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Center Faculty Personnel Policies

The following section discusses Center Faculty Personnel Policies that are unique to the Center. However, none of these policies supersede the policies and procedures stated in the University Policies from Chinese Government Authorities

RECRUITMENT AND APPOINTMENT


The appointment for a faculty position of the Center shall be the responsibility of the Center.

Obtaining Approval to Search:

1. The Chair of the Executive Committee completed Faculty Recruitment Plan (Appendix A) and sends it to the President Office for Academic Affairs for approval.

2. The President Office for Academic Affairs returns written approval to the Executive Committee Chair.

Recruitment

Approving the Pool:

1.  When the closing date for applications has passed and before any on-campus interviews are held, or if a deadline for applications is not specified (i.e., if it accepts dossiers until the position is filled), prior to the first set of on-campus interviews, the Executive Committee Chair should complete the Approval of Pool form (Appendix B) submit it and together with the CV of the candidates selected to the Center director for approval.

2.  The Director forwards the signed Approval of Pool form to the President Office for Academic Affairs for review. Once approval has been given, the Center can invite candidates for on-campus interviews.

Screening and Interviewing

Interview Procedures: the Executive Committee Chair will be responsible for providing the committee members with an overview of appropriate procedures.

Administrative Review

1.    When the on-campus interviews are complete, the Executive Committee Chair will submit the following documents to the Center Director:

A.     Vitae of candidates interviewed on campus and letters of reference for top applicant.

B.      Copy of the recommendation from the Executive Committee Chair to the Center Director.

2.  The Center Director will forward this material with a letter of endorsement to the President Office for Academic Affairs for approval. The Director's letter should include a detailed statement of the basis for choosing the preferred candidate over the others who were brought to campus.

3.  The President Office for Academic Affairs reviews all of the materials and obtains approval from the President.

4.   The President Office for Academic Affairs forward the approval to the Center director and the Center director notifies the Executive Committee Chair. The Director's Office also sends a letter of offer to the prospective faculty member and Personnel forms

CONTRACT TYPES

A.  Full-time faculty or PIs: are faculty members or PIs who have a contract for employment on a 100% workload basis for three consecutive academic terms.

B.   Part-time PI: are those PIs who are employed for the academic year for 1-6 months. They may hold a contract for any portion of the 12-month fiscal year. Temporary faculty and visiting faculty are included when employed at less than 6 month.

FACULTY EVALUATION

Each faculty member or PI at the Center shall be evaluated once annually, once at the mid-term and once at the end of the contract term by the Academic Committee on the basis of scholarly attainment and professional growth as evidenced by research, publication, creative scholarly activity, and institutional and professional service activities. (Refer to the “BAIC-SM PI Evaluation Criteria”, Appendix I)

To ensure a measure of procedural uniformity within the Center, the following steps are required:

1. The Center director discusses with the faculty member in a scheduled conference the content of that faculty member's annual evaluation;

2. The faculty member or PI will sign a statement to the effect that he/she has been apprised of the content of the annual evaluation;

3. The faculty member or PI will submit annual report to respond the annual evaluation or mid-term report for mid-term evaluation.

4. The Center director will perform evaluation process with the Academic Committee and will acknowledge the faculty member with comments in response.

Annual Review: is performed before the end of the first year of the employment; the investigator will submit a written report (see Annual report guidelines). At least 3 members from the Academic Committee (selected by the AC chair) will review the report and provide a report to the AC chair who will summarize and report to the executive committee and the Director. Feedback will be provided to the investigator.

Semi-term Review: is performed during the 2nd and 3rd year for the PI who has a 3-year contract term and during the 3rd and 4th year for the PI who has a 5-year contract term. At least 3 members from the Academic Committee (selected by the AC chair) will review the report and provide a report to the AC chair who will summarize and report to the executive committee and the Director.  Feedback will be provided to the investigator.

Term Review: is performed 3 to 6 months prior to the contract termination. The PI will give an oral presentation to the evaluation committee (comprised of the AC, EC and Director).

If progress and/or output in research is not satisfactory and the PI has not responded to the feedback provided in the reviews, the Director, in consultation with the EC, will provide at least two warnings to the investigator to address corrective actions, whereupon the contract of the PI with BAIC-SM can be terminated. Renewal of the contract is judged on the basis of the evaluation report.

FACULTY DUTIES AND RESPONSIBILITIES

Broadly defined, three primary functions of the faculty at the Center and BUCT are teaching, research, and service.

Teaching: Faculty members are expected to provide instruction and student advising as assigned by the departmental chairman.

Research: Faculty members and PIs are expected to participate in scholarly and research activities which enhance their professional development and contribute to their disciplines. An assessment of these activities will be included in the annual review of the faculty member.

Service: Faculty and PIs are to serve, as appropriate, on departmental, college, and University committees. In addition, they make discipline-related contributions to professional organizations or to the community.

LEAVE AND FRINGE BENEFIT POLICIES AND REGULATION

1.        LEAVES

For full-time faculty/PI and part-time PI during his working term, Faculty members and PIs shall obtain approval in advance from the Center Director to be absent from assigned duties. The requirement of advance notice may be waived in an emergency.

Part-time PIs are required to submit an "Attendance Report "(Appendix II) every half year to the Center.

