faculty handbookimt dubai -faculty handbook 2017 2 8 leave policy for faculty 25 8.1 working hours...

FACULTY HANDBOOK

May 2017

IMT Dubai -Faculty Handbook 2017 1

CONTENTS

1 ORGANIZATIONAL STRUCTURE 5

1.1 GOVERNING ENTITY - BOARD OF DIRECTORS 5

1.2 MEMBERS 5

2 DEFINITION OF FACULTY AND RANKS 6

2.1 FULL TIME FACULTY 6

2.2 PART TIME FACULTY 6

2.3 VISITING FACULTY 7

3 FACULTY RECRUITMENT POLICY 8

3.1 FACULTY SEARCH AND APPOINTMENT 8

3.2 PROCEDURE FOR FACULTY RECRUITMENT AND APPOINTMENT 9

3.3 APPOINTING AUTHORITY 10

3.4 ELIGIBILITY REQUIREMENTS FOR APPOINTMENT OF NEW FACULTY MEMBERS

11

3.5 ELIGIBILITY REQUIREMENTS FOR TEACHING AT GRADUATE AND

UNDERGRADUATE LEVELS 12

4 WORKLOAD 12

5 ADVANCEMENT OF EXISTING FACULTY 13

5.1 PROMOTION TO A HIGHER RANK 13

5.2 ELIGIBILITY CRITERIA FOR PROMOTION TO A HIGHER RANK 13

5.3 FACULTY PROMOTION PROCEDURE: 14

6 FACULTY PERFORMANCE APPRAISAL 14

6.1 FACULTY KEY RESULT AREAS AND APPRAISAL POLICY 14

6. 2 CREDIT POINT SCHEME 15

6.2.1 NORMS OF CALCULATIONG RESEARCH CREDIT POINTS (RCP) 15

6.2.2 CREDIT POINTS FOR CONTRIBUTION TO TEACHING-LEARNING 17

6.2.3 CREDIT POINTS FOR LEADERSHIP AND INSTITUTION BUILDING ACTIVITIES19

6.3 ACCUMULATION OF POINTS, APPRAISAL, INCREMENTS AND REWARDS 20

6.4 FACULTY PERFORMACE APPRAISAL 20

7 FACULTY PAY AND INCENTIVES 22

7.1 FACULTY PAY 22

7.2 ALLOWANCES AND BENEFITS 22

7.3 FACULTY INCREMENTS 24

7.4 NORMS FOR PAY AND SETTLEMENT OF DUES 24


8 LEAVE POLICY FOR FACULTY 25

8.1 WORKING HOURS AND WORKING DAYS 25

8.2 HOLIDAYS 25

8.3 TYPES OF LEAVES 25

8.4 ENCASHMENT OF LEAVE 27

8.5 LEAVE SANCTIONING AUTHORITY 27

8.6 GENERAL CONDITIONS OF LEAVE 27

8.7 PROCEEDING ON LIEN TO ANOTHER ORGANZATION 28

8.8 SABBATICAL LEAVE 28

8.9 LEAVE WITHOUT PAY 29

8.10 COMPENSATORY LEAVE 29

9 TRAVEL POLICY FOR FACULTY 29

9.1 LOCAL TRANSPORT FOR FOREIGN TRAVEL 31

9.2 LOCAL TRAVEL 31

10 FACULTY PROFESSIONAL AND ETHICAL CONDUCT 32

10.1 GENERAL CONDUCT 32

10.2 CONDUCT TOWARDS TEACHING AND STUDENTS 32

10.3 SCHOLARLY CONDUCT 32

10.4 CONDUCT TOWARDS COLLEAGUES 33

10.5 MODEL MODE OF CONDUCT 33

11 PROFESSIONAL DEVELOPMENT FUND (PDF) AND RESEARCH INCENTIVES 34

11.1 GENERAL PRESENTATION 34

11.2 CONSULTANCY AND MANAGEMENT DEVELOPMENT PROGRAM 35

11.3 TEACHING IN OTHER EDUCATIONAL INSTITUTIONS 35

12 INTELLECTUAL PROPERTY: COPYRIGHTS 35

13 INTERNAL ACADEMIC GOVERNANCE 36

14 SEPARATION POLICIES AND PROCEDURES 37

14.1 INTRODUCTION 37

14.2 DISMISSAL 37

14.3 PROCEDURE FOR DISMISSAL FOR AN ADEQUATE CAUSE 38

15 FACULTY DISCIPLINARY POLICY 38

15.1 GENERAL ACTS OF MISCONDUCT 38

15.2 IT RELATED ACTS OF MISCONDUCT (with respect to the use of public Internet and

Institute Intranet) 39


16 GRIEVANCE POLICY 39

17 EXTERNAL PROFESSIONAL SERVICES AND ACTIVITIES 42

ANNEXURE A – ARTICLE 120 OF UAE LABOR LAW 43

APPENDIX A: FACULTY ANNUAL PLAN 44

APPENDIX B: FORMAT FOR FACULTY CURRICULUM VITAE 52

APPENDIX C – POLICY ON SALARY ADVANCES TO EMPLOYEES 57

APPENDIX D – POLICY ON MISCELLANEOUS ALLOWANCES, FINANCIAL

ASSISTANCE & GIFTS 58

APPENDIX E – GUEST HOUSE POLICY 59


DISCLAIMER

∗ The Faculty Handbook has been prepared for the purpose of providing the necessary

information to faculty members at IMT Dubai. It is not intended to address all circumstances,

policies and procedures.

∗ IMT reserves the right to revise and amend its policies as and when deemed appropriate to

the best interest of the Institute and to inform all parties concerned.

OVERVIEW

IMT Faculty Handbook outlines the practices, benefits and responsibilities that employees of IMT

share. This overview is provided in the belief that doing so will help functioning together effectively

and keep the likelihood of imprecision to a minimum. You owe it to yourself to be well informed

about your workplace, and you also have a formal responsibility for knowing and meeting the

standards of performance and conduct set by Institute of Management Technology (also referred

as IMT).

This handbook is a living document. Inevitably new policies will be written and old ones will be

revised or discarded. While IMT reserves the right to make changes to the policies and procedures

at any time, every effort will be made to keep employees informed of the changes as they occur.

This handbook is created on the basis of the current UAE Labor law that will be the platform for

basic reference. The policies described in this handbook, unless stated otherwise, take effect

immediately and supersede all previous internal personnel policies, manuals and guidelines.


1 ORGANIZATIONAL STRUCTURE

1.1 GOVERNING ENTITY - BOARD OF DIRECTORS

The Board of Directors is the legal body formed responsible for IMT Dubai and for policy

making. It oversees the functioning of IMT Dubai, both in terms of financial performance

and operational & administrative aspects.

1.2 MEMBERS

The Board of Directors include the following members:

1. Mr. Kamal Nath Chairman of the Board

2. Mr. Bakul Nath Vice President

3. Mr. Dipankar Chatterji Vice President

4. Dr. Francois Therin Director, IMT Dubai


2 DEFINITION OF FACULTY AND RANKS

IMT Dubai values its rich and diverse pool of faculty members, and their critical role in

teaching, research and institution building. The Institute has a policy of recruiting faculty

members with diverse backgrounds and expertise relevant to management, and education

from different countries across the world.

The faculty at IMT Dubai consists of 3 categories:

2.1 FULL TIME FACULTY

Full-time faculty is one who holds a full-time appointment with IMT Dubai and is appointed

on full-time regular basis in the ranks of Teaching Fellow, Assistant Professor, Associate

Professor, and/or Professor. Full-time faculty devotes 100% of his/her time to engage in

teaching, research and administrative responsibilities as assigned by IMT Dubai and

receives all compensation from the IMT Dubai and is also eligible for all benefits as per

the norms of IMT Dubai.

All full time faculty members will be appointed on contractual employment for 3 years with

a probation period of 6 months. During the probation period, there will be a notice period

of 1 (one) month towards severance from either side.

After the completion of probationary period, a performance appraisal will be conducted

and upon finding suitable, a confirmation of 3 years contract, originally offered may be

made with a notice period of 3 (three) months towards severance from either side.

A Full-time faculty cannot take employment or accept any remunerated activity outside the

Institute. However, with the prior approval, participation in corporate boards as non-

executive members, consulting assignments for third parties and teaching and conducting

seminars in or with other educational or commercial entities may be permitted by the

Director in writing after taking into account the academic and administrative commitments

at the institute.

2.2 PART TIME FACULTY

A part time faculty is an external faculty hired to teach a specific course in a specific

semester with a maximum of 6 credits in any specific semester.

Part time faculty will teach the designated course and discharge the associated

responsibilities such as grading and providing advice to the students in their respective

areas of instructions, and completing any relevant documentation required by the institute.

Part time faculty will be entitled to such remuneration and benefits as mentioned in the

respective terms of appointment. The roles and responsibilities of Part-Time Faculty will

be as:


a. Course: A part time faculty is an external faculty hired to teach specific/designated

course or courses in a specific semester.

b. Number of Teaching Hours: A Part Time Faculty member can teach up to 06

Credits in a Particular Semester equivalent of 90 Hours in a semester.

c. Duration: The Part-Time faculty is hired to teach a specific course and the contract

will be terminated at the end of the completion of that specific course.

d. Working Hours/Timetable: The working hours of Part Time faculty will be decided

on the basis of the schedule of IMT Dubai and availability of faculty. The Part Time

faculty is expected to be available to the students for outside class consultation for

at least 1 Hour per week for the duration of each course he/she is teaching.

e. Remuneration: A Part Time Faculty will paid an agreed upon remuneration that is

inclusive of:

i. Teaching as per the approved course outline.

ii. Conducting Assessments as per the plan included in the course outline.

iii. Providing feedback to students on the assessment components.

iv. Designing the examination question papers for both mid-term and final

exams.

v. Exam invigilation.

vi. Grading of students.

vii. Submission of a course portfolio.

viii. Providing teaching material, if any

ix. Recording and submitting attendance of the students.

x. Local transportation.

2.3 VISITING FACULTY

Visiting Faculty is any faculty members holding a full time contract in another institution

and visiting IMT for teaching or research assignments up to a maximum of 11 months.

The workload/roles and responsibilities of such faculty would vary from faculty to faculty

and will be determined during the contract negotiations. The Visiting Faculty will be hired

primarily by invitation from other universities from different countries. The other source of

hiring such faculty will be under the exchange agreements with different business schools

or universities. The qualification of such faculty has to be similar to that of Full-Time faculty

as listed in section 3.4 below. The workload and conditions of such recruitment will be

based on the negotiations at the time of finalization of the contract. The maximum teaching

load of such faculty will not exceed the maximum stipulated load for the full time faculty.

Such faculty may engage in teaching or research or both.


