FACULTY HANDBOOK - law.afu.ac.ae

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Alfalah University Dubai

COLLEGE OF MASS COMMUNICATION

COLLEGE OF BUSINESS ADMINISTRATIONCOLLEGE OF LAW

COLLEGE OF ARTS AND HUMANITIES

FACULTYHANDBOOK2021-2022

بالمعرفـــة نصنــع الفــــرق . . . With Knowledge, We make the Difference . . .

Licensed by the Ministry of Education

مــرخــصــة مــن وزارة الـــتــربـيــة والــتعــلــيم

FACULTYHANDBOOK

2021-2022

H.H. Sheikh

KHALIFA BIN ZAYED AL NAHYANPresident of United Arab Emirates

H.H. Sheikh

MOHAMMED BIN RASHID AL MAKTOUMVice President and Prime Minister and Ruler of Dubai

H.H. Sheikh

HAMDAN BIN MOHAMMED BIN RASHID AL MAKTOUMCrown Prince of Dubai and Chairman of the Dubai Executive Council

TABLE OF CONTENTSWELCOME MESSAGE FROM AFU PRESIDENT 16

AL FALAH UNIVERSITY ORGANIZATIONAL CHART 17

ABOUT AFU 18

AFU VISION 18

AFU MISSION 18

AFU VALUES 19

PURPOSE OF FACULTY HANDBOOK 21

AFU ACADEMIC CALENDAR 2021-2022 22

1. AFU ORGANIZATION STRUCTURE 261.1. BOARD OF TRUSTEES 26

1.2. THE PRESIDENT 26

1.3. UNIVERSITY COUNCIL 27

1.4. DEANS’ COUNCIL 27

1.5. COLLEGE DEAN 28

1.6. DEAN OF STUDENT AFFAIRS 29

1.7. COLLEGE COUNCIL 30

1.8. DEPARTMENT CHAIR 30

1.9. DEPARTMENT COUNCIL 31

1.10. DEAN ASSISTANT / PROGRAM COORDINATOR FOR UNDERGRADUATES 32

1.11. DEAN ASSISTANT / PROGRAM COORDINATOR FOR POSTGRADUATES 32

1.12. COURSE COORDINATOR 33

1.13. DIRECTOR OF ADMISSION AND REGISTRATION 34

1.14. DIRECTOR OF FINANCE 35

1.15. DIRECTOR OF HUMAN RESOURCES UNIT 35

1.16. DIRECTOR OF INFORMATION TECHNOLOGY 37

1.17. DIRECTOR OF LEARNING RESOURCES CENTER (LRC/LIBRARY) 38

1.18. DIRECTOR OF MEDIA OFFICE 39

1.19. DIRECTOR OF QUALITY ASSURANCE AND ACCREDITATION CENTER (QAAC) 40

1.20. GENERAL SERVICES UNIT MANAGER 40

1.21. STUDENT RECRUITMENT MANAGER 41

1.22. ENVIRONMENTAL HEALTH AND SAFETY (EHS) OFFICER 42

1.23. E-LEARNING COORDINATOR (AS APPLICABLE) 43

2. DUTIES AND RESPONSIBILITIES OF FACULTY MEMBERS 442.1. FACULTY ROLES AND RESPONSIBILITIES 44

2.2. DUTIES AND RESPONSIBILITIES OF FACULTY 44

3. ACADEMIC FREEDOM 47

4. PROFESSIONAL ETHICS FOR FACULTY 48

5. COPYRIGHT AND INTELLECTUAL PROPERTY GUIDELINES 485.1. INTELLECTUAL PROPERTY/OWNERSHIP OF COURSE MATERIALS 48

5.2. COPYRIGHT FOR RESEARCH WORK AND PROJECTS 49

5.3. USE OF AFU LOGO 50

6. CONDITIONS OF EMPLOYMENT FOR FULL TIME FACULTY 516.1. FACULTY WORKLOAD POLICY 51

6.1.1. PART-TIME (ADJUNCTS) FACULTY 53

6.1.2. SUMMER COURSE TEACHING 53

6.2. EXPECTATION FOR OFFICE HOURS 53

6.3. ACADEMIC RANKS AND QUALIFICATIONS 53

6.3.1. FACULTY RANKS AND QUALIFICATIONS 53

6.4. ORIENTATION OF NEW FACULTY 56

6.5. FACULTY ACADEMIC ORIENTATION 56

6.6. PROBATIONARY PERIOD 57

6.7. PERFORMANCE REVIEW SYSTEMS 57

6.8. DEPARTMENT CHAIR (IF POST AVAIL) EVALUATION FOR RE-APPOINTMENT 58

6.9. EVALUATION OF SENIOR MANAGEMENT 58

6.10. DEANS EVALUATION AND RE-APPOINTMENT PROCEDURE 58

6.11. UNIVERSITY PRESIDENT EVALUATION 59

6.12. PERFORMANCE GOALS AND INDICATORS 59

6.13. EVALUATION REVIEW AND REPORT 59

6.14. SUPERVISION & ORGANIZATIONAL ISSUES AFFECTING AFU FACULTY MEMBERS 59

6.14.1. FULL-TIME FACULTY 59

6.14.2. PART-TIME FACULTY 60

6.15. PROFESSIONAL DEVELOPMENT POLICIES 60

6.15.1. PROFESSIONAL DEVELOPMENT OBJECTIVES 60

6.15.2. PREPARING THE PLAN OF PROFESSIONAL DEVELOPMENT PROGRAM AND PLAN 61

6.15.3. PROCEDURES FOR ORGANIZING THE PROFESSIONAL DEVELOPMENT PROGRAM 61

6.15.4. ANNUAL EVALUATION OF PROFESSIONAL DEVELOPMENT PROGRAMS AND PREPARATION OF THE FINAL REPORT. 62

6.15.5. BUDGETING PROCEDURES 62

6.15.6. PROCEDURES FOR COLLABORATION AND AGREEMENT WITH THIRD PARTIES TO IMPLEMENT THE PROFESSIONAL DEVELOPMENT PROGRAM 62

6.15.7. PROCEDURES FOR COOPERATION AND AGREEMENT WITH PARTNERS TO IMPLEMENT THE PROFESSIONAL DEVELOPMENT PROGRAM 63

6.16. TYPES OF LEAVES 63

6.16.1. FACULTY ANNUAL LEAVE 63

6.16.2. TERMS OF ENTITLEMENT 63

6.16.3. ADMIN ANNUAL LEAVE REGULATIONS 64

6.16.4. TERMS OF ENTITLEMENT AND CONDITIONS FOR ADMIN 64

6.16.5. MATERNITY LEAVE 64

6.16.6. PATERNITY LEAVE 64

6.16.7. TRAINING/CONFERENCE LEAVE 64

6.16.8. EMERGENCY LEAVE / COMPASSIONATE LEAVE 64

6.16.9. HAJJ LEAVE 65

6.16.10. SICK LEAVE 65

6.16.11. INELIGIBILITY FOR A PAID SICK LEAVE 66

6.16.12. TERMINATED ON GROUNDS OF SICKNESS 66

6.16.13. RESIGNATION DURING SICK LEAVE 66

6.16.14. LEAVE’S APPROVAL 66

6.17. RESEARCH AGENDA 67

6.17.1. RESEARCH EXPECTATION 67

6.17.2. RESEARCH ON APPOINTMENT CRITERIA 67

6.17.3. FACULTY PERFORMANCE EVALUATIONS 67

6.17.4. REQUIREMENT TO UNDERTAKE RESEARCH 68

6.17.5. RESEARCH COPYRIGHTS 68

6.17.6. INTELLECTUAL PROPERTY RIGHTS (IPR) 68

6.17.7. RESEARCH MANAGEMENT 69

6.17.8. RESEARCH INCENTIVES 69

6.17.9. INCENTIVE VALUES 70

6.17.10. CONFERENCE PARTICIPATION GRANTS 70

6.17.11. CONFERENCE PARTICIPATION APPROVAL AND FUNDING WILL BE BASED ON THE FOLLOWING CRITERIA 70

6.17.12. SCHOLARLY JOURNALS 71

6.17.13. PARTICIPATING IN SCIENTIFIC CONFERENCES 71

6.18. EXTERNAL RESEARCH PROVISIONS AND OBLIGATIONS 75

7. BENEFITS AND COMPENSATION IN CASE OF THE FACULTY MEMBER’S DEATH DURING THE TERM OF CONTRACT 75

7.1. TRANSPORTATION OF THE DECEASED’S REMAINS 76

8. FACULTY PROMOTION POLICIES AND PROCEDURES 768.1. COMPONENTS OF THE PROMOTION APPLICATION 76

8.2. GENERAL CONDITIONS 76

8.3. THE SCIENTIFIC RESEARCH APPROVED FOR PROMOTION 77

8.4. CONDITIONS OF PROMOTION FROM ASSISTANT PROFESSOR TO ASSOCIATE PROFESSOR 77

8.5. CONDITIONS FOR PROMOTION FROM ASSOCIATE PROFESSOR TO PROFESSOR 77

8.6. UNIVERSITY APPROVED DATABASES 78

8.7. PROCEDURES OF SUBMITTING THE PROMOTION APPLICATION - PRELIMINARY ASSESSMENT 78

8.8. PROCEDURES OF SUBMITTING THE PROMOTION APPLICATION-EXTERNAL ASSESSMENT 79

8.9. DETERMINATION OF THE PROMOTION APPLICATION 80

8.10. RESPONSIBILITY 80

9. JOB DESCRIPTION FOR FACULTY MEMBERS AT AFU 809.1. SUMMARY OF POSITION 80

9.2. REPORTING 80

9.3. MAJOR RESPONSIBILITIES 80

10. QUALIFICATIONS FOR PART-TIME FACULTY 8110.1. PART-TIME AND FULL-TIME FACULTY RATIO 81

10.2. QUALIFICATIONS 81

11. COMPENSATION RANGES AND BENEFITS 8111.1. HOUSING ALLOWANCE 82

11.2. FURNITURE ALLOWANCE 82

11.3. EDUCATION ALLOWANCE 82

11.4. HEALTH INSURANCE 83

11.5. JOINING AND REPATRIATION TICKETS ELIGIBILITY 83

11.6. SPONSOR VISA 83

11.7. ANNUAL TICKET ALLOWANCE 83

11.8. ADMIN SALARY SCALE 84

11.9. END OF SERVICE BENEFIT 84

11.10. FUNERAL RELATED EXPENSES OF THE DECEASED REMAIN 84

12. FACULTY OVERLOADS 84

13. SUMMER COURSES AND EMPLOYMENTS 85

14. CONDUCT AND DISCIPLINARY, GRIEVANCES AND APPEALS ACTION 86

14.1. PROFESSIONAL ETHICS AND CULTURAL NORMS 86

14.2. UNACCEPTABLE CONDUCT 87

14.3. GUIDELINES FOR HANDLING DISCIPLINARY PROBLEMS 88

14.4. INVESTIGATION PROCEDURES AND GUARANTEES 88

14.5. FACULTY AND PROFESSIONAL STAFF APPEALS 89

14.5.1. COMPLAINTS AND APPEALS POLICY 89

14.5.2. APPEAL COMMITTEE 89

14.5.3. RULES OF PROCEDURE 89

14.6. FACULTY AND PROFESSIONAL STAFF GRIEVANCES 90

14.7. SCOPE OF COMPLAINTS 90

14.8. DETERMINATION 90

14.9. AMICABLE SETTLEMENT OF COMPLAINTS 91

14.10. FORMAL PROCEDURES FOR FORMAL CONSIDERATION OF THE COMPLAINT 91

15. GRADUATE ASSISTANTS 92

16. PART TIME FACULTY POLICIES 92

FACULTY HANDBOOK 2021-2022

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WELCOME MESSAGE FROM AFU PRESIDENT

DEAR COLLEAGUES,Welcome to Al Falah University in Dubai

Al Falah University (AFU) is determined to become one of the nation’s leading institutions of higher education and with your support; we believe we will be able to realize this objective.

AFU is your second home. It is dedicated to implement a culture of educational knowledge, sponsor scientific research activities and push the process of development and innovation forward. The university is keen to employ its resources in the provision of a modern educational environment that will produce a generation of graduates capable of working and innovating in all fields.

This faculty handbook is a tool for every faculty member to know about the university’s policies, procedures and other issues affecting employment. These policies serve as your guide and support. We are grateful for your compliance and professionalism.

We strive to provide academic members of AFU Community with a work environment that develops and encourages professional and personal growth. We hope you will find working at Al Falah University gratifying.

With your unreserved participation, let us strive for educational excellence. We appreciate your assistance in helping our students achieve their educational and career goals. It is my pleasure to once again welcome you and wish you success in your endeavors.

Professor Adi I. AridaPresidentAl Falah UniversityDubai, United Arab Emirates


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AL FALAH UNIVERSITY ORGANIZATIONAL CHART


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ABOUT AFUAL FALAH UNIVERSITY (AFU) is approved and licensed by the UAE Ministry of Education. As a brand new institution of higher education, both English and Arabic are used as mediums of instruction.The main AFU campus is located near Dubai Festival City and Dubai Creek, in Dubai, United Arab Emirates.AFU accepts students from the UAE as well as from many Arab and foreign countries. The university offers accredited Bachelor degree programs through its various colleges: the College of Business Administration, the College of Mass Communication, the College of Arts and Humanities, and the College of Law. AFU also offers a number of graduate programs. The university plans to apply for additional new programs to the Ministry of Education. Should these programs be granted accreditation, they will be also offered by AFU in the future.

AFU VISIONTo be recognized among the best ten universities in the UAE and region through its unparalleled combination of quality of education, scientific research and community engagement.

AFU MISSIONAFU’s core mission is to help graduates into shaping the future by preparing them to contribute ethically as developing leaders in their fields to inspire the next generation to the welfare of the society; nationally and internationally. Realizing AFU’s vision requires to pursuit excellence through as its interest in teaching innovation, constant intellectual exploration, and scientific research, in addition to the creation, preservation, transfer, and application of knowledge.


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AFU VALUESINTEGRITY:Acting in an honest, fair, and ethical manner, creating a culture of trust evident in all University activities and decision-making.

SOCIAL RESPONSIBILITY:Offering an enriching experience in terms of embedding values of good citizenship and awareness about the environmental preoccupations and sustainability.

INCLUSIVENESS:Providing a friendly, diverse, tolerant, inclusive, and respectful environment for all stakeholders while adhering to values prevalent in the Emirati society.

INNOVATION:Encouraging and supporting the development of new ideas by fostering creativity and forming an environment of opportunities for growth and change.

COLLABORATION:Fostering collaborative work disposition within the concept of joint governance environment and active participation with positive attitudes.


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INSTITUTIONAL GOALS

G1. Implement a shared governance structure characterized by transparency, autonomy, flexibility, and accountability in decision making at all University management levels.

G2. Strive for excellence in all aspects of programs and services delivery.

G3. Expanding academic programs to enrich knowledge and increase educational options for learners.

G4. Empower scientific and cultural relations with distinguished universities and research centers to help develop the university and enhance its scientific standing locally, regionally, and internationally.

G5. Appointing and qualifying distinguished academic cadres and professional staff to enable the university in enhancing its knowledge in the modern scientific and technical developments.

G.6 Provide the student with cognitive sciences and refining his personality to be an active and productive member of society.

G7. Provide the appropriate library resources and information technology services in support of teaching, e-learning and public service.

G8. To serve society by promoting and contributing to economic, cultural, and social advances through offering of AFU’s ideas, skills, and expertise.


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PURPOSE OF FACULTY HANDBOOKThis Handbook is designed to acquaint faculty with AFU and provide them with information about working conditions, benefits, and some of the policies affecting employment. All Faculties should read, understand, and comply with all provisions of the Handbook. It describes many responsibilities as an employee and outlines the programs developed by AFU to benefit its employees. One of the University’s objectives is to provide a work environment that is conducive to both personal and professional growth. Policies set forth in this Handbook are not intended to create a contract, nor are they to be construed to constitute contractual obligations of any kind or a contract of employment between the University and any of its employees.

These policies are intended to serve as guidelines for the daily activities of the University. The University, reserves the right to revise, supplement, or rescind any policies or portion of the Handbook from time to time as it deems appropriate, in its sole and absolute discretion. The policies presented in this Handbook may not be amended, deleted, or supplemented orally.

It is believed that each faculty contributes directly to the University’s growth and success, and we hope that all the employees take pride in being a member of the AFU team. This Handbook was developed to respond to the employment questions of the employees and to outline the policies, programs, and benefits available to eligible employees.


