📈 SDG 8: Decent Work and Economic Growth NSTRU: Fostering Fair Employment and Sustainable Growth

📜 Key Guiding Documents & Policies:

• Civil Service in Higher Education Institutions Act B.E. 2547 (2004) and its amendments.
• Regulation on Personnel Administration for University Employees B.E. 2555 (2012) and announcements concerning salary rates for different categories of university employees.
• In **2024 (B.E. 2567)**, the university issued an additional announcement on **salary scales for full-time contract lecturers**, aligning them with the initial salary rates approved under the authority of the Office of the Civil Service Commission (OCSC) or the Office of the Higher Education Commission (OHEC). This ensures fairness and consistency with employees’ qualifications and workloads.
• Furthermore, the university established a **career path framework for project-based and contract employees (B.E. 2567)** to enhance motivation, promote professional growth, and strengthen job security.

🔗 Reference Links:

• ► Civil Service Act & Amendments
• ► Salary Scales for Full-time Contract Lecturers (2024)
• ► Personnel Administration Regulation (2012)
• ► Career Path Framework (2024)

✊ Employment Practice: Upholding Labor Rights and Union Principles (Year: in place by 2024)

✅ Key Measures and Commitment (2024)

• ▪ In 2024 (B.E. 2567), the university implemented clear measures to **recognize and protect the rights and status of employees**, adhering to principles of respect for fundamental human and labor rights — including the right to express opinions and to advocate for fair treatment in the workplace.
• ▪ The university also encourages the **active participation of all personnel in decision-making processes** related to human resource management to support fairness, inclusiveness, and transparency within the organization.
• ▪ The university is committed to **promoting equality in the workplace**, ensuring employment and personnel management practices are free from discrimination based on gender, race, religion, or belief. It guarantees equal opportunities in recruitment, promotion, and professional development to create a fair, open, and supportive working environment.
• ▪ In addition, the university has developed **open and confidential communication channels** that allow staff to express opinions or submit labor-related complaints safely and responsibly, reinforcing a culture of trust, respect, and transparency.

🔗 Reference Links:

• ► Employment News and Categories
• ► Anti-Corruption and Misconduct Channels

🤝 Employment Practice: Equivalent Rights for Outsourced Personnel (Year: in place by 2024)

✅ Upholding Principles for Outsourced Staff:

• ▪ **Fair Compensation:** In accordance with legal and professional standards.
• ▪ **Essential Welfare Benefits** and **strict compliance with labor laws**.
• ▪ **Non-Discriminatory Environment:** Equal access to skill development and career advancement opportunities.

⚙️ Monitoring and Transparency Measures:

• ► The University has established **clear guidelines for monitoring and evaluating** the treatment of outsourced personnel, conducting regular assessments of contractors and subcontractors.
• ► A **secure and confidential complaint mechanism** allows external personnel to report issues or incidents related to rights violations freely and without fear of retaliation.
• ► A designated committee reviews complaints and takes **corrective action transparently and fairly**.
• ► The University promotes awareness through **training sessions and activities** to cultivate an institutional culture that respects the rights and dignity of all workers.

🔗 Reference Link:

• ► Personnel Administration Resources (Related to career path framework, 2024)

🛡️ Employment Practice: Appeal and Complaint Process (Year: in place by 2024)

🔒 Whistleblower Protection and Confidential Channels:

• ▪ The University prioritizes the **protection of whistleblowers**, guaranteeing that complainants will not face any discrimination or adverse consequences for reporting problems.
• Confidential Channel: A confidential and secure complaint channel has been established through the **University’s internal website** to provide staff with assurance and confidence in exercising their rights.

🔗 Reference Links:

• ► Announcement on Handling Complaints of Corruption and Staff Misconduct (2024)
• ► Anti-Corruption and Misconduct Channels

📜 Employment Practice: Upholding Labour Rights (Year: in place by 2024)

✅ Promotion of Rights, Safety, and Inclusion:

• ▪ **Training and Awareness:** The University promotes labor rights through **training and awareness programs**, educating personnel about their rights and responsibilities to build a clear understanding and encourage participation in the workplace.
• ▪ **Safe Working Environment:** The University also emphasizes creating a **safe and supportive working environment**, implementing accident-prevention measures and ongoing healthcare for staff.
• ▪ **Vulnerable Groups and Disability Inclusion:** Moreover, opportunities are accessible to **vulnerable groups and persons with disabilities**, ensuring equal access to employment.

📊 Indicator: Expenditure per Employee (Academic Year 2024)

💡 Strategic Importance of the Data:

• ▪ **Resource Evaluation:** The method allows the University to effectively evaluate **per-employee costs independent of institutional size**, while considering the economic and social context of the region. Such data are essential for resource allocation and budget planning.
• ▪ **HRM Capacity and Fairness:** Analyzing per-employee expenditure reflects the University’s **human resource management capacity** and confirms that employment practices and resource allocation are in line with the region’s economic standards. Such analysis contributes to **transparency and fairness** in organizational management.

🧑‍🎓 Indicator: Proportion of Students Taking Work Placements

⚙️ Calculation Method and Value:

• ▪ **Data Collection:** The calculation begins with the collection of data on the number of students who have completed internships lasting longer than **one month**, which is the minimum duration specified in the curriculum.
• ▪ **Calculation:** The figure is then divided using the **total number of students at the University** as the denominator.
• ▪ **Standardization:** The resulting figure is converted to a **Full-Time Equivalent (FTE)** value to allow for accurate comparison and analysis.

🌟 Impact on Future Careers:

The proportion of students engaged in internships is a key indicator of the University’s commitment to developing students’ competencies for future careers. Internships enable students to **acquire essential workplace skills**, and they provide **valuable experience and confidence** to face challenges in their chosen fields.

💼 Indicator: Proportion of Employees on Secure Contracts

⚙️ Calculation Method and Impact on Staff:

• ▪ **Calculation:** The figure (employees with contracts > 24 months) is then divided using the **total number of University employees** as the denominator to determine a clear and measurable proportion for effective analysis.
• ▪ **Key Indicator:** The proportion of employees with long-term contracts is a **key indicator of employment stability** within the University, directly influencing staff satisfaction and confidence in their employment security.
• ▪ **Performance:** Having stable employment contracts enables staff to perform to their full potential and supports **long-term engagement** in the University’s development.