Governance & Leadership

The Constitution of Universiti Sains Malaysia (P.U. (A) 220, gazetted on 1 July 2011 under the Universities and University Colleges Act 1971) sets out the Authorities of the University, their composition and the bodies through which students and employees take part in governance. Page numbers on this page refer to the English text of the Constitution in the PDF.

USM has elected representation on the university’s highest governing body from faculty, and representation from students (both undergraduate and graduate) and staff (non-faculty employees) in the Authorities of the University established by the Constitution. Under Section 21(1) (p. 112), the Board of Governors is the governing, policy making and monitoring body of the University. Section 18(1) (pp. 109–110) provides that the Board consists of a Chairman, the Vice-Chancellor, two officers of the public service, one person to represent the community at the place where the University is located, two professors of the University elected by the Senate from amongst the members mentioned in paragraph 24(1)(d), and four persons from the private sector or professional bodies, the Alumni and others appointed by the Minister.

Section 17(1) (p. 109) lists the Board, the Senate, the Employee Welfare Committee and the Student Welfare Committee among the Authorities of the University.

USM recognises a students’ union through the Constitution. Section 70(1) (p. 145) provides that the registered students of the University, other than external students, together constitute the Students’ Union of the University. Every registered student is eligible to contest a seat in the Students’ Representative Council (SRC), known as the Majlis Perwakilan Pelajar (MPP) (Section 70(2), p. 145), which is elected by the Union by secret ballot within forty five days of the start of the academic year for a term of one year (Sections 70(4) and 70(5), pp. 145–146).

Universiti Sains Malaysia pays all staff and faculty at least the local living wage. Malaysia defines the local wage standard in the Minimum Wages Order 2024 [P.U. (A) 376], made under the National Wages Consultative Council Act 2011 (Act 732). The Order sets the minimum wage payable to an employee at RM1,700 a month, or RM8.72 an hour, with effect from 1 February 2025 (paragraph 3(1), p. 7).

USM follows this rate. In 2025, all USM staff and faculty were paid at least RM1,700 a month, the rate in force under the Order from 1 February 2025, so no employee was paid below the local living wage. The salaries of USM employees are set within the Public Service Remuneration System (Sistem Saraan Perkhidmatan Awam, SSPA), implemented through Pekeliling Perkhidmatan Bilangan 1 Tahun 2024 – Pelaksanaan Sistem Saraan Perkhidmatan Awam bagi Pegawai Perkhidmatan Awam Persekutuan, issued by the Jabatan Perkhidmatan Awam (JPA).

The living wage commitment therefore applies to every category of USM employee, academic and non-academic, and is consistent with the national wage standard for 2025. Section 7.1 of the Sustainable Employment and Worker Wellbeing Policy also requires the basic pay of employees covered by minimum wage law to be no less than the minimum rate in force, and allows USM to assess the adequacy of remuneration and benefits in the light of the cost of living and the welfare of its workers.

Universiti Sains Malaysia recognises unions, including freedom of association and collective bargaining, for all employees, including women and international staff. Employment relations at USM are governed by the Industrial Relations Act 1967 (Act 177), and the University facilitates communication between employee representatives and management.

Section 7.4 of the Sustainable Employment and Worker Wellbeing Policy recognises staff associations, trade unions and the Departmental Joint Council (Majlis Bersama Jabatan, MBJ) as legitimate channels of dialogue and consultation, and provides that no employee may be treated adversely solely because of lawful membership of, or participation in, an association or union. Staff are represented in the MBJ by two bodies: the Persatuan Kakitangan Akademik dan Pentadbiran USM (PKAPUSM), for academic and administrative staff, and the Kesatuan Kakitangan Am Universiti Sains Malaysia (KKAUSM), for general staff.

The Kesatuan Kakitangan Am Universiti Sains Malaysia (KKAUSM, Registration No. 506) is the registered union for the general staff of USM and champions their rights through an elected committee. KKAUSM represents staff on matters of employment, welfare and professional development, and it has a written Standard Operating Procedure (2025) under which member complaints are taken up with the USM management (see Section 03).