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AFU ACADEMIC CALENDAR 2021-2022


FALL SEMESTER 2021Sun 01 Aug 2021 Registration starts for Fall 2021-2022

Sun 15 Aug 2021 Faculty Members report back to work for Fall 2021

Sun 29 Aug 2021 Start of classes and teaching (First day of add/drop period)

Sat 04 Sep 2021 End of add/drop period (Withdrawal with 0% fine)

Sun 05 Sep 2021 Penalty for Late registration will be applied

Sun 05 Sep – Sat 11 Sep 2021 End of Withdrawal Period (Withdrawal with 40% fine)

Sun 12 Sep 2021 End of Withdrawal Period (Withdrawal with 100% fine)

Sun 12 Sep – Mon 13 Sep 2021Last date to sit for Incomplete Exams for (Spring-Summer 2020-2021)

Thu 14 Oct – Sat 23 Oct 2021 Midterm Exams

Sat 06 Nov 2021 Registration starts for Spring semester

Wed 01 Dec 2021 Marty’s Day

Thu 02 Dec – Fri 03 Dec 2021 UAE National Day

Sat 04 Dec 2021 Deadline to withdraw without failure (W)

Sun 05 Dec 2021Approval of declared semester’s course work grades (excluding the final exam)

Sun 05 Dec – Mon 6 Dec 2021 Last date for any Grade Appeal(s) on course work grades

Mon 06 Dec 2021 Last day of teaching classes

Tue 07 Dec – Thu 16 Dec 2021 Final Exams

Sun 19 Dec – Thu 30 Dec 2021 Winter Break

Wed 22 Dec 2021Declaration of Final Grades by Department of Admission and Registration

Wed 29 Dec 2021Deadline to submit for an Incomplete Request, or a Final Exam’s Grade Appeal


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SPRING SEMESTER 2022Mon 03 Jan 2022 Start of classes and teaching (First day of add/drop period)

Sun 09 Jan 2022 Last day to add/drop (Withdrawal with 0% fine)

Mon 10 Jan 2022 Penalty for Late registration will be applied

Mon 10 Jan - Sun 16 Jan 2022 End of Withdrawal Period (Withdrawal with 40% fine)

Mon 17 Jan 2022 End of Withdrawal Period (Withdrawal with 100% fine)

Mon 17 Jan – Tue 18 Jan 2022 Last date to sit for Incomplete Exams (for Fall 2021)

Fri 18 Feb – Sun 27 Feb 2022 Midterm Exams

Mon 28 Mar 2022 Registration starts for Summer 1 semester 2022

Mon 28 Mar – Sun 10 Apr 2022 Spring Break

Mon 11 Apr 2022 Classes resume after Spring break

Mon 25 Apr 2022Approval of declared semester’s course work grades (excluding the final exam)

Fri 29 Apr – Sun 1 May 2022 Last date for any Grade Appeal(s) on course work grades

Sun 01 May - Thu 05 May 2022 * Eid AlFitr Holidays

Sun 08 May 2022 Deadline to withdraw without failure (W)

Sun 08 May 2022 Last day of teaching classes

Mon 09 May – Thu 19 May 2022 Final Exams

Mon 23 May 2022Declaration of Final Grades by Department of Admission and Registration

Mon 30 May 2022Deadline to submit for an Incomplete Request, or a Final Exam’s Grade Appeal


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FIRST SUMMER SEMESTER 2022Mon 30 May 2022 Start of classes and teaching (First day of add/drop period)

Wed 01 June 2022 End of add/drop period (Withdrawal with 0% fine)

Thu 02 June – Fri 03 June 2022 End of Withdrawal Period (Withdrawal with 40% fine)

Sun 05 June 2022 End of Withdrawal Period (Withdrawal with 100% fine)

Wed 22 June – Sun 26 June 2022

Midterm Exams

Mon 27 June 2022 Registration starts for Summer 2 semester

Friday 01 July 2022Approval of declared semester’s course work grades (excluding the final exam)

Mon 04 July 2022 Last date for any Grade Appeal(s) on course work grades

Mon 04 July 2022 Deadline to withdraw without failure (W)

Tue 05 July 2022 Last day of teaching classes

Wed 06 July – Fri 08 July 2022 Final Exams

Sat 09 July - Mon 11 July 2022 Eid Al-Adha Holidays *

Thu 14 July 2022Declaration of Final Grades by Department of Admission and Registration

Mon 18 July 2022Deadline to submit for an Incomplete Request, or a Final Exam’s Grade Appeal for Summer 1


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SECOND SUMMER SEMESTER 2022Mon 18 July 2022 Start of classes (First day of add/drop period)

Wed 20 July 2022 End of add/drop period (Withdrawal with 0% fine)

Thu 21 July – Fri 22 July 2022 End of Withdrawal Period (Withdrawal with 40% fine)

Sun 24 July 2022 End of Withdrawal Period (Withdrawal with 100% fine)

Sat 30 July 2022 * New year Hijri (Islamic New Year) *

Mon 01 Aug 2022 Registration starts for Fall semester 2022

Sun 07 Aug – Wed 10 Aug 2022 Midterm Exams

Wed 24 Aug 2022Approval of declared semester’s course work grades (excluding the final exam)

Thu 25 Aug 2022 Last date for any Grade Appeal(s) on course work grades

Thu 25 Aug 2022 Deadline to withdraw without failure (W)

Mon 22 Aug 2022 Faculty Members report back to work for Fall 2022

Sun 28 Aug 2022 Last day of teaching classes for Summer Semester 2

Mon 29 Aug – Wed 31 Aug 2022 Final Exams

Sat 03 Sep 2022Declaration of Final Grades by Department of Admission and Registration

Mon 05 Sep 2022 Start of classes (First day of add/drop period) First semester of academic year 2022-2023

Tue 06 Sep 2022Deadline to submit for an Incomplete Request, or a Final Exam’s Grade Appeal for Summer 2

NOTE: • National Public or Religious Holidays are subject to confirmation from the government.• Penalty for late registration will be charged 300 AED to any student who is not registered in Add

& Drop period (except new students). • A student who has been given an “incomplete” grade in a course should re-take the final

examination or submit the required work before the end of the Add and Drop period of the following regular semester (and as per the academic calendar) in which he/she registers. Failing to do so will result in receiving an “F” grade which will be recorded on the student’s transcript. The student must pay the registration fees of the semester in which he/she will sit for the incomplete exam.


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1. AFU ORGANIZATION STRUCTURE1.1. BOARD OF TRUSTEESThe Board of Trustees (BoT) primary duty is to ensure the positive image of the university is maintained in the society and globally. The BoT should have sufficient knowledge and experience with operating a large business or institution. Other responsibilities of BoT include the following:

• Follow up the implementation of the adopted strategic plan. • Monitoring the overall University performance in accordance with its vision, mission,

values, goals and philosophy. • Maintain the University’s positive image and its privileges. • Identification of strong foundations to advance the University’s growth and to maintain its

success on a regional and global basis. • Consider all external affairs, cultural relations and the modernization and development

affairs at the University • Overseeing the University’s human and physical investments based on the recommendations

of the President of the University. • Carrying out all duties related to the job description for the position in accordance with the

university’s regulations and policies. • BoT has delegated one of its members to be the Legal Commissioner of the BoT to sign

contracts and represent AFU university in any communications with the government authorities and ministries, and in any legal matters.

1.2. THE PRESIDENT • The President of the University is responsible to the BoT. Within the policies and regulations

of the Board, the President of the University, as chief executive officer, has general authority and responsibility for the University and for keeping the Board of Trustees informed regarding the University in a timely and appropriate manner.

• The President is expected to demonstrate those leadership skills necessary for the dynamic pursuit of the goals and objectives embodied in the mission of the University. The President is also expected to understand the higher education needs of the University’s service region, work with the BoT to develop proposals for meeting those needs and provide leadership to foster cooperation between campus and community in fulfilling the University’s teaching, research, and public service responsibilities.

• The President is expected to consult appropriately with faculty, students, classified staff, and administrators in discharging the responsibilities of the office. The President is also expected to ensure that the policies, procedures, and actions of the Board are communicated to appropriate constituencies of the University in a timely manner.

• As chief executive of the University, the President is charged with the following specific responsibilities:

1. Exercising effective leadership in a joint effort with the BoT to implement the mission of the University, as delineated in role and scope statements approved by the BoT.


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2. Providing effective leadership and support for an academic program that is consistent with the University mission, the needs of those being served, sound standards of quality, and available resources.

3. Providing effective leadership and support for a program of student that complements the academic program and recognizes the diverse interests and needs of the student body.

4. Developing a competent administrative organization and staff to ensure effective and efficient management of the University.

5. Maintaining lawful, equitable and efficient personnel programs, including appointment of qualified persons to the faculty and staff and promotion, retention, or dismissal for cause of the same.

6. Representing the University at public and private occasions.7. Recommending to the BoT annual operating and capital budgets and other plans,

financial and otherwise, for realizing the University mission, and providing sound management of the approved budgets and plans. Budgets should reflect priorities of the University and facilitate their achievement.

8. Interacting with appropriate external bodies, including Commission for Academic Accreditation (CAA), and international accrediting groups, and professional, to achieve the mission of the University in a manner consistent with the AFU’s strategic plan.

9. Undertaking assignments requested by the BoT.10. Appointing the University Council and the Deans’ Council Members.11. The President should be a full professor and appointed by the BoT.

1.3. UNIVERSITY COUNCIL • The main responsibility of the University Council is to formulate the budget of Al Falah

University (AFU) and to confer on the financial position of the University. • The Council also makes the policies and procedures related to the University’s participation

in community service. • Additionally, the Council makes the plans for relations between AFU and other academic

institutions on an international level. • The university council is chaired by the President of AFU. This council is composed of the

College Deans, Representatives from each College, Dean of Student Affairs, Director of Quality Assurance and Centre, Director of Finance, General Service Unit Manager, Director of Admission and Registration Unit, Director of Information Technology, and two AFU students.

1.4. DEANS’ COUNCILThe Deans’ Council is chaired by the University President. It comprises the deans of colleges, the Dean of Student Affairs. The Deans’ Council meets once a week; and has the right to invite other member(s) upon demands.


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RESPONSIBILITIES:

1. Review and take actions on proposed development plans for the university to achieve the university’s mission and vision.

2. Assist with strategic planning, helping identify opportunities and priorities for the University.3. Implementing the University policies.4. Conferring University academic degrees.5. Setting terms and conditions regarding students’ admission and number of accepted

students considering the Ministry of Education overall plans.6. Making policies regarding the size and quality of student Enrolment.7. Applying for approval of new academic programs and new non-academic units.8. Making the final decision regarding faculty promotion upon recommendation from the

Appointment and Promotion Committee9. Approving plans, which secure the appropriate infrastructure to execute University

objectives.10. Approving the Bylaws that govern employment, organizational, financial, and executive

university affairs.11. Approving new University study plans.12. Directing and overseeing studies aimed at establishing new colleges and new programs.

Following up the implementation of college plans for teaching and research.13. Approving admission policies.14. Approving academic degrees to students.15. Assuring that no staff member may take part in the promotion and/or appointment and/

or any other issue of a staff member of a higher rank.

1.5. COLLEGE DEANA College Dean is appointed by the University President. The Dean holds a PhD degree and usually holds the rank of Associate or Professor. The Dean of the college serves as its chief academic and administrative officer. The College Dean is responsible for the following:

1. Possessing full responsibility of all aspects of academic operation and advances and serves as the primary representative for the College.

2. Work closely with faculty/staff on national and international accreditations.3. Directing the administration, revision and changes of the existing programs while

maintaining high educational standards.4. Recommending new high-quality programs’ curricula and developing new

documentations consistent with the University’s mission to enhance the College overall performance and pro-mote its growth according to the University’s mission.

5. Overseeing the overall performance of the students in the College and encouraging them to achieve their academic goals.


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6. Identifying potential opportunities for growth within the College to promote the College’s uniqueness among its peers within the University.

7. Submitting proposals regarding recruiting faculty members, college’s administrators, and others.

8. Submitting reports at the end of each academic year about the college academic, administrative, and financial affairs showing activities, level of performance, study issues, examinations and results and identifying the points of strength and weakness.

9. Proposing and implementing policies that enhance research activities in his/her college.10. Coordinating with Deans of other colleges to enhance University research projects.11. Recommending faculty members in his/ her college for promotion.

In some circumstances, the President may appoint a staff member of a lesser rank than a Full-Professor as acting Dean.

1.6. DEAN OF STUDENT AFFAIRSA Dean of student affairs is appointed by the University President. The Dean holds a PhD degree and usually holds the rank of Associate or Professor. The Dean of student affairs’ primary goal is to direct those services offered to the student at the university and is directly responsible to the President. The Dean of student affairs is responsible for the following:

1. Communicate effectively with students and other stakeholders.2. Develop strategies for promoting student engagement and learning in collaboration

with Academic Affairs.3. Coordinate Student Affairs response to major crisis and other unusual events impacting

students within the University Community.4. Support the goals of the University’s mission, vision, and strategic plan.5. Act as the head of community engagement committee.6. Act as the head of exams committee.7. Monitoring services offered to the students such as student restaurants, student

transportation, student housing etc. and preparing all the rules, regulations, and related policies.

8. Organizing various student activities including the forming of clubs, seminars, celebrations, and other extra-curricular activities.

9. Creating Student data bases and organizing training and specialized workshops to improve the administration of student activities.

10. Overseeing and managing the Student Counseling offices and implementing the university’s policies regarding the Unit.

In some circumstances, the President may appoint a staff member of a lesser rank than a Full-Professor as acting Dean.


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1.7. COLLEGE COUNCILTHE COLLEGE COUNCIL COMPRISES:

• The Dean – Chair. • Department Heads – where applicable. • One representative of each department. • The College Council usually meets once a week the day before the dean’s council.

THE COLLEGE COUNCIL IS RESPONSIBLE FOR THE FOLLOWING:

1. Overseeing academic plans of various programs in the college and coordinating between them.

2. Approving students’ grades.3. Implement all approved regulations.4. Discussing all the suggestions and new policies suggested by the Dean’s council.5. Recommending conferring academic degrees.6. Approving the nomination of new faculty members or teaching assistants, or

suggesting their secondment, transfer or granting them scholarships or study leaves.7. Overseeing the scientific research of the college faculty members.8. Appointing standing committees to investigate or study issues within its

responsibilities.9. Approve faculty members in his/ her college for promotion; subject to the provision

that no staff member may take part in the promotion and/or appointment and/or any issue of a staff member of a higher rank.

1.8. DEPARTMENT CHAIRDepartment Chair oversee an academic department. They oversee the implementation of strategic polices and work towards the advancement of that unit. The Department Chair holds a PhD degree and usually holds the rank of Professor. In some circumstances, the University President may appoint a staff member of a lesser rank as acting Chair to serves the academic unit upon the recommendation of the Dean.The Head of Department usually performs the following tasks:

1. Chairing Department council2. Preparing course schedule in the department3. Report department budgets4. Translating department strategic goals5. Proposing departmental changes6. Managing staff; subject to the provision that no staff member may take part in any

issue of a staff member of a higher rank.7. Coordinate and supervise all assessment activities in the department, such as pre-post

monitoring exams, course (e-)file, textbooks … etc.


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8. Managing evaluating faculty and staff performance process.9. Conducting research

10. Attending and hosting meetings11. Report to the college dean.

In some circumstances, the President may appoint a staff member of a lesser rank than a Full-Professor as acting Head of Department upon the recommendation of the Dean of the College.

1.9. DEPARTMENT COUNCILEach academic department will constitute an autonomous academic entity and will supervise the teaching of courses within its specialization. Each department will have a council comprising all the academic staff members. The Departmental Council will oversee academic, educational, administrative and financial matters and student affairs in the college in accordance with the policies of the BoT, the Deans’ Council and the College Council and within the provisions of the law, the by-laws and regulations decisions issued in accordance therewith. The Departmental Council has the following powers and undertakes the following responsibilities:

1. Submission of proposals to the Council regarding study plans in the Department.2. Coordination of curricula in the Department, course textbook and reference selection.3. Organizing the exams as per the university by-laws.4. Promoting academic research and coordinating it in the Department, including

community service.5. Proffering opinions on matters relating to academic staff, including appointments,

promotions and holidays, subject to the provision that no staff member may take part in the promotion and/or appointment of a staff member of a higher rank.

6. Distribution of courses amongst instructors in the department.7. Organization of academic advising in the department and provision of guidance and

pastoral care to students.8. Recommendation to the college Council the lists of graduates.9. Review the plan to evaluate the learning outcomes of the department, discuss and

approve/amend update it to take appropriate measures to develop the educational process in the department in accordance with learning outcome results.

10. Review, study and prepare program files presented for academic accreditation and complete them with the required documents.

11. Reviewing and approving suggested textbooks by faculty members.12. Setting the department budget.


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1.10. DEAN ASSISTANT / PROGRAM COORDINATOR FOR UNDERGRADUATES

Is appointed by the University President upon the recommendation of the Dean in case there is no Chairs of Departments. Program Coordinator will have the same privileges as a Head of Department. The Program Coordinator holds a PhD degree and usually holds the rank of Professor, in some circumstances, the University President may appoint, upon the recommendation of the Dean of the College, a staff member of a lesser rank as acting Program Coordinator to serves the academic program.The Program Coordinator is responsible for:

1. Helping the Dean and the college administration in the planning, implementation, and marketing of the program’s functions.

2. Serving as a liaison between students, faculty, and other departments on program-related issues.

3. Coordinating activities of students, faculty, staff, and administration to achieve program’s objectives.

4. Preparing program-related documents, such as course catalogs, promotional materials, and educational materials.

5. Collecting and maintaining student and course related data, such as, registered students, graduated students, employed students, and offered courses.

6. Working with college advisors to make sure the advising process runs smoothly and effectively.

7. Performing any program-related duties assigned by the Dean and the university administration.

1.11. DEAN ASSISTANT / PROGRAM COORDINATOR FOR POSTGRADUATES

Postgraduate Program Coordinator is appointed by the University President upon the recommendation of the Dean. Program Coordinator will have the same privileges as a Head of Department. The Postgraduate Program Coordinator holds a PhD degree and usually holds the rank of Professor, in some circumstances, the University President may appoint, upon the recommendation of the Dean, a staff member of a lesser rank as acting postgraduate Program Coordinator to serves the graduate academic program. The Postgraduate Program Coordinator is responsible for:

THE POSTGRADUATE PROGRAM DIRECTOR IS RESPONSIBLE FOR:

1. Serve as primary point of contact for prospective students2. Review applications for admission3. Promote Postgraduate Programs at information sessions (internally/externally)4. Provide academic advising to students


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5. Develop a good working relationship with students of the program

POSTGRADUATE PROGRAM REVIEW AND EVALUATION:

1. Review the postgraduate program data and write annual reports to highlight strengths or areas for improvement, such as recruitment figures, retention rates, progression, and achievement data

2. Review existing programs and participate with curriculum committee in developing new graduate programs

3. Monitor student progression and audit graduation applications

POSTGRADUATE PROGRAM ADMINISTRATION:

1. Coordinate with faculties who are teaching in the Postgraduate Program2. Works with Academic Unit Chair/Dean to schedule faculty for postgraduate class offerings3. Delegate roles as clearly and as possible regarding tasks and responsibilities4. Keep documentation of the program reports, meetings, changes, developments

1.12. COURSE COORDINATORA course coordinator is assigned, by the College/Department Council, to each multisection courses.The course coordinator is responsible for:

1. Organizing a start-up meeting at the beginning of the semester to develop a consensus among the instructors of each section of the course regarding syllabus, contents, learning outcomes, methods of delivery of contents and weightages and contents of assessment material.

2. Making sure that the textbooks and aiding materials are available in the university learning resources.

3. Maintaining the quality and the consistency of the course contents and teaching methodologies during the semester.

4. Overseeing the preparation of the midterm/final exam (if exist) to make sure that it is unified between all sessions.

5. Conducting a meeting with the instructors at the end of the semester to discuss any suggested update in the syllabus, course contents, textbooks, and course learning outcomes.

6. Overseeing the preparation of the portfolio in all sections.7. Organizing professional development activities for the instructors to make sure that

the faculty is abreast with the latest knowledge, tools and technologies that are part of the course.


