EASTERN MEDITERRANEAN UNIVERSITY
BY-LAW FOR STAFFING AND EMPLOYMENT FOR ACADEMIC STAFF
STATUTE
ESTABLISHING NORTH CYPRUS EDUCATION FOUNDATION AND THE EASTERN MEDITERRANEAN
UNIVERSITY FOUNDATION
(18/1986,
39/1992, 58/1992, 37/1997 and 37/2011)
By-law
under Article 26(2)
This by-law also covers Eastern
Mediterranean University By-law for Staffing and Employment for Academic Staff
(Amendment no. 1/89 1/21).
The Turkish Republic of Northern
Cyprus Council of Ministers has made this By-law in accordance with Article
26(2) of the Statute Establishing the North Cyprus Education Foundation and
Eastern Mediterranean University.
General provısıons
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Brief Title R.G. 96 EK III A.E. 599, 20.04.1989 R.G. 47 EK III A.E. 178, 13.04.1990 R.G. 43 EK III A.E. 164, 10.09.1990 R.G. 95 EK III A.E. 374, 14.12.1990 R.G. 122 EK III A.E. 531, 07.03.1991 R.G. 22 EK III A.E. 114, 14.04.1992 R.G. 38 EK III A.E. 166, 12.11.1992 R.G. 110 EK III A.E. 491, 21.09.1993 R.G. 94 EK III A.E. 440, 21.09.1993 R.G. 94 EK III A.E. 441, 13.02.1998 R.G.15 EK III A.E. 68, 25.02.1999 R.G. 17 EK III A.E. 59, 18.10.1999 R.G. 136 EK III A.E. 639, 23.05.2000 R.G. 63 EK III A.E. 338, 16.03.2001 R.G. 27 EK III A.E.159, 05.02.2002 R.G. 13 EK III A.E.55, 06.08.2003 R.G. 95 EK III A.E.546, 08.03.2005 R.G. 33 EK III A.E.131, 18.04.2006 R.G. 68 EK III A.E.221, 05.11.2007 R.G. 196 EK III A.E.754, 25.09.2008 R.G. 172 EK III A.E.710, 03.02.2009 R.G. 25 EK III A.E. 94, 05.05.2010 R.G. 74 EK III A.E.279, 28.11.2011 R.G. 202 EK III A.E.633, 14.03.2018 R.G. 28 EK III A.E.251, R.G. 22 EK III A.E.120, 05.03.2019 R.G. 29 EK III A.E.157, 21.03.2019 R.G. 39 EK III A.E.209, 30.07.2021 R.G. 167 EK III A.E.560 |
1. |
This By-law is titled as Eastern Mediterranean University By-law
for Staffing and Employment for Academic Staff. |
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Definitions 21.09.1993 R.G. 94 EK III A.E. 440 |
2. |
Unless otherwise stated in this
By-law, the following terms have meanings and equivalents of phrases as
mentioned in the "Statute Establishing North Cyprus Education Foundation
and Eastern Mediterranean University " (Article no 18/1986):
"Academic Staff", Council of Ministers, "Ministry",
"Department", "President", "State",
"Associate Professor," "the Institute", "Faculty,"
"Temporary Employees", " Workers "," Undergraduate
"," Postgraduate ","Academic staff",
,"Common Education ","
Professor, "" Contractual Employees "," Assistant
Professor "," Formal Education "," School " and
"Higher Education". |
Aım
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Aim and Scope 21.09.1993 R.G. 94 EK III A.E. 440 |
3. |
This by-law contains the number of the academic staff
employed at the Eastern Mediterranean University, their working conditions,
qualifications, duties, delegated power and responsibilities, salaries, allowances,
appointments, approvals and promotions,
pension rights, personnel procedures and disciplinary procedures and aims to
regulate the aforesaid matters. |
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Staff and Scales 21.09.1993 R.G. 94 EK III A.E. 440, 18.04.2006 R.G. 68 EK III A.E.221 |
4. |
The number and scales of permanent
staff, regular staff and contractual academic administrators or academic
staff who are responsible for fulfilling their principal and constant duties
in the formal and non-formal educational activities at Eastern Mediterranean
University are shown in the first and second attached tables |
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Salaries, Fringe Benefits and
Allowances |
5. |
(1) |
Academic staff working for the University or in its
affiliated units is paid salaries and allowances in accordance with their
employed, appointed and administrative duties. |
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12.11.1992 R.G. 110 EK III A.E. 491 |
(2) |
Salary
is a payment given at the end of each month with the scale of maximum 1.35th
of the basic salary depending on the assigned duty. |
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18.04.2006 R.G. 68 EK III A.E.221 |
(3) |
(a) |
Allowance
is a payment given to academic staff working for the university or in its
affiliated units for their services when carrying out managerial duties
regardless of the manner of employment. This allowance is paid in the
following way: |
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20.04.1989 R.G. 47 EK III A.E. 178, 21.09.1993 R.G. 94 EK III A.E. 440, 18.04.2006 R.G. 68 EK III A.E.221 |
(b) |
The sum of the allowance is as
follows: |
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Rector Vice Rector Dean Vice Dean Department Chair Institute Director School Director Assistant Director Assistant Department Chair |
400 USD 300 USD 275 USD 200 USD 200 USD 215 USD 215 USD 120 USD 100 USD |
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18.04.2006 R.G. 68 EK III A.E.221 |
(4) |
Salaries of the contractual academic staff are determined within the
following framework: |
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(a) |
Contractual
employees such as Professors, Associate Professors and Assistant Professors
can be given 4 times of basic salaries of permanent academic staff with the
equivalent titles. Salaries are determined on the basis of their
qualification and the length of service, and specified in the contracts. |
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21.09.1993 R.G. 94 EK III A.E. 440 |
(b) |
Contract employees such as senior
instructors and instructors may be paid 3 times of basic salaries of
permanent academic staff with equivalent titles. Salaries are determined on
the basis of qualification and the length of services, and specified in the
contracts. |
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(c) |
Payments
and other allowances or fringes of contractual academic staff are determined
in accordance within the framework implemented in TRNC if there lacks any
regulation preventing it. |
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21.09.1993 R.G. 94 EK III A.E. 440, 18.04.2006 R.G. 68 EK III A.E.221 |
(d) |
The
previously acquired rights of the academic staff whose status has changed
from contractual to the permanent basis will remain the same. |
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21.09.1993 R.G. 94 EK III A.E. 440, 18.04.2006 R.G. 68 EK III A.E.221, R.G. 202 EK III A.E.633 |
(5) |
(a) |
Faculty members and academic
personnel from other countries are provided with accommodation if stated in
their contracts. The
academic personnel who are provided with the aforesaid accommodation is
required to pay the monthly amount of 1/3 of the minimal wage valid in TRNC
for maintenance purposes. |
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18.04.2006 R.G. 68 EK III A.E.221, R.G. 202 EK III A.E.633 |
(b) |
The Board of Trustees is the
authority determining the allocation of housing for academic staff of the
university. |
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Duties and Responsibilities of the
Academic Personnel |
6. |
Academic personnel working for the
University and in the affiliated units of the university are expected to
carry out teaching-learning process and applied research, research work,
supervise projects, hold seminars and fulfill administrative duties at the
university level in accordance with the mission and principles of the
University. |
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General and Special Qualifications
Required from the Academic Personnel 30.07.2021 R.G. 167 EK III A.E.560 |
7. |
(1) |
General and special qualifications
stated in Table III, required from the Academic personnel are as follows: |
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(A) |
To be a citizen of the TRNC; |
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(B) |
Not to be banned from public
rights due to treason committed against the homeland and society; |
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(C) |
Not to be sentenced for more than
one year or not to be convicted for such crimes as bribery, theft, swindling,
forgery, embezzlement, rape, fraudulent bankruptcy and other similar
disgraceful accusations even if they have been pardoned; |
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(D) |
Not to have physical or mental
disease or handicap that could prevent from fulfilling the duties assigned by
the job to be taken; |
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(E) |
To have fulfilled compulsory
military service; |
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(F) |
To have a good record from the
highest official body where the employee had worked most recently. |
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(G) |
Not
having exceeded the age of 67. |
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20.04.1989 R.G. 47 EK III A.E. 178, 18.10.1999 R.G. 136 EK III A.E. 639, 18.04.2006 R.G. 68 EK III A.E.221, 30.07.2021 R.G. 167 EK III A.E.560 |
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(2) |
The
provisions in items (A) and (E) above are not sought for those who will be
employed as contracted or permanent personnel. However, TRNC citizens, whose
services are in need and who have completed their postgraduate studies, may
be recruited, on the condition that they document that their military service
has been deferred, although item (E) remains valid. For those coming from
other countries to be employed on a contractual basis, it is mandatory that
there is no prohibition in obtaining a work and residence permit from the
Turkish Republic of Northern Cyprus according to the laws in force. |
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Filling the Vacancy |
8. |
In order to fill the vacancy it is
obligatory for the staff to meet the general and special qualifications
sought, to apply for the job and to demonstrate successful performance in the
assessments, interviews or examinations. |
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CHAPTER III
FORMS OF EMPLOYMENT OF THE ACADEMIC PERSONNEL
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Forms of Employment 18.04.2006 R.G.