The following chart gives explains the similarities and similarities across different

categories of faculty:

Comparison of Faculty Categories:

Full-Time Part-Time Visiting

1. Remuneration Based on Rank, Scales and

Experience Per Hour Basis As Per the Contract

2. Teaching Load Maximum of 18 Credits per year Maximum of Six Credits in a Year

As per the contract with a maximum of 16 credits over 12

months

3. Insurance and Medical Benefits

As Per IMT policies and UAE laws NO As Per IMT policies and UAE

laws

4. Visa Sponsorship Yes No Yes

5. Annual Travel Yes No No

6. Medical Leave Yes No Yes

7. Annual Leave Yes No Yes

8. Working Hours As Per IMT policies and UAE laws As Per the

schedule mutually decided

As Per IMT policies and UAE laws

9. Responsibilities

1. Teaching

Teaching and Related Activities

1. Teaching

2. Research 2. Research

3. Administration 3. Students Project Supervision and Mentoring

4. Students Project Supervision and Mentoring

10. Duration of Contract

Full-Time Regular Duration of the

Contract Full-Time contract with a

Maximum of One Year Period

11. Appraisal and Performance Evaluation

As Per the Detailed IMT Policy as Listed in Section 5 of Handbook

On the basis of Students Feedback

and Review of Course File

On the basis of Students Feedback and Review of Course

File

3 FACULTY RECRUITMENT POLICY

3.1 FACULTY SEARCH AND APPOINTMENT

IMT Dubai follows the rules of transparency and principles of non-discrimination in its

recruitment of faculty.

i. Faculty appointments are made in accordance with the UAE employment laws and

regulations

ii. The Director on the recommendations of the Selection Committee submits his

recommendations to the Management Committee.

iii. All Full Time members will be appointed initially with a probation period of 6 months.


Up-to-date information on the documents required by IMT for the employment, including

visa sponsorship by IMT, will be provided at the time of signing the contract.

3.2 PROCEDURE FOR FACULTY RECRUITMENT AND APPOINTMENT

Faculty recruitment depends on the need-gap analysis that is linked to the mission of the

institute. The following steps would generally be involved the selection process of Full

Time recruitment.

i. Different program chairs to identify the needs for additional/replacement faculty will

carry out a periodic need-gap analysis and submit to the Dean. The Dean may seek

the help of some of Area Chairs/ Professors to define the qualifications and description

of the position on the basis of needs identified.

ii. Such faculty requirement(s) along with the description prepared will be submitted to

the Director for approval.

iii. After approval by the Director, a detailed description of the position would be prepared

and communicated internally.

iv. The position then will be advertised on IMT Dubai website and in any other media

approved by the Director. In case services of any professional recruitment agency are

sought, the same description will be shared with that agency.

v. The Applications received will be reviewed by the Dean with the help of Committee

constituted for this purpose. The committee will shortlist the candidates to be

interviewed based on the needs identified and the description approved as per point ii

above.

vi. The Director will constitute selection committee(s) to review all applications, conduct

initial interviews, if required, and make recommendations to the Director. The Dean

will chair such committee(s).

vii. The shortlisted applicant(s) would be invited to the campus to make a presentation

before IMT Faculty and the Selection Committee. This presentation would be based

on the candidate’s research work/professional work. The will be of at least 20 minutes’

duration followed by at least 10 minutes of discussion and question-answer session.

An External Expert will also be invited to test the domain specific knowledge of the

candidate(s).

viii. Faculty members present during the presentation would evaluate each applicant’s

presentation on four parameters, i.e. Subject Matter Expertise, Clarity of

Communication, Ability to Handle Queries, and Presentation Style/Effectiveness. A 5-


point scale will be used for the rating of each parameter. Comments will be sought on

overall suitability of the candidate in an open-ended section as an addendum. The

evaluations submitted by the faculty members would be submitted to the Selection

Committee in a prescribed format.

ix. Subsequent to the seminar, the Selection Committee would interview the candidates,

based on which the Selection Committee would decide their recruitment

recommendation.

x. Director will review the recommendation of the Selection Committee and will make the

decision on rank and pay to be offered to the selected candidates and letter of

appointment would be issued after the approval of the Management Committee.

xi. Any appointment will be made subject to meeting the conditions laid down by the laws

of UAE and the norms of IMT.

xii. Upon finalization of formal contractual agreement, a personal detail form will be filled

up for administration purpose as per the format attached (refer Appendix B).

3.3 APPOINTING AUTHORITY

All Full Time and Visiting Faculty appointments shall be made on the recommendations of

a Selection Committee as described in 3.2.vi. The Selection Committee will be constituted

as follows:

● Dean (Committee Chair)

● One Program Chair

● One Professor from the area the faculty is being recruited for.

● One Professor/Associate Professor from any area of specialization.

The presence of Dean and two other members is must.

The Selection Committee will submit the recommendations to the Director and the Director

will be the deciding authority in terms of rank and scale to be offered to the faculty

candidates. The Director will proceed with the appointment and will make an offer after the

approval of the Management Committee.

For the appointment at the Professor level, the Management Committee is the final

appointing authority.

For Part Time Faculty:

Part Time faculty will be hired for teaching one particular course. The Program Chair/Area

Chair will identify such faculty and will submit the profile of such faculty to the Dean. On

the recommendation of the Dean, the Director can approve such faculty based on the need


of a particular program.

For Visiting Faculty:

The Visiting Faculty will be hired by invitation of the Director in consultation with the Dean

and the Program Chair. The workload and conditions of such recruitment will be based on

the negotiations at the time of finalization of the contract. The other source of hiring such

faculty will be under the exchange agreements with different business schools or

universities. Such hiring will be governed by the stipulations of Memorandum of

Understanding signed with respective schools. The Director will be the appointing authority

for such positions.

3.4 ELIGIBILITY REQUIREMENTS FOR APPOINTMENT OF NEW FACULTY MEMBERS

Faculty is recruited at any of the following four ranks:

● Professor

● Associate Professor

● Assistant Professor

● Teaching Fellow/Senior Teaching Fellow

As a general rule, the faculty qualifications will be framed around the AACSB Standards.

The following qualifications will be used as guidelines for shortlisting candidates for

research active faculty Full Time faculty positions.

i) Professor: Ph.D. or equivalent in a discipline relevant to the position with a track record of

excellence in teaching, a minimum of 15 years of which at least 5 years should be at the

level of Associate Professor, ability to interact with a diverse student body and executives,

a record of publications in standard refereed journals, ability to undertake research

independently and guide Ph.D. scholars. Candidate should have high research, training

and/or consulting credentials.

ii) Associate Professor: Ph.D. or equivalent in a discipline relevant to the position, with a track

record of excellence in teaching, a minimum of 10 years of experience of which at least 5 years should be at the level of Assistant Professor, ability to interact with a diverse student body and executives, and ability to undertake research independently. Reasonable record of research publications is desirable.

iii) Assistant Professor: Ph.D. or equivalent in a discipline relevant to the position, with at

least 3 years of corporate/research/academic experience; and ability to interact with a diverse student body. However, in case of a fellow or PhD from any reputed university/institute, the experience requirement of 3 years may be waived.

iv) Teaching Fellow/Senior Teaching Fellow: Academic personnel at final stage of completion

of their Ph.D. may be appointed as Teaching Fellow/Senior Teaching Fellow. People with


significant corporate/training/consulting experience may also be considered for such positions. Such recruited faculty will be encouraged to do PhD to be considered for a rank of Assistant Professor. The responsibilities and workload of Fellows will include Academic and Administrative contributions as assigned to them by the Director and Dean.

Visiting Faculty: The eligibility conditions for adjunct faculty are similar to Full Time faculty

requirements. The remuneration/workload and responsibilities will depend on the

experience and qualifications of individual candidates.

Part Time Faculty: Eligibility criteria for the Part Time faculty may differ to the extent that any professional from industry with significant amount of experience and who is working, or has worked, at a senior level position may not be required to have a Ph.D. degree or a record of research and publications. The remuneration will depend on the rates prescribed by the Institute from time to time. NOTE: To satisfy the requirements of reputed international accreditation bodies, for

example AACSB Standards, it is necessary to hire faculty with professional/practitioner

background. A professional / practitioner with a minimum of 10 years’ experience who has

made significant contribution to knowledge/profession and has established reputation in

his/her domain may be considered under this category, irrespective of not having a Ph.D.

degree.

3.5 ELIGIBILITY REQUIREMENTS FOR TEACHING AT GRADUATE AND UNDERGRADUATE LEVELS

As a general rule, IMTD expects the faculty to have minimum doctoral qualifications along

with research and publications background to be eligible to teach at Graduate level. Since

IMTD is a business school where the Graduate level students need to have significant

inputs from the industry practitioners, IMTD invites professionals as speakers or part time

lecturers to teach at Graduate level. These professionals may not have a doctoral

qualification but have at least a Master’s Degree with a significant industry/corporate

experience.

4 WORKLOAD

In line with its mission, IMT gives priority to the various components of Faculty workload as below:

1. Teaching 50% 2. Research and Scholarly Activities 30% 3. Administration and Institutional Development Activities 20%

The Director in case of a specific faculty, on the basis of specific skill set and intended contribution, may alter this workload weights. It could be also the case for recruitment of professionals with corporate experience and less research experience. This change will be subject to the approval of Management Committee.


Full time faculty are expected to teach 18 credits in a year as per the requirements of the Ministry. If for reasons of service, a faculty is exceptionally teaching more than 18 credits in a particular year, his/her teaching load will be lowered in the subsequent years to reach the average of 18 credits.

5 ADVANCEMENT OF EXISTING FACULTY

5.1 PROMOTION TO A HIGHER RANK

a) Requirement for promotion to the rank of Associate Professor:

Faculty at the rank of Assistant Professor can be considered for Associate Professor Rank after a positive evaluation of performance, which includes ongoing publications and contributions to their field of expertise, excellent teaching evaluations, contribution to the Institute’s development, community service, academic and administration responsibilities.

b) Requirement for promotion to the rank of Professor:

Faculty at the rank of Associate Professor can be considered for Professorship Rank after a positive evaluation of performance, which includes, but is not limited to: classroom teaching observations, publications and research, institutional development, community service and corporate responsibilities & engagements.

5.2 ELIGIBILITY CRITERIA FOR PROMOTION TO A HIGHER RANK

The Institute has established the following minimum criteria for promotion to the next academic rank(s) as mentioned below: Assistant Professor:

a) Must hold a Ph.D. or equivalent in Management or related areas. b) Minimum 3 years of Industrial/research academic experience including minimum

one year at IMT as Lecturer/Teaching Fellow/Senior Teaching Fellow. c) The candidate shall show a capacity and will to maintain teaching effectiveness

and the ability for continuing growth as a teacher, scholar, and member of his or her profession.

