Recruitment, dismissal and internal rotation of teachers and other employees at Bukhara State University on the implementation procedure REGULATION

Chapter 1. General provisions

This Regulation is in accordance with the Decree of the President of the Republic of Uzbekistan dated December 24, 2021 “State supreme education institutions academic and organizational - management independence provide according to additional measures” Resolution No. PQ -60 of the Ministry of Justice of the Republic of Uzbekistan “On approval of the Model Regulations on conducting a competition during recruitment” and the Order of the Minister of Poverty Reduction and Employment of the Republic of Uzbekistan “On approval of the Model Regulations on conducting a competition during recruitment” ( registered by the Ministry of Justice of the Republic of Uzbekistan on August 14, 2023, registration number 3451) In accordance with this Law, the procedure for recruiting, dismissing and internal rotation of teachers and other employees of Bukhara State University (hereinafter referred to as the University) on a competitive basis is established.

1. The general management of the recruitment, placement, advanced training, and formation of a personnel reserve of teachers and other employees of the university is carried out by the Chairman of the Supervisory Board , as well as the Rector of the university.

The organization of the recruitment of teachers and other employees and their registration in the relevant positions is carried out by the Human Resources Management Department of the university.

The selection and recommendation of teachers and other employees for positions is carried out by a special commission for recruitment to the university (hereinafter referred to as the special commission (public council), approved by the relevant order of the rector of the university.

3. The following basic concepts are used in this Regulation:

university employees - employees belonging to the management, administration, professors, teachers, specialists, technicians and service personnel included in the approved staffing table;

leadership structure - rector, vice-rector, dean, deputy dean;

management staff - head of department, center director, head of department, deputy head of department and heads of other structural divisions;

teaching staff - head of department, professor, associate professor, senior lecturer, teacher (assistant), teacher-intern;

specialist staff - secretary of the university council, psychologist, senior legal consultant, legal consultant, stylist, office manager, archive manager, engineer, inspector , software engineer, system administrator, electronics engineer, network administrator, communications engineer, editor, technical editor, leading specialist, bibliographer (classified, unclassified), librarian (classified, unclassified), accountant, economist, educator, warehouseman, senior commodity expert, civil protection and emergency engineer - fire safety instructor, tutor, office manager, video editor, professor, associate professor, senior teacher, teacher (assistant), teacher-trainee;

technical staff - secretary, administrator, archivist, technician, treasurer, housekeeper, technical mechanic, building commandant, as well as employees whose functions include providing technical maintenance to the activities of managers and management personnel, ensuring production and technological processes, and other employees who are considered technical employees in accordance with the legislation;

service personnel - employees whose functions include providing technical and economic maintenance of buildings and territories, their security, providing transportation services to management personnel, and other services to the management and production personnel of the organization, including social and household services;

foreign specialists - professors, teachers, specialists, compatriots recruited from abroad;

foreign professor - a citizen of a foreign country working at a foreign higher education institution;

foreign specialist - a citizen of a foreign country working in state and other organizations, scientific research institutions, or engaged in private practice in foreign countries;

compatriot – citizens of the Republic of Uzbekistan who permanently reside outside the territory of Uzbekistan or are temporarily abroad due to education, employment, family reasons and other circumstances, persons who have left Uzbekistan and their descendants who have left Uzbekistan and who have acquired foreign citizenship, who feel a sense of belonging to their homeland from a spiritual and cultural point of view and who strive to develop cultural, humanitarian, socio-economic and other ties with the Republic of Uzbekistan, foreign citizens and stateless persons residing abroad who identify themselves as Uzbeks or Karakalpaks from an ethnic, linguistic and cultural-historical point of view and who desire to maintain comprehensive ties with Uzbekistan.

Recruitment is the process of actively searching, selecting, and engaging highly qualified and experienced professionals;

headhunting - attracting qualified specialists who are successfully working in government bodies and organizations and the private sector to the organization;

4. All employees, including foreign specialists, carry out their activities in accordance with the Constitution and laws of the Republic of Uzbekistan, resolutions of the chambers of the Oliy Majlis of the Republic of Uzbekistan, decrees, resolutions and orders of the President of the Republic of Uzbekistan, resolutions and orders of the Cabinet of Ministers of the Republic of Uzbekistan, orders of the Minister of Higher and Secondary Specialized Education of the Republic of Uzbekistan, the Charter of BukSU, resolutions of the BukSU Council, orders of the Rector of BukSU, and the employment contract concluded with the employer.

Chapter 2. General requirements for the recruitment of teachers and other employees

5. The University shall employ citizens of the Republic of Uzbekistan or citizens of foreign states and stateless persons in accordance with the procedure established by separate resolutions of the President of the Republic of Uzbekistan who, based on their professional, work, personal and moral qualities, level of education and health, are capable of fulfilling the tasks assigned to educational institutions.

Legislation or the University Supervisory Board may establish additional requirements for appointment to certain categories of positions (based on the level of professional training, length of service, etc.), depending on the category and specifics of the relevant position or university structural unit.

