Remuneration, Welfare, and Rights and Interests
To strengthen collegiality among staff, foster a positive team atmosphere, and improve the quality of teaching and administrative services, the University continues to enhance its benefits system, gender-friendly measures, and overall compensation framework, building a supportive and equitable workplace environment.
Employee Welfare Committee
To strengthen collegiality among staff, foster a positive team atmosphere, and improve the quality of teaching and administrative services, the University has established the "Employee Welfare Committee." Members are nominated by each unit from among enthusiastic and dedicated staff, who then elect a chairperson, a secretary-general, and other responsible committee members among themselves. The Committee regularly organizes sports activities for faculty and staff, distributes festival cash gifts for the three major traditional festivals and birthday gift vouchers, and hosts a year-end banquet and staff travel activities.
Committee Composition
Members are nominated by each unit from among enthusiastic and dedicated staff, who then elect a chairperson, a secretary-general, and other responsible committee members among themselves.
Activities Organized
- Regular sports activities for faculty and staff
- Cash gifts for the three major traditional festivals
- Birthday gift vouchers
- Year-end banquet
- Staff travel activities
Parental Leave
Statistics on parental leave for the 2025 academic year are as follows.
| Item | Male | Female | Total |
|---|---|---|---|
| Number Eligible for Parental Leave | 6 | 17 | 23 |
| Number Who Actually Applied for Parental Leave | 1 | 7 | 8 |
| Parental Leave Application Rate | 16.67% | 41.18% | 34.78% |
| Number Expected to Return to Work | 1 | 4 | 5 |
| Number Who Actually Returned to Work | 0 | 2 | 2 |
| Return-to-Work Rate % | 0% | 50% | 40% |
| Actual Returns from Prior Year's Parental Leave | 0 | 5 | 5 |
| Still Employed 12 Months After Returning from Leave | 0 | 5 | 5 |
| Retention Rate % | 0 | 100% | 100% |
Parental Leave｜Application, Return-to-Work & Retention Rates (by Gender)
2025 Academic Year Statistics
Parental Leave Rates
%Salary & Compensation Ratio
The University has established salary regulations for faculty and staff that specify the salary grade conditions and standards for setting base pay at each level. The President (Rank 14), Vice President (Rank 13), and the four heads of Student Affairs and Academic Affairs (first-level supervisors) receive a supervisory allowance in accordance with the civil service supervisory allowance regulations. Regarding the salaries of teaching and administrative staff, newly hired faculty are, in principle, started at the lowest applicable salary grade and may be advanced based on relevant teaching and work experience. Administrative staff are, in principle, started based on academic qualifications, and years of equivalent service at government agencies or public schools may be credited at the rate of one grade advancement per full year of such service.
| Position / Academic Year | 2022AY | 2023AY | 2024AY |
|---|---|---|---|
| Professor | 1 | 1.02 | 1.06 |
| Associate Professor | 1.08 | 0.99 | 1.026 |
| Assistant Professor | 1.01 | 0.95 | 1.00 |
| Lecturer | 1.08 | 1.02 | 1.066 |
| Administrative Staff | 1.15 | 1.16 | 1.23 |
Note 1: Faculty salary includes: base pay, academic research allowance, meal allowance (supervisors also receive a work bonus and position allowance)
Note 2: Staff salary includes: base pay, position bonus, meal allowance, regional allowance (supervisors also receive a work bonus)
Male-to-Female Salary Ratio Over the Past 3 Academic Years (Male / Female)
TrendPosition of the Individual with the Highest Total Compensation, 2024AY
MCUT 2024AY Overall Compensation Overview
2024AY Male-to-Female Ratio of Base Salary Plus Compensation (Male / Female)
MCUT 2024AY Overall Compensation Overview
Note: Because the University has more male than female teaching and research staff, the proportion of promotions and step increases among those who have not yet reached the seniority pay cap is higher for men. Among administrative staff, men hold a higher proportion of supervisory positions and step increases below the seniority pay cap.
| Item (NTD) / Academic Year | 2022AY | 2023AY | 2024AY |
|---|---|---|---|
| Total Salary | 622,560,570 | 676,087,760 | 724,200,331 |
| Welfare Fund Amount | 2,500,000 | 2,750,000 | 3,000,000 |
| Total Retirement Reserve | 23,383,829 | 28,585,949 | 30,679,701 |
Benefits & Entitlements Over the Past 3 Academic Years｜Growth Comparison of 3 Indicators
Index (2022AY = 100)Note: This chart indexes total salary, welfare fund amount, and total retirement reserve to their 2022AY values (=100) in order to compare their relative growth rates. See the table above for actual amounts.
Benefits & Entitlements (GRI 201-3)
| Item | Description |
|---|---|
| Year-End Bonus | Faculty: 1.5 months of full salary; Administrative staff: 2.5 months of full salary |
| Festival Bonuses | Mid-Autumn Festival NT$6,500, Dragon Boat Festival NT$6,500, Lunar New Year NT$6,500 (increased to NT$7,500 per festival starting 2026AY) |
| Performance Bonus |
• Faculty performance ratings: "Excellent" NT$26,500, "Good" NT$20,000, "Satisfactory" NT$13,500. • Staff performance ratings: "Excellent" NT$16,500, "Good" NT$12,500, "Satisfactory" NT$8,500. |
| Commemorative Gold Coin |
A commemorative gold coin is awarded for every 5 full years of service. 5 years (1.2 qian), 10 years (2.0 qian), 15 years (3.0 qian), 20 years (4.0 qian), 25 years (4.8 qian), 30 years (5.8 qian), 35 years (6.8 qian), 40 years (7.8 qian), 45 years (8.8 qian). |
| Wedding & Funeral Gifts | A cash gift of NT$3,200 is given uniformly in the name of the Chairman of the Board, with additional gift amounts subsidized for each level of direct supervisor. |
| Medical Subsidy | Staff and their dependents (parents and children) receive a 30–40% discount on medical treatment at Chang Gung Memorial Hospital, with unlimited claims (for items covered by National Health Insurance). The subsidy is included in salary payments the month following treatment. |
| Health Insurance | All faculty and administrative staff are enrolled in Public-School Insurance and National Health Insurance (dependents may be covered); technicians, groundskeepers, and project assistants are all enrolled in Labor Insurance and National Health Insurance (dependents may be covered). |
| Health Checkups |
• Regular health checkups are conducted annually, with frequency based on age: under 30, once every 5 years; 30–45, once every 3 years; 45–65, once every 2 years; over 65, annually. • All new faculty and staff undergo a physical examination before reporting for duty, which must be confirmed by the hiring unit's supervisor before employment. Health checkup records are retained by the Environmental Health and Safety Office for at least 10 years. |
| Retirement & Pension |
Faculty and staff are divided into Public-School Insurance and Labor Insurance participants: For Public-School Insurance participants under the new retirement pension reserve system, contributions are shared monthly by the individual, the University, and the government at ratios of 35%, 32.5%, and 32.5% respectively, and a monthly retirement pension is paid to retirees. For Labor Insurance participants, under the work rules applicable to personnel covered by the Labor Standards Act, the University contributes 6%, and individuals may voluntarily contribute 0–6% to an individual labor pension account established with the Bureau of Labor Insurance. One person remains under the old pension system (Bank of Taiwan account). |