Associate Professor:

a) At least five years in the rank of Assistant Professor including minimum three years at IMT.

b) The candidate shall have a capacity to maintain teaching effectiveness and the ability for continuing growth as a teacher, scholar, and member of his or her profession.

Professor:

a) At least five years in the rank of Associate Professor including minimum three


years at IMT. b) The candidate shall have attained an excellent reputation in his or her field of

expertise, evidenced by scholarly publications and teaching excellence. c) The candidate must be able to demonstrate outstanding performance in teaching,

hold a distinguished record of publications in international journals; peer reviewed of publications, and effective service to the institution.

5.3 FACULTY PROMOTION PROCEDURE:

• The candidate prepares and submits his/her professional accomplishments in the areas of teaching, scholarly research, and administration & institutional development activities by including the supporting documents for evidence to the Dean.

• Preliminary Review to check the eligibility is done by the Dean.

• Faculty Appraisal Reports (annual) will be a significant input to such decisions.

• The Director will set up an Academic Promotion Committee (APC), that will include the Director, Dean, and two faculty members who are of Professor Rank. APC after reviewing the submitted documents would present its recommendation to the Management Committee for its approval.

• The Director will then inform the decision to the Faculty member.

6 FACULTY PERFORMANCE APPRAISAL

IMT with its unique teaching, pedagogical and leadership philosophies need an incentive system to attract the best faculty and also to retain them. The institute should be able to groom leaders who in turn deliver ‘leadership’ to students thereby maintaining the teaching philosophy of ‘knowing, doing and being’.

6.1 FACULTY KEY RESULT AREAS AND APPRAISAL POLICY

In the wake of the teaching philosophy of IMT Dubai, following will be the key responsibility areas on which faculty’s contribution to the institute would be measured and rewarded:

A. Teaching: A Holistic Approach to Teaching-Learning

The IMT Faculty is expected to achieve teaching excellence that will be measured by using various parameters including but not limited to student feedback, pedagogical innovation and adaptation, industry engagement in teaching pedagogy, new course development, etc.

B. Research

Alongside teaching excellence, IMT faculty is expected to engage in quality research that leads to publications that impact the community in general and faculty member’s teaching in particular. IMT uses a comprehensive scheme to measure and incentivize the research effort of the faculty.

C. Leadership and Institution building activities

Faculty is expected to help IMT in institution building activities by assuming various academic administrative responsibilities needed from time to time, including engaging industry partnership by way of developing and/or delivering courses in association with industry partnership, developing training programs, engaging with


industry partners in applied research activities. 6. 2 CREDIT POINT SCHEME

IMT Dubai follows a Credit Point System in which Faculty members are expected to earn Credit Points that can be earned from each of the above-mentioned 03 categories viz. Research, Teaching, and Leadership and Institution Building Activities. The details on these Credit Points are presented in subsequent sections. 6.2.1 NORMS OF CALCULATIONG RESEARCH CREDIT POINTS (RCP)

IMT Dubai follows a Credit System in which Faculty members are expected to earn credit points through activities like publishing research papers and case studies, leading research teams, guiding PhD students and obtaining research grants and projects obtained from government/industry. The method of determining RCP for each of the research component is described below.

a. Publication of Research Paper The quality of publications will be assessed as per the categorization following five categories, namely, A*, A, B, C and D. The ABDC journal classification will be followed for this purpose till notified otherwise.

Category A* A B C D

Credit 8 6 4 2 1

NOTE: Credits obtainable from publications under "D” category is capped at a maximum of 02 in a year for the purpose of calculation of such score.

In case of joint authorship the faculty would get rewarded credit points as per the below norms:

● When the faculty’s publication is out of his PhD thesis work with his supervisor, the faculty

will get 75% credit. ● For any publication with peers from IMT Dubai, each of the co-authors will get

proportional CRP. ● Any co-authored publication with any of the Peers that do not have any affiliation with

IMT Dubai, the faculty will get his/her proportional share of CRP plus an additional 10% of his/her proportion of CRP.

● When the faculty’s publication is out of his PhD student’s thesis work, the faculty will get 25% credit.

● When the faculty’s publication is based on any student’s industry project, assignment or any other work or where the student helped in data collection, the faculty will give due credit to the student as a co-author and will get proportional credit. The Credit Points earned will be proportionate to number of co-authors including the student.

b. Case Study Publication

The classification would be done as follows (for each case study published):


Category A B

Case study Publication

Cases published by Harvard, Kellogg school of Management, Darden, Ivey, Babson,

Emerald Emerging Market Case Study, NAACRA,

Credits Case: 2 Case: 1

c. Professional and General Publications

Category A B C

Broad Audience Category

Articles published in WSJ, Financial Times, The Economist

Articles published in Regional/National Business Newspapers

Trade Journals and other Professional Journals and Magazines

Credit 1 0.5 0.25

Note: Credits obtainable from publications under "C category" a maximum of 02 in a year for the purpose of calculation of such score.

d. Books

Note: In case of co-authorship, the CRP will be proportional

e. Other Publications

i Book Chapters 0.25/0.5 Depending on the Publisher

Note: The total CRP allowed from “Other” category should not be more that 02 in any academic year.

f. Number of PhD/DBA/FPM candidates guided

The faculty would be rewarded based on the number of candidates that they have successfully guided for whom the degrees have been awarded. The credit points awarded will be 1 per graduating candidate in this category.

g. Funded Research/Grants

Faculty members are encouraged to conduct research/consultancy activities funded by external agencies. The following would be the credits associated with such activities:

Category A B

Books Textbook Authored; and Published by reputed Publishers (If a publisher is reputed or not will be decided by the Director, Dean and Research Chairperson)

Adapted Books of Reputed Publishers

Credit 3 1


Category Greater than AED 150,000

Between AED 100,000 to 150,000



Credits 6 4 2 1

h. Journal Editorship

The faculty members will be entitled to the research credit points as per ABDC classification

Journal Editorship

Journal edited is in the “A* & A” category of journals identified in ABDC.

Journal edited is in the “B” category of journals identified in ABDC.

Journal edited is in the “C” category of journals identified in ABDC

Credits 10 3 1

Note: For all the credits associated to research, IMT Dubai will only take them into account when the primary affiliation of the faculty is clearly stated as “IMT Dubai”. 6.2.2 CREDIT POINTS FOR CONTRIBUTION TO TEACHING-LEARNING

Faculty’s teaching component encompasses both classroom and out of the classroom delivery. The other variables that will be considered for calculations of credit points include but not limited to students’ feedback, pedagogical innovation, updating the course outline, and compliance with requirements of Program office/ Examination Cell/ AACSB AOL deadlines, etc. as may be decided by the Director from time to time. In order to develop and nurture young faculty members, IMT would provide an opportunity to coordinate courses along with practicing faculty including industry professionals, adjunct faculty, international academic faculty or any other senior faculty member. Internal faculty would be required to contribute in designing course outline; evaluation and compulsory sit through in all sessions. Internal faculty would get an equivalence of 0.25 of Course Credits as Credit Points. In addition, faculty may be allowed to co-teach with external faculty including industry professionals, adjunct faculty, and international academic faculty. In such cases of co-teaching, faculty would be required to teach minimum 50% sessions of the course, design course outline, compulsory sit through in all sessions and evaluation. Internal faculty would get an equivalence of 0.25 of Course Credits as Credit Points On similar line, “Blended learning” which includes courses delivered online by any external international faculty and offline by internal faculty would be incentivized. For this online and offline mode, it will be deemed as a teaching / learning activity and Internal faculty would get an equivalence of 0.25 of Course Credits as Credit Points. The Faculty will also be given credits for mentoring students for industry projects/internship or any other approved student activity.


The overall summary of credits earning through teaching (including class room and beyond class room teaching) is summarized as follows:

S.N. Activity Basis of Calculation Remarks

1.1 Teaching 18 Credits of 45 Hours Each. The following will affect the overall credits: 1. Students’ feedback 2. Pedagogical innovation 3. Cases and Simulation included 4. Completed Course Portfolio Submitted in Time and Timely Compliance to other rules and norms decided from time to time.

0.5 Credits Points for each credit taught. (Plus a Max of 2 Credits for all the 4 Parameters mentioned)

1.2 Co-teaching with industry, adjunct faculty, international academic faculty/ Industry sponsored courses (Min 50% sessions to be delivered) by the faculty

Maximum of 2 courses in a year which include: Includes the following: - Joint design and delivery of course - Joint Evaluation -Shared responsibility including attendance in all sessions

0.25 of Course Credits with a maximum of 2 credit points.

1.3 Mentoring Industry Project/ Summer Internship/ Special Competition Mentorship/ Any other Student Activity Supervision with Prior Approval

0.1 Credits Points Per Student for Individual Project Mentorship. 0.5 Credit Points Per Student Team Activity with Prior


Approval

1.6 On-line Courses with up to a maximum of 10 classroom sessions

Mentoring and evaluation

0.25 of Course Credits

6.2.3 CREDIT POINTS FOR LEADERSHIP AND INSTITUTION BUILDING ACTIVITIES

The purpose of faculty engagement in institution building is two folds. Firstly, it helps align faculty contributions towards achieving the overall mission of the institution through pre-planned strategic initiatives at the institute level. Secondly, it helps in creating a leadership pipeline for the institute. The faculty designated for institution building positions, the responsibilities for which are designated by the Director for each academic year to specified faculty members, are expected to diligently undertake these responsibilities in a proactive manner in addition to their teaching and research commitments. These include the following among others.

• Program Chairs ● Area Chairs ● Research Chair ● Student Life Chair ● Alumni Chairperson ● Chair- Entrepreneurship and Innovation Centre ● Chairperson – Accreditation and Quality Control ● Any other positions created based on specific needs

Besides the credits for institution building as above, all the faculty members are also required to engage themselves in an industry interface in a proactive manner. It is desirable that each faculty maintains professional and academic relationship with four companies/ organizations in an academic year on a continuing basis. This can be in the form of contributions such as the following:

● Identifying and developing courses with industry practitioners ● Generating MDPs ● Sponsorship of events ● Value addition in campus recruitment ● Joint development/ authorship of cases/ papers with industry practitioners ● Leadership Series ● Campus Connect: Interaction of students with senior corporate experts

Institution Building Activities Points

Institutional Roles as specified above based on agreed KPIs at the start of the academic year.

Up to 5 based on the agreed KPIs

In addition to above, faculty members should engage themselves in the admissions processes, promotional processes and other such activities as and when assigned by the Director. The


credit points for such activities will be decided by the Director based on the efforts required for each activity and the KPIs attached with the specific activity. The accumulated Credit Points will be used for faculty appraisal as discussed in 5.3. Moreover, the Research Credit Points (refer 5.21) can also enhance each faculty’s claim towards Professional Development Fund as discussed in Section 10 of the Handbook.

