Termez State University maintains a gender-neutral remuneration system that ensures employees are compensated according to their professional positions, qualifications, responsibilities, performance and contributions to institutional development, irrespective of gender. The university applies standardised salary scales across academic, administrative and support positions, ensuring that women and men performing work of equal value are subject to the same remuneration principles. Salary determination considers professional experience, academic qualifications, teaching responsibilities, research productivity, administrative duties and individual achievements rather than gender.
The university maintains an official pay-scale register and institutional procedures for monitoring gender equity in employee remuneration. Under its Policy on Fair Employment, Equality, and Labour Rights, comprehensive pay-equity audits are required at least once every two years, complemented by annual reviews conducted through the Human Resources Department. These assessments examine remuneration across comparable employment categories, considering salary grades, working hours, professional responsibilities and supplementary payments. The monitoring framework is designed to identify potential gender-related disparities and distinguish legitimate differences in compensation from unjustified inequalities.
Performance-based remuneration constitutes an important component of the university's employment practices. Employees receive quarterly performance bonuses (choraklik mukofotlar) and additional financial incentives (rag‘batlantirish to‘lovlari) during national holidays and designated institutional occasions. Individual bonuses recognise teaching quality, scientific publications, research achievements, successful projects, innovation, administrative effectiveness and contributions to university development. These incentives are awarded according to professional merit and institutional performance criteria, without gender-based distinctions.
The university's Human Resources Department and Internal Audit Subcommittee are responsible for implementing remuneration monitoring procedures, with findings subject to institutional review. Where unjustified differences are identified, the established framework provides for corrective measures to ensure equitable compensation. Employees may also raise remuneration-related concerns through institutional reporting mechanisms, including the University Trade Union Committee and relevant administrative offices.
These practices operate within Article 244 of Uzbekistan's Labour Code and Law No. O‘RQ-562 of 2 September 2019, On Guarantees of Equal Rights and Opportunities for Women and Men, which establish legal protections against wage discrimination and require equal remuneration for work of equal value.
By linking position-based salary determination with performance assessment and gender-disaggregated remuneration monitoring, Termez State University maintains an institutional framework for measuring pay equity and addressing potential inequalities across its workforce.