教師教學專業發展規劃 Faculty Teaching and Professional Development Planning

本校設置有「教學資源與教師專業發展中心」，協助教師提升專業教學、研究與輔導能力，改善教學品質並建立敬業精神。積極完善教師教學支持系統，有效全面提升教師教學成效。 The university has established the "Teaching Resources and Faculty Professional Development Center" to assist faculty members in enhancing their professional teaching, research, and mentoring capabilities, improving teaching quality, and fostering professionalism. It actively refines the faculty teaching support system to effectively elevate overall teaching performance.

（一）發展教師教學支持系統（SEL 應用成效） Developing the Faculty Teaching Support System (SEL Application Outcomes)

另本校辦理 1 個社會情緒學習（SEL）教師專業社群，透過教師交流與課程設計討論，推動情緒覺察、自我關懷、人際互動及心理韌性等概念融入教學，協助教師營造友善且具支持性的學習環境，促進學生身心健康與全人發展。 Additionally, the university facilitates one Social Emotional Learning (SEL) Faculty Professional Community. Through faculty exchanges and course design discussions, it promotes the integration of concepts such as emotional awareness, self-care, interpersonal interaction, and psychological resilience into teaching. This assists faculty in creating a friendly and supportive learning environment, fostering students' physical and mental health as well as holistic development.

（二）教師多元分流升等制度 Faculty Diversified Tracks for Promotion System

為有效整合教學資源並發展教師專業能力，建立教師分流與彈性薪資制度，本校於 103 年提出教師分流方案，將教師精準定位為教學型、產學型、創作型、研究型四型，並於 103 年 8 月 1 日開始推動教師分流升等制度，全面打破單一標準。 To effectively integrate teaching resources and develop faculty professional capabilities, a faculty track differentiation and flexible salary system was established. In 103 (2014), the university proposed a faculty tracking scheme, precisely positioning faculty into four tracks: Teaching-oriented, Industry-Academy-oriented, Creative-oriented, and Research-oriented. On August 1, 103 (2014), the diversified track promotion system was launched, completely breaking away from a single evaluation standard.

職員發展與專業培力 (SEL) Staff Development and Professional Empowerment (SEL)

本校為鼓勵職員進修，充實專業知能，提高服務品質及行政效率，訂有「職員在職進修辦法」。結合進修、終身學習及英語能力等面向，進修範疇涵蓋修讀學位、學分及參與短期培訓與研討會，全面精進職員知能。 To encourage staff members to pursue advanced studies, enrich their professional knowledge, and improve service quality and administrative efficiency, the university has formulated the "Regulations for Staff In-Service Advanced Studies". Combining advanced studies, lifelong learning, and English proficiency, the scope of studies covers pursuing degrees, earning credits, and participating in short-term training and seminars, comprehensively enhancing staff capabilities.

獎勵制度、考核與退休保障 Reward Systems, Performance Evaluation, and Retirement Protection

透過公正嚴謹的評鑑考核，搭配優渥的研究、教學、行政績效獎勵激勵同仁士氣；並健全私校退撫及勞退制度，提供教職員工安心尊榮的職場保障。 Through fair and rigorous evaluation and appraisal, coupled with generous rewards for research, teaching, and administrative performance, we boost staff morale. We also robustly implement private school pension and labor retirement systems to provide secure and honorable workplace protection for all faculty and staff.

一、 研究與教學傑出獎勵 Outstanding Rewards for Research and Teaching

為砥礪教師精進教學，訂有「教師創新教學獎勵要點」及「獎助創新教案、教材及學習評量審議要點」，鼓勵依學生特質創新教學場域。同時設有「教學傑出及優良教師遴選與獎勵辦法」，遴選表揚任教2年以上專任(案)教師： To encourage faculty members to excel in teaching, guidelines such as the "Faculty Innovation Teaching Reward Guidelines" and the "Guidelines for Reviewing and Subsidizing Innovative Lesson Plans, Materials, and Learning Appraisals" have been established. Concurrently, the "Regulations for the Selection and Reward of Outstanding and Excellent Teachers" are in place to honor full-time (and project-based) faculty members who have taught for more than 2 years:

• 教學獎勵：112 學年度選拔出傑出教學獎 9 人及優良教學獎 8 人。 Teaching Rewards: In the 112 academic year, 9 recipients were selected for the Outstanding Teaching Award and 8 for the Excellent Teaching Award.
• 研究卓越獎勵：設有學術研究、產學合作、創作競賽獎勵辦法，112 學年度共 123 人獲獎，113 學年度共 117 人榮獲研究獎勵。 Excellence in Research Rewards: Regulations for rewards in academic research, industry-academy cooperation, and creative competitions have been established. A total of 123 individuals received rewards in the 112 academic year, and 117 individuals were honored with research rewards in the 113 academic year.

二、 職員績效獎勵要點 Staff Performance Reward Guidelines

依據「亞洲大學績優職員獎勵要點」，獎勵在本校服務滿一年以上且獲記大功以上、或連續服務滿三學年且考核均列甲等、無曠職紀錄之优秀職工，於次年校慶慶祝大會由校長頒給獎金及獎狀，充分激勵行政工作效能。 According to the "Asia University Guidelines for Rewarding Meritorious Staff," rewards are given to outstanding employees who have served at the university for more than one year and received a major merit or above, or who have served consecutively for three academic years with performance appraisals rated as grade A and have no record of absenteeism. During the subsequent anniversary celebration ceremony, the President awards bonuses and certificates of merit to fully stimulate administrative efficiency.

