Recommendation of the Library Personnel Committee. III.9.8.1 The members of the Library Personnel Committee shall review the contents of the candidate’s reappointment file and shall meet to discuss the candidate’s reappointment application. III.9.8.2 Quorum for Library Personnel Committee meetings, at which a reappointment file is being discussed and/or voted on, shall be all members of the Library Personnel Committee, save any members who are in a conflict of interest. Members who are in a conflict of interest will recuse themselves from any Library Personnel Committee meetings at which the relevant reappointment file is being discussed and/or voted on. III.9.8.2.1 Committee decisions shall be made by formal vote. Votes shall be conducted by secret ballot. Committee members may not abstain from voting. A simple majority of votes carries. A record of the results of the vote as well as the minutes of all Library Personnel Committee meetings shall be forwarded to the Office of the University Librarian when the Chair of the Library Personnel Committee forwards the Library Personnel Committee’s recommendation to the University Librarian. Such records are confidential, and the Library Personnel Committee’s minutes will not form part of the reappointment file. They shall be kept for twelve (12) months after the reappointment decision has been issued or until the end of any related grievance or arbitration. III.9.8.2.2 Members of the Library Personnel Committee shall maintain confidentiality regarding the Library Personnel Committee’s deliberations and decisions, unless, as a result of a grievance process, legal or contractual proceedings require otherwise. Committee members who violate this requirement of confidentiality shall be removed from the Library Personnel Committee by the Chair of the Library Personnel Committee. III.9.8.2.3 Notwithstanding the confidential nature of the deliberations and decisions leading to recommendations of the Library Personnel committee, any allegations of procedural irregularities may be brought to the attention of the University Librarian or any TUFA officer. III.9.8.3 Prior to rendering its decision, the Library Personnel Committee may, giving reasons, request the candidate to provide further evidence and/or supporting documentation, provided such information is specified in this Agreement as belonging in a reappointment file and/or can be reasonably shown to be relevant to the evaluation of the candidate’s file. Such further evidence and/or supporting documentation shall be added to the candidate’s reappointment file. III.9.8.4 If the Library Personnel Committee has serious reservations about the qualification of the candidate for reappointment, the Chair of the Library Personnel Committee shall so inform the candidate, and set out in writing the reasons for its reservations. The candidate shall have the right to request reconsideration by the Library Personnel Committee before it makes its recommendation to the University Librarian. III.9.8.5 Should the candidate request reconsideration, the candidate shall submit a written response within two (2) weeks to the Chair of the Library Personnel Committee. The evidence to be considered by the Library Personnel Committee in its reconsideration is to be confined to the candidate’s reappointment file, the candidate’s written response, and whatever additional relevant information the candidate provides. In preparing a written response, the candidate shall have access to the full contents of his/her reappointment file, including any confidential letters from students, faculty, and external assessors, with identities masked. III.9.8.6 After considering all the submissions and discussing the case in the context of the criteria for the awarding of reappointment as set out in III.9.4, and, where applicable, having considered a candidate’s request for reconsideration as per III.
Appears in 7 contracts
Samples: Collective Agreement, Collective Agreement, Collective Agreement
Recommendation of the Library Personnel Committee. III.9.8.1 III.11.7.1 The members of the Library Personnel Committee shall review the contents of the candidate’s reappointment promotion file and shall meet to discuss the candidate’s reappointment promotion application.
III.9.8.2 III.11.7.2 Quorum for Library Personnel Committee meetings, at which a reappointment promotion file is being discussed and/or voted on, shall be all members of the Library Personnel Committee, save any members who are in a conflict of interest. Members who are in a conflict of interest will recuse themselves from any Library Personnel Committee meetings at which the relevant reappointment promotion file is being discussed and/or voted on.
III.9.8.2.1 III.11.7.2.1 Committee decisions shall be made by formal vote. Votes shall be conducted by secret ballot. Committee members may not abstain from voting. A simple majority of votes carries. A record of the results of the vote as well as the minutes of all Library Personnel Committee meetings shall be forwarded to the Office of the University Librarian when the Chair of the Library Personnel Committee forwards the Library Personnel Committee’s recommendation to the University Librarian. Such records are confidential, and the Library Personnel Committee’s minutes will not form part of the reappointment promotion file. They shall be kept for twelve (12) months after the reappointment promotion decision has been issued or until the end of any related grievance or arbitration.
III.9.8.2.2 III.11.7.2.2 Members of the Library Personnel Committee shall maintain confidentiality regarding the Library Personnel Committee’s deliberations and decisions, unless, as a result of a grievance process, legal or contractual proceedings require otherwise. Committee members who violate this requirement of confidentiality shall be removed from the Library Personnel Committee by the Chair of the Library Personnel Committee.
