REGULATION on determining and evaluating performance indicators (KPIs)

 of professors, teachers, managers and employees of the

Silk Road International University of Tourism  and Cultural Heritage

Chapter I. General provisions

1. This Regulation establishes the procedure for determining and evaluating performance indicators (KPIs) of professors, teachers, managers and employees of the "Silk Road" International University of Tourism and Cultural Heritage (hereinafter referred to as the University).

2. The following definitions shall apply in this Regulation:

Work efficiency indicator – an evaluation criterion used to determine the performance and productivity of professors, teachers, and staff based on quantitative and qualitative indicators;

The employee being evaluated – professor, supervisor and staff a person who is part of;

Direct supervisor – faculty member, supervisor, and staff being evaluated the head of a directly subordinate structural unit (head of department, head of department, vice-rector , etc.);

A superior is an official who is directly subordinate to the immediate supervisor of the employee being evaluated (General Manager, Rector of the University).

3. Key performance indicators for professors, leaders, and staff should be clear, measurable, result-oriented, and time-bound.

4. The main performance indicators of professors, supervisors and employees are evaluated annually based on the results of the reporting year by January 20 of the current year. The established bonus amounts are valid from January 1 to December 31 of the current year.

5. The criteria and evaluation procedure for determining performance indicators (KPIs) of university professors, teachers, leaders, and employees are carried out in accordance with Appendices 1, 2, and 3 of these Regulations.

6. Assessment is not conducted during the following periods:

-      during vacations granted in accordance with labor legislation;

-      during the period of temporary incapacity for work of the employee;

-      When an employee is released from work to perform specific duties due to service requirements.

In the cases specified in the fourth paragraph of this paragraph, personal bonuses are paid to the employee's salary as a percentage of the position salary, calculated based on the maximum daily amount of points that can be received during a month for the period of absence from work (100 (maximum points) / 22 (working days) = 4.5 (points calculated per day of absence from work) .

7. Information related to the evaluation will be stored in the University's Human Resources Department for three years from the date of completion of the evaluation.

8. The superior and immediate supervisor is personally responsible for the completeness, reliability, objectivity, openness and transparency of the process of assessing the achievement of key performance indicators.

9. Positions that are not evaluated using a separate methodology and their salary supplements are calculated as a percentage of the position salary in accordance with Appendix 4 to these Regulations.

10. The amounts of bonuses determined for the salaries of university professors, teachers, managers and employees in accordance with the scores given based on the criteria of performance indicators (KPIs) shall be implemented in accordance with Appendix 5 to these Regulations.

11. When a new professor, supervisor, or employee is hired, the salary increase based on employee performance indicators (KPIs) will be assigned 3 months after the employee is hired.

12. If professors, supervisors, and employees who have been assigned a bonus make shortcomings in their activities during the year (violation of labor discipline, neglect of official duties, timely and high-quality fulfillment of tasks assigned by the management, etc.), the amount of the bonus assigned will be removed.

 Chapter II. Final provisions

 13. Upon the employee's application, a commission may be formed under the chairmanship of the First Vice-Rector for Administrative Affairs (hereinafter referred to as the First Vice-Rector) to re-examine quantitative and qualitative indicators.

The written application is submitted by the employee to the Human Resources Department.

14. By order of the First Vice-Rector, an Evaluation Commission (hereinafter referred to as the “Commission”), which is a working body of the Personnel Department, shall be established to review quantitative and qualitative indicators.

15. The Human Resources Department, in agreement with the Chairman of the Commission (First Vice-Rector), draws up a schedule for reviewing applications received from employees and informs the evaluators.

The Human Resources Department ensures that the Commission meetings are held at the times agreed upon with the Commission Chairman.

16. A meeting of the Commission shall be considered competent if at least two-thirds of its members are present.

The decision of the commission is made by open vote.

Special technical means (audio and video recordings, as well as photographs) may be used at commission meetings.

