From: Secretary, Faculty Council.
26 April, 1968.
Subject: Graduate Student Association.
Senate at its meeting of 1 April, 1968, referred back
to Faculty Council for further consideration its recommendation
that the Graduate Student Association be recognised as a separate
On 22 April Faculty Council invited I. Spencer, President
of the Graduate Student Association, and R. Walsh, Acting Chairman
of the Simon Fraser Student Society, to express their opinion as to
whether or not a Graduate Student Association should be formed at
Simon Fraser University. After hearing the views of the student
representatives, Faculty Council passed a resolution that the Registrar
prepare a referendum in consultation with I. Spencer and R. Walsh
asking whether the graduate students were in favour of
a graduate student association with complete autonomy, or
a graduate student association completely subsidiary to
the Simon Fraser Student Society, or
a graduate student association with limited autonomy as
an affiliated association of the Simon Fraser Student
It was further decided that if none of these alternatives attained a
50% majority vote, there would be a run-off between the two finding most
favour. Faculty Council also expressed their desire to the student
representatives that each would present his views to the graduate student
body before the referendum was conducted.
It was also agreed that Faculty Council would recommend to
Senate that pending the result of the reEerendum it give de facto
recognition to the Graduate Student Association, without prejudice
to the final result but to serve the graduate student interests in the
Secretary, F'aculty Council
April 23, 1968.
REPORT OF THE SENATE COMMITTEE ON TERNS OF?
APPOIN11ENT AND TENURE
This Committee has examined the various developments of attempts
to formulate University policy in the areas of appointment, tenure, and
conditions of employment. We have considered the CAUT reports, recom-
mendations and criticisms, the Duff-Berdahi Report, the various versions
of the Fnculty Association Brief, the recommendations of the Unive:sfty
Committee on Salarie8 and Promotions: and the advice of members of the
University community including the president.
Within the terms of
reference of the Present committee our delib-
erations were on the basis of adhering to throe principles: that the pro-
cedures established be efficient and direct; that procedures, and d'
rc-m their appJicaton serve the best interests of the Pniversity
and do so n . fair manner, protecting the rights
.ndividua1s that they
reduce the likelihood of untenable decisions.
we -ecotmnend: that a standing committee of Senate be
struck, similar to the Tenure Committee proposed in the report of the Uni-
versity Committee on Salaries and Promotions (page 2, section 11
graph 5) chaired by the Academic vice-President (or until an appointment
is made, by a Dean of a Faculty) which includes three academic members
elected by Senate from its members. In addition one member shc,ilv
elected from each Faculty from amongst their tenured members. Other mem-
bers should be appointed as recommended in the Report.
" The above membership will constitute the central or core
committee. When considering tenure of staff members for
any specific department, the committee shall add to
membership the Head of the Department or his
gate and two other members elected by the department, both
of whom should be tenured when possible. In addition,
committee shall have the authority to add to !tc number one
or two tenured members elected from cognate departments by
the faculty of the departments concerned, in cases where the
committee deems their presence usefl."
In practice the Senate Committee would exaiine
recommendations on ap-
promotions; and salaries originating in the various de-
partments which have been brought forward to it by the Deans of the
ties. Its recommendations would then be conveyed through the president (as
chairman of Senate) to
he Board of Governors. On any "matter vf moment"
the Committee may refer to Senate for advice, or with sufficient notice Sen-
ate may request a report on any matter under the Committee's jurisdiction.
It appears to us that several advantages would result
(l' Senate would be in the position of observing the e!;ert:s ct
appointment, tenure, promotion and salaries policy
Senate could examine contentious issues directly and make Its
recommendations known, through the President, to the Board of
Governors. The prestige and representative nature of Senate
would lend weight to the acceptance by interested pa-ties of
(3) If Senate wished, it could listen to the appeals of allegedly
aggrieved parties and make appropriate recommendations.
Some possible objections to a Senate Tenure Committee have been con-
sidered by us. We believe that such a committee would not place an additional
burden on the work load of Senate. Only exceptional cases are
l ikely ro
examined by Senate. It would not function as an appeal board unless
sired (Senate has previously listened to student appeals.). A Senitt. Commi.tee
on Tenure would not be contrary tc' he p;:sent Universities Act,
power in appointments, tenure, salaries, and promotions woui' rea'i.Ll t;he pi:"
vince of the Board of Governors as always.
