Salary Policies and Structures
To adhere to the overall institutional development, invest continuously in specific fields of studies, and cultivate medical talent, the University consistently utilizes various channels, strengthens employee retention programs, and recruits international talents to serve as educators in Taiwan. In addition, the University has set forth clear guidelines concerning the employee’s salary, incentives, benefits, and career development. Furthermore, the standards on personnel employment, performance, work evaluation, personnel development, and salary of respective positions have also been established. The salary of the University’s faculty members and staff differs depending on the type and level of position they hold and is determined based on their professional talent, educational background, and experience. Gender is not a factor or consideration when the University conducts salary assessments.
In the 2024 academic year, teachers will receive an increase of 4% in monthly salary and a 15% increase in academic research expenses, while personnel will receive a 4% increase in their monthly salary and supplementary pay.
The starting salary and salary grade of full-time teachers, researchers, and staff at the University follow the Salary Standards for Private Junior Colleges and Institutions of Higher Education for Faculty Members and Staff set forth by the Ministry of Education, as well as the salary regulations of the University. The salaries of teachers and researchers are benchmarked against that of national universities in Taiwan, and the starting salary for staff with a bachelor’s degree hired as administrators is NT$ 40,145. Apart from the salary received for their full-time positions, which consists of monthly salary and academic research expenses/ supplementary pay, senior-level managers receive allowance for their managerial responsibilities according to the salary standard form for faculty members and staff. Additional pay such as merit pay, bonuses, and retirement benefits given to full-time employees adhere to the regulations governing salary, rewards, and retirement benefits stipulated by the University and the government. Furthermore, these practices align with SDG Goal 8 on Decent Work and Economic Growth.
Table 1 Faculty members and staff- Entry-level personnel/ managerial level personnel- The salary ratio of female to male personnel
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| Table 2 Faculty Members and Staff- Entry level personnel –
The ratio of personnel salary to statutory minimum wage |
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| Academic Year | 2020 | 2021 | 2022 | ||||
| Gender | Men | Women | Men | Women | Men | Women | |
| Faculty members | 3.69 | 3.76 | 3.68 | 3.77 | 3.65 | 3.76 | |
| Staff | 1.87 | 1.85 | 1.91 | 1.89 | 1.86 | 1.87 | |
| Other personnel | 1.13 | 1.06 | 1.23 | 1.10 | 1.25 | 1.10 | |
| Note: Other personnel include lifeguards, mechanics, janitors, animal keepers, and administrative assistants. | |||||||
The salary for research assistants and postdoctoral researchers on subsidized projects abides by the Salary Standards Governing Full-time Assistants for Research Projects. The starting salary to attract and recruit talented postdoctoral researchers with strong academic and professional backgrounds starts at NT$ 60,690. The Principal Investigator of the project may grant additional monthly subsidies ranging from NT$ 500 to NT$ 5,000 to the postdoctoral researcher or assistant researcher based on their work, skillsets, expected performance, educational background, and professional experience.
Table 3 Project Personnel- The salary ratio of female to male personnel
| Academic Year | 2020 | 2021 | 2022 |
| Postdoctoral researchers | 0.99 | 1.02 | 0.98 |
| Research assistants | 0.87 | 1.04 | 1.00 |
Table 4 Project Personnel- The ratio of personnel salary to statutory minimum wage
| Academic Year | 2020 | 2021 | 2022 | |||
| Gender | Men | Women | Men | Women | Men | Women |
| Postdoctoral researchers | 2.70 | 2.68 | 2.67 | 2.72 | 2.61 | 2.57 |
| Research assistants | 1.60 | 1.40 | 1.42 | 1.48 | 1.46 | 1.47 |
A variety of welfare programs
The University complies with government legislation by providing the faculty members and staff with all basic employment insurance and national health insurance. In addition, the University offers the faculty members and staff various benefits. These include group insurance coverage at the University’s expense, complimentary health check-ups, preferential treatment for employees and their dependents seeking medical care at the University-affiliated hospital, travel subsidies, and scholarships for employee offspring enrolled in the University. Also, the University issues commemorative coins to dedicated senior personnel as a token of appreciation and encouragement. To learn more about the welfare measures, please visit the welfare webpage.