The results of the voting shall be determined by a majority vote of the members of the Commission. In the event of a tie, the vote of the Chairman of the Commission shall be decisive.

17. The Secretary of the Commission shall be the Head of the Human Resources Department . The Secretary of the Commission shall not vote.

18. Evaluation results from employees​ Based on the results of considering the received applications, the Commission shall adopt one of the following decisions:

-        confirmation of assessment results;

-        review the assessment results.

19. If a decision is made to revise the evaluation results, the Commission shall adjust the evaluation depending on the level and complexity of the task assigned to the employee and shall indicate this in the minutes of the meeting approved by the chairman of the commission.

20. The Commission meeting on assigning salary increments to the evaluated professors, teachers, managers and employees of the university based on the criteria of performance indicators (KPIs) shall be held once a year, with the exception of the Commission meeting for newly hired professors, teachers, managers and employees, which may be held every 3 months. With the exception of employees whose salary is determined based on the unified tariff scale for labor remuneration .

Appendix 1 to the Regulation on determining and evaluating performance indicators (KPIs) of professors, teachers, managers and employees of the Silk Road International University of Tourism and Cultural Heritage

Professors and teachers of the Silk Road International University

of Tourism and Cultural Heritage performance

 indicators (KPIs) criteria

 KPI of Research for Full Time Teachers in Silk Road University 

 KPI of Research for Part Time Teachers in Silk Road University 

 Remarks:

1.       One paper can be counted only once in our university. Encourage to cooperate with other universities.

2.       One Scopus or WoS journal paper is equal to 3 international journal papers. One international journal paper is equal to 2 nationally accredited journal papers.

3.       One monograph is equal to one Scopus or WoS journal paper.

4.       Papers published on fake journals will be recognized as cheating.

5.       Authors will receive rewards for each Scopus WoS journal paper based on journal ranking.

a)       Q1—500 USD

b)       Q2—350 USD

c)       Q3—250 USD

d)       Q4—200 USD (including Scopus conference papers, book chapters)

Appendix 2 to the Regulation on determining and evaluating performance indicators (KPIs) of professors, teachers, managers and employees of the Silk Road International University of Tourism and Cultural Heritage

 Criteria and evaluation procedure for performance indicators (KPIs) of employees of the Silk Road International University of Tourism and Cultural Heritage

 *Note: The allowances established in accordance with regulatory legal acts are submitted to the commission for discussion by the Head of the Planning and Finance Department based on the supporting documents and serve as the basis for allocating an allowance to the employee's salary in the amount established by law. 

Appendix 3 to the Regulation on determining and evaluating performance indicators (KPIs) of professors, teachers, managers and employees of the Silk Road International University of Tourism and Cultural Heritage

 Criteria and evaluation procedure for performance indicators (KPIs) of department heads at the Silk Road International University of Tourism and Cultural Heritage

 *Note: The allowances established in accordance with regulatory legal acts are submitted to the commission for discussion by the Head of the Planning and Finance Department based on the supporting documents and serve as the basis for allocating an allowance to the employee's salary in the amount established by law. 

Appendix 4 to the Regulation on determining and evaluating performance indicators (KPIs) of professors, teachers, managers and employees of the Silk Road International University of Tourism and Cultural Heritage

Positions for which performance is not evaluated and their salary bonuses are percentages of the position's salary 

Note:      * The approval of a higher-ranking organization is required when determining the additional salaries of the rector and vice-rector.

               ** Increments for secretarial, courier, technical and service staff are implemented based on the notification of department heads.

Appendix 5 to the Regulation on determining and evaluating performance indicators (KPIs) of professors, teachers, managers and employees of the Silk Road International University of Tourism and Cultural Heritage 

"Silk Road" International University of Tourism and Cultural Heritage based on the points accumulated by employees based on the criteria of their performance indicators (KPIs)

appropriate amounts of bonuses to be determined on employees' salaries