6.3 ACCUMULATION OF POINTS, APPRAISAL, INCREMENTS AND REWARDS

The Credit Points earned by the faculty from three broad categories discussed above will be converted into a Weighted Average Credit Score by multiplying the credits earned from each category with the respective weight of each category (see 5.1). Each Faculty is expected to score at least 10 Weighted Credit Point Score in a given an academic year, out of which a minimum of 05 should be the contribution of Teaching Credit Points. Faculty members who score more than 10 weighted credit point scores will have access to the Professional Development Fund (PDF) that can be used by the faculty members for various professional development and/or research activities as detailed in Section 10. The above appraisal will be objectively linked to faculty wise recommendations, which will be used as guide for faculty Promotions and/or Increments. These recommendations will have to be approved by the Management Committee. Apart from the above, IMT will be incentivizing the faculty for engaging in quality research leading to publications in recognized journals. Each faculty publishing in journal listed in ABDC list as per the following scheme:

Category Bonus C: 6000 AED B: 10000 AED A: 18000 AED A*: 36000 AED

Note that if the paper/article is co-authored, then the bonus will be proportionate to the number of co-authors. For visiting faculty holding a secondary affiliation with IMT, the bonus will be 50% of the stated amounts.

Moreover, Research Credit Points can also benefit the faculty in the form of Professional Development

Fund.

6.4 FACULTY PERFORMACE APPRAISAL

The faculty appraisal process will involve self-appraisal (both qualitative and quantitative) through the prescribed forms that are to be submitted to the Dean by May 15 every year by each faculty member. The Credit Points discussed above will play a significant role in the overall appraisal of the faculty.

IMT Dubai will follow the following Faculty Appraisal system:


● The faculty appraisal will be done every year on the basis of faculty performance in the areas of teaching, research and scholarly activities, consulting, academic administration and general compliance with the rules/norms decided from time to time. The Director will conduct such appraisal.

● A comprehensive appraisal will be done every 3 years by the Faculty Appraisal Committee (FAC) to be constituted by the Director with approval of the Management Committee. The committee will comprise of at least two reputed external academic experts, the Director, and the Dean.

The appraisal process will be as follows:

● In the month of May every year every faculty member will prepare a plan of his or her

activities in a Proposed Plan of Activities (PPA) for the next academic year. This PPA should be submitted to the Dean (Academics) by May 15 of every year. The Dean in consultation with the program and area chairpersons, and keeping in mind the academic needs of the institution may moderate this plan.

● On the same day, each faculty member will submit a detailed document listing the actual work done during the previous year in a Statement of Work (SOW).

● This SOW, read with the PPA submitted and the PPA submitted last year, would form the basis of performance appraisal for each faculty member.

● In the month of June every year, the Director will prepare a report on the institutional and administrative contribution of each faculty member based on the quantity and quality of tasks as assigned to them by the institute.

● Further, the Dean and the Director will include in the above report their appraisal of the faculty member's’ ADHERENCE/COMPLIANCE to institutional code of conduct/ behavior & values thereby creating and fostering an environment of positive and progressive collegial atmosphere.

● The following will be considered in the appraisal process: o Total Credit Points Earned o Teaching Evaluations or Student Feedback; o Academic Program Office data on adherence to academic standards like course

outlines as per AACSB norms, wherever applicable; o Submission dates of grades, accuracy of grades, number of times grades

revisited/revised; o Submission dates of completed course portfolios; o Mix of core and elective courses in the teaching portfolio, innovation in pedagogy,

evidence of coordinated team teaching, evidence of industry involvement in their courses; and

o The report from the Director on the institutional and administrative contribution of the respective faculty members. A detailed appraisal policy has been cited in the following paragraphs.

● FAC or Director and Dean (as the case may be in respective years) will give feedback to every faculty at a second formal meeting after completing the appraisal – preferably by August. Any grievances on appraisal by any faculty may be addressed in these meetings.

NOTE: For Faculty members who join IMT Dubai during the academic year, the Credit Points will be calculated proportionately, based on the above criteria but taking into account the record of publication for the last one year.


7 FACULTY PAY AND INCENTIVES 7.1 FACULTY PAY

The Board of Directors will approve the pay structure of all faculty members. For all

faculty members, the pay structure will be reviewed in the month of April every year

based on the annual appraisal. Gross Salary Break up:

i) All full time regular Faculty members, covered by these rules, are given a gross salary,

the breakup of which is as follows:

Basic – 60%

HRA – 30%

TA / other allowances – 10%

For adjunct and visiting faculty members, the pay and other allowances will be

governed as per their respective terms of contract.

ii) For Faculty members who have been provided residential accommodation in campus,

a deduction from salary is done as per the Guest House policy of IMT Dubai (refer

Appendix E) or as per the terms of their respective contract.

7.2 ALLOWANCES AND BENEFITS

i) Medical Coverage:

The Institute would provide Medical Coverage to all full time regular faculty members

and their dependent spouse & 2 dependent children under the age of 18.

ii) Leave Travel Reimbursement:

Eligibility:

● All full time Faculty members, who are on institute’s visa, are eligible for Annual

Leave Travel reimbursement.

● All full time Faculty members, who are not on Institute’s visa and claiming Annual

Travel reimbursement, will have to submit documented evidence that the same

facility of Annual Travel Reimbursement is not being reimbursed to them by any

other organization and it is also as per the terms of respective contract.

● Annual Leave Travel will be reimbursed only on the submission of proof of travel.


Entitlement:

Sr. No. Sector Annual Amount in AED/ per person (above 2 years of age)

1 GCC countries 1000

2 Indian Subcontinent, Middle East and North Africa

2500

3 Europe, Australia, New Zealand and other African countries

3500

4 North, Central and South America 4500

5 All other countries 3500

● The sector will be based on the declaration of hometown given by the faculty

member while joining. ● All full time faculty members will have to declare the dependents (Spouse &

maximum 2 children up to the age of 18 years) in the beginning of the fiscal year (i.e. April) along with the documented evidence that the travel reimbursement for the dependents are not claimed from any other organization.

● The total amount for all full time faculty members will be based on dependents declared to the institute subject to the above criteria.

● Reimbursement for dependent family members (i.e. spouse and maximum of 2 children up to the age of 18 years) shall be based on production of original UAE residence visa any time during the financial year. If the staff member has already produced original UAE residence visa/Emirates ID for the purpose of renewal of insurance, then this requirement is not applicable.

iii) Transfer

The Institute reserves the right to transfer the faculty member to another position,

should there be a requirement to fill up the relevant vacancy.

iv) Retirement Policy:

The age of retirement of all full time faculty members is 65 years. Reappointment of

any faculty member after the age of retirement may be recommended by the Director

and must have the approval of the Board of Directors provided the visa (if applicable)

could be processed.

v) End of Service Benefits:

All full time Faculty members will be eligible for payment of gratuity as per UAE labor

laws. A Faculty Member who completes one year or more in continuous service shall

be entitled to gratuity at the end of their service. Days of absence from work without

pay are not included in computing the period of service and the gratuity shall be

calculated as follows:

(1) 21 day’s basic pay for each year of the first five years of service and (2) 30 day’s basic pay for each additional year on condition that the total of the gratuity does not exceed the employee’s two year’s pay.


vi) Final settlement in the event of death:

a) In the event of death of an employee/faculty while in service, settlement of his/her dues will be as in the case of resignation of an employee. In case the family is not living in the UAE and if employees dies while in service, IMT will cancel his/her visa as per rules, inform the appropriate authorities, take necessary permissions and documents from the appropriate authorities for taking the body to his native place. His settlement of dues will be carried out as per UAE laws. b) In case of the death of a faculty during the academic session, the respective program chairs in consultation with the Dean will identify a faculty member (internal or external) to continue the course(s) delivery where such faculty was engaged in. If the faculty was engaged in any other academic activity that needs to be continued, Dean will make appropriate arrangements to ensure the continuity of such activity.

7.3 FACULTY INCREMENTS

All eligible Full Time faculty members, will be given increments with effect from 1st of

September every year or as decided by the Management Committee. The Director will

recommend increments to all the eligible faculty members to Management Committee for

its approval. For the faculty members, increments will be based on the yearly performance

appraisal results as discussed in section 5.3.

7.4 NORMS FOR PAY AND SETTLEMENT OF DUES

The following shall be the norms for pay and settlement of dues:

i) The pay and allowances to the employees of the Institute for each month shall be

payable latest by the first working day of the succeeding month.

ii) On termination/resignation, the pay and allowances shall be released only after the

employee’s account is settled and after taking over charge from him / her including

surrender or return of the Institute’s assets in his / her possession. A clearance

certificate from the authorized person taking charge from him / her will be necessary.

Furthermore, a “No Dues” certificate from all relevant departments will be a pre-

requisite to the final settlement with the separating employee.

iii) Payment will be made only after the visa cancellation process and removal of the

employee’s name from TECOM records for IMT or as approved by the Director.


8 LEAVE POLICY FOR FACULTY

Official Public holidays will be as per holidays announced by the UAE government for private sector. Each faculty member can avail one day off on the occasion of his or her religious festivals not exceeding four times in a year with prior permission from the Director.

8.1 WORKING HOURS AND WORKING DAYS

The working hours in IMT Dubai are 9.00 a.m. to 5.30 p.m. from Sunday to Thursday with

30 minute’s lunch break. Each faculty needs to be on campus for all

duties/meetings/activities that have to be carried on by them for as long as required. It is

also expected that these faculty will spend at least 6 hours on campus on each working

day.

8.2 HOLIDAYS National Holidays and Festival Holidays will be as per the UAE Government notification.

8.3 TYPES OF LEAVES The types of leaves are as follows:

Type of Leave Allowed Every Year Accumulation & Cashable

Annual Leave 36 working days 10 working days leave can be carried forward (subject to a maximum of 40 working days.

Medical Leave First 15 calendar days with full pay. Next 30 calendar days with half pay. Following period No pay.

-

Faculty member who have not completed 6 months of service are not entitled to avail any leave other than Medical leave. However, in special cases, annual leave can be availed with the approval of Director, provided it does not affect the delivery of their academic responsibilities. For Visiting Faculty, leave will be governed as per the terms of their respective contract. Any Medical leave of two consecutive days or more needs to be supported by a Medical Certificate. a) Annual Leave

The leave calendar year is from April 1st to March 31st. The annual leave is organized as

follows:

• A Full Time Faculty is entitled to three working days leave for every month if his / her

service is more than six months and less than one year.


• A Full Time Faculty is entitled to a maximum of Thirty-Six working days annually, if

his / her service exceeds one year.

