Funding & Research
Administered by the Faculty of Liberal Arts & Professional Studies
- Dean’s Award for Outstanding Teaching
- Dean’s Award for Outstanding Research
- Dean’s Office Special Research Projects
- Faculty of Liberal Arts & Professional Studies Fellowships
- Grant Incentives Program
- Minor Research Grants (FARG)
- Teaching Development Grants
- York Computer Donation-Purchase Program
- YUFA Conference/Travel Funds
Administered Outside the Faculty of Liberal Arts & Professional Studies
- Contract Faculty Conference Travel Fund
- Contract Faculty Professional Development Fund
- Contract Faculty Research Grants Fund
- Contract Faculty Teaching Development Fund
- Elia Research Fund
- Leave Fellowship Fund (Sabbatical)
- Professional Expenses Allowance (YUFA)
- Release Time Teaching Fellowships (YUFA)
- Research Development Fellowships (YUFA)
- Specific Research Grants
- SSHRC Conference Travel Grants
- SSHRC Small Grants
- Supplementary Research Grants
- Teaching – Learning Development Fund (YUFA)
- Walter L. Gordon Research Fellowship
- York Ad Hoc Research Funds
- York Incentive Grant
- York Policy Fora
- York Seminar in Advanced Research
Information and documentation you need to undertake the ethics review of undergraduate course-related, minimal risk, non-funded research in the Faculty of Liberal Arts & Professional Studies can be found at Undergraduate Ethics web site.
These funds are available to YUFA faculty members (tenure-stream, CLA, SRC, etc. but excluding visiting professors, YUFA exempt faculty members, YUFA members on leave other than sabbaticals) or those designated Senior Scholars may apply to their units for funding to travel to conferences.
Travel must occur between May 1, 2014 and April 30, 2015.
YUFA members who are cross-appointed between two departments in LA&PS should apply to the unit that claims more than 50% of their time. Those with a 50-50 split between two LA&PS units should apply to the unit that is identified as their home unit in the ARMs system.
Please submit your signed application form to the Administrative Assistant in Ross S755.
Maximum awards per faculty member will be $800.00.
Normally funding will be given only for conferences at which the faculty member is presenting a paper or participating in a panel. Faculty members with access to external funding such as a SSHRC grant are expected to access those funds first before applying to the YUFA fund.
Along with the applicaiton form please attach documentation about your participation (letter of acceptance for your paper proposal or a printed conference program) as well as a breakdown of all anticipated (or approximate) eligible expenses. Applications must be submitted prior to travel, but claims for reimbursement, along with all relevant receipts, will be accepted only upon return.
Faculty members may put in claims for travel to the conference location, accommodation, registration fees, and per diem.
Claims for reimbursement of expenses must be submitted within 6 months of return from travel.
Original document approved September 2000; revisions approved November 2003
Affirmative Action Plan
The Department of Social Science is committed to a policy of employment equity, and in particular to foster the recruitment of women, aboriginal people, members of racial minorities, and people with disabilities (i.e., "handicaps," as defined by the Ontario Human Rights Code, Part II, s.10, , [a]) within the framework of hiring needs, academic standards, and the university's contractual obligations. The Departments's Affirmative Action and Equity Plan seeks to correct any previous patterns of discrimination in academic hiring, to reap the benefits of diversity, and to have its faculty more nearly reflect the multi-racial and multi-ethnic nature of its student body and the metropolitan region in which the university is located.
Contact: Kimberley White (Chair) Department of Social Science, email@example.com
Affirmative Action List
The Chair of the Deparment is responsible for communicating to the Department by 1 September of each year a list of tenure-stream faculty and the percentage of females among them. Cross-appointed faculty are counted in conformity with the fraction of their appointment in the Department. Faculty seconded from other units are not included in the Departments's count.
Affirmative Action and Equity Representative
Each year, the Department of Social Science elects an Affirmative Action and Equity Representative (hereafter referred to as the AAE Representative) who is responsible for counselling the Department on implementing its Affirmative Action and Equity Plan (hereafter referred to as the AAE Plan) in its recruitment processes, and who brings to the attention of the relevant committees any matter of concern relating to affirmative action and equity within the hiring process. This officer is expected to meet with and advise the Chair of Social Science, the Executive Committee, and each search committee at the beginning of the recruitment process to ensure that the principles and procedures of the Plan are adhered to.
