Chairs Wisdom Collaborative October 19, 2011 3:00 – 4:00 p.m. Meeting Notes Present: Dale Buske, Rebecca Crowell, Chris Inkster, Tracy Ore, Vicky Williams, Michael Mills, Susan Motin, Mark Jaede, Sharon Cogdill, Lalita Subrahmanyan. Discussion about role of chair in dealing with student concerns: Student “complaints” is controlled vocabulary, referring specifically to complains filed formally by students using the process for Student Complaints Concerning Faculty. Chairs actions regarding student complaints are limited by formal processes. Generally, not many students wish to pursue formal complaints. In the arts and humanities, it seems as if student complaints tend to be filed by nontraditional white women students, one person’s impressions. Policies regarding the few situations that represent the narrow end of the spectrum: o Mandatory reporting. Faculty in the School of Education and related units are aware of the mandatory reporting requirement already. If a faculty member finds out that a minor student has been sexually abused or assaulted in the last three years, they are required to inform social services. Recommended that the faculty member first go to the Dean and Affirmative Action Office. o Dear Colleague Letter: A new mandate from the federal government in which faculty are obliged to report sexual assault or harassment of a student on and off campus. The Faculty Association has asked the Administration at Meet and Confer to provide a clear description of procedures of what we should do, whom we should consult or report, under which circumstances, what we should tell students in our classes, or advisees, etc. Stay tuned; we are trying to get information. o 1B1 policy about discrimination, harassment, and hostile environment as well as consensual relationships between faculty and adult students (18 years or older). The “consensual relationships” policy is somewhat new and can be found on the AA website. o Other serious situations such as when a faculty member or students may put themselves or others in danger: drunkenness, drug addiction, suicide threats, etc. The Chair should immediately contact the Dean or supervisor. It might be best not to send an email, but call or meet with the Dean or supervisor in person. o Links to the Affirmative Action site, Student Complaint Policy, Dear Colleague Letter, etc. are on the CETL webpage. Page 1 of 3 The majority of student concerns can be resolved/attempted to be resolved without the formal process. o Student reports about poor teaching. Generally students come in when they feel the content is not being taught. What can the chair do? o Chair can talk informally with the faculty member to find out if he or she is having difficulties. o Provide the faculty member with resources or suggest that the faculty member contact CETL for resources or mentoring regarding lecture planning, collaborative learning, etc. o If it appears that the faculty member is unwilling to change, and the student feels the same, educate the student about the complaint process by: Sharing the complaint process including the web links to the complaint forms, the process, etc. Explaining the framework and philosophy behind the processes and options. Helping the student in a general way about what constitutes good evidence, how to establish a case effectively by using specific details, how to provide concrete suggestions instead of merely complaining, how to clearly state the problem and possible solutions, etc. Recommending resources to help the student write the complaint such as: Student Government’s Student mediation team, or Student Government’s complaint process resource team. In case the complaints are consistent and no action appears to be taken by the faculty member, consider more serious measures such as: o Going to the dean for a consultation. Take a look at Article 24, the article in the Contract that deals with disciplinary procedures. o Acting with the department through the PDP/PDR and tenure process. Familiarize yourself with the tenure and PDP/PDR process: tenure is not guarantee of permanent employment. What the Chair cannot do: a. Make a judgment on the validity of the student’s concern and help the student file a complaint. b. Punish the faculty member (depriving the person of a preferred schedule, for instance, or a preferred course that the faculty member would normally be eligible for.) c. Attempt to become a supervisor: E.g. send an email directing faculty member to change behavior or defining consequences. Concluding Thoughts: o Focus on the process, not the outcome. Sometimes the outcome may not be in the student’s favour. The Chair cannot do anything about that. The process may have been compromised by administration or Page 2 of 3 by faculty members. It’s a pity because the student is disappointed, but nothing can be done. o Ultimately, the resolution of a student’s complaint depends upon the efforts of multiple people—student, chair, faculty member, dean—all of them are necessary players in the process. The Chair is a particularly necessary person and needs to work with the Dean on helping the process move forward with integrity. Meeting Adjourned 4:10 p.m. Page 3 of 3