• A minimum of 26 working days of leave has to be taken in a year (between April 1st

and March 30th).

• 10 working days leave can be carried forward.

• In case of campus closure, a compulsory leave has to be taken. For 2017-2018, the

campus will close from December 22nd, 2017 to January 1st, 2018. 6 days of leave will

be automatically deducted from the leave accrued. For subsequent years, the

compulsory leaves will be announced by the Director in due time, after approval by

the Management Committee.

• Transition period: Since there are two changes; one from Calendar Days to Work

Days and other in Carry forward of Leave, the following rule will apply for the transition

from old to new system:

o For leave already accumulated, the total number of days accumulated by an

employee will be converted from calendar days to working days using the formula

Accumulated Leave*5/7 (rounded up). If this number is above 40, the Faculty won’t

be entitled to any carry forward until the number of days accumulated falls under

40 working days.

Leave application must be filled with full contact address and telephone number during

the leave period and submitted to the Administration Department before one month

prior to commencement of such annual leave.

b) Medical Leave

As per UAE Labor laws, all faculty members are entitled up to 90 consecutive or

intermittent days of sick leave as follows:

● First 15 days: Full pay

● Next 30 days: Half pay

● Following Period: No Pay

c) Maternity / Paternity Leave

● Maternity Leave to the female faculty members who have completed 1 (one year)

of employment with IMT Dubai, will be granted 45 days of maternity leave with full

pay & allowances including the period before and after delivery, for their first two

children. In addition, concerned faculty members are also entitled up to 100 days

of leave without pay based on medical reasons.

● Female Faculty members who are on probation and/or have not completed 1 (one)

year of employment with IMT Dubai will be eligible for the same with half pay.

● Paternity leave will be granted for 7 days.

● The unpaid maternity leave can be continuous or intermittent, due to the illness

that prevents her from coming to work. A certified government physician licensed


by the competent health authority must confirm the illness.

● Maternity leave in either of the above cases is not deductible/adjustable from any

other leave that a female faculty member is entitled to.

● The Management reserves the right to recover an amount equivalent to the salary

paid to the employee during the period she had been on Maternity Leave or any

extended leave(s), should the concerned faculty member choose to leave the

services of IMT Dubai within 6 months from the date of joining back the services

after the Maternity Leave.

d) Bereavement

● Bereavement Leave is granted in case of death of a close family member for a

period of 4 days or as may be defined by UAE Laws from time to time.

8.4 ENCASHMENT OF LEAVE

All full-time faculty members are entitled to cash their respective accumulated annual leave as defined in 7.3 at the time of retirement/separation from IMT Dubai.

8.5 LEAVE SANCTIONING AUTHORITY

Application for leave, duly recommended by the concerned HOD, shall be submitted in

prescribed form to the Director-IMT, Dubai or the officer duly authorized to whom the

power may be delegated by the Director-IMT, Dubai from time to time, who would either

sanction or refuse the application of leave considering the exigencies of work.

The leave approving authority for faculty members is the Director after recommendation

by the Dean- Academic.

8.6 GENERAL CONDITIONS OF LEAVE

i) Annual leave will be pre-sanctioned in writing on a prescribed form.

ii) For Faculty members, annual leave cannot be taken more than four times in a year.

iii) All types of leaves are calculated on the basis of the financial year, i.e. from 1st April

to 31st March. Annual leave or medical leave will be credited at the beginning of the

financial year. Annual leave cannot be availed unless the employee is confirmed or

has completed six months of service without prior approval from the Director.

iv) Medical leave of two days or more will be sanctioned only on production of evidence

of sickness duly supported by medical certificate from a registered medical

Practitioner.

v) Sanction of all leave is at the discretion of the Sanctioning Authority. When due to

exigencies of work so required, leave of any kind except sick leave may be revoked

or refused or curtailed by the Sanctioning Authority.

vi) The Sanctioning Authority can take disciplinary action against any faculty member


availed sanctioned leave and not joining at the end of the sanctioned leave and/or not

providing evidence of medical documents, as required.

vii) A faculty member, who absents himself / herself without obtaining prior sanction or

providing information about the cause of absence, will be treated as unauthorized

absence and may also be liable for disciplinary action.

viii) Leave shall not be granted to a faculty member against whom a competent authority

is enquiring into the acts of indiscipline or has decided to terminate / resign from the

services of the Institute.

ix) No leave can be clubbed with any other type of leaves without the approval of the

Director.

x) Faculty norms for the purposes of Leave Entitlement shall apply to the Dean and

Director as well.

8.7 PROCEEDING ON LIEN TO ANOTHER ORGANZATION

● In circumstances, wherein a faculty member moves from one campus to another

campus, organization/institute/university, extra ordinary leave without pay may be

granted to a full time regular faculty member, up to a maximum period of one year.

● A faculty member will not be entitled to any increments or benefits such as Leaves

and Annual Appraisal and only the continuation of service will be protected during

such extra ordinary leave.

● To avail this leave, a faculty member has to put in at least 5 years of service with the

IMT and obtain an approval from the Director.

8.8 SABBATICAL LEAVE

i) If a full time regular Faculty member has been in continuous service with the Institute

for a period of minimum 6 years, he/ she will be eligible to go on a Sabbatical for a

period of 6 months, with full pay for higher studies/ research/ academic project at a

reputed foreign/UAE Institution. This engagement with the outside Institution shall be

honorary and the Faculty member cannot receive any salary / pay during this period

from the outside Institution, other than an honorarium and travel/ living expenses. It is,

however, not mandatory for the faculty member to be associated with an outside

institution during this period. He/she could also make use of this period either for

writing books or case studies or doing research, without being formally affiliated to any

institution. At the end of the Sabbatical, the faculty member will return to the parent

institution on the pre-existing employment terms and has to undertake to serve the

parent institution for a minimum period of 3 years. The faculty member has to submit

a report on his work during the sabbatical period along with documentary evidence on

research paper/books/case studies contributed by him/her. During the Sabbatical

period, the faculty member will be entitled to normal salary increases but no accrual of

Leave (Casual, Medical, and Earned) will take place. He / she will receive Basic

Salary, HRA and other allowances. This type of leave cannot be clubbed with or

exchanged with any other form of leave.


ii) Permission to go on Sabbatical to a reputed foreign/UAE institution will be granted by

the Director, and the Board of Directors will grant approval of Sabbatical on other

grounds.

8.9 LEAVE WITHOUT PAY

Leave without pay may be granted to full time faculty members for a maximum of one

academic year. Applications for leave without pay should be submitted in advance in

writing to the Director for his / her approval. The year, in which the faculty member remains

on leave without pay, will not be accounted for increment, promotion and annual benefits

such as leaves, gratuity and medical benefits.

8.10 COMPENSATORY LEAVE

Whenever the faculty is teaching or engaging in some official activity on an off day, the

faculty may request for a compensatory leave in lieu of that day’s work. For work that is

up to 4 hours, a half-day compensatory leave will be granted and for work more than 4

hours, a full day compensatory leave will be granted. This compensatory leave must be

availed during the next week on a day when that particular faculty does not have any

scheduled activity. In case the faculty member has some scheduled activity on all the days

during the following week, then the carry forward of that leave to subsequent week(s) may

be permitted to the maximum of 30 days from the date of accruing of compensatory leave.

9 TRAVEL POLICY FOR FACULTY

The rules regarding traveling for IMT work purpose (Daily Allowance and Conveyance

during such travels) shall be framed / changed and informed by the Management from

time to time. FOREIGN TRAVEL

Foreign traveling expenses for the faculty members may be borne by the Institute for the

following purposes:

● Academic or Research Conferences/Conclaves/Seminars to showcase IMT

Brand: as per the norms defined in the Faculty Handbook.

● Consultancy Projects where travel expense is preapproved in the consulting

budget

● Placement / Marketing / Admission purposes where the travel expense is

preapproved in the budget

● Work in IMT sister campuses, abroad

NOTE: All the above types of travel are to be approved by the Director, sufficiently in

advance to the travel date.

All requests for air ticket must be made sufficiently in advance, prior to the scheduled date

for travel.


Where visas have to be processed for faculty members including visiting faculties / guests,

the request for the same must be made to the Head-Administration sufficiently in advance

before the travel date with all necessary documents.

● Travelling Advance (TA) can be claimed for boarding and lodging for approved

travel program in the prescribed format (available at the Accounts/HR Office).

● Travel expenses bill along with travel report and original vouchers should be

submitted in the prescribed format (available at the Accounts/HR Office) within

seven days of return to the institute. The TA bill should be sent to the Head of

the Department. Normally, further travel advance will be given to the faculty

member only after the previous travel bill is submitted and the earlier advances

are fully cleared.

● Ceiling for stay in hotel and daily allowance applicable to different cadre of

employees for respective countries and permissible class of travel are indicated

below:

For Director

1

Hotel – Room

Charge

(actual basis-

subject to a

maximum of)

US $ 250/- per day Australia, Japan, Europe ,

North America, UK

US $ 200/- per day Other countries including

India

2 Per Diem


North America, U.K.


India

Permissible Class of Air Travel to overseas journey by Director : Business

For Heads of Departments:

1

Hotel – Room

Charge

(Actual basis-

subject to a

maximum of)

US $ 200/- per day Australia, Japan, Europe,

North America, UK


India

2 Per Diem


North America, U.K.


India


Permissible Class of Air Travel to overseas journey: Economy

For Faculty:

1

Hotel

(Actual basis-

subject to a

maximum of )


North America, UK


India

2 Per Diem

US $ 100/- per day Australia, Japan, Europe,

North America, UK


India

Permissible Class of Air Travel to overseas journey: Economy (Non Budget

airlines)

9.1 LOCAL TRANSPORT FOR FOREIGN TRAVEL

The faculty will be reimbursed on production of actual bills for taxi/local or train/bus

pertaining to official work if it is in excess of $30/day. In cases when bills are not available,

only $30/day for the duration of institutional workdays is reimbursable.

● If a faculty member chooses not to claim reimbursement of hotel accommodation

from the institute, then the applicable Per-Diem rate shall be 50% more.

● If free accommodation and food is provided by the host organization/Institute,

then the applicable Per-Diem shall be half.

● Basis of calculation would be on 24-hour cycle basis, from office/ residence and

back.

9.2 LOCAL TRAVEL

Faculty:

Reimbursement for use of personal vehicle for official duties is made for each round trip

as per the following norms.

Dubai (all areas excluding Jebel Ali) - AED 50

Jebel Ali / Sharjah - AED 60

Ajman - AED 75

Other emirates including Al Ain - AED 100

In case any faculty member travels by mode other than personal vehicle, the

reimbursement for local travel will be based on supporting documents.

