CBU harnesses the expertise and resources of the university and channels them in a commercial direction. The University draws consultants from the large pool of expertise among the University staff and associate consultants from the private sector most of whom are alumni of the Copperbelt University. CBU provides one of the largest and most elaborate consultancy strength in the country with access to over 600 specialist staff in diverse fields domiciled in eight (8) academic schools and four (4) directorates and institutes.

The University has a multi-disciplinary approach to teaching and research with a focus on applied dimension in conformity with its shared values which include creativity, innovativeness and entrepreneurship. Through the various schools, the University engages and applies knowledge to resolve local, external, national and global problems. The University coordinates and facilitates provision of services and adds value to the knowledge resident within the University in Four (4) broad key target areas of training and service consultancy, capacity development, research contract and entrepreneurial services.

The CBU ACESM is designed on the basis of a participatory action-oriented methodology to ensure that the ACESM together with its partners tackle the developmental challenge to the fullest extent. It will use multidisciplinary research approach in conducting demand-driven applied research. Research under the CBU ACESM will seek to engage in viable public- private partnerships (PPPs) with various partners to enhance involvement of industrial partners and other stakeholders in postgraduate training and research. The project will prioritise staff development and improving of staff competences through short-term international trainings, workshops and conferences. This will build both the capacity of staff as well as institutional collaborations. The training of MSc. and PhD will build on trans-disciplinary research approach and involve internships, workshops and conferences. CBU ACESM will establish applied research programs to enable scientists pursue high-impact projects that will contribute to national, regional and global understanding and improvement of sustainable mining for enhanced human wellbeing and environmental management

About DRIC

Like any other universities world-wide, the Copperbelt University (CBU) has identified Research, Innovation, Consultancy and Entrepreneurship as cornerstone for national, regional, and international economic development. In its quest to make a contribution towards the knowledge based and innovation-driven economy, technology transfer and commercialization of the research products, the CBU established the DRIC on Wednesday, 13th December, 2016. In order to strengthen the commercialization of its research products, the university under DRIC also established a Technology Management Office (TMO) to help it translate its research outputs into inventions and innovations. This is consistent with the mission of the University. The mission statement is: “to contribute to the development and sustenance of the wellbeing of the people of Zambia and the world through the provision of flexible, innovative, entrepreneurial, and inclusive programmes of teaching, learning, research and service”. The TMO set up in December 2016 has the following functions: manage Intellectual Property (IP) assets; evaluate the commercial potential of an invention; determine patentability of research output; undertake patent search and completing applications for patents output; protect commercial development of inventions and creations; process and safeguard relevant IP agreements; and negotiate and manage licenses.

The DRIC oversees the TMO and through School Research Coordinators, it monitors and manages all university research programmes and activities. In addition, the DRIC also formulates policies relating to research, publications, IP and Plagiarism.

Research and Innovations

The Director for Research and Innovations, under the office of Vice-Chancellor coordinates and monitors all research programmes of the University. The responsibility of the Director is to ensure that research activities are conducted in accordance with the University’s policies. Hence this gives the Director an enormous task to ensure that relevant Policies such as the Intellectual Property Rights Policy (IPR), Plagiarism, Publication to name but a few, are timely provided for approval by the University.

The developing world needs various industrial tools to be used in agriculture, health, mining, engineering, communication, etc., in order to produce goods and services for citizens’ consumption. These goods and services can be more effectively produced through intensified basic and applied research. It is therefore, important for higher and tertiary education and training institutions to invest in constructive and productive research. It is encouraging to see the University actively involved in various research projects in collaboration with local and international organisations.


There are three types of awards available under the Staff Development Programme: –

  1. Staff Development FellowshipsThis is targeted at Zambian Citizens, aged not more than 35 years, who are graduates of the Copperbelt University or any other recognised institution and obtained a “Distinction” or “Merit” at first degree level. These are selected to undertake Master’s degree training programmes and are employed to join the CBU establishment upon successful completion of studies.
  2. Special Research FellowshipsThis type of Fellowship is targeted at all members of staff, except those serving on casual terms of employment and is aimed at:
    1. Ensuring that each member of staff of the Copperbelt University has the opportunity to reach his/her full potential both for individual and corporate benefit.
    2. Enabling staff, individually and collectively, to enhance their capability and competence for the benefit of users of university services and for members of the University Community at large.
    3. Enabling the Copperbelt University to achieve near self-sufficiency in human resource requirements by focusing the training programmes on Zambians.
    4. Combating all unfair discrimination by ensuring that relevant staff development opportunities are made available for appropriate s .
  3. Non-Academic Training AwardsThese awards are targeted at Administrative, Technical and Professional staff for training and are authorized depending on the relevance and necessity of the course and availability of financial resources.