FACULTY_HANDBOOK_eng_20131129.pdf

KAISTFACULTY HANDBOOK

KOREA ADVANCED INSTITUTE OF SCIENCE AND TECHNOLOGY

www.kaist.ac.kr

KAISTFACULTY HANDBOOK

KOREA ADVANCED INSTITUTE OF SCIENCE AND TECHNOLOGY

This booklet is a handbook for faculty members, thus does not hold any legal effects.

KAISTFACULTY HANDBOOK KOREA ADVANCED INSTITUTE OF SCIENCE AND TECHNOLOGY 06

[Contents]

KAIST OverviewA. Objectives of Establishment 08 / B. Milestones 08 /

C. Organization & Staff 09

Faculty PersonnelA. Faculty Ethics 11 / B. New Appointment 13 /

C. Employment Contract Renewal 17 / D. Promotion 19 /

E. Appointment of Tenure Track Faculty 22 / F. Emeritus Professor Appointment 25 /

G. Total Periodic Personnel Management System 28 /

- EWon assistant professor system

- KAIST chair professor/Funded chair professor system

- Distinguished professors system

H. Faculty Salary System 30 /

I. Annual Salary Contract for Foreign Professors 32 /

J. Extracurricular Activity by Faculty such as Sabbatical 33 /

- Sabbatical 33 / - Lecture exemptions 35 / - Extracurricular Activities by Faculty 37 /

- Joint appointments 38 / - Adjunct Employment 39 / - Leave of Absence 41 /

- Business Start-up of Faculty Members 42 /

K. Awards by Major External Institutions 43 / L. Disciplinary Actions of Faculty 45 /

M. Appointment of Non Tenure Track Professor 46

Curriculum & Undergraduate StudiesA. Curriculum 50 / B. Course Evaluation 51 / C. Freshman Program 53

Salary & BenefitsA. Salary 54 / B. Foreign Engineers' Tax Exemption 57 /

C. National Health Insurance 58 / D. Korea Teachers Pension 59 /

E. Collective Insurance Payment 60 / F. Domestic and International Business Trip 61 /

G. Vacation 63 / H. Housing Management 64 /

I. On-campus Facilities 65 / J. Health Care Center 70 / K. KAIST Clinic 70

01

02

03

04

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KAIST Institute (KI)A. Overview of KI 71 / B. Major Fields of Research 72

Research Projects & ManagementA. Basic Research Fund

- Basic Faculty Research Fund 73 / - Dissertation Research Fund 75

B. Institutions Research Project

- HRHRP 76 / - KI 77 / - EEWS 78 /

C. External Research Projects

- Research Contract 79 / - Research Fund Settlement 83 /

D. Research Institute

- KAIST Institute 85 / - General Research Center 86 /

E. Research Ethics

- Research Integrity Committee 87 / - Bioethics Committee 89 /

- Institutional Animal Care And Use Committee 90 /

- Bio-safety Committee 91 /

F. Shared Research Equipment Use 93

Patented Technology TransferA. Patent Application and Management 96 /

B. Transfer of Technology 97

Research Achievement ManagementA. RIMS 99 / B. KRI 101 / C. Researcher ID 102 /

D. KOASAS 103 / E. Paper and Electronic Research Notes 105 /

F. Publication Service in Korea and Outside Korea 106

LibraryA. Material, Facilities 106 / B. Services 109

Administrative Support for Foreign ProfessorsA. Administrative Support 110 /

B. Application for a visa for Foreign Professors 112

05

06

07

08

09

10


KAIST Overview

Objectives of Establishment (KASIT Act - Article 1)-To produce quality talent in the field of science and technology with profound

theoretical knowledge and substantial applicative power

- To carry out mid- and long-term research and development and basic/applicative research for promoting national scientifi c/technical capabilities

-To provide research-related support for other academic institutes and industries

Milestones

1971.02.16 Establishment of the Korea Advanced Institute of Science (KAIS; Hongreung Campus, Seoul)

1975.08.20 1st Masters degree conferral ceremony

1978.08.19 1st Doctorate degree conferral ceremony

1981.01.05 Establishment of the Korea Advanced Institute of Science and Technology (KAIST), Incorporation with the Korea Institute of Science and Technology (KIST)

1984.12.27 Establishment of the Korea Institute of Technology (KIT), Opening of undergraduate program

1986.03.28 1st entrance ceremony for the Korea Institute of Technology (KIT)

1989.06.12 Separation of KIST from KAIST

1989.07.04 Incorporation with the Korea Institute of Technology (KIT) (Moved to the Daedeok Campus)

1990.02.17 1st Bachelors degree conferral ceremony

1996.10.01 Establishment of the Korea Institute for Advanced Study (KIAS)

2004.05.04 Establishment of the National Nano Fab Center (NNFC)

2009.03.01 Merger with ICU (Information Communications Univ.

2009.02.06 Affi liation of Korea Science Academy

2011.02.16 KAISTs 40th Anniversary

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Organization and StaffA. Organization

(As of September 1, 2013)

President Auditor Vice President Colleges School-LevelDepartment-Level

Offices Teams Research CentersDepartments Divisions

1 1 3 6 2 29 4 10 70 57

B. Number of Persons Instructors/Staff

(As of September 1, 2013)

Exe-cutives

Faculty Members Administrative Staff

ResearchFull-time

Assis-tants

TotalProfessors

Asso-ciate

Profe-ssors

Assistant Profe-ssors

SubtotalAdmini-strative

Staff

Tech-nical Staff

Func-tional Staff

Subtotal

2 327 149 138 614 316 126 4 446 25 3 1090

Enrolled Students (As of April 1, 2013)

Undergraduate Master Master/Doctoral Integra Doctoral Total

4,762 2,783 1,203 2,427 11,175

Graduates

(As of April 1, 2013)

Year Course Undergraduate Master Doctoral Total

2013 663 924 291 1,878

1975 ~ 2012 12,129 23,017 9,092 44,238

Previously(ICU) 214 1,110 120 1,444

Total 13,006 25,051 9,503 47,560

Current Status of Facilities(As of March 1, 2013 / unit:)

Campuses Daedeok CampusSeoul

CampusIT Convergence

CampusKorea Science

Academy of KAIST Total

Land 1,154,029 110,360 279,006 59,180 1,602,575

Structure 547,486 62,788 112,319 35,653 758,246


Academic Organization

College-Level School-Level Department-Level

College of Natural Science

-

Department of Physics

Department of Mathematical Science

Department of Chemistry

Graduate School of Nanoscience & Technology

College of Life Science & Bioengineering -

Department of Biological Sciences

Department of Bio & Brain EngineeringGraduate School of Medical Scienceand Engineering

College ofEngineering

School of Mechanical Engineering & Aerospace System

Division of Mechanical Engineering

Division of Aerospace Engineering

Division of Ocean Systems Engineering

-

Department of Civil & Environmental Engineering

Department of Chemical & Bimolecular Engineering

Department of Materials Science & Engineering

Department of Nuclear & Quantum Engineering

Graduate School of EEWSThe Cho Chun Shik Graduate School For Green Transportation

College of Information Science &

Technology

-

Department of Electrical Engineering

Department of Computer ScienceDepartment of Information & Communications EngineeringDepartment of Industrial & Systems Engineering

Department of Knowledge Service Engineering

Department of Industrial Design

Division of Web Science &Technology

Graduate School of Information Security

College of Liberal Arts and

Convergence Science

-

Department of Humanities & Social SciencesDepartment of Business and Technology ManagementGraduate School of Future Strategy

Graduate School of Culture Technology

Graduate School of Science & Technology Policy

College of Business

School of Management Engineering

Graduate School of Management

Graduate School of FinanceGraduate School of Information and Media ManagementGraduate School of Green Growth

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Faculty Personnel

Faculty Ethics

1. Overview A. Description: Tasks regarding the procedures and standards of mandatory, corrective, suggestions and measures of Faculty members members in order to establish social responsibility and ethical standards of Faculty members demanded by the society

B. Occurrence: Frequently

C. Reference: Regulation on Faculty Ethics

2. Faculty Ethics ProcessA. Faculty Ethics Committee

1

Receive general clauses such as Faculty ethics, outside professional activities etc. 2

Report the results and consultations/deliberations to the Faculty Ethics Committee

Office of Academic Affairs Office of Academic Affairs

B. Faculty Personnel Committee

1

Receive Faculty ethics correction requests, proposals, and measures

2

Faculty Personnel Committee deliberation

Office of Academic Affairs Office of Academic Affairs


3. Main ContentA. Faculty Obligations

1) Respect for University Honor and interests Faculty members shall respect the honor and interests of the University, to

the extent of not compromising academic freedom. Faculty members shall not disclose confidential information acquired during

employment. As members of the University, Faculty members shall actively participate to

improve the institution policies and educational environment.

