大學 大專 冗員討論區 (17)
asparagus
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今年大學無得加人工，咁跟2020-21公務員薪酬調整的COLA有無得加？
依排大學出offer速度有無慢左？
我多數會問result
我會，基本禮貌黎～
Which U?
革大
兩樣都無
政府一早講左無得加薪酬調整 都知大學會跟
估唔到連point 都唔比跳
明明政府仲有得跳
政府一早講左無得加薪酬調整 都知大學會跟
估唔到連point 都唔比跳
明明政府仲有得跳
兩個工會同高層fight 緊prsd跳point
其中一個同兩位尊貴嘅副校喺十一月開完會
另一個十一月尾send咗封email 俾張翔
宜家等緊update
如果不滿嘅不如團結俾多啲聲音出嚟？
其中一個同兩位尊貴嘅副校喺十一月開完會
另一個十一月尾send咗封email 俾張翔
宜家等緊update
如果不滿嘅不如團結俾多啲聲音出嚟？
各位會員
有關大學凍薪一年 (2020 - 2021) 事件
10月28日王于慚首席副校長及羅哲基常務副校長聯署一封有關凍薪一年的函件電郵給全體大學同事。函件傳達了校務委員會三項有關凍薪的決議，包括；
由2020年4月1日至2021年3月31日決定不增加生活指數調整加幅 (No General Pay Adjustment. PTA)同時亦凍結2020-2021年度的表現評估薪酬加幅按上述第2點，只能在有特別優秀的表現及特殊情況下，並由首席副校長或常務副校長的批准下才可獲豁免凍薪
函件收到不久，本協會隨即收到不少會員及職員的查詢及致函，表示對決定不滿及遺憾!
本協會隨即於11月5 日致函王于慚首席副校長及副本送張翔校長及羅哲基常務校長，表達我們的不滿! 並要求與他們召開會議。於11月12日下午在人力資源部主管何女士的安排下，我和3位副會長: 張博賢先生、霍偉棟博士及盧佩瑩教授與兩位副校長開了會。王教授率先向大家介紹了大學為何要在此刻落實一個全面凍薪的決定，他認為去年的社會動蕩，中美貿易戰，過去一整年的新冠肺炎疫症，令到香港經濟大受影響，據他估計其深遠情況仍未能從政府公佈的赤字及失業率能夠反映到，為了未雨綢繆，準備嚴冬到來，故要採取審慎理財預算，以免日後要面臨更大的削減!
會上，我即時作了回應，表示同意他的分析及認同要未雨綢繆，不過，要考慮員工的士氣，尤其那些盡心盡力、努力工作的員工，希望獲取年度評核高分後能增加薪酬收入；況且在眾多大學中亦不只一間學校仍保持評核後的加薪! 所以，我們希望大學既然當初已計劃並進行對合格或表現優良的未達頂薪的員工，增加薪酬以兹鼓勵，就應該按計劃落實! 不過，考慮到校方提出為準備財政嚴冬的來臨，需要審慎理財及未雨綢繆，本協會理事會建議可考慮在照原定計劃對良好表現的薪酬調整時，可以按一個合理的百分比 (例如: 80 %)支付，以表員工與大學共渡時艱!
會上，我們亦向兩位副校長建議採用各種方法去肯定和獎勵有突出表現和貢獻及到頂點的員工，例如；從 “進修基金中”給予有進取意欲的員工一張 “進修學卷”協助修讀相關課程；或頒發優秀員工獎等，均有利提升員工士氣，有利減少人才流失，確保本校教師及非教學員工的學術水平和工作表現不斷提升!
兩位副校長積極回應我們的意見，表示我們的建議正面和有建設性! 他們會認真考慮並會考慮運用校委會通過建議中的第三點，盡量獎勵更多有表現的同事。他們一再表示很重視員工的士氣和會方的意見，希望與全體員工共渡時艱!
最後，我們認為在張翔校長領導下，決意將本校打造成為一所國際一流的綜合大學，既有一流的學術水平，又有一流的教學質素，除不斷發展大學的硬件建設外，穩定及發展教學、科研和管理人才這個軟件就更為重要! 期待早日有更多安定人心和鼓舞士氣的方案推出!
