HITEC University maintains a comprehensive framework for recruitment, selection, and employment management. Our processes ensure transparency, fairness, and merit-based decisions while adhering to the highest standards of professional excellence and regulatory compliance.
All appointments at HITEC University must meet specific eligibility criteria to ensure quality and compliance
No person shall be eligible for appointment unless he/she is a Pakistani National. When a suitable Pakistani national is not available, a non-Pakistani national may be appointed on terms decided by the Competent Authority. Foreign nationals may join Academic Staff through Talent Exchange Programs per Government of Pakistan rules.
No person shall be appointed to any post for which technical and/or professional qualifications are prerequisites unless they possess the minimum qualifications as approved by the University and relevant accreditation bodies.
Appointment is conditional until verification of personal data, certificates, service records, qualifications, references, and other required information. If information is found incorrect at any stage, services are liable to be terminated.
No person shall be eligible for appointment unless declared medically fit by the Medical Officer. This ensures all employees can perform their duties effectively and maintain good health standards.
If Secondary School Certificate is not available as proof of age, the age assessed through CNIC shall be placed on record and shall be final for all purposes related to employment.
No person dismissed from HITEC University, government departments, semi-government bodies, autonomous organizations, or previous employment for misconduct or criminal offenses involving moral turpitude shall be appointed. Concealment of such information results in unconditional termination.
All appointments shall be made from time to time as necessary to implement university aims and promote efficiency. Appointments are made on contractual basis with terms approved by the Competent Authority in line with HEC/PEC/accreditation council criteria. Appointments normally begin at initial pay scale level, but the Competent Authority may approve higher entry levels based on qualifications and experience. All appointments are made through properly constituted Selection Boards/Committees.
The Board may, at any time, in the best interest of the University create or abolish any post or posts in any class or classes, whether permanent or temporary. The Board may delegate to any person(s) or a committee to perform this duty/function.
As per The HITEC University Taxila Act XII of 2009, the Selection Board composition and functions are as follows:
The Vice Chancellor (Chairman)
The Dean of the faculty concerned
The Chairperson concerned
One member of the Board (nominated by the Board)
One eminent scholar (nominated by the Society)
One expert in the subject (nominated by Secretary, Education Dept.)
Secretary: The Registrar shall serve as the Secretary of the Selection Board.
Members other than ex-officio members shall hold office for a period of three years.
Four members of the Selection Board shall constitute the quorum for a meeting.
No member who is a candidate or whose family member is a candidate shall take part in proceedings for that selection.
For Professor/Associate Professor: 3 experts; for other teaching posts: 2 experts from approved standing list.
For administrative, secretarial, and other posts below officer cadre:
Dean of faculty or Principal Staff Officer (as decided by Competent Authority)
Chairperson of Department / Director / Manager concerned
Registrar
Treasurer (in attendance)
Chairpersons of Departments / Directors send the requirement of the slot to the Registrar Office for processing and approval.
Upon receipt of requirement, Registrar Office raises a minute sheet for the approval of the Vice Chancellor.
After approval, Assistant Registrar (HR) arranges resumes of suitable/shortlisted candidates from advertisements, online applications, and networking sources based on HEC/PEC guidelines.
Registrar arranges Selection Board/Committee meeting considering members' availability and communicates the date to candidates.
After selecting suitable candidate(s), proceedings are signed by respective members. Board/Committee recommends salary for selected candidates.
All appointments of officers' cadre/faculty are on contract subject to the approval of the Board.
The starting salary of the employee will be as recommended in the Selection Board/Selection Committee based on qualifications, experience, and market standards.
Pay and allowances accrue from the date an employee reports for duty in writing at the designated place and time, provided reporting occurs within the first half of official working hours; otherwise salary accrues from the next following day.
Newly appointed employees will be issued an Employee Card bearing their name and designation, which should be displayed visibly during their presence in the University.
New employees receive a handbook or CD containing: appointment letter copy, University Rules and Regulations, job description, and other essential materials required to perform their job.
Visiting Faculty are treated as temporary contractual employees, appointed on recommendations of the Chairperson and Dean concerned for a specific duration.
All initial appointments are placed on probation for a minimum period of six months to assess performance and suitability.
After probation, Dean/PSO/Chairperson initiates a written performance report recommending confirmation or termination/extension.
If performance is unsatisfactory, probation may be extended for another six months through a written order to the employee.
After second probation, services are either confirmed for satisfactory performance or terminated based on reporting officer's recommendation.
Upon confirmation, employees enter contractual service and are entitled to all privileges and rights from their joining date.
Employees can be transferred from one department to another generally in their normal line of duty. Transfers shall, to the extent possible, be in consultation with Chairpersons/Directors concerned and Competent Authority depending upon vacancy availability in the department/section.
Transfers based on organizational requirements and operational efficiency.
Transfers only processed when suitable vacancies exist in target departments.
Employee development and career advancement opportunities considered.
Optimal use of employee skills and knowledge across departments.
Providing diverse experience for professional development.
Strategic organizational and administrative considerations.
Employee submits resignation to respective Dean/PSO/Chairperson/Manager in writing.
Dean/PSO/Chairperson/Manager forwards resignation to Vice Chancellor through reporting channel with recommendations.
After Vice Chancellor's formal approval, Registrar office issues relinquishment of charge notification to all relevant offices including outgoing employee, Dean, PSO, Chairperson, Treasurer, with copy to VC.
Outgoing employee seeks clearance from all departments on clearance certificate and submits to Registrar Office.
Completion of handing/taking over formalities supervised by Chairpersons to ensure smooth transition.
Registrar Office conducts exit interview to gather feedback for continuous improvement. Interview notes filed with HR for further action if needed.
All employees will sign an agreement with the University pertaining to the terms and conditions of their service as per attached specimens. Contracts can be renewed further with mutual consent of the employee and the University. In case the contract is not renewed, the services of the employee will stand terminated automatically on the last day of the contract.
For more detailed information about eligibility criteria, recruitment procedures, selection processes, or any other employment-related inquiries, please contact the Human Resources Department: