中大教師工作量、士氣及答酬：部份已收回之意見
CUEGU Teacher Survey: Workload, Morale and Rewards -- Some of the views collected
 

問卷尚餘兩天截止，請把握機會發表意見。問卷最後有三條有關校長續約及對中大整體領導狀況的問題。雖然劉遵義教授已宣佈明年約滿後不再續約，本會仍會將有關資料整理，供校董會遴選下一任校長時參考，亦讓中大同仁可以共同檢討中大的領導問題。

There are two more days before the survey will be closed. Please take the opportunity to express your views. There are three questions at the end of the survey regarding the Vice-Chancellor’s contract renewal and the leadership at CUHK as a whole. Although Prof Lau has already announced his retirement, the views collected will still be forwarded to the Council for their reference in appointing the next VC. It also serves as an opportunity for CU staff to review CU’s leadership.

網上填寫問卷Complete survey online：

下載問卷Download survey：

下載工會入會表格Download union application form：

　
     
  部份已收回之意見 Some of the views collected：
 

對校長或中大整體領導狀況的意見
Other views on the Vice-Chancellor or the leadership at CUHK in general

  • "Poorest leadership in history”
  • “He should launch some pilot policies or tests, before making major changes.”
  • “There is little to no communication between the senate and teachers, making it impossible to voice a view on Prof Lau.”
  • “Don't feel there is real leadership, things just pushed down, too many contradictions, don't understand why many decisions are made (not explained)”
  • “He may be able to get funding. But he is arrogant and not willing to join the community at CUHK. We need someone who embraces the values of CUHK.”

對中大教員來說最迫切的問題
What are the three most pressing issues you find CUHK teaching staff are facing?

  • “Too many reporting request (prog report, annual report, publication report, staff review, RA contract & review ...etc)”
  • “…Market-orientation of some students;
    CLEAR's many requirements, some of which are not helpful at all.”
  • “UGC-led administration, administration-led programmes,
    brandnaming of faculty and programmes”
  • “Inhuman substantiation system “
  • “Too much unnecessary pressure on getting funding.”
  • “Administrators place too much emphasis on teaching evaluation, which the students tend to manipulate.”
  • “The differentiation of students' capacity for learning”
  • “University misunderstand humanities and humanity research”
  • “High-impact factor journal requirement but this may not be applicable well in some fields and is not the sole factor to justify the quality of research.”

對現時中大教師答酬制度的意見
What are your views on the current reward system (remuneration, development opportunity, promotion opportunity, etc.)?

  • “What system? Is there such a system?”
  • “One point increment per 2 years is a strong statement of the undervaluing of CUHK staff.”
  • “A very mechanistic system, with administrators adopting very rigid and typically mechanistic schemes.”
  • “Too much of a "black box"--procedures are not sufficiently transparent”
  • “I have little information to comment on it. Generally speaking, it is neither open nor transparent.”
  • “Personnel procedures are bureaucratic and rigid.”
  • “Poor sabbatical system”
  • “Young teaching staffs, who are the most hard working groups are not treated equally with senoir staffs in terms of reward system.”
  • “ [C]ut pay in order to hire more faculty and cut our working hours…I'd rather sacrifice 30% of my pay to gain 30% more time. This could be an option: full-time or half-time; or 1/3, 2/3, or full-time. That would be a little inconvenient for administration, but the gains in morale, productivity, and quality of life would be great.
  • “ [R]educe university funding for special or targeted projects and individuals. CUHK grants tens of millions of dollars to preferred research areas or faculty members. The goal is good: to reward and encourage productive faculty members to produce even more. However, there are junior faculty members, some of whom have just as much potential, who never get these funds but who struggle for at least several years with only direct grants, which provide <1% the amount of these large CUHK grants. Money produces results, thus it is not surprising that these junior faculty members often have trouble matching the results of the senior, targeted faculty members. In the US and other countries, it is the norm for new faculty members to get start-up funds on the order of HK$1 million or so with which to start their research when they are hired. If we value new faculty members enough to offer them jobs at CUHK, then we should give them the resources needed to properly establish world-class research. We should give each new member $1 million at the start.”

　
     
 

香港中文大學員工總會
電話 Tel：8117 4594
電郵 Email：
網址 URL：
如果你認同我們的工作，請加入工會！ 下載入會表格