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 (Directors) of Division/Center/Office may recommend to President for rewarding staff performance and contributions to the College. The President 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
2.2. Performance bonus
2.2.1. Performance Bonus is designed to assist Divisions/Centers/Offices to show recognition and appreciation to colleagues who have demonstrated “excellent” performance and/or made a “special contribution” to the College or Divisions/Centers/Offices.
2.2.2. The bonus should be provided to no more than 10% of the total staff of the Divisions/Centers/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. Division Review Panel——
Dean of Division/Director of Center as the Chairman,
The relevant program coordinator,
One senior staff within the division appointed by the Chairman;
One senior teaching staff member from outside the Division appointed by the Chairman.
b. College Review Panel for Promotion to Associate Professor Rank or to Senior Lecturer Rank——
The Vice-President (Academic) as the Chairman,
Dean of Division/Director of Center,
One senior teaching staff within the Division appointed by the Chairman;
One senior teaching staff members appointed by the Chairman.
c. College Review Panel for Promotion to Professor Rank——
The President (his representative) as the Chairman,
Dean of Division/Director of Center,
Two senior teaching staff of Division/Center appointed by the Chairman;
Two other senior teaching staff members 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
2.4.2. Promotion for non-teaching staff
2.4.2.1. A staff member may apply for promotion after 1 year of service in his/her current position.
2.4.2.2. He/she will participant in a promotion review.
2.4.2.3. A decision will be made by a promotion panel.
a. For promotion from “General grade” to “executive/professional grade”, the panel members are:
The immediate supervisor,
The Director of this unit, and
The HR Officer.
b. For promotion to “managerial/senior professional staff, the panel members are:
The President,
The immediate supervisor or VP, and
The HR Director.
2.4.2.4. Promotion criteria
a. A track record of solid and substantial service at the current rank;
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.
2.4.2.5. Consideration of promotion and compensation adjustment will normally be synchronized with annual performance assessment
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 Division Review Panel will assess promotions for Grade A.B-L.B (see Grading Structure).
3.1.3. A College Review Panel will assess promotions for Associate Professor/Senior Lecturer Rank.
3.1.4. A College Review Panel will assess promotions for Professor Rank.
3.2. 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-02-02 Interview Assessment Form (Refer to HR02, P6)