للخروج بتوصيات في غاية الأهمية للمشرع الأردني. وركز هذا البحث على موضوع في غاية الأهمية وهو الوقوف على مدى كفاية تنظيم قواعد خاصة بالإثبات أمام لجنة التحقيق الإداري للكشف عن المخالفات المسلكية، فقد تناول المشرع الأردني هذه القواعد وفقاً للمادة 146/ب/2 من نظام الخدمة المدنية الأردني رقم 9 لسنة 2020، إلا أنها غير متكاملة، فمن المفترض أن يكون لدى الإدارة دليل إثبات كامل على ما تدعي بوجود هذه الواقعة، وليس لها اتهام الموظف بالخروج عن مسلك وظيفته دون وجود ما يدل على موقفها، كما يحق للموظف تقديم ما ينفي ويدحض كل ما هو منسوب اليه، ويقع على عاتق لجان التحقيق عبء الوصول للأدلة اللازمة لاستجلاء الحقيقة، وقد بيّنت الدراسة عدم اهتمام المشرع الأردني للقواعد التي تتناول الأدلة الإثباتية في المخالفات التأديبية، إذ تناول بعضها دون بعض، ولذلك تكمن الاشكالية في وجود نقص في التشريع الأردني لتنظيم الإثبات للكشف عن المخالفة الواقعة من الموظف العام. وعليه نوصي بالعمل على تعديل المنظومة التشريعية من خلال إضافة نصوص قانونية تتعلق بأحكام وطرق الإثبات واجراءاتها من الناحية التفصيلية. واعتمد هذا البحث على مناهج عدة منها؛ المنهج التحليلي لتحليل النصوص التشريعية ومضمون الأحكام القضائية والآراء الفقهية ذات العلاقة، كما استخدم البحث المنهج المقارن، حيث تناول الموضوعات المطروحة في هذا البحث ضمن إطار مقارن بين الأردن ومصر والامارات في ضوء الأحكام القانونية المتعلقة بهذا الموضوع للوقوف على نقاط القوة والضعف، والوصول إلى أهم النتائج والتوصيات.

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The MTT-S Administrative Committee: Organization, Roles, and Initiatives [President’s Column

The MTT-S Administrative Committee: Organization, Roles, and Initiatives [President’s Column

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