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1.13. DIRECTOR OF ADMISSION AND REGISTRATIONThe Director of Admission and Registration will oversee plans and coordinates complex operational and student registration assignments and special projects within and/or across operating units; gathers, organizes, analyses information, develops and prepares recommendations.

QUALIFICATIONS • Bachelor’s Degree/ Business Administration or MIS background preferred. • 5 years of related experience. • Proficiency in both Arabic and English language, spoken and written. • Strong communication skills, courteous and people friendly personality. • Ability to handle multiple assignments/projects. • Proficient in personal computing skills • Excellent problem-solving skills • Ability to analyse and interpret data • Familiar with AFU registration software

RESPONSIBILITIES

1. Prepare and announce the academic schedule, and control offered courses’ slots timing.2. Prepare the academic calendar in coordination with the Director of Human Resources.3. Administers day-to-day registration policies and procedures.4. Management of student records, including transcripts for all types and certifications

through complete production process.5. Independently processes all records and tasks through workflow functions, including the

collection and maintenance of records, scanning documents, research and investigation of records history, verification, adjustment, and completion of assignments.

6. Operates independently as the primary point-of-contact as administrative liaison and coordinates interaction between department operating units, other university departments and programs and/or external agencies, as appropriate.

7. Resolves student registrations issues and/or discrepancies utilizing analytical and research techniques.

8. Supports Enrolment Management.9. Provides guidance, troubleshooting and problem-solving including researching records

information as necessary across university and exterior entities to respond to and address specific applicant/student concerns and/or inquiries.

10. Coordinates and/or contributes to the overall planning, development, and implementation of short-term and long-range goals and objectives.

11. Supervise registration staff and may participate in training and evaluative sessions.12. Performs miscellaneous job-related duties as assigned by University Management.


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1.14. DIRECTOR OF FINANCEThe Director of Finance unit is responsible for directing the financial affairs, controlling the flow of cash through the university, and maintaining the integrity of the funds to insure financial stability.

QUALIFICATION • Bachelor’s degree in finance and accounting • 8 to 10 years of experience in a similar role in education sector • Auditing experience would be an advantage • Proficiency in both Arabic and English language, spoken and written. • Sound knowledge of financial and accounting standards • Strong communication skills, courteous and people friendly personality. • Ability to handle multiple assignments/projects

RESPONSIBILITIES

1. Overall manage the Financial Affairs of Al Falah University2. Supervise the Finance Staff (Recruitment, Training, Job Allocation, Attendance, Leave and

Evaluation)3. Supervise the Finance Staff (Recruitment, Training, Job Allocation, Attendance, Leave and

Evaluation)4. Control the day-to-day accounting entries, reconciliation and reporting as per IAS and

GAAP5. Interfere and supervise the ERP system setup and implementation in which has a financial

effect.6. Prepare the University proposed Budget as per AFU by laws and observe the achievement

during the year7. Prepare the monthly Financial Statement (Trial Balance, Balance Sheet, Income Statement

and Cash flow8. Prepare the Year End closing and reporting and assist to provide the external auditors

with the reports.9. Performs miscellaneous job-related duties as assigned by AFU Management.

1.15. DIRECTOR OF HUMAN RESOURCES UNITProvides innovative leadership to human resource in the university, and designs, implements and oversees the various human resource policies and procedures to support the university, mission, and vision. He/she provides innovative human resource leadership, performs entry- level professional duties in one or more major areas of the Human Resources function.


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QUALIFICATIONS • Bachelor’s degree in Human Resources Management or a related area, Masters is preferred • Successful comprehensive management skills including employee relations, compensation,

recruitment, dispute resolution, organizational development, operational management, and program/project management.

• Proven skills in building and maintaining effective work relationships with the ability to counsel and advise a broad array of constituents at all levels of the organization.

• Abilities to advance organizational change and development through effective supervisory and financial management skills.

• Strong analytical skills, clear and effective written and verbal communication skills. • Effective leadership skills and teamwork philosophy. • Strong abilities to set priorities, manage competing demands and provide timely response

to urgent issues. • A fair understanding of the local and UAE labour laws that may have bearing on the day-to-

day operation of the university.

RESPONSIBILITIES

1. Prepares data for reports, salary studies, affirmative action investigation and/or job analysis.

2. Reviews and processes payroll records and reports.3. Reviews and update position descriptions to ensure currency and accuracy.4. Responds to local and national wage and salary surveys, providing information on

University’s compensation programs.5. Receives and screens employment applications, conducts employment interviews,

reviews certification of employment eligibility, applications, and performs reference and background checks.

6. Conducts exit, grievance, and/or affirmative action interviews. Assists employee supervision and organizational issues (counselling).

7. Performs benefits orientation for full-time, part-time, employee to assist employees in re-solving specific benefits problems.

8. Assist in the development, analysis, and evaluation or training needs.9. Assists in the implementation of human resource programs and projects.10. Operates manual and automated systems and equipment, computers, related software to

facilitate work assignments.11. Responsible to access staff eligibility to access services including but not limited to

counsel-ling services, career services, and registration for the courses at AFU. The outcome recommendation(s) goes to the President for the final decision.


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1.16. DIRECTOR OF INFORMATION TECHNOLOGYThe Director of information technology (IT) oversees the design, development, and maintenance of network computer systems and software applications serving the needs of the academic and administrative entities affiliated with the university.

QUALIFICATIONS • Bachelor’s degree in an area related to information technology, master’s degree is preferred.

A minimum 5 years related experience with a minimum of 2 years in at supervisory role managing technology personnel.

• Experience in administration of systems in Windows; MAC OS X or Unix/Linux administration experience highly desirable.

• Experience with most of the following technologies: Active Directory, Open LDAP, DNS, content management systems (especially FatWire), IIS, Apache, HTML, XML, Perl, Shell scripting and JavaScript).

• Experience with the following Platforms: Edu-Gate, Moodle, Quiz, MS-Team and Zoom. • Excellent skills in project management. • Flexible to work on some evenings and possibly weekends when required. Able to work

successfully in a fast-paced work environment. • Assertive and technically skilled and organized. • Excellent interpersonal and communication skills and strong analytical and critical-thinking

skills. • Demonstrates strong initiative and resourcefulness and ability to research problems and

create solutions.

RESPONSIBILITIES

1. Implements policies and define regulations related to client and server use and security.2. Accountable for successful resolution of all server and client computing problems;

develops, maintains, and disseminates knowledge of best solutions to recurring problems.3. Analyses and documents the functional IT requirements of departments and programs

within the university for the purpose of developing, integrating, and improving IT usage.4. Works with the technical staff to develop annual budget and oversees the portion of the

budget that deals with the computing equipment and software to foster technical team development.

5. Research technology to stay current with advances and alerts in systems, security, and web development; develops an aptitude and displays initiative to apply and integrate research findings quickly in the current environment of a new institution.

6. Oversees the implementation, support and delivery of web technologies and solutions for both faculty and staff members.

7. Leverages and supports the web content management system (CMS) infrastructure to support new media teaching initiatives and the Journalism School public website. Analyse


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stakeholder needs and vision, recommend web-based solutions, and support creation of both traditional and CMS-based web sites.

8. Responsible for hardware, software, operating systems, and network purchases, upgrades, and maintenance, includes working with vendors.

9. Makes periodic reports to the Deans on purchase requests and status of orders.10. Works on the annual budget to implement and oversee the computer division budget

accounts.11. Participates in the assessment of the IT services and its management as required by the

university management.

1.17. DIRECTOR OF LEARNING RESOURCES CENTER (LRC/LIBRARY)The Director of Learning Resources provides leadership for the acquisition of books and serial publications in all formats. The Director of Learning Resources works closely with faculty, students, and other university staff members within the community. The Director of Learning Resources ensures the development and evaluation of the collections, continuation of titles, regular, and the updating of the learning resources catalog and webpage regarding all holdings of the learning resources. The position serves on the Electronic Resources Committee. In addition, this position shares in providing reference assistance to students, faculty, staff, and other members of the University community.In addition, the Director of Learning Resources participates in teaching students and faculty members on the different techniques for appropriate research analysis, research problems and seeking information electronically. The Director of Learning Resources acts as a faculty liaison for learning resources print collection development in assigned areas.

QUALIFICATIONSThe Director of Learning Resources will:

• Have a master’s degree in library and management Information systems (MIS) or its equivalent, with appropriate experience.

• Have excellent organizational skills, creativity, multitasking abilities and problem-solving skills. • Have essential skills in electronic resources, instructional technology, multimedia resources

and services. • Have outstanding oral and written communication and ‘interpersonal skills and the ability

to work successfully individually and in a dynamic collegial environment with diverse populations

RESPONSIBILITIES

1. Managing and overseeing the learning resources and information resources of the university

2. Manage the learning resources support staff who will have a bachelor’s degree or equivalent and reasonable experience as a librarian in a similar position.


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3. Providing general and specialized reference service at the desk, electronically and on the telephone.

4. Participating in developing, reviewing, and implementing the learning resources approved policies, rules, regulations, and procedures, including those related to policy and the book development program and other related activities of the AFU Learning resources and Information Resources.

5. Preparing the annual operating budget of the Learning resources and information resources.

6. Developing and provide subject-based specialized instruction to support the research and teaching needs of the faculty and students

7. Collaborating and participating in educational initiatives, establishing, and maintaining sound relationships with publishers, book dealers, and peer librarians and scholars assessing collections and resources

8. Develop other related services to enhance the scope of the university’s learning resources, such as inter-learning resources loans and collaborations with other libraries in the region.

9. Serve on the university’s committees as appropriate and perform other duties as assigned.

1.18. DIRECTOR OF MEDIA OFFICEDirector of Media is responsible to plan and organize strategies for university media unit and supervise all the university articles, publications, posts of the university website and social media accounts.

QUALIFICATIONS • BSc in Design / Media or related fields. • Priority shall be given to nationals of the United Arab Emirates and GCC nationals • Proficiency in both Arabic and English language, spoken and written • Must have an experience in the UAE • Strong communication skills, courteous and people friendly personality • 2 years related experience

RESPONSIBILITIES

1. Plans, and organize strategies for university media unit.2. Supervise all the university website and social media accounts. 3. Provides awareness and direction to the units, in developing strategic social media plans;

works closely with other units to ensure proper content and messaging executed online is relevant to organizational goal.

4. Monitoring coverage across different media types.5. Oversee and approve the posts on website and university social media.6. Responsible to review the articles, publications, posts of the university on website and

social media.


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7. All other duties assigned by Media Office.

1.19. DIRECTOR OF QUALITY ASSURANCE AND ACCREDITATION CENTER (QAAC)

The Director of the Quality Assurance and Accreditation Centre (QAAC) is appointed by the University President. The Director holds a PhD degree and preferably to hold the rank of Associate or Professor. The Director of the QAAC is considered part of the senior management at the University where the QAAC is directly linked to the University President. Therefore, the Director of the QAAC should report directly to the President on any matter related to quality. The Director may also be invited to the Deans’ Council so that s/he can participate in the academic decision-making process. The Director of the QAAC should work with the President to support the University’s development of learning- and quality-related policies and strategies, liaise with Deans and managers of Units and Centres at AFU, and interface with external Quality Assurance agencies and organizations.

RESPONSIBILITIES

1. Chairs the QAAC and the standing Central Quality Assurance Committee (CQAC) 2. Develops, and oversees the implementation of the University’s Quality Assurance Policy

and Framework, and Manual.3. Promotes the culture of academic quality and self-assessment and improvement within

the University.4. Works with faculty, staff, and the CQAC to implement the quality assurance framework

and structure assessments and related reporting to fulfil University expectations and accreditation requirements.

5. Coordinates the process for preparing the self-study reports for external institutional/programmatic reviews and audits.

6. Prepares annual self-evaluation/QA reports on the performance of the academic and administrative units including operational plans, academic programs, operations, and services.

7. Reviews and monitors progress on the implementation of recommendations/ action plans (closing the loop) arising from quality reviews / annual quality assurance reports.

1.20. GENERAL SERVICES UNIT MANAGERThe GSU Supervisor oversees and administers the day-to-day supporting services at the university.

QUALIFICATIONS • Bachelor’s degree in relevant field with minimum 5 years of experience.


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• Excellent interpersonal and communication skills. • Flexible to work in shifts and possibly on weekends when required. • Proficiency in both Arabic and English language, spoken and written. • Excellent public relations writing skills, and ability to lead and train staff • Good command of Computer use, particularly MS office programs. • Ability to handle multiple assignments/projects.

RESPONSIBILITIES

1. Oversees and administers the day-to-day activities of the office; develops policies, procedures, and systems which ensure productive and efficient office operation.

2. Aids and support to the office principal in problem solving, project planning and management, and development and execution of stated goals and objectives.

3. Supervises the work of employees in supporting roles, including assigning workload, and monitoring employee performance.

4. Oversees and facilitates resources management and administration procedures and documentation for the principal.

5. Organizes and facilitates meetings, conferences, and other special events; coordinates and attends committee meetings, and participates in committee discussions, as appropriate.

6. Provides and/or oversees provision of staff support to the office, to include handling walk-up and phone interactions, maintaining calendars and travel arrangements, screening, analysing, and responding to incoming correspondence, handling day-to-day problems and situations.

7. Aids in the understanding and interpretation of university policies and procedures, as appropriate, and ensures that office operations follow policy provisions and standards.

8. Assists in the coordination, supervision, and completion of special projects, as appropriate.9. Performs miscellaneous job-related duties as assigned by the Management.

1.21. STUDENT RECRUITMENT MANAGERStudents recruitment Manager is responsible for the student recruitments for the university. The job role includes visits schools, colleges and meets with school administrators and counsellors to promote outreach activities within assigned territory and as required to assist other recruiters at his unit. His role also includes coordination and implementation of various recruitment programs and marketing strategies for programs and special events relating to targeted students, transfer, or under-represented groups in the fulfilment of recruitment efforts.Organize and host school counsellors at AFU to have campus tours for marketing and student recruitments.

QUALIFICATIONS • 4 to 5 years related experience in the field


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• Strong communication skills, courteous and people friendly personality. • Proficiency in both Arabic and English language, spoken and written • Must have an experience in the UAE • Candidates having Ministry of Education degree equivalency shall be given preference. • Strong communication skills, courteous and people friendly personality

RESPONSIBILITIES

1. Visits schools and colleges and meets with school administrators and counselors to promote outreach activities within assigned territory and as required to assist other recruiters.

2. Coordinates and implements various recruitment programs and marketing strategies for programs and special events relating to targeted students, transfer, or under-represented groups in the fulfillment of recruitment efforts.

3. Organize and host school counselors at AFU to have campus tours for marketing and student recruitments.

4. Plan and participate in seminars and events to represent AFU.5. All other duties assigned by management.

1.22. ENVIRONMENTAL HEALTH AND SAFETY (EHS) OFFICERAn EHS Officer is appointed by the University President and is directly responsible to report to him. The Environmental Health and Safety Officer will develop, coordinate, evaluate, and execute university policies and procedures that will ensure the health and safety of faculty, staff, students, and visitors. In accordance with regulatory mandates, topics included will be complex technical areas such as hazard control and risk management, occupational safety and health, and fire prevention.He may work with or have access to professionals with administrative, engineering, chemical, radiation, occupational, environmental, and fire safety credentials and will be prepared to assess, measure, and evaluate potential hazards which the University community may encounter for purposes of developing safety related programs to heighten safety awareness among staff, faculty, and students.

QUALIFICATIONS • Has a certificate in this field such as IOSH (Institution of Occupational Safety and Health),

NEBOSH (National Examination Board in Occupational Safety and Health), IEMA (Institute for Environmental Management and Assessment), or equivalent certificate.

• Has an experience as an environmental health and safety professional. • Has a minimum of five years’ experience working and supporting with environmental health

and safety professionals. • Has good interpersonal and communication skills.


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RESPONSIBILITIES

1. Supervise and identify the need for monitoring, on a continued basis, for hazards associate with toxic atmospheres, chemicals, flammable liquids, etc.

2. Inspect and determine that available life safety devices such as fire extinguishers, smoke detectors are in proper supply and working condition.

3. Review plans and blueprints to ensure that campus planning personnel are in compliance with all pertinent safety regulations during the rehabilitation of existing facilities or planning of new construction or in the lease or purchase of off-campus facilities.

4. Manage, plan, schedule, participate in, and assume the overall responsibility for all safety and safety related inspections of buildings, maintenance operations, and campus areas, construction and facilities rehabilitation sites, storage areas, etc. for the purpose of detecting and appraising unsafe conditions or activities.

5. Direct the investigation of accidents, fires, incidents involving hazardous chemicals (if any) and any other environmental or safety related concerns.

6. Prepares information for presentation to University Management and in Courts if required.7. Plan, schedule, and coordinate safety training programs for faculty, staff, and students such as

Right to Know/Hazard Communication, hazardous waste management (if any), machine and tool safety, and the general subjects of fire prevention and occupational and environmental hygiene. Such responsibilities would also include the composition of reference manuals.

8. Recommend renovation and/or maintenance projects to improve safety in work.9. Actively participate in university safety related committees such as Central Risk

Management Committee, and Central Health and Safety Committee.

1.23. E-LEARNING COORDINATOR (AS APPLICABLE)An eLearning coordinator is appointed by the University President and directly responsible to report to the Director of ITC. The coordinator will provide support for the implementation of e-learning policies, and work with teaching staff to develop sustainable high-quality online learning activities appropriate for the discipline, incorporating sound educational design principles, and consistent with the Colleges’ policies.

QUALIFICATIONS • An MS degree in Computer Science. • Has minimum of five years’ experience working and supporting with distance learning

program. • Experienced in working with Learning Management Systems (LMS), particularly Moodle. • Has good interpersonal and communication skills. • Is professional in different IT software.


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RESPONSIBILITIESThe coordinator will assist and support the delivery of AFU’s online and continuing education efforts by providing training for faculty in the area of online teaching and developing and administering distance learning student services. The coordinator will also Collaborate with the University and resources to help develop faculty and student support services. The eLearning coordinator will be a team-oriented professional who is willing to learn and participate in a collaborative setting in cooperation with the Director of Professional Development and other administrators where needed, and as following:

1. Execute adopted policies and plans for online learning that promote the overall university’s strategic initiatives.

2. Collaborate with academic faculty and IT to enable them handling all online students’ general inquiries regarding classes, enrolment, student financial accounts, etc.

