Welcome Message from the President
AL AIN UNIVERSITY OF SCIENCE AND TECHNOLOGY
Continue to recruit and retain a dedicated and culturally diverse body of faculty whose teaching is informed by research and embodies learning experiences that enable students to improve academically and personally. Provide and strengthen the university's Information Technology Services and Media Services to support the academic and administrative functions of the university, and the deployment of new and innovative teaching and research technologies as they become available. Contribute to society in general and the local community in particular, addressing the educational, cultural, social and economic interests of society.
Encourage research and support faculty members to provide time, financial support, and collaborative engagement to enhance their success in research, scholarship, and other creative pursuits.
Introduction
Definition and categories of staff
Professional Staff
Support Staff
Academic Staff
Non Academic Staff
Full Time Staff
Part Time Staff
Personnel management
- Work Week
- Attendance
- Overtime
- Leaves
If an employee works during a public holiday, the overtime compensation is 1.5 hours per hour worked, provided that the total number of hours on public holidays does not exceed 8 hours per day. An employee may not be employed for more than two days per month during a holiday.
Annual Leave
Unpaid Leave
Sick Leave
Hajj Leave
Maternity Leave
Emergency Leave
Recruitment
- Recruitment Regulations
- Recruitment of immediate relatives of the employees
- Sources for recruitment
- Interviewing
- Selection and offer of employment
- Orientation of new staff
In the first phase, the HR unit will interview the applicants and the shortlisted candidates will be interviewed by the selection committee. Once the selection of the candidate is completed, the HR unit will issue the offer letter in accordance with the approved format and duly signed by the authorized signatory. According to the requirements of the relevant department, the HR unit will inform the candidate of the service start date.
To help the new employee develop a positive collaboration by building a foundation of knowledge about the university's history, mission, vision, values and culture. The HR unit welcomes the new employee by emailing New Employee information to everyone at AAU. The HR unit will introduce the new employee to various departments that will provide functional support from time to time.
The new employee is sent to the Head of Department/Manager who introduces the employee to the position, department and co-workers. After receiving the username and login information, the new employee attends orientation sessions conducted separately by systems support staff, library support staff, etc. The new employee and the Head of Department return the completed and signed checklists to the HR Unit.
Probationary period
Employment refers to campus and recruitment; however, your services are subject to interdepartmental or intercampus transfers.
Duration of contracts
Procedure for contract renewal
Resignation and termination of an employment contract
- Resignation
- Termination
If the employee does not perform his basic duties according to the employment contract and despite the fact that they/. if the employee has been convicted by a competent court of law for a crime against honor, honesty or public morals; If the worker is found to be drunk or under the influence of drugs during working hours;
If the employee attacks the employer, the responsible manager or one of his colleagues during work; If the employee is absent from work for more than twenty non-consecutive days, or more than seven consecutive days, per year without a valid reason.
Records maintained for staff
- Personal Information
- Qualifications
- Offer Letter and Contract
- Leaves Information
- Other Documents
Staff compensation and benefits
Promotion Policy
- Overview
- Promotion Policy Statement
- Eligibility
- Implementation
- Procedures for promotion
Both processes must include the current job description and the new job description of the individual being promoted. Supervisors should also be aware that candidates who can be promoted need only meet the qualifications as specified in the job description, not the candidate's attributes, skills or knowledge. The positions are in the same department and one position really prepares the employee for the next.
The unique and specialized requirements (including but not limited to qualifications, experience, personal characteristics, professional skills) of the open position warrant promotion. Responsibilities of appropriate Dean, Head of Department or Manager A completed Promotion Application Form (available from the HR Unit) is signed by the Dean, Head of Department or Manager and submitted to the HR Manager. If the promotion is either through filling a vacancy or through a reclassification, all relevant data relating to the person's most recent evaluation(s) and the criteria being evaluated must be included.
A copy of the vacant position or a statement describing the new duties and responsibilities to be evaluated. The HR manager will review all aspects of the promotion regarding payroll, salary, benefits, grade change, title change, effective start date and the organizational structure affected by these changes. Upon completion of this review, the HR manager forwards all materials to senior management.
