The First Nations University of Canada is committed to quality teaching, research, and service grounded in the knowledge of First Nations teachings. To fulfill its commitments, the University must recruit and retain exceptional staff to provide high-quality programs and services to clients, communities and stakeholders. In recognition of our unique culture the University is allowed under The Saskatchewan Human Rights Act to undertake preferential hiring of First Nations faculty and staff.
Term – a term appointment has a terminate date which is stipulated in the letter of appointment and there is no obligation on the part of the University or the academic staff member to extend or renew beyond that date.
Tenure – (Towards Tenured Appointment) – a tenure track appointment is an academic appointment where the individual is expected to be progressing towards a tenured appointment. The incumbent would be on a probationary appointment for a one year period and, depending upon satisfactory performance, may be renewed. No individual may serve more than five consecutive years in a probationary appointment. The appointment is probationary for a period of one year except when the appointment does not follow the academic year (July 1 to June 30). These appointment will normally be for up to two years, or a specified portion therefore in excess of twelve months.
Tenured Appointment – is a permanent appointment is where the faculty member has demonstrated the following:
This policy applies to the hiring of academic staff.
First Nations University of Canada (FNUniv) is committed to creating a quality and equitable work environment for all employees. This includes establishing effective processes for assessing candidates during the recruitment, selection and hiring process.
FNUniv’s recruitment, selection and hiring processes are designed to attract, place and promote the best qualified candidates to deliver on the University’s vision. The processes included in this policy allow that reasonable and justifiable measures are taken in accordance with Section 48 of the Saskatchewan Human Rights Act to ensure consistent steps to eliminate, redress and prevent disadvantages in employment for Indigenous people and establish a workforce that is representative of the University’s mission.
Noncompliance could result in the process being viewed as biased and non-transparent, and could erode the reputation of search committee members with their peers within the University community and could have a negative impact on how First Nations University of Canada viewed within the university community.