As a statutory public university, Universiti Sains Malaysia provides a process for employees to appeal on employee rights and/or pay. The process is established under the Laws of Malaysia Act 605 – Statutory Bodies (Discipline and Surcharge) Act 2000 [amendment as at October 2021], which sets out a transparent procedure for disciplinary and employment-related appeals.

The Sustainable Employment and Worker Wellbeing Policy also provides complaint, appeal and remedy channels for employees. One of its objectives is to provide complaint, appeal and remedy channels that are fair, confidential, accessible and free from retaliation (Section 3, p. 2), and its scope covers employment matters including remuneration, performance management, promotion, complaints, appeals and discipline (Section 4, p. 2). Section 9 (p. 7) requires complaints to be received, recorded and assessed, investigated objectively, and followed by remedies that may include correcting decisions or records, and it prohibits retaliation against anyone who raises a concern in good faith.

Employees can also raise employee-rights and pay matters collectively. Proposals from KKAUSM and PKAPUSM members are submitted to the Departmental Joint Council (Majlis Bersama Jabatan, MBJ) through a standard proposal form, which states the problem, the department concerned, and the proposed solution with its justification and financial implications. KKAUSM minutes of the MBJ are circulated to its committee.

According to page 9 of the Act, any staff member found guilty of a disciplinary offence may submit an appeal to the Jawatankuasa Rayuan Tatatertib. The framework for this committee is set out in Bahagian II: Jawatankuasa Rayuan Tatatertib (pp. 62–65), which specifies its composition, powers, conflict-of-interest declarations, meeting procedures and the process for determining appeal outcomes.

Universiti Sains Malaysia pays salaries under the SSPA (Pekeliling Perkhidmatan Bilangan 1 Tahun 2024), which has a single salary scale for each grade and does not provide different salary schemes for male and female officers. Remuneration at USM therefore follows qualifications, service grade and tenure, and not gender.

USM measures pay scale gender equity in two ways. First, because every grade has one salary scale, pay is equal for male and female officers of the same grade by design. Second, USM benchmarks the national outcome using the Employee Wages Statistics (Formal Sector) Report, Fourth Quarter 2025, because USM salaries are set under the same national Public Service Remuneration System that applies across the formal public sector. The report is, published by the Department of Statistics Malaysia (DOSM) (p. 20). The report shows the median monthly wage of formal employees in Malaysia as follows.

The gap between the male and female median wage narrowed from 2.5% in November 2025 to 1.5% in December 2025.

USM also provides for tracking within its own workforce. The Gender Equality Policy (Dasar Kesaksamaan Gender, revised 2025; approval of the revised policy is pending) requires a transparent monitoring and reporting system to track progress in implementing gender equality at all levels (Section 3.3, p. 9), and Action 2.1.5 (Appendix A, PDF p. 15) provides for a database of staff data disaggregated by sex, collected consistently and updated every year by the Gender Equality Policy Committee, the Registrar’s Office and the Deputy Vice-Chancellors. Action 6.1 (PDF p. 22) commits USM to the same salary, benefits and allowances for all qualified staff regardless of gender.

Universiti Sains Malaysia recognises and protects labour rights, namely freedom of association and collective bargaining, for all employees, including women and international staff. These rights are exercised through KKAUSM, the officially registered union for the general staff of USM, which is affiliated to the Congress of Unions of Employees in the Public and Civil Services (CUEPACS) and takes part in national consultations on employee welfare, salary structures and working conditions in the public service.

At the university level, the Standard Operating Procedure of KKAUSM (2025, pp. 8–9) sets out the process for submitting complaints and feedback on workplace welfare and discipline. Each case is reviewed by the Jawatankuasa Tatatertib, Disiplin, Perundangan dan Aduan Ahli and then presented to the Mesyuarat Ahli Jawatankuasa Kerja, which decides whether to bring the matter to the USM management.

Universiti Sains Malaysia (USM) measures and tracks the participation of underrepresented and potentially underrepresented groups in its student body to assess equitable access to higher education. The groups monitored are women, students from low-income households, students with disabilities (PWDs) and students from regional and remote areas. By collecting and analysing this data year by year, USM can see the representation of each group, follow participation trends over successive years and use the evidence to strengthen inclusive admissions.