The faculty member will submit his/her claim in the prescribed format (available at


Accounts) for the amount after each trip, within 3 days from the date of journey for the

approval by the Director.

10 FACULTY PROFESSIONAL AND ETHICAL CONDUCT

IMT Dubai has developed responsibilities, ethical principles, and behavior around the individual faculty member’s relation to:

1. General conduct 2. Teaching and Students 3. Scholarship 4. Colleagues

All faculty members are expected to abide by the principles embedded here and any proven violation may lead to disciplinary actions.

10.1 GENERAL CONDUCT

i) Strive to perform their duties diligently, impartially and to the best of their abilities and

professional judgment. ii) To maintain a dignified countenance, to carry out their duties in a professional manner and

to be accountable for their official conducts and decisions at all times. iii) Be sensitive to the cultural aspects of U.A.E. iv) Challenge and criticize ideas and methods in a constructive manner that avoids any

derogatory situation. Academic integrity and ethical sensitivity in statements should be observed at all times

v) Respect others and act with courtesy and respect. A policy of non-discrimination is to be adhered to.

vi) Public information or communication should clearly mention if it is a personal or professional opinion.

10.2 CONDUCT TOWARDS TEACHING AND STUDENTS

i) Demonstrate respect for students as individuals ii) Responsibility for course content iii) Advising students outside the classroom should be professional, confidential and

within the capabilities of the professor. iv) Evaluation of students to reflect true merit. v) Acknowledge students’ scholarly input in presentations and publications. vi) Faculty and their immediate family members may not accept money or in-kind

compensations from students for any services provided. vii) To observe strict confidentiality with regards to non-public

10.3 SCHOLARLY CONDUCT

i) Avoid fabrications, falsifications, plagiarism and other practices that deviate from

accepted scholarly work. ii) Professional honesty in research work and within the public interest. iii) Ideas, information or intellectual contributions of others should always be


acknowledged iv) Respect for intellectual property and academic freedom of expression. v) High standards of performance and stay up-to-date in their field of work vi) Stay up to date in the discipline.

10.4 CONDUCT TOWARDS COLLEAGUES

i) Share dignity and respect at all times with everyone ii) To observe strict confidentiality of any non-public information and not disclose it to any

other person without proper and official authorization. iii) Avoid any misleading, damaging or false information or any act of disruption for others iv) Personal relationship or special personal interest should be avoided in professional

acts.

10.5 MODEL MODE OF CONDUCT

IMT Dubai upholds a set of standards that govern its global activities and stakeholder relationships. The standards mentioned below are the ethical foundations of the Institute and ally to all transactions / dealings undertaken at the Institute. IMT Dubai believes that all employees must be aware of and abide by its values and policies.

i) All faculty members are expected to maintain a high standard of discipline, good

conduct and behavior. ii) Being in a high-end service industry of providing Education and Executive Learning

and Development, it is of utmost importance for all IMT employees to present themselves in an acceptable manner.

iii) All faculty members are expected to be enthusiastic, honest, professional, and interested in all dealings with the various stakeholders of IMT.

iv) All faculty members shall be regular in attendance and punctual in maintaining the office timings.

v) All faculty members shall devote their whole time to the service of the Institute and shall not engage directly or indirectly in any trade or business or occupation or any other educational institute on part time whether honorary or otherwise. However, on a limited basis, Director may approve short-term visiting teaching assignments, only in Institutions of repute.

vi) All faculty members shall not enter into any monetary dealings with Institute’s suppliers or contractors or students, nor accept any present or gratification in any form from them.

vii) All faculty members going out during office hours should always take permission from the Dean (Academics) or Director.

viii) All faculty members shall endeavor to continuously promote the interest of the Institute and serve the Institute, its associates/branches in India/ abroad whether existing or to be established in future in such capacity as the Institute may decide.

ix) All faculty members shall intimate to the Institute in writing about any change in their contact numbers or residential address.

x) All faculty members shall not leak out any information or divulge any secret of the institute pertaining to the affairs of the Institute.

xi) All faculty members shall not remove institutional documents or any other assets under their control or from any other place of the Institute without prior permission from the Director / Head-Administration.


xii) If any money or property of the institute is placed in the possession of a faculty, it becomes his/ her absolute responsibility to take care of it and to render a proper account for the same.

xiii) Misleading/misinforming any employee within or outside the boundaries of the IMT premises for the purposes of spreading negative sentiments that is detrimental to the functioning of the institute will call for disciplinary action.

11 PROFESSIONAL DEVELOPMENT FUND (PDF) AND RESEARCH INCENTIVES

11.1 GENERAL PRESENTATION

Faculty members are strongly encouraged to publish their work in academic and practitioner journals of repute. In order to facilitate that, faculty members are encouraged to present their research papers in UAE seminars/ conferences and International level seminars/conferences. The following can be considered as a minimum expectation from each faculty member.

National Seminars/Conferences: Minimum two per academic year International Seminars/Conferences: One per year

To facilitate research and other professional development activities, there will be a budgeted assistance allocated for IMT faculty members every year called the Professional Development Fund (PDF). The faculty members can use the PDF for various activities/purchases according to norms that will govern the use of such funds. Drawing on the funds would require approval of Director.

The confirmed faculty members can use the PDF for the following purposes:

● Attending, with the prior permission of the Director, a scholarly conference. The

PDF will be used to fund the registration fee, economy class airfare, hotel charges and per-diem as per institute norms, Visa fee (if any). The faculty will be treated on official duty for the duration of the seminar/conference plus journey days.

● Paying Journal fee for publishing their papers where the journal charges publication fee.

● Case writing travel or research travel within UAE or abroad for Self/Research Associate/Research Scholar, with the approval of the Director.

● Fees for any faculty development program/educational program (including a Ph.D./DBA) with approval of Director.

● Membership fees to professional, academic bodies of reputation. Membership fees to Alumni and Pan-Alumni networks/associations of reputed institutions.

● Attending internationally recognized Faculty Development Program subject to the approval by the Director.

● Procuring databases, engaging an outside agency in research activity, etc. ● Travel, boarding and lodging expenses related to conducting joint research with

faculty from other partner or non-partner universities. ● Travel, boarding and lodging expenses related to a pre-approved long-term/short

term teaching/research assignment at a reputed institute/university that may or may not be partner of IMTD.

● Any other activity that helps the faculty in professional development and research


activity, as decided by the director from time to time.

The PDF will be a COMMON FUND that will be available to all the faculty members for the Weighted Average Credit Points (as explained in 5.3) earned by all the faculty members put together in excess of the minimum 10 Weighted Average Credit Points expected from every faculty. Each member’s claim on PDF will be proportionate to the excess Weighted Average Credit Points earned by him/her in that particular year. There will be no carry forward of such points. Since the budget year is April to March and the Credit Points will be finalized only at the end of June, the PDF will be allowed to spill over to the first 03 months of the next financial year.

11.2 CONSULTANCY AND MANAGEMENT DEVELOPMENT PROGRAM

Participation and contribution of faculty members to consultancy activities and training

programs conducted by IMT will be considered as over-load provided the concerned

faculty member has completed his / her normal work-load.

IMT does not allow faculty members to enter into consultancy or executive education

acitivities with companies or higher education institutions, except under exceptional

circumstances with prior approval by the Director.

For consultancy activities done under IMT, the faculty will receive a remuneration equal to

50% of the invoice paid by the client.

For consultancy activities done outside of IMT, the faculty will need prior approval from

the Director and a fee of 50% of the invoice will be retained by IMT.

For executive programmes done under IMT, the coordinator of the programme will receive

a remuneration equal to 10% of the invoice paid by the client. The faculty teaching in such

programmes will receive a remuneration based on the part-time faculty hourly rate.

For executive programmes done outside of IMT, the faculty will need prior approval from

the Director and a fee of 50% of the invoice will be retained by IMT.

11.3 TEACHING IN OTHER EDUCATIONAL INSTITUTIONS

i) For teaching in any educational institutions (full course or part of the course) with which

IMT has an arrangement, with prior approval of the Director, the faculty will retain

100% of the teaching allowance received at the partner university.

ii) For teaching in any educational institutes with which IMT has no arrangement (with

prior permission from Director), 30% of the teaching allowance will be retained by IMT.

iii) During the period of teaching in other educational institutions, as approved by

the Director, the faculty will be considered on official leave only in case the assignment arises due

to the faculty exchange commitment of IMT or IMT assigns a faculty to teach a course outside IMT.

In all other cases, the faculty will have to use the annual leave for this purpose.

12 INTELLECTUAL PROPERTY: COPYRIGHTS

The institute has laid down the following policies:


● Authors will be given full credit for their work and will be entitled to retain proprietary rights.

● Publishable work of the faculty will be available to all interested scholars.

● In cases where the produced materials are result of specific assignments by the institute, the Institute will retain the right to determine the copyright issues.

● The Institute owns the copyrights to all multimedia, all electronic and computer based instructional materials produced and delivered by faculty while employed at IMT and retains the right to reproduce, update, distribute, transmit, or/and alter the course materials.

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

● If a faculty publishes something with the help of an IMT student in any form, the student should be given due credit.

13 INTERNAL ACADEMIC GOVERNANCE

The institute shall have the following standing committees for internal governance of the institute. The term of the standing committees is at the discretion of the director.

1. Academic Board:

Members: Director, Dean, Program Chairs, Registrar, Two Faculty members nominated by the Director and a Student Representative. Roles and Responsibilities- Responsible for all academic and examination matters of the institute. Meeting Schedule: As per the requirements with a Minimum of four times a year.

2. Purchase Committee

Members – Chairperson-Students and Faculty Affairs, Two Faculty members, Accounts Department Representative, Facilities Department Representative and concerned purchaser. Roles and Responsibilities- Studies various quotations, makes negotiations and arrive at the best purchase price and recommend to Director for approval. Responsible for Vendor Development. Meeting Schedule –Meetings are convened by the Chairperson, Students and Faculty Affairs. The Chairperson will be responsible for collating the various purchase requirements of the Institute periodically before convening a meeting.

3. Disciplinary Committee

Member: Chairperson-Faculty & Student affairs, Two Resident Faculty Members, Hostel Warden (Male), Hostel Warden (Female) and two resident students selected each from DCP and MBA program. Roles and Responsibilities: Deals with issues of student indiscipline. Meeting Schedule: The committee shall meet when written complaints regarding indiscipline are received.


4. Knowledge Resource Center Committee

Members- Program Chair- MBA & Bachelors (Regular), Program Chair EMBA & Bachelors (Weekend), Chairperson –Faculty and Student Affairs, one faculty member each from four faculty groups such as general management (HR/Strategy/Communications), Finance (Economics & Finance), Marketing and Operations. Role and Responsibilities: Ensures smooth functioning of library, timely availability of textbooks and other issues related to library. The convener of the meeting shall be a faculty member from any of the four faculty groups. The convener is selected on a rotational basis. The Committee will only recommend the utilization or procurement of knowledge resources. Meeting Schedule: The committee shall meet four times in an academic year.

14 SEPARATION POLICIES AND PROCEDURES

14.1 INTRODUCTION

The Institute has set guidelines wherein a faculty member may be separated from

employment with the Institute prior to the end of faculty member’s contract. The conditions

under which this applies may relate to academic and non-academic misconduct,

negligence of duties & responsibilities, financial exigency, resignation. Institute, at its

discretion, may also choose not to renew a contract.

● All terminations will require the approval of the Board of Directors.

● The Director shall have the power to terminate the services of any faculty, with the

approval of the Board of Directors, after giving due notice as per their contractual terms

or on payment of salary in lieu thereof

● During the probation period, services can be terminated from either side without giving

a notice, as per the UAE Labor Law (refer Annexure A)

● Contractual appointments may be terminated during the contractual period as per the

terms specified in the contract.

14.2 DISMISSAL

The Institute may initiate dismissal process against a faculty member before the end of

the contract if it has sufficient reasons to believe that there has been a lack of academic

performance, indiscipline, insubordination, dishonesty, academic and non-academic

misconduct of any kind. However, the Institute would ensure that the rights of the individual

are protected under these policies and that the dismissal shall not violate the rights of an

individual as per the UAE law. It will also ensure that the faculty is not restrained from his

or her exercise of academic freedom.

For violations of any or more of the clauses as mentioned in Appendix-A, as per Article

120 of the UAE Labor law, there will be immediate dismissal of the concerned faculty

member. If a faculty member is found to be guilty for any violation of Article 120 of UAE

Law, he/she will have no right to appeal under the UAE Law.


14.3 PROCEDURE FOR DISMISSAL FOR AN ADEQUATE CAUSE

1. The Director should notify in writing the concerned affected faculty member mentioning

the grounds of decision.

2. Immediate suspension can be invoked on charges of dishonesty in teaching or

research, negligence of duty, or if found unfit for his/her professional capability as a

teacher or researcher, or personal misconduct.

3. A committee shall be appointed by the Director to establish the facts within a period of

7 days to investigate the charges and submit a report. The Committee shall consist of

at least three faculty members and two administrative personnel who are not involved

in the proceedings.

4. If the facts are proved in support of the charges, the Director will issue the letter of

dismissal to the concerned faculty.

5. The affected faculty member may submit a final appeal to the Board of Directors, which

will conduct a review of the facts and issues a decision within 15 days’ time.

15 FACULTY DISCIPLINARY POLICY

The Institute has set guidelines wherein a faculty member may be separated from employment with the Institute prior to the end of the member’s contract. The conditions under which this applies may relate to academic non-performance of a faculty, financial exigency and resignation. Institute, at its discretion, may also choose not to renew a contract.

All employees are expected to maintain a high standard of discipline, good conduct and behavior. They are also to follow the Rules and procedure issued by the Director from time to time. Violation of any of these rules, will tantamount to “misconduct” and the concerned employee will be liable for disciplinary action.

15.1 GENERAL ACTS OF MISCONDUCT

Without prejudice to the general meaning of the term “misconduct” the following acts will constitute misconduct on the part of an employee:

i) Willful insubordination or disobedience, whether along or in combination with another or others of any lawful and reasonable order of a superior or refusal to receive or reply to a communication sent by a superior.

ii) Theft, fraud or dishonesty in connection with the Institute’s business or property. iii) Taking or giving bribes or any illegal gratification whatsoever. iv) Habitual late attendance and habitual absence without leave or without sufficient

cause. v) Negligence or neglect of work. vi) Habitual Indiscipline. vii) Causing damage to work in process or to any property of the IMTD by negligence

or with intention. viii) Threatening or intimidating any fellow employee ix) Giving of false information of any kind at the time of seeking employment or for

securing any facility given by the IMTD.


x) Giving of false information or production of false certificate for the purpose of securing any privilege granted by IMTD.

xi) Abetment or attempt at any of the above acts of misconduct. xii) Sexual advances or harassment of any of the employees, students, or visitors, or

any obscene gestures or behavior. 15.2 IT RELATED ACTS OF MISCONDUCT (with respect to the use of public Internet and Institute Intranet)

i) Dissemination of sensitive information as well as sharing of user IDs, passwords,

IP addresses etc. with people not authorized for the same. ii) Accessing, downloading or distribution of any form of confidential information

about other employees of IMT or its stakeholders, or any obscene or other offensive material

iii) Accessing, downloading or distribution of any message, graphics or pictures that might result in bullying or harassment, on account of age, color, gender, race

iv) Sending unofficial mass e-mails through the Intranet / Extranet, seeking to malign colleagues or co-workers or seniors

v) Offensive / inappropriate usage of words, phrases, sentences, while communicating through Intranet / Extranet

vi) Accessing of unauthorized activities like online gambling, unauthorized software vii) Taking private grudges & grievances to a public forum through Intranet / Extranet

and social networking sites like Twitter, Facebook, LinkedIn etc. viii) Plagiarism in any form (presenting other’s ideas as one’s own or taking credit for

another people’s work or effort).

16 GRIEVANCE POLICY

Introduction

The grievance hearing principles of the Institute primarily deal with situations where a faculty member has a complaint against an administrative action or individual(s) and seeks a remedy within the institute. Considering, the seriousness of the subject of grievance, the Institute advises its faculty members to proceed in good faith and make a sincere effort to resolve disputes before resorting to the grievance process. The institute makes it obligatory for its faculty members to exhaust the procedures within the institute. Through a Standing Committee (Grievance) duly constituted by Director IMT-Dubai with the prior approval of the Board of Directors, all such grievances are to be resolved amicably subject to the prevailing local laws. What is a Grievance? A grievance is a formal complaint by a member of the faculty that his or her terms or conditions of employment at the Institute of Management Technology, Dubai or ability to act in his or her professional or academic capacity at the Institute has been significantly disrupted. The reasons could be any, for instance, violation of academic freedom, violation of non-discrimination principle or Violation of accepted standards of behavior in the workplace. Resolution procedures


The Institute outlines the following order in which grievances may be resolved between the aggrieved:

a) Informal attempts of reconciliation b) Submitting Grievance Application c) Hearing on Application

Procedure

1. Before a formal grievance application is submitted, it is expected that the

aggrieved will attempt all the possibilities to resolve the grievance informally. 2. Having exhausted all the possibilities under point 1 and finding no satisfactory

solution, the aggrieved can submit his / her application of grievances to the Director - IMT, Dubai. On receiving the application, the Director – IMT, Dubai will refer the grievance to Standing Committee (Grievance) to look into the grievances of the applicant.

3. For faculty, the Standing Committee (Grievance) duly constituted by Director IMT-Dubai with the prior approval of the Board of Directors should conduct the enquiry against the pending grievance. Due care should be taken not to involve a person who is involved in the pending grievance process, one who has rendered a previous judgment on any of the parties to the grievance, in the case at hand.

4. As a first step, the committee will decide if the complaint falls under the scope grievances and if it is found so will follow the following action:

i) Elect a chair ii) Establish procedures necessary for a fair and orderly hearing iii) Forward a copy of the application to all parties against whom the

grievance is filed iv) Solicit documents or other hard copy or electronic evidence from

parties to the grievance. 5. Decisions must be reached by a majority vote of members present, and votes

shall be tabulated and recorded without designating how any individual votes. 6. Parties to the grievance must complete their submissions no later than ten (10)

days after receiving the solicitation from the Committee. 7. Not more than five (5) days after the deadline for submissions of documents and

evidence from parties to the grievance, the Chair shall convene the first meeting to consider the written documents and evidence submitted by the parties.

8. Beginning with the grievant, all parties will be invited to make oral presentations and to submit supplementary written evidence.

9. At any time before or during its deliberations, the Committee may, by majority vote, determine that it is necessary to seek further information and may call witnesses for oral testimony, or may seek, from any source, including hard copy or electronic questions to any party, any additional documents or other information.

10. The Chair shall make all reasonable efforts to give all relevant parties a reasonable amount of advance notice as to the procedures that will be followed during the oral proceedings. At the discretion of the Committee, parties and their advisors may be allowed to question witnesses.

11. Proceedings of the meetings of the Committee shall be recorded, and shall prepare a report of its deliberations and its recommendations, specifying the


rationale(s) for its recommendation, be prepared to assist the Director in the final decision in the case.

12. The Committee shall submit within thirty (30) days its recommendations to the Director. The copies of the Committee’s recommendations and report shall also be forwarded to the parties in grievance.

13. The Director’s decision shall be submitted to the parties as soon as possible but not later than fourteen (14) days of receipt of the Committee’s report and recommendations.

14. All recommendations at the various stages of the grievance process may be challenged in writing to the Director. The Director’s decision, in all cases, is final.

Decision by the Committee The responsibility of the Committee is to recommend which action should be undertaken and to suggest a time frame for compliance. In reaching its recommendation for relief, the Committee should consider the relief requested by the grievant(s), but the Committee will have to use their own judicious discretion viewing the factors such as:

1. Whether a violation was intentional or unintentional. 2. Whether a violation involved negligence or was a reasonable misinterpretation of

responsibilities. 3. The likelihood of the harm and its possible magnitude for situations in which

possible future harm is involved.

Confidentiality Requirement The institution will not divulge at any times information deriving from the Grievance procedure. However, information concerning a grievance may be provided to appropriate officials if required by them. Any person so informed shall be bound by confidentiality requirements.

Role of the Director The decision by the Director will be final and is to be adhered to. In all matters, the Institute

expects the Director to adhere to the rules and regulations of the Institute and personally

to maintain high professional and ethical standards.

Grievance against the Director Any faculty member having a complaint that the Director has violated the rules and

regulations and failed to abide by appropriate professional and ethical standards may

address his or her concerns in writing to the Board of Directors.

The Board of Directors will form a Special Grievance Redressal Committee with such

number of members, either by internal or byexternal members, as it thinks fit to deal with

such grievance. The Committee will meet with the complainant and any witnesses to

ascertain the facts of the complaint. The Committee shall also meet the Director and allow

him / her to submit any document that he / she may like to submit in his / her defense.

After hearing all the concerned parties and reviewing the relevant papers and evidences,

Special Grievance Redressal Committee will submit its formal report to the Board of

Directors for their consideration and decision.


17 EXTERNAL PROFESSIONAL SERVICES AND ACTIVITIES

● “The Faculty member must devote the whole of their time, attention and abilities during

their hours of work to the duties assigned by IMT. The faculty member may not, under

any circumstances, whether directly or indirectly, undertake any other employment of

similar nature during their employment with IMT, without the written consent of the

Director. Such consent shall be entirely at the discretion of the Director.”