6. The following persons may not be employed at the university:

persons under the age of sixteen;

persons recognized as legally incompetent or with limited legal capacity in accordance with the established procedure;

are close relatives or in-laws of a working employee of the university (parents, brothers, sisters, children, spouses, as well as parents, brothers, sisters and children of spouses), if the position being hired or appointed requires one of them to serve directly under the supervision of the other (Appendix 3 of VMQ-133 dated 11.03.1997) ( except for the employees listed in Appendix 3 of the Resolution of the Government of the Republic of Azerbaijan No. 758 dated 14.11.2024);

provided false documents or knowingly provided false information for participation in a competition or for employment;

other cases stipulated by law.

7. As a rule, candidates who have been working in their specialty for at least 2 (two) years in state organizations and institutions, in particular in the field of education , who approach their duties responsibly and feel personal responsibility, and who are included in the personnel reserve, are hired for positions of leaders and management staff of the university based on the positive conclusion and recommendation of a special commission based on the results of the interview.

Young specialists who have graduated from a higher educational institution no more than one year ago and do not have work experience in their specialty, but have high knowledge and potential, as well as specialists who do not have sufficient practical work experience in state organizations and institutions, may be recommended for employment as university management staff on a competitive basis, based on a positive conclusion of a special commission.

8. The following candidates who have submitted documents for employment at the university may be hired without a selection process by order of the university rector, based on the positive conclusion of a special commission:

Individuals who have successfully completed master's degrees from leading universities in the world, which are included in the TOP-500 rankings of leading rating agencies such as Times Higher Education and Quacquarelli Symonds;

Individuals who hold a PhD or Doctor of Philosophy (PhD), Doctor of Science (DSc) or equivalent foreign degrees from leading universities in the world, ranked in the TOP-1000 by leading rating agencies such as Times Higher Education and Quacquarelli Symonds;

specialists with practical work experience, scientific researchers, candidates of science or doctor of philosophy (PhD), doctor of science (DSc), professors or equivalent academic degrees obtained in foreign countries, who are citizens of foreign countries invited to work at the initiative of the university management, as well as specialists who do not have such academic degrees and academic titles, but have high qualifications or scientific research and practical work experience in state administration bodies , compatriots working and residing in foreign countries;

Persons working in the higher education system, who are characterized professionally and ethically, who hold the title of Candidate of Science or Doctor of Philosophy (PhD), Doctor of Science (DSc), Professor or Associate Professor (persons whose previous work is characterized positively);

Persons admitted under special jobs (quota) allocated (for the position of a working employee, not requiring qualifications) based on the relevant order of the university rector for persons in need of social protection, who have difficulty finding a job and are unable to compete on equal terms in the labor market;

Candidates for vacant (vacant) positions of teachers and other employees at the university are recruited on a position-sharing basis during their free time from their main job in accordance with the procedure established by labor legislation;

Persons entering the teaching position on an hourly basis.

9. In cases where the legislation directly regulates the issue of recruitment or appointment to a position at the university, the recruitment procedure established in this Regulation does not apply.

10. The organization of the recommendation of candidates for positions consists of the following main stages:

according to the competition announced in accordance with the general procedure;

recruitment or headhunting;

comprehensive study of the candidate;

a positive conclusion of a special commission on the results of the competition.

During the comprehensive examination of the candidate, it is determined whether he or she meets the qualification requirements for the selected (or recommended) position.

A positive conclusion of the special commission on the results of the competition is a decision on the suitability of the candidate for the relevant position and a recommendation to the rector of the university for his employment.

11. The rector of a higher education institution is appointed and dismissed by the Supervisory Board. Vice-rectors of the university are appointed and dismissed on the recommendation of the rector and by decision of the Supervisory Board.

12. University service employees may be hired without competition in accordance with the procedure established by labor legislation.

In this case, service employees are recommended for employment based on the results of an interview with the heads of the University's Department of Building Maintenance and Improvement and the Department of Human Resources Management, and are hired without a selection process by order of the University Rector.

Candidates must meet the requirements set forth in paragraphs 5 and 6 of these Regulations and be of positive professional and ethical character.

Chapter 3. Procedure for searching, attracting and selecting qualified specialists for work based on recruitment or headhunting

13. Recruitment, hiring, and selection of personnel are carried out by the Human Resources Management Department.

14. The process of searching for candidates and announcing the competition consists of the following five stages, each of which has its own characteristics:

The first stage is to determine the need for new personnel. In this case, the real need in structural units is determined and vacancies are identified through the “Uniwork” automated system and the university website (hereinafter referred to as the System);

The second stage begins with the development of requirements for the vacant position and the preparation of an announcement about it. The recruitment or headhunting process begins with the placement of an announcement for a vacant position. In this case, it is necessary to indicate the qualification classification and requirements for each position;

the third stage - searching for and attracting candidates for vacant positions using various sources;

The fourth stage is the preliminary selection of candidates. This stage consists of conducting a preliminary selection of candidates in accordance with the minimum requirements specified in the advertisement (experience, specialty, qualifications, age). At this stage, the interview is conducted by telephone.

