In 2024, Rajamangala University of Technology Lanna continued to implement its policy on fair and equitable compensation, ensuring transparency, fairness, and equality for all employees. The university is committed to assessing, measuring, and closing any gender pay gaps while maintaining a performance evaluation system based on knowledge, ability, and assigned duties — without considering gender as a factor in the salary increment process.
There is a policy regarding fair salary increments, with a commitment to continuous assessment and improvement to ensure equal opportunities and fair treatment for all staff. The compensation for all types of personnel is conducted in accordance with the Announcement of Rajamangala University of Technology Lanna on the Guidelines for Salary Increments for Employees in Higher Education Institutions, B.E. 2562 (2019), following the key principles outlined in Section 6:
6.1 Quality Principle: To obtain high-quality employees, wages or other compensations must be sufficient to attract competent individuals to work at the university and be appropriate for the social and economic context.
6.2 Equity Principle: To ensure fairness both within the university and in comparison with external organizations.
6.3 Ability Principle: Compensation must correspond to the employee’s ability and responsibilities. Those with higher competencies should receive appropriate and fair remuneration aligned with their performance.
6.4 Suitability Principle: Consideration of budgetary constraints and the overall status of the university.
6.5 Motivation Principle: Encouraging staff motivation through performance- and behavior-based assessments.
Therefore, salary increments at the university are fair, transparent, and consistent, ensuring no gender-based pay disparities and supporting a positive and equitable working environment.