3. Collaborate with the Deans and other administrators regarding methods, technology, and administrative services.

4. Collaborate in anticipating, mitigating, and escalating academic issues to QAAC as they develop.

5. Track all documentation associated with the assessment of online instruction in coordination with QAAC Director.

6. Work extensively with Colleges Deans, the Director of QAAC, Director of Admission and Registration, and Director of Professional Development to increase student online enrolment growth along with retention, and other initiatives that align with AFU strategic direction.

7. Serves as the registrar for the Online Program (if any programs are established and officially approved by the CAA in the future).

8. Provide other services as needed/directed from the President of AFU.

2. DUTIES AND RESPONSIBILITIES OF FACULTY MEMBERS2.1. FACULTY ROLES AND RESPONSIBILITIESFaculty involvement in the academic affairs is recognized as a crucial component in the educational process of the university. Faculty members participate in developing and achieving the purposes of the university and have the prerogative to make recommendations to the administration and the University’s management on all matters relating to academic affairs: the curriculum, teaching, student support, research and/or scholarship, management, and administration. Faculty should follow all instructional obligations on a timely manner.

2.2. DUTIES AND RESPONSIBILITIES OF FACULTYActivities include but not limited to the following:


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1. Teaching

• A Faculty member is expected to demonstrate excellent teaching pedagogies in their classes, in addition to their engagement in both research and community services as part of their duties.

• Academic integrity and quality are a must, and the faculty must foster an educational climate where students’ critical thinking is challenged through knowledge, skills, autonomy and responsibility, role in context, and self-development.

• A faculty member is requested to have annual publications in indexed scholarly journals in the field of specialization of the faculty member.

• A faculty member is to have various kinds of university or outside professional service on committees.

• A faculty has to deliver and teach the course according to the course syllabus included in the academic program.

• A faculty has to explain issues, direct comments toward the content and learning objectives, set up discussion forum, probes for student responses that focus discussions on critical concepts, principles, and skills.

• A faculty has to ensure that all lectures and tutorials are delivered in their respective specified time.

• A faculty has to encourage substantive interactions among the participants by monitoring and shaping conversations with targeted interventions.

• A faculty has to provide guidelines for assignments that are appropriate to the level of the course, evaluate students’ assignments, exams, projects, and contributions, and offer intellectual feedback.

• A faculty has to support the development of collaborative learning and a social community, manage learning communities, and express support for the learning process and individual needs.

• A faculty has to review the adequacy of the learning resources to support the course including teaching accommodation, laboratories and workshops, books, journals, software and equipment.

• A faculty has to implement university policies regarding student participation at instructional and related levels.

• A faculty has to co-ordinate the preparation, monitoring, scheduling, and distribution to students of coursework assignments with accompanying assessment criteria, submission dates and return.

• A faculty has to ensure the return (including feedback) of graded on-going class assignments, tests, reports, etc... to students within maximum of 1 week from the due date of a submission.

• A faculty has to foster an educational climate where students’ thinking is challenged, a debate culture is fostered, and students’ critical thinking and analytical skills are built.

• A faculty has to ensure course materials are regularly reviewed, assessed, updated, contextualized (where applicable) and reflect the needs of the students and program as a whole to ensure quality and relevance at all times.


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2. Faculty roles and responsibilities in curriculum planning and revision

Faculty members play active role in curriculum planning and revision as follow: • The faculty members actively participate in curriculum deliberation and recommend actions

related to additions, deletions, modifications in curricula, and maintain course content. • Examine the effectiveness of curricula on a regular basis in the realization of the program goals. • Integrate and encourage the use of innovative learning technologies and pedagogies to

course design, delivery and ensure compliance with the quality, educational standards, and regulations of the University.

• Design and develop appropriate and innovative assessment strategies to evaluate students’ work and ensure prompt constructive feedback is provided to students on each piece of assessment for continuous improvement.

• Maintain course files at the end of each semester based on the University and the CAA standards and requirements.Also, as per AFU Program Planning and Development Policy, Faculty are Involved in the development of new programs including curricula.

3. Student Support

• Closely follow-up the performance of all students and provide support and advice. • Advice on solving problems and the procedures to be followed. • Advise on career placement and training opportunities and to help students into exploring

career goals. • Implement attendance policy and review attendance excuses. • Provide academic help and academic advising to students. The typical Advisor-to-Advisee

ratio is 1:30. • Oversee and assure the implementation of the policies governing the student advisory and

scholarship program as related to instructional requirements. • Evaluate and follow-up on the student overall academic performance.

4. Research and Scholarship

• Participate in and implement policies and regulations concerning the improvement of the environment within the university and the larger community.

• Promote interdisciplinary research and scholarship operation of research on campus. • Obtain external funding and assist in administrative and financial management of sponsored

research, scholarship, and training projects. • Participate in research proposal preparation, funding strategies, program development,

grant, and contract administration. • Actively conduct research, present papers in conferences and publish in scholarly journals.

5. Management and Administration

• Ensure that the instruction is in accordance with the approved learning and teaching strategies.

• Ensure that the syllabus covers the students’ learning requirements and outcomes for the course.


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• Ensure submission of requirements to acquire adequate resources needed for supporting the program and maintaining its quality.

• Participate in the process of national/international accreditation, monitoring and reviewing whenever required while complying with CAA standards and requirements.

• Participate in the process of program assessment and update. • Participate in University and departmental committees as needed.

6. Service to the University and Community

Each faculty member is expected to: • Participate in the various committees to which s/he is assigned. • Participate in extracurricular activities. • Participate in the professional development activities of other faculty members and

personnel. • Propose consultancy for community bodies and institutions other than AFU. • Join professional associations. • Be actively involved in refereeing academic publications.

3. ACADEMIC FREEDOM1. Faculty members are entitled to academic freedom regarding research and in the

publication of the results, subject to the adequate performance of their instructional and non-instructional duties.

2. Faculty members are entitled to academic freedom in the classroom in discussing their subject, but faculty should be objective in teaching of a controversial matter, which has relation to that subject, and of controversial topics introduced by students. A Faculty member must not introduce controversial matters which have little or no relation to the subject of instruction.

3. Faculty members are individuals, members of a learned profession, and representatives of a university. However, they must be aware that their position in the community imposes special obligations. As persons of a learning community, the faculty members should remember that the public might judge the profession and University by extramural utterances.

4. Hence, each Faculty member should, at all times, try to be accurate without offending the community, exercise appropriate restraint, show respect for the opinions of others and make every effort to indicate that as a member of the university, and he/she does not speak on behalf of the university.

5. Academic freedom should be distinguished clearly from constitutional freedoms, which all citizens enjoy equally under the law. Academic freedom is an additional assurance to those who teach and pursue knowledge and, thus, pertains to rights of expression regarding teaching and research within specific areas of recognized professional competencies.


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4. PROFESSIONAL ETHICS FOR FACULTY1. Faculty members have a responsibility to the System member, their profession, their

students, and society.2. The faculty member, guided by a deep conviction of the worth and dignity of the

advancement of knowledge, recognizes the special responsibilities placed upon Faculty members.

3. The primary responsibility to one’s field is to seek and to state the truth as one sees it. To this end, the Faculty member devotes time and energy to developing and improving scholarly competence.

4. The Faculty member accepts, as well, the obligation to exercise critical self-discipline and judgement in extending and transmitting knowledge.

5. Faculty members are expected to interact in an atmosphere of mutual respect, with integrity, honesty, and regard for academic freedom.

6. They should work with each other responsively in the day-to-day activities that further the mission of the university and the success of students, colleagues and the university as a whole.

7. Faculty members should be professional in their conduct in the classroom and in relationships with students.

8. They should maintain respect for the student and for the student’s posture as a learner and should be appropriately available to students for consultation on course work.

5. COPYRIGHT AND INTELLECTUAL PROPERTY GUIDELINESThe University seeks to provide an environment for the encouragement of creative work, the dissemination of knowledge and the advancement of teaching, learning and research. Intellectual Property created out of these activities is recognized by the University as an asset.This policy seeks to facilitate, where appropriate, the Commercialization of Intellectual Property created by the University’s Employees and Students. The University recognizes that Employees and Students as Originators are entitled to an equitable share of any financial returns from such Commercialization.

5.1. INTELLECTUAL PROPERTY/OWNERSHIP OF COURSE MATERIALS • Al Falah University owns the copyright of all instructional materials in all its various forms,

including web-based course, CDs, DVD, power point presentations, study books, video or audio tape recording, etc. produced by its faculty members while employed at AFU as part of their assigned teaching load, which shall be determined through the provisions referred to in the terms of employment concluded thereof with the University employees and staff.


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• In the cases where an individual was specifically directed to develop the material as part of general employment duties and responsibilities, the material produced shall be considered as having been developed in the course of employment, and therefore the University will own its copyright although it is upon the University’s Management discretion to consider further rewards of gratitude.

• AFU shall have the right to use the course materials developed by its faculty (full time or part-time) as it deems necessary, and maintain the right to reproduce, alter, update, distribute, transmit, and prepare derivative works based on the course materials.

• The University will also have the right to retain copies of the course materials for archival purposes and may make them available to any other institution, universities, colleges or persons as it deems appropriate.

• Faculty members must not include in the content of multimedia or electronic and computer-based courses, any content which constitutes libel, invasion of privacy, infringement of copyright or literary rights or otherwise violate the legal rights of any parties.

• All faculty members at AFU must abide by the copyright policy in order to prevent any breach of right and/or infringements and respect the ownership rights of content creators.

5.2. COPYRIGHT FOR RESEARCH WORK AND PROJECTS • Regarding copyright, the publishable work of its faculty members as well as that of its

students should be available to all interested scholars through the University Learning Resources.

• The author of any work must be given full credit for the work he/she produced and should be entitled to retain proprietary rights to the work of the individual’s own initiative and independent labours efforts.

• If a faculty member has produced a particular work as a result of specific University assignments (additional assignment excluding routine job tasks as defined by respective job description), a contract for this specific assignment should be signed by both parties that determine whether or not the work will be copyrighted, and in whose name, and what rights, if any, the author will retain to the produced work.

• If the work produced is marketed commercially, the author often receives an appropriate royalty payment based upon an agreed rate.

• In the event where the research work has been sponsored by an external body, it may often occur that the sponsors will establish their own regulations and/or licensing terms concerning the governing of the copyright and/or its publication. Therefore prior to moving to a sponsored project, understanding and mutual agreement among the principal author, the University, and the sponsor must be reached regarding the rights to any copyrightable materials produced by the project.

• Research work conducted by faculty members or students and published in scientific journals follow the copyright laws specified in the journal where the work is published, however; the name and address of the University has to be always indicated along with the name of the researcher either being Faculty member or a Student conducting research related to his study at AFU.


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5.3. USE OF AFU LOGO Al Falah University (AFU) is the sole and exclusive owner of all designs, trademarks, and affiliated logos now existing or as they may developed hereafter activated and managed by the university.Accordingly, all members of the university community are hereby advised to strictly abide and comply with the terms displayed below in respect of any university logo use or related implementation in any type of publication or service material on or in which the logo is displayed:

1. The University logo is a registered trademark, accordingly no Logo shall be used, displayed or reproduced in any process including but not limited to any project, activity, study, event, publication and/or audio-visual production by any Members of the University Community, without a written approval of the President or Media Office.

2. No Logo shall be used, displayed or reproduced in any transaction including but not limited to commercial, charity or fund collection and any process held contrary to these rules, shall be subject to the necessary action of the University.

3. The University reserves its right to pursue any disciplinary, legal claim or litigation in order to enforce its rights and any privileges associated thereof, against any breach or violation brought by any Member of the University Community.

4. Without intending to limit any action or remedies available to the University by virtue of applicable Laws, the Member(s) of the University Community, hereby irrevocably and unconditionally acknowledge that a breach of any of the rules indicated by this terms may result in material irreparable injury to the University for which it will not be possible to measure damages for such injuries precisely, accordingly; the University shall be entitled to obtain a relevant injunction, without the necessity of proving irreparable harm or injury as a result of such breach threatened or occurred by use of the University Logo.

5. The University disclaims any liability or responsibility against any violation, suit, charges or court order sustained as a direct or indirect result of any action or omission undertaken by Member(s) of the University Community inconsistent with these rules.

6. In all events, the University’s name and Logo must not:» Be associated with activities or entities that bring its integrity or credibility into

question. Careful consideration must be taken to protect and respect the University’s reputation and standing.

» Be used in any confusing way or for personal gain.» Be used in print or electronic form if it implies commercial endorsement of a product,

service, project, or individual.» Be used in any way that mischaracterizes any relationship between you and the

University.7. All University Logos are distinctive, designed pieces of graphic artwork. The following

usage terms must be followed:» Do not modify or alter the Logo.


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» Do not change scale, skew or rotate any Logo.» Do not change the design of any Logo.» Do not change or vary the colors of any Logo, except that the Logo may be all black or

can be reversed out in white.» Avoid screening Logo to less than 100%.» Do not shrink any Logo to less than 1” in height.» Do not combine a Logo with any other design, trademark, graphic, text or other

element, including your name, any trademarks or any generic terms.» No other design, trademark, text, graphic or other element may be placed closer to a

Logo than the height of the tallest letter in the Logo.» Logo may only be placed on solid backgrounds (preferably bright white), and not over

an image or pattern, and no artistic effects (such as drop shadows) may be applied.8. No Logo may be used or displayed in any of the following ways:

» In any manner that, in the sole discretion of the University, discredits or tarnishes its reputation and goodwill.

» In any manner that infringes, dilutes, depreciates the value, or impairs the rights of the University in the Logo.

» In connection with any illegal activities, or other materials that are defamatory, libelous, obscene, or otherwise objectionable.

» In any manner that violates the trademark, copyright or any other intellectual property rights of others; or

» In any manner, that violates any law, regulations, or other public policy.9. Written materials, such as web pages, must be marked to indicate that the University

owns the Logo used (for Example by using a statement such as, “AFU logo is a registered trademark of the University”).

10. You may not assert rights to the Logo whether by trademark registration, domain name registration or anything else.

11. On behalf of the University, the media office is the official entity and concerned party for providing AFU logo to internal and external parties.

12. These rules shall be governed by and construed in accordance with University’s rules, regulations and applicable Laws in the Emirate of Dubai and UAE.

6. CONDITIONS OF EMPLOYMENT FOR FULL TIME FACULTY 6.1. FACULTY WORKLOAD POLICY

• Al Falah University (AFU) employs sufficient number of faculty members to effectively deliver the programs it offers, both credit-bearing and non-credit-bearing, in line with its mission and international norms.


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• There is a clear and accessible faculty workload which is appropriate to the nature and mission of the institution, which is consistently and transparently applied.

• Workload assignments are equitable and reasonable and include the entire range of a faculty member’s responsibilities, such as instruction, advising, project supervision, internship supervision, accreditation work, committee work, supervision in general, guidance of student organizations, re-search, community engagement and service, and curriculum development. Assignments has to consider the number of course preparations, the level of courses taught, student enrolments, subject matter, support from clerical and other staff, and administrative responsibilities.

• Faculty members are allowed flexible work hours in order to meet teaching, research, and scholarly requirements.

• Faculty workload is 12 credit hours/regular semester for PhD holders, and 15 credit hours/regular semester for master’s degree holders.

• In exceptional circumstances where teaching assignments in excess of the above (overloads) are unavoidable, faculty must be compensated. In these exceptional circumstances where teaching assignments in excess of the above requirements (overloads) are inevitable, they require President prior approval before beginning teaching and are either compensated through reduced teaching assignments in the next regular semester or compensated financially based on adjunct remuneration rate.

• Any allocation of teaching, supervision, internships, or independent study courses (and according to CAA 2019 standards) beyond the 12 undergraduate credit hours per semester shall be calculated on an annual basis and compensated financially according to the faculty workload calculation.

• Workload assignments provide for a release time as follows:A. Six (6) credit hours per semester for dean.B. Six (6) credit hours per semester at least for Director of Quality Assurance and

Accreditation.C. Three (3) credit hours per semester for Vice Dean / Dean Assistant / Head of General

Education / Department Chair / Coordinator (if post avail). • If any of the above (from A – C) had a teaching load within his/her release time, then his/

her teaching will not be considered as overload, unless he/she teaches more than 12 credit hours/regular semester.

• Deans/Program heads are responsible to allocate teaching load to the faculty during the academic year, in case of any under load credits, this can be covered during summer.

• Overload (overtime) payment for summer courses will be for any course exceeding 24 total credit hours taught in the preceding year.

• AFU recognizes that Laboratory, studio, internship, and other forms of pedagogy must be differently accounted for in faculty workload calculations. Certain courses are composed of 2 parts; theoretical and practical, and both parts are included within the same offered course and same course number. In such courses, the workload for the faculty will be calculated in terms of real contact teaching hours (Theoretical + Practical) according to the curricula, rather than the credit hours. The calculation of workloads includes any classes that are split into sections.


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• A faculty member is required to teach a mix of undergraduates and postgraduates’ courses (where applicable) in at least one regular semester per academic year.

6.1.1. Part-time (adjuncts) FacultyAFU ensures that: • Normally no more than 25% of the instructors, by headcount, teaching courses in a given

program are part-time faculty. • Part-time faculty meet the same qualification requirements for appointment as full-time

faculty. • Part-time faculty are employed on the basis of well-documented job descriptions and

clear, equitable contracts. • Policies and procedures, including provisions related to office hours, that apply to full-

time faculty apply equally to part-time faculty. • Assignment of teaching and tutoring load for part-time faculty members should be no

more than six (6) credit hours per semester.

6.1.2. Summer Course Teaching Faculty (full-time/part-time) are eligible to teach up to the 6 credit hours during the summer semester. Faculty will be compensated for teaching summer courses based on the remuneration rates of adjuncts announced at the beginning of each academic year.

6.2. EXPECTATION FOR OFFICE HOURSOFFICE HOURS: Full-time Faculty members are expected to keep a minimum of eight regular office hours each week. Part-time Faculty members are required to give students at least one hour each week for each course taught. It is recommended that office hours are maintained in both mornings and afternoons. Office hours should be posted on or near the office door.

6.3. ACADEMIC RANKS AND QUALIFICATIONS

6.3.1. Faculty Ranks and QualificationsA. FULL-TIME FACULTY MEMBERS:A.1. Teaching Assistants (if applicable)

An appointee to this rank must: • Have a Bachelor or equivalent qualification in a discipline of their College from an

accredited institution • Demonstrate promise of future professional growth in his/her field • Expect to participate in all University affairs • Teaching assistants will be only assisting in course laboratory preparation.


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A.2. Instructor (Appointed in Colleges)

An appointee to this rank must: • Have a master or equivalent qualification in a discipline of their College from an accredited

institution. • Have demonstrated the potential to achieve excellence in teaching and scholarly or

creative activities. • Demonstrate promise of future professional growth in his/her field. • Participate in all University affairs.

A.3. Instructor (appointed in the Language Center)

An appointee to this rank must: • Have completed a bachelor and/or professional certification of equivalent. • Have demonstrated the potential to achieve excellence in teaching. • Demonstrate promise of future professional growth in his/her field. • Participate in all University affairs.

A.4. Assistant Professor

An appointee to this rank must: • Have a doctoral or equivalent qualification in a discipline of their College from an

accredited institution. • Have demonstrated the potential to achieve excellence in teaching and scholarly or

creative activities. • Demonstrate promise of future professional growth in his or her field. • Participate in all University affairs.

A.5. Associate Professor


accredited institution. • Have demonstrated excellent teaching ability and shown continuing active engagement

with students in and outside the classroom. • Have demonstrated significant scholarly or creative accomplishments appropriate to

his/her discipline. • Show potential of becoming a scholar or artist of distinction and have achieved

professional recognition and growth. • He/she should have had at least five years of full-time teaching and research experience

as assistant professor. • Submit a certified letter that he has been academically promoted to Associate Professor

(or equivalent) if he was promoted to Associate Professor in another university. • Participate in all University affairs.


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A.6. Professor (Full-Professor)


accredited institution. • Have achieved all the qualifications for Associate Professor. • Have achieved a record of international distinction in the academic or creative aspects

of his/her field. • Have demonstrated excellent teaching ability and shown continuing active engagement

with students in and outside the classroom. • Have a record of relevant and effective professional service and demonstrate an ability to

continue to take an active role in the development and progress of his/her field. • Have had at least ten years of full-time teaching and research experience in a university

or college, including at least five of those years in a rank of Associate Professor. • Submit certified letters that he has been academically promoted from Assistant

Professor (or equivalent) to Associate Professor (or equivalent), and from Associate Professor (or equivalent) to Full Professor (or equivalent) if he was promoted in another accredited institution.

• Participate in all University affairs.

A.7. Visiting Faculty

All appointments will meet the relevant criteria as per his rank as mentioned above.

B. PART-TIME FACULTY

Part-time faculty are members that are engaged in University Colleges and centers but have full-time duties elsewhere. They are basically recruited for teaching purposes, in addition to other functions that are mentioned below. The appointment of part time faculty will be done according to criteria of the full-time faculty. Part time faculty will receive the same pay rate per hour given to full time faculty when they carry overload. They will be subject to the same orientation program as the full-time faculty and will be evaluated on the same bases. The University requires that part-time Faculty must meet the same qualifications as that of full-time University.

B.1. Part-time and Full-time Faculty Ratio

The part-time Faculty teaching on each program will not exceed the 25% of the total number of the Faculty member in the program.

C. POLICY ON PROFESSIONAL REQUIREMENTS FOR TEACHING

Al Falah University (AFU) requires that the preparation and qualifications of all faculty members (full-time and part-time) be at the appropriate level in the field of their assignments with earned degrees from internationally recognized institutions of higher education.


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The Faculty members must have earned a terminal degree considered for a teaching position in the University.

D. PARITY FOR FACULTY MEMBERS

It is the University’s policy that part-time and full-time Faculty members are equally evaluated and parity in meeting the requirements for professional, experiential and scholarly preparation. All Faculty members (part-time and full-time) have equal opportunity in professional privileges.

E. EQUIVALENCY

As a mandate by Ministry of Education (MOE), successful candidate must submit for UAE degree equivalency by MOE within 1 month after joining Al-Falah University (AFU), and according to the set rules and regulations by MOE.

F. DOCUMENTATION

Qualifications of all faculty are documented through official transcripts, certificates, and certificates of equivalency from the UAE MoE. Faculty files are maintained and include passport and visa information (for non-UAE nationals), credentials, and up-to-date curriculum vitae in a consistent organizational format

6.4. ORIENTATION OF NEW FACULTYHuman resources unit is responsible for work permits, visas and travel arrangement for new staff. Moving to the new country is very stressful, to help new full time and part time staff human resources unit organizes the orientation sessions. The objectives of the orientation are below:

• Welcome new staff at AFU and Introduction of the new faculty to AFU staff. • Introduction and guidelines of the university policies, procedures, mission, vision, values

and culture. • To provide information about MOHRE law and immigration procedures. • To provide information about MOE degree equivalency procedure in the UAE. • To provide awareness for environment, health and safety. • To provide information about UAE culture, norms and values

6.5. FACULTY ACADEMIC ORIENTATION • Faculty orientation programs: this usually occur at the beginning of each semester in

coordination with the Student Affairs. • Ongoing training sessions and workshops: (throughout the semester) on various topics

such as: search techniques, searching techniques with federated search engine, etc. • On-demand training sessions: to address specific training needs or training resulting from

suggestions or recommendations.


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• Assessment of the various Learning Resources information literacy programs takes place as part of the overall Learning Resources assessment during the academic year and this managed by QAAC.

6.6. PROBATIONARY PERIODAccording to UAE’S Labor Law, Part III, Article 37, a staff member may be engaged on probation for a period not exceeding six months, during which his/ her services may be terminated by the employer without notice or severances pay, provided that he/she shall not be engaged on probation more than once in service of any one employer. Where a staff member successfully completes his/her period of probation and remains in his/her job, the said period shall be reckoned towards his/her period of service.

6.7. PERFORMANCE REVIEW SYSTEMS • After the spring semester, HR sends the related (AFU) Performance Evaluation Forms

to the Deans of the Colleges/Manager of General Education/Managers of Administrative Units to initiate the faculty/Administrative staff annual performance appraisal.

• The President initiates the Dean’s annual performance assessment process within the same timeline, through HR Unit.

• The relevant performance review forms must be submitted within 15 working days from receiving the request.

• Faculty/Administrative performance assessment shall be conducted in line with the approved job descriptions.

• It is the responsibility of the faculty/faculty administrators to collect all necessary evidence on all activities related to their scope of work within the performance appraisal period (1 year).

• The annual performance assessment of all faculty members and administrators is conducted on a university-wide basis towards the end of each academic year, where the Deans of the respective colleges / Heads of AFU Units shall initiate the cycle for performance reviews. This evaluation is conducted at the college/departmental level (if avail) and will form a continuous record of the performance of every faculty member at the university. However, the performance assessment is an on-going process of communication between the Line Manager (Dean of College/Heads of Units) and staff.

• It is an opportunity for all faculty and administrators to receive and discuss feedback on performance; to chart progress and identify achievements; to consider individual contribution to the college/unit and, where relevant, the University; and to identify the development needs relevant to one’s role. The aim is to ensure that all members have a structured framework for reflecting on their work.

• The performance review recognises the value of effective two-way communication. It places an emphasis on communicating the goals and objectives of the college/unit and also provides staff with the opportunity to give feedback on the things that have helped them perform to the best of their abilities and on the instances where procedures and practices have inadvertently created barriers to good performance.


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• Performance review is not a punitive process but rather a form of mentoring, an opportunity to celebrate achievements, acknowledge strengths, at the same time provide mechanisms and support for continuous improvement and enhancement of faculty performance.

• The Framework for annual performance review serves as a mean for maintaining a degree of consistency across the University without sacrificing individuality and autonomy at the academic/administrative unit level. The Framework for Annual Performance Review is also predicated on the understanding that the approach to Deans, Departments’ Chairs, faculty/staff evaluation should be comprehensive. Therefore, the system should:» Address the various roles of the individual and their professional profiles.» Provide information for enhancing performance and professional growth.» Provide information and materials for the promotion, and merit review process.

6.8. DEPARTMENT CHAIR (IF POST AVAIL) EVALUATION FOR RE-APPOINTMENT

The department chair shall serve a term of one year, renewable based on performance. The Dean will either recommend reappointment or begin the selection process for the position.

6.9. EVALUATION OF SENIOR MANAGEMENTThe criteria for senior management evaluation encompass an appropriate scope. The criteria at AFU includes outcome standards that relate the actions of the senior management member to the mission and goals of the University. The major outcome criteria are in the form of performance goals set by the senior management member each academic year. Performance goals may vary from year to year; however, there are certain job-specific functions for each senior management position at AFU that should be evaluated each year. The Board of trustees will carry out certain aspects of the university president evaluation as there is no direct line manager within the university for the president.

6.10. DEANS EVALUATION AND RE-APPOINTMENT PROCEDURE • At the end of each academic year, the dean shall submit an overall report of his/her

achievements and accomplishments during his/her service as a dean to the President. • President shall review the report, discuss it with the dean. President shall recommend one

of the following two options:» Re-appointment as a dean. He/ She will benefit as a faculty of his rank and experience

and be entitled to 6 credit hours’ release time per semester and will receive a monthly deanship allowance.

» Issue an offer as a full-time faculty member. He/ She will benefit as a faculty of his rank and experience.

• The president issues a decision based on the demonstrated capability of the dean and his/her ability to lead the college towards the achievement of the strategic goals of the college and the university vision and mission in accordance with the guidelines.

• HR communicates the decision of the President and proceeds as per the HR policy and related procedures.


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6.11. UNIVERSITY PRESIDENT EVALUATIONEvaluation of AFU President will be performed on an annual basis. Components of evaluation include the President’s completion of the Performance Planning Document (goals and suggested indicators) at the beginning of each academic year, the President’s report of performance attainment made at the end of the academic year, and the compilation of results generated from responses to the President’s Annual Evaluation Form completed by university board of trustee members.

6.12. PERFORMANCE GOALS AND INDICATORSAt the end of each academic year, the President will outline yearly individual performance goals and suggested specific performance indicators reflective of short and long-term strategic goals for AFU. These goals will be reviewed with members of the board of trustees at the end of the academic year. During the summer months, the President will document to what extent the goals and indicators were met. This documentation will be shared with the board of trustees.The President’s Annual Evaluation Form, which contains job specific and general performance rating scale items and an open-ended question, will be completed by the board of trustees’ members. Responses on the President’s Annual Evaluation Form will be analysed using descriptive approach.

6.13. EVALUATION REVIEW AND REPORTAt the end of each academic year, the President will meet with the board of trustees to discuss achievement of yearly goals and how he/she helped into meeting the university’s short and long-range strategic goals, and the results of the President’s Annual Evaluation Form. A Summary report is prepared using available evaluation data. Additional indirect evaluation data may be available for the board of trustees’ members to review.

6.14. SUPERVISION & ORGANIZATIONAL ISSUES AFFECTING AFU FACULTY MEMBERS

6.14.1. Full-Time FacultyFull time Faculty members have instructional and non-instructional duties as assigned by the University and as described in the above sections: • Instructional duties include but are not limited to the teaching of assigned classes,

evaluating the students in the classes, and meeting with those students who require additional assistance.

• Non-instructional duties include but are not limited to conducting research and other scholarly activities, advising students, serving on committees, sponsoring organizations and participating in professional organizations.


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6.14.2. Part-Time FacultyPart-time Faculty members are employed only for the purpose of teaching classes. The assigned responsibilities are to provide instruction, evaluate students’ performance pertaining to the instruction to meet with those students who require assistance in their classes, and ensure that the university institutional policies are enforced in the class.

6.15. PROFESSIONAL DEVELOPMENT POLICIESThe professional development provides faculty development activities that support teaching, research, and appropriate support services and training programs for faculty members, including part-time faculty, in a variety of instructional strategies and technologies to foster active and lifelong learning; also provides adequate training and support for faculty member in using software related to meeting educational goals. The policy also provides professional staff development activities that support administrative staff members’ roles and improve performance; these activities are evaluated to ensure they are appropriate and effective.Al Falah University (AFU) ensures that faculty / staff (where applicable) involved with Distance Learning / e-Learning programmes and courses have a certificate in eLearning (the operation of the Distance Learning / e-Learning plat form). The certificate / training must include, but is not limited to:

• Instructional design. • Development of course materials.

6.15.1. Professional development objectives • To develop professional programs that support both faculty and administrative staff

roles and improve their performance. • Identify the areas or aspects of improving the performance and ensuring its achievement. • To develop professional sessions aimed at providing practical usage of new skills and

knowledge in line with the perspective of learning. • To apply updated professional programs based on experience and consistent with the

vision and mission of the university within the specialization • To Evaluate programs and ensure that they meet the goals of the University. • To Generalize the experiences that are distinctive between different colleges,

departments, units, and centers. • Share the distinguished experiences or good practices among different colleges,

departments, units, and centers.

A. PROFESSIONAL DEVELOPMENT AREAS

1. Effective education and learning.2. Teaching methods including e-Learning pedagogies.3. Develop scientific research skills.4. Specialized practical and professional knowledge.


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B. IMPLEMENTATION RESPONSIBILITY

College Deans and Director of HR Unit.1. The Coordinator of the Professional Development sends the form (PD2020-18. a)

at the beginning of the new year to define the areas for professional developments sessions.

2. The College Deans / Director of HR determines the needs and aspects of professional development and the proposals submitted by the members and they are approved based on:» The goals of Al Falah University.» Strategic plan.» Local and global accreditation requirements» Evaluation of faculty members

3. The Dean / Director of HR determines the participants at the college level or unit level. 4. All needs, and aspects of professional development and proposals shall be submitted

by the coordinator of the Professional Development to the President of the University for approval.

5. The requirements and aspects of training would be circulated to the deans of colleges and the Human resources department (PD2020-3. d).

6.15.2. Preparing the Plan of Professional Development Program and PlanA. IMPLEMENTATION RESPONSIBILITY

College Deans, academic staff, and Director of HR Unit.The Professional development coordinator asks the faculty to prepare a professional development session (PD2020-2. d) according to the needs of the colleges / departments / units. Then the coordinator will arrange and announce the timing, session duration, and participants.For administrative staff program coordinator will plan as per Human Resources unit recommendations.

6.15.3. Procedures for organizing the professional development program

1. Prior to the session the Professional development coordinator will comminute with the Human Resources unit for approvals.

2. After approval, the coordinator announces the date, time and requirements of the online professional development activity using (MS Teams) platform.

3. The documentation office sends an online circulation for the target audience /distribute invitations to those involved in attending the program, and address all concerned with the organization of the event in coordination with the coordinator.

4. The Coordinator ask the presenter to indicate the title and the expected outcomes of the program.


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5. The Professional Development Program presence form (PD2020-12. a) is distributed at the beginning of the program to the attendees to sign the form to demonstrate attendance and to the coordinator /can be relied on e-attendance at the e-meetings.

6. The Professional Development Program Presence Assessment form (PD2020-4. e) is submitted electronically at the end of the program.

7. At the end of the program, the lecturer receives a certificate/ an e-certificate of appreciation for his fruitful efforts and encouraging him to introduce more professional development programs.

8. The professional development program is recorded for documentation purposes and as a reference for the target audience.

6.15.4. Annual Evaluation of Professional Development Programs and Preparation of the Final Report.

1. The coordinator receives the Professional Development Program evaluation forms (PD2020-4. e)

2. The Coordinator analyzes the sample data, shows the results, and preparing the final report for all the professional development program.

3. The Coordinator submits the report with the required forms to President.4. The President shall approval the report after its presentation to the Council, which

shall be discussed and transformed into a college and a copy into the unit of quality assurance and accreditation center. QAAC will evaluate the results and the score for each faculty would reflect in his/her evaluation form.

6.15.5. Budgeting Procedures

1. The coordinator would submit a requisition suggested by the colleges/units to the Human Resource unit.

2. Human Resources unit will forward it to the Finance for final approval.

6.15.6. Procedures for collaboration and agreement with third parties to implement the professional development program

Faculty members participate in professional development programs / courses organized outside the university (at least 1 program per academic year) according to the following conditions:1. That the program / course has clear goals and are consistent with the goals of the

university and the goals of professional development at the university.2. That a faculty member can gain new skills in his specialization.3. That the faculty member receives a certificate stating his type of participation and

delivers a copy of the certificates attached to the form (PD2020-19. a) to the college secretariat.


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If the previous conditions are met, the following procedures are carried out:1. At the end of each semester, the college secretariat sends the form (PD2020-19. a)

with attached certificates electronically to the coordinator for discussion and submits it to the university president for approval.

2. The coordinator submits the approval decision to the Dean of the College

6.15.7. Procedures for Cooperation and Agreement with Partners to Implement the Professional Development Program

A. IMPLEMENTATION RESPONSIBILITY:

Professional Development Coordinator1. Cooperation with partners to implement professional development programs is carried

out in the following cases:» Desire to seek the help of high-quality expertise.» Desire to expand cooperation with universities, institutes, and international centers.» If a new technology has been introduced to the university and a specialist is needed.» If there is no one available at the university to implement the professional

development program.2. The coordinator addresses the partner and follows up with it all requirements and

arrangements.3. The coordinator submits a proposal to the President of the University that includes all

the required information about the agency and the program provider in addition to the expected cost for obtaining approval.

4. After obtaining the approval of the President of the University, contact is made with the entity intending to cooperate with it to complete the procedures and request approvals from the concerned authorities.

5. In the event of obtaining the approvals and arrangement from the concerned authorities, a date will be set for the program and announced.

These programs are dealt with for planning and evaluation purposes in accordance with the procedures followed in this policy.

6.16. TYPES OF LEAVES

6.16.1. Faculty Annual LeaveAFU grants each Faculty Member 56 days during the academic year as below:

» Winter Break (between the Fall and Spring semester).» Spring Break.» Summer Break.

6.16.2. Terms of Entitlement • The annual leave is not permitted during the rest of the year days while classes/exams

are going on.


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• Faculty member should submit his/her Annual Leave request to HR Unit, after the approval of the Dean.

6.16.3. Admin Annual Leave RegulationsAFU grants yearly 30 calendar days to the administrative staff.

6.16.4. Terms of Entitlement and Conditions for AdminEmployees are entitled for annual leave after completion of probation period and one-year of service. The employee will be granted an annual leave of 30 calendar days for each year. As following: • Continued: 30 days during a year • Divided: 1 week and 3 weeks during a year, or 2 weeks and 2 weeks during a year;

preferably along the time of faculty annual leaves. • In case of any extenuating circumstances, less than 5 days of annual leave may be

considered as well for Admins.