The initial selection is carried out by the Human Resources Management Department through an analysis of the candidates' documents;

Stage five – An initial interview with the candidate, as a rule, is held in the presence of the head of the structural unit to which the candidate is being recommended, in order to study in detail whether he or she is able to perform the tasks that he or she will perform in the future. During the interview, the candidate should receive information about the activities of the university and the structural unit, which will determine the level of his or her interest in the proposed job.

15. Sources for searching for candidates based on recruitment:

employee recommendation;

from among graduates of a higher education institution;

announcements in the media;

Internet world wide web (online recruitment);

official websites (online recruitment);

personnel reserve and database (active headhunting).

16. After all stages of the candidate search process have been completed, a list of candidates for the selection stage according to the recruitment procedure will be formed.

Chapter 4. Procedure for recruiting employees on a competitive basis

17. The selection process for the recruitment of teachers and other employees at the university ­is conducted in order to select candidates with personal and moral qualities, who are capable of performing the assigned tasks and functions based on their level of education and health, and to provide the university's staff with qualified and hardworking employees.

18. The selection will be conducted by a special commission based on the principles of meritocracy (assessment of merit), openness, and independence.

A special commission is formed from among employees, as a rule, consisting of at least seven people (separately for teachers and other employees) for a period of one year and is approved by order.

The special commission may, by agreement, include employees, law enforcement agencies, and public representatives.

19. The composition of the special commission, as a rule, is chaired by the rector, and consists of a deputy chairman and members.

The working body of the Special Commission and the secretary of the Special Commission are employees of the Personnel Department (hereinafter referred to as the Working Body).

A meeting of the selection committee is considered competent if more than half of the committee members attend. The decision of the selection committee is made by a simple majority vote and is formalized in minutes approved by all members present at the meeting.

In the event of a tie, the vote of the Chairman of the Selection Committee shall be decisive.

The selection committee may not include a close relative of the candidate or persons who have a direct or indirect interest in the outcome of the competition or who may influence the impartial conduct of the competition.

20. The competition consists of the following sequential stages:

The first stage is testing. It consists of tests on the level of knowledge of a foreign language, tests aimed at determining the level of use of ICT, and, if necessary, tests to determine general social, political, pedagogical, psychological, and legal knowledge of applicants.

If necessary, the questions are divided into legal, political, logical, psychological and pedagogical types. Legal questions are aimed at determining the candidate's knowledge of relevant regulatory and legal documents of the higher educational institution, Political questions are aimed at determining the candidate's awareness of the reforms being implemented in our country, Logical questions are aimed at determining the ability to draw correct conclusions based on specific conditions, pay attention to quantitative and formal laws, perceive the interrelationship and similarity between various concepts and processes, Psychological questions are aimed at determining the employee's aptitude for the profession, the employee's mental state, attention, temperament, thinking and level of competence, Pedagogical questions are aimed at determining the laws of the pedagogical profession, didactics, pedagogical skills and legal regulations;

second stage - organizing a demonstration lesson in the form of an open (trial) lesson for candidates participating in the competition for the position of teaching staff;

In this case, the training process (lecture or seminar) being conducted by the candidate is evaluated by a group of experts on quality control of education (with the participation of qualified pedagogical specialists of the university) and an appropriate conclusion is drawn up;

The third stage is an interview. Determining the candidate's theoretical and practical knowledge related to professional activities and reforms being implemented in society;

The fourth stage is to agree on a candidate for the positions on the Supervisory Board or to prepare the relevant documents in accordance with the procedure established by labor legislation and other regulatory documents.

The secretary of the selection committee shall post information on vacant positions (vacant position and qualification requirements, job responsibilities, salary), as well as the place and dates of the competition, and a sample list of questions that may be asked during the competition on the organization's official website at least one month before the competition .

21. The selection process will be recorded in audio and video recordings.

No outsiders are allowed to be present at the venue where the selection process is being conducted, except for members of the special commission, representatives of the Working Body, and candidates.

22. Materials for each competition held, including audio and video recordings of the competition process, are stored in the information technology center for one year.

At the same time, the competition will be broadcast live on the official website of Bukhara State University ( https://buxdu.uz/scamera/ ) .

23. As a rule, by the 5th of each month, the announcement of a competition for vacant positions is placed by the working body, in agreement with the head, through the Unified National Labor System, as well as on the vacant positions page on the official website of the university.

If necessary, the announcement can also be placed in the media.

24. The announcement of the competition must indicate the qualification requirements for each position being advertised.

If the competition is being held to fill a vacancy due to an employee going on parental leave, this must be indicated in the advertisement.

25. The deadline for submitting documents for the competition should, as a rule, be at least 5 (five) calendar days from the date of posting the announcement.

26. A candidate who wishes to participate in the competition must register on the website of Bukhara State University www.uniwork.buxdu.uz and upload the following to the system through his/her personal account:

-           reference lens;

-           a copy of the diploma (extract from the diploma), and if studied abroad, a certificate confirming that the diploma has passed recognition and nostrification (except for those studying in graduate courses of higher or secondary specialized educational institutions) ;

- a color photo measuring 3 x 4 cm;

-           copy of civil passport or ID card.

