XJTLU Staff Handbook西交利物浦大学员工手册

XJTLUStaffHandbook西交利物浦大学员工手册TableofContents目录WELCOME 4AboutXJTLU 4XJTLU’sVisionandMission 4YOUREMPLOYMENT 6ProbationaryPeriod试用期 6EmploymentContractTerms雇佣合同条款 8EmploymentContractRenewal雇佣合同续签 9ProfessionalDevelopmentandReview(PDR)职业发展及评审 11YOURPAYMENT 16PayrollProcessingTimetable工资支付时间表 16ONYOURJOB 17HoursofWork工作时间 17AcademicStaff教学人员 17EnglishLanguageCentreTutors英语语言中心导师 17AdminStaff行政人员 17Holidays节假日 17AttendanceMonitoringSystem考勤体系 18Procedures&EligibilityforLeave请假程序和批准 18TypesofLeave,DeadlineandSalaryDeduction请假的类型，截止日期和工资扣除 191.AnnualLeave(payallthesalariesandallowances)年假（带薪，带津贴） 192.SickLeave病假 193.PersonalLeaveofAbsence事假 204.MarriageVacation(payallthesalariesandallowances)婚假（带薪，带津贴） 205.CompassionateLeave(payallthesalariesandallowances)照顾性准假（带薪，带津贴） 216.MaternityLeave(payallthesalariesandallowances)产假（带薪，带津贴） 217.Breast-feedLeave(payallthesalariesandallowances)哺乳假（带薪，带津贴） 218.FamilyPlanningLeave(payallthesalariesandallowances)计划生育假（带薪，带津贴） 229.Paternity/NursingLeave(payallthesalariesandallowances)陪产假（带薪，带津贴） 22Punctuality准时 22Over-timePaymentSystem加班费支付 23AboutAbsenteeism旷工 23DutyofConfidentiality保密义务 23EMPLOYEERELATIONSHIP–UniversityPolicy 25TerminationPolicy终止政策 25VoluntaryTermination自愿终止 26InvoluntaryTermination非自愿终止 27ConsultedTermination协商终止 27HarassmentPolicy骚扰政策 31DisciplinaryPolicy违纪处理政策 37ProcedureofDisciplinary违纪处理程序 37HandlingDiscipline违纪处理 41TakingDisciplinaryAction违纪处分 43PolicyforTravelandEntertainmentExpensesReimbursement 47AppendixI:AccommodationandTransportationStandards 57AppendixII:OverseasBusinessTravelReimbursementStandards 58EMPLOYEEEDUCATION 59TrainingandDevelopment员工培训和发展 59

WELCOMEIntroductionThisstaffhandbookhasbeenpreparedtohelpemployeesbecomefamiliarwithXi’anJiaotong-LiverpoolUniversity(XJTLU).ItisasummaryoftheUniversity’spolicies,workrulesandbenefits.Thehandbookdoesnotcovereverypossiblequestion.Policiesandprocedureswillberegularlyupdated.Individualcircumstancesmaycallforindividualattention.Becausebasictrends,legislationandeconomicconditionsarealwayschanging,thecontentsofthisHandbookmaybechangedatanytimeatourdiscretion.Inaddition,asaconveniencetoemployees,portionsofthisHandbookattempttosummarizecertainlawsthatapplytoemployeesandXJTLU.Ifthereisavariationbetweenthesesummariesandtheactuallaws,theactuallawsatalltimeswillcontrol.ThisHandbooksupersedesallpreviouslypublishedhandbooks,policiesandprocedures.Thismanualisnotacontractanddoesnotgiverisetocontractualobligations.AllstaffemployeeswillgivewrittenacknowledgmentofhavingreceivedacopyofthisHandbook.Aseparatepageofthismanualservesasacknowledgmentofreceiptandagreement,andwhensignedbytheemployee,willbeplacedintheemployee’spersonnelfile.AboutXJTLUXJTLUisanewinternationaluniversityofficiallyapprovedbytheMinistryofEducationandestablishedon22ndMay2006inSuzhouIndustrialPark.Ashernameindicates,theUniversityisapartnershipbetweenXi'anJiaotongUniversityinChinaandtheUniversityofLiverpoolintheUnitedKingdomandisrunbyateamofprestigiousAcademiciansfromtwocountries.Withitsrenownedacademicstafffromacrosstheworldandthestate-of-the-artteachingfacilitiesandinfrastructure,theUniversityiscommittedtotrainingleadingprofessionalsformulti-nationalcompaniesandgovernmentaldepartmentsthatareneededintherapideconomicalandsocialdevelopmentofTheUniversityisthefirstofsuchkindofcooperationbetweentwostrongpartnerinstitutions,approvedbytheMinistryofEducation,startingupwiththesubjectsofscience,engineering,andmanagement,andusingEnglishasthemediumofinstruction.XJTLU’sVisionandMissionVisionTobecomearesearch-ledinternationaluniversityinChinaandaChineseuniversityrecognizedinternationallyforitsuniquefeaturesinlearning&teaching,research,socialservice,andeducationmanagement.MissionEducatingtechnicalandmanagerialprofessionalswithinternationalperspectivesandcompetitivecapabilities;Integratingintoglobaleconomicandsocialdevelopmentwithitsexpertiseinbusinessandtechnology;Withitsuniquefocusesandfeatures,conductingresearchinareaswherehumanityfacesseverechallenges;ExploringnewmodelsforhighereducationthatwillexertastronginfluenceonthedevelopmentofeducationinChinaandtheworld.

YOUREMPLOYMENTProbationaryPeriod试用期POLICY政策Preamble前言AccordingtonewChineseLabourContractLaw:30daysprobationaryperiodfor1yearcontract,60daysprobationaryperiodfor1-3yearscontractandupto6monthsprobationaryperiodfor3yearspermanentcontract,therefore,duringtheinitial30-180daysofregularemploymentemployeesareconsideredprobationarybasedonyourcontractwiththeUniversity.Theprobationaryperiodisusedtoassessyourworkbehaviorandperformance.XJTLUisundernoobligationtocontinueyouremploymentbeyondtheprobationaryperiod.根据新的劳动合同法，一年期合同的试用期为30天，一到三年期合同的试用期为60天，三年期以上合同的试用期为6个月。因此，员工正式上岗后的30到180天为合同规定的试用期。试用期是评价员工工作行为和表现的重要阶段。西交利物浦大学无义务在员工试用期结束后继续予以聘用。Appliesto适用范围PolicyonprobationaryperiodappliestoanyFulltimeUniversitystaffswhoareunderthecertifiedlabourcontract,unlessotherwiseexpresslyprovided.除非有另有规定，本试用期政策适用于签订了经过鉴定的劳动合同的全职人员。Regulations规定Duringtheprobationaryperiod,employeeshavenoassuranceofcontinuedemployment.XJTLUreservestherighttoterminateyouremploymentinaccordancewiththeLabourContractLaw,providedthatXJTLUshallprovideyouanadvancenotice.试用期间，不能保证员工在试用期结束后能够继续得到聘用，且学校有权在依据劳动合同法的规定终止雇佣关系，但须提前通知员工。Probationaryemployeesmayparticipateinthebenefitsandprogramsforwhichtheyareeligible,includingsickandvacationtime.PleaseconsulttheHumanResourcesOfficeforrulesregardingprogrameligibility.试用期间的员工可享受相应的福利待遇，包括病假和节假日。具体福利标准可联系人力资源办公室获知。