2) Obligation of regulation compliance Faculty members should comply with all regulations of the University and

maintain high ethical standards. Faculty members should not engage in unethical acts or behaviors that de-

mean the prestige of the University. An action is determined as ethical or unethical based on the legitimacy of var-

ious regulations and any resulting conflict of interest (for example, abuse of University facilities or personnel/technological resources for personal gain).

B. Education and research activities

1.Lectures and academic management Faculty members shall honor their primary educational responsibilities of

providing quality lectures, exercising fair judgment in academic evaluations and adhering to academic regulations.

Faculty members shall encourage students to realize their full potential, and provide guidance for students to attain a refined character and professional skills.

Faculty members shall demonstrate commitment to guiding student research and dissertations.

2.Research In conducting research and publishing activities, Faculty members shall not

engage in unethical or unlawful acts such as copyright infringement, plagia-rism, inappropriate citations and data fabrication.

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Faculty members shall adhere to basic research ethics stipulated by the law, university regulations, and academia.

Faculty members on research contracts shall adhere to the procedures and reg-ulations set forth by the University. In particular, Faculty members shall meet the ethical and legal requirements in the acquisition and use of research funds.

3.Extracurricular activities When engaging in extracurricular activities, Faculty members should comply with

all related regulations, and ensure that their personal opinion or actions are not misunderstood as a representation of the University, college or department.

Faculty members should refrain from inappropriate behavior leading to sexual humiliation or discrimination of students or staff, or any acts stipulated in the related regulations.

4. NotesFaculty members facing disciplinary action from the Faculty Personnel Committee, or who are perceived as unethical, shall not be eligible for key positions, committee members except on Committees in their area of specialization, and shall be excluded from awards for five (5) years. (In the occurrence of disciplinary action, the Dean of the College, Heads of Department, Heads of the relevant committees, and the Faculty member in question shall be notified.)

New Appointments

1. Overview

A.Description: Tasks regarding the procedures and standards for appointments of new full-time instructors.

B.Occurrence: Appointments generally begin on March 1 (notified by November 30 of the previous year) and September 1 (notified by May 31 of the current year). However, new instructors may be recruited as required by the department.

C.Reference: Rules on Personnel Management of Instructors (Article 3 New Appointments)


2. New Appointment Procedure

Deliberation&appointment process

-Official letter of recommendation-Cover letter by the Dean of College- Proceedings of the College Faculty

Personnel Deliberation Committee- Overall documents submitted to the

department

- Official recommendation by the Head of Department(position, years of services and salary class)

- Cover letter by the Head of Department- Application & international doctoral degree

verification results- Proceedings of the Department/Division

Faculty Personnel Deliberation Committee- New appointment deliberation

evaluation(including opinions of the

President

Provost

Associate VP of Academic Affairs

Dean of College

Head of Department

Interview process

President

Dean of College

Head of Department

- Cover letter by the Head of department

- Application- Resume- External

recommendation

Department/Division Faculty Personnel Committee

ProvostVP of Research

Associate VP of Academic Affairs

Faculty Personnel Committee(professor/tenured professor recommendation)

College Faculty Personnel Deliberation Committee( Assistant/Associate Professor recommendation)

Department/DivisionFaculty Personnel Deliberation Committee

Recruitment announcement

Application reception

Documentsevaluation

Department seminar

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Applicant interview shall be limited to the final nominees after the Department/Division Faculty Personnel Deliberation Committee deliberation. However, professorship applicants who have completed department seminars, may, on limited circumstances, be interviewed prior to the Department/Division Faculty Personnel Deliberation Committee deliberation.

3. Main ContentA.Application Materials: One (1) copy of the application form (provided), one (1)

copy each of the applicants degree certificate/diploma, three (3) letters of recommendation, including one (1) from an academic advisor, curriculum vitae, and a certificate of work experience.

B.The appointment process is through position announcement, receipt of application, application deliberation documents evaluation(Department/Faculty Management Deliberation Committee), college (department) seminar, applicant interview, and deliberation by the management relations committee at each level.

Tenured Professors and tenure-track Professors are appointed by the President after the department/major faculty personnel management committee deliberation, college faculty personnel management committee deliberation and deliberation by the faculty personnel committee

Assistant Professors and Associate Professors are appointed by the President after nomination to the academic affairs department by the Dean of College through deliberation by the department/major faculty personnel deliberation committee and the college faculty personnel deliberation committee

C.The minimum qualifications for the positions of newly appointed instructors.

Position Minimum qualification

Full-time Lecturer More than two (2) full years recognized experience after acquisition of a Masters degree

Assistant Professor Doctorate degree

Associate Professor More than four (4) full years recognized experience after acquisition of a doctorate degree

Professor More than ten (10) full years recognized experience after acquisition of a doctorate degree

D. The salary class for each position is determined as follows. If a new appointee meets the minimum qualifications of a position, s/he will

be provided the lowest salary class of that position. If a new appointee exceeds the minimum qualifications of a position, one

salary level will be added per exceeding year, if s/he is recognized to have produced more than one journal article per year exceeding the specified experience level.

E.The years of recognized experience are calculated and evaluated based on the applicants years of experience in education or research after obtaining his/her degree as at the date of the planned appointment.


The education experience recognition rate for part-time instructors at an educational institution higher than a four year university is

i. 30% if less than five hours of courses were taught per week,

ii.An additional 10% to the recognized rate of 1, if the weekly teaching hours exceed five hours (maximum of 50%)

4. Support for Newly Employed InstructorsA.Annual salary: Salaries and other various incentives are offered in accordance

with the annual salary system of the University.

B.Allocation of research office/laboratory: Allocation is undertaken by individual departments.

C.Allocation of students: Masters and Doctorate students are allocated by individual departments.

The student numbers will vary by department on an annual basis; however as of 2012, more than two students with a full scholarship from the University were allocated to each department on average.

D.Provision of research expenses for settlement of newly hired instructors Amount allocated and term of research

i.The amount provided varies by department and field of research.

ii.The research term will conclude at the end of the calendar year 36 months after the original date of appointment.

Allocation procedure

i.To request an allocation from the research management department, newly appointed instructors must draft a research proposal, which must be approved by the Head of Department, and then submitted to the Office of Academic Affairs for approval by the Associate Vice President of Academic Affairs.

Instructors may allocate the research expenses in advance up to six (6) months prior to the appointment date when necessary for laboratory installations, etc. The Head of Department will be in charge of the research until the appointment date.

Up to 10,000,000 Korean won may be provided as expenses assisting settlement for the appointment and early settlement of newly appointed instructors. This may be processed as a primary receipt if necessary.

Repayment: The research expenses must be if the newly appointed instructor resigns within three years from the appointment date.

Report submission: A report of the research results must be submitted within one (1) month after the conclusion of the research term.

E.Residence: If provided, the residence will be on the University campus.

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Employment Contract Renewal

1. Overview A.Description: Tasks regarding the procedures and standards of contract renewal

through specific deliberation for Faculty members with expiring contracts.

B.Occurrence: Twice annually (March 1 and September 1).

C.Reference: Rules on Personnel Management (Section 4 Contract Renewal).