A candidate may choose only one of the positions listed in the announcement of a competition for vacant positions and participate in the competition for the selected position. A candidate may simultaneously submit documents to participate in the competition for a position listed in another announcement.

27. In the event that the university receives an application for direct participation in the competition, the Human Resources Management Department must inform the candidate that he must submit documents through the system to participate in the competition and provide a full explanation of this process.

If the candidate does not know how to use information and communication technologies or does not have such access, the responsible employee of the Human Resources Management Department can provide him with the necessary practical assistance in registering in the system and sending the specified documents.

28. Applications for participation in the competition and attached documents received through the system will be registered in the university's system www.uniwork.buxdu.uz in accordance with the established procedure.

29. After the deadline for accepting documents specified in the announcement, the working body, as a rule, within 15 (fifteen) calendar days, must submit the candidate's documents in accordance with paragraph 5 of these Regulations and the qualification requirements for the position, and conduct a preliminary study of the candidate's information from the place of work and study. Based on the results of the study, the working body, in agreement with the chairman of the commission, sets the date for the competition.

A notification about the date, time and place of the competition will be sent to the candidate's email address or personal account at www.uniwork.buxdu.uz or via SMS to their phone at least one day before the competition.

If during the study it is determined that there are circumstances that prevent the candidate from being hired by the organization as provided for by law, a reasoned response letter to the candidate will be prepared by the working body, signed by the chairman of the commission, and sent to the candidate in writing via the system in electronic form and by mail.

30. If the candidate does not meet the requirements stipulated in paragraph 5 of these Regulations, if the documents for employment are not submitted to the system in full on time, or if false documents or false information are knowingly provided, the candidate will be refused employment.

In cases where it is determined that a hired employee knowingly provided false documents or false information during the employment process, an internal investigation will be conducted into the actions of this employee and the collected documents will be sent to the prosecutor's office for a legal assessment of his actions.

31. A candidate who reports that he/she is feeling unwell before the start of the competition (including on the day of the competition) will not be admitted to the competition and will be disqualified in accordance with the established procedure. A report will be drawn up explaining the right to participate in the next competition and/or an official response letter will be sent to the citizen.

32. In the competition, the working body reads out to the members of the commission and candidates the place and date of posting of the announcement of vacant positions, the deadlines for submitting documents, the number of applications received to participate in the competition, those that were rejected and the reasons for them, and the list of candidates present on the day of the competition.

Chapter 5. Procedure for conducting competitions for teaching staff

33. Those wishing to participate in the competition submit an application to the rector of the higher education institution via the electronic platform, attaching a reference letter and copies of higher education diplomas to the application.

If applicants have an academic degree (including a candidate of science, a doctor of philosophy (PhD) degree from a foreign country in a relevant specialty or other equivalent academic degrees), an academic title, as well as scientific works and inventions, they must submit copies of relevant diplomas, certificates and a list of scientific works, certificates of advanced training.

34. All documents submitted for the competition are reviewed in advance ( within 10 working days ) at a meeting of the department. Before reviewing the documents of persons who have not previously worked at the department, they are given trial lectures (for teachers of this higher educational institution - open classes). The topics of trial lectures and open classes must comply with the requirements of the curriculum for the subjects of the department. It is allowed to conduct test tests for the participants of the competition. The meeting to discuss candidates for the position of head of the department is held by the dean of the faculty (in general departments of higher educational institutions - by the vice-rector).

Persons participating in the competition for the position they previously held will report at the department meeting on the results of the criteria for evaluating the performance of scientific and pedagogical, methodological, educational and higher educational institutions' teaching staff in the period preceding the competition.

Based on the results of reviewing the materials for each candidate participating in the competition for a previously held position, the department adopts a recommendation by a simple majority vote of the full-time teachers (including teachers working in a position-based manner) and research staff of the department, by open or secret ballot, and sends it, along with the teacher's report, to the Special Commission of the higher education institution.

The dean (vice-rector) of the faculty, who is not a member of the department, does not participate in the vote on the acceptance of recommendations for candidates for the position of head of the department. The person holding the position for which a competition is announced does not participate in the vote during the consideration of materials.

35. Before holding an open vote at the Special Commission meeting on each candidate, the department's recommendation letter will be read out.

36. The names of all persons participating in the competition for this position will be entered into an electronic ballot for secret voting.

Voting is carried out by placing a mark on the ballot opposite the surname of the candidate being voted for. Voting is allowed for only one candidate.

If no marks are marked on the electronic ballot for voting, then such a ballot is considered spoiled and will not be taken into account when counting votes.

37. Voting results for each candidate are automatically recorded in the system.

The results report is drawn up and approved by the chairman of the special commission and attached to the competition materials.

38. Voting shall be considered valid if at least two-thirds of the members of the approved (listed) composition of the Special Commission participate in the voting. A candidate who receives a majority of votes, but not less than 50 percent, of the votes of the members of the Commission participating in the voting shall be considered successful.