III.9.8.2.3 III.11.7.2.3 Notwithstanding the confidential nature of the deliberations and decisions leading to recommendations of the Library Personnel committee, any allegations of procedural irregularities may be brought to the attention of the University Librarian or any TUFA officer.
III.9.8.3 III.11.7.3 Prior to rendering its decision, the Library Personnel Committee may, giving reasons, request the candidate to provide further evidence and/or supporting documentation, provided such information is specified in this Agreement as belonging in a reappointment promotion file and/or can be reasonably shown to be relevant to the evaluation of the candidate’s file. Such further evidence and/or supporting documentation shall be added to the candidate’s reappointment promotion file.
III.9.8.4 III.11.7.4 If the Library Personnel Committee has serious reservations about the qualification of the candidate for reappointmentpromotion, the Chair of the Library Personnel Committee shall so inform the candidate, and set out in writing the reasons for its reservations. The candidate shall have the right to request reconsideration by the Library Personnel Committee before it makes its recommendation to the University Librarian.
III.9.8.5 III.11.7.5 Should the candidate request reconsideration, the candidate shall submit a written response within two (2) weeks to the Chair of the Library Personnel Committee. The evidence to be considered by the Library Personnel Committee in its reconsideration is to be confined to the candidate’s reappointment promotion file, the candidate’s written response, and whatever additional relevant information the candidate provides. In preparing a written response, the candidate shall have access to the full contents of his/her reappointment promotion file, including any the confidential letters from studentslibrarians, faculty, and external assessors, as appropriate, with identities masked.
III.9.8.6 III.11.7.6 After considering all the submissions and discussing the case in the context of the criteria for the awarding of reappointment promotion as set out in III.9.4III.11.3 and the relevant Librarians’ Committee approved written standards for the application of the criteria, and, where applicable, having considered a candidate’s request for reconsideration as per III.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Recommendation of the Library Personnel Committee. III.9.8.1 The members of the Library Personnel Committee shall review the contents of the candidate’s reappointment file and shall meet to discuss the candidate’s reappointment application.
III.9.8.2 Quorum for Library Personnel Committee meetings, at which a reappointment file is being discussed and/or voted on, shall be all members of the Library Personnel Committee, save any members who are in a conflict of interest. Members who are in a conflict of interest will recuse themselves from any Library Personnel Committee meetings at which the relevant reappointment file is being discussed and/or voted on.
III.9.8.2.1 Committee decisions shall be made by formal vote. Votes shall be conducted by secret ballot. Committee members may not abstain from voting. A simple majority of votes carries. A record of the results of the vote as well as the minutes of all Library Personnel Committee meetings shall be forwarded to the Office of the University Librarian when the Chair of the Library Personnel Committee forwards the Library Personnel Committee’s recommendation to the University Librarian. Such records are confidential, and the Library Personnel Committee’s minutes will not form part of the reappointment file. They shall be kept for twelve (12) months after the reappointment decision has been issued or until the end of any related grievance or arbitration.
III.9.8.2.2 Members of the Library Personnel Committee shall maintain confidentiality regarding the Library Personnel Committee’s deliberations and decisions, unless, as a result of a grievance process, legal or contractual proceedings require otherwise. Committee members who violate this requirement of confidentiality shall be removed from the Library Personnel Committee by the Chair of the Library Personnel Committee.
III.9.8.2.3 Notwithstanding the confidential nature of the deliberations and decisions leading to recommendations of the Library Personnel committee, any allegations of procedural irregularities may be brought to the attention of the University Librarian or any TUFA officer.
III.9.8.3 Prior to rendering its decision, the Library Personnel Committee may, giving reasons, request the candidate to provide further evidence and/or supporting documentation, provided such information is specified in this Agreement as belonging in a reappointment file and/or can be reasonably shown to be relevant to the evaluation of the candidate’s file. Such further evidence and/or supporting documentation shall be added to the candidate’s reappointment file.
III.9.8.4 If the Library Personnel Committee has serious reservations about the qualification of the candidate for reappointment, the Chair of the Library Personnel Committee shall so inform the candidate, and set out in writing the reasons for its reservations. The candidate shall have the right to request reconsideration by the Library Personnel Committee before it makes its recommendation to the University Librarian.
III.9.8.5 Should the candidate request reconsideration, the candidate shall submit a written response within two (2) weeks to the Chair of the Library Personnel Committee. The evidence to be considered by the Library Personnel Committee in its reconsideration is to be confined to the candidate’s reappointment file, the candidate’s written response, and whatever additional relevant information the candidate provides. In preparing a written response, the candidate shall have access to the full contents of his/her reappointment file, including any confidential letters from students, faculty, and external assessors, with identities masked.
III.9.8.6 After considering all the submissions and discussing the case in the context of the criteria for the awarding of reappointment as set out in III.9.4, and, where applicable, having considered a candidate’s request for reconsideration as per IIIIII.9.8.5, the Library Personnel Committee shall, by formal vote, make one of the following recommendations to the University Librarian:
(i) a two (2) year probationary reappointment, with consideration for permanency occurring in the fourth (4) year of probationary service; or
(ii) non-renewal at the end of the two (2) year probationary appointment.