68 EK III A.E.221, 30.07.2021 R.G. 167 EK III A.E.560 |
9. |
Academic personnel who work in the
University are of four employment forms as Contractual personnel, Permanent
Staff Candidate and Permanent personnel and Regular Staff: |
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(A) |
Contractual Personnel are the type
of appointment made for specific time periods, not less than one semester, to
maintain functioning of the services and are subject to the provisions of the
present bylaw |
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(B) |
Permanent Staff Candidate is the
type of appointment of those not holding such titles as Professor or
Associate Professor and continues till the appointee riches the degree of
Associate Professor at minimum |
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(C) |
Permanent Staff is the type of
appointment of Associate Professors and Professors to regular staff position
after the completion of minimum 6 months and maximum 2 years of trial period |
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18.04.2006 R.G.
68 EK III A.E.221, 30.07.2021 R.G. 167 EK III A.E.560 |
(D) |
Appointment as Permanent Staff is
the assignment made continuously and without a contract after having worked
in the positions of Professor, Associate Professor, Assistant Professor,
Senior Instructor, Instructor and Specialist as contract academic staff for a
minimum period of six years and not in the "Regular Term" staff. |
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18.04.2006 R.G.
68 EK III A.E.221, 30.07.2021 R.G. 167 EK III A.E.560 |
(E) |
The
extension of the contracts of the academic staff, the transfer of the
contracted staff to the Permanent Staff cadres and the conditions under which
they will be removed from the Permanent Staff cadres are conducted within the
framework of the Academic Staff Performance Development, Measurement and
Evaluation Regulation, to be proposed by the Senate and to be finalised by the Board of Trustees. However, in any case,
the appointment of the following to the permanent staff status cannot be
made. |
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a. |
those who
have retired from an institution and/or organisation,
either domestic or abroad, |
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b. |
faculty
members not fulfilling the Academic Evaluation Criteria (ADEK criteria) of
their designated staff category, |
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c. |
those who
have exceeded the age of 60, |
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d. |
those who
have received any disciplinary penalty issued by the Academic Staff
Disciplinary Board within the last three years, |
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e. |
those who
are in the visiting academic staff category, |
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Visiting
30.07.2021 R.G. 167 EK III A.E.560 |
9A. |
(1) |
In some special cases,
appointments can be made with the temporary title of "visiting assistant
professor", "visiting associate professor" or "visiting
professor" |
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(2) |
The method of appointment to the
position of visiting academic staff is applied with a consideration of one of
the following special situations: |
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(A) |
In the
first appointments, the candidate not meeting the criteria for the titles of
Professor, Associate Professor and Assistant Professor specified in the Eastern
Mediterranean University Title By-law |
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(B) |
The titles
obtained outside the Eastern Mediterranean University not being equivalent. |
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(C) |
Ensuring
that faculty members of whom the university has extreme difficulties in
finding are brought to the university under special conditions. |
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(D) |
In the
event that a faculty member with a contract in the state of renewal not being
able to receive an increase in the scale for three consecutive years or has
not fulfilled the conditions for receiving an increase in the scale, the new
contract may be converted into a visiting lecturer contract, with the current
title being equivalent, to receive the salary of a sub-title. |
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(3) |
Appointment of the visiting
faculty members is made upon the recommendation of the department chair, the
dean's office or the directorate, and the approval of the Rectors Office. |
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(4) |
A one-year contract at most can be
made for visiting lecturers. The contract of the visiting lecturer can be
extended with the recommendation of the dean's office or the directorate and
the approval of the Rectors Office. |
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(5) |
The salary of visiting lecturers
is determined by the Rectors Office upon the recommendation of the dean's
office or directorate, within the minimum and maximum limits of the scales
determined for the Visiting Faculty Member in the 1st Schedule of the present
Regulation. The determined salary may be more or less than the equivalent
faculty members salary. |
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(6) |
Persons appointed as Visiting
Lecturers following a job opening process available for the candidates
outside the university, they can be appointed to the Professor, Associate
Professor, or Assistant Professor positions in accordance with their academic
title without waiting for the expiry of their contract, on the condition that
they fulfill the conditions specified in the IV, V and VI sections of the
Eastern Mediterranean University Title By-law. Persons who have been first
employed as Visiting Lecturers without a job vacancy process (excluding those
employed within the framework of the Current Faculty Member Training Program)
can be appointed to the Professor, Associate Professor or Assistant Professor
positions suitable for their academic title, through applying to a job
vacancy process open to external applications. |
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(7) |
Persons over the age of 67 cannot
be appointed as Visiting Lecturers. |
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(8) |
Salary coefficients of the
visiting lecturers are determined in the first year of their appointment as
visiting lecturers in accordance with the second item of Article 5 of the
present Regulation. However, if they do not meet the ADEK criteria, which
will correspond to the title they use as a Visiting Lecturer in the second
year, their salary coefficient is reduced to 1.25 in any case. |
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10. |
The employment methods of the Academic
personnel working at units operating under the University will be added to
the By-law as the units are set up. |
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COMMITMENTS
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Act
of Commitment |
11. |
Academic staff is obliged to
comply with the Turkish Republic of Northern Cyprus Constitution and laws. |
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Commitment
to Obey Rules |
12. |
Academic staff is required to do
their best to accomplish duties assigned by superiors. However, in case when
the order contradicts the Constitution, laws, by-laws and regulations, the
staff will not abide by the given requisition and will inform the authority
who has given the order of its contradiction in a written form. If the superior insists on and
renews the requisition in writing, the academic personnel will abide by it,
but will not bear any responsibility for the consequences. The requisition
that constitutes criminal offence cannot be fulfilled in no way and the
academic personnel who fulfill it will shoulder the responsibility.