In the event that more than two candidates participate, none of whom has received the required number of votes, a second round of voting shall be held between the first two candidates at the same meeting of the commission. If the number of votes is equal during the competition in which two candidates participated, the vote of the chairman shall be decisive. The decision of the special commission shall be approved by order of the rector of the higher educational institution.

If there are no applications for participation in the competition, the competition is considered not held.

39. Meetings of the department and the Special Commission on the selection of teachers for positions are held in an open manner. Participants in the competition are given the right to participate in meetings of the department and the Special Commission, where their candidates are discussed, or to familiarize themselves with the decision of the department or the Special Commission, at their discretion.

40. The secretary of the special commission shall notify the persons who participated in the competition in writing about the results of the competition within ten days.

41. The decision of the Special Commission of a higher education institution is final if it is adopted in compliance with the requirements of these Regulations.

Chapter 6. Qualification requirements for teaching staff and competition participants whose positions are filled through competition

42. A person who holds the academic title of professor or associate professor, the academic degree of candidate of sciences, doctor of philosophy (PhD), doctor of science or doctor of science (Doctor of Science), as well as other equivalent academic degrees of foreign countries in the relevant specialty may participate in the competition for the position of head of the department.

An associate professor (Candidate of Science, Doctor of Philosophy (PhD) of a foreign country in a relevant specialty or other equivalent academic degree) is appointed to the position of head of the department for a five-year term.

A person holding a Candidate of Science, Doctor of Philosophy (PhD) or other equivalent academic degrees in a relevant specialty, or the academic title of Associate Professor, is not allowed to participate in the competition for the position of Head of Department for a third consecutive term.

A person who does not have the academic title of associate professor (Candidate of Science, Doctor of Philosophy (PhD) of foreign countries in the relevant specialty or other equivalent academic degrees), but who has at least 5 years of experience in methodological, scientific-pedagogical, creative and organizational activities, may participate in the competition for the position of head of the department of languages, physical education and sports, graphics and drawing, culture and art.

43. As a rule, a person who holds the academic title of professor or the academic degree of Doctor of Science or Doctor of Science (Doctor of Science), as well as other equivalent academic degrees of foreign countries in the relevant specialty, may participate in the competition for the position of professor.

A person with a PhD, Doctor of Philosophy (PhD) degree or other equivalent foreign degrees in a relevant specialty, or the title of associate professor, with at least 5 years of scientific and pedagogical experience, and being the author of textbooks and study guides in the educational areas of this department, may participate in the competition for a period of one year.

44. As a rule, a person who holds the academic title of associate professor, senior research fellow or candidate of sciences, Doctor of Philosophy (PhD), Doctor of Science or Doctor of Science (Doctor of Science), as well as other equivalent academic degrees of foreign countries in the relevant specialty may participate in the competition for the position of associate professor.

A highly qualified specialist who does not have the appropriate academic title and degree, but has at least 3 years of practical work experience in this specialty, and is the author of textbooks and training manuals in the educational areas of this department, may also participate in the competition for the position of associate professor for a period of time.

45. A person with a higher education (master's degree, specialist with a diploma), as well as an academic degree (including a candidate of science, a doctor of philosophy (Ph.D.) degree or other equivalent academic degrees of foreign countries in the relevant specialty) and an academic title, as well as persons who do not have such a degree and title, but have experience in teaching, research and production work, may participate in the competition for the position of senior teacher.

46. A person with a higher education in the relevant specialty (master's degree, specialist with a diploma) may participate in the competition for the position of teacher (assistant) or teacher-trainee.

47. Persons who do not have a higher education in the field of fine and applied arts, but who are known for their unique talent and skills and have received public recognition, and who have the honorary titles of "Artist of the Republic of Uzbekistan", "People's Artist of the Republic of Uzbekistan", "People's Master of the Republic of Uzbekistan", as well as academicians of the Academy of Arts of Uzbekistan, may exceptionally participate in the competition for the positions of professor, associate professor, senior lecturer, lecturer (assistant), and trainee lecturer.

48. No competition will be announced for positions held by pregnant women, as well as women with children under the age of three.

49. Persons entering higher education institutions for the position of teachers on an hourly basis are accepted without competition, by order of the rector, in accordance with the established procedure.

50. In the year of graduation, a graduate of a master's degree of a higher educational institution (state grant) is appointed to a teaching position for a period of 3 years without competition, subject to the availability of vacant positions. This period applies to master's degree graduates who study with excellent grades (have an internationally recognized certificate S1 in foreign languages) and have pedagogical skills.

Chapter 7. Procedure for drawing up, extending and terminating employment contracts with teaching staff

Employment contracts with all teaching staff who participate in the competition for the first time and are recommended for employment based on the positive conclusion of the special commission will be concluded for a period of 1 (one) year .

Also, persons who previously worked at the university on the basis of an employment contract and whose employment contract was terminated for certain reasons may re-participate in the selection for the teaching staff of the university. In this case, if, according to the positive conclusion of the special commission, they are recommended to work in a vacant position, employment contracts are concluded with them for a period of 1 (one) year .

stipulate that the employer will hold a competition for the position held by the employee every 5 years , and the employee has the right to participate in the competition.