Pertinent documents arising from our committee's deJiheat-nns are
E. H. Gibson
Th&a Committee hs conttnued
its discussions On Sena
tion in questions of faculty appoinment8, contract renewals, sa.iry in-
rior to the release of the report of the UniversIty
Committee on Sa1arie
and pomoti°nS. The present st
t*e ment results from a coneldc
UtI,VrtY r'.ommi.ttee's report and evaluat5.Ofl of the
i from concerned parties
pCi08 iggestfl was
de7artmfltal level which
our terms of refer1ce,
and that it he a
would like to incorporate the basic idea of the University Cow-
mittee's report with our first proposal:
that a standing committee
- struck, similar
in the1 C;rnmittee'S re-
port (page 2, sect
i o n
5). Rather than st.hlishe" as a
that it be a Sete Committee,
include on les
than two members elected from Senate.
r"rrmtttee it should report to Senate c47 matters of moment.
Otherwise, we generally
with the recommendations of the
versity Committee (with some reservations
on minor points).
We are charged to report to Senate at the May 1 meeting. Any com
inents regarding this proposal must be received by
m-ttCe in making
comments regarding this proposal
April 15 to be considered by the Committee in making its report.
S1UON ASH-I UNVflTY
W. E. Vidvver
OF APPOINTMENT AND TF?'rR.E
The following statement is being circulated by the Eerae Conittee
o erpt to evltte the c.cccptability
p).cn is c'jtl.nl b1cw.
The Cenittcc wc'id wce &y criticstn or ccrent.
l a arc en-
our report cc91etcd in time to ,ubnit it. a the L,ril 1
Members of Senate
Ierbero of the Doerd of Governors
?emberQ of the Salary
and Promotions Coittee
Fn'u1ty AssociatiOn Cocutiv2
STATEMENT OF TiLE SENATE
Senate clearly has the right and duty to become involved in
conditions of faculty employment; this is so hec"s of Senate's res-
ponsibilities in setting the academic climate of the University. No
university is ever any better academically than is permitted by the
quai.ityof its faculty and an agreeable professional climate is essen-
tial to the maintenance of a competent faculty. Senate should not ne-
cessarily involve itself directly in the procedural aspects of notht-
ments, renewals, promotions and
nevertheless, Senate should
oversee all such activities. Such a role for Senate is outlined and
recommended in the Duff-Berdahi Report
Our Committee is of the opinion that the establishment of rea-
sonable policies and efficient procedures for dealing with questions
of faculty apointmefltS, contract renewals, salary increases, promo-
tions and tenure are essential to the proper functioning of Simon Fraser
University. There are cx,oting aC3ncies which have been concerned with
these problems essentially from the very beginning of Simon Fraser Uni-
versity. . The background of eperience and special knowledge of these
other bodies should be put to use in developing satisfying ccnitions
of employment and eccurity which would work for the benefit c the en-
Government in Canada, Univ. Toronto Press, 1966,
36 - 38.
A concern of this Committee is that at present there is no single
agency dealing with the issues at hand, resulting in the confusion of re-
sponsibility and authority. We do not believe that this diffusion of ef-
fort is likely to lead ultimately to workable solutions and may even cause
regretable conflicts to arise.
We propose that all university agencies presently involved in poi-
icies or p
ocedures relating to the topic at hand become disengaged with
them, and that the present University Salaries and Promotions Committee be
discharged. In place of the Salaries and Promotions Committee, a sub-
committee of Senate should be established to advise the Fri'cnt, through
Senate, on all revisions of policy and procedure, as v"l as en the dispo-
sition of individual cases relating to terms of appointmcn', contract re-
r o-otOns, sa
.ary increase (not in terms of actual amounts), and
tenure. This committee should also
act on recommendations
lr .y ?
z'5es :h.ch come to it throth eteh.lthcd procedures.
To make use of present
and experience, PnO. to en,-ere continuity,
the make-up of the Senate sub-committee should be as near as possible to
that of the University ccritee.