Identifying Hiring Priorities
The Department formulates its hiring priorities within the framework of a five-year academic plan and annual updates of the plan. Priorities are determined through a process of wide and open consultation within the Department and are recommended by the Executive Committee to the Department Council, which votes on the final recommendations on new appointments to the Dean of Arts. The priorities take into account such factors as student demand, imminent retirements, existing commitments within the Department to particular fields, and emerging fields of interdisciplinary inquiry in social science. The Department recognizes that the choice of fields of research and teaching as hiring priorities may influence the number of applicants from designated groups (i.e., women, aboriginal people, members of racial minorities, and people with disabilities), and therefore attempts to consider fields, or branches of fields, in which these groups are well represented. Programs and fields within the Department making a recommendation about hiring priorities should indicate how affirmative action for designated groups has been taken into account in determining areas of specialization and required qualifications.
Hiring Procedures - The Search
Once hiring priorities have been established and approved by the Dean of Arts, advertisements for any positions to be filled during the current academic year are drafted by the Chair of the Department and the Executive Committee. The wording of the advertisement must contain the university's standard language on affirmative action and equity. A preliminary draft of the advertisement is then presented to the Department Council for amendment or ratification.
The Department then engages in proactive search procedures to elicit the largest possible number of qualified candidates from designated groups. The Chair and Executive Committee, in consultation with the chair of each staffing sub-committee, circulates the advertisement(s) to all of the following:
a) the Department's home page;
b) CAUT Bulletin and University Affairs;
c) specialized journals, websites, computerized lists, and university departments relevant to the position being filled;
d) journals, organizations, computerized networks, and individuals that are likely to reach female applicants, including Canadian Research Institute for the Advancement of Women (Ottawa), Resources for Feminist Research (OISE), Canadian Women's Studies (York), and any other more specialized channels of communication devoted to scholarship on women;
e) journals, organizations, computerized networks, and individuals that are likely to reach communities of aboriginal people, racial minorities, or people with disabilities.
Direct contact is also made with academics and others active in the field for which applicants are sought, to ask them both to encourage qualified candidates to apply and to provide names of such persons whom the Department might seek out directly.
From year to year, the AAE Representatives are expected to accumulate a list of such contacts for advertising positions.
A list of all contacts made in one search must be presented to the AAE Representative at the beginning of each search and inserted into the search file.
Hiring Procedures - Appointment Committees
Once a decision has been made to proceed with an appointment, the Executive Committee is constituted as the Executive Staffing Committee. The Chair and the Executive Committee are responsible for recruiting individual faculty members within the Department to a staffing sub-committee, at least one member of which is a member of the Executive Committee, and at least one of which is from outside the field from which the candidate is being recruited (faculty members from outside the Department may be included where appropriate). The AAE representative is a non-voting, ex-officio member of the staffing sub-committee. The Chair of the Department (or his/her designate) is a non-voting, ex-officio member of the sub-committee. Each member of the sub-committee is given a copy of this Plan.
The sub-committee is responsible for:
a) advertising the position(s);
b) short-listing the qualified candidates;
c) arranging on-campus interviews that allow for the participation of faculty, teaching assistants, and students;
d) soliciting input from Department members;
e) recommending a candidate for appointment
The Executive Staffing Committee and the staffing sub-committee should always include both male and female members. The Department will arrange for Equity Training workshops to be held for members of staffing sub-committees.
Where an applicant for an advertised position has self-identified as a member of one of the designated minority groups, the acknowledgement letter from the Chair should repeat this identification.
The sub-committee meets following the closing date for applications. The sub-committee agrees on a non-exhaustive set of common questions to be asked to all candidates. The AAE Representative must be in attendance at its first meeting to inform the sub-committee about provisions in the collective agreements of unionized instructors at York University (i.e., YUFA and CUPE) governing full-time appointments and to assess the extent and success of the advertising for the appointment. The sub-committee begins its deliberations by considering a written list of the places where the position was advertised (which must be inserted into the search file) and the appropriateness of the number of applicants from designated groups in the light of the recruitment process and the potential pools of applicants from designated groups in the area. If, in consultation with the Chair of the Department and the AAE Representative, the sub-committee believes that additional advertising efforts might increase the number of qualified applicants, then it may recommend to the Executive Staffing Committee that the search be extended. If the Executive Staffing Committee is satisfied that appropriate efforts have been made to elicit the application of candidates from designated groups, the sub-committee proceeds with the preparation of a short list.
