1. MRFA General Meeting 27 October 2010

2. Agenda Approvals Approval of Minutes (Sept 27, 2010) Officer’s Reports President Treasurer Audit Completion Part-time Representative Unfinished Business 1. Motion to Destroy Ballots from September 2010 Election 2. Ethics Committee Discussion/Amendment of draft Bylaws 3. Executive Goals 2010 – 2011 (att.) 2

3. President’s Report Past on-line reports Step 1 Grievance Report Part-time Reappointment Procedures 3

4. Step 1 Grievance Report  Part-time appointment/re-appointment  Resolved at Step 1  If there are concerns about the SEIs, then due process requires that the candidate be interviewed and given an opportunity to speak to the concerns – such process is in the CA for tenure evaluations 4

5. Step 1 Grievance Report 4.8.6 The standing committee shall review all applications and, based on the reappointment criteria, determine if the applicants are:  eligible for reappointment;  eligible for reappointment with conditions;  ineligible for reappointment.  Should interview if either of the latter two are being considered 5

6. Article 4.8 – Reappointment of Part-time Faculty 4.8.2 Prior to asking the currently employed part- time faculty members whether they wish to be considered for employment, the Chair of the academic unit shall convene a meeting to which all MRFA members in the academic unit or discipline are invited to establish criteria for reappointment, including but not limited to:  academic credential or professional certification;  appropriate subject and professional expertise;  any applicable professional and teaching performance standards. 6

7. Then approved by the Dean and posted 4.8.2.1 The criteria may include particular department and program needs and priorities, including breadth of expertise, candidate availability, and any bona fide academic expectation appropriate to the appointment or to the delivery of the program. 4.8.2.2 In addition, the members of the academic unit shall define “accumulated experience at Mount Royal that is both satisfactory and relevant”. A rationale for the definition shall be stated. 7

8. Draft Executive Goals for 2010-2011 Internal MRFA  Review the MRFA vision statement  Conduct MRFA Executive visits to departments  Assist in the integration of new faculty o President and PAC representative meet with ISP small groups to discuss tenure processes and other matters of interest o PAC members meet with new faculty individually to discuss any concerns  Continue to explore strategies to communicate with and include part-time faculty members 8

9. Internal MRFA  Communicate more effectively with the membership using department communicators and other means  Review the role of the Academic Liaison Officer and the Academic Liaison Committee  Work with the Ethics Committee towards approving our new Ethics bylaws at the 2011 AGM  Conduct a study of Executive, committee and ratification voting procedures to determine whether changes to our procedures are warranted 9

10. Collective Agreement  Hold a Q and A on the Collective Agreement  Fully incorporate the general criteria for promotion developed by APTC  Ensure that new faculty understand the processes for developing expectations for and evaluating scholarship 10

11. University Governance and Administration  Ensure that the interests of members are represented effectively on selection committees for administrative personnel  Monitor the impact of university policies on faculty Prepare an Academic Plan submission on behalf of the membership 11

12. Internal/External Relationships Provide advice on reforming ACIFA to our two representatives on the ACIFA Executive Establish a relationship with the MRSSA and SAMRU 12