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Important information regarding working hours, probation, training and performance evaluations

  1. Shuttle Bus Service for the Cha-am campus:

Webster University Thailand (WUT) will provide a free round trip shuttle bus to pick up staff and faculty members traveling between Hua-Hin town and the Cha-am campus. The shuttle bus operates according to the scheduled timetable.   If any employee misses the shuttle bus, he or she will be solely responsible for any travel expenses incurred. All employees should note that the university shuttle bus will not wait for any member of staff.

  1. Working Hours:

Faculty Members

Faculty work hours are determined by Ministerial Regulations Governing Protection of Employee Work Benefits in Private Higher Education B.E. 2549 (year 2006). Faculty staff may be required to teach outside of these days and times in accordance with the class schedules.  For faculty  members, the ''work of teaching ONE HOUR is equivalent to two (2) regular working hours”.

Clock in and clock out:  All Faculty members and staff are required to clock in when they arrive at work and clock out when they leave after work.Your attendance will be recorded by the I.D Card scanning system every working day.

Staff

Normal working hours are from 8.30 am to 5.30 pm, and the workweek runs from Monday through Friday with a one-hour lunch break. The workweek will not exceed forty hours, excluding lunch breaks. The workday or workweek may vary to accommodate the efficient operation of the University, and employees may be assigned to work at different hours in the interest of the smooth operation of the University. Consequently, employees may be assigned to work at different hours to meet such requirements.

Clock in and clock out:  All employees are required to clock in when they arrive at work and clock out when they leave after work.Your attendance will be recorded by the I.D Card scanning system every working day.

            - Bangkok Academic center at 9:00 am. to 6:00 pm.        

            - Cha-am Campus at 8:30 am. to 5:15 pm.

Changes in working hours: To provide for adequate security and maintenance, the administration should be informed in writing of any change in working hours.

  1. Probation and Training Period.       

Faculty members are on probation for one full (16-week) semester. During this period, the supervisor/department head will evaluate the employee’s abilities and work performance. At the end of the probationary period, the immediate superior will determine whether the employee meets the established criteria and expectations of the position. If the faculty member's performance meets expectations, the supervisor may recommend him or her for a permanent position.

If, for any reason, on or before the end of the probationary period, it is determined that a faculty member is not suited for the position for which he or she was hired, or if the employee decides it is not the position he or she wants, employment can be terminated. Termination by the University shall be in writing at least one week prior to the end of the probationary period.

Staff - The first ninety days of full-time employment at WUT is considered to be a probationary or training period. At the end of the probationary period, the immediate superior will evaluate the employee's performance to determine whether it meets the expectations of the position. If the performance does not meet the position expectations, the superior may or may not recommend an extension probation period of thirty days.

The first ninety days of full time employment at the University are considered to be a probationary or training period. During this period, the supervisor/department head evaluates the employee’s abilities and work performance. At the end of the probationary period, the immediate superior determines whether the employee meets the established criteria and expectations of the position. If the performance meets expectations, the supervisor may recommend a permanent position. If the employee still does not meet expectations, but the supervisor thinks that minimum standards have been met, the supervisor may recommend a thirty day extension of probation.

If, for any reason, on or before the end of the probationary period, it is determined that an employee is not suited for the position for which he or she was hired, or if the employee decides it is not the position he or she wants, employment can be terminated. Termination by the University shall be in writing at least one week prior to the end of the probationary period.

Faculty members and Employees on probation are not eligible for employee benefits except holiday pay. At the completion of the probationary/training period, the employee becomes eligible for employee benefits.    

  1. Performance Evaluation and Annual Salary Increment

WUT will evaluate all faculty members and employees for an annual salary increment to become effective on the 1st of June, which is the first day of the fiscal year. A  salary increment will be based on individual evaluation results and an assessment of the financial status of the University. WUT may choose not to grant salary increments if financial conditions do not permit.

The rating scale provided below outlines performance standards and criteria (There must be supporting comments to justify ratings of “Outstanding” and “Unsatisfactory”)

1. Unsatisfactory: Performance is consistently unacceptable.

2. Below Expectations: Performance fails to meet job requirements on a frequent basis.

3. Meets Expectations: Performance is regularly competent and dependable; requirements are consistently met; and measurable results meet acceptable standards for all work objectives.

4. Exceeds Expectations: Performance is routinely above job requirements. Measurable results of all performance objectives meet and mostly exceed agreed upon goals, standards and plan. 

5. Outstanding: Performance is consistently superior and frequently far exceeds expectations and abilities to handle complex situations.

 

Performance Evaluation and Salary Increment

Performance Criteria Rating Evaluation Outcome Amount Increment (Faculty) Percent Increment (Staff)
Unsatisfactory 1 Unsatisfactory Nil Nil
Below Expectations 2 Needs Improvement Nil Nil
Meets Expectations 3 Overall Satisfactory TBA TBA 
Exceeds Expectations 4 Commendable TBA TBA
Outstanding 5 Superior TBA TBA