Hiring Procedures - The Short List
Members of the sub-committee examine and evaluate each file in view of the requirements outlined in the job description and in this Plan. Each member of the sub-committee prepares and presents his/her short list to the sub-committee as a whole. Whether or not their names appear on individual short lists, the files of all female applicants and all applicants from minority groups who have self-identified are fully discussed and considered by the whole sub-committee.
The sub-committee submits its short list to the Executive Staffing Committee, which, with the chair of the sub-committee and the AAE Representative in attendance, considers whether the principles and procedures of the AAE Plan have been adhered to. It either approves the list and passes it on to the Dean of Arts for vetting, or sends it back to the staffing sub-committee for reconsideration.
Hiring Procedures - The Interviewing Process
With the Dean's approval, the short-listed candidates are invited to the university. The interview process includes:
a) briefing by the Chair of the Department on the university, the Faculty of Liberal Arts & Professional Studies, the Department of Social Science, any relevant programs, and other general information;
b) where possible, a meeting with the AAE representative to explain the collective agreement, including the affirmative action provisions;
c) informal meetings with the relevant program co-ordinator(s), members of their program executives, or any other members of the Department who express an interest;
d) a formal presentation of research interests and teaching ideas in a well-advertised meeting of Department members, chaired by a member of the sub-committee and open to faculty, teaching assistants, and students, who are given an opportunity to pose questions to the candidate; except in unusual and unavoidable circumstances, all voting members of the sub-committee must attend these presentations;
e) a meeting with the sub-committee.
Every effort is made to ensure that female faculty members meet with female applicants informally, and especially that they attend the applicants' presentations.
During this process, Department members are encouraged to submit written assessments of the candidates based on the interviews and, if possible, a reading of the applicants' files, which contain letters of application, curriculum vitae, letters of reference, publications, and other materials submitted by applicants themselves. These written assessments must be signed.
Hiring Procedures - Criteria for Selection
Within the process of affirmative action and equity hiring and consistent with the level and nature of the advertised appointment, all successful candidates should have displayed the following qualifications through their applications and interviews:
a) Canadian citizenship or permanent-resident status (only after determining that there are no eligible Canadian applicants does the sub-committee consider candidates without Canadian citizenship or permanent resident status);
b) Ph.D. or equivalent (professional degree, or experience/expertise strongly recognized in the area), or Ph.D. pending;
c) an interdisciplinary perspective and an awareness of new areas of intellectual development;
d) demonstrated strength in scholarship, and an active, ongoing program of research, communicated through professional channels and, where possible, through other modes that reach a broader public;
e) demonstrated excellence or clear potential in undergraduate teaching and capacity for graduate instruction and supervision;
f) a commitment to collegiality in university decision-making;
Hiring Procedures - The Selection
Once all the short-listed candidates have been interviewed and all material in their files (including letters of reference and submitted publications) have been read by members of the sub-committee, it meets to select the most suitable candidate for the position. The sub-committee's AAE representative must be present at this meeting.
Candidates are substantially equal unless one candidate can be demonstrated to be superior. If the annual count of tenure-stream faculty in the Department indicates that the proportion of females is below 40 per cent, when candidates' qualifications are substantially equal, the candidate who is both female and a member of a visible/racial minority, an aboriginal person, or a person with a disability is recommended for appointment. In the absence of female minority candidates, when candidates' qualifications are substantially equal, a candidate who is female, or one who is a male and a member of a visible/racial minority, an aboriginal person, or a person with a disability is recommended for appointment. If there is no female or minority candidate, the male candidate is recommended.
If the annual count of tenure-stream faculty in the Department indicates that the proportion of females is 40 per cent or more, a candidate who is a member of a visible/racial minority, an aboriginal person, or a person with a disability is recommended for appointment, unless a candidate who does not belong to these groups can be demonstrated to be superior.
If the sub-committee is not satisfied that there is a qualified candidate in the pool of applicants, or if there is serious disagreement among sub-committee members, it may also choose not to recommend any of the candidates.
The chair of the sub-committee prepares a written report on its recommendation for an appointment, which must be approved by a majority of the sub-committee. That report must review the search procedure, giving particular emphasis to the requirements of this Plan, must contain a comparison of all short-listed candidates, and must indicate clearly why the chosen candidate is superior to the others. It must also incorporate the report of the sub-committee's Affirmative Action and Equity representative on affirmative action and equity issues during the search.