52. The employment contract of the head of the department is concluded by the rector of the university, based on the results of his work in the position he holds for 1 (one) year. Based on the joint conclusion of the dean of the faculty and vice-rectors for the directions, taking into account the results of (KPI), the status of fulfillment of the terms of the employment contract, the rating indicators of the department and other achievements, the term of 5 (five) years will be extended for a period of time.

53. Based on the joint conclusion of the head of the relevant department, dean of the faculty and vice-rectors for the directions, taking into account the effectiveness of the educational, educational-methodological, and scientific work carried out by other members of the departments during the first 1 (one) year of their position, the fulfillment of the terms of the employment contract, as well as personal rating indicators and other achievements, the rector of the university signs employment contracts with them for the following periods:

with teaching staff working in the positions of professor, acting professor and associate professor – 5 (five) years for a period of time;

with teaching staff working in the positions of associate professor, senior lecturer and lecturer (assistant) – 3 (three) years will be extended for a period of time.

The provisions of the first part of this paragraph also apply to a teacher-trainee, who is transferred to the position of teacher (assistant) upon a joint written (positive) conclusion of the dean of the faculty, head of the department and vice-rectors for directions, and the employment contract concluded with him is signed by the rector of the university. 3 (three) years will be extended for a period of time.

54. The conclusion shall be submitted in written (electronic) form to the rector of the university.

55. The term of office for the positions of acting professor and acting associate professor is 1 (one) year . In this case, professor during this period If the relevant documents are not submitted to the University Council or if the relevant academic title is not recommended in accordance with the procedure established by the legislation, his/her position will be transferred to a position one level lower.

56. The conclusion is submitted in written (electronic) form to the rector of the university.

57. The effectiveness of educational, educational-methodological, scientific work carried out during the term of employment of teaching staff, the status of fulfillment of the terms of the employment contract, as well as personal rating indicators are reported at the end of each academic year, as a rule, in August, in accordance with Appendix 4 to these Regulations. It is comprehensively studied in accordance with the appropriate criteria, under the chairmanship of the Vice-Rector for Academic Affairs, with the participation of the Education Quality Control Department, the dean of the faculty, and the head of the department. The results of staff performance are regularly updated on the university’s KPI website.

58. The period during which an employee must start work after concluding an employment contract is determined by agreement of the parties, but this period cannot exceed one month. The summer vacation (vacation) period of teaching staff is not included in this period.

59. The following shall be included in the employment contracts of persons working at this higher education institution and selected through a competition:

a) for the position they previously held - information on the extension of the employment relationship for a new period will be recorded and an appropriate order will be issued;

b) for other positions - the relevant amendments are made to the minutes of the academic council on passing the competition, and an order is issued on transfer to another position.

In the event that teaching staff undergo certification by decision of a state administrative body, based on the results of the certification, issues of labor relations between the employer and employees are resolved in accordance with the procedure established by law, regardless of the period of stay of the person in the position held by the competition.

60. The employment contract of persons who did not pass the competition for the position they previously held, as well as those who did not apply to participate in the competition, shall be terminated for a new term by the rector of the higher educational institution within the period established by the law (as a rule, after the end of the academic semester or year) due to their failure to pass the competition or refusal to participate in the competition.

61. When departments are merged or a department is divided, it is not allowed to hold premature competitions for teaching staff.

In the event of a merger of departments, the issue of filling the position of head of the newly established department is resolved by the academic council of the higher education institution by secret ballot, without prior announcement of a competition.

In the event of a department being divided, its head shall be appointed to the position of head of one of the newly established departments by order of the rector until the expiration of the term for which he was elected. A head shall be appointed to the position of head of the other department by competition.

62. The rector of a higher education institution is allowed to assign the duties of the vacant head of the department to one of the leading teachers of the department or the dean until the competition is held.

A teacher whose employment contract is terminated as a result of his/her election to an elected position in representative bodies shall, after the expiration of his/her electoral powers, be appointed to the previously held or equivalent teaching staff position of this higher educational institution until the end of the term for which he/she was elected based on the results of the competition.

63. The rector of a higher educational institution is granted the right to submit for consideration by the academic council of the higher educational institution (faculty) the issue of the suitability of teaching staff for the positions they hold.

Before considering the issue of the suitability of a teaching staff member for the position held by the academic council of a higher educational institution (faculty), his activities must be examined by a commission approved by the order of the rector. Based on the decision of the academic council, the dismissal of a teaching staff member from his duties due to incompatibility with the position held is allowed in the case of a low level of scientific, methodological and educational work, as well as lectures and seminars due to insufficient qualifications.

If, by decision of the academic council, the head of the department, professor, associate professor, senior lecturer, or intern is recognized as unsuitable for the position he holds, then the employment contract concluded with him will be terminated in accordance with the established procedure.

The employment contract with the head of the department may also be terminated by decision of the academic council due to failure to fulfill or insufficiently fulfill his functional duties in managing the department.

64. Labor disputes regarding the termination of employment contracts concluded with teaching staff of higher educational institutions shall be resolved in accordance with the procedure established by law.