Employeeswhosestatuschangesfromtemporarytoregularwillserveaprobationaryperioduponcommencementoftheregularposition.员工由临时编制转化为正式编制之日起必须经历试用期。Anemployeewhosepositionisreclassifiedisnotsubjecttoaprobationaryperiod.Transferringorreinstatingaregularemployeedoesnotcreateanewprobationaryperiod.员工职位的变动不产生新的试用期。正式员工岗位变动或复职亦不产生新的试用期。Thesupervisorsareresponsibleforassessingtheemployee’squalityandquantityofworktodeterminewhethertheemployeewarrantscontinuedemploymentduringandattheexpirationoftheprobationaryperiod.主管领导负责评定员工的工作质量和完成数量，以此决定员工在试用期间和试用期结束后是否能够继续得到聘用。Supervisorsareresponsibleforinitiatingterminationifperformanceisnotacceptable,orapplyingcorrectiveactionwhenperformancewarrantsactionotherthantermination.如果员工表现不符标准，主管领导可视具体情况采取纠正行动或终止雇佣关系。Probationaryperiod试用期Full-timeemployeesshallserveaprobationaryperiodof30daysupto6months(accordingtoChineseLaborContractLaw)ofactualworkcommencingatthetimeofhireasanewemployeewiththeUniversity.新（全职）员工在入职后需经历30天到6个月不等的试用期工作（根据中国劳动合同法规定），试用期自雇佣开始时起计。YourprobationaryperiodstartsthefirstdayyoubeginworkingfortheUniversity.试用期始于员工开始工作的第一天。PROCEDURE程序General综述Informprobationaryends通知试用期HumanResourcesOffice:Informbothemployeeandthedirectsupervisorpriortotheanticipatedendofemployee'sprobationaryperiod.人力资源部办公室：在员工试用期结束之前及时通知员工本人和其直接主管领导。Successfulcompletion试用期通过Supervisor:Discussesandcompletesprobationaryevaluationformwiththeemployeebeforeexpirationofprobationaryperiod.主管领导：在试用期结束之前与员工一起讨论并填写试用期评定表。Department:SupervisoranddepartmentaladministratorretainonecopyandgiveanothercopyofcompletedformtoemployeeandreturnoriginaltoXJTLUHumanResourcesOfficeforinclusioninofficialpersonnelfolder.部门：主管领导和部门主管保存一份填写完整的评定表复本，另交员工本人一份复本，将原件交还人力资源办公室归档。Unsuccessfulcompletion试用期未通过Supervisor:主管领导Notifiesemployeeofunsuccessfulprobationaryperiodandresultingtermination.Completionofperformanceevaluationformisnotrequired.通知员工试用期未通过及雇佣终止。不要求填写表现评定表。Employeeshallbegivenadvancenotice.员工应得到提前通知。Employee'slastdayofworkmustoccurpriortoexpirationofprobationaryperiod.员工最后一天的工作必须发生在试用期结束前。SendsappropriatepersonnelactionnoticeordocumenttouniversityHumanResourcesOffice.向学校人力资源办公室发出人事通知或文件。MakesarrangementsforfinalpaymentwithuniversityHumanResourcesOffice.会同校人力资源办公室就最终支付做好安排。Finalhanding-taking-over最终交接HumanResourcesOffice:Uponreceiptofpersonnelactionnoticeordocument,makesnecessaryarrangementswithPayrollServiceforfinalpayment.人力资源办公室：在收到人事通知或文件后，与工资支付帐部门做好最终支付的必要安排。Supervisor:主管领导Arrangeshanding-taking-overwiththerelatedoffice/department/centre,ifnecessary.如果必要，与相关办公室/部门/中心安排交接。ReceivesallUniversityproperty,keysandidentificationcardfromemployee.收回员工所使用的学校资产，钥匙和身份卡。