Summary of the RUB Human Resource Rules and Regulations (RUB-HRRR 2017)

The Royal University of Bhutan Human Resource Rules and Regulations (RUBHRRR) 2017 provides a structured framework for managing human resources across all RUB institutions. It ensures transparency, fairness, and efficiency in recruitment, professional development, performance evaluation, and staff welfare.

Key Sections of the Manual

1. Introduction & Background

• Grants RUB autonomy in managing its HR policies, independent of the Bhutan Civil Service.

• Developed based on:

• Bhutan Civil Service Rules and Regulations (BCSR) 2010

• Labour and Employment Act of Bhutan 2007

• Royal Charter and Statutes of RUB

• Aims to attract, develop, and retain high-caliber talent while fostering a world-class academic and research environment.

2. Guiding Principles

• Ensures transparency, fairness, and professionalism in HR practices.

• Promotes staff engagement, diversity, and inclusion.

• Emphasizes work-life balance, ethical conduct, and accountability.

3. Service Structure & Classification

• Categorizes RUB employees into:

• Academics (Professors, Lecturers, Instructors)

• Administrative & Technical Staff (Executives, Officers, Support Staff)

• Defines career paths, promotion opportunities, and employment categories (Regular & Fixed-term).

4. Powers & Functions

• University Council (UC): Final authority for HR policies, recruitment, promotions, and grievance handling.

• Office of the Vice Chancellor (OVC): Manages staffing, performance evaluation, professional development, and budget approvals.

• College Management Committees (CMC): Handle HR decisions at the college level.

5. Recruitment, Selection & Appointment

• Establishes clear hiring procedures for faculty and administrative staff.

• Defines minimum qualifications, eligibility, and disqualification criteria.

• Outlines selection processes, including written exams, interviews, and evaluation criteria.

6. Professional Development

• Provides training, career advancement, and higher studies opportunities.

• Encourages continuous learning, research, and teaching excellence.

7. Performance Management & Promotion

• Implements a structured performance evaluation system.

• Defines merit-based promotion criteria for faculty and administrative staff.

• Encourages periodic workload assessment and feedback mechanisms.

8. Remuneration & Benefits

• Standardizes salary structures, allowances, and service benefits.

• Covers leave policies, travel benefits, and other welfare measures.

• Recognizes and rewards outstanding contributions through service awards.

9. University Code of Conduct & Ethics

• Establishes professional behavior expectations and ethical guidelines.

• Defines disciplinary measures for misconduct and grievance redressal mechanisms.

10. Separation from Employment

• Covers resignation, retirement, termination, and contract completion policies.

• Ensures fair treatment and transparency in exit procedures.

11. Occupational Health & Safety

• Implements policies for a safe and conducive work environment.

• Emphasizes well-being and mental health support for employees.

12. Human Resource Information Management System (HRIMS)

• Centralizes HR data for efficient personnel tracking, payroll, and record-keeping.

• Enhances data security and accessibility for university administration.

Importance of the RUB Human Resource Rules and Regulations (RUBHRRR 2017)

1. Ensures Transparent & Fair HR Practices

• Standardizes recruitment, promotions, and performance evaluations.

• Provides a clear grievance redressal mechanism for staff.

2. Enhances Workforce Efficiency & Productivity

• Defines structured career growth and professional development opportunities.

• Encourages research, teaching excellence, and leadership training.

3. Promotes Staff Welfare & Work-Life Balance

• Establishes clear leave policies, benefits, and career flexibility.

• Encourages an inclusive and supportive workplace culture.

4. Strengthens Institutional Governance & Autonomy

• Aligns HR policies with RUB’s mission and national labor laws.

• Improves decision-making processes for university management.

5. Supports Long-Term Growth & Sustainability of RUB

• Helps attract and retain top academic and administrative talent.

• Encourages strategic HR planning to meet future educational needs.

This manual is an essential governance tool that ensures RUB operates as a competitive, well-managed, and future-ready academic institution.