2. Contract Renewal Process

1

Regular personnel deliberation schedule notification 2

Inform renewed contract faculty

3

Department/Division Faculty Personnel Deliberation Committee deliberation & recommendation by the Head

Office of Academic Affairs

Department/Division/College

Department/Division

4

College Faculty Personnel Deliberation Committee deliberation & recommendation by the Dean

5

Faculty Personnel Committee deliberation & recommendation 6

Contract renewal determination

College Office of Academic AffairsOffice of Academic Affairs

7

Individual notification of results

8

Faculty Petition Deliberation Committee(Request if objecting to results)

9

Personnel appointment

Office of Academic Affairs Subject to evaluation Administration (HR)

3. Main ContentA. Term of renewal for Faculty members Faculty members will be informed of their eligibility of contract renewal de-

liberation six (6) months prior to the expiration of their current contract by the Department (or College). This occurs on March 1 and September 1 every year.


B. Evaluation standards and method The deliberation and evaluation by the Department/Division Personnel De-

liberation Committee and the Head of Department will examine educational achievement (30%), research achievement (40%), and contributions/volunteer-ing achievements (20%) shall be considered during the term of the contract for the recommendation. There will be subsequent deliberation by the College Faculty Personnel Deliberation Committee and the recommendation of the Dean of College and the final evaluation by the Faculty Personnel Committee. Ninety (90) points is considered a perfect score.

C. Contract renewal term

Category Faculty members appointed prior to December 31, 2006 (Old system)Faculty members appointed after January 1, 2007 (New system)

Application Standards (Based on date of appointment)

-The term of contract for Assistant Professors must be less than three (3) years, and less than five (5) years for Associate Professors and Professors.

-Professors of KAIST with a continu-ous employment exceeding seven (7) years and outstanding educational research records may renew their contract as a tenured Professor with the term expiring upon retirement.

-The term of contract must be less than three(3) years regardless of professor's classification

-The total period of the contract before appointment as a tenure-track Professor, including the period of initial contract, shall be less than eight (8) years

Common provisions

-Female faculty members may extend their contract upon the approval of the President for childbirth or childcare reasons (twice within one (1) year or within two (2) years).

-The contract will be extended to the end of the semester if the term of employment expires during the semester.

-If the Faculty member takes long-term leave or sick leave, they may extend the period of the current contract for up to one (1) year with the approval by the President.

-The Faculty member shall be dismissed with the expiration of the term of appointment when failing the contract renewal evaluation. However, a single temporary extension shall be allowed over a maximum period of 1 year after the date of expiration of the contract, upon the approval of the president, considering career moves.

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D. Failing a contract renewal evaluation The Faculty member will be dismissed in accordance with Subparagraph 3 of

Article 38 of personnel Regulation at the end of the contract term if they fail the contract renewal deliberation.

E. Petition Faculty members who wish to review the decision regarding their contract

renewal may submit a petition to the Faculty Petition Deliberation Committee within thirty (30) days of the notification date of non-renewal.

F. Other The term of the renewed contract will be subjected to deliberation if a Faculty

member with time remaining in their contract is evaluated for promotion. The Faculty member will be informed of the deliberation results of the con-

tract renewal two (2) months prior to the termination of the contract.

4. Notes Deliberation documents must be submitted to the Personnel Relations Committee prior to the deliberation for a regular Faculty personnel deliberation. The achieve-ment documents must be drafted in accordance with the standards and supporting evidence must be submitted for all claims.

Promotion

1. Overview A.Description: Tasks regarding the procedures and standards of granting an

elevated position (Associate Professor or Professor) appropriate for the evaluated achievements of the Faculty member.

B. Occurrence: Twice annually (March 1 and September 1).

C.Reference: Rules on Faculty Personnel Management (Section 5 Promotion)

2. Promotion Process

1

Regular personnel deliberation schedule notification 2

Inform applicable faculty

3




Department/Division


4


5


Promotion determination (President approval)


7

Individually inform results

8


9Petition request

Office of Academic affairs Administration (HR) Pertinent Faculty

10Re-deliberation

11

Inform redeliberation results

Faculty Personnel Committee


3. Main contentA. Promotion period The faculty promotion deliberation will be conducted twice annually (in June

and December) and the promotion deliberation by the Faculty Personnel Com-mittee concerning the Faculty members are conducted once annually (Future deliberation shall be after a 1 year period.)

Promotion appointment shall be on March 1 and September 1 of every year.

B. Promotion requirements

Position Minimum Requirements for Promotional Review

Professor

Has worked as an Associate Professor for more than four (4) years (two years for Faculty newly employed as an Associate Professor) and whose salary class as an Associate Professor is 7 or higher.

One who has more than ten (10) years of recognized education/research experience after obtaining his/her doctoral degree.

AssociateProfessor

Has worked as an Assistant Professor for more than two (2) years with a salary class of an Assistant Professor level 4 or higher

Has more than four (4) years of recognized education/research experience after obtaining his/her doctoral degree.

AssistantProfessor

Has worked for more than one (1) year as full-time lecturer. Has a doctoral degree.

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C. Standards and method of deliberation Deliberation and evaluation by the Department Faculty Personnel Deliberation

Committee and the Head of Department will examine educational achieve-ment (30%), research achievement (40%), contributions/volunteering achieve-ments (20%), and internal and external evaluations (10%) shall be considered. Subsequent deliberation by the final Faculty Personnel Committee and the recommendation of the Dean of College and the final evaluation by the Faculty Personnel Committee. (Ninety (90) points is considered a perfect score for de-partment; one hundred (100) points is considered a perfect score for colleges and Faculty Personnel Committee.)

The deliberation for promotion emphasizes the achievements during the ser-vice term.

The emphasis of each evaluation item may vary depending on the characteristics of the department and may be determined by the department/division and the Faculty Personnel Committee Deliberation.

D. Reference point for deliberation documents Data for promotion deliberation shall be confined to that submitted to the

Head of Department by the end of September (for March 1) and the end of March (for September 1) of each year as the base time point.

The educational and research career after receiving a doctoral degree will only be acknowledged. The deliberation is made twice a year; March and September each year. For the deliberation in March, career till February will be admitted. Likewise, for the deliberation in September, career till August will be admitted.

E. Petition The Faculty member may submit a petition within twenty-one (21) days of the per-

sonnel appointment date if there is a petition concerning the results of promotion. The petitioner may present an explanation in person or in writing to the Fac-

ulty Personnel Committee.

F. Special promotion Special promotion is possible through the resolution by the Board of Directors

for those acknowledged for significant research achievements in pursuant of Paragraph 2 of Article 29 (Special Promotion) of the Rules on Faculty Person-nel Management.

4. NotesA. Restrictions to promotion evaluation Faculty members corresponding to the promotion standard date below will be

excluded from promotion. Faculty members may be included in the delibera-tion for promotion if the position will be retired, but the promotion appoint-ment will be implemented after the pertinent term.


i.Being submitted to disciplinary actions (including appointment standby).

ii. If the following period has not been elapsed after the conclusion of a disci-plinary action:

Suspension: twelve (12) months.

Reduced salary, reprimand: six (6) months.

B. Position retirement Term allowed in the same position without promotion:

i. Assistant Professor: eight (8) years.

ii.Associate Professor: nine (9) years. Tenure-track professors are exceptions, and female faculty members may

extend this term at most by two (2) years with the approval of the President in the occurrence of maternity leave or childcare leave.The faculty member shall be dismissed with the expiration of the term of ap-pointment when failing the promotion within the term of position. However, a single temporary extension shall be allowed over a maximum period of 1 year after the date of expiration of the contract, upon the approval of the president, considering career moves.

C. Deliberation document submission Deliberation documents must be submitted to the Personnel Relations Com-

mittee prior to the deliberation in the occurrence of a regular faculty person-nel deliberation. The achievement documents must be drafted in accordance with the standards and supporting evidence must be submitted.