Participation of underrepresented groups, 2023 to 2025

Each chart is scaled to the highest value of that group, so the bars compare years within a group, not across groups.

Female students made up more than 60% of the monitored student population in each of the three years, rising from 62.4% in 2023 to 63.4% in 2025. The share of students with disabilities rose from 0.4% in 2023 to 0.6% in 2024 and remained at 0.6% in 2025. The share of students from low-income households rose from 24.3% in 2023 to 27.9% in 2024 and 28.2% in 2025. Students from regional and remote areas accounted for 7.2% in 2023 and 2024 and 7.0% in 2025; continued monitoring of this group lets USM assess geographical representation and identify barriers faced by students from less accessible areas.

Policy framework for monitoring

This monitoring is anchored in USM’s Inclusive Education Policy for Marginalized Students 2025. Section 6.5 (p. 3) requires the University to monitor implementation of the policy through regular assessments, feedback mechanisms and reporting by the responsible parties. Section 8.0 (p. 3) sets the indicators used for that monitoring, including the profiling of students with disabilities in each School by gender, type of disability and course of study. The policy applies alongside Section 8 of the Constitution of Universiti Sains Malaysia, which provides that membership of the University is open to all persons irrespective of gender, race, religion, nationality or class.

USM takes planned actions to recruit students, staff and faculty from underrepresented groups. The actions are practical measures linked to its policy commitments: targeted admission strategies and financial support for students, and a policy commitment to equal access to employment together with a staff record system for employees with disabilities.

Recruiting students

Section 6.1 of the Inclusive Education Policy for Marginalized Students 2025 (p. 2) commits USM to targeted admission strategies and inclusive institutional practices for marginalized, underrepresented and disadvantaged groups. The policy provides that students shall not be denied access to education on the basis of disability, socio-economic status, ethnicity, gender, displaced or refugee status, indigenous status or geographic location.

The Siswa SULUNG Malaysia Programme is a key measure for recruiting and supporting first-generation students. It supports students from B40 (low-income) households who are the first in their families to pursue a bachelor’s degree. For the 2025/2026 academic session USM allocated RM2.8 million in educational assistance to 280 Siswa SULUNG recipients. The assistance fully exempts tuition fees, registration fees, recurring fees and other academic fees for the whole four-year period of study, which removes the financial barrier to enrolling and to continuing the degree.

Recruiting staff and faculty

Section 3.15 of the Persons with Disabilities Policy (Dasar Orang Kurang Upaya) 2020, amended 2025 (PDF p. 12), provides that persons with disabilities have the right of access to employment on an equal basis with others. It commits USM to protect their right to fair and good working conditions, including equal opportunities and equal remuneration for work of equal value, a safe and healthy workplace and protection from harassment, and to promote stable employment for them by assessing their abilities appropriately, providing suitable places of employment and carrying out suitable employment management. Sections 3.5 and 3.6 (PDF p. 6) refer to Section 29 of the Persons with Disabilities Act 2008 on access to employment.

USM fulfils the function of a diversity and equality office through the Centre for Research on Women and Gender (KANITA), its designated focal point for diversity, equity, inclusion and human rights. KANITA began in 1978 as a UNICEF-funded research initiative on women, children and poverty and became an autonomous research centre of USM in 2001 after endorsement by the University Senate. It operates under the Office of the Deputy Vice-Chancellor (Research and Innovation), and the University has tasked it with advising on, developing and implementing policies, programmes and training on diversity, equity, inclusion and human rights.

Advising on and implementing policy

KANITA coordinates the development of the USM Gender Equality Policy (Dasar Kesaksamaan Gender), prepared by the Gender Equality Policy Committee (Jawatankuasa Dasar Kesaksamaan Gender, DKG), which works with KANITA to hold policy discussions, collect feedback from the university community and raise understanding of gender equality. KANITA’s Director is also the responsible officer for the University’s Sexual Harassment Policy (Dasar Gangguan Seksual).

