National Cheng Kung University Guidelines for Evaluating Contract Employees







109 年 1 月 15 日第 819 次主管會報修正通過



1. The National Cheng Kung University (NCKU) Guidelines for Evaluating Contract Employees (hereinafter “these Guidelines”) are established as per the NCKU Implementation Regulations for the Recruitment of Contract Employees by NCKU to increase employee morale and administrative efficiency.


2. These Guidelines apply to individuals recruited by NCKU in accordance with the NCKU Implementation Regulations for the Recruitment of Contract Employees.


3. Contract employees who have consecutively worked for 1 year or more by the end of a year shall, as per these Guidelines, apply for a year-end evaluation of their performance in January–December of the year concerned; those who have worked for less than 1 year are exempted from such an evaluation.









4. With a maximum score of 100 points, the year-end performance evaluation has several regulations on grade point, scoring, recipient quota and ratio, rewards, and penalties, which are described as follows:

(1) Excellence: An individual with a grade of ≥90 points is granted a pay rate increase of one level with a bonus of NT$10,000. The number of such reward recipients shall not account for more than 10% of the total population receiving performance evaluation of the year in question. An individual serving as a secretary for any first-level unit, upon being recognized as excellent by a cross-unit evaluation, shall not be subject to this restriction.

(2) Grade A: An individual with a grade of ≥80 points but less than 90 points is granted a pay rate increase of one level.

(3) Grade B: The pay rate shall remain unchanged for an individual with a grade of ≥70 points but less than 80 points.

(4) Grade C: An individual with a grade of <70 points shall be subject to contract termination.

The performance of employees recognized as having excellent performance as per the NCKU Guidelines for Selecting Faculty Members and Employees with Excellent Performance shall be considered excellent. The quota for such employees is excluded from the quota limit specified in Subparagraph 1 of the previous paragraph. However, these employees are not granted evaluation bonuses.

If an individual has reached the highest pay rate level in the year concerned, his/her rank is no longer advanced where an Excellence or A grade is granted.

Bonuses for employees whose performance is recognized as excellent are paid by the self-generated income of the University Endowment Fund.



5. A year-end performance evaluation of contract employees shall be implemented according to their year-round evaluation results. Every April and August, the Personnel Office sends a regular performance evaluation form to the unit responsible for reviewing the regular performance of the contract employee concerned; the results are recorded on the form and returned to the Personnel Office by bcc, after which the form is approved and signed by the president.

Every November, the Personnel Office sends a year-end performance evaluation form to the unit responsible for rating the contract employee in question by level regarding his/her work performance, conduct, knowledge, and abilities, thereby completing the preliminary evaluation. The completed form is returned to the Personnel Office, after which the office submits it to the Contract Employee Management Committee for a second review; the ratified review is then approved and signed by the president.





















6. Any individuals subject to a performance evaluation may receive an Excellence grade if they have two or more of the following achievements:

(1) Having fulfilled tasks of a major business with substantial deeds.

(2) Having been granted at least two merits on one occasion or on several occasions.

(3) Having proposed a specific solution for or approach to improvement regarding the business for which they are responsible, and said solution or approach has been determined effective after adoption.

(4) Having been publicly recognized for great work or behavioral performance.

(5) Having managed major affairs with meticulous planning and been recognized as having achievements by an evaluation.

(6) Having overcome difficulties encountered when conducting challenging work and fulfilling corresponding tasks with substantial deeds.

(7) Having supervised the maintenance of public properties and fulfilling management responsibilities with reduced damage, reduced cost, and major achievements.

(8) Having handled service affairs with great work performance and attitude with substantial deeds.

(9) Been appointed to attend an international competition related to their job responsibilities for their country or NCKU and winning one of the top three prizes.

(10) Having attended an international conference for NCKU with outstanding performance and winning honor for the university.

Individuals may not receive an A or higher score if they have one or more of the following records:

(1) Having one or more reprimand(s) after the regular evaluation rewards and penalties are offset.

(2) Being subject to problems caused by being seriously late, leaving early, or having a record of absenteeism.

(3) Having taken more than 14 days of personal leave and sick leave.

(4) Having exhibited a bad attitude and damaged NCKU’s reputation.

The sick and personal leave stated in Subparagraph 3 of the previous paragraph excludes personal or sick leave (including extended sick leave) pertaining to family care, menstruation, and tocolysis.

Any individuals may receive a C grade if they have one or more of the following records:

(1) Being unable to fulfill the corresponding responsibilities and affecting the school business.

(2) Being subject to one of the situations specified in Article 5 of the NCKU Temporary Staff Working Rules, and having this verified as true after an investigation.


7. Where the NCKU Contract Employee Management Committee intends to give a C to a contract employee in the year-end performance evaluation, it shall provide the individual in question with the opportunity to state his/her opinions.


8. The year-end performance evaluation shall be initiated in January following the year in question, and the individual in question shall be informed of the results.


9. Matters not specified in these Guidelines shall be undertaken in accordance with the Civil Servant Performance Evaluation Act, Labor Standards Act, and other relevant regulations.


10. These Guidelines shall be implemented upon approval by the Chief Administrators Council and ratification of the president. Any amendments shall be processed accordingly.