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 – 1/24).
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.
|
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, 10.10.2022 R.G. 235 EK III A.E.776, 29.08.2023 R.G. 176 EK III A.E.673, 27.05.2024 R.G. 106 EK III A.E.417 |
1. |
This By-law is titled as “Eastern Mediterranean University By-law for
Staffing and Employment for Academic Staff”. |
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”. |
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. |
|||
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, 27.05.2024 R.G. 106 EK III A.E.417 |
4. |
(1) |
The number and scales of Permanent
Staff, Regular Staff or 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 specified in the Column I and Column II attached to this
Regulation. |
||
|
27.05.2024 R.G. 106 EK III A.E.417 |
|
(2) |
Appointments to be made into the scales
specified in Column II, is applied to the first grade of the relevant scale. |
||
|
27.05.2024 R.G. 106 EK III A.E.417 |
|
(3) |
Academic staff who are eligible to
advance to the next scale grade in their scale table will continue to receive
the salary of their current step before the promotion, regardless of the step
in the newly assigned scale. The date for in-grade salary increases remains
unchanged. However, if the salary corresponding to the first step of the new
scale is less than or equal to the salary of the lower grade, they will be
entitled to receive the salary from the next step higher than the one they
are currently drawing, or from the step above the one equal to their current
salary. Personnel subject to Law No. 47/2010 will be processed according to
the rules of this law. |
||
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. |
||
|
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. |
|||
|
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: |
||
|
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: |
|||
|
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 |
||||
|
18.04.2006 R.G. 68 EK III A.E.221
|
(4) |
Salaries
of the contractual academic staff are determined within the following
framework: |
|||
|
(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. |
||||
|
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. |
|||
|
(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. |
||||
|
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. |
|||
|
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. |
||
|
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. |
|||
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. |
|||
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: |
||
|
(A) |
To be a citizen of the TRNC; |
||||
|
(B) |
Not to be banned from public rights due to
treason committed against the homeland and society; |
||||
|
(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; |
||||
|
(D) |
Not to have physical or mental disease or
handicap that could prevent from fulfilling the duties assigned by the job to
be taken; |
||||
|
(E) |
To have fulfilled compulsory military
service; |
||||
|
(F) |
To have a good record from the highest
official body where the employee had worked most recently. |
||||
|
|
|
(G) |
Not to be over 67 years old. |
||
|
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 |
(2) |
Qualifications
mentioned in subparagraphs (A) and (E) are not required for contractual or
permanent staff. However, in case of
need, the qualification mentioned in subparagraph (E) will be valid for TRNC
citizens provided that they have a document verifying that their military
service has been postponed. International academic personnel who will be
appointed on a contractual basis are required to complete their residence and
work permit procedures subject to the rules and regulations of Turkish
Republic of Northern Cyprus without any inconvenience. |
|||
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. |
|||
CHAPTER
III
FORMS
OF EMPLOYMENT OF THE ACADEMIC PERSONNEL
|
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 and Regular Staff Candidate and Regular Staff: |
||
|
(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
by-law. |
|||
|
(B) |
Regular 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. |
|||
|
(C) |
Regular 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. |
|||
|
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 a contract academic staff for a minimum period
of six years and not in the "Regular Staff” position. |
|
|
18.04.2006 R.G. 68 EK III A.E.221, 30.07.2021 R.G. 167 EK III A.E.560, 29.08.2023 R.G. 176 EK III A.E.673 |
(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: |
||
|
(a) |
those who have retired from an institution
and/or organisation, either domestic or abroad, |
|||
|
(b) |
faculty members not fulfilling the Academic
Evaluation Criteria (ADEK criteria) of their designated staff category, |
|||
|
(c) |
those who have exceeded the age of 60, |
|||
|
(d) |
those who have received any disciplinary penalty
