Capítulo III. Normas mexicanas y japonesas aplicables a las gomas de mascar
3.1 Normas Mexicanas de Calidad en gomas de mascar
1. For the purpose of this Agreement the following definitions shall apply: a) “Relevant experience” shall mean any combination of teaching and
scholarly activity as defined in Article 2.1 (Rights, Responsibilities and Duties of Teaching Faculty and Librarians) and/or equivalent professional experience.
b) “Professional designation” shall mean a diploma earned as a result of additional experience/training and qualifying examinations.
c) When considering Librarians, professional service or, where appropriate, library supervision shall be substituted for “teaching”.
2. Upon appointment, NOSM Faculty and Librarians will have one of the following academic ranks: Lecturer, Assistant Professor, Associate Professor, and Professor; Librarian I, Librarian II, Librarian III and Librarian IV. The appropriate academic rank shall be determined at the time of initial appointment and shall take into account the appointee’s qualifications, experience and achievements.
3. For Faculty, including Research Chairs, the academic qualifications guidelines for Appointment or Promotion are as follows:
a) For appointment at the rank of Lecturer, a person must:
(i) hold the M.D. degree (or another second entry health professional degree), or a Master’s degree, or have professional experience which allows the individual to make a contribution to the School, or hold a Baccalaureate degree and an appropriate professional designation. b) For appointment at the rank of Assistant Professor, a person must:
(i) hold the PhD or an equivalent degree, or a combination of credentials and a record of scholarly achievement together equivalent to the doctorate; and
(ii) have shown evidence of the ability to teach at the university level; In addition to the above criteria, for promotion from Lecturer to Assistant
Professor, a person must have performed the duties of Lecturer in a satisfactory manner, to be determined as per the procedures set out under Article 2.8 (Annual Report for Members), and Article 4.3 (Procedures for the Award/Denial of a Progress-Through-The-Rank(s) Increment).
c) For appointment at or promotion to the rank of Associate Professor, a person must:
(i) hold the PhD or an equivalent degree, or a combination of credentials and a record of scholarly achievement together deemed equivalent to the doctorate; and
(ii) have normally had at least five (5) years experience at the rank of Assistant Professor or equivalent, though exceptional achievement while an Assistant Professor may reduce this experience requirement to four (4) years; and
(iii) have disseminated the results of scholarly activity of sufficient quality and significance for the discipline in question to warrant the appointment or promotion.
(iv) in exceptional cases an especially strong performance as a teacher may compensate for a somewhat lesser performance as a scholar,
and an especially strong performance as a scholar may compensate for a somewhat lesser performance as a teacher, provided in either case that the quantity and quality of administration and service to the academic community is satisfactory.
(v) demonstrated a good performance as a teacher over a period of time.
d) For appointment at or promotion to the rank of Professor, a person must:
(i) hold the PhD or an equivalent degree, or a combination of credentials and a record of scholarly achievement together deemed equivalent to the doctorate;and (ii) have normally had at least five (5) years experience at the rank of Associate Professor or equivalent, though exceptional achievement while an Associate Professor may reduce this experience requirement to four (4) years; and
(iii) have demonstrated a good performance as a teacher over a period of time and at a wide range of levels; and
(iv) have, since the promotion to the rank of Associate Professor, disseminated the results of scholarly activity of sufficient quality and significance for the discipline in question to establish the Member as an authority in his/her field, and to warrant the appointment or promotion.
(v) In exceptional cases, clearly outstanding qualities as a teacher at all levels may compensate for a somewhat lesser performance as a scholar, so that the standard for the rank of Professor may be met by having carried out and disseminated scholarship since reaching the rank of Associate Professor which would again have met the normal expectation in scholarship for promotion to Associate Professor, provided that the quantity and quality of administration and service to the academic community has been satisfactory over an extended period of years.
Faculty will have academic rank at Lakehead and Laurentian Universities as per Article 1.12 (Faculty Status).