Training and capacity building

KANITA runs training activities, seminars, workshops and conferences on gender studies, gender awareness and related social issues for students, academic staff, administrative personnel and other stakeholders, covering gender equality, discrimination, social inclusion and the rights of women and other marginalised groups. The Inclusive Education Policy for Marginalized Students 2025 adds a requirement in Section 6.4 (p. 2) that academics, diversity officers and support staff receive continuous professional development in inclusive education and diversity sensitivity, and lists the development of an equality, diversity and inclusion committee as an indicator in Section 8.0 (p. 3). The policy is overseen by its Policy Committee, chaired by the Responsible Policy Officer (p. 4).

Complementary committees and offices

• OKU Cluster. The Persons with Disabilities Policy (Section 3.4, PDF pp. 5–6) establishes the OKU Cluster, chaired by a person appointed by the Vice-Chancellor, to drive and monitor implementation of the policy. Its members include representatives of the Student Development and Alumni Division (BHEPA), the Human Resource Division, asset management, the Security Department, the Sejahtera Centre (health services), the university occupational safety and health unit, each campus, and staff and students with disabilities. It advises on disability rights, accessible facilities and the development of an OKU-friendly university.
• Sexual Harassment Core Committee (JTGS). Appointed by the Vice-Chancellor, JTGS receives complaints, manages cases and organises awareness programmes under the Sexual Harassment Policy.
• University Ombudsman. A further channel for issues involving discrimination, unfair treatment, workplace harassment and interpersonal conflict.

USM provides mentoring, counselling and peer support programmes for students, staff and faculty from underrepresented groups, including students from low-income households and first-generation students, persons with disabilities (OKU), international students, and individuals who face social, academic or emotional barriers. The Inclusive Education Policy for Marginalized Students 2025 frames this support: it recognises that students may be marginalised because of socio-economic status, disability, gender, displaced or refugee status or indigenous background, and calls for academic support, an inclusive campus life and practices that reduce barriers to participation.

Students

Staff and faculty

The Human Resources Division, Registrar’s Department, provides free and confidential consultation and counselling to staff at the Main Campus and the Health Campus. The service is delivered by registered counsellors certified by the Malaysian Counsellors Board and supports staff dealing with psychological and emotional difficulties, work-related stress, interpersonal relationships and work-life balance. Staff request appointments through the University’s myCounselling system.

USM also offers EMMA (Emotional Mental Health Assistant), an AI-based chatbot developed by the Human Resources Division as an early psychosocial support resource for staff. EMMA provides well-being information, a confidential space to express concerns, early-intervention suggestions and links to professional counselling services when needed, and complements rather than replaces support from registered counsellors. Read about myCounselling and EMMA.

Gender equality and inclusion

KANITA complements these services through its work on gender equality, gender awareness and social inclusion, including mentorship and awareness programmes that support women and other marginalised groups within the university community.

USM provides accessible facilities for people with disabilities (OKU) so that students, staff and visitors can move independently and take part in academic, residential and other university services. The provision includes barrier-free infrastructure, accessible toilets, wheelchair lanes and routes, lifts, designated parking, adapted student accommodation and dedicated disability support facilities. USM’s accessibility work is aligned with the Ministry of Higher Education’s Guidelines for the Implementation of the Inclusive Policy for Persons with Disabilities (OKU) in Higher Education Institutions, which the Persons with Disabilities Policy cites in Section 3.4 (PDF p. 6).

Accessible campus infrastructure

USM publishes an Interactive Accessibility Map that helps students, staff and visitors locate OKU-friendly facilities across its campuses: designated parking spaces, accessible toilets, disabled-friendly staircases, special lanes for wheelchair users and lifts. These facilities serve different needs. Designated parking improves access from vehicle drop-off points, wheelchair lanes and accessible routes support movement between buildings, lifts give access to different floors, and accessible toilets support daily independence. The Persons with Disabilities Policy requires the physical environment to follow universal design under MS 1184, covering ramps, toilets, parking, doors, tactile surfaces and counters, with emergency light signals for the hearing impaired and Braille and voice in lifts (Section 3.7, PDF p. 9).