issued by the Academic Staff Disciplinary Board within the last three years, |
|||
|
(e) |
those who are in the visiting academic staff
category, |
|||
|
Visiting
Academic Staff 30.07.2021 R.G. 167 EK III A.E.560, 27.05.2024 R.G. 106 EK III A.E.417 |
9A. |
(1) |
In some special cases,
appointments can be made with the temporary title of “visiting assistant
professor”, “visiting associate professor” or “visiting professor”. |
|
|
(2) |
The method of appointment to
the position of visiting academic staff is applied with a consideration of
one of the following special situations: |
|||
|
(A) |
Ensuring that faculty
members of whom the university has extreme difficulties in finding are
brought to the university under special conditions. |
|||
|
(B) |
Regardless of the absence of
vacant positions for assistant professors, associate professors, or
professors at the university, there exists a necessity to employ assistant
professors, associate professors, or professors due to the requirements of
current or prospective international accreditation bodies, the equivalency
conditions from various countries, and the quota conditions of the Turkish
Higher Education Council placement exam. |
|||
|
27.05.2024 R.G. 106 EK III A.E.417 |
|
|
||
|
27.05.2024 R.G. 106 EK III A.E.417 |
|
|
||
|
27.05.2024 R.G. 106 EK III A.E.417 |
(3) |
Appointment of the visiting
faculty members is made upon the reasoned request of the department chair,
the dean's office or the directorate, recommendation of the Rector’s Office
and the approval of the Board of Trustees. |
||
|
27.05.2024 R.G. 106 EK III A.E.417 |
(4) |
The maximum duration of the
contract to be signed with a visiting lecturer is one year. The contract of
the visiting lecturer can be extended or renewed with the reasoned request of
the dean's office or the directorate, recommendation of the Rector’s Office
and the approval of the Board of Trustees. |
||
|
27.05.2024 R.G. 106 EK III A.E.417 |
(5) |
The salary of visiting
lecturers is within the scales determined for the Visiting Faculty Member in
the Column 1 of this Regulation and, the first appointment applies from the
first grade of the relevant scale. |
||
|
27.05.2024 R.G. 106 EK III A.E.417 |
(6) |
Persons over the age
of 67 cannot be appointed as Visiting Lecturers. |
||
|
27.05.2024 R.G. 106 EK III A.E.417 |
(7) |
Salary coefficients of the
visiting lecturers are determined in the first year of their appointment as
visiting lecturers in accordance with fifth item of this Article (9A.5).
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 0.85 in any case. |
||
|
27.05.2024 R.G. 106 EK III A.E.417 |
(8) |
|
||
|
|
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. |
||
Act of Commitment
|
11. |
Academic staff is obliged to comply with the Turkish Republic of Northern Cyprus Constitution and laws. |
|
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. |
|
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 Rectorate’s 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. |
|
Commitment for Behavior and
Collaboration
|
14. |
(1) |
It is essential that academic staff work in
cooperation. |
|
(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. |
||
Commitment to Fulfill duties
|
15. |
Academic staff will be located on duty
during business hours. However, they can leave their office with permission. |
|
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. |
|
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. |
|
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. |
|
|
|
(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. |
||
|
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. |
||
|
Withdrawal
from Position |
19. |
(1) |
An academic staff can withdraw from the position by presenting a written petition to the Rector’s Office. |
|
|
(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. |
|||
|
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. |
|
|
(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. |
|||
|
(3) |
In case when a fully equipped state
hospital health board arrives at such a conclusion that the academic
personnel’s 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. |
|||
|
(4) |
Retired academic staff also
benefit from the said right within the framework of the prescribed rules. |
|||
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. |
||
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: |
|
|
(a) |
If s/he has worked on that scale at least one year; |
|||
|
21.09.1993 R.G. 94 EK III A.E. 440 |
(b) |
If s/he has good credentials for the current year; |
||
|
|
(c) |
If the current scale allows him/her move
horizontally in the scale s/he is in. |
||
|
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. |
||
|
|
(2) |
Annual salary increase to be paid to the contractual
academic personnel is specified in special employment agreements prepared for
the said academic staff. |
||
Thirteenth Salary Bonus
|
23. |
|
||
|
