Performance-based Pay Review Scheme for Non-academic Staff

City University in Hong Kong

(By Corrine)

To reinforce the University's performance-based culture, the University launched the Performance-based Pay Review Scheme for Non-academic Staff in November 2010.

The Scheme aims to motivate staff for continuous improvement of performance and contributions to the University, and to retain staff by building a stronger link between performance and reward. Under the Scheme, performance planning needs to be strengthened to ensure that individual staff’s performance goals align with the Departmental and University goals and strategies. The Scheme is said to be able to enhance the current reward system for non-academic staff by integrating the various types of pay adjustments into a single system.

The Scheme is applicable to all full-time regular non-academic staff members appointed on superannuable or gratuity-bearing contract terms of appointment, including those who have reached the top point of their salary scales. Under the Performance-based Pay Review Scheme, non-academic staff are classified into three categories according to their positions/pay scales in the University hierarchy. The categories are i) senior professional staff, ii) professional staff, and iii) general support staff.

Performance of non-academic staff can be assessed by their output measured against the established performance goals, quality of work and their core competencies. In addition, some personal attributes are desirable which could have positive impact on staff performance; appraisers could make reference to these attributes in performance evaluation.

It is deemed a fair and transparent appraisal system with a well-structured rating system to assess staff performance. Individual appraisers and appraisees will agree on the Key Result Areas and performance goals at the start of the performance cycle which in turn will constitute the assessment criteria and standards for staff members.

The launch of the Performance Appraisal Schemes aims to establish a culture in which faculty/staff members and departments take responsibility for the continuous improvement of their performance and contributions to the University.  It is also the duty of faculty/staff members to comply with the requirement of conducting the performance appraisal and development process as stipulated in the University's established procedures.