The sub-committee's recommendation is forwarded to the Executive Staffing Committee, which assesses the procedures followed during the search. If not satisfied with the procedures, that committee may return the recommendation to the sub-committee for further deliberation. If satisfied with the procedures of the search, the Executive Staffing Committee approves the recommendation for presentation to the Department Council. The AAE Representative must attend the meetings of the Executive Staffing Committee and the Department Council meeting where the recommendation is to be ratified. The Department Council may accept or reject the recommendation, or refer it back to the staffing sub-committee for further deliberation.
After the Department Council has ratified the recommendation, the Chair of the Department prepares a written report to the Dean of Arts, reviewing the search procedure and providing a rationale for the recommendation.
Hiring Procedures - Affirmative Action and Equity Representative
- accumulates a list of appropriate contacts for advertising positions to women and designated minority groups. receives a list of all contacts made in one search.
- meets with the staffing sub-committee to explain the Department's AAE Plan and to consider whether the advertisements for the position have generated sufficient applications from women and designated minority groups.
- meets with the Executive Staffing Committee during its consideration of the sub-committee's recommended short list.
- prepares a written report on all procedures relating to the Affirmative Action and Equity Plan for the Executive Staffing Committee, which is included in the recruitment file to be forwarded to the Dean of the faculty.
- meets with the Executive Staffing Committee to participate in its consideration of the sub-committee's recommendation.
- attends the Department Council meeting where the recommendation is ratified.
presents a written assessment of the operation of the Plan at the end of each academic year.
The York Senate and the faculty union, YUFA, ratified new changes to the T and P process at York University in 2002/03. The following documents should be consulted:
- New Tenure and Promotion Procedures
- Tenure and Promotions Tool Kit
- Department of Social Science - Revised Guidelines (2010) (PDF)
- Department of Social Science - Sample Letters to Referees for T&P Application (PDF)
- YUFA Tenure and Promotion Documents
The Chair's office has copies of all relevant documents (from Senate, The Faculty of Liberal Arts & Professional Studies and the Department--for example, our template files, etc.) available to pre-candidacy and candidacy faculty. Please consult the Chair's Assistant in S756.
YUFA members can now access a PDF presentation on York 's new T&P procedures. Graciously provided by the University Secretariat, these files were originally prepared for T&P information sessions this Fall. These files provide a detailed perspective on the new T&P procedures for Faculties that are departmentalized (Arts, Atkinson, Fine Arts, Glendon, Science and Engineering) and non-departmentalized (Education, Environmental Studies, Schulich).
Composition of the Adjudicating Committee
There will be 6-8 members of the committee from the tenure-stream faculty with the Chair of the Division as a member ex officio. The Executive Committee of the Division of Social Science shall appoint the Chair of the Adjudicating Committee. In years with three or less files to prepare and adjudicate, the number of members from each File Preparation Committee shall be two (2); in years when the number is greater than three, the number of members from each File Preparation Committee shall be one (1). In the case of a cross-appointed candidate, there will be consultation with the second department about representation on the Adjudicating Committee.
By September 15th the Adjudicating Committee shall solicit student representatives by appropriate means, including a call for candidates on the Social Science Listserv. It should be ascertained that there are no conflicts or relations affecting impartiality between the student and the candidate under consideration for tenure and promotion. The importance of confidentiality should be emphasized as well. When there are more than two volunteers, the Adjudicating Committee shall select two representatives on the basis of a short written submission concerning their qualifications for and interest in membership.
The Adjudicating Committee shall select by vote the members of each File Preparation Committee, with the exception of the member(s) named by the candidate.
The Adjudicating Committee Report shall be particularly attentive to producing an adequate statement of the committee's rationale for its decision in each of the three areas (teaching, scholarship and service). However, in the case of promotion to full professor the committee may decide not to base its report on these three individual sets of criteria but a more holistic view of the candidates file.
Conflict of Interest Guidelines
It is incumbent on any member of the File Preparation Committee and/or the Adjudicating Committee who believes that there may be a conflict of interest to declare it at the beginning of any process. A "test" for deciding if there is a conflict is to ask: "Would a reasonable person observing the situation from the outside, who is apprised of the details, think that your judgment would be filtered through the relationship in question?". Once a committee member declares a potential conflict of interest and has declared his/her own position on the conflict, a decision shall be rendered by the Adjudicating Committee as to the existence of a conflict of interest as well as to the resolution.