6.16.5. Maternity LeaveAccording to UAE’s Labor Law Federal Law No. (8) of 1980 and as per AFU policy: • Maternity Leave with full pay for 45 days, including the time before and after delivery, is

entitled for a working woman. • Continuous period of service with AFU should not be less than a year. • If working woman has not completed one-year service, she is entitled for maternity leave

with half pay only.

6.16.6. Paternity LeaveAccording to an amendment to the UAE Labour Law, in August 2020, Employees are entitled to five days of paid parental leave, to be taken within the first six months of the baby’s birth for a baby born inside UAE.

6.16.7. Training/Conference LeaveIn support of its strategy for development, AFU encourages faculty members’ involvement in training and conferences. The duration of the leave depends on the nature, length, and location of training course or conference. This will be considered as a full-pay leave.

6.16.8. Emergency Leave / Compassionate LeaveIn the event of death in the first degree relative (wife, husband, children, mother, father, brother or sister), a staff member may be granted a leave of absence with pay for a reasonable time, but not to exceed five (5) working days if it will include travelling abroad and (3) working days locally. The staff member must notify the Director of the HR Unit


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or the direct manager/director as soon as possible of any absence due to the death of an immediate family member and complete a Leave Application request to allow the Director of the HR Unit or the manager/director to arrange staffing levels and continuation of services. Documentation of legal guardianship may be requested.

6.16.9. Hajj Leave • AFU Muslim Staff member with at least one year of employment are granted one-week

paid leave for Hajj. This leave is only once during service in AFU. • The staff member is requested to submit official documents (Hajj VISA, Invitation for

Hajj, copy of a valid passport etc.) and a letter requesting hajj leave to the Director of HR through the Unit Manager.

• Before the leave is taken, the Director of HR will begin efforts to temporarily cover the responsibilities to be left unattended by the person on Hajj leave.

6.16.10. Sick Leave1. According to UAE’S LABOUR LAW Part IV Article 82, where a staff member contracts

an illness otherwise than as a result of an employment injury, he shall report his illness within a maximum of two days and the employer shall thereupon take the necessary steps to have him medically examined immediately for the purpose of verifying his illness.

2. According to UAE’S LABOUR LAW Part IV Article 83:A. The staff members shall not be entitled to any paid sick leave during the probation

period.B. An employee is entitled to a sick leave of not more than 90 days per year, only after

a period of three months’ continuous service following the probation period. C. The 90 days sick leave can be continuous or intermittent, and the salary is paid as

follows:» Full pay for the first 15 days» Half pay for the next 30 days» No pay for the rest 45 days.

Note: The above provisions are subject to conditions and do not apply on sick leave because of occupational illness.

3. Any sick leave exceeding 2 or more continuous days must be attested by Government Health Authority.

4. If sick leave exceeds five continuous working days, it would be forwarded to the General Medical Committee of the DHA for final decision. Failing to do so, the HR shall make the necessary deduction and initiate action, as per the law.

5. According to UAE’S LABOUR LAW Part IV Article 84; No remuneration shall be payable during sick leave if the illness is the direct result of the staff member’s misconduct.

6. A serious health condition is defined as a medical condition which requires inpatient care at a hospital, hospice, or residential medical care facility, or a condition which requires continuing care by a licensed health care provider.


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7. AFU administration may initiate Sick Leave by referring a staff member to a physician of the University’s choice to certify that it is safe for the staff member to continue working and performing duties as required by the job description or to certify that the staff member does not pose a direct threat to the health or safety of other staff members, Faculty, students or visitors at AFU.

8. Employees must submit approved DHA sick leave requests to the Human Resources (HR) Unit within 48 Hours. HR maintains the records of usage of sick leave. Holidays or other authorized absences during a sick leave will not reduce the accumulated days earned. Sick leave is to be used only as needed and not taken automatically.

9. A staff member undergoing planned medical treatment is required to make a reasonable effort to schedule the treatment at a time that would minimize disruptions to his/her assignment. If a staff member fails to provide 30 days’ notice for a planned leave with no reasonable excuse for the delay, the leave request may be denied until at least 30 days from the date AFU receives notice.

6.16.11. Ineligibility for a paid sick leave • The employee is ineligible for a paid sick leave in the following situations: • During the probation period. • If the illness directly arises from the misconduct of the worker, such as the consumption

of alcohol or narcotics. • If the employee works for another employer during the sick leave.

6.16.12. Terminated on grounds of sicknessAFU may not dismiss an employee or give him a termination notice while the employee is on sick leave. If the employee uses all of his 90 days’ sick leave and was not able to report to work afterwards, the employer may terminate his services. In such a case, the employee shall be entitled to the end of service gratuity in accordance with the provisions of the labour law.

6.16.13. Resignation during sick leaveAn employee can resign from work because of illness and before the expiry of the first 45 days of the sick leaves, if the physician from the respective health facility or the physician appointed by the employer consents to the cause of resignation. In such a case, AFU will pay to the resigned employee the wage that is due to him with regard to the remainder of the first 45 days.

6.16.14. Leave’s Approval • Annual leave requires preapproval by the college Dean or the line manager. Final approval

is based on leave balance by the Human Resources unit.


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• Sick leave requires the submission of the form(s) mentioned in the above policy immediately after re-joining

• All other leaves also require a leave application submission to the HR unit.

6.17. RESEARCH AGENDAFaculty members will maintain an active research agenda which:

1. Targets contributions of the highest quality.2. Strives to involve students.3. Achieves publication in peer-reviewed journals of international repute and other forms of

scholarly outcomes. 4. Draws on external research funding.5. Engages in generating international collaboration.6. Observes the Code of Professional Ethics.

6.17.1. Research Expectation

1. On yearly bases:» Each faculty publishing research in English language shall set a minimum target of

achieving at least 25% of the published papers in Q1 or Q2 category journals, or publishing in Journal in Cla-rivate analytics with impact factor not less than 1.

» Each faculty publishing research in Arabic language shall set a minimum target of achieving at least 50% of the published papers in Scopus or Clarivate analytics databases.

2. AFU expected to publish 200 research articles indexed in Scopus in the next five year.3. Faculty are to form research groups with regional and/or international scientist.4. Faculty are to form one research group within different AFU’s colleges.5. Faculty are to form research competition at the university level.6. Faculty are to publish joint research with scientist from the top 200 QS universities.7. AFU will organize and host an annual international conference.8. AFU will assign substantial funds and attract endowments for massive research

investment(s).

6.17.2. Research on Appointment Criteria • Recruit international scholars/faculty members from the top 500 QS universities. • Recruit scholars with excellent research profiles.

6.17.3. Faculty Performance Evaluations • Each faculty member with PhD in a college teaching in English language; should publish

at least one article per academic year in a journal indexed by Scopus.


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• Each faculty member with PhD in a college teaching in Arabic language; should publish at least one article per academic year in an accredited journal and AFU prefer if the journal is indexed by Scopus.

• Each faculty member is expected to present and publish, on annual bases, one article in regional conference and/or one article in international conference indexed by Scopus.

6.17.4. Requirement to Undertake Research • All faculty, academic staff, and MBA students are expected to carry out active research

and publish their findings in peer reviewed journals. The choice of channels may depend on the commercial sensitivities of the findings and research outputs.

• All faculty, and academic staff need and are encouraged to generate research funds/grants to support their research. AFU will actively support efforts for external fund raising for research. AFU supports the faculty with initial funding for pursing new areas research, regional focused research, and institute theme-based projects.

• Research and publishing receive equal importance as the career expectation of faculty and will be balanced with the other obligations such as professional development and administrative responsibilities.

6.17.5. Research CopyrightsCopyrights are protected under Federal Law. AFU follows UAE Federal Law No. (7) of 2002 on Copyrights and Related Rights.

6.17.6. Intellectual Property Rights (IPR) • Authors will be given full credit for their work and will be entitled to retain their

proprietary rights. • Publishable work of AFU’s faculty, staff, and students will be available to all interested

scholars. • In cases where the produced materials are result of specific assignments by AFU, then

AFU will retain the right to determine the copyright issues. • The University owns the copyrights to all multimedia, all electronic and computer based

instructional materials produced and delivered by faculty while employed at AFU and retains the right to reproduce, update, distribute, transmit and alter the course materials.

• AFU affiliation should be mentioned for all intellectual work carried out by the faculty, or staff.

• Faculty members shall not include any content which constitutes libel, invasion of privacy, infringement of copyright or literary rights or otherwise violate the legal rights of any persons under UAE law.


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6.17.7. Research ManagementImplementation of research is carried out through research committees and designated administrative positions. • AFU Research Committee is chaired by one of AFU faculty members with research

standing. This committee acts as the overall research management and administrative body in AFU. This committee has the responsibility of advising the University President and BOT on research and publication strategies to be adopted; to develop, implement and review research policy.

• Research Committee is comprised of three full time faculty with research standing. • The research committee will:

» Coordinate the activities of its subcommittees and monitor external research developments.

» Manage the internal administration of the Research Fund. » Monitor and report on externally funded research grants. » Provide professional development opportunities for staff, through the Professional

Development (PD) Unit in AFU, to enhance their research performance.

6.17.8. Research Incentives • Only papers that bear the author’s affiliation to the Al Falah University (AFU) are eligible

for the incentives. • Incentives shall be granted for original research papers published in journals indexed by

Scopus database/ Analytics Clarivate: Master Journal List. • Scopus conference papers/book chapters are not considered for incentives. • The applicant must be a faculty member at AFU at the time of applying for the incentives. • The faculty member can submit his/her application (Research Incentives Form) to the

research committee as soon as the article is published online (First Online/regular issue) or have a DOI number.

• In Joint Research with others (see below table), the incentive amount shall be divided by the number of authors, and authors only belonging to AFU shall get their share of the incentives after division.

• The total amount of financial incentives that an applicant can claim should not exceed 12000 AED per one calendar year. The Finance Department will place the incentive amount in an author’s bank account after approving the incentives application by the president.

• Active researcher who obtains the maximum limit amount of the incentives (12000 AED); or publish five or more research articles in Scopus database; in a particular year shall receive a Certificate of Appreciation/Non-Financial Research Award (will be given for the most active re-searcher) from the President for his/her research efforts and contributions to Al Falah University.

• The terms and conditions for the annual evaluation of the faculty member performance and promotion purposes are independent from this policy as different criteria are taken into consideration.


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6.17.9. Incentive values

# RESEARCH PUBLISHED IN THE FOLLOWING SCOPUS DATABASE: INCENTIVES

1 Published in the top 25% most cited journals in the world (Q1)

4000 AED2 Published Paper in a scientific journal with:

Impact factor SNIP≥3

3 Published collaborative publication resulting from research partnerships with Top 200 Universities

# RESEARCH PUBLISHED IN THE FOLLOWING SCOPUS DATABASE:

INCENTIVES

JOINT RESEARCH WITH OTHER(S)

AFU BASED RESEARCH

4 Published Paper in a scientific journal with: 1≤Impact factor SNIP<3 2500 AED 3500 AED

5 Published Paper in a scientific journal with: Impact factor SNIP<1 1000 AED 2000 AED

6 Granting External Research income 5% ofAFU Share

10% ofAFU Share

6.17.10. Conference Participation GrantsConference participation in the form of presentation and/or attendance at relevant conferences will be supported in the following cases:1. Enhance faculty knowledge and skills through research paper presentation and

professional network interactions.2. Are relevant to, and in line with, the mission of the university.3. Meet best practice criteria including the scientific review process based on a peer

review of the paper, academic reputation and experience of the conference organizers, and eminence of scholars associated with the event.

4. Contribute to the professional growth of faculty or administrative staff.

6.17.11. Conference participation approval and funding will be based on the following criteria

1. International conference attendance will be granted funding once per year for full-time faculty following the successful completion of the initial contractual probation period, and the publication of a minimum of one peer-reviewed papers bearing the name of AFU. Conference attendance requires the approval of the Dean of the College, and the VPA.

2. Regional conference support will be considered on a case-by-case basis, but generally only granted once per year.


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3. Funded participation in conferences in all circumstances is generally only permitted once per academic year for both international and regional events. However, if a faculty is participating by presenting virtually, where no travel is required and no time is taken away from other responsibilities, then more than one participation may be permitted, as will be the case for when funded and approved separately.

4. The theme of the conference where a faculty is presenting or attending must relate to the applicant’s area of specialization and/or professional role and context.

5. The conference must be an international or regionally recognized event. Where the applicant is presenting a research paper, it must demonstrate that it will be published in the conference proceedings, conference abstract book or refereed journals/books with international standing, after the conference.

6. Generally, no conference participation is permitted during the first and last week of teaching involving physical classes, or during the final examinations and results period. Faculty are responsible for making up and organizing any missed classes while they are away at conferences.

7. The research paper must bear the name of AFU.8. Applicants shall submit the Participation at Conferences and Scholarly Activities form

to the Dean of College 2 months prior to the conference date.9. The Dean of the College shall determine the merit of the application and the overall quality

of submitted paper and make recommendations to the Central Research Committee, authenticate the conference, and the alignment with the university research priorities, and with the faculty member’s research activities and field of work. The dean shall forward his/her recommendation to the research committee for final decision

10. The Research Committee shall take the final decisions concerning the Faculty participation in the conference

11. Once approved, the applicant is advised to submit to their line manager for conference leave time as per HR policy.

6.17.12. Scholarly Journals • Where a publication fee is required by an external journal, the Central Research Committee

may consider paying such publication fee. Fees are to be paid up to USD 300$. • A copy of the journal publication must be submitted by the Faculty to the Dean for

documentation purposes.

6.17.13. Participating in Scientific ConferencesA. REGISTRATION:

It is the responsibility of the applicant to ensure their application forms are submitted to conference organizers as per the deadline to enable registration.

B. REGULATIONS FOR CONFERENCE PARTICIPATION

1. The faculty member should have worked at AFU for at least one year.2. AFU’s name to appear along with the faculty member’s name (researcher).


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3. The faculty member needs to apply as a sole author for a paper, or to be the main researcher, which is accepted by the conference committee. In case the main researcher cannot attend, only the second author (AFU Faculty) can participate provided a written approval from the main researcher is available.

4. The faculty member who has finished one year of service at AFU needs to have published one research paper during his/her course of work at AFU and carrying AFU’s name.

5. The research paper submitted to the conference must not have been presented at previous conferences or previously published in refereed journals.

6. The subject of the paper needs to fall within the conference topics, and AFU approved research themes.

7. The faculty member cannot participate in an overseas conference (outside UAE) more than once in an academic year.

8. The number of participants for a single conference cannot be more than two from the same academic department with priority given to date of acceptance of each paper.

9. The researcher should present a report on the conference proceedings and recommendations to the College Dean according to the applicable format.

10. The application needs to be submitted two months before the conference.11. The conference must not be held during the exams period. Summer semesters are also

excluded if the faculty is teaching in summer.12. AFU President decides on cases and/or points not mentioned above.

C. REQUIRED DOCUMENTS FOR CONFERENCE PARTICIPATION

1. Recommendation letter from the College Dean to AFU President to sponsor the faculty member at the conference.

2. Recommendation letter from the Department Head to the College Dean to sponsor the faculty member at the conference in question.

3. An application from the faculty member to the Department Head/Dean requesting approval to participate in a scientific conference.

4. Letter of acceptance from the conference to present the paper in the proceedings.5. Information about the conference (Leaflet, etc.).6. The research paper to be presented at the conference.7. List of the papers published, or accepted for publication, written by the faculty member

during his/her course of work at AFU, carrying AFU’s name.8. List of conferences in which the faculty member participated during his/her course of

work at AFU and sponsored by AFU.9. Registration fees receipt (if applicable).

10. Make up classes timetable duly signed by the faculty member, Department Head/College Dean.

D. EXPENses for International Conference Participation

AFU covers the following expenses:1. Five thousand dirhams (AED 5,000) advance payment upon approval to be supported

by receipts upon return from the conference.


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2. Balance upon presentation of receipts to cover any amount in excess of AED 5,000 and to justify the advance expenditure, with a total of advance and balance payments not exceeding AED 10,000, where applicants are entitled to obtain grants which cover expenses associated with travel, accommodation, and conference registration fees up to a maximum of ten thousand dirhams (AED 10,000). Maximum AFU support will be as following:» International conference (indexed by Scopus) located in Region A: 10000 AED.

Region A includes USA, Canada, Europe, Australia, and New Zealand. Applicable per diems; 500 AED.

» International conference (indexed by Scopus) located in Region B: 8000 AED. Region B includes South East of Asia countries. Applicable per diems; 500 AED.

» International conference (indexed by Scopus) located in Region C: 6000 AED. Region C includes MENA Region. Applicable per diems; 400 AED

3. The conference participation grant covers the applicant’s round-trip air ticket in economy class, standard hotel accommodation, and conference registration, and must be supported by official receipts.

E. EXPENSES for National and Regional Conferences

AFU covers the following expenses:1. Three thousand dirhams (AED3,000) advance payment upon approval (to be supported

by receipts upon return from the conference.2. Balance upon presentation of receipts to cover any amount in excess of AED 3,000

and to justify the advance expenditure, with a total of advance and balance payments not exceeding AED 5,000, where applicants are entitled to obtain grants which cover expenses associated with travel, accommodation, and conference registration fees up to a maximum of five thousand dirhams (AED 5,000). Applicable per diems; 400 AED.

3. The regional conference participation grant covers the applicant’s round-trip air ticket (for conferences in the Middle East region, outside the UAE) in economy class, standard hotel accommodation, and conference registration, and must be supported by official receipts.

4. Conferences in the UAE, the hotel accommodation is only issued when the conference is 100 km outside of Dubai. Applicable per diems; 200 AED.

F. APPLIcant’s Failure to Attend the Conference

1. In case the applicant is unable to attend the conference due to unforeseen exceptional circumstances (e.g. sickness), he/she must inform his/her line manager and the Director of HR Unit immediately.

2. After getting information from the line manager, attempts will be made by the HR Unit to cancel the registration and recover the conference registration fees and other costs incurred. If this is unsuccessful, the applicant will normally be expected to reimburse the entire costs incurred by AFU in processing the application, including any advance payment received by the applicant.