Appointment of Tenure-Track Faculty

1. Overview A. Description:

Tasks regarding the procedures and standards implementation of appointment of tenure-track faculty, without a determined position retirement or contract term until retirement, through specific deliberations concerning Faculty members who have exhibited innovative activities in research and education, and who have been acknowledged as authoritative figures in specific professional fields nationally and internationally; for the acquisition of remarkable Faculty members and guaranteed academic status.

B. Occurrence: Twice annually (March 1 and September 1).

C.Reference: Institution Regulation Article 21, Personnel Regulation Article 8, Regulation on Appointment of Tenure Track Faculty.

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2. Tenure-Track Faculty Appointment Process

1

Regular personnel deliberation (tenure-track) schedule notification 2


3




Department/Division

4


5


Tenure-track faculty appointment determination


7

Individually inform results

8

Faculty Petition Deliberation Committee(Request if objecting to results)

9

Personnel Appointment


Subject for evaluation Administration (HR)

3. Main ContentA. Tenure-track professor appointment period

Category Faculty members appointed prior to December 31, 2006 (Old system)Faculty members appointed after

January 1, 2007 (New system)

Application standards

- Deliberation and appointment of tenure-track regarding the faculties will take place once per year

- Following deliberation shall be after one (1) year

- Eligibilty for tenure is determined when s/he is newly appointed or will be evaluated(deliberated) only once in(within) 8 years from the appointment date.


Common provisions

Appointment on March 1 and September 1 of every year. Female faculty members may extend the deliberation term at most by two (2)

years with the approval of the President in the occurrence of maternity leave or childcare leave.

B. Tenure-track professor deliberation qualification standard

Category Faculty members appointed prior to June 31, 2006 (Old system)Faculty members appointed after

January 1, 2007 (New system)

Application standards

-Faculty member who has served in office for more than seven (7) consecutive years as a Faculty member in the University with an outstanding track record; tenure-track application may be submitted once within seven (7) years.

-May choose the new system.

-May submit an application regardless of being an Assistant Professor, Associate Professor, or Professor.

Common provision

-Faculty members recognized as national/international experts for creative activities in education and research, or recognized as authoritative figures in a specialized field nationally and internationally

C. Standards and method of deliberation Deliberation and evaluation by the Department Faculty Personnel Delib-

eration Committee and the Head of Department will examine educational achievement (30%), research achievement (40%), contributions/volunteering achievements (20%), and internal and external evaluations (10%). Subsequent deliberation by the final Faculty Personnel Deliberation Committee and the recommendation of the Dean of College and the final evaluation by the Faculty Personnel Committee. (Ninety (90) points is considered a perfect score for a department; one hundred (100) points is considered a perfect score for col-leges and Faculty Personnel Committees.)However, if Faculty member is dismissed without time remaining in their con-tract, s/he can be appointed temporarily for a maximum of one (1) year only one(1) time upon the approval of the president, considering career moves.After the temporary contract period, s/he will be automatically dismissed.

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D. Failing the tenure track deliberation After January 1, 2007, if a Faculty member fails the evaluation for tenure-track

deliberation, s/he will be dismissed when his/her contract period expires, ac-cording to Subparagraph 3, Article 38 of the Personnel Regulation. However, if a Faculty member is dismissed without time remaining in their contract, s/he can be appointed temporarily for a maximum of one (1) year only one (1) time. After the temporary contract period, s/he will be automatically dismissed.

E. Petition A Faculty member who objects to the refusal of contract renewal may submit

a petition to the Faculty Petition Deliberation Committee within thirty (30) days of the notice of refusal.

F. Sepcial Appointment of Tenure Track During the promotion or contract renewal deliberation, a Faculty member who

has been nominated by the Faculty Personnel Committee may be specially appointed as a tenure-track professor subsequent to sufficient achievements, regardless of the documents submitted, such as the application or separate internal and external evaluations.

4. Notes Deliberation documents must be submitted to the Personnel Relations Com-

mittee prior to the deliberation in the occurrence of a regular faculty person-nel deliberation. The achievement documents must be drafted in accordance with the standards and supporting evidence must be submitted.

Tenure-track Faculty members who have exceeded the term of the position retirement shall be contracted as a total amount annual salary system.

Emeritus Professor Appointment

1. Overview A.Description: Tasks regarding the procedures and standards for appointing a

full-time Faculty member, who was in office for more than ten (10) years with an upcoming retirement, as an Emeritus Professor in order to utilize their accumulated experience and knowledge.

B. Occurrence: Twice annually (March 1, September 1).

C.Reference: Institute Regulation Article 8 (Emeritus Professor), Institute Regulation Article 19 (Emeritus Professor), Personnel Regulation Article 54 (Special Services Position), Emeritus Professor Regulation.


2. Emeritus Professor Appointment Process

1

Regular personnel deliberation (Emeritus Professor) schedule notification 2


3



Department/Division/College Department

4


5

Faculty Personnel Committeedeliberation & recommendation 6

Emeritus professor appointment determination(President approval)


7

Personnel Appointment

Administration (HR)

3. Main ContentA. Emeritus professor appointment period :

Appointment of an Emeritus Professor occurs annually on March 1 and

September 1.

B. Qualification Full-time Faculty members who are Assistant Professors or higher and have

worked for more than ten (10) years at the University. Reputable Faculty members who have continuously contributed to the devel-

opment of the University with outstanding achievements concerning educa-tion, research, and other educational activities, displayed during the term in office.

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C. Documents required Emeritus Professor Recommendation (individual consent form attached) Emeritus Professor Application Department/Division/College Faculty Personnel Deliberation Committee pro-

ceedings Education, research, and other education activities records compendium Other documents required (personal consent form, letter of understanding

related to conditions, etc.)

D. Period of motion: Within one (1) year before and after the date of retirement of the Faculty member.

E. Term of appointment: Permanent from the date of appointment.

F. Service and facility use: A maximum of three (3) credit hour lectures allowed per semester for five (5)

years after appointment. May be a joint academic advisor for a period of five (5) years after appoint-

ment. 216 sq. ft. of research area is provided for a period of five (5) years after ap-

pointment; unused research areas and laboratories must be returned. Emeritus professors may not hold a position as a Head of a department, nor

are they allowed to participate in general faculty meetings.

G. Conditions: Basic pay: 330,000 won per one (1) credit hour, i.e. 1 million won for three (3)

credit hours. Teaching materials and research expenses: 50% of the professor standard

payment is provided when the emeritus professor is in charge of a lecture or experiment provided that a separate source of funding has been prepared.

Student advising expenses: In accordance with the professor payment stan-dards provided that a separate funding source has been prepared.

Research expenses: In accordance with the related research regulations.


Total Periodic Personnel Management System

1. Overview A.Description:

Tasks regarding the procedures and standards for appointing EWon Assistant Professor, KAIST Chair Professor, and Distinguished Professor subsequent to the qualifications of the faculty members who have or are anticipated to produce remarkable achievements through the personnel management system supporting the maximization of education and research achievements while promoting the development of the University.

B.Occurrence: Annually (March 1, September 1).

C.Reference:

Institute Regulation Article 20 (Chair professor, distinguished professor, sponsored professor), Personnel Regulation Article 52 (Chair professor, distinguished professor system), Distinguished Professor Appointment Regulations, KAIST Chair Professor Appointment Guidelines

2. Personal Management System Process

1


2


3

Faculty Personnel Committee deliberation & recommendation

Department College Office of Academic Affairs

4

Appointment confirmation

(President approval)

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3. Main ContentA. EWon Assistant Professor

1.Appointment qualification: Young Assistant Professors with a significant potential to grow and perform creative teaching and research activities, thereby contributing to the advancement of the University.

2.Appointment term: Three (3) years from the date of appointment. (No renewal. In the event that an EWon Assistant Professor is promoted to an Associate Professor, s/he shall carryover the EWon professorship until the end of the three (3)-year period.)

3.Research grant

B. KAIST Chair Professor

1.Appointment qualification: Professors or Associate Professor among full-time Faculty members who can greatly contribute to the development of the University with outstanding achievements in education and research.