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. |
|
|
|
|
(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. |
|
|
|
|
(3) |
The payment of the thirteenth bonus salary is
determined as follows: |
|
|
|
|
|
(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. |
|
|
|
|
(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
person’s 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. |
|
|
|
(4) |
The thirteenth salary bonus is not taken into
account when retirement benefits are calculated. |
|
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. |
|
|
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. |
||
|
|
(3) |
Allowance paid to the academic staff for their extra
work may not exceed their gross salary that they receive for their main
duties. |
||
|
|
(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. |
||
|
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. |
||
|
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. |
||
|
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. |
||
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. |
||
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. |
||
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 Rector’s 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: |
||
|
(A) |
the vacancy must be open. |
|||
|
(B) |
the duties that the academic personnel
are to be appointed by proxy cannot be under the position that s/he is currently
taking. |
|||
|
(C) |
the academic
staff appointed by proxy shall be paid the salary of the position performed
by proxy. |
|||
|
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. |
||||
Annual Leave of Absence
21.09.1993 R.G. 94 EK III A.E. 440,
|
30. |
(1) |
(a) |
Full-time academic personnel are granted a total of
30 (thirty) working days of paid annual leave. |
|
|
(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
Rector’s Office must be filled in. |
||
|
|
(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. |
||
|
|
(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
Rector’s 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
university’s 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 Rector’s 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. |
|
|
10.10.2022 R.G. 235 EK III A.E.776 |
|
(3) |
Senior Faculty Members 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. |
|
|
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. |
|
|
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 Statements |
35. |
Academic personnel cannot make any written
or oral statements about the University in the press or mass media on behalf
of the Rector’s 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 Rector’s office which serve the university’s 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 Rector’s 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 Rector’s 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. |
|
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 Rector’s Office and approved by the Board of Trustees |
|
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 personnel’s 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 personnel’s 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 Rector’s 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 death of the academic
personnel. |
|||
|
(H) |
In
the event of the Academic Staff being over the age of 67. |
|||
|
(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 semester they are
in, and the said relationship ends at the end of the relevant semester. |
|||
|
Distinguished Professor 30.07.2021 R.G. 167 EK III A.E.560, 10.10.2022 R.G. 235 EK III A.E.776 |
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 request of the Department, Faculty
or School boards, recommendation of the Rector’s Office and the approval of
the Board of Trustees, 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. |
||
|
10.10.2022 R.G. 235 EK III A.E.776 |
(B) |
To be over 50 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
Rector’s Office.) |
||
|
|
(D) |
Not currently working on a
full-time or part-time basis in any institution of higher education either
within the country or abroad. |
||
|
Senior Faculty Member 10.10.2022 R.G. 235 EK III A.E.776 |
42B. |
(1) |
Senior
Faculty Member refers to Faculty Members (Assist. Prof. Dr., Assoc. Prof. Dr.
and Prof. Dr.) whose duty have ended in accordance with subparagraphs (A) or
(H) of Item 1 of Article 42 of the present By-law who are to serve the
University with the expectation that they will make contributions in various
areas including offering undergraduate or graduate courses. Senior Faculty
Members are appointed for a one-year period upon the request of the
Department, Faculty or School boards, recommendation of the Rector’s Office
and the approval of the Board of Trustees, respectively. |
|
|
(2) |
Senior
Faculty Members 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 2.00, 2.20 and 2.40 (Assist. Prof. Dr., Assoc. Prof.
