The University of Alberta mechanism for how concerns/complaints are monitored and addressed, and reported to senior management, is through the Deputy Provost’s Office or Faculty and Staff Relations depending on the nature of the complaint. These two adjacent offices work together to ensure appropriate coordination. Concerns or complaints regarding equity, diversity, and inclusion in the CRC Program are communicated directly to the Deputy Provost either by email or in person (see contact information above). The deputy provost responds to these questions, concerns, or complaints related to CRCs on campus. All complaints are treated in confidence as stipulated by university policy.
The deputy provost, as an active member of the CRC Allocation Committee, will monitor all concerns/complaints about CRCs at the University of Alberta. The deputy provost works with and supports deans, for example, with the development and implementation of equity plans, the recruitment/approval of nominees, etc. The deputy provost monitors all issues affecting faculties with respect to the CRCP. As a member of the President’s Advisory Committee for Senior Academic Appointments (PACSAA), the deputy provost interacts with committee members who are senior academics and researchers from across campus. In this way, concerns/complaints about the CRCP are discussed and monitored in the context of reviewing nominations.
The deputy provost is the institutional lead on the University of Alberta’s Quality Assurance process, legislated by the Campus Alberta Quality Council (CAQC). The university seeks to maintain the highest educational and research standards. In this way, the university has set out a scheduled review of its various educational and research programs according to the guidelines of CAQC, the president, and the provost and vice-president (academic). All programs are reviewed on a five to seven-year cycle. Specifically related to the CRCP, a university initiated faculty level review; the President’s Visiting Committee (PVC); focuses on the quality, innovativeness, research impact and competitiveness of faculties. PVCs also assesses future plans for research programs and activities through self-study, external review (by global experts and internal representatives), and unit response. The outcome of a PVC will serve to increase the research quality and impact of the research unit.
In order to effectively address concerns or complaints, the deputy provost consults with experts, such as Faculty and Staff Relations, as required. Human Resource Services also has specialized services such as the Equity Diversity and Inclusion (EDI) Group that are involved in many of the selection committees across campus. Likewise, the deputy provost is able to address concerns with deans either individually or collectively at Deans’ Council. The deputy provost seeks out the best information and advice in order to address any concerns or complaints regarding CRCs on campus.
The deputy provost reports equity concerns/complaints to the president, provost and VP (academic), and the vice-president (research) as appropriate. In this way, the CRC Program is monitored and corrective actions can be implemented as required in order to meet institutional goals.