The faculty hosted its fourth annual Academic Teaching and Learning Retreat on November 15, 2024, at Kievits Kroon Gauteng Wine Estate, with the theme "Strategic Growth and Staff Development: Reflections in Teaching and Learning."  The retreat brought together academic, professional, and support staff to reflect on accomplishments, establish future goals, and foster a sense of community and growth.

The retreat aims to promote collaboration among experienced and emerging academics, increasing academic collaborations and fostering research excellence. The retreat provided a forum for critical thinking and intellectual development, as well as an opportunity to address faculty wellness and welfare concerns. It also allowed the Faculty of Law to reflect on the progress made since the commencement of this flagship program in 2020. Participants were invited to identify challenges, provide comments on areas for development, and collaborate to pursue hitherto untapped opportunities, showcasing the faculty's commitment to growth and innovation.

In his introductory remarks, Professor Charles Maimela welcomed the retreat attendees. He reviewed the faculty's strategic growth and people development goals, and complimented colleagues on their recent accomplishments. Among them was Professor Elmein du Plessis, who had lately been appointed a judge. Professor Anton van der Linde, the new head of the Department of Private Law, and Dr. Llewelyn Curlewis, the Legal Practice Council's Deputy Chairperson. Professors Dyani-Mhango, Muller, and Modiri were awarded particular recognition for their services to the Internationalisation, Research, and Postgraduate portfolios. Mr. Lucky Makhubela, founder of Makhubela Attorneys Inc. and a UP Law alumni, has been acknowledged as a benefactor of the 2024 academic retreat. 

Professor Elsabe Schoeman, Dean of the Faculty of Law, presented the faculty's vision for 2025. She thanked everyone for their contribution towards attaining the university's strategic goals and exceeding the faculty targets. Reflecting on recent achievements, she relayed that, despite higher admission requirements, external funding contributions, particularly from faculty centers, helped in resourcing to solve the staff-student ratio challenges. The Dean relayed the drive to expand the postgraduate program and modifying the LLB offering to reduce the burden while addressing industry and alumni needs. Wellness initiatives were also investigated, with a focus on offering genuine assistance to staff and students rather than merely symbolic gestures. A representative from Makhubela Attorneys Inc., Ms Katlego Mukwevho, was in attendance, demonstrating their dedication to collaboration, and the value of fostering partnerships that enrich both academia and practice.  

A session with the newly appointed chairs ensued. During the discussion, they shared their visions and strategies for the Internationalisation, Research, and Postgraduate Portfolios. Prof Dyani-Mhango's Internationalisation Portfolio aims to establish global linkages with organisations such as the Law School Global League (LSGL), The Institute of Advanced Legal Studies (IALS), and the Hague Conference on Private International Law (HCCH). The plan encourages diversity and encourages developing an education for a globally connected legal fraternity. Top of the agenda is Internationalisation in alignment with the national priority, promoted by DHET policy, and integrated into the institution's and faculties' strategic goals. Short-term objectives include implementing a legislative international strategy, establishing a new committee, and holding seminars to introduce the concept. Long-term objectives include fostering global partnerships, cultivating an internationalization culture, and investigating opportunities for generating alternative income stream.

Professor Muller's vision for the Research Portfolio aims to build on the faculty's longstanding record of research excellence. This entails increasing the research capacity by identifying untapped talent and increasing citation metrics. Short-term objectives include exchanging citation methods, funding opportunities, and connecting staff profiles to ORCID and Google Scholar. Long-term objectives include establishing a thriving research culture, hiring research associates, and addressing succession planning to improve teaching capacity and research output.

Professor Modiri's objective for the Postgraduate Portfolio is to create settings conducive to the generation of new, essential knowledge while also addressing gaps in postgraduate student access and achievement. The approach entails procuring external resources for exchange opportunities, adjusting programs to meet varying educational levels, and increasing supervision capability through customised training. Governance changes to streamline the postgraduate lifespan, and postgraduate programs will be strategically marketed. Other objectives include increasing the faculty conference, introducing academic mentorship programs, and improving study areas to promote a positive research atmosphere for student success.

Dr. Sanele Sibanda spoke passionately about the importance of collaboration in development. He encouraged academics to embrace a collaborative approach that extends beyond committees and, include all members of the university community. Dr. Sibanda, chair of the transformation committee, expressed concerns about limited engagement in transformation programs and cautioned against a symbolic engagement tactic. Transformation requires intentional and sustained change to achieve the university's goal and future orientation. Faculty change, in particular, is crucial in correcting historical injustices and creating an inclusive and effective academic climate. 

The university's transformation plan (2023-2027) and EE plan (2026+) indicate critical institutional imperatives that must be addressed. The Faculty of Law sees transformation as not just reimagining the future of scholarship, but also establishing a more conducive atmosphere for research and academic work. Dr. Sibanda encourages faculty members to actively participate in surveys and questionnaires, examine institutional culture, and keep department transformation structures accountable. By doing so, each member may contribute to the overarching goal of making UP a more inclusive, empowering, and forward-thinking organisation.

The panel discussion on staff development and welfare looked at various strategies to build a culture of growth, creativity, and wellbeing among university employees. Ms Yasmine Luhandjula, speaking as an emerging scholar, highlighted the need for cultural development using access to conference funding and mentorship from experienced scholars. She also advocated for interdisciplinary cooperation for enabling diverse job prospects for students. Prof Elvis Fokala  recommended activities such as walks and runs to increase employee engagement. Dr. Phemelo Magau spoke developing a caring faculty culture, with support structures in place, especially for young scholars, and a focus on work-life integration. Dr. Clireesh Joshua discussed the necessity for honest, caring conversations about wellbeing, urging that the faculty engage in wellness-oriented measures to prevent issues, such as regular check-ins with HODs and open dialogues about workloads.  

Ms. Nthope Mapefane accentuated investing in employee wellness, noting that 80% of organisations are increasingly adopteing wellness as a critical business strategy. She raised how effective leadership can create an inclusive and empathetic environments. Prof Anton Kok encouraged staff to engage and embrace mindfullness. Prof. Rashri Baboolal-Frank addressed low morale and the need for structural changes while promoting a culture of collective growth. Prof. Anton van der Linde discussed ensuring treating faculty members as valuable contributers to the academic agenda and creating for a productive and friendly work culture in which employees feel empowered and valued. 

The Dean and Deputy Dean gave awards to salute the academic trailblazers who have contributed to teaching and learning. This event demonstrated the faculty's dedication to recognizing and honoring excellence.The retreat culminated with wellness activities such as strolling, cycling, and sip-and-paint sessions, which promoted relaxation and friendship. During the cocktail hour, participants reflected on the significance of the occasion and said a poignant goodbye to Prof Schoeman, who will retire in April 2025. Her leadership during difficult times, like COVID-19 and financial cutbacks, was praised, as was her tireless commitment to intergenerational learning and collaboration.

As the retreat came to an end, the faculty felt energised by their combined accomplishments and bold ambitions. With a reinvigorated emphasis on strategic growth, collaboration, and well-being, the Faculty of Law is set to build on its history of excellence in teaching, research, and innovation.