4. Academic qualifications guidelines for appointment or promotion of Professional Librarians and Archivists.
a) For the rank of Librarian I:
(i) a Master’s degree, in Library or Archival Studies. b) For promotion to the rank of Librarian II a Member shall:
(i) hold a continuing appointment; and
(ii) have a minimum of one (1) year of full-time professional experience in a medical school or university library.
c) For promotion to Librarian III a Member shall: (i) hold a continuing appointment;
(ii) have a minimum of seven (7) years of full-time professional experience, of which at least five (5) were in a medical school or university library;
(iii) have given valued service to the Library;
(iv) have developed his/her professional expertise; and
(v) have given valued service to the profession and/or the School; and d) For promotion to Librarian IV a Member shall:
(i) hold a continuing appointment;
(ii) have a minimum of five (5) years of service as a director or department head in a medical school or university library or a minimum of ten (10) years of full-time professional experience, of which at least five (5) were in a medical school or university library;
(iii) have given valued service to the Library;
(iv) have demonstrated evidence of sustained professional development; and
(v) have demonstrated evidence of professional leadership and/or professional scholarship and/or valued service to the School which represents a contribution that is additional to the requirements of c)(v). Achievement(s) must be of sufficient significance to be recognized both within and beyond the Medical School and the local university community.
5. Appointment of Members of the Bargaining Unit
a) New appointments that fall within the Bargaining Unit shall normally be advertised within and outside the School.
b) Cases in which new appointments shall not normally be advertised are limited to term appointments made as per section 6 (vi) and spousal hiring that arises as per section 8.
c) Faculty and Librarian vacancies shall be advertised in University Affairs and the CAUT Bulletin (except when it is impracticable due to publication deadlines to publish in both, in which case the CAUT Bulletin shall suffice) and other publications that may be especially directed to professionals who belong to any of the four designated employment equity groups.
d) As per Article 1.9 (Employment Equity) advertisements shall contain a clause stating that the School is committed to Employment Equity. e) Advertisements for all vacant positions shall refer to website locations
where candidates can access the Collective Agreement.
f) Academic Search Committee (Faculty, Including Research Chairs, and Professional Librarians):
(i) The academic unit to which the position is attached shall evaluate candidates through a Unit selection committee which shall be as inclusive of the Members as possible. All Unit search committees for new Faculty appointments shall include at least one woman. Where the Unit has no women Members, the immediate supervisor, in consultation with the Unit, shall appoint a woman Member from another Unit to the search committee
(ii) The Board shall give search committee members information concerning the Board’s obligations with respect to Employment Equity.
(iii) At the end of the review process which will include interviewing candidates short-listed by the committee, and seeking input from all Members of the unit, the selection committee shall provide its written recommendation to the Unit supervisor.
(iv) At the time of the interview, candidates shall be given the opportunity to meet with a representative of the Union.
(v) The Unit supervisor, after consulting with other appropriate unit supervisors and the Human Resources Unit, shall communicate the recommended candidate including rank and salary through the appropriate Associate Dean to the Dean.
g) As per Article 1.9 (Employment Equity), if two or more candidates have been judged to be substantially equal in qualifications and appropriateness of academic specialization, priority shall be given to Canadian citizens, permanent residents, and persons on minister’s permits.
h) Where selection has to take place among equally qualified candidates, relevant criteria for appointment shall include teaching and professional experience, scholarly achievement and potential, and Employment Equity goals.
i) In disciplines where it is difficult to attract qualified Faculty, and/or in order to achieve Employment Equity goals, the Board and Union shall work together to devise and implement innovative appointment arrangements in order to combine appointments with the opportunity to complete relevant degrees.
j) Appointments shall be made only in the status categories referred to in this Agreement, viz, limited term, tenure track (in the case of Faculty), probationary (in the case of Professional Librarians), and tenured/continuing. From time to time the Parties may agree to other categories.
k) Candidates from within the Bargaining Unit shall be entitled to consideration for all advertised posts.
l) Appointments shall be made by the Dean on behalf of the Board and on considering the recommendation of the immediate supervisor and the Unit search committee.