隨函附上本協會11月5及26日的兩封函件供參考。
會長 陳捷貴謹上
有關大學凍薪一年 (2020 - 2021) 事件
10月28日王于慚首席副校長及羅哲基常務副校長聯署一封有關凍薪一年的函件電郵給全體大學同事。函件傳達了校務委員會三項有關凍薪的決議，包括；
由2020年4月1日至2021年3月31日決定不增加生活指數調整加幅 (No General Pay Adjustment. PTA)同時亦凍結2020-2021年度的表現評估薪酬加幅按上述第2點，只能在有特別優秀的表現及特殊情況下，並由首席副校長或常務副校長的批准下才可獲豁免凍薪
函件收到不久，本協會隨即收到不少會員及職員的查詢及致函，表示對決定不滿及遺憾!
本協會隨即於11月5 日致函王于慚首席副校長及副本送張翔校長及羅哲基常務校長，表達我們的不滿! 並要求與他們召開會議。於11月12日下午在人力資源部主管何女士的安排下，我和3位副會長: 張博賢先生、霍偉棟博士及盧佩瑩教授與兩位副校長開了會。王教授率先向大家介紹了大學為何要在此刻落實一個全面凍薪的決定，他認為去年的社會動蕩，中美貿易戰，過去一整年的新冠肺炎疫症，令到香港經濟大受影響，據他估計其深遠情況仍未能從政府公佈的赤字及失業率能夠反映到，為了未雨綢繆，準備嚴冬到來，故要採取審慎理財預算，以免日後要面臨更大的削減!
會上，我即時作了回應，表示同意他的分析及認同要未雨綢繆，不過，要考慮員工的士氣，尤其那些盡心盡力、努力工作的員工，希望獲取年度評核高分後能增加薪酬收入；況且在眾多大學中亦不只一間學校仍保持評核後的加薪! 所以，我們希望大學既然當初已計劃並進行對合格或表現優良的未達頂薪的員工，增加薪酬以兹鼓勵，就應該按計劃落實! 不過，考慮到校方提出為準備財政嚴冬的來臨，需要審慎理財及未雨綢繆，本協會理事會建議可考慮在照原定計劃對良好表現的薪酬調整時，可以按一個合理的百分比 (例如: 80 %)支付，以表員工與大學共渡時艱!
會上，我們亦向兩位副校長建議採用各種方法去肯定和獎勵有突出表現和貢獻及到頂點的員工，例如；從 “進修基金中”給予有進取意欲的員工一張 “進修學卷”協助修讀相關課程；或頒發優秀員工獎等，均有利提升員工士氣，有利減少人才流失，確保本校教師及非教學員工的學術水平和工作表現不斷提升!
兩位副校長積極回應我們的意見，表示我們的建議正面和有建設性! 他們會認真考慮並會考慮運用校委會通過建議中的第三點，盡量獎勵更多有表現的同事。他們一再表示很重視員工的士氣和會方的意見，希望與全體員工共渡時艱!
最後，我們認為在張翔校長領導下，決意將本校打造成為一所國際一流的綜合大學，既有一流的學術水平，又有一流的教學質素，除不斷發展大學的硬件建設外，穩定及發展教學、科研和管理人才這個軟件就更為重要! 期待早日有更多安定人心和鼓舞士氣的方案推出!
隨函附上本協會11月5及26日的兩封函件供參考。
會長 陳捷貴謹上
From: hkueu
Sent: Friday, 27 November 2020 8:05 am
Subject: RE: Performance-based Salary Increment (Reward Steps) for 2020/21
c.c. All Staff
-------------------------------------------
November 27, 2020
Professor Xiang Zhang
Vice-Chancellor
The University of Hong Kong
Dear Professor Zhang,
We wish to refer to the circular entitled “General Pay Freeze for 2020/21” sent to staff by bulk email on October 28 by Professor YC Richard Wong, Provost & Deputy Vice-Chancellor, and Mr. Steve Lo, Executive Vice-President (Administration and Finance).
We are extremely disappointed with the University’s unilateral decision on the General Pay Freeze for all University colleagues in the year 2020/21 without wide consultation.
As a subvented institution and from the Government’s funding perspective for General Pay Adjustment, we understand that the University needs to adopt the same policy announced by the Government on the pay freeze for civil servants with retrospective effect from April 1, 2020. However, the policy does not limit the provision of annual increment to eligible civil servants. The University should follow the same, rather than suspending the performance-based salary increment (Reward Steps) of colleagues which will certainly have a negative impact on staff morale especially for colleagues who have not reached their salary top point.