2.Appointment term: Three (3) years from the date of appointment.

3.Research grant: Supported within the scope of the fund and any profits generated from management of the fund

C. Funded Chair Professor

1.Appointment Qualification: Long-term Faculty members and researchers of KAIST and authorities in the particular field, who have accomplished outstanding achievements in the advancement of science or academics with prominent character and virtue

2.Appointment Term: Within 5 years from the date of appointment (Re-appointment allowed)

3.Appointment Date: Chair professor by general funds - within the scope of Faculty retirement Chair professor by a specific fund - within 5 years after retirement

4.Research grant: Shall abide by the grant standards of each fund.

D. Distinguished Professors

1.Appointment qualification: Faculty members who may contribute to the advancement of the University and Korea through a global level of teaching, research, and volunteer activities.

2.Appointment term: The term of appointment for Distinguished Professors will be five (5) years

and the contract may be renewed through the deliberation by the Personnel Relations Committee

After retirement, the Faculty member can be contracted as a non-tenure track professor and continuously hold an office as a Distinguished Professor.


3.Conditions and service Appointed by the President after deliberation by the Faculty Personnel Com-

mittee. Payment will be provided for Distinguished Professors until the age of 70. Payments for lectures after retirement apply; the emeritus professor stan-

dards are used (330,000 won/month per one (1) credit). Conversion to non-tenure track after retirement: Research grants may be

provided; Distinguished Professors shall hold equivalent authorities and re-sponsibilities as general faculty members during lectures; they may advise students and dissertations. The previously provided research space may be used continuously if the requirement is recognized.

Faculty Salary System Evaluation

1. Overview A. Description: Evaluation of the incentives for salary class of full-time faculty

members.

B. Occurrence: November of the pertinent year to February of the following year.

C. Reference: Faculty incentive evaluation and payment guideline.

2. Salary Evaluation Process

1

Salary system evaluation plan implementation 2

Evaluation document submission

3Initial evaluation

Academic Affairs Team Faculty (evaluated) Department head

4

Secondary evaluation

5

Evaluation results notification

6Petition request

Dean of college Department head Faculty (evaluated)

7

Petition request evaluation committee 8

Final result confirmation

9Reflection in salary

Academic Affairs Team

Academic Affairs Team Personnel Team

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3. Main ContentA.The evaluation period is from December 1 of the previous year to November 30

of the pertinent year.

B.Evaluation category and rate of point distribution is comprised of education achievement (20~60%), research achievements (20~60%), and contributive volunteering (10~30%).

C.The evaluation table for general faculty members may be adjusted independently according to the characteristics of the Department/Division, but must be retained for three (3) consecutive years by principle.

D.Composition rate of grade per college:

Category Grade 1 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6

Composition rate ~5% ~15% ~30% ~30% ~15% ~5%

E. Rate of adjustment subsequent to evaluation grade The standard payment amount is based on the amount following the

evaluation achievement grade of the salary system implementation guideline, which incorporates the adjustment rate following the evaluation grade, where grade 1 is +40%, grade 2 is +10%, grade 3 is +6%, grade 4 is +3%, grade 5 is 0%, and grade 6 is 20%

4. NotesBe cautious not to receive any disadvantages during evaluation by reflecting personal research achievements in the Research Information Management System (RIMS).


Annual Salary Contract for Foreign Professors

1. Overview A.Description: For full-time foreign professors.

B.Occurrence: Twice a year; every February and August. The result of the annual salary negotiation is reflected in the wages from March 1 and September 1.

C.Reference: Personnel Management Guidelines for Foreign Faculty Rules on Personnel Management of Instructors.

2. Salary Contract Process

1

Announcement for annual Salary adjustments

2

Determine annual salary adjustment rate according to evaluation grades

3

Evaluate foreign faculty and recommend annual salaries



Department/Division Faculty Personnel Deliberation Committee

4

Review annual salary of College

5

Adjust annual salaries and notify result confirmation 6

Reflect the adjustments in salary

College Office of Academic Affairs Administration(HR)

3. Main Content A.The Head of Department recommends a salary after consultation with the

Department/Division Faculty Personnel Deliberation Committee, and the Dean of College and the Associate Vice President of academic affairs review, and then the Provost approves.

B.Required documents when recommending a department annual salary: Department/Division Faculty Personnel Deliberation Committee proceedings; Request for deliberation of annual salary for foreign faculty Assessment of annual salary (can use the form prepared by the department).

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Extracurricular Activity by Faculty Such As Sabbatical

Sabbatical

1. Overview A. Description: Tasks regarding the procedures and standards for approving

activities related to sabbatical.

B. Occurrence: As required.

C.Reference: Institute Regulation Article 24 (Sabbatical), Employment Regulation Article 15, Sabbatical Process Guidelines.

2. Processing Procedure

1

Request of sabbatical(minimum four (4) months prior to initiation)

2

Department/Division Faculty Personnel Deliberation Committee deliberation & recommendation by the Dead

3

Sabbatical determination(Associate Vice President of Academic Affairs Cooperation/Dean of College approval)

Faculty Department College

4


Administration (HR)

3. Main Content A.Qualifications Four (4) or more years in office as a full-time faculty of the University. Faculty members nominated by the Head of Department and approved by the

Faculty Personnel Committee for placement of new faculty members are ex-ceptions. In this case, the Faculty member will be assumed to have used their sabbatical and will be able to re-apply for a sabbatical after eight (8) years from the date of appointment (excluding the term using the sabbatical).


B.Calculation of consecutive years of employment Time used for leave of absence, unpaid leave, and talent improvement training

shall not be incorporated into the consecutive term of employment calcula-tion.

The consecutive term in office shall be calculated from the date of reinstate-ment from leave of absence, unpaid leave, and talent improvement training in pursuant of Personnel Regulation Article 41 Paragraph 1 Subparagraphs 6 and 7 that are in excess of three (3) months, sabbaticals with disregard to the terms, and for lecture exemptions in pursuant of Curriculum Manage-ment Regulation Article 22 Paragraph 3 Subparagraph 2 (Lecture exemptions for full-time faculty members who have served more than six (6) consecutive years in office).

C.Target institution Educational institutions, research institutions, or other professional institu-

tions as appropriate to the Faculty members expertise. The target institution may be the University if the purpose of the sabbatical is

for academic writings or lecture material development.

D.Documents to be submitted: Sabbatical Request Form, Written Oath Research Plan, Academic Task Replacement Plan, and supporting documents such as a letter of invitation by the visiting institution.

E.Term and implementation period Within one (1) year of the employment contract term. Automatically cancelled if the sabbatical is not pursued within six (6) months

from the date of approval. The date of implementation shall exclude the lecture period of a term by prin-

ciple and shall be implemented in units of terms for a given period

F.Status: Promotion, Annual salary raise(pay class system), service, and compen-sation for the Faculty member in sabbatical leave will be applied same with other faculty members. However, s/he is not eligible for the position of senior officials.

G.Salary: Regular salary is retained; a fixed salary may be advanced for overseas sabbaticals.

H.Term extension and changes: A formal request clearly listing the details regard-ing the extension must be submitted two (2) months prior to the expiration date if a term has been extended or altered given that it does not exceed one (1) year.

3534

I.Business trips: A business trip request form with attached supporting documen-tation must be submitted to the affiliated Head of Department for approval if a person on sabbatical requires a business trip to a location other than the desig-nated area in order to attend an academic conference, research data collection, student degree dissertation evaluation, etc.

J.Report submission: Faculty on sabbatical must return to the University as soon as the sabbatical term expires and must submit a sabbatical result report within thirty (30) days of the expiration date of the sabbatical to the Head of Depart-ment.

K.Work and obligation of reimbursement A Faculty member on sabbatical is obligated to serve the equivalent term of

sabbatical in office at the University (required term of service will be calcu-lated from the day after the last day of sabbatical and the starting date in the office).

