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AFU ensures that:
Faculty (full-time/part-time) are eligible to teach up to the 6 credit hours during the summer semester. Faculty will be compensated for teaching summer courses based on the remuneration rates of adjuncts announced at the beginning of each academic year.
a) Teaching Assistants (if applicable)
An appointee to this rank must:
b) Instructor (Appointed in Colleges)
An appointee to this rank must:
c) Instructor (appointed in the Language Center)
An appointee to this rank must:
d) Assistant Professor
An appointee to this rank must:
e) Associate Professor
An appointee to this rank must:
f) Professor (Full-Professor)
An appointee to this rank must:
g) Visiting Faculty
Part-Time Faculty
The part-time Faculty teaching on each program will not exceed the 25% of the total number of the Faculty member in the program.
Policy on Professional Requirements for Teaching
Parity for Faculty members
Equivalency
Documentation
According to UAE’S Labor Law, Part III, Article 37, a staff member may be engaged on probation for a period not exceeding six months, during which his/ her services may be terminated by the employer without notice or severances pay, provided that he/she shall not be engaged on probation more than once in service of any one employer. Where a staff member successfully completes his/her period of probation and remains in his/her job, the said period shall be reckoned towards his/her period of service.
The department chair shall serve a term of one year, renewable based on performance. The Dean will either recommend reappointment or begin the selection process for the position.
The criteria for senior management evaluation encompass an appropriate scope. The criteria at AFU includes outcome standards that relate the actions of the senior management member to the mission and goals of the University. The major outcome criteria are in the form of performance goals set by the senior management member each academic year. Performance goals may vary from year to year; however, there are certain job-specific functions for each senior management position at AFU that should be evaluated each year. The Board of trustees will carry out certain aspects of the university president evaluation as there is no direct line manager within the university for the president. With the Vice President (as with most employees) this role will be filled by the direct line manager (the University President).
Evaluation of the Vice President will be performed on an annual basis.
At the end of each academic year, the Vice President will outline yearly individual performance goals and specific performance indicators reflective of short and long-term goals and in accordance with the University's mission and strategic plan. The Vice President will meet with the President to review these goals. During the summer months, the Vice President will document to what extent the goals and indicators were met. This documentation will be shared with the President.
The Vice President's Annual Evaluation Form contains rating scale items and an open-ended item which pertain to the general performance and responsibilities of the Vice President. These job-specific indicators will be converted to a measurable format and added to the Vice President's Annual Evaluation. The Vice President's Annual Evaluation Form will be completed by the University president and the responses on the Vice President's Annual Evaluation Form will be analysed using descriptive approach.
At the end of each academic year, the President will meet with Vice President to review the results of the Vice President's Annual Evaluation Form and discuss the achievement of the performance goals. The President will write a summary of the evaluation for Vice President. The summaries of these evaluations will be maintained by the President's office in the personnel folder of the Vice President.
President shall recommend one of the following two options:
Evaluation of AFU President will be performed on an annual basis. Components of evaluation include the President's completion of the Performance Planning Document (goals and suggested indicators) at the beginning of each academic year, the President's report of performance attainment made at the end of the academic year, and the compilation of results generated from responses to the President's Annual Evaluation Form completed by university board of trustee members.
At the end of each academic year, the President will outline yearly individual performance goals and suggested specific performance indicators reflective of short and long-term strategic goals for AFU. These goals will be reviewed with members of the board of trustees at the end of the academic year. During the summer months, the President will document to what extent the goals and indicators were met. This documentation will be shared with the board of trustees.
The President's Annual Evaluation Form, which contains job specific and general performance rating scale items and an open-ended question, will be completed by the board of trustees’ members. Responses on the President's Annual Evaluation Form will be analysed using descriptive approach.
At the end of each academic year, the President will meet with the board of trustees to discuss achievement of yearly goals and how he/she helped into meeting the university's short and long-range strategic goals, and the results of the President's Annual Evaluation Form. A Summary report is prepared using available evaluation data. Additional indirect evaluation data may be available for the board of trustees’ members to review.
Full time Faculty members have instructional and non-instructional duties as assigned by the University and as described in the above sections:
Part-time Faculty members are employed only for the purpose of teaching classes. The assigned responsibilities are to provide instruction, evaluate students’ performance pertaining to the instruction to meet with those students who require assistance in their classes, and ensure that the university institutional policies are enforced in the class.