Referquestionsto: XJTLUHumanResourcesOffice更多问题请联系： 西交利物浦大学人力资源办公室 Tel:88161047,88161015 E-mail:hr@.Relatedalsosee: XJTLUStaffPolicyonTerminationofEmployment相关信息也可参考： 西交利物浦大学终止雇佣规定EmploymentContractTerms雇佣合同条款Policy政策AccordingtotheArticle14ofLawofthePeople’sRepublicofChinaonEmploymentContracts,an“open-endedemploymentcontract”maybeofferedtoemployeeiftherewerealreadytwocontinuousfixed-termcontractssignedafter01/01/2008(inclusive)andUniversityagreestosignsuchanopen-endedemploymentcontractwithemployees.根据中华人民共和国合同法第14条规定，员工在2008年1月1日后（含）连续两次签订固定期限合同后应签订无固定期限合同，学校亦同意与员工签订此无固定期限合同。ConsideringthestaffstabilityandUniversityemploymentrisk,anyAdministrationfulltimestaff,includingheadsandex-pats,shouldfollowtheprocedureonemploymentcontract.考虑到员工队伍的稳定性和学校的雇佣风险，所有全职行政员工应遵守雇佣合同的相关规定，包括部门负责人和外籍员工。Procedure程序规定Attheinitialstage,athree(3)yearfixed-termcontractisofferedtotheemployee.Theprobationaryperiodamongthethreeyearcontractis180days.员工首次签订雇佣合同为三年期合同。签订三年期合同的适用期为180天。Aftertheinitialstageisended,acontinuousthree(3)yearfixed-termcontractisofferedtotheemployeeifrenewed.在首次签订的三年期合同到期后，如雇佣双方同意续签，员工应二次签订三年期雇佣合同。Afterthetwostagesabove,accordingtotheLabourContractLaw,ifUniversityagreestoofferacontinuouscontracttotheemployeeandtheemployeedemandsanopen-endedemploymentcontact,thenan“open-ended”onewillbeofferedtotheemployee.在上述两个阶段结束后，根据劳动法规定，如果学校同意续签，且员工有签订无固定期限合同的意愿，双方即可签订无固定期限合同。Parttimestaffandtraineesdonotapplytothispolicy.此条款不适用于兼职员工和实习人员。ThepolicywillbeeffectiveinternallyuponapprovalbySMT.此政策自SMT批准之日起执行。Referquestionsto: XJTLUHumanResourcesOffice Tel:88161045,88161015 E-mail:hr@.如有疑问，请联系：西交利物浦大学人力资源办公室电话：88161045,88161015邮箱：hr@.Relatedalsosee:InternalPolicyforXJTLUStaffEmploymentContractRenewal相关信息见： 西交利物浦大学员工雇佣合同续签之内部政策EmploymentContractRenewal雇佣合同续签Preamble前言TheemploymentcontractsXJTLUhasinplacearefixedterm.Thisisapolicyforthetermandtimingofcontractrenewals.西交利物浦大学现行雇佣合同为固定期限合同。此政策旨在对合同续签的期限和时间做出规定。Policy政策GeneralGuideline总则Foradminstaff,HumanResourceshaveageneral“practice”ofgivingallemployeesofa3(year)-3(year)-fixedterm/open-endedcontractandmiddlemanagementsa2(year)-3(year)-fixedterm/open-endedcontract.行政人员通常可签订三年期固定期限/无固定期限合同，其中，中层管理人员可签订两年至三年期固定期限/无固定期限雇佣合同。Forthosestaffwiththefirstthree-yearcontract,ifthestaffintendstoextendthecontract,theirlinemanagershouldprovideageneralevaluation(beforeoralignwithPDR(ProfessionalDevelopmentandReview))todecidewhetherthecontractshouldbeextended.Formiddlemanagementandabove,thefirstcontractwillbethesame.首次合同期为三年的员工如欲续签，其直接主管领导应在PDR（员工职业发展及评审）之前或在PDR进行的同时提供员工的综合评定，以决定是否可予以续签。此同样适用于中层及以上管理人员。Forcontractofmultiple-years,thediscussionofwhethertoextendthecontractshouldbeconductedbeforethecurrentyearPDRandshouldrefertothePDRofprioryears(e.g.ifemployeesdonotimprovefrompoorperformanceofpastyear)如需签订无固定期限合同，应在该员工当年PDR之前就是否予以续签举行讨论并参照往年的PDR评审结果（如，是否存在该员工在工作表现上无明显改进的情况）。Foracademicstaff,Lecturerandabove,thefirstcontractnormallyis2or3years.

