Lovely Professional University believes in the philosophy that people are the biggest strength of any organization. Attracting, retaining and engaging optimum talent is a way of life here at Lovely Professional University. It has in place very employee friendly norms with an abundance of best practices in its quest for realizing the above. Not only this University has a very dynamic approach to add as per relevance and need, any idea or intent strengthening this approach or mandated by the requisite agencies and authorities are incorporated and made a part of the guidelines after due deliberations.

These guidelines lay focus on determining pay scale on the basis of the living wage for the staff working in Lovely Professional University (LPU). LPU is committed to the principles of equal pay for work of equal value and operates a single evaluation scheme to measure the relative value of all jobs in its pay and grading structures within an overall framework that is consistent, transparent and equitable. These guidelines reflect the University's commitment to reward all members of staff fairly and equitably in relation to the roles to which they are appointed or regraded / promoted.

The Pay Scale guidelines seek to ensure a just and equitable share of the fruits of progress to all. The objective for framing and implementing these guidelines is:
1. To enable the staff of LPU to receive compensation that provides for a measure of comfort for themselves and their family.
2. To reflect equality of opportunity with respect to pay, salary and career progression for all staff, ensuring that the level of reward is appropriate to the relative magnitude of work and responsibility of the job.
3. To accelerate incremental progression to recognise exceptional performance throughout the course of their employment.

1. Employee: means any person who is employed for hire or reward to do any work unskilled, skilled, administrative, teaching, supervisory or managerial.
2. Compensation: It is the total cash and non-cash payments that staff are entitled to in exchange for the work done by them.
3. Cost of Living Index: means the index number ascertained and declared by the competent authority by notification in Official Gazette to be the cost of living index number applicable to staff in such employment.
4. Living wage: The living wage is the amount of income that provides a decent standard of living. It should pay for the cost of living in any location and should also compensate for inflation.
5. Equal Pay Gap: This is calculated by comparing the average/median salary of females against males’ for jobs which can be rated as “equal”.
6. Gender Pay Gap: The gender wage gap is a measure of what women are paid relative to men. It is calculated by dividing women’s wages by men’s wages, and this ratio is often expressed as a percent, or in rupee terms. This tells us how much a woman is paid for each rupee paid to a man.

Covered employees must meet the following criteria:
1. Have cleared all the tiers of the recruitment process and have consented to take up employment with the University.
2. Have the requisite qualification, experience and expertise, match the role profile and fulfill the job criteria.
3. Be a full- or part-time, regular employee (temporary employees and interns are not covered under this provision).
4. Covered employees will receive the basic pay as mandated by the statutory body/s, namely the University Grants Commission of India or other appropriate bodies.

1. The University applies a single job evaluation system for all categories of job in order to: -
2. Establish the relative size of all jobs;
3. Enable all jobs to be allocated or matched to a level or grade within a common pay structure;
4. Ensure that pay and benefits are allocated on a fair and consistent basis and that the University fulfils legal obligation to provide equal pay for work of equal value;
5. Strike a balance of the requirement for thorough and effective analysis and evaluation with efficiency and flexibility.
6. A benchmark exercise established the relative grading of jobs within the pay and grading structure and new jobs are matched on to the pay and grading structure accordingly.

Lovely Professional University is proud to be a Living Wage employer. This means:
1. We are committed to paying all staff at least the Living Wage.
2. We ensure that all casual workers engaged directly by the University are paid at least the Living Wage
3. We have set up our procurement procedures to ensure that we engage with contractors and potential contractors to encourage them, as far as possible, to also pay the Living Wage to people regularly working on our premises.

Lovely Professional University is committed to the principles of equal pay for equal work i.e individuals performing jobs that require substantially equal skill, effort, responsibility, and under similar working conditions are compensated equally for their time without any discrimination on account of gender, caste, race, region etc. The University follows Performance Based Appraisal System (PBAS) for teaching staff.
No discrimination is made on the basis of gender, caste, religion, creed, or nationality, while determining pay scale at the time of recruitment, which is essentially based on merit, professional skills and experience. To ensure the same, pay scale gender equity is assessed annually. Likewise, the same multi-stage process of recruitment is applicable for all the new hires. While deciding on periodical pay raises, promotions or identifying people for higher/additional responsibility, no discrimination of any kind is made. Consequently, it is not uncommon in LPU to come across staff who are young or not very old in the institution, holding responsible positions and progressing at brisk pace based on their performance, relative to others. Detailed KRAs and KPIs are specified for all positions to enable the staff to do self-appraisal as well as people in supervisory roles to undertake performance appraisal. The KRAs and KPIs in turn have been worked out by a large group of representatives of staff through an elaborate exercise and have been periodically refined to remove any kind of distortions or anomalies. This exercise has ensured that the system is completely non- discriminatory without any bias relating to gender, caste, religion, creed, or nationality.
Apart from evaluating the achievement w.r.t. the KRAs and KPIs, Performance Management System is used to evaluate the qualitative dimensions of staff performance. Performance Management System is based on two essential components:
FACTOR 1- COMPETENCE FACTOR
Leadership Values
Profile Matching
Independence of Functioning
Initiatives at Work

FACTOR 2- PERFORMANCE FACTOR
Quantity of Work
Quality of Work
Compliance to Deadlines
Compliance to Policies
The Point based Performance Management System periodically measures and tracks the performance of teaching staff w.r.t. the following four dimensions of their work:
Dimension I: Teaching, Learning and Evaluation Related Activities
Dimension II: Co-curricular, extension and professional development related activities
Dimension III: Research and Academic Contributions
Dimension IV: Staff Training and Development Programs
The Term Grades of the staff are computed and shared with each employee on the University Management System (UMS) after every term and the faculty gets to know the grades thrice in a year. Each faculty member has the opportunity to discuss one’s appraisal with the supervisory staff to seek clarification as well as guidance for future. This process not only gives each staff member an opportunity to create a road map and chart out future growth path for oneself but also facilitates a comparative analysis, leaving no scope for discrepancy and ensuring complete transparency and equity. For details refer Performance Based Appraisal System.