8.2.7 Does your university as a body measure/track pay scale gender equity?

 

Fixed Salary

COMPENSATION AND BENEFITS pdf attached in evidence file

○ Fixed Salary is the monetary compensation provided by Ahlia for an employee’s work effort as agreed in the employment contract. Any amendments to the employee salary from time to time by Ahlia in the form of increments or other salary adjustments approved by President shall be through Ahlia official notification and duly recorded on a Change of Status form.

○ Fixed salary is the composition of the monthly basic salary, housing, and transportation allowances.

○ The salary scale depicts the minimum, median (midpoint), and maximum levels of the basic salary and allowances.

○ The decision to provide the incumbent with the minimum, median, or maximum of the job grade’s basic salary in accordance to the employee's fitment into entry, competent, and experienced levels is that of the concerned Dean/Director in coordination with the President.

○ The following salary structures have been designed by benchmarking with the University of Bahrain for the academic positions and with the Civil Service Bureau for non-academic positions. Each grade level reflects comparative levels of knowledge, skills, abilities, and responsibilities as well as market forces. The Salary Structures are reviewed on a regular basis to ensure competitiveness with the market.

PERFORMANCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT

https://www.ahlia.edu.bh/cms4/wp-content/uploads/2021/10/Staff-Handbook_June2021_WEB_4.pdf

PERFORMANCE MANAGEMENT AND REVIEWS

Performance management is an essential process to ensure appropriate performance of all units and employees leading to the achievement of the strategic goals of the university. Performance management complements the implementation of the university strategic plan. Faculty evaluation and performance appraisal of administrative employees are an essential process in performance management. Performance Management aims to enable every employee to consistently perform as expected and excel in his/her performance.

Excellence in performance leads to providing better quality service to all stakeholders, faster response, less mistakes, and less conflicts. In addition, Performance management aims at recognizing and identifying distinguished performers. The system of performance management involves: clear performance expectations through formulation of individual objectives that are in line with the departmental/directorate or unit objectives, provision of support and resources needed, clear and immediate feedback to the employees to enable them to improve their performance and an overall performance management review. Performance Management is an on-going process that should contribute to building of a high performance culture.

PERFORMANCE APPRAISAL FOR ACADEMIC STAFF

The University conducts an annual evaluation for each faculty member. The evaluation involves several components aimed at evaluating faculty performance in all aspect of academic work. Major components of faculty evaluation include:

’ Student Online Evaluations of Instructors

’ Peer Evaluation

’ Chairpersons’ and Deans’ Evaluations

’ Graduate Studies and Research Evaluations

’ Quality Assurance Evaluations

’ Vice-President for Academic Affairs’ Evaluations

’ Community Engagement Evaluation

For more information, please refer to your department chairperson.

For more information about faculty evaluation contact Director of Centre of Evaluation and

Measurement at 17298999 ext. 8668.

PERFORMANCE APPRAISAL FOR PROFESSIONAL STAFF

Performance appraisal is an integral part of the performance management process. Appraisal is done at the end of each year with the purpose of measuring employee performance and encouraging employee development. Findings are used to evaluate merit pay, opportunities for advancement and professional development. It is important to consider the employee’s level of demonstrated performance during the specified review period and how it relates to the definitions of performance ratings, as well as the degree of applicability to the job. The appraisal measures selected traits including aspects such as professional knowledge, quality of work and productivity. Overall rating should reflect and describe the employee’s performance.

For more information about performance appraisal and management contact Moosa Al-Jamri at 3531

PROFESSIONAL DEVELOPMENT

Professional development at Ahlia University is recognized as an integral part of overall organizational development. It is recognized as central to the enhancement of the quality, effectiveness and outcome of the university programs. Ahlia University acknowledges that employees are the most valuable asset and as such their continuous professional development is crucial to successful achievement of strategic goals.

Ahlia University is strongly committed to the professional development of the employees of various categories. The university is also committed to adhere to the standards set by the Higher Education Council (HEC) to spend a specific amount of its net revenue on professional development activities. This is manifest in its strategic plan as professional development is recognised as one of the important areas of consideration at strategic, operational, departmental and individual levels. By training, developing, coaching and mentoring of various categories of employees, Ahlia University promotes excellence to ensure maximum impact on student learning.

Professional development also demonstrates a strong commitment of the University to develop and retain talented employees, encourages a culture of continuous learning and incremental performance improvements: and supports the employees to reach their full career potential.

Professional development in Ahlia University follows a systematic approach from the identification of professional development needs to the delivery of well-designed developmental activities that are aligned with those needs. Annual Professional development plan preparation and implementation is coordinated by the HR Directorate. All employees are encouraged to participate in the needs identification, suggestion of professional development activity, or participating in delivery of a professional development activity.

Professional development activities range from one hour symposium, interactive workshops, local or international conference, to educational opportunity toward a higher degree. Provision of professional development activities is done both internally through various colleges or centralized through HR directorate department and externally through collaboration with other institution or external provider. A request for professional development activity is to be done through Training Request Form available in the Web page of the HR accessible through the University Website: www.ahlia.edu.bh.

For inquiries about professional development activities please contact Mr. Hussain al Majid at 17313538 or ext. 3538 for faculty development and Mr. Mousa Aljamri at 17313531 or ext. 3531 for professional staff development.

HUMAN RESOURCES DIRECTORATE - IMPORTANT CONTACTS

https://www.ahlia.edu.bh/cms4/wp-content/uploads/2021/10/Staff-Handbook_June2021_WEB_4.pdf

The Human Resources Directorate works closely with all colleges, business units, faculty and administrative staff of Ahlia University. The mission of the directorate is to ensure adequacy and optimization of human resources and excellence in employee performance in order to support the overall, Mission of Ahlia University; to attract a highly qualified, diverse workforce and retain it through a stable and credible work environment; to provide equal opportunities for development and growth; and ensure delivery of exemplary customer service through modern human resource management techniques and methodologies. The main functions of the directorate are organized in three main divisions: The Employee Relations, The Recruitment & Selections and Training, Development & Performance Management.

The Employee Relations division deals with, but is not limited to: Payroll, Compensation & Benefits, Leave Management, Grievances and Disciplinary Code, Information Systems, Employees’ Contracts, interpretation and administration of Policy & Procedures.

Scale gender equity

Pdf file attached in the evidence folder

 

Section 5 ’Compensation and Benefits.pdf’ in AU’s HR Policies & Procedures document tackles this subject

 

 

Ahlia university's salary scale is in accordance with the Bahrain Labor Law, where It was found that the country with the most similar GDP (PPP) per capita with Bahrain is Sweden. Bahrain has a per capita income of $51,846, versus a per capita income of Sweden of $51,264. However, considering the cost of living adjustment as Stockholm is more expensive than Manama, and using a calculation formula and inputting the above given of Bahrain and Sweden, the number is adjusted downward by a factor of 1.404. Living wage in Sweden for a family of two plus two (husband/wife plus 2 children) is $1,624.59. Adjusting the minimum wage by the cost of living adjuster, using a conversion factor of 2.63 per BHD, results in a salary of BHD 440.

 

Ahlia University provides its staff with salary payments to all its personnel with gender equality, these are aspects that have been taken into account since the beginning of the university and the recruitment of its staff.

The purpose of the section is to document the compensation and benefits set for all the employees of Ahlia University in order to provide a standard framework across Ahlia.

 

Staff Handbook

https://www.ahlia.edu.bh/cms4/wp-content/uploads/2018/07/Staff-Handbook-201718-5bJAN185d-WEB.pdf

 

The salary scale gets reviewed annually or, as needed, by Ahlia management, in accordance with the market demand, in order to be aligned with salaries offered in the local and regional markets and to retain key employees of Ahlia and to fairly compensate the new recruits.