m) Letters of appointment shall specify all terms and conditions of appointment, including rank, status, salary, academic unit(s), and campus location. The letter of appointment shall not contain any conditions inconsistent with this Agreement. A copy of the letter of appointment, or revisions thereof, shall be forwarded to the Union at the same time as the original is sent to the candidate. The candidate’s telephone/fax numbers and email address, as well as any other means of contacting the candidate, will be included if the candidate has provided them.
n) In the event that an appointee will have duties and responsibilities in more than one Unit or program then one Unit shall be declared to be the Member’s Unit. Wherever in this Agreement recommendations or evaluations of a Member’s performance are required from a Unit, in addition to the recommendation or evaluation from the assigned Unit, the other Unit(s) or program(s) shall also submit their recommendation or evaluation; these recommendations shall carry a weight approximately proportional to the duties and responsibilities of the Member in each Unit/program.
o) Upon appointment new Members shall provide the Dean copies of their birth certificate, or equivalent document, and certified copies of their academic degrees and, if required for the position, their professional qualifications.
6. Limited Term Appointments (Faculty)
a) Limited term appointments are appointments that carry no implication of renewal or continuation beyond the stated term and no implication that the appointee shall be considered for tenure. Limited term appointees must be assigned to an academic Unit and shall be considered Members unless excluded by Article 1.10 (Recognition of the Bargaining Unit). Limited term appointments are utilized:
(i) to bring distinguished visitors to the School; (ii) for exchange appointments;
(iii) to provide replacements for Members on leave;
(iv) to respond to specific academic needs which the Board, for academic and/or budgetary reasons, does not wish to result in an appointment in the tenure track stream. This shall be done in consultation with the Union;
(v) for appointments to programs with provisional funding or of a trial nature;
(vi) to make a temporary appointment when a tenure track competition has failed to produce a willing candidate who satisfies all the criteria for the position.
b) Term appointees may not apply for promotion in the final year of their term appointment, unless they had been prevented from applying in the year immediately preceding. A term appointee reappointed to a further term appointment or a term appointee reappointed to a tenure track position shall be reappointed to the same rank that he/ she held in the previous appointment. A Member so reappointed may, subsequent to reappointment, also apply for a promotion as per Article 2.7 (Promotion Procedures). If the Member is granted a promotion, the said promotion shall be retroactive to the date of the Member’s reappointment.
c) Term appointments shall be limited to a total of three (3) years, except by agreement of the Parties. In cases where the limited term appointment is a replacement for an academic administrator, the appointment may be for a term up to five (5) years. No limited term appointment involving teaching for one (1) session shall be for fewer than six (6) months at 100% of a full-time load; limited term appointments involving teaching for two sessions per year shall be for no fewer than twelve (12) months at 100% of a full-time load. The term limits (three or five years) shall apply whether or not the term appointments are consecutive or intermittent. The appointment process for term appointments is the same as that for tenure track, or tenure appointments.
d) The non-renewal of a term appointment shall not be subject to grievance except in cases where non-renewal results from discrimination on prohibited grounds or violations of Academic Freedom.
e) For the duration of this Agreement, the Board agrees that the total number of limited term appointments will not exceed 30% of the total number of Faculty Members except with the agreement of the Parties. 7. Tenure Track Appointments/Tenure Faculty Appointments
a) Tenure track appointments are defined as appointments normally lasting up to a maximum of five (5) years, during which time the Board and the Member are afforded an opportunity for mutual appraisal. The time limits specified above may be extended in the following
situations:
(i) when the candidate has been granted leave as per this Agreement; (ii) when a Faculty Member has had an unusual career path at the
School, for example, someone who undertakes graduate work or whose career is redirected during the period of his/her tenure-track appointments.