AAU general policies
- Code of Conduct
- Misconduct
- AAU No Smoking Policy
Employees must maintain the highest standards of honesty, integrity, impartiality and conduct to avoid situations that could create or lead to a conflict of interest. There are Reserved Areas of Work, which include matters affecting the appointment, promotion and personal affairs of individual members of staff of the University and matters affecting the admission of individual students, their academic assessment and its consequences, or personal matters or circumstances. Employees must accept the obligation to exercise critical self-discipline and must not build any relationships with students of the same or opposite sex.
Employees may not receive any kind of gifts/personal benefits from the students/parents or persons associated with a student/parent inside or outside the university. Any action contrary to the above will result in serious disciplinary actions including termination of contract. Employees may not take advantage of their position to interfere with academic matters of any kind, including, but not limited to, grades, registration, marks, privileges, etc.
Any kind of contact between administrative staff and academic staff regarding academic matters is prohibited. AAU is committed to providing a smoke-free environment to protect the health and comfort of members of the university community from the negative effects of tobacco smoke. No tobacco products may be smoked in any building or facility owned or operated by the University.
Performance Evaluation
- Overview
- Policy
- Process of performance review
A performance review must take place at least three months before the employee's contract renewal. In addition to the formal activities mentioned above, employees and managers are encouraged to hold regular, less formal meetings to discuss progress or any barriers to achieving goals. The employee is encouraged to discuss issues related to the job and performance, career plans, etc.
Managers are encouraged to provide constructive feedback on the employee's strengths and areas for improvement. Managers are required to keep proper records of the individual performance if it is important to attach it to the performance appraisal form as evidence. The HR unit will be responsible for supporting Performance Management activity by providing guidance to managers and employees.
Based on the results obtained from various tools of the performance management system and on the evaluation of the staff members, the management of AAU chooses. Employee of the Year" which is considered to be one of several motivational activities for the staff. Selection criteria include outstanding performance as well as contribution to the community at large.
Performance improvement policy
- Definition of unsatisfactory performance
- Exceptions
The employee should be placed on a formal performance improvement plan for a specific duration (typically three months or more). The supervisor should again specify improvements to be made during this time frame and suggest developmental actions to help the employee make the necessary improvement. It is also crucial that managers provide frequent guidance and advice to help the employee make the desired improvements.
At the end of the improvement plan period, the supervisor should formally review performance with the employee. If performance has improved, the employee should be removed from the formal improvement plan and reminded that improved performance is now expected to continue. At the end of three years, the documentation must be destroyed if the employee's performance during the interim period was fully satisfactory.
The primary objective of this policy is to improve marginal or unsatisfactory employee performance and prevent further deterioration of the employee's job performance. A second important objective is to ensure that when an employee's continued employment is in question, the employee will be provided with support, assistance and guidance from management - before disciplinary action becomes necessary. It is recognized that there may be cases where it is not in the best interests of either the employee or the University to continue an employment relationship.
Professional development
Staff participation in committees
Grievance management policy
Discipline
In the case of a verbal warning, the employee's immediate supervisor will discuss the problems giving rise to disciplinary measures with the employee and give him/her the opportunity to resolve the problem. A written warning can be imposed on the employee after the circumstances have been reviewed, the employee's defense has been heard and the HR manager has been consulted. A record of a written warning must be given to the employee and a copy will be placed in the employee's file.
In case of a case/issue requiring an investigation, a written case including a set of all relevant documents should be forwarded to the investigative committee. The report should be submitted to the HR Manager who, in turn, takes prompt corrective action based on the recommendation of the inquiry committee. Based on the findings, a letter has been prepared by the HR Unit mentioning the type of punishment imposed on the employee.
If the employee refused to receive a warning or penalty letter, it must be sent to his/her official mailing address and/or two people must testify to the employee's refusal to receive the letter. The suspension period must be considered from the date on which the incident is reported until a decision has been made in the case. All disciplinary decisions, other than an oral notice or warning, must be communicated to the employee in writing and a record must be placed in the employee file.
Appeals
The committee must record all the findings and the conclusion on each page in a report that must be signed by all members of the committee. The results of a disciplinary investigation may include any of the above measures, including termination of employment. If executive employees are subject to disciplinary investigation, the matter will be handled by the President's or Chancellor's Office.
Benefits and restitution for deceased staff members
- Restitution
- Transportation of the deceased’s remains