The budget provided during the sabbatical must be reimbursed partially or as a whole to the University if the obligatory term of service has not been met without justifiable cause.

Lecture Exemptions

1. Overview A.Description: Tasks regarding the procedures and standards for approving

activities related to exemption from lectures.

B.Occurrence: As required.

C.Reference: Lecture exemptions: Curriculum Management Guidelines Article 22.

2. Lecture Exemption ProcessA.Full-time faculty who have served for more than six (6) consecutive years

1

Lecture exemption request

2

Department/Division Faculty Personnel Deliberation Committee deliberation

3

Lecture exemption determination (Head of Department approval)

Faculty Department Department


B.Special approvals

1

Head of Department and Dean of college's nomination (Special cases) 2

Lecture exemption determination (President approval)

Department/College Office of Academic Affairs

3. Main ContentA.Primary assignment personnel designated by the president: All or part of lec-

tures during the period of assignment shall be exempt. Subject: Faculty members with positions of or higher than Head of Depart-

ment and the Director of KI research center Scope of exemption of responsible lectures and procedures

Dean of College or higher position faculty members and Director the KI research center: Exempt from all responsible lectures without separate request.

Head of Department: Partial or all responsible lectures exempt through consideration by the affiliated Dean of College.

Others

Faculty positions such as head of research center/manager, head of business, and chief of program considered special by the Head of Department may be exempt from lectures with the approval of the President.

Faculty exempt may perform lectures at their own choice, but will not be provided excess lecture payments regarding the exempt credit hours.

Faculty who are unable to give lectures after the completion of an assign-ment due to an elapsed start date shall be assumed to have fulfilled the responsible lectures for the pertinent term.

B.Full-time faculty members with six (6) or more consecutive years in office: May be exempt from all lectures for one (1) year through the deliberation by the De-partment/Division Faculty Personnel Management Committee and the approval by the Head of Department, in which case, the calculation of the consecutive term in office shall be calculated by applying Sabbatical Implementation Regula-tion Article 3.

C.Special cases: Partial or full exemption from lectures for Faculty nominated by the Head of Department and the Dean of college for special purposes for the in-stitution or the department after the approval from the President.

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Extracurricular Activity by Faculty


activities conducted to promote industry-academic cooperation, education, and research by appointment at another institution.


C.Reference: Faculty Extracurricular Activities Guideline.

2. Extracurricular Activity Approval Process

1

Faculty extra-curricular activity request(request through ERP two (2) weeks before) 2

Activity statement approval(approval from the Head)

3

Faculty activity statusReport to Provost

Faculty Department

Academic Affairs Team (at the beginning of every month)

3. Main ContentA.Approved term of activity: May not exceed one (1) day per week and three (3)

months per year during vacation.

B.egulations of Activity : Contribute to academic-industrial cooperation, such as a consultant, advisor,

non-executive director, part-time registered director and etc. of an industry or a research institute.

-Allowed to participate in university lectures, educational institutions, industries and research activities of research institutes

-Institutional level academic activities are excluded from extracurricular activity time, society registered director activities should be reported to the affiliated dean of department

-In special circumstances, such as other institutional or organizational activities, must be approved by the Provost with the consent of the affiliated dean or Associate VP of Academic Affairs.

-Non-executive director activities of profitable organization must be less than 2


Joint Appointments


activities related to joint appointments.

B.Occurrence: As reguired

C.Reference: Institute Regulations Article 14 (Full-time faculty), Joint Professor Management Guidelines.

2. Joint Appointment ProcessA.Joint appointment in general departments

1Joint professor appointment request 2

Recommendation by the Head 3

Joint professor approval(desired department Head approval)

Faculty Department Desired department

4Personnel appointment

Administration (HR)

B.Joint appointment in KAIST Institute(KI)

1

Joint professor appointment request

2

Recommendation by the Head

3

Joint professor approval (Head of desired research institute (Center) of KI approval)

Faculty DepartmentDesired KAIST Research institute(Center)


Administration (HR)

3. Main ContentA.Definition of an Joint Professor: An Joint Professor refers to faculty members af-

filiated with two (2) or more departments, divisions, interdisciplinary majors, or research centers for the revitalization of interdisciplinary education and research.

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B.Subject: Currently employed full-time faculty members, and part-time faculty members when required.

C.Adjunct department: Department or research center aside from the affiliated department.

D.Personnel management such as promotion, renewal of contracts, and advance-ments for joint professors: Managed identically to full-time Faculty members of the affiliated department considering the opinions of the Head of joint depart-ment or Head of the research institute(center).

Adjunct Employment


activities related to Adjunct employment of Faculty members.


2. Processing ProcedureA.Adjunct employment of faculty

1

Adjunct employment request 2


3Recommendation by the Dean


4

Adjunct employment approval(Associate vice president of academic affairs cooperation /Vice president approval)

5Personnel Appointment

College Administration (HR)

3. Main ContentA.Definition of Adjunct employment: Working at another institution (including af-

filiated institutions) for a set term with prior approval from the President while working as a full-time Faculty member of the University.


B.Permissible institutions for adjunct employment: Adjunct employment of a Fac-ulty member may be permitted if s/he works for any of the institutions listed below, even if the adjunct employment constitutes a reason for temporary leave from office for the advancement and development of the University:

An institution affiliated with the University (hereafter referred to as Affiliated Institution) or the KAIST Development Foundation;

A government agency, government-funded research institution, or a govern-ment-funded institute;

A domestic, private sector enterprise aimed at industry-academy technologi-cal cooperation;

An overseas education/research institution that contributes to the globalization of the University;

A startup founded pursuant to the Venture Regulations of the University; and/or An investee company or research company pursuant to the Investee/Research

Company Management Regulations. Dual employment of a Faculty member of a venture company requesting a adjunct employment

after termination of the venture period will not be permitted.

C.Terms of adjunct employment The term of the dual employment at Affiliated Institutions, government

institutions, private sector enterprises, and/or national/international education/research institutions shall be until the termination date set forth by the employer, while the length of stay for overseas education/research institutions shall be less than six (6) months. (The length of stay may be extended beyond six (6) months with the approval by the President after deliberation by the Faculty Personnel Committee if the results are deemed to aid in the development and the reputation of the University.)

Adjunct employment subsequent to venture companies and mutual investment companies (and research enterprises) shall be limited to once within two (2) years.

D.Conditions In principle, overall salaries shall be provided according to the proportion of

employment at the University and the institution of adjunct employment. For student guidance and/or thesis research, overall salaries may be provided

for overtime that remains within 10% of the proportion of employment. The portion that the University is to provide according to the proportion of

employment shall be determined based on the overall salaries offered by the University; overall salaries and benefits from the institution of adjunct employment shall not be subject to any constraints.

Research expenses may be provided for lectures; thesis advising and student advising expenses may also be provided.

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Leave of Absence


activities related to leave of absence of Faculty members.


C. Reference: Personnel Regulation Article 41 (Leave of Absence) & Article 42 (Terms of Leave of Absence), Leave of Absence related regulation management standards.

2. Leave of Absence Process

1Leave of absence request 2

Department/Division Faculty Personnel Deliberation Committee deliberation

3

Leave of absence approval(approval from the Head)

Faculty Department Department


Administration(HR)

3. Main ContentA.Reasons for leave of absence Requiring long-term leave due to physical and/or psychological disability ex-

cluding those resulting from job performance; Inability to perform ones job due to sick leave in excess of two (2) months due

to injuries caused during job performance; Enlisting, summons, or mobilized in pursuant to serve in the army subsequent

to the mobilization of the labor force in the time of an act of war or military service law;

Dead or missing due to reasons such as catastrophes or war; Leaving a job in order to perform tasks subsequent to other regulations of the law; Pursuing an international or national degree or training; Temporarily employed by another institution; Charged in association with a criminal case; and/or Requesting maternity leave in order to care for a child under the age of six (6)

years old (including adopted children).