Accessible teaching and learning venues

Wheelchair ramps, handrails along staircases and dedicated accessible toilets have been built at the library, Dewan Tuanku Syed Putra and lecture halls across the Main Campus. Lecture halls identified as equipped with accessibility facilities include SK1, DK A, DK B, DK C, SK102, SK103 and the lecture halls in Kompleks Sains (DK H to DK R). Read about disability facilities at USM (BHEPA).

Accessible student accommodation

Desasiswa Aman Damai (Aman Damai residential college) on the Main Campus has been upgraded as a dedicated residential facility for students with physical disabilities. It offers basic disability-friendly amenities and a barrier-free environment, and its central location makes movement around campus easier. Accessible accommodation sits alongside transportation assistance and mobility support as measures that improve the comfort, independence and participation of persons with disabilities in campus life.

Long-term commitment and coordination

USM began developing an OKU-friendly campus in 2001, when it set up an internal OKU Support Group to plan improvements and recommend ways to make the campus more accessible. Today the OKU Cluster, chaired by a person appointed by the Vice-Chancellor, and Pusat Transformasi OKU USM support accessibility planning, consultation on facilities and needs in line with government guidelines, and the implementation of inclusive facilities.

USM delivers disability support services through Pusat Transformasi Orang Kurang Upaya USM–Majlis Agama Islam dan Adat Istiadat Melayu Kelantan (PTOKU USM–MAIK, the USM Persons with Disabilities Transformation Centre run with the Kelantan Islamic Religious and Malay Customs Council), through the Welfare, Loan, Scholarship and OKU & First-Generation Student Unit of the Student Development and Alumni Division (BHEPA), and through the OKU Cluster. PTOKU USM–MAIK works as a one-stop centre at the Health Campus offering rehabilitation, early intervention, vocational training, mobility assistance and empowerment programmes that improve independence, participation and access to opportunities for persons with disabilities.

Standing services

Disability support services in 2025

During 2025 PTOKU USM–MAIK extended its services through the following activities, which together covered rehabilitation, early intervention, mobility, vocational development, entrepreneurship and inclusive education.

Through these activities PTOKU USM–MAIK acted as a coordinating platform linking professional expertise, government agencies, industry partners and community organisations to strengthen the participation and independence of persons with disabilities.

USM provides access schemes for students with disabilities that combine mentoring with other targeted support. Targeted support is coordinated by the Welfare, Loan, Scholarship and OKU & First-Generation Student Unit of the Student Development and Alumni Division (BHEPA), which gives students with disabilities access to welfare services and student support and a channel to tell university management directly what they need. Mentoring is delivered through peer programmes run by students.

Targeted support

Students can apply for welfare assistance through the BHEPA Student Welfare Assistance Application Form (updated 27 January 2025), and the University prioritises responsive welfare assistance, efficient and user-friendly counter services and accessible infrastructure so that students with disabilities have equal opportunities to access quality education. The Persons with Disabilities Policy also provides for a dedicated BHEPA unit for persons with disabilities, help with registration with the Department of Social Welfare (JKM) to obtain the OKU allowance, and the appointment of assistants (Sections 3.9, 3.12 and 3.13, PDF pp. 10–11).

Mentoring

Peer mentoring and advocacy for students with disabilities are run through Gerakan Mahasiswa Istimewa USM (Special Students Movement), the P@Ls peer support programme and Sekretariat Insan Istimewa USM (Special Persons Secretariat), which connect students with disabilities to peer mentors in order to build confidence, social inclusion and leadership. Student peers in the OKU Support Group act as “buddies” who help students with disabilities navigate campus life. Read about the PALs programme and the OKU student buddy programme.

The session gives students with disabilities a direct line to university leadership and gives the University first-hand feedback that informs improvements to physical facilities, support services and the wider campus experience.

Universiti Sains Malaysia is committed to publishing a comprehensive report on its activities and programmes related to SDG 1–17 every year. This commitment, and the initiatives it reports, show USM’s contribution to the overall SDG agenda. The reports are listed from the latest year.

USM publishes university financial data in its audited financial statements for the year ended 31 December 2025, issued with the Certificate of the Auditor General (Sijil Ketua Audit Negara), which gives the opinion that the statements give a true and fair view. The Statement of Financial Position is on pp. 5–6 and the Statement of Financial Performance on pp. 7–8 of the document.