What worries us more is that there are exceptions in the General Pay Freeze, as the circular states “Any exceptions to (ii) above will only be considered on the basis of exceptional merits and circumstances to be approved by the Provost or the Executive Vice-President (Administration and Finance) as the case may be. “The” exceptional merits and circumstances” stated is not defined at all and totally non-transparent and will encourage shoe-shinning culture. We believe the University should have a policy fair to all colleagues, i.e. based on the PRD and PRSD for pay adjustment.
Here, we urge the University to reconsider not to suspend the Reward Steps which is assessed based on colleague’s performance, with reasons highlighted below:
The University Council has already approved that the budget for the year 2020/21 remained the same as the previous year, so there is already provision for the Reward Steps for this year.Eligible civil servants are receiving annual increments. The University should match with the Government in order to maintain competitiveness.It is indicated in the PRD and PRSD documents that Reward Steps will be provided to performing staff. Staff members are expecting the University to honor their commitments.As the majority of staff are serving on substantive terms and many of them have reached their salary top point, the amount allocated to Reward Steps should not be significant comparing to other major expenses. However, this insignificant amount can demonstrate the University's determination of keeping their commitments and staff morale even during this difficult time.
We look forward to receiving your earliest reply.
Yours sincerely,
Executive Committees
ASA & HKUEU
cc All staff
Sent: Friday, 27 November 2020 8:05 am
Subject: RE: Performance-based Salary Increment (Reward Steps) for 2020/21
c.c. All Staff
-------------------------------------------
November 27, 2020
Professor Xiang Zhang
Vice-Chancellor
The University of Hong Kong
Dear Professor Zhang,
We wish to refer to the circular entitled “General Pay Freeze for 2020/21” sent to staff by bulk email on October 28 by Professor YC Richard Wong, Provost & Deputy Vice-Chancellor, and Mr. Steve Lo, Executive Vice-President (Administration and Finance).
We are extremely disappointed with the University’s unilateral decision on the General Pay Freeze for all University colleagues in the year 2020/21 without wide consultation.
As a subvented institution and from the Government’s funding perspective for General Pay Adjustment, we understand that the University needs to adopt the same policy announced by the Government on the pay freeze for civil servants with retrospective effect from April 1, 2020. However, the policy does not limit the provision of annual increment to eligible civil servants. The University should follow the same, rather than suspending the performance-based salary increment (Reward Steps) of colleagues which will certainly have a negative impact on staff morale especially for colleagues who have not reached their salary top point.
What worries us more is that there are exceptions in the General Pay Freeze, as the circular states “Any exceptions to (ii) above will only be considered on the basis of exceptional merits and circumstances to be approved by the Provost or the Executive Vice-President (Administration and Finance) as the case may be. “The” exceptional merits and circumstances” stated is not defined at all and totally non-transparent and will encourage shoe-shinning culture. We believe the University should have a policy fair to all colleagues, i.e. based on the PRD and PRSD for pay adjustment.
Here, we urge the University to reconsider not to suspend the Reward Steps which is assessed based on colleague’s performance, with reasons highlighted below:
The University Council has already approved that the budget for the year 2020/21 remained the same as the previous year, so there is already provision for the Reward Steps for this year.Eligible civil servants are receiving annual increments. The University should match with the Government in order to maintain competitiveness.It is indicated in the PRD and PRSD documents that Reward Steps will be provided to performing staff. Staff members are expecting the University to honor their commitments.As the majority of staff are serving on substantive terms and many of them have reached their salary top point, the amount allocated to Reward Steps should not be significant comparing to other major expenses. However, this insignificant amount can demonstrate the University's determination of keeping their commitments and staff morale even during this difficult time.
We look forward to receiving your earliest reply.
Yours sincerely,
Executive Committees
ASA & HKUEU
cc All staff
願聞其詳
自己都做緊黑名單 真係有辣有唔辣 如果有夾嘅老細同事會好d 如果兩樣都唔夾真係好慘
一樣日日補鑊 自己d野都未搞掂就要幫人地補
被其他department追問個陣真係有苦說不出
被其他department追問個陣真係有苦說不出
通常有verbal offer到簽約要等幾耐
可以點俾多啲聲音
嗰陣望到個email真係哭L咗
考慮緊轉工
嗰陣望到個email真係哭L咗
考慮緊轉工
寫去俾工會
講真個email出咗到宜家大部分staff 聲都唔敢聲
我係膠層都唔怕你地啦
講真個email出咗到宜家大部分staff 聲都唔敢聲
我係膠層都唔怕你地啦
