Jalal-Abad International University (JAIU) held the final meeting of the Attestation Commission to review the results of the evaluation of academic staff and employees for the 2025–2026 academic year.
The attestation process was conducted in accordance with the legislation of the Kyrgyz Republic, the university’s internal regulations, and Rector’s Order No. 210 dated June 10, 2026. The main objective of the Commission was to ensure objectivity, transparency, and fairness in evaluating staff performance.
During the meeting, the overall staff ranking was approved based on verified data from the eBilim information system. A final rating register based on a 500-point evaluation system was adopted as part of the official attestation report.
The Commission also reviewed departmental proposals regarding additional points. Each employee’s final rating was determined through a comprehensive assessment, including teaching workload, academic and methodological work, research and clinical activities, contributions to international cooperation, and participation in the development of the Quality Management System and accreditation processes.
Based on the results, the Commission recommended that the Rector award incentives to employees according to their performance levels and accumulated scores.
The Commission members noted the high level of engagement of academic staff and employees in the educational, scientific, and public activities of the university.
The attestation process was conducted in accordance with the legislation of the Kyrgyz Republic, the university’s internal regulations, and Rector’s Order No. 210 dated June 10, 2026. The main objective of the Commission was to ensure objectivity, transparency, and fairness in evaluating staff performance.
During the meeting, the overall staff ranking was approved based on verified data from the eBilim information system. A final rating register based on a 500-point evaluation system was adopted as part of the official attestation report.
The Commission also reviewed departmental proposals regarding additional points. Each employee’s final rating was determined through a comprehensive assessment, including teaching workload, academic and methodological work, research and clinical activities, contributions to international cooperation, and participation in the development of the Quality Management System and accreditation processes.
Based on the results, the Commission recommended that the Rector award incentives to employees according to their performance levels and accumulated scores.
The Commission members noted the high level of engagement of academic staff and employees in the educational, scientific, and public activities of the university.