Taiwanese Universities Welcome Industry Talent but Cite Salary, Evaluation Hurdles

Taiwanese universities generally welcome the Ministry of Education's new approach to integrating industry professionals into teaching roles, recognizing its potential to enhance practical skills and industry linkages for students. Many institutions already utilize adjunct professors and collaborate with research institutions to bring real-world expertise into their curricula.

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We are already strengthening industry connections through expanded adjunct participation in teaching, research, and industry-academia cooperation, as well as jointly appointing adjunct professors with institutions like ITRI, NARLabs, and NIMS.

However, university leaders point out significant hurdles that need addressing. National Taiwan University President Wen-Chang Chen noted that while attracting industry talent is positive, universities must consider their own職缺 (job vacancy) sources and develop practical arrangements for industry professionals regarding attendance policies and intellectual property. He stressed the need for feasible supporting measures acceptable to both parties.

Concerns about adaptation and retention are prominent. Zhang Jinlong, President of Pingtung University of Science and Technology, suggested establishing training mechanisms for teaching enhancement, diverse promotion systems, and robust salary and retention measures during the transition period. He noted that industry professionals may need time to adjust to academic tasks like curriculum design, student supervision, and research grant applications.

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However, corporate talent still needs to adapt to academic tasks such as curriculum design, teaching evaluation, graduate student supervision, and research project applications. It is recommended to establish teaching enhancement training mechanisms, diverse promotion systems, and comprehensive salary and retention measures during the transition period.

Salary remains a critical factor, particularly in high-demand fields like information technology and electrical engineering, where industry compensation significantly outpaces academic salaries. University presidents like Zhang Chu-yu of Yunlin University of Science and Technology believe the relaxed regulations might appeal more to mid-to-high-level executives nearing retirement or those seeking a career change for social contribution, rather than young talent facing intense competition. Addressing these salary gaps and the pressures of academic promotion and evaluation is vital for making university teaching an attractive long-term career for a broader range of professionals.

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The fundamental issue in recruiting talent in fields like information and electrical engineering is still the salary gap. Corporate salaries are generally higher than those in academia, coupled with the pressure of teacher promotion and evaluation, which still limits attractiveness to young talent.