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the quality of teaching and learning outcomes. A well-balanced distribution can contribute to a

strong and diverse academic community. Figure (S4-0-1-1-2) describes the comparison of target,

previous and current benchmarks in the Mechanical engineering department. Considering
academic year 2022-2023, the percentage of teaching staff distribution based on academic ranking

shows that the percentage of professors is (0%) and low percentage of associate professor (23%)

and a high percentage of assistant professors (77%) (Annex S4-0-1-3 Report of KPIs 1444H, pp 29).

KPI-P-12

100%
85% 85%

80% 77%

KPI Values 60% 50%

40%
25%25% 23%
20% 15% 15%

0% 0% 0% NANANa
0%
Target Actual Internal Internal External
Benchmark 2022/2023 2021/2022 2020/2021 (TU)

Figure (S4-0-1-1-2): Comparison of target, previous and current benchmarks for KPI-P-12

The proportion of teaching staff leaving the department, often referred to as faculty attrition, is a

critical metric for assessing the stability and health of the academic community. This metric tracks

the percentage of teaching staff who depart from the institution each year, either voluntarily or
involuntarily, due to factors such as retirement, resignations, or terminations. KPI-P-13 and Figure

(S4-0-1-1-3) (Annex S4-0-1-3 Report of KPIs 1444H, pp 31) show the proportion of teaching staff

leaving the institution in the past two years for reasons other than age retirement is 5% and 19%.

In 1444 H (2022-2023), KPI value (0%) is found to be less than the target benchmark (1 %). The

current year value is less than the external benchmark value of Taif university (14%). Based on the
trend analysis of the KPI data for the previous two years, the current KPI value is the lowest value.

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