Promotion of mental health awareness among faculty members and staff
| Welfare programs | Description and project progress |
| Employee assistance project | The University works hand in hand with professional centers outside of the University, offering free and confidential counseling sessions. In the 2022 academic year, there were 38 users, accounting for 96 hours of counseling services. |
| Employee annual health check-ups | Employees are granted annual official leave to conduct university-funded health check-ups.
High-risk employees who are over the age of 50 or hold managerial positions receive more thorough health check-ups. |
| Preferential treatment on medical care | Employees who seek medical care at the university-affiliated hospital enjoy free registration fees and a 70% discount for hospital wards. |
| Subsidized trips for employees | Subsidies of NT15,000 for employees traveling in groups of three people or more are available for application every three years. In the last subsidizing period, starting from the 2019 academic year and ending by the end of the 2021 academic year, there were 623 applicants, and NT$ 7,250,000 was issued. |
| Subsidies for hospitalization | Each employee has an NT$ 15,000 annual limits on subsidies for hospitalization. In the 2022 academic year, there were 20 applications, and NT$ 250,000 were issued. |
| Free fitness courses | Employees can enjoy free fitness courses and fitness tests. |
| Subsidies for marriage/ childbirth | A subsidy of one month’s salary is granted to employees who are getting married or giving birth. In the 2022 academic year, 18 applications for marriage and maternity subsidies were approved. |
| Subsidies for childcare | Employees who have preschoolers in their households can apply for this subsidy. In the 2022 academic year, 162 applications for childcare subsidies were approved. |
Comprehensive public group insurance offered to employees of the University
| Types of public group insurance | Sum insured/ Description | Types of public group insurance | Sum insured/ Description | |||
| Accident insurance | NT$ 1,000,000 | Medical insurance for accidental injuries | NT$ 30,000 | |||
| Critical illness insurance | NT$ 150,000 | Insurance for severe burns and scalds | NT$ 250,000 | |||
| Term life insurance | NT$ 1,000,000 | Accident disability | NT$ 30,000 | |||
| Occupational injury insurance | NT$ 300,000 (Persons with insurance for civil servants will be compensated for occupational accidents depending on the severity of disability) | |||||
| Occupational disaster insurance | The University compensates for the difference between the employee’s actual salary and the labor insurance salary (This applies to persons with employment insurance in events of occupational accidents) | |||||
| Cancer insurance | Surgery reimbursement for cancer treatment
Hospitalization reimbursement for cancer treatment |
NT$ 10,000/ time
NT$ 700/ Day |
Convalescence benefits after hospital discharge for cancer treatment
Cancer clinic visits |
NT$ 600/ Day
NT$ 600 |
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| Reimbursement for daily hospitalization expenses | Reimbursement for daily hospitalization expenses
Intensive care unit reimbursements Unit reimbursement for severe burns and scalds |
NT$ 500 -NT$ 1000/ Day
NT$ 500/ Day NT$ 500/ Day |
Subsidies for inpatient surgery
Subsidies for outpatient surgery |
NT$ 500/ Day
NT$ 500/ Day |
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Benefits for dependents of employees
Taipei Medical University values the health and well-being of its employees and their dependents and provides them with extensive medical care and support.
| Benefits for employee dependents | Description |
| Hospitalization subsidies for employee dependents | Parents, spouses, and offspring of employees have a hospitalization subsidy quota of NT$ 15,000 per year. In the 2022 academic year, 58 applications were approved, accounting for the issuance of NT$650,000. |
| Preferential medical treatment for employee dependents | Dependents can receive a 50% discount on registration fees and a 40% discount on ward fees. |
| Scholarships for employee offspring | Every semester, the University awards scholarships that cover 50% or the entirety of the tuition to the offspring of the employee enrolled as a student at the University. In the 2022 academic year, 53 applications were approved, accounting for NT$2,150,000. |
Parental leave without pay
The University offers the same number of maternity and paternity leaves, and parental leaves without pay to female and male employees. The faculty member and staff of the University can arrange these leaves according to their needs and preferences. In the 2022 academic year, 10 applicants applied for parental leave without pay. In the same academic year, the reinstatement rate reached 77.8%. The retention rate for employees who remained working at the University after reinstatement reached 100%.
