Human Resources Department
The HR department at GUST is responsible for ethical compliance within our institution, overseeing all ethical matters across the university. They are also responsible for providing training for faculty and staff across all levels of our organization.
Annual Appraisal Cycle for Staff
Each staff member is required to review their performance, not only in terms of work output but also in their ethical prowess. Below is a screenshot from the appraisal guide from the HR department. As can be seen, ethical values and competencies is a requirement for the assessment and review process for all GUST staff.
HR Professional Development Sessions
The university's HR department regularly hosts professional development sessions for staff and faculty members, including those that spread awareness on proper ethical conduct. Said workshops include inclusiveness, ownership, and proper communication with others in the workplace.
Research
Institutional Review Board (IRB) for Faculty
The IRB is the main office for ethical review and approval of research in GUST. It is comprised of several committees, each representing a research discipline in each of the colleges in the university. These committees are constituted as administrative review boards established to protect the rights and welfare of human participants recruited to participate in research.
Each IRB Committee's members are appointed by the RDO Director and
the Dean of each of the colleges in GUST. The committee will recommend and
implement policies and regulations for the protection of human participants in
research.
Selection of each IRB member is based on a review of specific requirements, as follows:
- Passing Education Training for researchers in the GUST.
- A minimum rank of associate professor.
- Three years of experience in the GUST.Three research publications involving human participants in the GUST
Student Code of Conduct
GUST is committed to providing a positive work and learning environment where all individuals are treated fairly and with respect. Intimidation and harassment have no place in a university community.
It is the responsibility of the University to utilize its resources toward the creation of quality academic programs and to provide a friendly campus environment, which is conducive to learning and personal development. Interactions among GUST students, faculty, and staff should reflect mutual respect and professionalism.
A student enrolled at GUST assumes an obligation to behave in a manner compatible with the University’s function as an educational institution. The GUST Code of Student Conduct generally shall be limited to conduct which occurs on the University premises, at University-sponsored, or University-supervised functions. However, GUST administration may take appropriate action against students for conduct on or off University premises in order to protect the physical safety of students, faculty, staff, and visitors. Conduct, for which students are subject to sanctions, is described in detail in the University Code of Student Conduct.
Cheating Policy for Students
The Vice President's Office submitted a policy for cheating and incidents for students and faculty to review.
Students are prohibited from using unauthorized assistance during tests, as well as plagiarism in terms of their projects and assignments. Any such case will be directly reported from the faculty member responsible to their respective department's committee after filing an incident report. The procedure is detailed in full in the aforementioned policy.
GUST Grievances Policy
The Gulf University for Science and Technology (GUST) employees have the right to raise their grievances through proper reporting channels for any of the following issues while protecting them from educational or employment disadvantage:
- Employees conflicts (Direct managers, subordinates)
- Changes in employment conditions
- Pays and Benefits
- Personal issues (discrimination, violation, bullying, work harassment)
- Performance Management (promotions, increments, and rating)
- Work conditions (Health & Safety)
GUST Grievances Procedure
- Informal approach: Employee shall initially approach the immediate Supervisor/Manager in case of any grievance issue.
- Formal approach: Where the issue is not resolved through the immediate Supervisor/Manager, employees may raise the grievance issue in writing to their Dean/Director/Vice President.
- Evaluation of the case: The Dean/Director/Vice President shall meet and review the matter and shall arrive to a decision within five working days after the meeting is held. That outcome/solution shall be communicated to the employee in writing.
- Grievance appeal: In the event that the employee is not satisfied with the outcome, further appeal may be made to the HR Department. Then, the HR should evaluate the case and recommend if Grievance committee can be formed to discuss and recommend resolutions. The decision of the HR shall be considered as final.
To protect those reporting any employment disadvantages, the requirement section in the procedure policy states that HR treats grievance cases as confidential related matter.
GUST Code of Conduct Policy
Equal Employment Opportunity
GUST does not treat outsourced employees differently than its employees. Any human being working at/for the university has full rights regardless of their race, color, sex, age, social status, physical or mental disability, or any other factor.
If outsourcing activities to third parties needed, then GUST takes all appropriate measures to ensure the equivalent rights of employees are met.