B. Terms of leave Long-term leave and sick leave in excess of two (2) months: up to one (1) year; Enlisting, summon or mobilized in pursuant of the military service law or sub-

ject due to criminal prosecution: until the term expires; Leave of absence subsequent to catastrophes and natural disasters: three (3)

months; National/international training: up to three (3) years; Employed by another institution: up to three (3) years (total of six (6) years in-

cluding the term extended in accordance with a request for extension that will be determined by the President after deliberation by the Faculty Personnel Committee);

Maternity leave: up to one (1) year.

Business Start-up of Faculty Members


activities related to ventures of faculty members.


C. Reference: Personnel Regulation Article 27 Paragraph 2 (Industrial-Education Cooperation), Venture regulations.

2. Venture Request Process

1Venture request submission 2


3



4

Technology Commercialization Committee deliberation & recommendation 5

Venture request determination(President approval)

Office of University Industry Cooperation

Office of University Industry Cooperation

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2. Main Content

A.Definition of a startup: Refers to the establishment of a small/medium size enterprise (SME) for the commercialization or industrialization of a technology acquired during work at or possessed by the University by a faculty member.

B.Managing department: Office of University Industry Cooperation

C.Qualification and restrictions regarding startup requests: Initial startup: Individual who has held an office at the University for three (3)

or more consecutive years with the ability to lead a technology-intensive SME. Re-establishment: Individuals with a term of five (5) years since the termina-

tion of the initially approved start-up term.

D.Dual employment and leave of absence of the entrepreneur The entrepreneur may request two (2) years of dual employment and three (3)

years of leave of absence as the term for the startup(Three (3) years leave of abscence can be extended by diliberation of Faculty Personnel Committee)

The entrepreneur must request dual employment or leave of absence within one (1) month of appointment at the startup.

The entrepreneur must request additional dual employment or leave of ab-sence one (1) month prior to the termination of the initial startup term with attachments including the opinions of the head of the affiliated department.

Awards by Major External Institutions

1. Overview A. Description: Nominate Faculty members in accordance to the following

procedures when a nomination by the head of the affiliated institution (President) is required for external institutions presenting awards.

B.Occurrence: Regularly throughout the year.

2. External Award Process

1

Receive the nomination cooperation request by the awarding institution

2

Inform related department

3

Inform department head and the affiliated professor



Related Department


4Select nominee

5

Nominate candidates and submit related documents 6

Inspect qualification and determine nominee

Department Head Pertinent DepartmentOffice of Academic Affairs

7

Submit official documents and nomination documents to the awarding institutionOffice Academic Affairs

3. Main ContentA.There are cases where the nomination by the Dean of College is required

alongside the nomination of the Head of Department, depending on the type and scale of the award.

B.A maximum number of nominees are determined for certain institutions.

C. A list of major external institutions awards are detailed in the following table, and the awarding period and scale are subject to change subsequent to the circumstances of the institution.

Award Organizer Date

Scientist of the Month Award Korea Science Foundation once perquarter

Best Scientist of Korea AwardMinistry of Science, ICT and Future Planning, Korea Federation of Science and Technology Societies

January

Kyung-ahm Scholastic Award Kyung-ahm Education and Culture Foundation May

Paiknam Award Paiknam Memorial Foundation MayKorea Technology Grand Prize, Top 10 New Technologies Korea Industrial Promotion Institute June

Young Scientist Award Korea Academy of Science and Technology June

Grand Prize, Young Engineer Award Korea Engineering Academy July

Science & Technology Creativity Award National Research Foundation of Korea July

POSCO Cheongam Award POSCO Cheongam Foundation July

Hanbit Grand Prize Daejeon MBC July

Woman Scientist of the Year Award National Research Foundation (NRF) of Korea July

Korea Engineering Award National Research Foundation (NRF) of Korea August

Korea Science Culture Award Korea Foundation for the Advancement of Science and Creativity September

Sudang Award Sudang Foundation November

Science & Technology Promotion Meritorious Ministry of Science, ICT and Future Planning December

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4. Notes

Individuals may nominate for an award; societies and supporting organizations may also nominate individuals.

If individuals wish to submit an application for other awards requiring nomination by a head of the institutions, other than which have been introduced by the Academic Affairs Team, they may inquire with the Academic Affairs Team concerning the application procedure.

Disciplinary Actions of Faculty

1. Overview A. Description: Tasks regarding the procedures and standards of the disciplinary

measures through self-investigation and deliberation in the occurrence of an event requiring disciplinary measures regarding Faculty members.

B. Occurrence: As rdguired

C. Reference: Personnel Regulation Chapter 8 (Awards & Disciplinary Actions), Methods of Disciplinary Actions.

2. Disciplinary Action Process

1

Cause for disciplinary action

2

Disciplinary hearing request(Disciplinary Hearing Request Form)

3

Disciplinary hearing request reception and investigation

Faculty in question Supervisor/Head of HR managementOffice of Academic Affairs

4

Faculty Personnel CommitteeStatement presented by the faculty member in question

5

Disciplinary action resolution and reporting by Faculty Personnel Committee(Disciplinary measure determination, etc.)

6

Disciplinary action determination (Presidents approval) & disciplinary measures result report

Faculty in question Office of Academic Affairs Office of Academic Affairs

7

Apply for redeliberation

8

Re-deliberation of disciplinary actions by Faculty Personnel Committee 9

Disciplinary actions confirmation/implementation

Faculty in question Office of Academic Affairs President


3. Main Content A. Type of the disciplinary action:

1.Expulsion or dismissal: For a significant and intentional act resulting in disciplinary action.

2.Suspension or reduced salary: For a minor yet intentional act resulting in disciplinary action. For a significant yet accidental act resulting in disciplinary action.

3.Reprimand: For a minor and accidental act resulting in disciplinary action.

B. Erasure of disciplinary action records Suspension: seven (7) years Reduction of salary: five (5) years Reprimand: three (3) years

C.Request for review: Faculty subject to disciplinary action may request a review of the outcome; this must be submitted to the University President within fifteen (15) days of the outcome notice date.

Appointment of Non-Tenure Track Professor

1. Overview

A. Description: Tasks related to the procedures and standards for appointing and supervising invited professors, adjunct professors, and part-time lecturers.


C. Reference: School Regulations Article 23 (Part-time Teaching Staff), Personnel Policy Article 54 (Position in Special Services), Guidelines for Appointment of Part-Time Teaching Staff.(Non-Tenure Track Professor)

2. Non-Tenure Track Professor Appointment ProcessA. Appointment of Invited Professors and Adjunct Professors

1.Appointment by department/division

1

Apply for appointment of part-time teaching staff(Non-Tenure Track Professor)(Apply & Register in ERP)

2

Department/DivisionFaculty Personnel Deliberation Committee deliberates and recommends by the Head

3

College Faculty Personnel Deliberation Committee deliberation

Department/Division Department College

4746

4

Approve on appointment(Associate Vice President of Academic Affairs Cooperation/Dean of College approval)

5

Personnel appointments

CollegeOffice of Administrative(HR team)

2.Appointment by research center/research institute/project team/KI

1

Apply for appointment of Non-Tenure Track Professor(Apply & Register in ERP)

2

Related operating committee deliberates

3

Approve on appointment(Head of Research Center, Head of Research Institute, Project leader)

Research center/research institute

Research center/research institute/project team

Research center/research institute

For KI, the related committee deliberates, the director of research center recommends, and then the dean of research center approves.

3.Appointment by division other than upper divisions

1


2

Approve of appointment(Associate Vice President of Academic Affairs)

Department Office of Academic Affairs

B. Appointment of Part-Time Lecturers

1


2

Department/Division Faculty Personnel Deliberation Committee deliberates and the Head of Department approves

3

Notify the result of appointment(Dean of College)

Department Department Department

3. Main ContentA. Invited Professor

1.Definition: Invited Professor refers to a person who, as an expert that does not belong to any institution, has been invited to the University as a full-time professor for a certain period of time.