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G. SUPPORTED CONFERENCE FEEDBACK

It is the responsibility of the applicant to ensure that benefits of the conference in terms of networking and learning are shared with colleagues at the University. This will be done in the form of a written report (Template available from HR) submitted to the line manager and copy to HR.

H. SUPPORT FOR SCHOLARLY ACTIVITIES

1. Participation in scholarly activities will be supported only if it allows faculty and professional staff to make scholarly contributions, for example, through being involved in PhD exams and Viva’s, within the UAE or in other countries.

2. The approval of participation in scholarly activities must be supportive of the applicant’s professional development and must contribute to the enhancement of their scholarly portfolio, as well as have an added value for the overall image of AFU in the international academic arena.

3. The relevance of participation in these activities is assessed on an individual application basis and will not be funded by the University. Time to participate in such activities will be granted by the University without being deducted from the applicant’s leave days, and cannot exceed 3 working days once per academic year, and where the faculty is responsible to make up for any missed teaching responsibilities during their absence.

I. COLLABORATIVE RESEARCH AGREEMENTS AND EXTERNAL FUNDING

The University attaches great importance to strengthening cooperation in the field of scientific research with local, regional, and international organizations. Agreements with external institutions shall be conducted according to the following principles:1. The agreement should enhance the University’s reputation in the field of research and

increase mutual research activities between the cooperating parties.2. The agreement should be consistent with the objectives of the University and its

research guidelines. 3. The financial obligations and other requirements needed to implement the agreement

should be clear and appropriate.4. The agreement should specify the general and specific objectives of cooperation,

participants, funding and other resources, duration of cooperation, methods of renewing it, the responsibilities of each party, and a basis for dealing with the outcome of the cooperation.

J. RESEARCH FUNDING RESOURCES

The University provides the means that are necessary to ensure that the required financial resources are delivered for the implementation of the tasks assigned to the College through the following: 1. Allocations made from the University budget.2. Funding provided by official institutions concerned with research. 3. Resources from donors.


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4. Revenues of scientific research, conferences, books, and journals.

6.18. EXTERNAL RESEARCH PROVISIONS AND OBLIGATIONS • All applications for external research funding must be submitted in the name of AFU

through the research committee. • The Research Committee manages/facilitates the contract, financial and nonfinancial

management services for the University. • Faculty and academic staff are expected to comply with the Management of External

Research, Consultancy and Related Contracts with respect to the costing and pricing of external research and consultancy.

• Faculty members can also carry out research or consultancy within the stipulations of external research and consultancy norms.

All such activities should have prior approval from the President of the University. Faculty and Academic staff carrying out externally funded research or consulting work can manage their funds through the respected college’s research committee, and the College Dean in line with the Guidelines of the University.

7. BENEFITS AND COMPENSATION IN CASE OF THE FACULTY MEMBER’S DEATH DURING THE TERM OF CONTRACTAccording to the UAE’S LABOUR LAW, Schedule No. 3, Provisions regarding distribution of death compensation to the family members of the deceased the following applies:

• If the widow, the parents and the son who were under the care of the deceased were present the compensation shall be distributed that the widow shall have 1/8, in case of more than one widow the same 1/8 be divided among them. The mother shall have 1/6 and the father 1/3, the

• Parents will have 1/3, the son shall have the remaining part. In case of absence of the son the widow/ widows shall have 2/3 of the compensation amount and the remaining part shall be to the father, the same remaining part shall be to the parents.

• Upon absence of the parents the widow/widows shall have 1/8 and the remaining part of compensation shall be to the son, upon absence of the parents and the son the widow shall have the entire compensation, in case of more than one widow amount shall be distributed among them

• If a son and a father, who was under the deceased care, and present and there was no widow the son shall be entitled for 2/3 and the rest shall be paid to the father or to be divided between the parents if they are present.

• If the sons who were maintained by the deceased worker are present and no widow or widows are present or father or parents or full brothers or sisters who were maintained by the deceased worker the compensation shall be distributed equally among the sons; if one son is present, he shall be entitled to all the compensation.


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• If the parents who were maintained by the deceased worker are present and there are no sons or widow or widows, the compensation shall be distributed equally between the parents, and if one parent is present, he shall take all the compensation. The brothers and sisters, who were maintained by the decreased worker at the time before his death, shall be treated in the same manner as the parents in the absence of such parents.

7.1. TRANSPORTATION OF THE DECEASED’S REMAINS • AFU shall pay the expenses of transferring the remains of a deceased faculty member

to the faculty member’s country of origin in addition to travel expenses of one person to accompany the remains.

• AFU will pay return ticket for faculty member’s living family members as per the terms of contract.

• Deceased faculty members rights stated in his/her contract including end of service benefits will be granted by AFU.

8. FACULTY PROMOTION POLICIES AND PROCEDURESPromotion results from the recognition of excellence in a Faculty member’s overall performance. The intent of the Promotion policy, which applies to all faculty members excluding faculty members who hold a master’s degree or its equivalent, is to evaluate whether the faculty member has met performance expectations and demonstrated satisfactory progress in the key elements of academic endeavor: professional development, teaching and learning, scientific research, university services as well as community engagement.

8.1. COMPONENTS OF THE PROMOTION APPLICATION • 60% the scientific research. • 20% the academic course file. • 20% the community engagement.

8.2. GENERAL CONDITIONS • Five-year seniority at the current rank. • At least two-year actual service at the University. • Subject to no punishment or penalty during the two previous years. • At least 70% of the research submitted for the promotion purposes must be based on the

relevant Faculty Member’s specialization while the research in common with the relevant disciplines may not exceed 30%.

• All the works provided in relation with the promotion must be completed while the relevant Faculty Member occupies the current rank.

• The acceptable maximum of the scientific research published, or approved to be published, on the same journal, save journals of an impact factor exceeding 3, shall be 50% of the total works required for promotion.


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• The promotions application may be submitted Four months prior to the basic date determined for submitting such application by the relevant Faculty Member.

• The entitlement date of promotion to the higher rank shall be the date of the Council’s decision of promotion or the date in which the legal period of promotion elapses in case the relevant procedures were completed before the elapse of such period.

8.3. THE SCIENTIFIC RESEARCH APPROVED FOR PROMOTION • The scientific research published, or approved to be published, on journals issued from

SCOPUS databases or of a higher international classification. • A book or a chapter of a book published by an international publication house and accredited

by an international database, such as SCOPUS or even a higher database. • A book issued and accredited by SCOPUS or a higher database on the relevant research

after being provided during a given conference proceeding. • The relevant scientific research may not be derived from master or doctorate thesis of the

applicant or any co-author of such research.

8.4. CONDITIONS OF PROMOTION FROM ASSISTANT PROFESSOR TO ASSOCIATE PROFESSOR

• The applicant must provide at least 6 research. • At least 50% of the relevant scientific research must bear the University name. • At least one scientific research must be published in the applicant’s name as a single author or

three of such scientific research must be published in the applicant’s name being a main author. • Only One research approved for publication, even though it is not published yet, may be

submit-ted. • Only One research published during conferences proceedings as per Article “5” hereof may

be submitted. • Only One chapter of a book or One book published according to Article “5” hereof may be

submit-ted.

8.5. CONDITIONS FOR PROMOTION FROM ASSOCIATE PROFESSOR TO PROFESSOR

• The applicant must provide at least 8 research. • At least 60% of the relevant scientific research must bear the University name. • At least two scientific research must be published in the applicant’s name as a single author

or six of such scientific research must be published in the applicant’s name being a main author.

• Only One research approved for publication, even though it is not published yet, may be submit-ted.

• Only One research published during conferences proceedings as per Article “5” hereof may be submitted.

• Only One chapter of a book or One book published according to Article “5” hereof may be submitted.


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8.6. UNIVERSITY APPROVED DATABASES • Databases listed on SCOPUS. • Databases listed on Clarivate Analytics: Master List. • International research journals in Arabic language approved by the Committee at the

University. • International publication houses approved by the Committee at the University.

8.7. PROCEDURES OF SUBMITTING THE PROMOTION APPLICATION

- PRELIMINARY ASSESSMENT • The applicant shall submit his application to the relevant Head of Department/ Dean of

the College along with a file including all the research works, the CV, the doctorate thesis and the evidence on all the activities and other societal services practiced/ provided by the applicant during his work as a Faculty Member at the University.

• Thereafter, the Head of the Department shall constitute a committee of two Faculty Members who hold at least the same applied for academic rank and assign them with considering the applicant’s file. However, in case the number of the Faculty Members at the relevant college is insufficient, then Faculty Members from other colleges shall be appointed to consider the application, verify whether the conditions of promotion are satisfied or not and finalize the papers submitted for the promotion purpose.

• The aforementioned committee shall be assigned with ensuring that the application satisfies the promotion conditions as per Article “3” hereof.

• The Academic Course Profile and Community Engagement Service shall be assessed as follows:» The Academic Course Profile: It depends on the results scored by the students during

the last four semesters since the average of such results shall constitute 20% of the total grade.

» Community Engagement Service: It is related to the activities practiced by the applicant be-sides providing the curriculum and such activities must be supported by the relevant documents. The applicant shall acquire 4 grades for each official activity he participated in under the name of the University.

• The application shall be deemed satisfying the conditions in case the applicant scored 80% (concerning associate professor rank) or 85% (for professor rank).

• The committee shall submit its report on the promotion application to the Head of Department/ Dean of the College within a period not exceeding One week and the report shall be accompanied by the committee determination whether the application satisfied the promotion conditions or not.

• In case the application did not meet the conditions, then the Head of the Department/ the Dean of the College shall return the application back to the applicant explaining the reasons for rejection.

• In case the application satisfied the conditions, then the Head of the Department/ the Dean of the College shall submit the application together with all the reports to the College Council for issuing the proper recommendation in order to process the promotion.


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• The period for the application assessment and the issuance of recommendation in the College may not exceed Two weeks from the date of submitting the application.

• In case the College Council agreed to process the promotion, then the application, along with five copies of the relevant scientific research, shall be submitted to the President for finalizing the procedures.

• The relevant Dean of Faculty and Head of Department shall propose a list of the names and ad-dresses of at least Fifteen specialized arbitrators, who must be professors, from outside the UAE in order to assess the relevant scientific research. The aforesaid list shall be totally confidential and may be amended, by addition or deletion, by the Committee of Appointment & Promotion. How-ever, the nominees for such list must satisfy the following conditions:

1. They must be known of their objectivity, and they must be working in high-rank universities other than the university from which the applicant graduated.

2. They must be from multiple countries and universities. Hence, it is preferred that the arbitrators’ numbers from one university shall not exceed one and from one country not to exceed two.

3. Their addresses, including their phone numbers and official emails at their universities must be stated accurately.

• In all events, in case the Council of the Department or the College failed to issue the proper recommendation within the determined period with no acceptable reason, then the President shall form a committee from the Department/ College presided by a member in the Academic Promotion Committee to consider the promotion application and such committee shall submit its recommendations to the Committee to take the proper decision within a period not exceeding Two weeks from the date of constituting such committee.

• The Committee shall be responsible for processing the promotion, within a period not exceeding Two weeks, through verifying whether the application is true or not and whether it meets all the relevant requirements or not.

8.8. PROCEDURES OF SUBMITTING THE PROMOTION APPLICATION-EXTERNAL ASSESSMENT

• The promotion application (the CV, the master thesis, the doctorate thesis and all the published, or accepted to be published, research) shall be forwarded to Three external arbitrators of the same specialization as the applicant.

• The arbitrators shall be required to submit their reports within a period not exceeding Three months and each research shall be assessed based on a total score of 100%.

• In case not all the reports were received within Three months, then the Committee shall be entitled to appoint a fourth arbitrator.

• However, in case not all the reports were received within Six months, then the Council shall have the right to take the decision it discerns proper based on any received reports.


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8.9. DETERMINATION OF THE PROMOTION APPLICATION • The reports shall be submitted to the Council for determining the final promotion decision. • The applicant shall be promoted to associate professor in case of scoring at least 75% as

per two out of three reports. However, in case of applying for Professor rank, the applicant must score 80% in all the reports.

• In case the promotion application is rejected, then the relevant Faculty Member shall be entitled to resubmit a new application to be duly assessed after at least Six months from the Council’s rejection decision provided that the applicant must add at least One new research, in case of applying for associate professor rank, and at least two new research if applying for Professor rank.

8.10. RESPONSIBILITYThe President, the Committee, the Deans, and the Line Manager shall be responsible for putting these instructions into practice.

9. JOB DESCRIPTION FOR FACULTY MEMBERS AT AFU9.1. SUMMARY OF POSITIONFaculty members at AFU are responsible for the planning, preparation, delivery, and coordination of courses. The minimum related activities required include teaching, academic advising, serving at college as well as university committees, engaging in community service, and participating in national, regional, and international professional organizations. In addition, the faculty member performs all other duties assigned by the Department Head, College Dean, or President.

9.2. REPORTINGA faculty member at AFU reports directly to the relevant Department Head.9.3. MAJOR RESPONSIBILITIESThe major responsibilities of the faculty members at AFU include, but are not limited to, the following areas:

• Teaching. • Student advising. • Taking part in committees on different levels. • Participating in community service. • Conducting research. • Joining professional associations.

For a detailed list of duties and responsibilities, please refer to (Section 2) above.


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10. QUALIFICATIONS FOR PART-TIME FACULTYPart-time faculty are members that are engaged in University Colleges and centers but have full-time duties elsewhere. They are basically recruited for teaching purposes, in addition to other functions that are mentioned below. The appointment of part time faculty will be done according to criteria of the full-time faculty. Part time faculty will receive the same pay rate per hour given to full time faculty when they carry overload. They will be subject to the same orientation program as the full-time faculty and will be evaluated on the same bases. The University requires that part-time Faculty must meet the same qualifications as that of full-time University.

10.1. PART-TIME AND FULL-TIME FACULTY RATIOThe part-time Faculty teaching on each program will not exceed the 25% of the total number of the Faculty member in the program.

10.2. QUALIFICATIONSThe qualifications for faculty members shall be in accordance with the applicable requirements specified by the AFU which are in line with the standards (2019) and regulations of the Commission of Academic Accreditation (CAA).In support of its mission to providing quality education, and in line with its policies which stipulate recruiting top faculty members, AFUS applies the same recruiting policies to part-timers as those for full time faculty members. Part-time faculty members joining AFU are required to hold the same qualifications as the full-time faculty member and are required to present the same documents as following:

• An updated, detailed CV; • Copies of the Doctoral, Masters, and Bachelor degrees; • Copies of the transcript for the Doctoral, Masters, and Bachelor degrees; • Equivalency certificate.

11. COMPENSATION RANGES AND BENEFITSAFU maintains a compensation program reflective of its mission and values. The total compensation program offered includes travel, medical insurance, bonuses, funeral expenses, etc... AFU considers the competitive marketplace, the relative value of each position to the University, individual performance, qualifications, and experience when compensating employees. The compensation program is designed to enable the University to successfully attract, develop, retain, and reward employees for their performance and contributions. AFU compensates all employees on an equal basis without regard to race, color, religion, sex, origin or people with special needs. In addition, AFU provides an amount equivalent to one month’s salary for each year of complete service.


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Understandably, this benefit (often called “gratuity” pay), is in lieu of retirement benefits. The following descriptions are intended to provide some basic information about the compensation program and benefits plans. All benefits plans are subject to change. AFU policies are amendable as per sole discretion of the university.

11.1. HOUSING ALLOWANCEEmployees are granted a housing allowance as per AFU Policy.

11.2. FURNITURE ALLOWANCEAFU provides furniture allowance for academic staff member for four consecutive years paid only once during the period of service at AFU as follows:

• AED 25,000 (Twenty-Five Thousand Dirhams for Married Members) • AED 20,000 (Twenty Thousand Dirhams for Non-Married Members)

Upon the termination of the contract by any of the two parties, the Second Party shall pledge to pay the First Party the value of furniture according to the following scale:

• 100% of the furniture allowance if the contract is terminated or resigned during the first year • 75% of the furniture allowance if the contract is terminated or resigned after the first year. • 50% of the furniture allowance if the contract is terminated or resigned after the end of

the second year • 25% of the furniture allowance if the contract is terminated or resigned after the end of

the third year • 0% of the furniture allowance if the contract is terminated after the fourth year

TERMS OF ENTITLEMENT:

• External contract (contracted from outside the UAE). • Copy of Lease contract/tenancy contract. • Submission of Furniture Allowance Request (HR Form H15) within 6 months of arrival to the

UAE. • Marriage Certificate (For married members only).

11.3. EDUCATION ALLOWANCETerms of Entitlement:

• The Family of the staff is resident at UAE. • The Payment will be for children within the school education from First Grade to Twelfth

Grade, as show below:1. Maximum of (AED 12,000) per annum, from Grade 1 to Grade 6.2. Maximum of (AED 18,000) per annum, from Grade 7 to Grade 12.3. The Total Education Allowance not to exceed (AED 30,000/= Thirty Thousand Dirhams).

The Total amount will be paid to the faculty member after filling the education allowance form along with letter from school mentioning total amount for fees or payment receipts in case the faculty member has already made payment to the school.


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11.4. HEALTH INSURANCEAs per Dubai Health Authority AFU is responsible for employee health insurance, as a best Director of HR Unit practice Al Falah University (AFU) provides all its staff and eligible family members as per employee rank and grade with health insurance services through an approved service provider. The staff and eligible dependents are enrolled upon obtaining the UAE residence visa.Staff and family members eligible for health insurance are Self, Spouse and 3 Children under 18 years old, subject to the UAE resident, and are unemployed and unmarried.

11.5. JOINING AND REPATRIATION TICKETS ELIGIBILITYOverseas recruited expatriate staff will be eligible for the following:

1. A one-way air ticket for the employee from the nearest international airport in home country (country which he/she holds its passport upon Contracting) to Dubai.

2. A one-way air ticket from Dubai to the nearest international airport in home country – when contracted - for the employee and eligible family UAE resident members on completion of employment contract or termination for any reason and wishes to travel back to his/her home country.

3. If an employee terminates her/his contract prior to the completion of four years he/she will not be eligible to claim return air ticket.

