Annual Report 1998-99

人事政策與服務條款 在經濟不景的情況下，以及為了加強運用公帑的問責性，本校 修訂了多項人事政策。 為提高資源調配的靈活性，校方採用合約形式聘用新入職的一 般職級員工及技術人員，以配合年前開始施行的敎師及行政 人員聘任政策，又有系統地聘用兼任敎員，以充分運用有限資 源；校方並制訂了一套人力規劃指引及程序，以落實管理效率 檢討的有關建議。 是年校方推出了一個更全面的考績制度，著重雙向溝通及釐定 個人培訓與發展的策略，目的是加強內部溝通及提升僱員的 工作表現。 經過與政府多年的磋商，校方終於獲批准於一九九八年十月推 出居所資助計劃供合資格的員工申請，以取代各種形式的房 屋福利。 校方於一九九八年十二月開始實施適用於一般職級員工的年 假新規則，包括計算假期年和累積年假，支取年假，以代金支 付未支銷年假的方法。為鼓勵員工提供專業及社會服務，校 方由一九九九年一月起略為增加相應的特別假期。 為提供清晰而劃一的內部指引，校方又修訂了好些政策及常用 程序，如規定經由私人捐款支薪的聘約，須為有關的長期服 務金/遣散費作專款撥備；以及制定使用中文職稱的原則等。 n e w p e r s o n n e l , policies a n d c o n d i t i o n s o f s e r v i c e To enhance accountability in the use of public funds and to adjust to Hong Kong's economic climate, several new personnel policies were devised during the year. In line with the practice of offering appointments to teaching and administrative posts on contract terms initially , all new support and technical staff were also appointed on contract terms initially to provide greater flexibility in resource management. Flexibility i s also built into resource deployment by allowing fractional-time and part-time teaching appointments on a structured basis. Guidelines and procedural arrangements for supernumerar y posts were also developed in support of th e University's manpower planning following a series of management efficiency reviews. To improve internal staff communication and identify the developmental needs as well as training targets of its staff force, the University strengthened its staff review system and implemented an enhanced and more comprehensive appraisal scheme fo r all staff in the year. After years of negotiation with the Government, a home financing scheme for eligible staff, which replaces all other forms of housing benefits, was introduced in October 1998. Regulations on annual leave in relation to leave year, leave accrual and accumulation, as well as payment in lieu of untaken leave for support staff grades were revised in December 1998 to streamline leave administration. To encourage participation in professional an d community service, the provision of some special leave for such a purpose has also been allowed from January 1999. Other in-house policies and practices were aligned to achieve greater clarity and consistency, e.g. budget provision for long service/severance payments for appointments supported by private funds wa s made compulsory, and guidelines on the use of Chinese grade titles were issued. 敎職員 Staff 55