If a professor has been invited for education-research related special projects (WCU Project, Global Education & Research Leading Project, named endowed fund and self-funding, KAIST Clinic works, professional personnel support project, projects under the agreement among institutes, etc.), the professor can be hired as a full-time or part-time professor regardless of s/he belong-ing to other institutes or not.

2.Roles

Full-Time Part-Time1. Lecture more than six (6) credits per semester (including

practice).2.Lecture more than three (3) credits per semester

(including practice) or supervise a dissertation or advise or academic-industrial cooperation .

3.1 or 2 above, and present special lectures, seminars, advisory activities, or research.

4.Perform duties according to the appointed position (Head of Department or higher), project responsible professor, project leader, head of research team, or head of research center.

1.Lecture less than three (3) credits per semester (including practice).

2.Supervise a dissertation or academic-industrial cooperation .

3.1 or 2 above, and present special lectures, seminars, advisory activities, or research.

3.Appointment Period: up to three (3) years, open to negotiation for reappointment.

4.Qualification

Classi-fication of Position

Qualifications

Classification of Position Educational/Research Experience

AProfessor, responsible researcher (Level 8 class salary or higher)(Research Leader)

-More than ten (10) years after obtaining a doctorate

-More than sixteen (16) years after obtaining a Master's degree

B

Associate Professor, responsible researcher(Level 7 salary or higher)(Senior Researcher)

-More than four (4) years after obtaining a doctorate

-More than ten (10) years after obtaining a Master's degree

C Assistant professor, senior researcher(Researcher)

-Immediately after obtaining a doctorate

-More than five (5) years after obtaining a Master's degree

Regardless of the foregoing qualification, if the Department / Division Faculty Personnel Deliberation Com-mittee accepts as an eminent scientist or an expert on a certain area, the person can be hired as a professor for the S classification.

5.Resources: Refer to resources or project funds of the department. However, if a professor has been appointed as the head of department or a higher position, or delivers lectures for curriculum subjects, or requires special support, then s/he can apply for special funding support from the budget.

4948

B. Adjunct Professor

1.Definition: Adjunct Professor refers to a person who, as a professor who belongs to other institute, has been invited to the University as a part-time professor to perform the duties below.

As a person who works in a business, research institute, or educational insti-tute, s/he has been invited to the University to present lectures, to supervise a dissertation, to conduct a research project, to give advice on education and research related work, and/or to perform medical treatments.

Full-time researchers in the University or full-time teaching staff or research-ers of affiliated organizations of the University who can teach and supervise dissertations.

2.Qualification: More than five (5) years teaching/research experience after obtaining a doctorate or a Master's degree, or a person who has working experience equivalent to these qualifications.

3.Resources: Refer to resources or project funds of the department. However, if a professor has been appointed as the head of department or a higher position, or delivers lectures for curriculum subjects, or requires special support, then s/he can apply for special funding support from the budget.

C.Part-Time Lecturer

1.Definition: Part-Time Lecturer refers to a person who, as an expert, has been invited to the University as a part-time lecturer to present lectures for more than one (1) credit or to conduct an experiment.

2.Qualification: More than five (5) years teaching/research experience after obtaining a doctorate or a Master's degree, or a person who has working experience equivalent to the these qualifications.

3.Resources: From a specified budget or self-funded.

D.Common information

1.Retirement: Tenure does not apply to Non-Tenure Track Professor

2.Service The head of the department determines the working hours, business trips,

holiday/leave, and/or other welfare for Non-Tenure Track Professor. Full-time invited professors are not allowed to provide private lessons, lec-

tures at other schools, perform research activities, and hold a position at an-other institute. However, if there is an unavoidable circumstance, the person who has the right to approve an appointment can allow and/or approve the circumstance after deliberation. However, such activities should not disrupt the Non-Tenure Track Professors duties at the University.


Curriculum& Undergraduate Studies

Curriculum & Course Requirement Establishment, Modification and Abrogation

1. Overview A. Description: Procedures related to curriculum organization & maintenance

B. Occurrence: 5 months prior to the start of every semester or regularly

C. Reference: Institute Regulation Article 36, Curriculum Management Guideline Article 2 or 5, Curriculum Deliberation Committee Management Guideline

2. Processing Procedure

1

Draft a curriculum proposal

2

Deliberation of curriculum

3

Deliberation of curriculum

Each Department/Division

Department Curriculum Deliberation Committee

College Curriculum Deliberation Committee

4

Approve on appointment(Associate Vice President of Academic Affairs/Dean of College )

5

Personnel Appointments

Curriculum Deliberation Committee


3. Main ContentA.The Curriculum Deliberation Committee oversees the establishment

(modification, abrogation) and course requirement establishments (modification). Curriculum related deliberation matters proposed by each department/major are implemented post initial deliberation by the College Curriculum Deliberation Committee and a final deliberation by the Curriculum Deliberation committee.

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B.Course Number Classification Undergraduate

Course number Course

000 Non-credit courses

100 General education, introductory courses

200 General education, introductory courses, major courses

300 Major courses

400 Major courses, research courses

400 level courses may be designated as an undergraduate-graduate cross recognition course allowing the enrollment of graduate students

Graduate course

Course number Course

500 Common required courses, major course for masters

600 Major courses for masters

700 Major courses for doctoral

800 Major courses for doctoral

900 Research courses

500 level courses may be designated as an undergraduate-graduate cross recognition course allowing the

enrollment of undergraduate students

C.Credit granted: 1 credit is allowed for 1 hour of lecture in 1 week or equivalent hours of education.

D. Grades Curriculum: A, B, C, D, F Research course, lectures on writing a dissertation: S or U

Course Evaluation

1. Overview A.Description: Means to improve the quality of the course

B.Occurrence: End of a semester (End of semester course evaluation), during a semester (Mid-semester course evaluation)


2. Processing Procedure (Semester-end evaluation standard)

1

Evaluation plan establishment

2Evaluation

3

Inform exclusions to evaluation

Academic Planning Team Students Each Department

4

Statistics generation, results report

5Disclose results

6Perusal

Academic Planning Team

Academic Planning Team Professor

3. Main Content (Draft separately)The end of semester course evaluations are implemented during the regular term (spring and fall semesters), as well as the summer and winter semesters, while the regular semesters incorporate additional mid-semester evaluations

A. End of semester course evaluation

1.Purpose Enhancement of quality of the course and to provide students with

information for course selection Utilized as materials for faculty personnel & department evaluation

2.Period: Approximately 2 weeks prior to the final examination

3.Courses: Courses available during the pertinent semester

4.Exception: Research courses, ethics & safety, other university courses and etc.

5.Evaluation question composition: Total of 9 questions 5 required questions

i.The average value of 4 questions worth 5 points each shall be calculated for the course evaluation points

ii.1 question related to the English course judgment 4 optional questions (Reference for course improvement)

6.Standards for exception Students with low attendance rate (less than 1/3 of the course attended) Courses with less than three students as respondents Invalid responses (contradicting answers between two similar questions)

7.Subjects for evaluation result disclosure: (Excluding evaluation exceptions) courses with over 60% of valid responses

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B. Mid-semester course evaluation

1. Purpose: In order to improve the course for the remainder of the semester by providing student feedbacks concerning the course to the professor

2.Period: Approximately 1 week prior to mid-term exams

3.Courses: Courses available during the pertinent semester

4.Exception: Research courses, ethics & safety, other university courses and etc.

5.Evaluation question composition for mid-semester courses: Total of 4 questions

6.Evaluation results will only be disclosed to the professor of the course and will only be utilized as materials to improve the course, and will not personally affect the faculty member

4. NotesA. End of semester course evaluation

1.Students who have not participated with the end of semester course evaluation will not be able to view their course grades during grade posting and correction period

2.Evaluation results will be available 2 weeks post the semester grade report submission deadline

B. Mid-term course evaluation

1.Evaluation results disclosure date will be separately notified in concurrent with the mid-semester course evaluation notice subsequent to the dual academic calendar management, and the first half and the last half of the business school semester management

Freshman Program

1. Overview A. Des

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