11.6. SPONSOR VISAAFU is committed to the payment of issuing and renewal of UAE Residency for Staff Member. Meanwhile, Staff are responsible for ensuring that their passports and all other official documents are in good order and valid at all times

11.7. ANNUAL TICKET ALLOWANCE • All full-time staff are entitled to an annual economy class air ticket on the date of joining

anniversary. • The annual air tickets allowance will be processed as per HR policy and procedure. • Expatriate faculty staff / family members possessing valid UAE residency and resident in

UAE are entitled for air Ticket allowance. • Children to be under the age of 18 years. • Infants as per airline fare conditions • The Ticket allowance value will be decided according zones based on country which he/she

holds its passport upon contracting and as below:» Zone 1= Middle East & Asia; 2000 AED each.» Zone 2= Europe, Morocco, UK; 4000 AED each.» Zone 3= Canada, USA, NZ, Australia, South America; 6000 AED each.


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11.8. ADMIN SALARY SCALEAdministrative salaries are based on grades, the annual increment & promotion to next grade would be based on performance appraisal’s evaluation score, increment amount is the sole discretion of the university.

11.9. END OF SERVICE BENEFITThe end of Service Benefit will be calculated based on MOHRE laws and regulations of the UAE.

11.10. FUNERAL RELATED EXPENSES OF THE DECEASED REMAINAFU shall pay the expenses related to transferring the remains of a deceased AFU staff member to the staff member’s country of origin. The university shall honor all the deceased AFU member’s rights stated in their contract including the end of service benefits. Moreover, a deceased AFU staff member’s family is entitled to the entire monthly salary during which month the death occurred.

12. FACULTY OVERLOADS • Faculty workload is 12 credit hours/regular semester for PhD holders, and 15 credit hours/

regular semester for master’s degree holders. • In exceptional circumstances where teaching assignments in excess of the above (overloads)

are unavoidable, faculty must be compensated. In these exceptional circumstances where teaching assignments in excess of the above requirements (overloads) are inevitable, they require President prior approval before beginning teaching and are either compensated through reduced teaching assignments in the next regular semester or compensated financially based on adjunct remuneration rate.

• Any allocation of teaching, supervision, internships, or independent study courses (and according to CAA 2019 standards) beyond the 12 undergraduate credit hours per semester shall be calculated on an annual basis and compensated financially according to the faculty workload calculation.

• Workload assignments provide for a release time as follows:A. Six (6) credit hours per semester for dean.

B. Six (6) credit hours per semester at least for Director of Quality Assurance and Accreditation.

C. Three (3) credit hours per semester for Vice Dean / Dean Assistant / Head of General Education / Department Chair / Coordinator (if post avail).

• If any of the above (from A – C) had a teaching load within his/her release time, then his/her teaching will not be considered as overload, unless he/she teaches more than 12 credit hours/regular semester.

• Deans/Program Heads are responsible to allocate teaching load to the faculty during the academic year, in case of any under load credits, this can be covered during summer.


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• Overload (overtime) payment for summer courses will be for any course exceeding 24 total credit hours taught in the preceding year.

AFU adheres to the following maxima with regard to faculty workload assignments:

1. 30 credit hours or equivalent per academic year, including the summer period (typically no more than 15 credit hours per semester) for non-terminal degree holders (Master’s Degree) teaching in the General Education component of programs.

2. 24 credit hours or equivalent per academic year, including the summer period (typically no more than 12 credit hours per semester) for faculty members with terminal degrees teaching in undergraduate programs. If exemption is granted by the CAA to allow faculty without a terminal degree to teach major courses, the limit of 24 credit hours will be applied to this faculty.

3. 18 credit hours or equivalent per academic year, for faculty only teaching in graduate programs, or pro-rata for faculty teaching a mix of undergraduate and graduate courses.

4. 6 credit hours, or equivalent, per semester for part-time faculty.5. Workload remains the same regardless the mode of delivery, i.e. Face-to-Face,

e-learning, blended, …Teaching during summer term cannot be mandated for faculty.

13. SUMMER COURSES AND EMPLOYMENTSFaculty (full-time/part-time) are eligible to teach up to the 6 credit hours during the summer semester. Faculty will be compensated for teaching summer courses based on the remuneration rates of adjuncts announced at the beginning of each academic year.

1. A summer teaching session must be a minimum of 6 weeks in duration. A course offered in such a period of delivery constitutes a course offered in intensive mode.

2. The number of credit hours that a student can take during a summer semester is limited to six (6) credit hours.

When a course is offered in summer course, Al Falah University (AFU) ensure that: A. A summer teaching session must be a minimum of 6 weeks in duration. A course offered in

such a period of delivery constitutes a course offered in intensive mode.B. Delivery is underpinned by sound pedagogical principles.C. The accredited course syllabus is adhered to.D. Instructional (class- or laboratory-based) hours (cumulatively – total course learning

hours) are met.E. The delivery pattern allows for sufficient time for:

» Class preparation.» Reflection.» Analysis.» Assessment. » Achievement of course learning outcomes.


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F. Given the considerations listed in (E) above, some courses would not be suitable for an intensive mode of delivery, for example internships and major student projects.

G. The students sit the same assessment as their counterparts who do not study the course in a summer course.

H. Students are fully informed of any modifications to course/program delivery that may have been made.

I. All student services such as Learning resources access and support, IT laboratories and IT support, catering, health services are available during the intensive delivery period.

J. The opportunities for, and the duration of, course delivery during summers must take account of the need for student reflection on course learning materials and full understanding of topics, supported by research and independent studies.

14. CONDUCT AND DISCIPLINARY, GRIEVANCES AND APPEALS ACTIONAFU has a right to expect a certain standard of behavior from its staff members. Safety, productivity, and human relations are at stake. AFU work force deserves an impartial, fair, and firm method of handling disciplinary action for the protection of each person’s own rights and safety, as well as that of fellow staff members. This policy lists AFU guidelines for handling disciplinary problems and sets forth rules of conduct and action to be taken when violation of these rules occurs. AFU expects each staff member to act in a mature and responsible manner at all times. A non-exhaustive list of examples of inappropriate conduct, which may lead to discipline, up to and including termination of employment, is set forth below. The fact that a particular behavior is not included on the following list does not mean that it is acceptable or appropriate in the workplace, or that it will not result in disciplinary action, up to and including dismissal; That is, any breach of contractual obligations, the institution’s regulations, bosses ’instructions, or any failure to perform the job tasks assigned to it, exposes the perpetrator to disciplinary accountability.AFU has the right to discipline or discharge staff members for other grounds not included in the following list:

14.1. PROFESSIONAL ETHICS AND CULTURAL NORMSStaff members are required to seek and to state the truth as one sees it. To this end, the employee devotes time and energy to developing and improving competence in their work. The employee accepts, as well, the obligation to exercise critical self-discipline and judgement in performing his/her job. Employees are expected to interact in an atmosphere of mutual respect, with integrity, honesty, and regard for freedom. They should work with each other responsively in the day-to-day activities that further the mission of AFU. Staff members should be professional in their relationships with students, maintain respect for the students and should be appropriately available to students whenever they are in need to them.


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14.2. UNACCEPTABLE CONDUCT

1. Falsification of the employment application or any other work, the unauthorized removal of information, or the release or disclosure of confidential information.

2. The making or publishing of false, vicious, or malicious statements concerning the administration of AFU.

3. Being other than drug-free or alcohol-free when reporting to work or while on the University premises, while conducting university business, or during working hours.

4. Use, possession, manufacture, distribution, dispensation, transfer, receipt or sale of illegal drugs or drug paraphernalia, alcohol, or an unauthorized controlled substance while on the University campus, while conducting university business, during work hours, or while in vehicles supplied by the University.

5. Tardiness or unauthorized absence.6. Unauthorized use of the University equipment.7. Damage, destruction, or defacement of the University property or the property of another

associated with the University.8. Theft from the University, Faculty, Fellow staff, students9. Transportation of, possession of, or use of firearms, explosives, or other weapons while on

the job or while on the University premises.10. Refusal to follow directions assigned by a unit Manager or insubordination.11. Acts of dishonesty.12. Swearing, use of abusive or profane language, or disrespectful conduct towards

management, the administration or an administrator, other, Staff member, Faculty or students.

13. Disregard for laws and/or safety rules.14. Unsatisfactory, careless, or poor work or failure to meet production or quality standards.15. Inability or unwillingness to work harmoniously with others16. Behavior; fighting, threatening, intimidating, coercing, harassing or engaging in any act of

violence towards fellow Staff members, Faculty, unit Managers, students, or others while working or while on the University premises.

17. Violation of the University’s anti-discrimination, anti-harassment or any other rule or policy of the University.

18. Excessive personal calls while on the job19. Stopping work before the time specified, leaving work before the end of a workday, taking

unauthorized breaks, or not being ready to work at the start of the workday, without prior authorization from the unit Manager.

20. Sleeping on the job, loitering or loafing during working hours and chronic wasting of time.21. Immoral conduct or indecency.22. Consumption of alcohol or illegal substance while on the job.23. Discriminatory behavior or prejudicial attitude.


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14.3. GUIDELINES FOR HANDLING DISCIPLINARY PROBLEMSEach direct-line manager is responsible for ensuring that all staff members follow the established work rules. All staff members are obligated to follow the same set of rules. Where appropriate, a staff member will be given notice that a continuance of improper action can bring about further disciplinary action, up to and including discharge. A report (in writing) will be made of all oral warnings given and disciplinary measures taken. A written report of disciplinary action will become a part of the staff member’s record. A staff member who engages in unacceptable behavior may be disciplined up to and including termination of employment. Disciplinary action can take any one of the following forms:If it becomes evident to the person in charge that there are reasons to believe that the behavior of an employee is unsatisfactory or unsatisfactory, a full investigation is carried out.

A. VERBAL WARNING

This verbal warning is not considered a disciplinary penalty, but rather is intended to warn the employee in carrying out his job duties in accordance with the contract and AFU regulations. Verbal warning is usually given for first time or minor concerns. A verbal warning is instructive and informs the staff member that additional occurrences will lead to further discipline, up to and including termination of employment. When a verbal warning is given, the manager/director will typically review the facts with the staff members and inform the staff member that further disciplinary action can occur, if another violation occurs. Written confirmation of the verbal warning is given to the staff member and placed in the staff member’s personnel file.

B. DISCIPLINARY PENALTIES

1. Warning. 2. Fine. 3. Suspension with reduced pay for a period not exceeding ten days. 4. Deprivation from or deferment of periodic bonus in establishments containing a

system for such bonuses. 5. Deprivation from promotion in establishments applying a system for such promotion. 6. Dismissal from work without prejudice to the end of service gratuity. 7. Dismissal from work and deprivation from the total end of service gratuity or a part

thereof. Such penalty shall not he inflicted for reasons other than the ones mentioned exclusively in Article 120 of the Federal Labor Law.

C. DISCIPLINARY AUTHORITY

The disciplinary committee of the faculties and staff whose members are appointed at the beginning of each academic year is prepared by a decision of the Council of Deans.

14.4. INVESTIGATION PROCEDURES AND GUARANTEESIt shall not be permissible to impose on the worker any of the sanctions set forth above unless


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after the notification thereof in writing with regards to charges made against him , after having heard the worker and the defense thereof investigated , and after having recorded the matter in a minutes deposited in his personal file . The sanction shall be noted at the end of such minutes. The worker shall be notified in writing of the sanctions imposed there upon, the type and amount thereof , the causes of imposition and the sanction to be imposed in case of recidivism.The worker may not be accused of a disciplinary offense after thirty days of the discovery thereof. Furthermore, no disciplinary sanction may be imposed after sixty days from the date of the end of the investigation in the offence of which the worker is found guilty.

14.5. FACULTY AND PROFESSIONAL STAFF APPEALS

14.5.1. Complaints and Appeals PolicyComplaints and appeals will be settled, in a fair, equitable and effective manner using the procedures listed below. AFU ensures that each complaint or appeal and its outcome is recorded in writing; each appeal is heard by an independent person or panel/committee; and each appellant has an opportunity to formally present his or her case; and is given a written statement of the appeal outcomes, including reasons for the decision. It acts upon the subject of any complaint found to be substantiated. It is the policy of AFU that receipt of complaints, whether received from within AFU or externally, will be handled promptly and effectively and the complainant will receive a response within a reasonable timeline.Should a member wish to appeal against a disciplinary or grievance decision, or against dismissal (for example following disciplinary proceedings or redundancy of the post including ending of a fixed term contract), he/she must appeal in writing within fourteen days of the receipt of Notification of disciplinary action to HR, as appropriate. This notice of appeal should set out the grounds of the appeal and state whether the appeal is in respect of the whole or in respect of any specified part of any finding of fact, decision, or sentence.

14.5.2. Appeal CommitteeAppeal committee of the faculties and staff whose members are appointed at the beginning of each academic year is prepared by a decision of the Council of Deans.

14.5.3. Rules of Procedure • The rules of the procedure of the Appeal Committee will be as follows: • The appeal will be determined following a hearing from the appellant and the responsible

person. The appellant and the responsible person will be entitled to make a statement and to address the Appeal Committee.

• The Chairman may set time-limits for each stage of the proceedings, including the Hearing itself, to the intent that any appeal will be heard and determined as expeditiously as is reasonably practicable.


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• Following the hearing of the appeal, the Appeal Committee will consider the facts of the case and may allow or dismiss an appeal, in whole or in part.

• The decision of the Appeal Committee will be notified to the appellant and recorded in a document signed by the Chairman, giving the reasons for this decision. A confirmatory letter will be sent to the appellant within seven days.

• A copy of the document and letter will be sent to the HR, and to the responsible person. • The Appeal Committee may decide to vary the above procedure as it deems appropriate.

14.6. FACULTY AND PROFESSIONAL STAFF GRIEVANCESAl Falah University (AFU) establishes a grievance policy and associated procedures; these are available to all faculty and professional staff members. The formal procedures described in this Policy are intended to be used only when matters cannot be resolved informally.

DEFINITIONSGRIEVANCE: A written complaint filed by Faculty and Professional Staff against an administrator alleging a violation of University, college, department, or unit policy or established practice.ADMINISTRATOR: A person appointed as the Manager of an administrative unit, department chair, dean, or separately reporting director.VIOLATION: A breach, misinterpretation, or misapplication of existing policy or established practice.FORMAL COMPLAINT: A formal complaint is defined as the dissatisfaction that occurs when a staff member believes that any condition of his/her employment is unjust, inequitable, a hindrance to effective operation.

14.7. SCOPE OF COMPLAINTSAccording to this policy does not cover the complaint Suspensions, demotions, or discharge from employment shall be considered as formal complaints but shall be considered as basis for complaint. Salary increases, job classifications, and fringe benefits are matters determined during budget deliberations and are not considered items for formal complaint. The formal complaint procedure does not apply to action taken during the staff member’s probationary period or to action taken under the Reduction of Work Force Policy or the non-renewal of an individual’s appointment.

14.8. DETERMINATIONMeetings and investigations shall be conducted during the staff member’s regular working hours whenever possible. At any step or level of the review procedures, the Director of HR Unit may elect to compromise a decision to resolve the situation or make a recommendation to the President. In addition, the Human Resources Unit shall serve in the capacity of an information gathering and advisory person. Each step or level should occur in a timely manner to be determined by the Director of HR Unit. The Deans’ Council may choose to appoint a committee to make recommendations to the Deans’ Council regarding individual complaints.


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14.9. AMICABLE SETTLEMENT OF COMPLAINTSAs a service to staff member, personnel are available to advise and assist the staff member who have a question, problem, or complaint about working conditions. Most concerns can be resolved by informal discussions between the parties involved. The Director of HR Unit is available to counsel any staff members who have grievances. Fair and prompt consideration will be offered to any personal concern or dissatisfaction about employment. The Human Resources Unit should be contacted if a person feels there has been employment discrimination due to race, color, origin, religion, gender, or qualified disability. The following steps are suggested to resolve questions of employment dissatisfaction:

• Talk to your line manager first. To ensure that employment problems are resolved effectively, the staff member should discuss the area of concern with his or her immediate unit Manager. If necessary, continue up the ladder.

• If the question is not resolved at this level, the employee may request an appointment to discuss the problem with the appropriate person at each administrative level up to and including the President.

• A formal hearing may be requested. If a complaint is not resolved through informal procedures, then a written grievance may be filed to provide for hearings before a committee or for reviews at various management levels.

14.10. FORMAL PROCEDURES FOR FORMAL CONSIDERATION OF THE COMPLAINT

• The staff member shall present the facts in writing to his/her manager/director, sending a copy to the Human Resources Unit. A formal complaint must be in writing and contain the following:

• A clear and detailed, signed statement of the complaint • The specific remedial action or relief sought • A summary outlining with whom the points of dissatisfaction were discussed and with what

results • The reason(s) why remedial action or relief is sought.

At any time, the staff member receives an unsatisfactory reply or fails to receive a reply, he/she has the right to submit the complaint to the next level from the previous supervisor. The supervisor at this level shall review all the facts of the case and the decision rendered by the previous supervisor, and then renders a decision in writing to the staff member. At each level, a copy of the reply to the complaint must be forwarded to the Human Resources Unit. This procedure shall be followed when applicable through the levels of progression. The decision of the Head of Human Resources Unit shall be final at this time unless, the Head of Human Resources Unit opts at his/her discretion to make a recommendation to the President for decision, in which case. An appeal’s provision must be made beyond the Human Resource Head’s Decision and prior to the President final decision. Staff members may contact the Human Resources Unit for additional information regarding grievance procedures.


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15. GRADUATE ASSISTANTSAFU will ensure that its use of graduate students as assistants in teaching and instruction takes account of their other education responsibilities. Graduate students may support the faculty by aiding with class activities (such as practical sessions and tutorials), facilitating group discussions and team-based learning, and offering technical support. Graduate assistants may grade student work if they do so under the supervision of the faculty or faculty course coordinator, and if they have received formal training for this role.

16. PART TIME FACULTY POLICIESBelow is a list of the policies and procedures that have been adopted by AFU for part-time faculty members:

• A part-time faculty member is one whose major employment is not with AFU and whose teaching load is 6 hours or less per semester.

• Part-time faculty members are entitled to the professional privileges and compensation accorded to full-time members.

• Part time faculty appointments are subject to the university regulations with respect to recruitment of full-time faculty members.

• The qualifications of a part-time faculty member are subject to the same criteria as a full-time faculty member.

• Recommendation for a part-time faculty position shall be made by the Department Head or College Dean and is approved by the University President.

• The contract duration at AFU for this position is for one semester. • The ratio of part-time faculty members in each academic program should not exceed 25%

of the total faculty members.


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FACULTYHANDBOOK2021-2022

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FACULTY HANDBOOK - law.afu.ac.ae

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