GUST Qualified Vendors List Policy when outsourcing activities to third parties
Vendor Selection
- Only Qualified Vendors shall be selected for work with the University.
- If a vendor’s services are required and they are not “qualified” the requesting department shall contact the Purchasing Committee to assist in finding an appropriate substitute who is qualified or to take action to qualify a suitable vendor for the area of work not available on the current list.
- No payments shall be made to any vendor within the University (for purchases or works equal to or above KD3,000) until the vendor is added to the university Qualified Vendors List.
- Vendors shall be evaluated based on their ability to satisfactorily perform the work as evidenced by information gathered during the pre-qualification process, qualification profile, and matched with the appropriate type of work to be contracted.
- Utilization of vendors shall be distributed to provide opportunities for all vendors to bid on and obtain work based on their competitiveness.
- A qualified vendor shall be given an opportunity to participate in each bid list prepared for work within the areas of appropriate trade and specialty as determined in the qualification process.
- Vendors shall be evaluated based on their ability to satisfactorily perform the work as evidenced by information gathered during the pre-qualification process, qualification profile, and matched with the appropriate type of work to be contracted.
- Utilization of vendors shall be distributed to provide opportunities for all vendors to bid on and obtain work based on their competitiveness.
Some considerations for selection are
- The vendor is currently qualified and not suspended or terminated.
- The value of work shall be matched with the capability of the vendor
- Evaluations of previous performance
- Experience with projects of a similar nature
- Financial capability
- Internal resources
- Governmental agency requirements
Equivalent rights of workers
Remuneration Policy
I. Policy
- The purpose of the Gulf University for Science & Technology (GUST) remuneration policy is to:
- Provide fair, equitable and competitive compensation for its employees
- Encourage and reward high performance
- Attract individuals of the right caliber, qualifications and experience for the joins in the University
- Provide flexibility to adapt to market changes and imperatives
- To be managed in a structured and standardized manner
- HR develops salary scale based on market compensation data obtained from professional surveys
- Salary scale consists of grades that describe different job levels and categories in the organization. Jobs are evaluated by HR Department to determine the appropriate grade
- The HR Department will, on a three-year basis, undertake a market review to ensure the continued competitiveness of the salary structure. Recommendations from this review will be presented to the University Senior Management Team for consideration and action as deemed appropriate
- The below terms are used to describe the various components of employees remuneration:
- “Salary” refers to the cash payments made by GUST to an employee on a monthly basis, in compensation for the effort he/she deployed in performing his/her job.
- “Allowance” refers to cash payments made by GUST to an employee, whether on monthly basis, or not, in compensation for the effort he/she deployed in performing his/her job (e.g. transportation, communication, housing, etc.). Employees’ eligibility to the allowances is as per their job level and business needs as mentioned in their contracts.
- “Benefit” refers to an advantage granted to an employee of such as:
- Workmen Compensation
- Employees will be enrolled under workers’ compensation insurance plan upon joining
- Employees are covered for job-related injuries/diseases.
- Coverage is provided during working hours including the travel from place of residence to work and vice versa.
- Compensation amount for job-related injuries/diseases are set per the Kuwait Labor Law and/or insurance policy.
- Some restrictions may be applied, refer to the current Workmen Compensation Policy
- Health Insurance
- GUST Employees are eligible for Group Health Insurance Plan coverage
- Employees will incur part of the treatment cost in line with the agreed Insurance Plan terms and conditions
- If the employee is entitled for health insurance coverage for spouse and children, then they must be resident in Kuwait to be enrolled in the health insurance plan
- Temporary Accommodation
- For international new hires, accommodation will be provided for a period of one month.
- The employee will not receive the monthly housing allowance, if applicable, during the stay in the temporary accommodation.
- Duplication of Benefits
- If a husband and wife are both employees of GUST, then the employee with the higher entitlement will get the Benefit for the children.
- It is the responsibility of the employees to declare their status to the HR department.
- In case an employee has already claimed full entitlement for an ongoing year and either employee or the GUST terminates his employment, a prorated amount based on his date of resignation or termination will be deducted from the end of service benefits.
- “Rewards” refers to discretionary cash or non-cash payments make to an employee in recognition for achieving high performance in his/her job. (e.g. Sales Bonus)
II. Aplication
- This policy shall apply to all GUST employees.