While maintaining continuity by including many members from the
present University Commttee, the Senate sub-committee, if necessary,
should have addtional members elected
by Senate to ensure representation
The Board of Governors
Department Heads and/or Deans
Senior members of Faculty
Junior members of Faculty
The Faculty Association
many committee members as possible should be members of Senate.
SIMON FRASER UNIVERSITY
c.e. .............................. ....
Committee on Terms of Appointment and
asking me to comment on the preliminary
statement of the Senate Committee on Terms of Appointment and
Tenure. I hope the following paragraphs will be helpful.
I suggest first it will be necessary to make clear whether
the statements your Committee plans to make constitute
recommendations for changing the present Universities Act,
or recommendations regarding procedures that might be adopted
forthwith involving operations within the Act. I would like to
comment with respect to the latter at this time. I suggest that
vie can assume that the drafting of the Act was such as to avoid,
as far as possible, overlapping or conflicting areas of responsibility
between the Board and the Senate. Therefore, I. suggest we must
take Article 46 d) as definitive, i. e. that the appointment, the
fixing of salaries, and the definition of duties and tenure of office
are the responsibility of the Board of Governors. . On the other
hand, it is quite clear that Senate, through its approval of the
establishment or discontinuance of any faculty, department, course
of instruction, chair, etc. , can clearly influence the academic
development and the balance among the faculties. Similarly in
Senate can make such a recommendation to the Board
as may be rleemcd prc'i,c' for promoting the interests of the
It v/ou.'1 srn therefore that a Senate committee
would be in
iig reeornmcndations to the Board on policy
regarding the rccura
tenure, etc. , in order as, you say to create an agreeable professional
climate. The Act, hcwcicr, does not envisage that Senate would be
either directly or indirectly involved in the day to day operation of
There may he some ;understanding about the present situation.
ty Association, as soon as it was formed, started v;orhing
soon ': .t
abln and with the knowledge that our present Han' oh lu'.d been
a ske!etofl Mandhook to permit early
c1ifi' t.en. to reflect
'ho i crerts of the faculty. A
vieek ago the Faculty Associetion
sich a brief to the Board, and the Board rcc:d it through
tn the University Committee on Salaries and Fl rotirt5 in order
Tt we rrtic
have the bcrtfit of the Committee
of the workings and shortcomings of the present system,
the new proposals.
While this consultatiCfl was being initiated, Senate cstabhihed
th Ci-nmittee 'iou chair, with the idea that you would
along the lines of a watchdog committee, taking action e
of the nianned discussions seemed to he in difficulty.
a ontimistic that the planned discussio
are moving forward
well and that we wilt shortly have reached a full mea sure of agreement..
I. suggest it would be most unfortunate if in the middle of these
discussions we disbanded the University Salaries and Promotions Committee.
fluite apart from the role this Committee is playing in the
present ncgotiatiOfl5 we wi!l shortly be moving to resore the salary
role to play
an. oner a
I suggest therefo
e that the committee you are considering
would have a number of weaknesses.
It would be f'-'r too large if we are to jurge by thf
. experience of
universities in Canada reflected by the CAUT brief itself, and by the
practices at other universities, particularly Edmonton and Saskatoon,
to which the CAUT attach particular importance. While J. agree
that for consideration of the establishment or revision of policy a
broadly based committee is desirable for the actual. operation or
implementation of these procedures
afld practices a small, committee
of those particularly involved seems to be the direction in which
experience would indicate we should travel.
I suggest also that membership by the Faculty Association would
be a step requiring the serious consideration of that Association,
and without desiring to come down on one side or the other, such
membership would appear to be at variance with the recommendations
of the CAUT Committee Report.
Finally, I wonder if the most constructive stance for your
Committee to take would be to watch the development of the
negotiations now going on, and be prepared to comment on them
from time to time to help in the final solution. I think this would
be more preferable than trying to bring about the formation of
another body which would, I am afraid, lead to a delay in
final resolution that we all wish, which is a satisfactory Handbook
embodying statements on academic freedom and tenure, and
REPORT OF THE U VERST'' CO1ITTEE ON_SALARIESAND PROMOTIONS AND THE
ON THEIR JOINT ?EETTNSS. MARCH. 196$
This Committee held a series of three mectin55 di':'in
the month of '!arch to consider recommendations on new procndurcs
for promotions zind tciure.
