Expenditure Per Employee
Proportion of students taking work placements
Proportion of Employees on Secure Contracts
The Department Governance at ASU
https://www.asu.edu.bh/about-asu/governance-2/governance/
The governance at ASU aim is to achieve effective monitoring of the administrative units of the university with the purpose that all the organisms in the University function properly under the policies established by ASU and the laws of Bahrain and ensures that departments apply the rules to achieve a stable work and thus high performance. Includes not only issues of ownership and control over the University but the detailed structure, roles and responsibilities, and mechanisms of accountability governing all that is done within the realm of legitimate university activity. This includes amongst other things the vertical structure that defines the main roles (organizational structure) which houses the necessary capabilities to fulfil ASU’s strategic objectives (effectiveness), and the horizontal organization that materializes the lateral capacities of the University and wherein actual University business is processed. Board of Trustees (BoT), University Council, and University Management Committee are one of the main entities in ASU governance structure (headed by the BoT) [1].
Figure 1.The Department Governance at ASU, taken from [1]
The Board of Trustees
https://www.asu.edu.bh/about-asu/governance-2/board-of-trustees/bot-role-responsibilities/
The Board of Trustees is the highest governing body of the University. The BoT is ultimately responsible for envisioning the future direction of the University in order to take it forward in the pursuit of academic excellence and fostering a spirit of intellectual curiosity and engagement in learning in its widest sense in order to enhance social, cultural and economic developments in the Kingdom of Bahrain. The BoT is also responsible for ensuring the financial stability and efficient governance of the University. The BoT will seek to ensure that the University maintains and enhances its status as a provider of quality academic degree courses, a centre for research and a positive contributor to the community at large. The Board is responsible for reviewing the work of the University in its entirety, taking such steps as it thinks proper for ensuring that the University’s objectives are achieved. The Board of Trustees in addition has ultimate authority with respect to approval of the mission and strategic plans of the University [2].
Figure 2.The Board of Trustees, taken from [2].
The ASU’s standards for the evaluation and review of remuneration for academic and administrative staff are handled in an open and transparent manner in accordance with the Bahraini Labour Law [2].
Figure 3. Labour law, taken from [2]
Total Remuneration Policy
https://www.asu.edu.bh/wp-content/uploads/2020/10/REm-Policy.pdf
ASU Policy remuneration is the total compensation received by an employee. It includes not only base salary but any bonuses, commission payments, overtime pay, or other financial benefits that an employee receives from an employer. A job perk may or may not be a component of employee remuneration [3].
The remuneration strategy of ASU is based on the following central principles: transparent communication, non-discriminatory practices, internal equity, external parity, affordability, remuneration for development, and total remuneration. The university has a total remuneration guideline [3].
Figure 4. ASU Total Remuneration Policy, taken from [3].
ASU underwrites a remuneration policy that:
- Aims to manage remuneration expenditure in an appropriate manner and offers the desired yield in terms of the behaviour and performance of the staff – in line with the University’s strategic plan [4].
- Ensures the equity of the pay regardless of the staff gender [3].
- Uses the value of the remuneration system as a central mechanism with which to achieve organizational objectives, [3].
- Acknowledges the contribution of individual employees to ensure the success of the University,
- Offers managers the necessary flexibility to manage remuneration effectively, [3].
- Positions the remuneration levels of the University appropriately and sustainably in the market [3].
ASU has a policy at the university that ensures pay equity for all staff regardless of gender [5]:
ASU Pay Equity Policy
ASU University provides equal pay to all staff, and is committed to making pay scale using reasonable standards based on each individual’s qualifications. No person shall be subject to unequal pay because of; race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, status as an individual with a physical or mental disability unrelated to ability, military status, genetic information, marital status, parental status, ancestry, source of income. This policy includes the commitment to maintaining a work environment free of inequality and discrimination. All staff should receive equal pay for the same or broadly similar work, for work rated as equivalent and for work of equal value. All forms of pay are covered by this policy, including salary, overtime pay, bonuses, life insurance, vacation and holiday pay, reimbursement for travel expenses, and benefits [5].
Figure 5. ASU Pay Equity Policy, taken from [5].
Health and Safety Policy
To ensure the health and safety of university employees, ASU has developed a health and safety policy. This policy includes different strategies in order to make working conditions the most optimal for its employees, respecting in this way the conditions and gender equity in each of the jobs [6].
Figure 6. ASU Health and Safety Policy, taken from [6]
To ensure that departments apply the rules to achieve a stable work and thus high performance the health and safety of university employees, ASU has developed different strategies in order to make working conditions the most optimal for everyone. One of these strategies is [6]:
Health and Safety Week
The university will a organize a Health and Safety wee on an annual basis, the purpose of which will be [6].
- To fulfill its objective of inculcating a culture of health and safety at the workplace [6].
- To engage with the external community regarding health and safety. For instance, the fire department, medical institutions etc. [6].
- Organizing events to increase employee awareness about health and safety such as contests, quizzes and guest speaker sessions [6].
- Conducting training programs and employee information workshops on health and safety [6].
- 5. Encouraging employees to bring out issues regarding healthy lifestyles which can impact all employees positively. For instance, Healthy Eating, Flu Prevention, Stress reduction etc. [6].
Figure 7. ASU Health and Safety Week, taken from [6].
ASU in accordance with government policies in relation to gender equity, respects them and implies through the office of human talent, the policies and follow-ups necessary for the salary scale of its employees.
Figure 8. Development in the National Plan Work Methodology, taken from [7]
With the Royal blessings of His Majesty the King, the National Plan for the Advancement of Bahraini Women was launched. It contains 5 aspects that aim to ensure family stability within the familial bond, empower women to competitively contribute to the progressive march based on the principle of equal opportunities, as well as merge women needs in the development programs in order to enhance the standard of their quality of life, the excellence of performance and lifelong learning. Such aims are achieved through integrating with allies and partners of the Supreme Council for Women within institutional work in order to become a house of experts specialized in women’s affairs. The Council has moved from the stage of advancing women to the stage of women’s advancement with a vision of equitable partnership to build a competitive and sustainable society [7].
Figure 9. The National Plan for the Advancement of Bahraini Women, taken from [7]
ASU adheres to government policies on gender equity issues, respects and applies them. ASU has developed the internal policies of the university based on these laws in Bahrain in this way ensures transparency and honesty in the salary scale of all its employees [8].
The Supreme Council for Women was also established under the leadership of Her Royal Highness Princess Sabeeka bint Ibrahim Al Khalifa, the wife of the King of Bahrain, to complete the efforts of the Kingdom of Bahrain to empower women. The council is composed of sixteen female public figures who have experience in women’s affairs [8].
