1. Policy objective

The purpose of Staff Reward System is to recognize the achievements and professional development of staff and their demonstrated capacity to contribute to UIC’s mission by undertaking duties at a higher level than their current appointment.

2. Eligibility/compliance requirements

Based on the results of staff performance review, Deans of Faculties/Schools may recommend to President/Provost for rewarding staff performance and contributions to the College. The President/Provost will set up, if necessary, a panel with the supervisor of the staff concerned and one of the Vice-Presidents to consider the recommendations.

2.1. Salary adjustment/Salary increase (for more details please refer to the HR- 16 Performance-based Reward Policy for Administrative Staff)

2.1.1. A “general adjustment” in terms of a percentage will apply to all staff for inflation if appropriate.

2.1.2. Salary increase will only be granted for good performance.

2.1.3. A memo will be issued to staff for respective salary adjustment(or subject to staff member’s request)

2.2. Performance bonus

    2.2.1. Performance Bonus is designed to assist  Faculties/Schools/Offices to show recognition and appreciation to colleagues who have demonstrated “excellent” performance and/or made a “special contribution” to the College or Faculties/Schools/Offices.

    2.2.2. The bonus should be provided to no more than 10% of the total staff of the Faculties/Schools/Offices each year.

    2.2.3. The maximum of the bonus is 1.5 times of the staff’s monthly salary

2.3. Special Allowance

2.3.1. Special allowance is granted to recognize individuals who have to shoulder additional duties normally related to special assignments/projects/development activities for an extended period of time.

2.3.2. The special allowance will be provided on a monthly basis for a specified period of not more than 12 months.

2.4. Promotion

2.4.1. Promotion for teaching staff

2.4.1.1. Promotion Criteria:

a. The candidate should normally have served for three years at the current rank.

b. The candidate will be considered for promotion in accordance with the performance expectations and standards of the next higher grade.

2.4.1.2. Panel Composition:

a. Faculty/School Review Panel——

Dean of Faculty/School as the Chairman,

The relevant Department Head,

One senior staff within the Faculty/School appointed by the Chairman;

One senior teaching staff member from outside the Faculty/School appointed by the Chairman.

b. College Review Panel for Promotion to Associate Professor Rank or to Senior Lecturer Rank——

The Provost or Vice President (Academic) as the Chairman,

c. Dean of Faculty/School (his representative)  or one senior teaching staff from each Faculty/School appointed by the ChairmanCollege Review Panel for Promotion to Professor Rank——

The President (his representative) as the Chairman,

Dean of Faculty/School, and,

Other senior teaching staff of Faculty/School appointed by the Chairman;

2.4.1.3. Recommendations of promotion are to be presented to the President for final approval.

2.4.1.4. Consideration of promotion and compensation adjustment will normally be synchronized with annual performance assessment.

2.4.1.5. A memo will be issued to staff for promotion result to reflect position & salary changes.


2.4.2. Promotion for non-teaching staff

2.4.2.1. Promotion Criteria

a. A track record of solid and substantial service at the current rank, at least 3 years for promotion application from Grade C to D; at least 4 years for Grade D to F while 5 years for Grade F to G or G to H;

b. A record of consistently high performance ratings at the current rank;

c. Ability to perform the job functions, wider scope, more complex and higher level of responsibilities of the higher grade;

d. Core competencies for performing job responsibilities and performance expectations of the higher grade.

e. Excellent command of written and oral English.

f. Committee servicing experience is preferable.


2.4.2.2. Panel Composition

The Provost as Chairman,

Two senior management team members appointed by the Chairman,

HR Director;

2.4.2.3.  Consideration of promotion and compensation adjustment will normally be synchronized at the beginning of new academic year.


2.5. Performance Award (details please refer to the HR-15 Policy on Outstanding Performance Awards for Academic Staff)

2.6. Long Service Award (detail please refer to the HR-20 Long Service Award Regulations of UIC)

3. Process /procedures

3.1. Promotion for teaching staff

3.1.1. An application for promotion initiated by employee or his/her supervisor, including a copy of /her present job description as part of the application, and submit to Human Resource Office.

3.1.2. A Faculty/School Review Panel will assess promotions for Grade A.B-L.B (see Grading Structure).

       3.2. A College Review Panel will assess promotions according to the different rank of the promotion application. Promotion for administrative staff

3.2.1. An application for promotion initiated by employee or his/her supervisor, including a copy of /her present job description as part of the application, and submit to Human Resource Office.

3.2.2. A Panel will assess promotions for Executive/Professional grade.

3.2.3. A Panel will assess promotions for Managerial/Senior Professional Staff.

3.2.4. After six months’ service in the new position, he/she will participate in an “after promotion review” with the same panel members. His/her salary will increase based on review result.

4. Form templates

4.1. F/HR-05-01 Administrative Staff Promotion Application Form

       4.2. F/HR-05-02 Teaching Staff Promotion Application Form

       4.3. F/HR-05-03 Promotion Review for Administrative Staff

4.4. F/HR-05-04 Template of Memorandums






The reward system policy was approved at the Staff Review and Development Committee (SRDC) on 6th May 2008.