Nevertheless, if the superior who has issued the requisition clearly states
in writing that it does not constitute any criminal offence, and if it
becomes apparent that the requisition is not illegal, it will be fulfilled.
The person who has issued the requisition will shoulder responsibility. In
states of emergency such as war or natural disasters, exceptions to the law are
made for public safety and order. |
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Commitment
to Carry
out Services with Attention and Care |
13. |
Members of academic staff are
required to fulfill their duties with care and attention. They are
accountable for the losses and damages given by them to the university,
intentionally or inadvertently. The third parties who suffer
damage or a loss in the term of service will sue not the academic personnel,
but the University. The Rectorates right to take an action against the
responsible academic personnel is preserved. No action can be taken against
the academic personnel who are not tainted by the court under any law or
regulation. |
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Commitment
for Behavior and Collaboration |
14. |
(1) |
It is essential that academic
staff work in cooperation. |
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(2) |
Academic personnel are required,
as is entailed by their duties, to demonstrate with their behaviour
in both inside and outside services that they are respectful and trustworthy. |
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Commitment
to Fulfill duties |
15. |
Academic staff will be located on
duty during business hours. However, they can leave their office with
permission. |
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Commitment
for Contract Termination |
16. |
Academic staff must return back
all official documents associated with their duties, tools and supplies that
are allocated to them and leave all kinds of movable and immovable property. This obligation also covers
inheritors of Academic Personnel. |
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Neutrality
Commitment |
17. |
In fulfilling their duties,
academic staff cannot discriminate people or take sides on the basis of their
language, race, gender, philosophical belief, political
opinion, religious and sectarian belief. |
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general and
specIal rIGHTS
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Pensions
Rights |
18. |
(1) |
The retirement procedures of the
academic staff who served in active duty in the regular personnel category,
subject to the Pension Act, are finalized by the Board of Trustees and the
payment is made by the Board. |
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(2) |
The rights of those who transfer
to the University staff positions from the public sector positions which
allow earning the right to get a pension will be merged with later services,
and their rights and interests shall be calculated and paid, accordingly.
However, for those who begin their university service after having taken
their pension rights and benefits, no merger will take place. |
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08.03.2005 R.G. 33 EK III A.E.131 |
(3) |
The time years served as an
assistant professor by the academic staff, who were employed initially as an
assistant professor prior to 13th July 1987 at the East
Mediterranean University (or at the Higher Technology Institute), and who
became associate professor or professor and are currently employed, are
included in the actual period of service and the minimum service period
required for the retirement pension is calculated according to the terms and
regulations as of the employment date provided that the service has not been
interrupted, regardless of being employed as an assistant professor. |
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Withdrawal
from Position |
19. |
(1) |
An academic staff can withdraw
from the position by presenting a written petition to the Rectors Office. |
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(2) |
Upon the removal from the post of
an academic staff, provisions of the present By-law and Law on pension 26/77
will applied. |
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Free
Treatment |
20. |
(1) |
Academic personnel have the right
to benefit free of charge from medical services, medication, and similar
services rendered by the state. |
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(2) |
This right also extends to the
spouse of the academic staff member, their fathers or mothers that they are
obliged to take care of, children who are under 18, their children who are
above 18, but are students, their unmarried daughters and their mentally
disabled children. |
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(3) |
In case when a fully equipped
state hospital health board arrives at such a conclusion that the academic
personnels treatment is impossible in the country, the academic personnel
can be sent abroad for treatment. The travel expenses and treatment costs are
covered by the Board. |
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(4) |
Retired academic staff also
benefit from the said right within the framework of the prescribed rules. |
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Right to Salary and Salary
Increase 23.05.2000 R.G. 63 EK III A.E. 338, 18.04.2006 R.G. 68 EK III A.E.221, 05.05.2010 R.G. 74 EK III A.E.279 |
21. |
In line
with the principles and criteria determined by the Cabinet of Ministers, cost
of living concession is paid to academic personnel in permanent, permanent
staff candidate, regular and contractual staff positions and retired academic
personnel. |
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Right to the Increase in Scale 18.04.2006 R.G. 68 EK III A.E.221 |
22. |
(1) |
Permanent staff, candidates to
permanent staff or the academic personnel who are considered as regular
staff are regularly given annual scale
increase as of the first appointment or as of the date of appointment
approval if the following terms are met: |
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(a) |
If s/he has worked on that scale
at least one year; |
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21.09.1993 R.G. 94 EK III A.E. 440 |
(b) |
If s/he has good credentials for
the current year; |
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(c) |
If the current scale allows
him/her move horizontally in the scale s/he is in. |
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16.03.2001 R.G. 27 EK III A.E.159 |
(d) |
If s/he meets the minimum
requirements determined by the University Executive Board within the
framework of Academic Evaluation Criteria defined by the Eastern
Mediterranean University Academic Staff Title By-law. |
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(2) |
Annual salary increase to be paid
to the contractual academic personnel is specified in special employment
agreements prepared for the said academic staff. |
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Thirteenth Salary Bonus |
23. |
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10.09.1990 R.G. 95 EK III A.E. 374, R.G.
68 EK III A.E.221 |
(1) |
Within the scope of this By-law,
once a year in December all full-time academic staff and retired academic
staff are paid 13th salary bonus on the basis of their December
salary. |
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(2) |
According to contract terms, the
thirteenth bonus salary is paid to the contractual personnel in December or
based on their most recent salary when they leave office. |
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(3) |
The payment of the thirteenth
bonus salary is determined as follows: |
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(a) |
The thirteen salary paid to the
full-time academic staff is equal to the December gross salary after the
income tax has been deducted. |
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(b) |
The amount paid to the person who
removes from his or her office during a relevant financial year is defined in
the following way: the amount that remains after the income tax has been
deducted from the persons gross salary for the most recent service month is
multiplied by the total number of months worked within the current year and
divided by 12. When calculating the length of service, the periods consisting
of 15 days or more are considered as a whole month while the periods that are
less than 15 days are not taken into account. |
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(4) |
The thirteenth salary bonus is not
taken into account when retirement benefits are calculated. |
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Extra Work Allowances |
24. |
(1) |
Academic staff is required to work
within the framework of principles and criteria that are indicated in this
By-law. Those who fulfill duties beyond these principles and criteria are
paid allowances for their extra work. |
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21.09.1993 R.G. 94 EK III A.E. 440 |
(2) |
Allowances for extra work cannot
be paid in other ways than those mentioned above. |
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(3) |
Allowance paid to the academic
staff for their extra work may not exceed their gross salary that they
receive for their main duties. |
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(4) |
Allowance paid to the academic
personnel for their extra work is calculated based on their gross salary and
the total of hours that they are normally required to work. |
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20.02.2019 R.G. 22 EK III A.E.120 |
(5) |
No payment is issued for extra
course load undertaken by academic personnel who have either been elected for
the positions of Rector, Dean, Institute Director, School Director and
Department Chair or undertaken the aforesaid duties as deputies. |
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Right
to Develop Skills |
25. |
The academic personnel have the
right to attend the courses, seminars, and conferences which may contribute
to their professional knowledge, performance and skills. The rights for and
terms of participation in such activities are specified in the relevant
regulations. |
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Right
to Proxy Salary |
26. |
Academic Personnel assigned to a
position by proxy under is entitled to receive salary within this framework
of this By-law. |
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Right of Complaining and Lawsuit |
27. |
Academic staff has a right of
complaining and filing a lawsuit against the competent instances or
authorities for the administrative actions and procedures, or disciplinary
actions inflicted on them. This right is practiced within the framework of
the Constitution, the University Statute and other existing laws. |
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Publication
Rights |
28. |
Academic staff has a right to
freely express his or her views and thoughts concerning professional,
scientific and cultural issues through the media and publications. |
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Duties by Proxy 21.09.1993 R.G. 94 EK III A.E. 440 |
29. |
The duties to be carried by
University academic administrative organs are carried out by paying salary
for proxy duties. Proxy appointments take place upon the Rectors proposal
and approval of the Board of Trustees. However, academic administrative
duties to be fulfilled without paying proxy salary are assigned by the Rector
and the Board of Trustees is informed about it. To give the mandate to: |
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(A) |
the vacancy must be open. |
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(B) |
the duties that the academic
personnel are to be appointed by proxy cannot be under the position that s/he
is currently taking. |
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(C) |
the academic staff appointed by proxy
shall be paid the salary of the position performed by proxy. |
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However, in order to be paid for
proxy duties, it must last more than three months. The proxy duties that last
less than three months are not paid for. |
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Annual
Leave of Absence |
30. |
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21.09.1993 R.G. 94 EK III A.E. 440, R.G. 13 EK III A.E.55, R.G.
68 EK III A.E.221 |
(1) |
(a) |
Full-time academic personnel are
granted a total of 30 (thirty) working days of paid annual leave. |
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(b) |
The leaves of absence which can be
used during the academic year are defined by taking into consideration the
date that the academic personnel commenced his or her duties and are
proportional to the length of the service; in any case Leave of Absence
Form prepared by the Rectors Office must be filled in. |
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(c) |
Apart from the academic staff
annual leave, academic personnel may have paid leave of absence within the
framework of the principles specified by the University Executive Board to
carry out the research work that they have planned to do beyond the
University or abroad. |
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(2) |
(a) |
It is essential that employees use
their annual leave of absence within the framework of The Annual Leave of
Absence Principles in such a way that the duties and responsibilities of the
academic staff concerning the teaching-learning process are not disrupted. |
|
|
|
(b) |
Academic staff is required to have
at least at least 15 calendar days of uninterrupted leave of absence once a
year. |
||
|
|
(3) |
Apart from the leave of absence to
be used during the winter and summer breaks, the academic staff can be
granted by the Rectors office compassionate leave up to 15 days a year. This
may be extended up to a month as unpaid. |
||
|
Sick Leave R.G. 94 EK III A.E. 440, 05.11.2007 R.G. 196 EK III A.E.754 |
31. |
Excluding those who hold the
status of regular (active) pensioners due to the fact that their employment
commenced at the time of Higher Institute of Technology, all academic
personnel who pay insurance premium to the Turkish Cypriot Social Insurance
Department will be subject to the Turkish Cypriot Social Insurance Act in
case they fail to do their duties due to illness. |
||
|
Leave of Absence during Pregnancy
and Birth 05.11.2007 R.G. 196 EK III A.E.754 |
32. |
Excluding those who hold the
status of regular (active) pensioners due to the fact that their employment
commenced at the time of Higher Institute of Technology, all academic
personnel who pay insurance premium to the Turkish Cypriot Social Insurance
Department will be subject to the Turkish Cypriot Social Insurance Act in
case they fail to do their duties due to pregnancy and birth. |
||
|
Unpaid
and Partly- funded Leaves of Absence |
33. |
|
||
|
21.09.1993 R.G. 94 EK III A.E. 440, 18.04.2006 R.G. 68 EK III A.E.221 |
|
(1) |
Permanent, regular or contractual
personnel can be granted unpaid leave of absence upon the proposal of
Department Head and the Dean or Director, favorable views of the University
Executive Board and the approval of the Board of Trustees if their duties in
the public service, foreign countries and or international organizations are
in conformity with the aims and targets of the university and are of the
universitys benefit. Their employment positions will continue and the period
that they stay abroad will be considered as uninterrupted from the retirement
view point. During the period that they are on leave of absence, they cannot
benefit from the increase in scale. Those staff members reaching the end of
their period of leave but not returning to duty shall be deemed to have
withdrawn from duty and their time spent abroad would not count for
retirement purposes. Those who do not return when the leave of absence is
over will be considered as removed from their positions and the period they
spend abroad will not be taken into account from the retirement viewpoint. |
|
|
|
|
(2) |
The academic personnel who has
obtained a scholarship by using his or her own means and those who want to
benefit from the scholarship provided by the Scholarship Selection Committee
to take a course or continue their education in a related field can be
granted leave of absence upon the recommendation of the Rectors office and
the approval of the Board of Trustees. In case when the amount of the
received scholarship is less than the monthly salary they are paid, the
difference is covered by the University. The period that they are on leave of
absence shall be deemed valid in terms of retirement. In addition, the period
that they are on leave of absence will be considered valid in terms of salary
increase scale provided that having completed their course or study
successfully they return back to their previous position. The academic
personnel who are in such a situation are obliged to return to their position
when their course or study is over. Otherwise, the period that they were on
leave of absence will not be taken into account in terms of retirement;
moreover, they will have to reimburse all the expenses that the University
has made for them. |
|
|
|
|
(3) |
The civil servant spouse of the
academic personnel who have been granted a scholarship or are away for
courses can be granted unpaid leave of absence by the Council of Ministers
for the period of scholarship or courses. |
|
|
21.03.2019 R.G. 39 EK III A.E.209 |
|
(4) |
An unpaid leave of absence up to 6
(six) months may be granted to academic staff upon request by the Board of
Trustees, in the event of the academic staff or one of the family
members including the mother, father, spouse, children or one of the
siblings, encountering an accident or suffering from an important disease, on
the condition that this situation is confirmed by an official report from the
Health Council. The said leave may be extended up to 2 (two) years, at
most, through the same method. Positions of academic staff who have been
granted leave of absence through the aforesaid method will continue as they
are and the period that they are on leave of absence shall be deemed valid
and uninterrupted in terms of retirement. Academic staff members as such
cannot benefit from an increase in scale during the period that they are on
leave of absence. Those staff members reaching the end of their period of
leave but not returning to duty shall be deemed to have withdrawn from duty
and the period spent during the unpaid leave would not be taken into account
for retirement purposes. |
|
PROHIBITIONS
|
Prohibition
of Political Activities 14.03.2018 R.G. 28 EK III A.E.251 |
34. |
|
Academic
personnel may become members of political parties; They may undertake duties
at the central organs of political parties as well as research and advisory
units operating under them, provided that their participation does not
prevent them from fulfilling their assigned duties and responsibilities and
that they inform the university within one month. Academic staff engaging in
the said political activities can neither be elected nor appointed as the
Rector, Dean, Institute Director, School Director and Department Chair, nor
as the Vice Rector, Assistant Institute Director, Assistant Director or
Assistant Department Chair, nor undertake duties as proxies in their absence. |
||
|
Prohibition
of Giving Information and Making Statement |
35. |
|
Academic personnel cannot make any
written or oral statements about the University in the press or mass media on
behalf of the Rectors Office unless they are authorized to do so. |
||
|
Prohibitions
of Accepting Gifts and Getting Interests 21.09.1993 R.G. 94 EK III A.E. 440 |
36. |
|
Academic personnel is prohibited
to get any interests, bribes or gifts from anyone including students,
directly or indirectly, who are members of the institution which is under his
or her control for the services given to either physical person or juridical
person under any pretext. |
||
|
Prohibition of Doing an Additional