In both of the above cases the Member and/or his/her immediate supervisor shall apply to the FPC and the extent to which the time limits are to be extended shall be determined on recommendation from the immediate supervisor.
b) Tenure track status does not imply that the Board will grant tenure at the end of the probationary period; it does imply that the Board will give serious consideration to awarding tenure.
c) Should a Member holding a term appointment wish to apply for a tenure track appointment, the Member’s application shall be considered in the normal way along with all other applications for the position. Should such a Member be appointed to the tenure track position, at the Member’s discretion, the Member’s tenure track period may be reduced by up to the number of years that the Member has served in limited term appointment(s) to a maximum of three (3) years.
d) Faculty appointed on tenure track status will be considered for tenure no later than one (1) year before the specified end of the appointment according to the tenure evaluation procedures detailed in 2.6 (Tenure Evaluation Procedures).
e) The tenure evaluation is to be conducted in accordance with the procedures set out in Article 2.6 (Tenure Evaluation Procedures), and will result in a decision either to award tenure, award an additional year of probation, or to allow the appointment to lapse.
f) Tenure appointments are continuing appointments as per Article 2.6 (Tenure Evaluation Procedures).
8. Spousal Hiring Appointments (Faculty)
a) When a candidate has been recommended by a Unit for a tenure-track or tenured position and has a spouse/partner (married or common law) who may be qualified for an academic position, a Unit appropriate to the discipline of the spouse or partner may recommend a 1-3 year term appointment without advertising under the following conditions: (i) the Dean has confirmed the availability of a position within the Unit
in question;
(ii) the immediate supervisor has made available an application file for viewing by all Members of that Unit and has arranged interviews and open meetings with the candidate and the Members in the Unit, on campus or through telecommunications technology; a majority of the full-time Members of the Academic Unit by vote have approved of the recommendation, including the term of the appointment when applicable;
(iii) the appointment has been approved by the Dean after review of the application file and the Unit recommendation.
b) Notwithstanding the provisions of this Article, an appointment made under the provisions may be extended, subject to Unit approval, for a period of up to five (5) years in total.
At any time, the total number of unadvertised spousal appointments shall not exceed one (1) per Unit.
9. Librarian Appointments
a) Appointment of Librarians may be made at any time during the year, and shall be one of the following types:
(i) limited term; (ii) probationary; or (iii) continuing.
b) Limited Term Appointment
(i) A limited term appointment is for a stated period of time and carries no implication of renewal or continuation beyond the stated term and no implication that the appointee shall be considered for a continuing appointment.
(ii) A limited term appointment can only be made: •to provide a replacement for a Member on leave;
• for short term needs and special limited duration funding initiatives;
• to make a temporary appointment when a competition has failed to produce a willing candidate who satisfies all the criteria for the position;
•for exchange appointments. c) Probationary Appointment
A probationary appointment shall be for one (1) or two (2) years and a probationary appointment longer than one (1) year shall only be given to Members without prior experience in a medical school or university library. The purpose of a probationary appointment period is to ascertain the suitability of the Member and for the probationary Member to demonstrate the probationary Member’s ability to meet the rights, responsibilities and duties of the position.
d) The probationary period shall extend from the date of appointment by the Board.
e) The probationary period shall be extended upon the Member’s return to regular duties if, during the probationary period:
(i) the Member has been absent on one (1) or more leaves that are at least three (3) months in total duration; and/or
(ii) the Member has been absent on Long Term Disability.
The extension of a probationary period under (ii) shall be for a period of time equivalent to the total amount of time the Member was on leave and/or on Long Term Disability, to a maximum of one year. The probationary period may be extended a further one year.
f) Three (3) months prior to the end of the term of an initial probationary period the LPC shall review the appointment and performance as per Article 2.7 (Promotion Procedures).
g) Continuing Appointment
A continuing appointment shall continue until retirement or until otherwise terminated pursuant to this Agreement.
10. Appointment of Professional Staff Members
The guidelines criteria for appointment and promotion for Professional Staff are found in Article 2.7.s.16.4 and 16.5 (Promotion Procedures).
a) Regular Appointment
All appointments shall be regular save for term appointments which are created to replace regular appointed Members on leave or meet