三、 健全的考核與評鑑制度 Robust Evaluation and Appraisal Systems

• 教師評鑑機制：各級專任(案)教師到任每滿一年均應依辦法接受評鑑，範疇包括教學、研究、產學、服務、輔導五大項目。113 學年度教師評鑑參與人數 163 人，通過人數 157 人，通過率高達 96.32%。評鑑有條件通過之教師須接受教發中心專業輔導。 Faculty Evaluation Mechanism: Full-time (and project-based) faculty at all ranks are required to undergo evaluation every full year of service according to the regulations, covering five major categories: teaching, research, industry-academy collaboration, service, and mentoring. In the 113 academic year, 163 faculty members participated in the evaluation, with 157 passing, representing a high pass rate of 96.32%. Faculty members who pass conditionally must receive professional guidance from the Faculty Development Center.
• 職員成績考核：依據「職工成績考核辦法」，對任職至學年度終了屆滿一學年之專任職工進行考核。依工作、操行、學識、才能等四項評定，確保審議公開公平、公正。 Staff Performance Appraisal: In accordance with the "Regulations for Employee Performance Appraisal," evaluations are conducted for full-time employees who have completed a full academic year of service by the end of the academic year. Ratings are based on four dimensions: work performance, conduct, knowledge, and ability, ensuring that the review process is open, fair, and just.

四、 退休權益制度 Retirement Benefit System

本校依「學校法人及其所屬私立學校教職員退休撫卹離職資遣條例」及「勞工退休金條例」規定辦理教職員工退休金提撥，並依規定提撥一定比例之雇主負擔，協助教職員工建構穩健退休生活。113 學年度退休教職員計有 12 人。 The university handles retirement fund allocations for faculty and staff in accordance with the "Statute for the Retirement, Survivor Relief, Separation, and Severance of Faculty and Staff of Private School Corporations and Their Associated Private Schools" and the "Labor Pension Act". It also allocates a certain proportion of the employer's contribution as required by law to help faculty and staff build a stable retirement life. In the 113 academic year, 12 faculty and staff members retired.

性別友善職場與教職員身心健康 (SEL) Gender-Friendly Workplace and Faculty/Staff Physical and Mental Health (SEL)

積極響應永續校園目標，本校大力營造性別友善工作環境、提供完善育嬰留職停薪管道，並全面開辦豐富多樣的情緒疏壓與正念培訓（SEL）課程，全方位守護全校同仁身心福祉。 Actively responding to sustainable campus goals, the university vigorously fosters a gender-friendly working environment, provides well-established channels for unpaid parental leave, and launches a rich variety of emotional stress relief and mindfulness training (SEL) courses to fully safeguard the physical and mental well-being of all colleagues.

（一）113 學年度教職員育嬰留職停薪與復職情形 Unpaid Parental Leave and Reinstatement Status of Faculty and Staff in the 113 Academic Year

本校回應教職員工育嬰需要，依性別工作平等法訂定教職員工育嬰留職停薪辦法；113學年度共4人申請育嬰假（教師2人，職員2人）。其中教師復職率達100%，近兩年教職員復職後持續工作一年之留任率更達到 100% 滿分指標。 In response to the parental leave needs of faculty and staff, the university has established the regulations for unpaid parental leave in accordance with the Act of Gender Equality in Employment. In the 113 academic year, a total of 4 individuals applied for parental leave (2 faculty members, 2 staff members). Among them, the reinstatement rate for faculty reached 100%, and the retention rate for faculty and staff who continued working for one year after reinstatement over the past two years reached a perfect 100% benchmark indicator.

註：1. 預計復職之教師，因育嬰留停全部復職，故復職率為100%。預計復職之職員，因職員為114學年度復職，故無復職率。
2. 近年教職員實際復職後持續工作一年之留任率維持 100% 完美落實留任指標。
Note: 1. All faculty members expected to return from parental leave successfully reinstated, resulting in a 100% reinstatement rate. Staff expected to reinstate will return in the 114 academic year, hence there is no reinstatement rate data for this period.
2. The retention rate for faculty and staff who continue to work for one year after actual reinstatement has maintained a perfect 100% execution of the retention indicator in recent years.

（二） 促進教職員身心健康（SEL 社會情緒學習活動） Promoting Faculty and Staff Physical and Mental Health (SEL Social Emotional Learning Activities)

本校為促進同仁的身心健康及提升專注力，114年上期辦理了多元面向的SEL活動。有關教職員工方面，已辦理 16 場次與情緒主題及紓壓相關活動，引導融入日常生活，共 857 人次熱烈參與。 To promote the physical and mental health of our colleagues and enhance their focus, the university organized multi-dimensional SEL activities in the first half of 114 (2025). Regarding faculty and staff, 16 sessions related to emotional themes and stress relief have been conducted, guiding them to integrate these practices into daily life, drawing enthusiastic participation from a total of 857 person-times.