Work 03.02.2009 R.G. 25 EK III A.E. 94 |
37. |
(1) |
Academic
Personnel are responsible to reserve all their time to for the university
service and fulfill their duties, and cannot take any extra duties either
paid or unpaid within or outside the university; also they cannot do any
self-employed work. However, such duties as the Administrative Council member
or auditor in a cooperation or organization established by the contribution
of the state the Public Economic Enterprises with the aim of representing the
state, duties in various organizations with approval of the Rectors office
which serve the universitys general benefits and duties as establishing an
association in the structure of Famagusta Technology Development Zone where
the academic personnel may convert their technological knowledge and
experience into the products with economic value and/or services in research,
development, implementation and consultancy in the associations to be
established with this in mind cannot not be considered as additional work. |
|
|
|
03.02.2009 R.G. 25 EK III A.E. 94 |
(2) |
The regulations on the principles
of establishing firms/companies in the structure of Famagusta Technology
Development Zone by the academic personnel and/or assigning duties in the
association to be established in research, development, implementation and consulting
services will be indicated in the relevant regulations to be prepared by the
Senate and approved by the Board of Trustees. |
|
||
|
Prohibition
of Disclosure of Confidential Information |
38. |
(1) |
While fulfilling their duties,
academic staff cannot disclose the confidential information that they have
learned or of which they were informed in writing the need to keep the
information confidential, or publish the official documents without the
written consent of the Rectors Office. |
|
|
|
(2) |
Academic personnel are obliged to
keep the information indicated in Article (1) secret for 10 years even if
their duties in office have been terminated. The University preserves a right
of the lawsuit against those who do not comply with this term. |
|
|||
|
(3) |
The academic personnel has to
conform when s/he is summoned to an authorized court to act as a witness in
relation with job related topics or to show an official document that s/he
protects and s/he is obliged to inform
the Rectors Office about the call-up notice. |
|
|||
|
(4) |
No prohibitions are foreseen in
this Article for the procedures that have nothing to do with the University. |
|
|||
|
Prohibition
of Activities that may Bring Commercial or Other Gains 03.02.2009 R.G. 25 EK III A.E. 94 |
39. |
Academic staff cannot undertake
any activity that can categorize them as merchants or craftsmen, cannot open
a private office or a private school
offering specialized courses and work
at such places, cannot undertake any duties in industrial and agricultural
enterprises, they cannot act as business representatives or agents, they
cannot be a partner of shareholder in the any companies or partnerships
except for companies established in the structure of Famagusta Technology
Development Zone as indicated in Article 37(1) and cannot act as a manager or
auditor in such companies and partnerships which require continuous
operation. Article 37 (2) is applied when academic personnel establish a
company in the structure of Famagusta Technology Development Zone or
undertakes duties at the companies of Famagusta Technology Development Zone. |
|
||
RULES FOR
DISCIPLINE
|
Disciplinary
Actions |
40. |
(1) |
Academic personnel who do not
comply properly with their duties, commitments and responsibilities that they
are required to meet based on the present by-law and the Statute 18/1986 at
the university and in the affiliated units, and who engage in prohibited
deeds, actions or behaviors shall be subject to disciplinary penalties
depending on their nature and gravity. |
|
(2) |
Disciplinary penalties may include
any of the following: Warning, Reprimand, long-term or short-term stoppage in
position progress, temporary dismissal from work, annulment of the contract
and termination of the contract. |
||
|
(3) |
Punishments other than Warning,
Reprimand, long-term or short-term stoppage in position progress are
finalized following the approval of the Board of Trustees. |
||
|
(4) |
The scope of offenses that need to
be penalised and the basis for the system of
disciplinary proceedings are defined by the regulations to be prepared by the
Rectors Office and approved by the Board of Trustees |
MISCELLANEOUS
PROVISIONS
|
Academic
Staff Registry files and the Registry of Disciplinary Processes |
41. |
(1) |
A register file and a personnel
file is kept for each academic personnel. |
|
|
(2) |
The Personnel file includes the
academic personnels documents pertaining to his or her education,
disciplinary condition, administrative and academic activities and
publications, medical reports and information and documents concerning leaves
of absence. |
|||
|
(3) |
The register file includes
evaluation reports, awards received, disciplinary penalties and their
reasons, information and documents relating registry evaluation. |
|||
|
(4) |
The basis and the way on which the
registry file is compiled, how disciplinary penalties are registered in the
rolls and how they can be deleted, and how a new file is compiled are
indicated in relevant regulations. |
|||
|
Termination
of Academic Staff Office 30.07.2021 R.G. 167 EK III A.E.560 |
42. |
(1) |
Academic personnels term of
office is terminated in the following cases: |
|
|
(A) |
When academic personnel withdraw
from their positions in their own desire. |
|||
|
(B) |
When academic personnel are
appointed to other positions by the competent authorities based on their applications. |
|||
|
(C) |
When academic personnel retires. |
|||
|
(D) |
When academic staff does not show
any progress due to insufficient effort while being a candidate to be a
permanent staff, he or she will be dismissed from the positions upon the
written request of the Rectors Office and the approval of the Board of
Trustees. |
|||
|
(E) |
When the contract of the
contractual personnel is annulled or not renewed. |
|||
|
(F) |
When academic staff has been penalised with dismissal from the position due to
disciplinary problems. |
|||
|
(G) |
In the event of the death of the
academic personnel. |
|||
|
(H) |
In the event of the Academic Staff
being over the age of 67. |
|||
|
30.07.2021 R.G. 167 EK III A.E.560 |
|
(2) |
The contractual period of the
academic staff whose contracts are to be renewed is determined so as not to
exceed the age of 67. In accordance with the subparagraph (H) of Item 1 of
the present article, the employment relationship between the personnel who
turns 67 years old and the university continues throughout the academic term
they are in, and the said relationship ends at the end of the relevant term. |
|
Distinguished Professor
30.07.2021 R.G. 167 EK III A.E.560 |
42A. |
(1) |
Distinguished
Professor is one of the persons whose duty has ended in accordance with
subparagraph (H) of Item 1 of Article 42 of the present By-law, or in any
case, describes a person who has had the title of Professor at the Eastern
Mediterranean University before, and who fulfills the criteria of Professor
in accordance with the University's Academic Evaluation Criteria; and, at the same time, who are to serve the
University with the expectation that they will make high-level contributions
in various areas including refereeing in national and international journals,
scientific article production, its control, supervision, thesis supervision, and
offering undergraduate or graduate courses that require special expertise.