If the member is sitting on the Adjudicating Committee, he/she shall excuse himself/herself from the ensuing discussion and the rest of the Committee shall make the decision. Once the question of conflict of interest is resolved, the Adjudicating Committee shall provide the Executive Committee with "…a rationale and/or explanation of how the committee resolved that there was no conflict or what steps they took to address and ensure that the potential conflict of interest was mitigated" (quoted from Handbook for Academic Administrators, Academic Appointment Process).
The Executive Committee shall review the resolution of the conflict of interest for approval.
Adjudication for Tenure and/or Promotion to Associate Professor - According to the Senate guidelines, a favourable recommendation for either Tenure and/or Promotion to Associate Professor requires "either demonstrated superiority (excellence) in a minimum of one of the three categories outlined above [Scholarship, Teaching and Service], with at least competence demonstrated in teaching and in professional contributions and standing [Scholarship], or at least high competence in all three categories." (Senate Tenure and Promotion Documents, 2004, page 9).
|A||Excellence||Competence||Competence not demonstrated|
|B||Competence||Excellence||Competence not demonstrated|
|D||High competence||High competence||High competence|
Adjudication for Promotion to Full Professor - Unlike the guidelines for tenure and promotion to Associate Professor, the Adjudication Committee is not required to make individual decisions in each of the three areas of Teaching, Professional Contribution and Service, but may make an overall decision on the candidate's file.
As noted in the Division's submission for its most recent program review (1999-2000), "the Division of Social Science is one of two departments in the Faculty of Liberal Arts & Professional Studies specifically mandated to carry out York University's long-standing commitment to interdisciplinary education." Moreover, its members "bring to their teaching, scholarship and community service a determination to apply critical interdisciplinary perspectives to the study of social experience." The research they undertake tends to be "methodologically and theoretically creative, wide- ranging and often related to communities outside the university." Among themselves, "members of the Division nurture an open, supportive intellectual culture that integrates and enhances the critical insights of many disciplinary practices."
A completed Permission to Enrol form must be submitted by the student to the Undergraduate Enrolment Assistant, Alda Lone in Ross South 746 or Jacquie Selman Ross South 744 between the hours 9:00 and 3:30pm. The form can not be processed if it is dropped off at the Main office by the student or faculty member.
An enrolment spot will be opened only is there is space available in the course. If the course or tutorial is full or the room is at its maximum capacity the permission can not be granted. Student identification and a completed and signed form is required to process enrolment permission.
For Department Council meetings, please click HERE.
(Meeting dates are subject to change)
Undergraduate Program Coordinator & Graduate Program Directors Meetings for 2018-19
|Thursday, August 23, 2018**||1:00pm-3:00pm||S701 Ross|
|Thursday, September 30, 2018||9:30am-11:30am||S701 Ross|
|Thursday, October 18, 2018||9:30am-11:30am||S701 Ross|
|Thursday, November 22, 2018***||9:30am-11:30am||S701 Ross|
|Thursday, December 13, 2018****||9:30am-11:30am||S701 Ross|
|Thursday, January 24, 2019||9:30am-11:30am||S701 Ross|
|Thursday, February 14, 2019||9:30am-11:30am||S701 Ross|
|Thursday, March 21, 2019||9:30am-11:30am||S701 Ross|
|Thursday, April 18, 2019||9:30am-11:30am||S701 Ross|
|Thursday, May 23, 2019||9:30am-11:30am||S701 Ross|
|Thursday, June 20, 2019||9:30am-11:30am||S701 Ross|
The Undergraduate Program Coordinators usually meet on the third Thursday of each month
