There is a policy regarding fair salary increments, with a commitment to assessing, measuring, and closing any gender pay gaps. The university has a performance evaluation system based on knowledge, ability, and assigned duties, without considering gender as a factor in the salary increment process. The compensation for all types of personnel is conducted in accordance with the announcement of Rajamangala University of Technology Lanna regarding the guidelines for salary increments for employees in higher education institutions, B.E. 2562 (2019), based on the principles outlined in Section 6 as follows:
6.1 Quality Principle: To obtain high-quality employees, wages or other compensations must be at a sufficient level to attract competent individuals to work at the university and be appropriate for the social and economic status.
6.2 Equity Principle: Considering both internal and external equity within the university.
6.3 Ability Principle: Wages or other compensations must correspond to the employee’s ability and responsibilities. Those with higher abilities should receive appropriate and fair compensation, aligned with reality.
6.4 Suitability Principle: Taking into account budgetary needs and the status of the university.
6.5 Motivation Principle: Enhancing employee motivation through performance and behavior-based assessments.
Therefore, salary increments at the university are fair and do not involve gender-based pay disparities.