SDG 8.2.6 Employment policy pay scale equity

SDG 8.2.6 Employment policy pay scale equity

NCUE has consistently followed and strictly implemented the "Fair Salary Policy," clearly committing to ensuring that faculty and staff compensation adheres to principles of gender equality and transparency. The policy encompasses salary structure reviews, regular gender pay gap analyses, and establishes grievance and review mechanisms to ensure that the compensation system does not create unfairness due to gender, age, or other non-competency factors. NCUE is committed to creating an inclusive and fair work environment and implementing SDG 8 sustainable development goals.

Fair policies and norms for the salary standard of the faculty and staff in NCUE are clearly stipulated according to conditions such as personal academic degree, work experience, and professional ability, and there is no difference in treatment based on gender or sexual orientation. The explanation is as follows and relevant salary regulations are shown in Table 1.

Table 1. Relevant Salary Regulations

Name of regulations	Highlights of articles
Teacher Remuneration Act	Paragraph 1, Article 7 ...... The salary level of teachers in junior colleges and above (hereinafter referred to as teachers of higher education institutions) shall be determined based on professional rank, academic degree, work experience, and seniority. (Please refer to Annex 8.2.6A(PDF), Salary Scale for Teachers.)
Regulations Governing Additional Pay for Civil Servants	Article 4 Various allowances for civil servants shall be determined by considering the following factors: 1. Duty allowance: supervisor duties, heavy duties, or degree of work hazard. 2. Technical or professional allowance: the technical or professional level of the duty, the degree of difficulty, the required qualifications, and the supply and demand on the labor market. 3. Geographical allowance: geographical environment, traffic conditions, hardship and economic conditions of the service places. (Please refer to Annex 8.2.6B(PDF), Concise Table for the Current Allowances of Civil Servants.)
Working Rules for Contracted Personnel in National Changhua University of Education	Paragraph 2, Article 3 When NCUE recruits or dismisses contract staff, it must not be based on race, class, language, ideology, religion, political affiliation/party, place of origin, place of birth, gender, sexual orientation, age, marital status, appearance, facial features, physical or mental disabilities, or previous union membership. If express provisions are made under other laws, those provisions shall be complied with Paragraph 2, Article 13 The salary of contract staff shall not be lower than the basic salary approved by the competent central authority at that time.
Key Points on Contracted Personnel Management in National Changhua University of Education	6. The monthly remuneration for contract staff is handled according to NCUE's Contract Staff Compensation Standards Table. The remuneration for contract psychologists and full-time counseling staff is paid according to NCUE's Salary and Compensation Standards Table for Contract Psychologists and Full-time Counseling Staff. (Please refer to Annex 8.2.6C(PDF), Standard Table for Remuneration of Contract Staff in National Changhua University of Education and Annex 8.2.6D(PDF), Salary and Compensation Standards Table for Contract Psychologists and Full-time Counseling Staff)
NCUE Principles for Processing Senior-Level Non-Supervisory Personnel Receiving Supervisory Duty Allowances	2. NCUE's allocation of duty allowances to senior-level non-supervisory personnel must be evaluated strictly according to the heaviness degree of job responsibilities, and must not involve rotation, assignment based solely on promotion sequence, or assignment based solely on rank level.