Dr. And Prof. Dr., respectively) 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 Senior Faculty
Members on a daily basis. |
|||
|
(3) |
Senior
Faculty Members 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 Senior Faculty Members must meet
the conditions set out in Item (1) of this article, as well as the following
requirements: |
|||
|
(A) |
To be over 50 years old. |
|||
|
(B) |
Having worked at the Eastern Mediterranean
University for at least 10 years as a Full-Time staff member. |
|||
|
(C) |
Not currently working on a full-time or part-time
basis in any institution 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. |
|||
Executive Power
|
44. |
This By-law is
executed by the Eastern Mediterranean University Rector’s 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
|
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 10 20 40 60 3 5 16 100 125 150 200 175 20 |
- - - - - - - - - 7 6 5 3-4 2-3 1-5
|
(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,
27.05.2024
R.G. 106
EK III
A.E.417
|
ACADEMIC PERSONNEL SALARY
SCALES |
|||||||||||||||
|
|
GRADE |
||||||||||||||
|
POSITION |
SCALE |
1 |
2 |
3 |
4 |
5 |
6 |
7 |
8 |
9 |
10 |
11 |
12 |
13 |
14 |
|
INSTRUCTOR |
2 |
60,958.00 |
62,608.00 |
64,258.00 |
65,908.00 |
67,558.00 |
69,208.00 |
70,858.00 |
72,558.00 |
74,358.00 |
76,208.00 |
78,208.00 |
80,208.00 |
82,208.00 |
84,208.00 |
|
SENIOR INSTRUCTOR |
3 |
66,265.00 |
68,265.00 |
70,265.00 |
72,265.00 |
74,265.00 |
76,365.00 |
78,465.00 |
80,565.00 |
82,765.00 |
84,965.00 |
87,165.00 |
89,365.00 |
91,565.00 |
93,765.00 |
|
SENIOR FACULTY MEMBER |
4 |
75,520.00 |
77,980.00 |
80,440.00 |
82,900.00 |
85,360.00 |
87,820.00 |
90,280.00 |
92,740.00 |
95,200.00 |
97,660.00 |
100,120.00 |
102,580.00 |
105,040.00 |
107,500.00 |
|
ASSIST. PROFESSOR |
5 |
107,900.00 |
110,800.00 |
113,700.00 |
116,600.00 |
119,500.00 |
122,400.00 |
125,300.00 |
128,200.00 |
131,100.00 |
134,000.00 |
136,900.00 |
139,800.00 |
142,700.00 |
145,600.00 |
|
ASSOC. PROFESSOR |
6 |
136,100.00 |
138,300.00 |
140,500.00 |
142,700.00 |
144,900.00 |
147,100.00 |
149,300.00 |
151,500.00 |
153,700.00 |
155,900.00 |
158,100.00 |
160,300.00 |
162,500.00 |
164,700.00 |
|
PROFESSOR |
7 |
159,600.00 |
161,800.00 |
164,000.00 |
166,200.00 |
168,400.00 |
170,600.00 |
172,800.00 |
175,000.00 |
177,200.00 |
179,400.00 |
181,600.00 |
183,800.00 |
186,000.00 |
188,200.00 |
(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, Powers
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: |
Basic 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 by-law |
|
|
(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. |
|
|
Staff 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 |
|
|
Staff 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 by-law. |
|
|
(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 |
|
|
Staff Title: |
Principal |
|
|
Status (Position): |
Initial
Appointment and Promotion |
|
|
Scale: |
Basic 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 by-law. |
|
|
(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 |
|
|
Staff 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 |
|
|
Staff 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 by-law and other duties assigned. |
|
|
II. |
Qualifications: |
|
|
(1) |
to hold the title of professor |
|
|
(2) |
to have an excellent command of English |
|
|
Staff 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 by-law and other duties assigned. |
|
|
II. |
Qualifications: |
|
|
(1) |
to hold the title of associate
professor |
|
|
(2) |
to have an excellent command of English |
|
|
Staff 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 |
|
|
Staff 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 |
|
|
(4) |
to conduct scientific
research, to publish and to supervise. |
|
|
(5) |
to carry out duties that have been envisaged by the
present by-law 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 |
|
|
Staff 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 by-law 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 |
|
|
Staff 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. |
|
|
Staff Title: |
Visiting Contractual Professor |
|
|
Status (Position): |
Initial
Appointment |
|
|
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 by-law and other duties assigned. |
|
|
II. |
Qualifications: |
|
|
(1) |
to have a PhD degree. |
|
|
(2) |
to have an excellent command
of English |
|