Iftheirperformancesareoutstanding,thesecondcontractcouldbeopen-ended,otherwiseuniversityneedanother2~3yearcontracttofurtherevaluate.教学人员（包括讲师及以上人员）首次合同期限通常为两年或三年。如果表现优秀，二次即可签订无固定期限合同。否则，则需二次签订两至三年期合同，以做进一步评定。TheTimingisbasedupon续签时间确定的依据Thelengthofemployee’scontract.员工雇佣合同的期限Whetheritisanacademic/academicrelatedpostoranadministrativepost.是否是教学（或相关）人员或行政人员LengthofContract合同期限AcademicandAcademicRelated(i.e.TAs)Posts教学及教学相关（如助教）职能AdministrativeandTechnicalPosts行政及技术职能Lessthan12months少于12个月60daysbeforeendofcontract合同到期前的60天30daysbeforeendofcontract合同到期前的30天Between12monthsand24months12个月至24个月120daysbeforeendofcontract合同到期前的120天45daysbeforeendofcontract合同到期前的45天Over24months超过24个月150daysbeforeendofcontract合同到期前的150天45daysbeforeendofcontract合同到期前的45天Procedure程序AtthetimeindicatedemployeewillbeinformedbyHumanResourcesandemployee’slinemanagertoindicatethatemployee’scontractwillbeexpired.员工将在规定时间由人力资源部门及员工直接主管领导告知合同即将到期。EmployeeshalladviseHumanResourcesanditslinemanager(ifapplicable)ofhis/herintentiononwhethertorenewthecontract.员工应向人力资源部门及直接主管领导（如适用）表明其续签意向。WheneverEmployeeintendstorenewthecontract,acontractrenewalPDRforthepastcontractperiodshallbeconductedtimely.如果员工有续签意向，应及时举行职业发展及评审，回顾其在合同期内的表现，以决定是否可予以续签。BasedontheassessmentfromPDR,employeewillbenotified(inwriting)byHumanResources在职业发展及评审结果的基础上，员工将由人力资源部门书面告知：Thatemployee’scontractwillberenewed.合同将予以续签。Thatemployee’scontractwillnotberenewed.不再续签。Thatadecisiontorenewemployee’scontractwillbedeferred.Employeewillbegivenanewdateastowhens/hewillhearwhetherher/hiscontractwillbeextendedornot.是否予以续签的决定将被推迟。员工将被告知具体获知日期。Employeewillbesigninganewcontractsothe“TermsandConditions”ofher/hiscontractmaychange.Thedifferencesbetweentheold“TermsandConditions”andthenew“TermsandConditions”willbeclearlyexplainedtoemployee.员工将签订新的雇佣合同，既而其合同中的“条款及细则”也将有所变化，对此应向员工本人做明确说明。Parttimestaffandtraineesdonotapplytothispolicy.此政策不适用于兼职和实习人员。ThepolicyiseffectiveinternallyuponapprovalbySMT.此政策于SMT批准之日起执行。Referquestionsto: XJTLUHumanResourcesOffice Tel:88161045,88161047,88161015 E-mail:hr@.如有疑问，请联系西交利物浦大学人力资源办公室电话：88161045,88161047,88161015邮箱：hr@.Relatedalsosee:InternalPolicyforAdministrationStaffEmploymentContract相关信息见： 行政人员雇佣合同之内部政策ProfessionalDevelopmentandReview(PDR)职业发展及评审Preamble前言ProfessionalDevelopmentandReviewisanobjectivesystemtojudgetheabilityofanindividualemployeetoperformher/histasks.Itfocusesontheindividualandher/hisdevelopment,besideshelpingher/himtoachievethedesiredperformance.Thismeansthatwhiletheresultsareimportanttheorganizationshouldalsoexamineandprepareitshumancapitaltoachievethisresult.Thisholdstrueevenfornewinductees.