Faculty Structure

To enhance the faculty and research capabilities at MCUT, we prioritize recruiting senior teachers with doctoral degrees and practical industry experience. We also actively encourage our teachers to pursue continuing education, obtain academic degrees, and seek promotions. From the 2020 academic year to the 2024 academic year, the ratio of senior teachers improved from 89.0% to 93.2%. The weighted student-teacher ratio at the university reached 19.5:1. In the 2023 academic year, we had a total of 207 full-time teachers, and 51 of them were foreign scholars, accounting for 24.64%. Additionally, MCUT comprehensively promotes our teachers to provide services and engage in industry-academia cooperation with key partners and Formosa Plastics Group, allowing teachers to gain a better understanding of research and development through this collaboration and provide assistance and services to the industry.

Employee Overview

To enhance the quality of administrative services, MCUT offers training in environmental protection, occupational safety, and hygiene for its employees. Additionally, the university organizes educational courses for employees on an irregular basis. We strongly encourage our employees to continually improve their work and engage in lifelong learning to enhance their performance. We have also established "Measures for In-service Continuing Education and Study of Employees." Full-time employees with at least two years of service may, depending on business needs or the university's overall human resources planning, receive subsidies for continuing education for academic degrees or participation in short-term study programs to earn professional certificates as a reference for promotion and performance evaluation, as long as it does not interfere with their unit's work.

Turnover

Regarding the turnover rates of all faculty and staff at MCUT over the past three academic years, when categorized into general employees and new employees (those with less than one year of service), the turnover rate for male general employees increased from the 2021 to the 2023 academic year, while the turnover rate for female general employees remained constant. This is primarily attributed to the university's more fixed remuneration structure compared to typical enterprises. When analyzing employees by identity, it was noted that the turnover rates for both male and female employees were lower than those for teachers. This is mainly due to the fact that teachers receive relatively higher salaries and have opportunities for career advancement, leading to more frequent job changes. In contrast, employees need job vacancies for salary increases and promotions, and their positions are more stable, resulting in a lower turnover rate. Furthermore, when considering employees by age, male teachers aged 31-50 demonstrated a higher turnover rate. The increased turnover rate of faculty and staff over the age of 60 can be attributed to retirement.