Distinguished Professors are appointed for a one-year period upon the
recommendation of the Department, Faculty or School boards and the approval
of the Rectors Office, respectively. |
|
|
(2) |
Distinguished Professors do not
receive any salary in return for their services, do not take place in
positions, and are not entitled to the terms of service, qualifications,
duties, powers and responsibilities, salary and office allowances specified
in this By-law. However, they are entitled to travel and subsistence
contribution 2.5 times the daily gross minimum wage for each day they
actually come to the University and serve. The allowance and subsistence
contribution will be determined equally for all Distinguished Professors on a
daily basis. |
|||
|
(3) |
Distinguished Professors benefit
from support and awards like full-time staff and receive referee allowances
for their academic work, scientific publication award support, award support
for citations in scientific publications, international joint publication
support, outsourced project award, publication success plaque award, researcher
incentive award and scientific meeting participation. |
|||
|
(4) |
Persons who are to contribute to
the university as Distinguished Professors must meet the conditions set out
in Item (1) of this article, as well as the following requirements: |
|||
|
(A) |
To have at least 2 times the
minimum ADEK total score required for Professorship in the Related Field of
Science. |
|||
|
(B) |
To be over 60 years old. |
|||
|
(C) |
Having worked at the Eastern
Mediterranean University for at least 5 years. (This period can be increased with
the decision of the Faculty or School Board and the approval of the Rectors
Office.) |
|||
|
(D) |
Not currently working on a
full-time or part-time basis in any institutiton of
higher education either within the country or abroad. |
|||
|
Withdrawal
from Office |
43. |
(1) |
Academic personnel who wish to withdraw
from the duties cannot realize the procedures of withdrawing from duties or
position unless they complete the procedures relating to the duties
stipulated in Article 16. The office in concern is responsible to complete
the withdrawal procedures at the latest within 90 days. |
|
|
(2) |
Those that leave their office without obeying the rules indicated
in the previous paragraph are obliged to reimburse the financial losses that
they may cause to the university while criminal liability being preserved. |
|||
TEMPORARY
PROVISIONS
|
Provisional
Article 1 Transfer
and Adaptation of the Permanent Academic staff of the Higher Technological
Institute |
(1) |
Those appointed as permanent staff in accordance with the principles
specified by The Higher Technological Institute Foundation law as amended by
no. 18/81 which existed before the present bylaw came into force are
transferred to the following duties as permanent staff of the university based on the provision (4)
of Article 1 of the Provisional Rules of the law: |
||
|
(a) |
Those who are to be transferred and
adjusted will be informed in a written form of the title to be appointed,
their power and responsibilities, salary scale, the scale that they will be
on and place of their service, and the staff to be transferred and adjusted
will have to submit a notice verifying that they accept it. Academic
personnel will submit a written notice within 15 days the latest. |
|||
|
(b) |
Academic personnel who agree to
accomplish their duties in the University will be subject to the provisions
of the present by-law. However, they are deemed as in article 9 (c)
regardless of their academic title in terms of employment. |
|||
|
(c) |
The procedures for the academic staff
shall be completed within three months from the date of entry into force of
the present By-law. |
|||
|
(d) |
The Board of Trustees will consider the academic staff of the
Higher Technological Institute separately as those who have not been
appointed to the permanent status and the contractual staff. The procedure
shall be completed within the first three months after the current by-law
comes into force. |
|||
|
Provisional
Article 2 on
the Appointment
of the Contractual Academic staff as
Permanent Academic staff 18.04.2006 R.G.
68 EK III A.E.221 |
(1) |
Contractual academic staff who worked for at least 6 (six) full time years before the present by-law entered into force and met the following requirements will be transferred to Permanent academic staff status upon the approval of the Board of Trustees, if they apply: |
||
|
(a) |
Not
having retired from any institution and/or organisation; |
|||
|
(b) |
Having
met the Academic Evaluation Criteria (ADEK criteria) of the position they are
in. |
|||
|
(c) |
Not
being older than the age of 55. |
|||
|
(d) |
Not
having been subject of any disciplinary penalty issued by the Disciplinary
Committee within the last three years. |
|||
|
(e) |
The conditions of the contract
renewal of the academic personnel, the transfer of contractual staff to
permanent staff status, and dismissal of the permanent staff from the
position are stipulated by Article 9(e) of the present by-law. |
|||
|
(2) |
The regulations prescribed in this
by-law shall be appropriated to the by-law within four months following its
entry into force. |
|||
|
Temporary Provision
3 05.05.2010 R.G. 74 EK III A.E.279 |
Column II specified in Article 3
of the present by-law enters into force as of 1 January 2010. |
|||
|
Temporary
Provision 4 30.07.2021 R.G. 167 EK III A.E.560 |
(1) |
The employment relationship between the staff member
who has completed the age of 67 or will turn 67 within the contract period
and the university ends at the end of the contract, on the present by-laws date of
entry into force and during its first application. |
||
|
(2) |
The
employment relationship between the staff member who has completed the age of
67 on the present by-laws date of entry into force and during its first
application, or who will turn 67 years old during the administrative duty
(Dean, School Director, Department Head), and the university continues until
the end of the academic term when the administrative duty comes to an end. |
|||
|
(3) |
On
the present by-laws date of entry into force and during its first
application, academic staff members
who have completed the age of 67 and who are in the status of Permanent Staff
are removed from the status of Permanent Staff and a one-year contract is
made with them upon request. At the end of this period, the employment
relationship of such staff with the University is terminated. |
|||
|
(4) |
On
the present by-laws date of entry into force and during its first
application, a one-year contract is made upon the request of the contract
staff, whose current contract will expire in 2021. At the end of this period,
the employment relationship of the personnel with the University is
terminated. |
|||
FINAL
PROVISIONS
|
Executive
Power |
44. |
This by-law is executed by the Eastern
Mediterranean University Rectors Office. |
|
Regulation Making Power 03.02.2009 R.G. 25 EK III A.E. 94 |
45. |
The
Senate can make regulations to implement the present by-law and ensure the
execution of instructions provided that they are approved by the Board of
Trustees |
|
Coming into Force |
46. |
This Regulation shall enter into force from the date of its publication in the Official Gazette. |
I.
Column
20.04.1989
R.G. 47
EK III
A.E. 178,
14.12.1990
R.G. 122
EK III
A.E. 531,
12.11.1992
R.G. 110
EK III
A.E. 491,
21.09.1993
R.G. 94
EK III
A.E.
440,
25.02.1999
R.G. 17
EK III
A.E. 59,
18.10.1999
R.G. 136
EK III
A.E. 639,
16.03.2001
R.G. 27
EK III
A.E.159,
06.08.2003
R.G. 95
EK III
A.E.546,
18.04.2006
R.G. 68
EK III
A.E.221,
05.03.2019
R.G. 29
EK III
A.E.157,
30.07.2021
R.G. 167
EK III
A.E.560
|
Position |
Staffing number |
Scaling number |
|
Rector Vice Rector Dean Vice Dean Department Head Assistant Head Director of an Institute School director Principal Professor Associate professor Assistant Professor Senior Instructor Instructor Expert |
1 5 16 32 40 60 3 5 16 200 150 200 200 175 25 |
- - - - - - - - - 7 6 5 3-4 2-3 1-5* |
*Experts
to be appointed to Scale 5 must have a Doctorate degree.
II.