The Committce started with the consideration of the CAUT
policystatement of a;cnber,
157, and with the accompanyiI1:
brief of the !acult
Aszt±ation of Simon Fraser University.
It wasth cinion of the members of the Cc:nittce that
the procedures outlined in the Faculty Association hricf, although
modelled initially on the CA'JT Report, were too complex, and
cvmbc-rscm3 to be vorkable. It
noted, and noted with awe, that
several hundred rccc
ndat!ons for tenure and for promotion
would he forthcoming within the next year or two, and that the
procedures that were to be adopted for the University should be
conscntnt with this magnitude of task, and should take cognizance
of the time which might be involved.
For comparison purposes, the Committee assembled relevant
material from other universities. These included the Faculty
Handbooks or similar materials from the Universities of British
Colu.nbia, Alberta, Guelph, J1anitoba, Toronto, and several
American institutions. A cross index of the relevant material
ared, and the Committee began its deliberations with
this material in hand.
It was decided that the Committee should not attempt
to draft the actual faculty bylaws relating to procedures. Instead,
it was agreed that the Committee should devote itself to making
recommendations on implementation of procedures, outlined within
the general context of the CAUT Report. Furthermore, it was
agreed that copies of all minutes, deliberations, and reports
should be sent to all interested parties, and accordingly these
were sent to members of the Board of Governors, the Executive
Committee of the Faculty Association, and to all Heads of
Departments, as well as to members of the Salaries and Promotions
and Tenure Committee.
M qi q
i/ c&p, /
The major recommendations of the Committee are as follows:
I. CONTRACTS SUBSEQUENT TO PROBATIONARY CONTRACTS
It was agreed that the decision on reappointment for a
contract subsequent to the initial contract should be made
by the Head of Department, in consultation with senior
For each department, the composition and membership of
the committee of senior colleagues could be established by
the department and communicated to the Dean for his approval.
Such a committee would consider pertinent cases, stemming
from that department.
It was considered that a uniform membership or composition of
the committee should not be imposed upon all departments
within the University.
Recommendations stemming from the department would be
received and rovicwcd by the Dean. In exceptional circumstances,
such as when serious disagreement between the Head and senior
colleagues in the department is evident, the Dean could refer
such exceptional cases' to a senior committee for advice. It
was cmphasized that such discretionary power lay within the
Dean's authority, and that this did not in any way imply an
automatic appeals procedure for each and every case.
Where such a referral was considered necessary by the
Dean, it should be made to the Tenure Committee.
The Constitution of the Tenure Committee which is to be a
standing committee of the University is defined as follows:
S. The University Tenure Committee will consider all awards
of tenure in the University. The Committee will consist of:
-- the Vice-President (Academic, or a Dean of a Faculty as
-- two members elected by each of the Faculties of Arts,
• Science and Education from amongst their tenured members
of staff. (Alternates may also be elected).
The above membership will constitute the central or core
cbmmittee. When considering tenure of staff members for any
specific department, the committee shall add to its membership
the Head of the Dcpartncn or his named delegate, and two
other members elected by the department, both of whom should
be tenured when possible. In add.tion, the committee shall
have the authority to add to its number one or two tenured
members elected frcm cognate departments by the faculty of
the departments cetcd, in cases where the committee deems
their presence useful.
6. It was agreed that the Head of the Dcpartnient, or the
corporate University as such, should not be required to state
reasons for non-reappointment.
7. Appeal could be made to the Dean on the basis of procedural
methods employed within the department.
8. A decision formulated properly within the department and
supported by the senior colleagues in the department and by
the Dean should have no further provision for appeal procedure
within the usual administrative channels of the University.
INITIAL APPOINTMENTS AND TERMS THEREOF
9. It was recommended that for Assistant Professors, the
normal pattern of appointment should be a probationary
appointment of three yea's length, followed by a maximum
of two successive two-year appointments.
10. For Instructors, the probationary appointment recommended
is that of two years length.
