Annual Report 2003–04

亦安排一系列以管理轉變為主題的工作坊與 集思會，供不同職級的敎職員參加。 • 二零零三至二零零四年度員工優異服務獎： 員工培訓及發展委員會繼續舉辦員工優異服 務獎 ， 以表彰提供傑出客戶服務的大學前線 員工，本年度共有六名員工獲獎。評審標準 包括服務態度、工作知識與技巧、顧客滿意 程度等。 •資訊科技服務處為一千三百零一名員工提供 不同類別的電腦敎育課程，介紹如何使用校 園電腦設施和最新的資訊科技。學能提升硏 究中心則繼續開辦多元化的敎學發展講座， 共有三百六十九名敎學人員受益。 薪酬調整 大學在二零零三年底委託顧問公司硏究及比較大 學非敎學僱員和本地勞動市場相類職級僱員的薪 酬水平，作為考慮如何縮窄兩者之間距離的參 考。根據有關硏究結果，大學由二零零四年三月 一日起調低非敎學僱員的薪酬水平；新措施適用 於新聘及有職位變動的在職非敎學僱員。 節省薪酬開支措施 政府將於二零零四至二零零五財政年度大幅削減 專上院校的資助額。為協助各學系及部門應付此 史無前例的削資，大學推行一系列自願性質的節 省薪酬開支措施，包括自願調減薪酬和退休福 利、放無薪假，或由全職轉為非全職受聘；另制 定自願離職計劃及退職計劃，協助因裁減職位而 須離任的僱員。在推行有關措施的過程中，大學 進行廣泛諮詢，並因應僱員的訴求修訂有關的措 施及計劃，務求盡量減輕對受影響僱員的衝擊。 • Exemplary Service Award 2003-4: the objective of the award is to give recognition to staff members who have made outstanding contributions to customer service. In 2003-4, six staff members from different departments/units were selected for the award based on such criteria as manners and attitude, job knowledge and skills, and customer satisfaction. • The Information Technology Services Centre organized a myriad of computer education programmes for 1,301 staff members on the use of campus computing facilities and the latest IT skills. The programmes were delivered through instructor-based lectures, technical briefing sessions, on-line teaching, and self-learning courses. The Centre for Learning Enhancement and Research conducted various teaching-related programmes and 369 teaching staff members participated in such professional development programmes in the past year. Pay Level Adjustment With a view to synchronizing pay levels for non-teaching grades with the private sector, the University commissioned an external consultant to conduct a pay level comparison study of non-teaching grades with comparable job grades in the local manpower market in late 2003. In the light of the pay differentials revealed by the study, the University implemented downward adjustments to the pay levels of non-teaching grades with effect from 1st March 2004. The adjustment applies to new recruits of non-teaching grades and to serving appointees on appointment movements on or after the said effective date. Staff Cost-saving Measures To cope with the government's funding cut in 2004-5, the University launched a series of voluntary staff cost-saving measures, including voluntary reduction of salary and/or retirement benefits, no-pay leave, and conversion to non-full-time appointment. A Voluntary Separation Scheme and a Mandatory Separation Scheme were also created for appointees who had to leave University employment owing to redundancy. The University held extensive consultations on these measures and made appropriate modifications to them based on feedback, so as to cushion the impact on affected staff members. 香港中文大學年報 CUHK Annual Report 2003-2004 64