COLUMN
(Article 4)
13.04.1990
R.G. 43
EK III
A.E. 164,
07.03.1991
R.G. 22
EK III
A.E. 114,
14.04.1992
R.G. 38
EK III
A.E. 166,
21.09.1993
R.G. 94
EK III
A.E. 441,
23.05.2000
R.G. 63
EK III
A.E. 338,
18.04.2006
R.G. 68
EK III
A.E.221,
05.05.2010
R.G. 74
EK III
A.E.279
A)
SCALE
TABLE OF RETIRED ACADEMIC STAFF
|
SCALES (US DOLLAR) |
|||||||||||
|
Scale
|
1 |
2 |
3 |
4 |
5 |
6 |
7 |
8 |
9 |
10 |
11 |
|
1 |
1.377,18 |
1.413,22 |
1.449,27 |
1.485,30 |
1.521,34 |
1.557,39 |
1.593,43 |
1.629,19 |
1.671,14 |
1.713,10 |
1.755,29 |
|
2 |
1.490,57 |
1.530,37 |
1.570,19 |
1.610,00 |
1.649,81 |
1.689,63 |
1.729,44 |
1.769,28 |
1.813,44 |
1.857,60 |
1.901,82 |
|
3 |
1.641,71 |
1.687,00 |
1.732,29 |
1.777,57 |
1.822,86 |
1.868,15 |
1.913,42 |
1.958,77 |
2.014,92 |
2.071,08 |
2.127,30 |
|
4 |
1.859,94 |
1.918,63 |
1.977,32 |
2.036,02 |
2.094,71 |
2.153,40 |
2.212,08 |
2.271,01 |
2.331,93 |
2.392,84 |
2.456,17 |
|
5 |
2.895,93 |
2.973,73 |
3.051,52 |
3.129,33 |
3.207,13 |
3.284,94 |
3.362,75 |
3.440,59 |
|
|
|
|
6 |
3.511,56 |
3.628,05 |
3.744,54 |
3.861,04 |
3.977,52 |
4.094,02 |
4.210,51 |
4.328,16 |
|
|
|
|
7 |
4.437,40 |
4.558,93 |
4.680,45 |
4.801,97 |
4.923,50 |
5.045,02 |
5.166,55 |
5.288,05 |
|
|
|
B) SCALE
TABLE OF REGULAR (ON ACTIVE DUTY), CONTRACTUAL AND PERMANENT ACADEMIC STAFF
|
SCALES (US DOLLAR) |
|||||||||||
|
Scale |
1 |
2 |
3 |
4 |
5 |
6 |
7 |
8 |
9 |
10 |
11 |
|
1 |
1.248,83 |
1.278,54 |
1.308,25 |
1.340,04 |
1.373,16 |
1.406,32 |
1.439,66 |
1.472,63 |
1.512,39 |
1.554,64 |
1.596,96 |
|
2 |
1.344,93 |
1.381,62 |
1.418,20 |
1.454,80 |
1.491,60 |
1.530,97 |
1.571,03 |
1.611,10 |
1.655,49 |
1.696,36 |
1.736,93 |
|
3 |
1.484,11 |
1.528,43 |
1.573,96 |
1.619,38 |
1.664,27 |
1.705,99 |
1.747,72 |
1.789,53 |
1.841,23 |
1.892,97 |
1.944,56 |
|
4 |
1.698,50 |
1.752,47 |
1.806,48 |
1.860,52 |
1.914,57 |
1.968,63 |
2.022,73 |
2.077,00 |
2.133,25 |
2.189,21 |
2.247,64 |
|
5 |
2.652,67 |
2.724,38 |
2.795,81 |
2.867,40 |
2.939,34 |
3.010,98 |
3.082,70 |
3.154,34 |
|
|
|
|
6 |
3.195,52 |
3.301,52 |
3.407,54 |
3.513,54 |
3.619,55 |
3.725,56 |
3.831,56 |
3.938,62 |
|
|
|
|
7 |
3.993,66 |
4.103,03 |
4.212,40 |
4.321,77 |
4.431,14 |
4.540,52 |
4.649,89 |
4.759,24 |
|
|
|
III COLUMN
(Article
7 (1))
R.G. 47
EK III
A.E. 178,
21.09.1993
R.G. 94
EK III
A.E. 440,
13.02.1998
R.G.15
EK III
A.E. 68,
16.03.2001
R.G. 27
EK III
A.E.159,
25.09.2008
R.G. 172
EK III
A.E.710
DUTY
SCHEME OF THE EASTERN MEDITERRANEAN UNIVERSITY STAFF
Staff Title: Rector
Status: Initial
Appointment
Scale: Scale 7 + 400,00 USD
I. Duties, Powers and
Responsibilities:
(1) To
provide functioning orderly functioning of the University as a whole in
accordance with its objectives, to elevate the level of learning /teaching
process and scientific research, to ensure orderly functioning of faculties,
departments and other organs in line the Law, statutes, rules and regulations
(2) to exercise the power and takes the responsibility envisaged
by the title in the Law
(3) to execute
the duties to be assigned by the Board of Trustees.
(4) Rector is
appointed for five years. This time can be reduced to two years with mutual
agreement.
II.
Qualifications:
(1) to
hold a title of Professor, to have 15-year successful work experience
after obtaining the title of Professor as an academic career at universities,
international institutions, or public sector or private sector.
(2) to possess extensive information about the principles and
systems of higher education
(3) to have a
very good command of English. Proficiency of a second or third language is
preferable
Staff Title:
Vice Rector
Status:
Initial Appointment
Scale: Basic Salary + 300,00 USD
I. Duties, Powers and
Responsibilities:
(1) to assist the Rector in executing his/her duties, powers and
responsibilities
(2) to carry out any other appropriate duties given by the
rector
II.
Qualifications:
(1) to hold a title of Assistant Professor at least .
(2) to have an extensive knowledge of
objectives, principles and system of higher education
(3) to work as a senior instructor for five
years and/or to have a managerial experience
(4)
to have a very good command of English. Knowledge of a
second language is a preference
Staff Title: Dean
Status(Position):
Initial Appointment
Scale: Basic salary + 275,00 USD
I.
Duties, Power and Responsibilities:
(1) to carry out the power and responsibilities envisaged by the
law
(2) to carry out
other appropriate duties given by the rector
(3) Dean shall be appointed for three years.
II.
Qualifications:
(1) to be an Assistant Professor at least
(2) to have at least for three years of experience as a Faculty
member or educational in a university.
(3) to have an extensive knowledge of objectives, principles and the system
of higher education
(4) to have a very good command of English.
Knowledge of a second language is a preference.
Staff Title:
Vice Dean
Status(Position):
Initial Appointment and Promotion
Scale: Main Salary + 200,00 USD
I. Duties, Powers and
Responsibilities:
(1) to assist Dean in execution of his/her
duty, power and responsibilities
(2) to carry out appropriate duties given by
the Dean
(3) Vice Dean shall be appointed for 3
years
II.
Qualifications:
(1) to be an Assistant professor at least
(2) to have an extensive knowledge of
objectives, principles and the system of higher education
(3) to have at least 3 year-experience as a faculty member
(4) to have a very good command of English.
Knowledge of a second language is a preference
Staff Title:
Department Chair
Status(Position):
Initial Appointment and Promotion
Scale: Basic salary + 200,00 USD
I.
