Version: 3        Creation date: 1988        Last review date: 7 May 2025

1. Purpose

The purpose of this policy is to ensure the effective and sustainable management of human resources in line with the mission, vision and strategic objectives of Near East University; to support processes aimed at attracting, developing and retaining qualified employees; and to ensure that employees work in a fair, transparent, inclusive and merit-based working environment. Within this framework, the University aims to support employees’ professional and personal development, encourage the enhancement of their performance and competencies, and create a working environment in which employees can contribute effectively to institutional objectives.

2. Scope

This policy applies to human resources processes concerning academic and administrative staff employed by Near East University on a full-time or part-time basis. It covers the fundamental principles relating to recruitment, working conditions, performance evaluation, professional and career development, leave, employee rights and responsibilities, and termination of the employment relationship.

3. Human Resources Principles

Near East University conducts its human resources practices in accordance with the principles of merit, equality, transparency, fairness, inclusivity, employee development and mutual respect. In recruitment, appointment, performance evaluation, professional development, promotion, remuneration and other human resources processes, the University applies objective criteria related to the requirements of the position. These criteria must be applied consistently.

Equality, Diversity and Non-Discrimination

• Near East University is committed to providing equal opportunities to its employees and job applicants. The prohibition of discrimination applies not only to recruitment but to all stages of the employment relationship, including appointment, remuneration, professional development, performance evaluation, promotion, benefits and termination of employment.
• Where employees’ differing needs hinder equal participation, the University supports the provision of reasonable accommodations within the framework of applicable legislation and institutional resources. Near East University recognises employees’ right to work in a respectful, safe and inclusive working environment. The University does not tolerate harassment, sexual harassment, mobbing, bullying, threats or discriminatory conduct.
• Mechanisms are established through which such conduct can be reported safely and confidentially, and individuals who submit reports are protected against retaliation.

4. Expected Employee Conduct

• Integrity: Our staff must be open, honest and consistent in their relations with all stakeholders, colleagues and managers. It is the responsibility of every employee to act honestly and respectfully and in accordance with general ethical, moral and legal rules in order to strengthen respect for and trust in the University.
• Confidentiality: Employees’ usernames, passwords, salaries, social benefits, personal information and other non-public information are considered confidential. Every employee must exercise due care in protecting such information. In addition, individuals’ private and family lives must be respected, and personal information must not be shared with others.
• Openness to Change: In a rapidly changing world, the ability to remain flexible and adapt to change is essential. Employees should be open to new ideas and methods and adapt to changing circumstances.
• Taking Responsibility: Each employee is responsible for the outcomes of the duties and projects assigned to them. The ability to take responsibility and bring tasks to completion is encouraged.
• Environmental and Sustainability Awareness: Minimising environmental impacts and adopting sustainability principles are part of the University’s social responsibility. Employees should be mindful of these issues and contribute to efforts to minimise environmental impacts.

5. Working Hours and Other Administrative Matters

Working hours for administrative staff are from 8:30 a.m. to 4:30 p.m., Monday to Friday, with a one-hour lunch break. Weekly working hours for academic staff vary according to academic title:

• Professors: 12 teaching hours, 5 office hours and 10 research hours
• Associate Professors: 15 teaching hours, 5 office hours and 10 research hours
• Assistant Professors: 18 teaching hours, 5 office hours and 10 research hours
• Lecturers: 21 teaching hours, 5 office hours and 10 research hours

All employees are expected to attend work regularly and punctually.

6. Recruitment Process

The University gives priority to employing its own graduates in recruitment processes. This priority is subject to the objective criteria and position requirements set out in this policy. In these processes, it is committed to non-discrimination on the grounds of ethnic origin, religion, disability, age, immigration status and gender.

7. Career Development and Promotion

The University aims to establish clear and accessible career pathways that support employees’ career development. Promotion and appointment processes use predetermined and, wherever possible, measurable criteria related to the requirements of the position. Employees are provided access to the promotion and career development criteria applicable to their positions. Information about applicable criteria must be communicated clearly and made accessible to employees before relevant decisions are taken.

8. Professional and Academic Development

Near East University supports the continuous professional and academic development of its employees. The University encourages employees to participate in training, seminars, certificate programmes, conferences and other professional development activities related to their duties and career development. Academic staff participation in academic events, involvement in research networks, international academic mobility, and activities aimed at strengthening research capacity are regarded as part of the University’s academic development objectives.

9. Leave and Reporting Procedures

Leave and reporting procedures at the University are carried out in accordance with the TRNC Labour Law. In cases of illness and childbirth, a medical report must be obtained and the relevant unit and the Human Resources Directorate must be informed.