Chapter 8. Recruitment of foreign specialists

65. The recruitment of foreign specialists to the university (to conduct online or traditional training) is carried out on the basis of a civil law contract or employment contract.

66. Recruitment of foreign specialists to the university is carried out by placing an announcement on the university website, foreign employment platforms ("Human Resources Director", "Jobcentre Plus", "Viadeo", etc.) by the Human Resources Management Department and the International Cooperation Department. This announcement clearly specifies the application form and list of documents to be submitted by foreign specialists.

67. The involvement of foreign specialists can be carried out through negotiations during business trips abroad of the university management and professors or during visits to the university of delegations from foreign universities and international organizations.

When recruiting on the recommendation of university professors and teachers, a list of foreign specialists and all documents related to them are submitted to the International Cooperation Department by the relevant faculty.

In some cases, foreign specialists may be involved at the suggestion of the university rector.

The involvement of foreign specialists within the framework of the Fulbright Specialist Program and other similar international programs is carried out on the basis of an order of the university rector in accordance with the terms of the program, without the decision of a special commission.

68. Recruitment of foreign specialists to the university is carried out without selection, based on an interview and based on a positive conclusion of a special commission.

In this case, the selection may be based on criteria such as academic degree, pedagogical and practical experience, publication of scientific results in prestigious international publications, work in leading foreign organizations, the ability to prepare employees and students for international competitions and competitions, as well as the contribution (suggestions) that the university can make to the development of its academic activities.

by a civil law contract or employment contract .

70. The term and extension of the employment of foreign specialists at the university shall be determined by agreement of the parties.

Chapter 9. Organization of the work of foreign specialists

71. Recruited foreign specialists are allocated a place outside the department's staff unit or staff unit.

72. Foreign specialists must complete at least one module or part of a module in accordance with the contract (at least 12 hours).

73. Foreign specialists can also engage in scientific activities together with the professors and teachers of the department and students. Separate hours are allocated for scientific activities carried out jointly with foreign specialists in agreement with the Scientific Department. The Scientific Department is responsible for the effectiveness of scientific activities carried out jointly with foreign specialists, scientific publications and results of scientific activities.

74. When a foreign specialist is hired, he/she is assigned a PINFL number in Uzbekistan. When a foreign specialist works in a traditional educational setting, his/her entry into the Republic of Uzbekistan, visa and registration in the country, as well as residence and other organizational issues are carried out by the Department of International Cooperation together with the relevant structural divisions.

75. Foreign specialists will have a separate profile opened on the distant.buxdu.uz educational platform by the Educational and Methodological Department in cooperation with the relevant department , provided with the necessary work and educational equipment.

76. The Department of International Cooperation will create an electronic database for each foreign specialist involved, which will contain the foreign specialist's CV, a copy of the concluded contract, all acts drawn up for making payments, videos of online training sessions, and other documents.

77. A responsible employee from each department where the foreign specialist is working will be assigned to the hired foreign specialist. In this case, the assigned responsible employee will assist the foreign specialist in carrying out work related to the organization of the educational process and will take measures to increase the efficiency of conducting classes.

78. In the event that classes (lectures or seminars) are held online by foreign experts, a video of each class will be recorded by the assigned responsible employee.

79. The creation of an electronic database for a foreign specialist and its placement on the university server, as well as its storage on external storage devices as necessary, is provided by the “Electronic University” center. In this case, the electronic database is fully stored for one year.

Chapter 11.
Procedure for transferring employees to another job and implementing internal rotation

80. Recommendations for vacant positions in university departments and other structural divisions are made by the relevant vice-rector or head of the structural division through proposals submitted to the Human Resources Management Department. In this case, candidates who have been working in lower positions and who have a positive professional and moral profile are recommended first.

81. For the transfer of teaching staff to other positions in this category, the following pedagogical work experience is taken into account:

2nd year master's degree students for the position of teacher-trainee ;

for the position of teacher (assistant) with one year of effective pedagogical work experience in educational organizations;

a teacher (assistant) with three years of effective pedagogical work experience - for the position of senior teacher;

- acting associate professor with at least four years of effective pedagogical work experience;

associate professor with at least five years of effective pedagogical experience is recommended for the position of acting professor.

In exceptional cases, a teacher (assistant) who does not have the pedagogical work experience specified in the first part of this paragraph, but who has two years of effective pedagogical work experience and an academic degree (including a candidate of science, a doctor of philosophy (PhD) degree from a foreign country in a relevant specialty or other equivalent academic degrees) may be recommended for the position of senior teacher.

It is not allowed to recommend someone for another position without following the rules set forth in the first and second parts of this paragraph.

82. The transfer of an employee to another job is carried out by the relevant vice-rector or head of the structural unit in accordance with the notification submitted to the rector of the university, based on the employee's consent.

The notice provides brief information about the employee and his/her work activities, his/her performance in his/her previous position (duty), achievements, moral qualities, and practical work experience.

83. The recommendation of teaching staff to other positions in this category is carried out based on the employee's consent application, in accordance with the statement of the dean of the faculty, head of the department, and vice-rector for academic affairs , addressed to the joint rector of the university.

provides brief information about the teaching staff and their work activities, the effectiveness of their educational, teaching-methodological, and scientific work during their previous position , the status of fulfillment of the terms of the employment contract, as well as personal rating indicators and other achievements .

