Staff details

The Revised Promotion Criteria define the qualifications for promotion to various academic ranks. Professors require 15 years of teaching, 20 publications, and Nu. 15M in research grants, while Associate and Assistant Professors have lower thresholds for experience, publications, and funding. All candidates must demonstrate educational innovation, leadership, and consistently high performance ratings, supported by comprehensive documentation.

The Promotion Notification outlines the timeline and requirements for RUB’s January promotion round. It highlights eligibility criteria, including teaching performance, years of service, research contributions, and professional achievements. It serves as a guide for candidates and administrators to ensure compliance with RUB’s standards and deadlines.

The Promotion Form is a template used by RUB to document applicants’ personal information, employment history, leave records, performance ratings, and research publications. It ensures a structured approach to evaluating promotions, requiring verification and recommendations from HR officers and university authorities to finalize the application.

The document outlines the policy and guidelines for annual leave applicable to employees. It includes details on leave entitlements, procedures for applying, and conditions for approval. Specific provisions may cover carryover rules, leave encashment, and the process for requesting extended or extraordinary leave. The notification ensures transparency and compliance with institutional leave policies, promoting fair and consistent leave management across departments.

Academic and Non-Academic

The sample of IWP for academics. The IWPs are rated annually by immediate supervisors and are collected by the Admin section of record. 

The IWP is used to determine an individual's annual increment and promotion. We do submit IWP of the individual during promotion to OVC, RUB for record and final approval in case of appeal for the staff.   

The RUB-HRRR 2017 establishes human resource policies for the Royal University of Bhutan (RUB) after its separation from the Royal Civil Service in 2011. It aims to attract and develop high-caliber talent, promote academic excellence, and recognize contributions. Key aspects include structured career progression, staff recruitment policies, performance evaluation, and professional development. It also addresses equity in promotions, ethical guidelines, and grievance redressal. The document supports organizational flexibility, research growth, and staff well-being, ensuring RUB’s long-term sustainability and commitment to national development .

The HRM Manual outlines the Human Resource Management Module, which streamlines recruitment, training, appraisals, and staff management at RUB. It details the functionalities for leave management, workforce planning, and employee evaluations. The system integrates data on employee lifecycle management, enabling seamless transfers, promotions, and separations. The manual highlights the use of online portals for HR processes, ensuring transparency, efficiency, and real-time access to records. It promotes systematic HR planning and enhances decision-making capabilities for HR administrators .

This directory outlines job descriptions, roles, and responsibilities for academic, administrative, and technical positions within RUB. It includes criteria for recruitment, promotion, and career progression, emphasizing qualifications, skills, and work activities. The document also provides a structured framework for fair and transparent hiring and promotion processes while detailing representative activities and knowledge requirements for each role. It serves as a guide for effective workforce management across various levels within the University.