● “The Faculty member warrants, undertakes and agrees that, during the course of

employment, the faculty member will not have any interest, either directly or indirectly,

in any business or company which competes directly or indirectly with the business

carried on by IMT Dubai, without the prior written approval of the Director.”


ANNEXURE A – ARTICLE 120 OF UAE LABOR LAW

Article 120

An employer may dismiss an employee without notice in the following cases:

a. If the employees adopt a false identity or nationality or submits forged certificates or documents.

b. If the employee is appointed under a probation and dismissal occurred during or at the end of the said period;

c. If employee commits an error causing substantial material loss to the employer, provided that the latter advices the labor department of the incident within 48 hours from having knowledge of the same.

d. If the employee violates instructions concerning safety of place of business, provided that such instructions are displayed in writing at conspicuous places and in case of illiterate employee the later be informed verbally of the same.

e. If he fails to perform his basic duties under the contract of employment and persists in violating them despite formal investigation with him in this respect and warning him of dismissal if the same is repeated. fails to redress such default despite a written interrogation and a warning that he will be dismissed if such default is repeated;

f. If he divulges any secrets of the establishment where he is employed g. If he awarded final judgment by the competent court in respect of an offence prejudicing

honor, honesty or public morals h. If during working hours, he is found drunk or under the influence of drugs; i. If in the course of his work, he commits an assault on the employer, the manager, or any

of his colleagues. j. If he absents himself without lawful excuse for more than 20 intermittent days or for more

than seven successive days during one year.


APPENDIX A: FACULTY ANNUAL PLAN

PLAN OF ACTIVITIES FOR THE ACADEMIC YEAR _____________ Name of the faculty: ____________________ Date: ____________

1. TEACHING

Program-wise teaching plan

Course Title Program Credits Semester No. Of Sections

Student strength

Guidance of Internship Projects -

Name of the students Program Semester Project title

Guidance of Company Projects - -


2. MANAGEMENT DEVELOPMENT PROGRAMME

A. Institute’s Programmes (Open MDP)

Name of the Programme

Duration Course Coord inator (Yes/No)

No. of Sessions Course handled (approx.)*


Sessions in other programs*

B. In-Company Programs

Name of the Program

Duration Course Coordinator (Yes/No)


Sessions in other programmes* 3. ANY INNOVATION IN PEDAGOGY/COURSE DESIGN IN TEACHING & TRAINING PROGRAMMES

4. RESEARCH/INSTRUCTIONAL MATERIAL DEVELOPMENT

(Please insert rows as required)

(a) Instructional Material Management

1. Course Material Development

2. Case Development

3. Exercises/ Games

(b) Research

1. Institutional Research Area/ Centres


2. Project Based Research (Funded/ Seed Money)

3. Individual Research Interest Areas

(c) Publications (classifying as per IMT guidelines)

(d) Seminars/ Workshops

(e) Any Other

5. ACADEMIC ADMINISTRATION

6. ANY OTHER INFORMATION


Signature of the faculty STATEMENT OF WORK FOR THE YEAR _______________ Name of the faculty: ____________________ Date: ____________

1. TEACHING

Program-wise teaching plan

Course Title Program Credits Semester No. ofSections

Student strength

Guidance of Internship Projects


Guidance of Company Projects


2. MANAGEMENT DEVELOPMENT PROGRAMME

A. Institute’s Programs (Open MDP)

Name of the Programme




Sessions in other programs

B. In-Company Programs

Name of the Program



Sessions in other programmes* 3. ANY INNOVATION IN PEDAGOGY/COURSE DESIGN IN TEACHING & TRAINING

PROGRAMMES

4. RESEARCH/INSTRUCTIONAL MATERIAL DEVELOPMENT

(Please insert rows as required)

(f) Instructional Material Management

4. Course Material Development

5. Case Development

6. Exercises/ Games

(g) Research

4. Institutional Research Area/ Centres


5. Project Based Research (Funded/ Seed Money)

6. Individual Research Interest Areas

(h) Publications (classifying as per IMT guidelines)

(i) Seminars/ Workshops

(j) Any Other

5. ACADEMIC ADMINISTRATION

Chairman of the Activity

Member of the Committees

6. ANY OTHER INFORMATION

Signature of the faculty


External Expert Committee Feedback on Faculty Output

Sl. No. Name Designation

Area SCORE Remarks

Teaching (__)

Research (__)

Administration (__)

Total (100)

Dr. A Dr. B Dr. C


APPENDIX B: FORMAT FOR FACULTY CURRICULUM VITAE

FORMAT FOR FACULTY BIODATA

Name:

Area:

Citizenship:

Contact Information: Office # Extension

Mobile No.:

Educational and Professional Qualifications (Reverse chronology)

From To Qualification University/Board/Institute

Academic Work Experience (Reverse Chronology)

From To Position Organization

Professional Work Experience (Reverse Chronology)


Affiliations to professional bodies


Awards and Honors

Year Title Organization


Editorial and Journal Positions

From To Position Journal/conference

Academic and Institutional Committees

From To Position Name of the committee

Courses Taught (Only last three years) (Reverse Chronology)

Year Program Courses Remark(Core/Elective/simulation)

Invited Lectures (Only last three years) (Reverse Chronology)

Year Organization Topic Audience

Training Programs conducted (Only last three years) (Reverse Chronology)

Year Title Nature of participation

Audience


Consulting Projects carried out (Only last three years) (Reverse Chronology)

Year Title Nature of participation

Audience

Research and Publications Research Journal Publications (Reverse Chronology)

Year Full reference Category remarks

Working Papers (Reverse Chronology)


Books published (Reverse Chronology)


Books Chapters published (Reverse Chronology)


Conference Publications

Year Full reference Organization


Non – Peer reviewed Publications


Case publications


Research grants

Year Nature of grant and work Organization

Masters and PhD student guidance

Year Student name Thesis/Dissertation/project Remark

Innovation in teaching, pedagogy, course

Year Description of innovation IPR Remark

Community Engagement / outreach Activities


Year Nature of activity and work Organization Audience

Any other information

Year Nature of activity and work


APPENDIX C – POLICY ON SALARY ADVANCES TO EMPLOYEES

1. This policy will form part of Service Rules of IMT Dubai.

2. Salary advance will be paid ONLY to full time faculty members on the pay rolls of IMT

Dubai.

3. Concerned faculty member will be required to make an application with proper reasons and submit the same to the Director.

4. Salary advance is not a right and is only an additional support given by the management to tide over unforeseen emergencies and should not be treated as a source of interest free finance. The decision of the director will be final and binding on the employee.

5. Maximum advance against salary will be restricted to one-month gross salary of the

employee and requires prior approval from the Director.

6. There shall be a minimum gap of two years for fresh advance between the month of repayment of the previous advance and the next eligibility.

7. The advance given will be recovered in equal monthly installments, not more than 12 in number.

8. When an employee leaves, resigns from service or the service ceases for any reason, the

outstanding advance will be recovered from the settlement amount in full.

9. An employee will be eligible to apply for the advance only when he or she has completed the probation period.


APPENDIX D – POLICY ON MISCELLANEOUS ALLOWANCES, FINANCIAL ASSISTANCE & GIFTS

Conveyance Reimbursement for Working on Holidays/ Fridays/ Saturdays, etc. Faculty members while working on holidays including Fridays & Saturdays will be paid local conveyance as per following norms: Reimbursement for use of personal vehicle for official duties is made for each round trip as per

the following norms.

Dubai (all areas excluding Jebel Ali) - AED 50

Jebel Ali / Sharjah - AED 60

Ajman - AED 75

Other emirates including Al Ain - AED 100

In case any faculty member travels by mode other than personal vehicle, the reimbursement for

local travel will be based on supporting documents.

The faculty member will submit his/her claim in the prescribed format (available at Accounts) for

the amount after each trip, within 3 days from the date of journey for the approval by the

Director.

1. Relocation Expenses on Joining/Transfer by Institute. All full time faculty members selected for employment in IMT will be paid Relocation Expense on the production of actual receipt subject to the maximum of AED 5000 (Dirhams five thousand only). The faculty member shall serve IMT for at least a period of two years from date of joining / transfer; otherwise the same shall be recovered from the full and final settlement on pro-rata basis.

2. Reimbursement of Mobile and data card Expenses Reimbursement for Sim card of Du mobile (including data card) will be allowed to the following categories of personnel upto a limit of AED 150 per month ( for Category-A : Support Staffs) and AED 200 per month ( for Category-B : Faculty Members), with the approval of the Director in writing and subject to production of documentary evidence :

Category A: Support Staff (HODs)

Category B: Academic Officials

1. Admission 1. Dean

2. Placement 2. Program Chair

3. Accounts 3. Research Chair

4. Facility Management 4. Chair - Faculty and

Students

5.Corporate Relations

6. Chair - Admissions

3. No individual is authorized to pass his / her own bills. In all cases the bills shall be passed

by the Competent Authority.


APPENDIX E – GUEST HOUSE POLICY

I) IMT Dubai Faculty Member

1. All new faculty members from outside the country may be provided accommodation at the

campus, free of cost, for the first 14 days from the date of arrival.

2. Faculty members may request accommodation at the campus by submitting an application

to the Director at least 15 days prior to the date of occupancy.

3. The charges for availing accommodation (inclusive of water and electricity) will be as

follows:

- For studio AED 3000 per month

- For 1 Bedroom flat AED 4000 per month

4. Since it is an accommodation at the campus, faculty members may avail this facility stay

along with their spouse and dependants.

5. Accommodation at campus for faculty members is subject to availability and at the

discretion of IMT Dubai Management.

6. Faculty members availing the accommodation can be asked to vacate by giving 1-month

notice, in writing.

II) Visiting Faculty

1. All visiting faculty, from outside the country will be given accommodation at the campus

only, subject to availability.

2. Accommodation will be free of cost. However, they will have to pay for their food

themselves.

3. No transportation / reimbursement of transportation charges will be paid; in case they

decide to stay outside the campus.

4. Application for accommodation for a visiting faculty will have to be made at least 15 days

prior to the date of arrival, by the Program coordinator, to the Head-Administration.

5. No transportation will be provided for their personal visits during their period of stay.

III) Other IMT Campus Employees

1. Accommodation and food for employees from other IMT campuses will be provided, free

of cost, if the stay is for a period of less than one week.

2. For those employees, whose stay is more than 1 week, only accommodation will be given

free of cost.

3. No transportation is provided to them for their personal visit.

faculty handbookimt dubai -faculty handbook 2017 2 8 leave policy for faculty 25 8.1 working hours...

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