Transfer and rotation of teaching staff from their field of specialization to another department is allowed upon the recommendation of the Vice-Rector for Academic Affairs.

84. When an employee is recommended for a lower position than the position he currently holds, the reasons for this must be fully stated.

Chapter 12. Consideration of Appeal Complaints of Candidates

[ OBSERVATION:

1. 01.00.00.00 Constitutional system / 01.06.00.00 Rights, freedoms and duties of man and citizen / 01.06.03.00 Fundamental (Constitutional) political rights and freedoms / 01.06.03.04 The right to submit applications, proposals and complaints]

858585888 85. To review the appeals of candidates, an Appeals Commission consisting of at least five specialists of the organization is established by order of the rector .

In this case, experts from other state bodies and organizations may be involved in the Appeals Commission by agreement.

It is not allowed to include persons responsible for conducting competitive events in the Appeals Commission.

[ OBSERVATION:

1. 01.00.00.00 Constitutional system / 01.06.00.00 Rights, freedoms and duties of man and citizen / 01.06.03.00 Fundamental (Constitutional) political rights and freedoms / 01.06.03.04 The right to submit applications, proposals and complaints]

86 86. Candidates who are dissatisfied with the decision of the Selection Committee may file an Appeal in writing or electronically with the Appeal Committee within one month from the date of announcement of the selection results.

In this case, the Appeals Commission will notify the candidate who filed the Appeals Complaint of the time and place of its consideration two days before the appeal is considered.

[ OBSERVATION:

1. 01.00.00.00 Constitutional system / 01.06.00.00 Rights, freedoms and duties of man and citizen / 01.06.03.00 Fundamental (Constitutional) political rights and freedoms / 01.06.03.04 The right to submit applications, proposals and complaints]

87 The Appeals Commission shall consider the Appeal within five days from the date of its receipt. In this case, the candidate who filed the Appeal has the right to participate in the consideration of this appeal.

88. The Appeals Commission shall be considered competent when at least two-thirds of its members are present. The decision of the Appeals Commission shall be adopted by a simple majority vote and shall be formalized in minutes approved by all members present at the meeting.

In the event of a tie, the vote of the Chairman of the Appeals Commission shall be decisive.

[ OBSERVATION:

1. 01.00.00.00 Constitutional system / 01.06.00.00 Rights, freedoms and duties of man and citizen / 01.06.03.00 Fundamental (Constitutional) political rights and freedoms / 01.06.03.04 The right to submit applications, proposals and complaints;

2. 13.00.00.00 Education. Science. Culture / 13.03.00.00 Culture / 13.03.20.00 Audio and video recordings]

89. The Appeals Commission shall review the candidate's answers and practical exercises during the selection process by viewing the video footage of them. During the consideration of the Appeals Commission's appeal, the candidate shall not be asked questions aimed at re-evaluating the candidate.

[ OBSERVATION:

1. 03.00.00.00 Civil law / 03.11.00.00 Certain types of obligations / 03.11.26.00 Public tender;

2. 05.00.00.00 Legislation on labor and employment of the population / 05.02.00.00 Labor / 05.02.06.00 Guarantees when hiring]

90. Based on the results of considering the complaint, the Appeals Commission shall adopt one of the following decisions:

leave the election results unchanged;

to amend the competition results and declare the candidate to have successfully passed the competition.

When considering an appeal, it is not allowed to reduce the candidate's result in the competition.

[ OBSERVATION:

1. 01.00.00.00 Constitutional system / 01.06.00.00 Rights, freedoms and duties of man and citizen / 01.06.03.00 Fundamental (Constitutional) political rights and freedoms / 01.06.03.04 The right to submit applications, proposals and complaints;

2. 12.00.00.00 Information and informatization / 12.03.00.00 Information resources. Use of information resources / 12.03.08.00 Provision of information. Information services]

91. The Appeals Commission must inform the candidate who filed the Appeal of its decision on the same day it is received.

[ OBSERVATION:

1. 05.00.00.00 Legislation on labor and employment of the population / 05.02.00.00 Labor / 05.02.11.00 Refusal to accept employment. Inadmissibility of refusal]

92 92. Based on the decision of the Appeals Commission to amend the results of the competition and to recognize the candidate as having successfully passed the competition, he or she shall be considered recommended for employment for a vacant position.

[ OBSERVATION:

1. 01.00.00.00 Constitutional system / 01.06.00.00 Rights, freedoms and duties of man and citizen / 01.06.03.00 Fundamental (Constitutional) political rights and freedoms / 01.06.03.04 The right to submit applications, proposals and complaints]

93. The candidate may appeal the decision of the Appeals Commission to a higher authority or court.

Chapter 13. Final Rule

94. Persons guilty of violating the requirements of these Model Regulations shall be held liable in accordance with the procedure established by legislative acts.

Evidences

The outcome of the policy aimed at enhancing the scientific capacity of teaching staff in departments involved in international accreditation.