职业发展及评审体系旨在对员工的工作表现及能力作出客观评价。在帮助员工达到理想工作要求的同时，该体系关注员工个人及其职业发展。也就是说，评审结果固然重要，但同时学校应通过对员工的评审使其不断接近理想目标。此同样适用于新员工。Normally,XJTLUPDRistakeninplacefromMaytoAugustofeveryacademicyear.西交利物浦大学通常在每学年的五至八月举行员工职业发展评审。Purpose目的SectionhereprovidesguidanceforsupervisorsandsubordinatesabouttheconductoftheannualProfessionalDevelopmentandReviewmeetings.此政策旨在为管理人员及其下属成员就一年一次的职业发展评审的实施提供指导。GuidingPrinciples指导原则XJTLU’sPDRschemeappliestoallmembersofstaff.Itisbasedonthefollowingprincipleswiththeintentionofbringingbenefitstoindividualstaff,toeachdivisionandtotheUniversityasawhole:西交利物浦大学的职业发展评审体系适用于所有员工，其实施基于以下原则，旨在使其惠及员工个人、各个部门及整个学校：ThattheUniversityiscommittedtorecognisingthecontributionmadebyallstaffandseekstodevelopandrewardstaffaccordinglyinafairandequitablemanner;学校认可所有员工为学校的发展所做的贡献，并力求公平、公正地予以报偿。Thatallstaffmembersshouldhavetheopportunity,atleastannually,toreceivefeedbackfromtheirlinemanagersonhowtheyhavemettherequirementsoftheirjobs,howwelltheyhavemettheirownobjectivesandhowtheyhavecontributedtomeetingdivisionaland,whereappropriate,Universityobjectives;所有员工应由其直接主管领导提供至少一年一次的工作表现反馈，以使其了解自己在完成工作任务及实现个人、部门又或学校整体目标方面的表现和作用。Thatallstaffshouldhavetheopportunity,atleastannually,todiscussandagreeindividualobjectiveswiththeirlinemanagers;所有员工应可至少一年一次与直接主管领导讨论确定其个人目标的设定。Thatallstaffshouldhavetheopportunity,atleastannually,toreflectondevelopmentundertakenandtodiscussandagreefuturedevelopmentneedstohelpmeettheirobjectives;所有员工应可至少一年一次回顾其职业发展并与直接主管领导讨论确定达到既定目标的进一步发展需求。Thatallstaffhasanequalopportunitytobeconsideredforadditionalrewardbasedontheoutcomeoftheirreview.所有员工应享有平等的依据评定结果获得加薪的权利。ThattheUniversityshouldhaveaconsistentandevidence-basedreviewforrecognisingandassessingthecontributionofallstafftowardsmeetingdivisionalandUniversityobjectives;学校应坚持持续、有据的评价体系，以认可和评定员工在满足部门及学校目标方面的表现和作用。Thatthereshouldbetransparentproceduresforimplementingtheoutcomesofstaffreviewanddivisionmeetings.学校应有公开透明的政策程序用以执行员工评审和部门会议的决策。ThatsalaryshouldNOTbementionedinanykindofwaysinthediscussionsofthePDR.员工薪水问题不得在其职业发展评审的讨论中以任何形式提及。Foracademicfaculty,PDRtakestheformofin-depthdiscussionsbetweenastaffandlinemanagercoveringthethreedistinctbutinterlinkedaspectsof:对于教学人员，职业发展评审评审应在员工本人和其直接主管领导之间以深度讨论的形式展开，包括以下彼此独立而又相互关联的三部分：Part(I) SelfRoleandContributionReviewFormI部分角色和作用自评表Part(II) WorkTaskandProfessionalDevelopmentPlanII部门工作任务和职业发展计划Part(III) PerformanceAppraisal(CollectivelydeterminedbyLineManagersandSeniorManagementTeam(SMT)membersonly)III部分工作表现评定（由直接主管领导和高级管理团队（SMT）成员共同决定）Foradministrativestaff,PDRtakestheformofdiscussionsbetweenastaffandlinemanagercoveringthesameaspectsbutformatteddifferently.