Salary scheme is set in accordance the “Table of Teacher Salary Grades”:Professor (Senior Research Fellow): NT$104,210~NT$121,550;
Associate Professor (Associate Research Fellow): NT$83,920~NT$103,560;
Assistant Professor (Assistant Research Fellow):NT$73,640~NT$93,990;
Lecturer (Research Assistant): NT$60,480~NT$83,690
All promotions will be handled twice every academic year, in principle, by academic units that have an opening. The promotion will be approved after passing three levels of Teacher Evaluation Committee review, departmental (graduate institute), college, and university; a promotion report will be submitted to the Ministry of Education for teacher certification.
More information on Personnel Department Website
Personnel Department Homepage → laws and regulations→ regulations for teachers → promotion
Individuals Subject to Evaluation
All paid full-time NPUST faculty members shall be evaluated with respect to teaching, research and service performance. Each college may decide whether or not to evaluate unpaid full-time faculty members.
More information on Personnel Department Website
Refer to the NPUST Full-time Faculty Evaluation Standards for detailed information.
I.Personal leave- 7 days per academic year; 7 days per academic year of family care leave are provided if it is necessary to care for a family member due to vaccination or a serious illness or incident. Family care leave is treated as personal leave, and therefore any personal and family care leave taken in excess of 7 days shall be regarded as unpaid leave.
II. Sick leave: 28 days per academic year.
1. Female faculty members are entitled to one day of menstrual leave per month, with a maximum of 3 days treated as paid leave per academic year. Menstrual leave taken in excess of 3 days are regarded as sick leave.
2. In the event of a serious illness or miscarriage prevention treatment, as diagnosed by a medical specialist as requiring an extended recovery period, a request may be submitted to the University for an extended leave. The extension may not exceed one year within a two-year period, as calculated from the first day of the first application for extension. However, the accumulated days for extended leave may be reset upon returning to work from leave for one full year.
III. Marriage leave: 14 days; the leave shall be completed within the period of 10 days before the date of marriage registration and 3 months thereafter. This period may be extended to one year under special circumstances with approval from the University.
IV. Pre-maternity leave: 8 days shall be given to the applicant prior to giving birth. The 8 days available may be taken non-consecutively but will no longer be available after childbirth.
V Maternity leave: 42 consecutive days, excluding holidays but including winter or summer vacation. An applicant who has exhausted pre-maternity leave days prior to delivery may apply for maternity leave, if necessary, for up to 21 days, which need not be consecutive.
VI. Miscarriage leave:
1. Pregnancy of 20 weeks or above: 42 days;
2. Pregnancy of 12 weeks up to (but not including) 20 weeks: 21 days;
3. Pregnancy of up to (but not including) 12 weeks: 14 days.
4. Miscarriage leave must be taken consecutively and no additional leave is given if the approved leave overlaps with summer or winter vacation.
VII. Paternity leave: 7 days (may be taken non-consecutively) for a spouse who has given birth or has been pregnant for 20 weeks or longer. The leave should be completed within a 15-day period (including holidays) covering the spouse’s delivery (or miscarriage).
VIII. Bereavement leave: May be taken non-consecutively, but should be completed within one hundred days of family member’s death.
1. Death of parent or spouse: 15 days;
2. Death of stepparent, spouse’s parent, or children: 10 days;
3. Death of great-grandparents, grandparents, spouse’s grandparent, spouse’s stepparent, or sibling: 5 days.
IX. Bone marrow or organ donation leave: depending on the actual length of time required.
X. Medical leave: A two-year limit for those injured while carrying out duties or commuting to and from work who need to recuperate or receive treatment.
XI. Leave for statutory reasons: Faculty members shall be granted leave under the following circumstances while the length of period will be determined by the University based on the actual need:
1. Assigned to attend an assembly convened by the government.
2. Assigned to go on an inspection tour or participate in an international conference.
3. Ordered to report for military service in accordance with the law.
4. Participating in a voting activity organized by the government.
5. Leave is granted to outstanding faculty members in accordance with regulations enacted by the competent authority in educational administration.
6. A two-year limit for those injured while carrying out duties or commuting to and from work who need to recuperate or receive treatment.
7. With the University’s approval, a faculty member may participate in a government-sponsored examination that is related to their duties.
8. A faculty member may participate in an activity organized by the University with the University’s approval.
9. A faculty member may be invited by a domestic or overseas organization or an educational institution to participate in meetings or activities related to their duties, or to testify or reply to a charge to meet legal obligations, with the University’s approval.
10. To address the needs of teaching or research activities, faculty members may utilize a portion of their non-teaching work hours, up to eight hours a week, for advanced study and research in accordance with University regulations or on the recommendation of the competent authority in educational administration. However, faculty members with adjunct administrative positions are entitled to additional statutory leave beyond the 8-hour limit during summer and winter vacations.
11. With the University President’s approval, faculty members may draft plans to travel abroad during summer and winter vacations to conduct advanced study or research at foreign educational institutions or organizations at their own expense, provided that the planned activities are related to their official duties and do not compromise teaching and administrative work.
12. For the purpose of fulfilling the need of inter-university teaching support, a faculty member may teach courses at another university on a part-time basis with the University President’s approval.
13. For the purpose of fulfilling the need of industry-academia cooperation (at the college level or above), a faculty member may hold a part-time position at an affiliated enterprise or partner organization, with the University’s approval.
14. Statutory leave is granted on grounds of mandatory quarantine for contagious disease as required by the health authorities. However, if faculty members are themselves responsible for contracting the disease, no statutory leave will be granted.
Faculty members shall be granted statutory leave for appearing in court or hearings to give testimony for sexual assault, sexual harassment or bullying cases, as required by law.
Conditions
If a full-time faculty feels that the personal treatment he or she has received in the university is illegal or inappropriate and violates his or her rights and interests, the faculty member can, after receiving the disciplinary action, submit an appeal to the Faculty Appeals Committee (shortened as Appeals Committee).
Timing
Within 30 days, counting from the next day of the notice or understanding, after receiving the written notice or learning about the treatment that is considered illegal or inappropriate, the faculty member should submit a written appeal to the university Appeals Committee ( phone number: extension
-6396), and fill out the appeal form following the regulation format.
Results
If the appeal is rendered justifiable, the unit that issued the disciplinary action should adjust the disposition; if the appeal is turned down, the member who has lodged the appeal can file a second appeal to the Ministry of Education’s Teacher Grievances Committee.
Special Regulations
Regarding appeal cases related to a faculty member’s appointment, duration of employment, promotion, suspension, dismissal or non-reappointment, if the person submitting the appeal is considered as justified by the university’s Appeals Committee, the case will be submitted to the Teacher Evaluation Committee for review and processing. If any, the Teacher Evaluation Committee of a higher level shall also be notified of said matter.
Legal Basis for Appeal
1.NPUST Organization and Review Guidelines for the Faculty Appeals Committee
2.Organization and Evaluation Standards for the Teacher Grievances Committee (Ministry of Education) (Reference: https://law.moj.gov.tw/LawClass/LawContent.aspx?PCODE=H0010003)
3.Article 42 of the Teacher’s Act(Reference)