**The August Meeting will be held at 1pm in the afternoon rather than in the morning.
****The November Meeting will be held on the fourth Thursday of the month.
****The December Meeting will be held on the second Thursday of the month (classes end Tuesday, Dec. 04)
Executive Committee Meetings for 2018-19
|Tuesday, August 21, 2018||1:00pm-3:00pm||S701 Ross|
|Tuesday, September 18, 2018||9:30-11:30am||S701 Ross|
|Tuesday, October 16, 2018||9:30-11:30am||S701 Ross|
|Tuesday, November 20, 2018||9:30-11:30am||S701 Ross|
|Tuesday, December 11, 2018**||9:30-11:30am||S701 Ross|
|Tuesday, January 22, 2019||9:30-11:30am||S701 Ross|
|Tuesday, February 12, 2019||9:30-11:30am||S701 Ross|
|Tuesday, March 19, 2019||9:30-11:30am||S701 Ross|
|Tuesday, April 16, 2019||9:30-11:30am||S701 Ross|
|Tuesday, May 21, 2019||9:30-11:30am||S701 Ross|
The Executive Committee usually meets on the third Tuesday of each month
** The December Meeting will be held on the second Thursday of the month
- Academic Honesty (PDF)
- Governance Document (PDF)
- Guest Lecturer Form (PDF)
- Hiring Guidelines (PDF)
- TA Workload Form (PDF)
- Tenure Guidelines (PDF)
- University Policies
- Conversion Process and Criteria
Documents and Forms
The Faculty of Liberal Arts & Professional Studies has instituted (as of September, 2001) a computer leasing Plan, whereby full-time faculty members receive a new leased computer once every three years. A basic PC or Mac computer is provided; should faculty want a computer with more enhancements, they can pay for the upgrade out of their PEA or research grants. Details of computer configuration are updated frequently. You need to complete a requisition form stating the make and model of the machine and forward it directly to eServices.
Faculty members who are in need of advice in the purchase of computing equipment or software can consult with Janet Brewer, firstname.lastname@example.org
Blanket Application Forms
These blanket applications can be picked up from the Department of Social Science or they may be downloaded forms:
Contact Lucy Cozzolino, ext. 20454, email@example.com
Teaching Assistant Workload Forms
Course directors with teaching assistants must submit teaching-asistant workload forms. The forms must be filled out and signed at both a September and a January meeting.
- TA Workload Form (PDF)
Contact Lucy Cozzolino, ext. 20454, firstname.lastname@example.org
- Using Powerpoint (PDF)
- Using Word Documents and/or PDF's (PDF)
- Introduction to Accessible Education (PDF)
- Course Syllabus (PDF)
- Creating Accessible Lectures (PDF)
- Developing Courses (PDF)
- Evaluating Students and Giving Feedback (PDF)
The Writing Department
The Writing Department combines the resources and offerings of the units previously known as the Centre for Academic Writing in the Faculty of Arts and as Atkinson Writing Programs in Atkinson College. The Writing Department provides credit courses and, through its Writing Centre, one-to-one and small group instruction
Appointments can then be made by phone (416-736-5134) or in person (S329 Ross).
Office of the Ombudsperson
The role of the York University Ombudsperson is to provide an impartial and confidential service to assist current members of York University (students, faculty and staff) who have been unable to resolve their concerns about University authorities' application of York University policies, procedures and/or practices.
1050 York Research Tower
Teaching Commons, located at 1050 TEL, provides advocacy for excellence and innovation in teaching and assists individuals, units and Faculties in improving student learning. They hold numerous workshops, seminars and public lectures tailored for new full-time faculty, for graduate students and for contract faculty. As well, they have an extensive resource library and maintain a useful listserv. Contact email@example.com (or 736-5754) for specific information.
Counselling & Disability Services
Counselling & Disability Services (CDS), through its professional staff, strives to provide a range of essential psychological services to the York University Community in order to optimize the quality of the scholarly and communal life of the university. The primary aim of CDS is to help students realize, develop, and fulfill their personal potential in order to maximally benefit from their university experience. Achieving this aim requires that a range of programs as well as individual and group counselling are available to all students enrolled at the university. CDS also acts as a resource to faculty and staff of the university.
For more information contact us at 416-736-5297 or in Room N110, Bennett Centre for Student Services
York International facilitates and coordinates the international activities of the university. As such, York International assists the University community in the identification and development of international research and scholarly opportunities [and] encourages and promotes the participation of the York community in international education including development of partnerships with institutions abroad and academic exchanges. York International provides support for international students at the University and acts as a liaison between the York community and other public and private organizations both in Canada and abroad.".
Room 108 Vanier College; telephone, 736-5177.
Office of Research Administration
The Office of Research Services (ORS) is responsible for implementing research policies and procedures determined by the academic bodies of the University. The general functions of ORS are to assist faculty members in obtaining research funding, to ensure that University policies on research are honored, to represent York in negotiations between funding agencies and University researchers, and to officially accept funds for sponsored research on behalf of the University.
