Contractual Recruitment Policy for Teaching Faculty
Samaira Educational Welfare Society
(Under the Uttarakhand Cooperative Societies Act, 2003)
Preamble
This policy sets out the principles, procedures, and conditions governing the contractual recruitment of teaching faculty within Samaira Education Welfare Society (“the Society”).
The Society affirms its commitment to:
● The International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work (1998), including freedom of association, elimination of forced and child labour, non-discrimination, and equal remuneration.
● UNESCO’s Recommendation concerning the Status of Higher-Education Teaching Personnel (1997), which emphasizes academic freedom, fair recruitment, and professional development.
● OECD Guidelines on Good Practice for Higher Education relating to transparency, merit-based appointments, and quality assurance.
Objectives
1. To recruit highly experienced teaching faculty capable of delivering advanced training and policy education.
2. To ensure fair and transparent recruitment procedures.
3. To implement a session-based remuneration structure that rewards expertise and
workload fairly.
Scope
This policy applies to all contractual teaching faculty engaged for:
1. Certificate programs, workshops, seminars, policy training modules.
2. Long-term teaching assignments within projects or academic collaborations.
3. Visiting faculty, guest lecturers, and part-time contractual academic staff.
Guiding Principles
1. Meritocracy & Fair Competition: Recruitment is strictly based on academic credentials, teaching ability, and subject expertise.
2. Transparency: All vacancies are openly advertised with clear eligibility, selection criteria, and remuneration.
3. Equal Opportunity: Recruitment shall comply with ILO Convention No. 111 (Discrimination in Employment and Occupation), ensuring no discrimination based on gender, caste, religion, ethnicity, disability, or political affiliation.
4. Decent Work: In line with the ILO Decent Work Agenda, contracts will provide fair remuneration, safe working conditions, and social protection wherever applicable.
5. Academic Freedom & Integrity: In line with UNESCO 1997 Recommendation, faculty shall enjoy freedom of expression, inquiry, and teaching within ethical boundaries.
6. Non-Exploitation: Engagement shall be free from unfair terms, precarious contracts, or disguised employment relationships.
Eligibility Criteria
Essential
1. Educational Qualification:
○ Ph.D. in relevant disciplines (Economics, Public Policy, Law, Political Science,
International Relations, Data Science, Social Sciences, or equivalent).
○ In exceptional cases, a Master’s degree with substantial policy/industry
contributions may be considered.
2. Professional Experience:
○ Minimum 10 years of post-qualification experience in teaching, research, or policy practice at reputed universities, think tanks, or government/policy institutions.
3. Research & Publication Record:
○ At least 5 peer-reviewed journal publications or equivalent policy reports.
○ Proven record of curriculum design and teaching innovation.
Desirable
● International teaching/research exposure.
● Supervision of Ph.D. or Master’s dissertations.
● Field-based policy experience in government, international organizations, or NGOs.
Recruitment Process
Workforce Planning
● Annual Academic Plan to identify teaching requirements.
● Recruitment Sub-Committee to determine the number of faculty required, subject areas,
and tenure.
Vacancy Notification
● Public advertisement on Society’s website, academic job portals, and professional networks.
● Vacancy notice to include: subject specialization, tenure, honorarium/salary, workload, application procedure, and selection criteria.
● In compliance with ILO Convention No. 122 (Employment Policy), recruitment information must be accessible and non-discriminatory.
Application & Shortlisting
● Standardized online application form + CV + teaching statement + sample lecture/policy note.
● Shortlisting on academic merit, teaching record, and alignment with course objectives. 6.4 Selection Methods
● Teaching Demonstration / Lecture Presentation (40%)
● Academic Record & Publications (30%)
● Panel Interview with subject experts & Society representatives (30%)
Appointment
● Selection Committee recommendations submitted to the Board of Management for approval.
● Appointment letter issued with clear contract terms, as per ILO Convention No. 98 (Right to Organize & Collective Bargaining).
Contract Terms & Conditions
1. Tenure: Minimum 6 months, maximum 3 years; renewable based on performance and program needs.
2. Remuneration: Fair, competitive, and commensurate with qualifications and workload, ensuring equal pay for equal work (ILO Convention No. 100).
3. Workload: Clearly defined teaching hours, mentoring, assessment duties, and curriculum development responsibilities.
4. Leave & Benefits:
○ Pro-rata entitlement to casual/sick leave.
○ Access to professional development opportunities.
5. Termination Clause: Either party may terminate with 30 days’ written notice, ensuring stability and fairness.
6. Social Protection: Where applicable, contributions towards provident fund, health insurance, or cooperative welfare schemes will be included.
Remuneration Structure
Remuneration shall be session-based, ensuring fairness, transparency, and alignment with expertise.
Base Rates (per 90-minute session):
● Professor Level (15+ years of experience): ₹10,000 – ₹15,000 per session
● Associate Professor Level (10–15 years): ₹7,000 – ₹10,000 per session
● Specialized Visiting Faculty / Practitioners: Negotiable, depending on expertise &
demand.
Recruitment Process
Workforce Planning
● Annual Academic Plan to identify teaching requirements.
● Recruitment Sub-Committee to determine the number of faculty required, subject areas,
and tenure.
Vacancy Notification
● Public advertisement on Society’s website, academic job portals, and professional networks.
● Vacancy notice to include: subject specialization, tenure, honorarium/salary, workload, application procedure, and selection criteria.
● In compliance with ILO Convention No. 122 (Employment Policy), recruitment information must be accessible and non-discriminatory.
Application & Shortlisting
● Standardized online application form + CV + teaching statement + sample lecture/policy note.
● Shortlisting on academic merit, teaching record, and alignment with course objectives. 6.4 Selection Methods
● Teaching Demonstration / Lecture Presentation (40%)
● Academic Record & Publications (30%)
● Panel Interview with subject experts & Society representatives (30%)
Appointment
● Selection Committee recommendations submitted to the Board of Management for approval.
● Appointment letter issued with clear contract terms, as per ILO Convention No. 98 (Right to Organize & Collective Bargaining).
Additional Provisions:
● Course Design/Development: Fixed honorarium (₹25,000 – ₹50,000 per course, depending on scope).
● Mentorship/Project Guidance: ₹2,000 – ₹3,000 per student/project.
● Travel & Accommodation: Reimbursable as per Society norms for outstation faculty.
This structure follows the principle of equal pay for equal work (ILO Convention No. 100) and ensures fair compensation for academic labour.
Performance Evaluation
Evaluation every 6 months by the Academic Review Committee.
Criteria: teaching quality, student feedback, curriculum contribution, punctuality, and professional conduct. Renewal decisions shall be evidence-based and transparent.
Ethics & Conflict of Interest
Faculty must disclose external affiliations and conflicts of interest. Must adhere to Society’s Code of Academic Integrity, Anti-Plagiarism Policy, and Non-Harassment Guidelines. Any proven violation may result in non-renewal or termination.
Grievance Redressal
A Faculty Grievance Committee shall hear complaints related to recruitment, contract terms, or working conditions. Faculty shall have the right to appeal before the Managing Committee. The process will be consistent with ILO Convention No. 87 (Freedom of Association), ensuring the right to representation.
Review of Policy
This policy will be reviewed every 3 years in light of:
National labour and cooperative laws.
Evolving ILO, UNESCO, and OECD guidelines.
Feedback from faculty and academic partners.