The types of leave available to academic and administrative staff at Near East University are listed below:

• Annual paid leave: Administrative employees with between 6 months and 5 years of service (including the 5th year) are entitled to 14 working days of leave. Employees with more than 5 but fewer than 10 years of service are entitled to 18 working days; those with more than 10 but fewer than 15 years of service are entitled to 22 working days. Employees with more than 15 years of service (including the 15th year) are entitled to 25 working days. Regardless of length of service, all academic staff are entitled to 22 working days of annual paid leave.
• Unpaid leave: Employees may be granted unpaid leave upon written request and with the approval of the unit manager and senior management.
• Childbirth and maternity leave: Female employees are granted a total of 56 days of leave, comprising 28 days before childbirth and 28 days after childbirth. In the event of premature birth, or where the employee works until the 37th week on the basis of a medical report, the remaining leave is transferred to the postnatal period.
• Breastfeeding leave: Until the child reaches the age of 1, female employees are granted two hours of breastfeeding leave per day, consisting of one hour in the morning and one hour in the afternoon.
• Paternity leave: In the event of childbirth, the employee’s spouse is granted 2 days of paid leave.
• Marriage leave: Employees are granted 3 days of paid leave upon marriage.
• Bereavement leave: Employees are granted 2 days of paid leave in the event of the death of a first-degree relative.
• Military service leave: Personnel completing their military service through the paid military service scheme are considered to be on leave for 21 days in accordance with the relevant law. For this purpose, a person who receives their call-up document must first submit an unpaid leave petition and inform senior management through their unit.

10. Performance Evaluation System

In line with the University’s vision, an Academic Performance Evaluation System has been established to measure the effectiveness and efficiency of work carried out both institutionally and individually and to reward achievement using fair and objective criteria. Through the Near East University Academic Performance Evaluation System, employees may set goals for the relevant academic year and earn performance points according to the extent to which they achieve those goals. Managers may evaluate team members according to their progress toward their goals and assess staff against defined competencies. These performance points are reflected in academic staff salaries as incentives.

10.1. Transparency and Appeal in Performance Evaluation

Performance evaluation criteria are made accessible to employees before the evaluation process begins. Employees have the right to access the results of their own performance evaluations and the criteria on which their evaluations are based. Employees who believe that their performance evaluation contains a material error or that the established criteria have not been applied correctly may request a reassessment within the specified period following notification of the results. To the extent possible, the reassessment request is reviewed by an authorised person or committee independent of the individual who conducted the initial evaluation.

11. Employees’ Right to Express Views and Participate

The University encourages employees to share their views and suggestions concerning working conditions, institutional practices and decisions affecting their own areas of responsibility. Employee surveys, unit meetings, consultation mechanisms and other participation tools may be used to obtain employees’ views. An employee’s good-faith expression of views, suggestions or criticism may not, by itself, constitute grounds for any adverse action. Where employee surveys are conducted, relevant findings and any resulting improvement measures must be communicated to employees, as appropriate.

12. Complaint and Application Mechanism

Employees may report complaints and concerns regarding working conditions, human resources practices, discrimination, unequal treatment or the implementation of this policy to the relevant units of the University. Applications are assessed in accordance with the principles of confidentiality, impartiality and fairness. As a rule, the person against whom the complaint is made must not be in a decision-making position in the review process. Employees who submit an application or participate in a review in good faith may not be subjected to retaliation. Procedures and time limits for receiving, reviewing, concluding and, where necessary, appealing applications are determined separately and made accessible to employees. Information about the relevant units and channels for raising concerns must be clearly communicated and accessible to employees.

13. Additional Benefits

• Housing: Affordable housing is provided to employees of Near East University to help improve their living standards and support them in living in greater financial comfort. These affordable housing options are located on campus and provide a significant advantage by offering easy access to the workplace.
• Transportation: Transportation is provided for employees of the institution on designated routes.
• Private Health Insurance: Since 2020, Near East University has provided private health insurance to all full-time staff, ensuring that their healthcare needs are covered by Near East Hayat, which is part of the Near East Enterprises.
• Scholarship Opportunities: Employees who work full-time at the University and enrol themselves or their children in associate, bachelor’s, master’s or doctoral programmes are entitled to a 25% scholarship.

14. Implementation, Monitoring and Review

This policy is determined by the Rectorate and implemented by the Human Resources Directorate. The policy is reviewed periodically in line with the needs of the institution and changing circumstances and is revised where deemed necessary. University employees may contact the Human Resources Directorate for information and support regarding personnel procedures, pay and compensation, occupational health and safety, benefits and human resources processes. The Human Resources Directorate can be reached through the following contact channels:

Email: [email protected]

Phone: +90 392 22 36 464 / 3474