ORS provides administrative support for the Senate Committee on Research (SCOR) and its subcommittees and, when appropriate, advises Senate and the President on research policies and regulations. ORS also liaises with Faculty Research Coordinators and Department Research Consultants and advises Faculty research communities on the development of research policies. Like the Office of the Associate Vice-President (Research), ORS maintains close contact with University Counsel, York International, Innovation York, and other parts of the University that are involved in matters relating to research. Finally, ORS represents the University in associations concerned with research policies and research administration.
York Research Tower,
In addition to contributions to scholarship in their fields and service inside and outside the university, the following are the expectations of the teaching workload for full-time faculty members in the Department of Social Science. The Chair of the Department (or her designate) is responsible for assigning teaching for all faculty members within the Department.
Full-time faculty members in the Department are expected to participate regularly in the teaching of introductory courses at the 1000 and 2000 level and in upper-level courses (3000 and 4000).
All full-time faculty in the Department are expected to teach 7.5 hours each year. A full six- or nine-credit course is 3 hours; a half-course is 1.5 hours. Thus, a normal load might be 2.5 full courses. This is frequently accomplished by teaching 3 full courses one year and 2 full courses the next for an average of 2.5 full courses per year.*
Teaching Assistant Workload Forms
Course directors with teaching assistants must submit teaching-asistant workload forms. The forms must be filled out and signed at both a September and a January meeting.
All Foundations course directors, regardless of the size of the course, receive 3 teaching hours.* Additionally, for larger foundations courses (300 students, or eight or more tutorial sections), course directors earn an additional one hour (designated as an "extra management hour") for each such course.* Foundations courses with ESL sections count all course sections together when determining if the course receives the additional management hour. The extra hour is treated similarly to all other teaching hours, and can be banked or paid out at the negotiated overload rate as is appropriate. Such a decision is taken in consultation with the faculty member. Only full-time faculty members are normally allowed to bank teaching hour credits. In unusual circumstances, multi-year CLAs have been allowed to bank or owe hours, on the understanding that by the end of their contract, their teaching hour balance has neither credits nor debits.
Tutorial sections in foundations courses receive 2 hours teaching credit. While course directors do not normally teach tutorials in foundations courses, efforts are made to accommodate the desires of faculty members to do so, especially for those teaching a foundations course for the first time.
In courses that are not foundations courses, but that have tutorials, a course management hour is normally given only in situations where the course size is 150 or more. For courses that are smaller than 150, the course director is normally assigned one tutorial section in order to yield the full 3 hours teaching credit.
It is possible to teach a course with marker-graders. For example, such a situation might occur in a second year course of more than 50 students but without tutorial sections.**
Faculty members do not receive any teaching credit for offering directed-reading courses.
New tenure-stream faculty
New faculty will be expected to teach only two full courses (six hours) in their first year in a tenure-stream position.
Contractually limited faculty
Since contractually limited faculty are not expected to contribute to service in the university, they will normally be expected to teach three courses per year.
Normal Course Size
The maximum course size varies by year level of the courses. Tutorial sections, with two exceptions, are 25 students. The exceptions are second year Foundations courses where the tutorial size is 28 students and E.S.L. tutorials that are 15 students in size. Sizes for courses without tutorial sections are as follows:
Second year 50 students
Third year 35 students
Fourth year 25 students
Provided the Department's undergraduate courses are adequately covered, faculty members who are members of a graduate program may normally request the right to teach the equivalent of a half-course in a graduate program in the Faculty of Graduate Studies every year. Such requests must be submitted in a timely fashion to the Chair of the Department.
Administrative Course Release
Within the Department of Social Science, five administrative positions receive course release hours. They are
Department Chair 1.5 full course releases (4.5 hours)
Undergrad Director 1.5 full course releases (4.5 hours)
Curriculum Coordinator .5 full course releases (1.5 hours)
Foundations Coordinator .5 full course releases (1.5 hours)
- Small programs
- Medium programs =100 majors and
- Large programs =500 students - 1 course release
- Stipends are as stipulated in the YUFA contract, Appendix P
*In team taught situations the hours available are shared; for example, a full course is normally shared equally between the two members teaching (1.5 teaching hours each). Similarly the extra foundations management hour is shared equally in team-teaching situations.
**In our collective memory no such situation has ever occurred within the Department. It has, however, been contemplated.