V. APPOINTMENTS FOR CONTRACTUALLY LIMITED TERM
• ? 11. The Committee recommends the study of the short-term
contracts dependent on outside grants.
12. Some guide lines regarding types of appointments were
circulated to Committee members in the form shown in
Appendix A, but these were not considered in detail or
PREA1B1.3 TO TII CAUT 1RTEF
The Committee's recommendations and deliberations did
rot include those sections of the preamble of the CAIJT Report
referred to methods of election and terms of office of
ministrative officials within, the University. The
Committee considered that such matters were outside of its
terms of reference, and were under study by another committee.
Committee invited comments on its findings from the
Executive of the Faculty Association and indicated its
willingness to meet with the Faculty Association or any
comittC3 of the Board who might wish to do so.
B. L. Funt, Chairman
R. J. Baker
B. P. Beirne
A. B. Cunningham
J. F. Ellis
R. R. Haering
R. J. C. Harper
A. R. MacKinnon
T. J. Mallinson
J. Matthews ?
S ? '
P. D. McTaggart-Cowan
This report has been drafted by the Chairman for consideration and
approval by the Committee members.
To i11 a snec1C need that is temporai:v or not
to meet a continui
'.lic:ant becomes ava5.Jahlc o to see
if an app eat need .s act'.'a.
apeiatment or re-appointnent at tbe
raticn, w.th must be specified
to b't not nerrP.all
o;or two "ears.
Separation hi tomination of specified term.
Incumbent has no right
to appeal termination er non-
Incunthent can be dismissed for cause, and thernav
appeal to r)ean.
To fill a s
ecific and apparently continuin g
which thc incumbent has not yet adequately dcronstratcd or developed
the abilities required to fill that nccd, or.to
allc-r for the
possibility that the rc-
--d may r.t prove to be
c-ctuai].y continuing or
- not to be as important as other needs for the positiofl that may appear.
appointncnt, initiated by the Department and
suprorte-I by the Dean.
Duration not less than two and preferably three years
at assistant professor level because: incumbent must
months notice of separation (longer at certain
times of the year), three teaching semesters in which to demonstrate
or develop adequate teaching ability, and two years to demonstrate
ability to do independent research; and because his Department
two years to demonstrate clearly whether or not the
needs for the duties are continuing. The probationary period could
be reduced to one year for incumbents who have, already demonstrated
and research abilities, and who merely need to
demonatratean ability to fit in co-operatively.
Fi3.lecl by ppoi:tmct or re-appointment.
of an in .'iduaJ. to the saiie p:oationary Positionhoulc1 terminate
ointment to a tenured post or separation.
Separation by termination of appointment, for reasons
cctahle to Dean, hut ithout necessarily a spe .fic1 cause,
C',iS1 it Zfl\
Xncumbont may acal to Dean level.
Termination of probationary appointment otherwise
fo1licd either b
ra pointmont or by appointment to a tenured
po.tion (often in pete by conversion of a pro ticnary to
a tenurc'l. position).
To fill a speif.c and continuing necci for
the required abilities zncl
ness to use them.
ontrnent norm---ill y
from (or b
conversion of) a
probationry position. rarely by initial recruitment. Appointments
chonid he aoDrovcd at the unversjty
nitration con uing until separation by retirement,
volt'ntarv or cncouraod rcsnatxon, demotion, or dismissal.
bn dismissed or demoted to a probationary
position for cause accentable at the university level.
It might be advisable to relate duties and terms of
employment to a position rather than to its incumbent The
incumbent souid then knc, clearly in advance his terms of
and his rights.
unsatisfactorily tenured employee
be encouraged to resign by changing the terms of reference
of the position if opportunity permits. Of course the terms can
be adjusted in advance to fit a prospective candidate that we
Senior administrative positions (Department Heads
and upward) perhaps should not carry tenure, though an incumbent
may hold tenure as a faculty member. Perhaps the incumbent's
performanco should be evaluated every five years, followed by
o he has the opprtunity Co step
w.thct ciCcm evc:'y five years.
Irjree erphatiea1'.Y that all
p oahlp to ahout s
membs nd nce ovc