Suan Dusit University (SDU) recognizes that pay equity is a cornerstone of fairness, transparency, and sustainability in human resource management. The University’s compensation management system is therefore designed not only to maintain a structured pay scale but also to track, analyze, and evaluate gender equity in remuneration, ensuring that all employees—regardless of gender—receive fair pay that reflects their competencies, responsibilities, and performance.
A key mechanism reinforcing this principle is the Performance Evaluation System, as stipulated in the University Announcement on Performance Evaluation of Personnel (3rd Edition) B.E. 2567 (2024). This announcement establishes a standardized and transparent performance assessment process applicable to all personnel across the University. Evaluations are conducted twice annually and cover every employment category. The results are systematically recorded and monitored by the Personnel Division, which is responsible for compiling and analyzing performance data for use in salary progression, position advancement, and related remuneration decisions.
To ensure transparency and fairness in evaluation, SDU provides detailed guidelines and manuals for both evaluators and staff being evaluated. The process emphasizes Individual Development Plans (IDPs) and performance and competency-based assessments, enabling each employee to develop professionally based on measurable outcomes and skill improvement. This framework applies equally to male, female, and gender-diverse staff, reinforcing the University’s commitment to a workplace free from gender bias and discrimination.
The performance evaluation data serve as a foundation for tracking gender pay equity. SDU utilizes its Human Resource Information System (HRIS) to analyze patterns of salary progression, special allowances, and position advancement across genders. The findings are reviewed by university executives to identify any potential gender-based disparities and to guide future policy development. Data collected during 2023–2024 indicate positive progress toward gender equity in pay and opportunities, with no significant gender pay gaps detected within the University.
This practice reflects SDU’s strong commitment to promoting Decent Work in line with the Sustainable Development Goal 8, by ensuring fairness, transparency, and gender equality in employment. Through its structured performance monitoring and equitable compensation practices, Suan Dusit University reaffirms its dedication to upholding justice, dignity, and equal career advancement for all employees within the institution.
เอกสารอ้างอิง
- Regulations of Suan Dusit University on Performance Evaluation of University Employees (3rd Edition), B.E. 2567 (2024)
- Summary of Procedures and Steps for Performance Evaluation of Suan Dusit University Personnel
- Summary of Guidelines for Preparing Individual Development Plans (IDP) in Cases Where Performance Evaluation Scores Are Below 70 Percent