The professional development provides faculty development activities that support teaching, research, and appropriate support services and training programs for faculty members, including part-time faculty, in a variety of instructional strategies and technologies to foster active and lifelong learning; also provides adequate training and support for faculty member in using software related to meeting educational goals. The policy also provides professional staff development activities that support administrative staff members' roles and improve performance; these activities are evaluated to ensure they are appropriate and effective
Implementation Responsibility: College Deans and Human Resources Unit Manager.
Implementation Responsibility: College Deans, academic staff, and Human Resources Unit Manager.
The Professional development coordinator asks the faculty to prepare a professional development session (PD2020-2. d) according to the needs of the colleges / departments / units. Then the coordinator will arrange and announce the timing, session duration, and participants.
For administrative staff program coordinator will plan as per Human Resources unit recommendations.
Procedures for organizing the professional development program
Faculty members participate in professional development programs / courses organized outside the university (at least 1 program per academic year) according to the following conditions:
If the previous conditions are met, the following procedures are carried out:
Implementation Responsibility: Professional Development Coordinator
AFU grants each Faculty Member 56 days during the academic year as below:
AFU grants yearly 30 calendar days to the administrative staff.
Employees are entitled for annual leave after completion of probation period and one-year of service.
According to UAE’s Labor Law Federal Law No. (8) of 1980 and as per AFU policy:
According to an amendment to the UAE Labour Law, in August 2020, Employees are entitled to five days of paid parental leave, to be taken within the first six months of the baby’s birth for a baby born inside UAE.
In support of its strategy for development, AFU encourages faculty members’ involvement in training and conferences. The duration of the leave depends on the nature, length, and location of training course or conference. This will be considered as a full-pay leave.
In the event of death in the first degree relative (wife, husband, children, mother, father, brother or sister), a staff member may be granted a leave of absence with pay for a reasonable time, but not to exceed five (5) working days if it will include travelling abroad and (3) working days locally. The staff member must notify the head of the HR Unit or the direct supervisor as soon as possible of any absence due to the death of an immediate family member and complete a Leave Application request to allow the head of the HR Unit or the supervisor to arrange staffing levels and continuation of services. Documentation of legal guardianship may be requested.
Note: The above provisions are subject to conditions and do not apply on sick leave because of occupational illness.
The employee is ineligible for a paid sick leave in the following situations:
AFU may not dismiss an employee or give him a termination notice while the employee is on sick leave. If the employee uses all of his 90 days’ sick leave and was not able to report to work afterwards, the employer may terminate his services. In such a case, the employee shall be entitled to the end of service gratuity in accordance with the provisions of the labour law.
An employee can resign from work because of illness and before the expiry of the first 45 days of the sick leaves, if the physician from the respective health facility or the physician appointed by the employer consents to the cause of resignation. In such a case, AFU will pay to the resigned employee the wage that is due to him with regard to the remainder of the first 45 days.
Faculty members will maintain an active research agenda which:
On yearly bases:
Implementation of research is carried out through research committees and designated administrative positions.
# |
Research Published in the following Scopus database: |
Incentives |
|
1 |
Published in the top 25% most cited journals in the world (Q1) |
4000 AED |
|
2 |
Published Paper in a scientific journal with: Impact factor SNIP≥3 |
||
3 |
Published collaborative publication resulting from research partnerships with Top 200 Universities |
||
# |
Research Published in the following Scopus database: |
Incentives |
|
Joint Research with other(s) |
AFU Based Research |
||
4 |
Published Paper in a scientific journal with: 1≤Impact factor SNIP<3 |
2500 AED |
3500 AED |
5 |
Published Paper in a scientific journal with:Impact factor SNIP<1 |
1000 AED |
2000 AED |
6 |
Granting External Research income |
5% of AFU Share |
10% of AFU Share |
Conference participation in the form of presentation and/or attendance at relevant conferences will be supported in the following cases:
Registration:
It is the responsibility of the applicant to ensure their application forms are submitted to conference organizers as per the deadline to enable registration.
AFU covers the following expenses:
AFU covers the following expenses:
It is the responsibility of the applicant to ensure that benefits of the conference in terms of networking and learning are shared with colleagues at the University. This will be done in the form of a written report (Template available from HR) submitted to the line manager and copy to HR.
The University attaches great importance to strengthening cooperation in the field of scientific research with local, regional, and international organizations. Agreements with external institutions shall be conducted according to the following principles:
The University provides the means that are necessary to ensure that the required financial resources are delivered for the implementation of the tasks assigned to the College through the following: