4.5 | Performance Promotion and Retirement

4.5.1 | Lecturer Performance Appraisal

Lecturer performance appraisal is key to the continuous development of Lecturers’ skills and recognition of high performance and achievement. The purpose of Lecturer appraisal, is to encourage constructive dialogue between Lecturers and their Head of Study Program and/or Dean, to enhance the individual Lecturer’s professional development and to clarify performance goals and expectations on a regular basis. The appraisal process incorporates a formal mid-year and annual review exercise according to the University academic calendar. The appraisal outcome of the formal annual review also provides a basis for decisions on contract renewal, promotion, pay increments and other rewards, if any.

Based on the Academic Calendar, the HR Department will issue a message to all Lecturers to request that they complete and submit their Individual Performance Plan using the prescribed form to provide details of their work plan and achievements plan, as well as other useful relevant information on their work performance during the year. At the scheduled mid-year and end-of-year points, Heads of Study Programs will meet with Lecturers individually to discuss the Lecturer’s overall performance in the period, including his/her strong and weak points. The individual Lecturer will sign the Lecturer Performance Feedback Form, which is completed by the Head of Study Program, to indicate that the Head’s comments stated in the Form have been shown to him/her. The Head of Study Program will also complete the confidential Lecturer Appraisal Form for each of the Lecturers in the Study program and submit the completed forms to the Dean for countersigning.

The following are examples of areas of work to be taken into consideration in the assessment under each of the three Tri Dharma areas:

1. Teaching
   1. Fulfillment of full-time teaching equivalent (FTE);
   2. The range and content of courses taught;
   3. Quality of teaching (e.g., ability to explain concepts; use of innovative approaches to teaching, course preparation, concerns for student’s learning problems, ability and commitment to inspire and motivate students to develop their full potential), determined by self-evaluations, and classroom observations;
   4. Result of students’ evaluation;
   5. Commitment and care in the discharge of other teaching-related duties, such as examination matters, supervision of students in practica, etc.;
   6. Contribution to module development and design, including any evidence of the incorporation of scholarship and of relevant up-to-date knowledge and research findings in the field/discipline; and
   7. Evidence of scholarly involvement in teaching issues and pedagogy activities leading to the improvement of the Study Program and the University.
2. Research/Scholarship
   1. The quantity and quality of published research in refereed journals, books, chapters, monographs and papers at major conferences;
   2. Invitations to give keynote addresses and lectures at international conferences;
   3. Role undertaken in research projects;
   4. Prizes or awards for research;
   5. Patent(s) or registered innovation(s); and
   6. Number, source, and amounts of research grants.
3. Community Service or other contributions to the Study Program, the University, the profession, and the community:
   1. Generating and managing initiatives which contribute to the development and reputation of the Study Program and University;
   2. Generating collaborative research or other academic activities with reputable universities;
   3. Contribution to the community through community-based talks, seminars, and courses, and the provision of consultancies and specialist services to the public at large;
   4. Active and supportive participation to enhance the general well-being of the Study Program, such as through maintaining good relations with colleagues and students, showing care and concern for students’ welfare, being supportive in institution-building activities; and
   5. Collaboration with any government agencies and professional organizations in terms of developing policies, regulations, or development programs.

In addition to the specified Tri Dharma activities mentioned above, lecturers should support their deans and study programs to create partnerships and ties with industry. In collaboration with the respective Faculty community partners, lecturers should work to increase internship opportunities for students and seek to leverage community service activities in ways that increase the opportunities for student success once they graduate and begin their careers.

Lecturers should contribute to enhancing the collaborative nature and culture of research within the university. Lecturers within and across faculties should work with one another—and also work with outside partners—to secure larger scale research projects and outside funding to increase the level of research support and activities within the University. Individual lecturers are the drivers and creators of research output for the whole institution, and they should take responsibility to maximize funding for their research aspirations by looking to potential partners and outside funders.

4.5.2 | Promotion

Promotion is given to employees in recognition of exemplary job performance as well as a part of employee professional development and internal learning and teaching certification. Promotion will be awarded in accordance with the University’s HR policy and academic promotion regulations under Higher Education Law in Indonesia.

All promotion processes must comply with the University Human Resources Department procedures, initiated by a recommendation from the Dean or Head of the Unit. The HR Department will conduct a review to ensure that promotion recommendations are in line with the University needs.

4.5.3 | Contract Renewal

The renewal of a Lecturer’s contract or appointment should be executed in accordance with the appraisal of the academic performance. Decisions on continued or terminated employment status will be conveyed to the Lecturer with a written notice of one semester before the expiry of their contract.

4.5.4 | Termination

Academic staff appointments may be terminated for various reasons. Whatever the situation, the University will seek to conclude the employment relationship in a way that fairly and appropriately recognizes the needs of both the Lecturer and the University.

The renewal and or termination of the contract and employment agreement must comply and align with the University’s Human Resources Policy and applicable Indonesian labor laws, and in accordance with the Employee Evaluation result and the Manpower Policy.

Retirement Age

The retirement age for Lecturers is based on their academic rank as below.

1. Lecturer (Asisten Ahli) & Assistant Professor (Lektor): 60 Years
2. Associate Professor (Lektor Kepala): 65 Years
3. Professor (Guru Besar): 70 Years

Resignation

A Lecturer (full-time or part-time) who wishes to resign from the University must fulfill his/her workload assignment for the given semester and submit a written notice three (3) months prior to the end of the semester. The resignation letter must be acknowledged by the Dean and should be submitted to the HR Department. Lecturers may not resign in the middle of the semester without penalty.

Lecturers who have submitted a formal resignation according to the required notice period must fulfill and finalize all pending matters and ensure that there is no disruption to the learning and teaching process, including, but not limited to, the finalization of all academic assignments (Tri Dharma). The Dean may release the employee after all pending matters are settled and a handover process is conducted properly, in compliance with Human Resources Policy.