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The Remuneration Package for Faculty Positions at City University of Hong Kong aims to provide a competitive and flexible compensation structure that links performance to rewards while enhancing recruitment and retention of high-caliber faculty. Key features include gratuity-bearing terms, substantiation of appointment requirements, and a comprehensive remuneration package comprising salary, cash allowances, bonuses, and various fringe benefits. The package also offers non-monetary benefits such as generous leave types and health coverage for faculty and their families.

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6 views2 pages

Gen Info Newpackage

The Remuneration Package for Faculty Positions at City University of Hong Kong aims to provide a competitive and flexible compensation structure that links performance to rewards while enhancing recruitment and retention of high-caliber faculty. Key features include gratuity-bearing terms, substantiation of appointment requirements, and a comprehensive remuneration package comprising salary, cash allowances, bonuses, and various fringe benefits. The package also offers non-monetary benefits such as generous leave types and health coverage for faculty and their families.

Uploaded by

HimanshuKumar
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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CITY UNIVERSITY OF HONG KONG

Remuneration Package for Faculty Positions

A. Objectives

The objectives of the Remuneration Package for Academic Faculty [i.e. (Clinical) Assistant
Professors, (Clinical) Associate Professors, (Clinical) Professors and (Clinical) Chair
Professors] are:

 To provide a highly competitive, more flexible, easy to understand and administer


remuneration package,

 To promote a stronger link between performance and reward,

 To ensure cost-effective use of resources,

 To enhance the University’s competitiveness in the recruitment and retention of faculty


members of the highest calibre,

 To strengthen the University’s leading position in teaching and research.

B. Major Features

1. Appointment on Gratuity-bearing Terms

a. Appointments will be offered on gratuity-bearing terms.

b. Faculty members will draw a contract-end gratuity on satisfactory completion of a fixed-


term contract and will be reviewed for contract renewal before substantiation of
appointment is granted*.

c. Once substantiation of appointment is awarded, faculty members will receive a service


gratuity payable for every 3 years on satisfactory completion of service*.

d. The gratuity payment (i.e. contract-end gratuity or service gratuity) and the University’s
contribution to the Mandatory Provident Fund Scheme will total 15% of the basic salary.

e. On substantiation of appointment*, the period of employment, subject to termination


conditions, will be continuous until retirement age, normally at 65.

* Substantiation of appointment is not applicable to clinical faculty on Clinical Grade Staff Terms
of Service

2. Substantiation of Appointment (not applicable to clinical faculty on Clinical Grade Staff Terms
of Service)

a. Assistant Professors are required to attain substantiation of appointment with promotion


to Associate Professor within a maximum 6-year period which shall count from the
commencement date of appointment.

b. Associate Professors and above are also required to attain substantiation of appointment
within a maximum 6-year period of University service.

c. For individuals with prior faculty service in other academic institution(s), recognition
for some or all this prior service may be given, and the 6-year period may be shortened.

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3. Components of the Remuneration Package

a. The monetary components may include the following:

(i) “Salary” + “Cash Allowance” (discretionary) + “Sign-on/Golden Handcuff


Bonus” (discretionary)

Sign-on/
Salary + Cash Allowance + Golden Handcuff Bonus
- Salary banding - Discretionary, market - Discretionary, market
system without steps and performance-based; and performance-based
not dependent on needs
- Banding with only - For a very small group
maximum and - A lump sum payable of talent
minimum monthly (non-
accountable) - Payable by installment or
- Delink salary from lump sum
academic title for
Assistant /
Associate Professor
with a large overlap
between their salary
bands to meet
market situations

- Market and performance-


based pay review

(ii) Contract-end gratuity or service gratuity, and Mandatory Provident Fund

(iii) One-off relocation assistance for faculty members recruited from overseas

b. Non-monetary Fringe Benefits

(i) Leave Types


- annual leave (22 working days per year; 26 working days per year on completion of 10
years of service),
- special/conference leave (28 working days per year, advance possible),
- sabbatical leave* (the University may contribute one month’s leave per year of service
up to a maximum of 4.5 months),
- sick leave (entitlement depending on length of service),
- maternity leave (a maximum of 14 weeks),
- paternity leave (up to 7 working days on each occasion of childbirth).

(ii) Outpatient, hospital and dental coverage for faculty members, their spouse and dependant
children

* Sabbatical leave is not applicable to clinical faculty on Clinical Grade Staff Terms of Service

Human Resources Office


April 2021
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