III.9.8.7 The letter transmitting the Library Personnel Committee’s recommendation will be reviewed and approved by the members of the Library Personnel Committee prior to the Chair of the Library Personnel forwarding the letter to the University Librarian.
III.9.8.7.1 If the Library Personnel Committee has reservations about a candidate recommended for a probationary reappointment, these reservations shall be communicated in writing to the candidate and the University Librarian at the time of reappointment and shall be addressed by the Library Permanency Committee in any subsequent permanency hearing.
III.9.8.8 The Chair of the Library Personnel Committee shall provide a copy to the candidate of the Library Personnel Committee’s recommendation which the Chair of the Library Personnel Committee intends to forward to the University Librarian. The Committee’s recommendation shall include reasons for the recommendation and a numerical record of the vote.
III.9.8.8.1 The candidate may provide a written response within two (2) weeks to the Library Personnel Committee’s letter, to be included in the reappointment file to be forwarded by the Chair of the Library Personnel Committee to the University Librarian with the recommendation of the Library Personnel Committee.
III.9.8.9 The Chair of the Library Personnel Committee shall forward to the University Librarian, for consideration by COAP, the recommendation concerning reappointment of the Library Personnel Committee, the candidate’s response, if any, all supporting arguments and all correspondence and documentation considered by the Library Personnel Committee, and a report on the procedures followed.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Recommendation of the Library Personnel Committee. III.9.8.1 III.11.7.1 The members of the Library Personnel Committee shall review the contents of the candidate’s reappointment promotion file and shall meet to discuss the candidate’s reappointment promotion application.
III.9.8.2 III.11.7.2 Quorum for Library Personnel Committee meetings, at which a reappointment promotion file is being discussed and/or voted on, shall be all members of the Library Personnel Committee, save any members who are in a conflict of interest. Members who are in a conflict of interest will recuse themselves from any Library Personnel Committee meetings at which the relevant reappointment promotion file is being discussed and/or voted on.
III.9.8.2.1 III.11.7.2.1 Committee decisions shall be made by formal vote. Votes shall be conducted by secret ballot. Committee members may not abstain from voting. A simple majority of votes carries. A record of the results of the vote as well as the minutes of all Library Personnel Committee meetings shall be forwarded to the Office of the University Librarian when the Chair of the Library Personnel Committee forwards the Library Personnel Committee’s recommendation to the University Librarian. Such records are confidential, and the Library Personnel Committee’s minutes will not form part of the reappointment promotion file. They shall be kept for twelve (12) months after the reappointment promotion decision has been issued or until the end of any related grievance or arbitration.
III.9.8.2.2 III.11.7.2.2 Members of the Library Personnel Committee shall maintain confidentiality regarding the Library Personnel Committee’s deliberations and decisions, unless, as a result of a grievance process, legal or contractual proceedings require otherwise. Committee members who violate this requirement of confidentiality shall be removed from the Library Personnel Committee by the Chair of the Library Personnel Committee.
III.9.8.2.3 III.11.7.2.3 Notwithstanding the confidential nature of the deliberations and decisions leading to recommendations of the Library Personnel committee, any allegations of procedural irregularities may be brought to the attention of the University Librarian or any TUFA officer.
III.9.8.3 Prior to rendering its decision, the Library Personnel Committee may, giving reasons, request the candidate to provide further evidence and/or supporting documentation, provided such information is specified in this Agreement as belonging in a reappointment file and/or can be reasonably shown to be relevant to the evaluation of the candidate’s file. Such further evidence and/or supporting documentation shall be added to the candidate’s reappointment file.
III.9.8.4 If the Library Personnel Committee has serious reservations about the qualification of the candidate for reappointment, the Chair of the Library Personnel Committee shall so inform the candidate, and set out in writing the reasons for its reservations. The candidate shall have the right to request reconsideration by the Library Personnel Committee before it makes its recommendation to the University Librarian.
III.9.8.5 Should the candidate request reconsideration, the candidate shall submit a written response within two (2) weeks to the Chair of the Library Personnel Committee. The evidence to be considered by the Library Personnel Committee in its reconsideration is to be confined to the candidate’s reappointment file, the candidate’s written response, and whatever additional relevant information the candidate provides. In preparing a written response, the candidate shall have access to the full contents of his/her reappointment file, including any confidential letters from students, faculty, and external assessors, with identities masked.
III.9.8.6 After considering all the submissions and discussing the case in the context of the criteria for the awarding of reappointment as set out in III.9.4, and, where applicable, having considered a candidate’s request for reconsideration as per III.
Appears in 1 contract
Samples: Collective Agreement