Duties, Powers and Responsibilities:
(1) to carry out duty, power and responsibilities envisaged by
the bylaw
(2) to carry out appropriate duties given by
the Dean
(3)
Department chair shall be appointed for 3 years
II.
Qualifications:
(1) to be an Assistant professor at least
(2) to
have at least 3 year-experience as a faculty member
(3)
to have a very good command of English.
Title: Assistant Chair
Status(Position):
Initial Appointment and Promotion
Scale: Basic Salary + 100,00 USD
I. Duties, Powers and
Responsibilities:
(1) to assist Department Chair in the execution of duties, power
and responsibilities
(2) to carry out
other appropriate duties assigned by the Department chair
II.
Qualifications:
(1) to hold a title of Assistant Professor
(2) to have an extensive knowledge of
objectives, principles and the system of higher education
(3)
to have a very good command of English
Title: Director
of an Institute
Status (Position): Initial Appointment
Scale: Basic salary + 215,00 USD
I. Duties, Powers and
Responsibilities:
(1)
to provide functioning of the related institute in accordance with its
objectives, to elevate the level of teaching/learning process and scientific
research, and ensure orderly functioning of the institute in line with the Law,
statutes, rules and regulations.
(2) to carry out duties, exercises the power and takes
responsibility envisaged by the bylaw.
(3) carries out other appropriate duties assigned by the rector.
II.
Qualifications:
(1) to have at least 3 years of experience at a university or in
a research institution as an Associate Professor at least or
(2) to have at least 5 years of experience at a university or in
a research institution as an Assistant Professor
(3) to have a very good
command of English
Title: Principal
Status(Position):
Initial Appointment and Promotion
Scale: Basis salary + 215,00 USD
I.
Duties, Powers and Responsibilities:
(1) to manage and inspect the proper functioning of the related
school, increase of the level of teaching/learning process and functioning of
the school in line with the Law, statutes, programs and regulations.
(2) to carry out the duties, exercise power and take responsibility envisaged by
the bylaw.
(3) to carry out other appropriate duties assigned by the
rector.
II.
Qualifications:
(1) to hold a PHD degree
in the related field or to have at least 10 years of successful work experience
in the field of educational service with a graduate diploma
(2) to have a
very good command of English .
Title: Assistant
Principal
Status(Position):
Initial Appointment and Promotion
Scale: Basic salary + 120,00 USD
I.
Duties, Powers and Responsibilities:
(1) To assist the principal in management,
power exercising and taking responsibilities.
(2) act as a
director in his or her absence.
(3) to carry
out any other appropriate duties assigned by the Principal.
II. Qualifications:
(1) to hold a PhD
degree in the related field or to have at least 10 years of successful work
experience in the field of educational service with a graduate diploma
(2) to have an excellent command of English
Title: Professor
Status(Position):
Initial Appointment and Promotion
Scale: 7
I. Duties, Powers and
Responsibilities:
(1) to teach the assigned subjects in
accordance with the curriculum; to carry out workshops, laboratories and other
practices in line with the program.
(2) to
carry out his or her work and practices continuously in order to develop and
implement the teaching-learning process at the university in a well-planned way
(3) to conduct scientific research, to publish and to supervise.
(4) to participate in the activities directed at the realization
of the foundation aim and its mission
(5) to carry out duties that have been envisaged by the present
bylaw and other duties assigned.
II.
Qualifications:
(1) to hold the title of professor
(2) to have an excellent
command of English
Title: Associate
Professor
Status(Position):
Initial Appointment and Promotion
Scale: 6
I. Duties, Powers and
Responsibilities:
(1) to teach the assigned subjects in
accordance with the curriculum; to carry out workshops, laboratories and other
practices in line with the program.
(2) to carry out his
or her work and practices continuously in order to develop and implement the
teaching-learning process at the university in a well-planned way
(3) to conduct scientific research, to publish and to supervise.
(4) to participate in the activities directed at the realization
of the foundation aim and its mission
(5) to carry out duties that have been envisaged by the present
bylaw and other duties assigned.
II.
Qualifications:
(1) to hold
the title of associate professor
(2) to have an excellent
command of English
Title: Assistant
Professor
Status(Position):
Initial Appointment and Promotion
Scale: 5
I. Duties, Powers and
Responsibilities:
(1) to teach the assigned subjects in
accordance with the curriculum; to carry out workshops, laboratories and other
practices in line with the program.
(2) to carry out his
or her work and practices continuously in order to develop and implement the
teaching-learning process at the university in a well-planned way
(3) to conduct scientific research, to publish and to supervise.
(4) to participate in the activities directed at the realization
of the foundation aim and its mission
II.
Qualifications:
(1) to hold a PHD degree on educational
programs in the university except for the architecture department.
(2) to have an excellent
command of English
Title: Senior
Instructor
Status(Position):
Initial Appointment and Promotion
Scale: 3-4
I.
Duties, Powers and Responsibilities:
(1) to teach the assigned subjects in
accordance with the curriculum; to carry out workshops, laboratories and other
practices in line with the program.
(2) to carry out his
or her work and practices continuously in order to develop and implement the
teaching-learning process at the university in a well-planned way
(3) to
provide that all the tools and instruments in to be used in the laboratories
and workshops in his or her unite be ready for use
(3) to conduct scientific research, to publish and to supervise.
(5) to
carry out duties that have been envisaged by the present bylaw and other duties
assigned.
II.
Qualifications:
(1) to hold a
PhD degree in the related field or to have at least 3 years of experience in
his or her field or in the field of education with an MA degree or to have at
least 5 years of experience in the field of education with a DOTE certificate
program given by the Preparatory school.
(2) to have an excellent command of English
Title: Instructor
Status (Position): Initial Appointment
Scale: 2-3
I. Duties, Powers and
Responsibilities:
(1) to teach the assigned subjects in
accordance with the curriculum; to carry out workshops, laboratories and other
practices in line with the program.
(2) to
carry out his or her work and practices continuously in order to develop and
implement the teaching-learning process at the university in a well-planned way
(3) to
conduct scientific research and publish, or participate in the ongoing scientific
research in the university individually
or as a team member.
(4) to carry out duties that have been
envisaged by the present bylaw and other duties assigned.
II.
Qualifications:
(1) to hold a graduate diploma in the related field from a
recognized university.
(2) to have an excellent command of English
Title: Expert
Status(Position)::
Initial Appointment
I. Duties, Powers and
Responsibilities:
(1) to do
his or her duties, to exercise power and take responsibility in accordance with
the terms of the contract
II. Qualifications:
(1) to have a
special skill or expertise in the field specified by the university and in the
direction of the realization of the objectives of the university; to have a
good command of English.
Title: Visiting Contractual Professor
Status(Position):
Initial Appointment and Promotion
I. Duties, Powers and
Responsibilities:
(1) to teach the assigned subjects in
accordance with the curriculum; to carry out workshops, laboratories and other
practices in line with the program.
(2) to
carry out his or her work and practices continuously in order to develop and
implement the teaching-learning process at the university in a well-planned way
(3) to conduct scientific research, to publish and to supervise.
(4) to participate in the activities directed at the realization
of the foundation aim and its mission
(5) to
carry out duties that have been envisaged by the present bylaw and other duties
assigned.
II. Qualifications:
(1) to have
a PhD degree.
(2) to have
an excellent command of English.