FAUW is monitoring the University's work on developing more avenues for assessing teaching, including Student Course Perception Surveys, peer evaluation, the Taskforce on Graduate Supervision, and more.
This is a new policy, initiated through our salary negotiations process in early 2021. Lori Curtis and Aimeé Morrison are the FAUW representatives on the drafting committee, which began meeting in early 2022. The minimum benefits to be covered under this policy already came into effect May 1, 2022.
In November 2021, following a few months of questions about specific procedures and practices that are not accounted for in the FAUW Constitution, and proposals to introduce new practices, the Board voted to undertake a comprehensive review of its governance documents and practices. The project was on hold until an Executive Manager was hired. In November 2022, the Board voted to proceed with CAUT conducting the governance review.
An ad-hoc FAUW committee, including three research professor colleagues, met over a two-year period to understand the challenges that unrepresented research professors face and to discuss the potential pathways for FAUW to formally represent them. On the recommendation of this committee, the FAUW Board voted at its October 24, 2019 meeting to move forward with the process of seeking to represent research professors. The project was put on hold at FRC during the pandemic but FAUW is eager to resume working on this.
This is a new policy, initiated in 2019. FAUW representatives on this drafting committee are Jay Dolmage and Lori Curtis (who were the Equity Committee and Academic Freedom & Tenure Committee chairs, respectively, at the time the drafting committee was struck). The committee has submitted a draft to FRC and SRC.
Our Academic Freedom & Tenure Committee often receives questions from current and prospective faculty wondering if the course load they are teaching or being offered is fair compared to other members of their department. Unfortunately, standard course loads are not universally published by departments at Waterloo.
It's also becoming increasingly clear that workload is an obstacle to addressing inequities on campus, including but not only for teaching-intensive faculty.