对于行政人员，职业发展评审应在员工本人和其直接主管领导之间以深度讨论的形式进行，内容同上，但形式不同。Form PERFORMANCEAPPRAISAL(PDRXJTLUAdmin)工作表现评定表（职业发展评审行政员工）IndividualsandtheirlinemanagersshallengageinopenandtransparentdiscussionsinthePDRprocess.Normally,thereviewistakenbetweenindividualstaffandthelinemanagers,butarequestfromeithertheindividualorthelinemanagersfortheparticipantofaSMTmemberorinchargewillnotbeunreasonablywithheld.Thelinemanagerwillneedtobeawareoftheoutcomeofdiscussionsinrespectofresourceimplicationsfordevelopmentactions,recommendationsinrelationtoprogressionandotherpotentialoutcomes,sotheseissuesshouldbesummarisedindetailanddiscussedbythelinemanagerswhens/hereportstoaSMTmemberorincharge.员工本人及直接主管领导应在职业发展评审过程中展开公开透明的讨论。通常评审在员工和其直接主管领导之间进行，但不可随意拒绝员工本人或直接主管领导要求评审时有一名SMT成员在场的请求。直接主管领导应以此明确员工在职业发展及支持，工作改进意见及其它潜在方面的情况，并加以详细汇总，以上报SMT成员或主管领导。BothstaffsandlinemanagersareabletoseekadviceandguidancefromtheHumanResourcesOfficeatanystageofPDR.TheoriginalcopyofthecompletedPDRformsshouldbesubmittedtoandfiledinHROffice,afterthePDRprocessisfinished.员工和其直接主管领导可在职业发展评审进行的任一阶段向人力资源部门寻求建议和指导。职业发展评审结束后，应将完整职业发展评审表格原件交人力资源办公室备案。RolesandResponsibilities角色和责任RoleofLineManager直接主管领导的角色Asalinemanageryouareresponsiblefor:直接主管领导应：EnsuringthatthePDRisimplementedforallstaffinyourCentre/Department/Officeonanannualbasis;保证中心/部门/团队中的所有成员均参加了职业发展评审。EnsuringthatstaffarebriefedondivisionalandUniversity’sobjectivesandprioritiessothatdiscussionsbetweenlinemanagersandtheindividualstaffaresetinthatcontextandidentificationofanygenericobjectives;保证成员已知晓部门及学校的目标及工作重点并以此为背景和前提展开评审讨论。EnsuringthatthePDRdocumentsaresubmittedtotheHumanResourcesOfficeinlinewiththeUniversitytimescales.保证职业发展评审文件在学校规定时间内上交人力资源办公室。DuringtheprocessofPDR,thelinemanagersshouldbeawareof:在PDR进行过程中，直接主管领导应：EnsuringthatissuesandconcernsraisedbyemployeesduringthePDRprocessareconsideredandaddressedasappropriate,eitherdirectlyorviathesupervisor.保证员工提出的问题和担忧得到关切并直接或间接（通过上级主管领导）得到合理的解决。Makingarrangementsforthereviewmeetingswithinthetimescalesprescribed.在学校规定的时间内合理安排各成员的评审会议。Ensuringthereviewmeetingisopen,supportiveandconstructive,andthatallissuesraisedbytheemployeepriortoandduringthemeetingarediscussed.保证评审会议公开、有效且有建设性，员工在会前和会中提出的所有问题都能够得到讨论。Ensuringthatanyindividualobjectivesagreedwiththeemployee,andanyidentifieddevelopmentneeds,areinlinewithDivisionalandUniversityprioritiesandobjectives.Whenconductingthemeetingyoushouldalsoseektobeopen-minded,encouragingandpositive,askopen-endedquestionsinordertoallowtheemployeetoexpressthemselvesfully,recogniseachievements,offerfeedbackontheemployee’scontributionandseektoaddressconcernsorproblemsinaconstructiveway.保证所有讨论确定的员工个人目标及发展需求均与部门及学校的整体目标及工作重点相一致。在开展评审会议时，应力求开放思维，以鼓励和正面评价为主，可提出一些开放性思维的问题以使员工能够充分表达所想，同时，要认可员工所取得的成绩，肯定其发挥的作用并力争能够以建设性的方式解决员工的担忧或问题。RoleofStaff员工的角色Asastaff,youareresponsiblefor:作为一名员工，应：Havinganopenandhonestdiscussionwithyourlinemanageraboutallaspectsofyourwork,yourcontributiontoachievingteam/divisionalobjectivesandforwardplanningintermsofyourindividualworkobjectivesandanydevelopmentneedsyoumayhave.与直接主管领导开诚布公的开展讨论，包括个人工作情况及对团队/部门目标达成所发挥的作用等，并提供个人对工作目标及职业发展需求的计划。Signingthecompletedformswithinthetimescalesagreedwithyourlinemanager.在与直接主管领导商定的时间内完成评价表并签字。Takinganyfollowupactionasagreedatthemeeting.采取行动，贯彻会议决议。Keepingyourreviewerinformedofprogresstowardsachievingindividualobjectivesandundertakingagreeddevelopmentactivity.YoushouldalertyourlinemanagertoanyissuesorcircumstancesthatmightaffectyourabilitytomakeprogressinlinewithagreedoutcomesofthePDRmeeting.使评审人了解你在达到个人目标及促进职业发展方面所取得的进步。如有任何影响你取得进步的问题或情况，应提醒直接主管领导注意。RoleofHumanResources人力资源部的角色Providinginformation,guidanceandtrainingonthePDRprocessforallstaff.为所有员工就职业发展评审过程提供信息，指导及培训。SettingandcommunicatingtheannualtimetableforimplementationofthePDRprocess.制定并通知每年职业发展评审实施的时间表。CollatingtheoutcomesofthePDRmeetingsandsubmittingtherelevantprogressioncasestotheUniversity’sSMT.收集职业发展评审会议的结论并将相关进步案例提交SMT。UndertakingregularreviewsofthePDRprocesstoensureitcontinuestomeetitsobjectivesandisimplementedbotheffectivelyandconsistently.对职业发展评审过程进行定期回顾以确保其执行始终与目标初衷相符合且得到有效、持续的实施。ThelengthofPDRmeetingswillvaryfrompersontoperson.Whenschedulingmeetings,itisrecommendedthatlinemanagersallowenoughtimeensuringallmatterscanbediscussedinsufficientdetail.ForsomestaffmembersitmaybepossibletodealwithallaspectsofthePDRmeetinginashorterperiodandreviewersareabletousetheirjudgmentinallottingtimeforeachmeeting.职业发展评审会议的长短可因人而异。在确定会议时间时，直接主管领导应确保所有相关事项都能在会议中得到充分的讨论。部分员工的职业发展评审会议可能在较短时间内结束，评审人可对会议时长的安排给予判定。ImportantInformationforLineManager直接主管领导应注意的重要信息SupervisorsareresponsibleforsigningthePDRformtoconfirmthatitiscomplete.NocommunicationofratingshouldbemadetoemployeesbeforefinaldecisionsbySMTmember.AfterratingbySMTmembers,theoriginalcompletedPDRformsshouldbeforwardedtoHumanResourcesOfficeandthecopiesofwhichshouldbekeptbyindividualemployeesandtheirsupervisors.员工上级领导应在职业发展评审表上签字确认完成。在SMT成员做出最终决定之前不可与该员工沟通评级情况。在SMT成员做出最终评定后，员工职业发展评审完整原件应交人力资源办公室存档，副本由员工个人及其上级领导保存。

YOURPAYMENTPayrollProcessingTimetable工资支付时间表InXJTLU,thepaymentincurrentmonthisbasedontheworkforthelastwholemonth.在西交利物浦大学，当月工资支付以之前一整月的工作为基础。Inordertoensureef