Faculty members/PIs shall assist in arranging for their duties to be performed during periods of their absence. Cancellation of classes due to absences from campus is strongly discouraged.

Approvals

For absences from campus of 10 business day or less, the faculty member should notify his/her supervisor. Absences of more than 10 consecutive business days must be approved by the Center Director by submit an absence authorization request.

Absence from campus without approval shall have negative effect on one’s annual evaluation and term evaluation.    

Absences from Campus for Professional Activities

Absences from campus of more than 10 business day for professional activities, including consulting, should be documented in advance by submit a travel authorization request, or other acceptable document, such for exampleConference and Official Travel Request Form(see “Official and Conferences Travel Policies”). The purpose of the absence and an itinerary should be provided. Any deviations from the original itinerary must be clearly indicated and explained when requests for reimbursement.

For absences from campus for professional activities of 10 business day or less, the Faculty member should notify his/her supervisor. A travel authorization request is not required unless reimbursement for expenses is expected.

Sick leave:

Full-time faculty members accumulate sick leave at the rate of one day (equivalent to eight hours) per calendar month of service for a total of nine days (72 hours) per year. Faculty members and PIs working half time or more accumulate sick leave proportionate to their percentage of fulltime equivalence.

Vacation/Annual Leave

a.   Part-time faculty members/PIs do not accrue vacation/annual leave time.

b.  Full time faculty members/PIs accrue 21 days of vacation/annual leave a year (1.75 days per month).

2.   HOLIDAYS

The University observes the following 7 official paid holidays each year. An exact schedule of these holidays is published each year by the university administration, but generally comprises:

  • New Years Day (3 days)
  • Chinese New Year (7 days)
  • Tomb-sweeping Day (3 Day)
  • Labor Day (3 days)
  • Dragon Boat Festival (3 days)
  • Mid-Autumn Festival (3 days)
  • National Day (7 days)

Foreign full-time PIs are also allowed to take leave on their important national holidays, such as Christmas.

3.   INSURANCE:

The center assists full time faculty to obtain Social Security for foreign worker according to Chinese government authorities.   

BUSINESS AND FINANCIAL AFFAIRS

Compensation

The Center provides faculty member with salary commensurate with one’s experience.  

Salary increases for full-time faculty may be awarded on the basis of merit. The criteria for the determination of the extent of such increases shall include: research productivity, academic achievements and publications, academic honors and recognitions, relevant professional achievements and recognitions, and non-teaching services to the University.

Sponsored Grants and Contracts

Funds from sponsored grants and contracts administered through the University are subject to the regulations of the granting agency and the University. Such funds are monitored by the Center Administrative Committee, Academic Committee and the Office of Finance.  


 

Appendix I
                                                        BAIC-SM PI Evaluation Criteria

Poor

(Unsatisfactory)

l   Frequent absence from the University or the Center meeting, committee activities or service;

l   Poor management of a research group;

l   Result in no publication in relevant peer reviewed journals;

l   No participation in grant activity;

l   Absence from annual, semi-term and term evaluation.

fair

l   Attend the University or the Center meeting, committee activities or service;

l   Involve students in the research process;

l   Submit for grant proposals and receive funded grants;

l   Dissemination of the results of research activity at professional conferences;

l   Result in publication in relevant peer reviewed journals;

l   Submit grant proposals and receive funded grants;

l   Attend annual, semi-term and term evaluation;

good

l   Participate in the achievement of Center goals;

l   Provide supervision of graduate student research;

l   Submit grant proposals and receive national funded grants; Foreign PIs are required to actively participate in grant application with collaborators at BUCT.

l   Dissemination of the results of research activities at professional conferences;

l   Result in many publications in relevant peer reviewed journals;

l   Result in book chapters, and (co)edited or (co)authored books;

l   Receive professional award and/or honor from university.

Excellent

l   Participation in the achievement of larger University goals or strategic plan;

l   Maintain a vigorous and productive research group;

l   Receive national funded grants or international grant; Foreign PIs are required to actively participate in grant application with collaborators at BUCT.

l   Result in many significant publications in relevant peer reviewed journals book chapters, and (co)edited or (co)authored books;

l   Serve as the associate editor or editor in relevant professional journals;

l   Significant contribution at the nation level or receive outstanding national or international award or honor.

1.  Please note the weight to be given factors relevant to the determination of merit varies with the individual faculty member or PI’s determined role. When a faculty member evaluates his or her individual intellectual and creative accomplishments it is more important to focus on the general criteria of the quality and significance of the work than to categorize the work.

2.   Peers should focus on the quality and significance of work rather than on quantity of work when evaluating an individual’s achievements.

3. A rating of unsatisfactory results when more than one individual rating (scholarship and service) of unsatisfactory exists for the designated review.

4.  A rating of fair results when at least one individual rating (scholarship and service) of fair exists, and not more than one rating (teaching, scholarship, and service) of good exists.

5.  A rating of good results when at least one individual rating (scholarship and service) of good exists, and not more than one rating (teaching, scholarship, and service) of excellent exists.

6.  A rating of excellent results when two or more individual ratings (scholarship and service) of excellent exist.

 


 

Appendix II

                                                          Attendance Report

Name: 

No.

Period

total days

Arrival Date

Departure Date

1

 

 

 

2

 

 

 

3

 

 

 

4

 

 

 

5

 

 

 

6

 

 

 

7

 

 

 

8