| Parental leave without pay | The 2021 academic year | The 2022 academic year | ||
| Men | Women | Men | Women | |
| The number of faculty members and staff who can take parental leave that academic year | 22 | 49 | 20 | 40 |
| Actual number of employees who took parental leave without pay in that academic year | 0 | 6 | 0 | 10 |
| Presumed number of reinstatements after leave of absence that academic year | – | 9 | – | 9 |
| Actual number of reinstatements that academic year | – | 9 | – | 7 |
| The number of employees in employment with the University 12 months after reinstatement that academic year | – | 9 | – | 7 |
| The rate of reinstatement after taking parental leave that academic year | – | 100% | – | 77.8% |
| The rate of employee retention 12 months after reinstatement | – | 100% | – | 100% |
Friendly workplace and flexible attendance policies
- The University offers a flexible work schedule. Employees may start work between 8:00 and 9:00 and leave work between 17:00 and 18:00.
- During summer and winter breaks, working hours are reduced by half an hour.
- Every summer, the University offers eight days of full paid leave.
Improving the quality of life after retirement
- Full compensation of pension according to government legislation
When seeking retirement, personnel of the University shall follow the provisions of Article 8, Paragraph 4 of the Act Governing the Retirement, Bereavement Compensation, Discharge with Severance Pay Benefits for the Teaching and Other Staff of School Legal Persons and their Respective Private School(s) which states that the amount of money jointly contributed in accordance with the provisions of Article 4, Paragraph 1 shall be equivalent to 12 percent of double the staff member’s base salary (based on seniority), and the respective proportions to be paid into each individual’s Retirement and Compensation Fund account each month by each of the joint contributors are set out below: 1. The staff member shall contribute 35 percent. 2. The school fund reserve account shall contribute 26 percent. 3. The private school shall contribute 6.5 percent. 4. The competent authority for the school shall contribute 32.5 percent. Contracted personnel of the University shall follow the provisions of Article 14 of the Labor Pension Act which states that the amount of labor pension borne by the employer pursuant to Article 7, Paragraph 1 shall not be less than six percent of the worker’s monthly wage.
Faculty members and staff covered by the Labor Standards Act are required to appropriate 3% of their monthly salary to the labor pension reserve funds account every month. The Supervisory Committee of Workers’ Retirement Reserve Fund will then deposit the funds into the designated account of the employee at the Bank of Taiwan under the name of the Supervisory Committee. Faculty members and staff covered by the Labor Pension Act are required to contribute 6% of their monthly salary to the designated account at the Bureau of Labor Insurance.
- The joint deposit between the University and the employee to the Welfare Pension Fund reaches NT$ 7,500 every month.
In addition to private school civil servant insurance and private school pension schemes, the University has also launched the Welfare Pension Fund so that faculty members and staff of the University can make joint deposits. Faculty members and staff can participate in the Welfare Pension Fund at their discretion. Each month, the participants can decide to appropriate one to three units of funds into their designated account, with each unit equivalent to NT$ 1,250. The University will then contribute the same amount to the participant’s designated account. The highest possible contribution each month is NT$ 3,750. The amount contributed by the University is drawn from the allocated budget for that academic year. Those who agree to participate in this scheme can withdraw the amount in full when the individual retires. As of April 2023, there were 606 participants, resulting in a participation rate of 63.5%
- Retirement mutual welfare fund
Upon retirement, the employee is eligible to receive a subsidy equivalent to two to seven months’ base salary, depending on their years of service.
- Retaining eligibility to receive preferential medical and hospitalization treatment at the University’s affiliated hospital after retirement
Retired personnel of the University retain eligibility to receive preferential medical and hospitalization treatment at the University’s affiliated hospital. For more details, refer to the Regulations Governing the Provision of Preferential Medical Treatment for Employees and Other Related Personnel of Taipei Medical University and Taipei Medical University Hospital.
