Terms Of Employment

Staff member’s contract must be properly signed by the President or his delegate. The staff member who signs a contract with AFU is bound to the terms of the contract and should fulfill them in good faith and at his/her maximum performance. This contract comprises salary, position, and dates of appointment period, key obligations and benefits. The standard contract for administration staff is two (2) years and it is renewable if both parties mutually agree.

a- Employment Status and Records
Employment Applications
The University relies upon the accuracy of information disclosed in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in the University’s exclusion of the individual from further consideration for employment or termination of employment. Applications for employment become the property of the University.  All applications are kept “active” for a period of 90 calendar days. Applications of individuals who are hired become a part of the employee file

b- Probationary Period
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.

c- Performance Evaluations

• • Al Falah University (AFU) conducts annual evaluations of the performance of all full-time, part-time, and visiting faculty members, and professional staff members at all locations, using a variety of measures.
  • The criteria, methods, and procedures for faculty and professional staff evaluation are equitable and disseminated to all faculty and professional staff members.
  • Feedback on evaluations is given to personnel, discussed by both parties, and used to inform staff development as appropriate.

d- Procedure

• • After the spring semester, HR sends the related (AFU) Performance Evaluation Forms to the Deans of the Colleges Managers or Directors of Administrative Units to initiate the faculty/Administrative staff annual performance appraisal.
  • The Vice President initiates the Dean’s annual performance assessment process within the same timeline, through HR Unit.
  • The relevant performance review forms must be submitted within 15 working days from receiving the
  • Faculty/Administrative performance assessment shall be conducted in line with the approved job
  • It is the responsibility of the faculty/faculty administrators to collect all necessary evidence on all activities related to their scope of work within the performance appraisal period (1 year).
  • The annual performance assessment of all faculty members and administrators is conducted on a university-wide basis towards the end of each academic year, where the vice president and the Deans of the respective Colleges/Managers of AFU Units shall initiate the cycle for performance reviews. This evaluation is conducted at the college/ departmental level (if avail) and will form a continuous record of the performance of every faculty member at the However, the performance assessment is an on-going process of communication between the Line Manager (Vice President/Dean of College/Managers of Units) and staff.
  • It is an opportunity for all faculty and administrators to receive and discuss feedback on performance; to chart progress and identify achievements; to consider individual contribution to the college/unit and, where relevant, the University; and to identify the development needs relevant to one’s The aim is to ensure that all members have a structured framework for reflecting on their work.
  • The performance review recognises the value of effective two-way communication. It places  an  emphasis  on  communicating  the  goals  and  objectives  of  the  college/ unit and also provides staff with the opportunity to give feedback on the things that have helped them perform to the best of their abilities and on the instances where procedures and practices have inadvertently created barriers to good performance.
  • Performance review is not a punitive process but rather a form of mentoring, an opportunity to celebrate achievements, acknowledge strengths, at the same time provide mechanisms and support for continuous improvement and enhancement of faculty performance.
  • The Framework for annual performance review serves as a mean for maintaining a degree of consistency across the University without sacrificing individuality and autonomy  at  the  academic/administrative  unit  level.  The  Framework  for  Annual Performance Review is also predicated on the understanding that the approach to Deans,  Departments’  Chairs,  faculty/staff  evaluation  should  be  comprehensive. Therefore, the system should:
    • Address the various roles of the individual and their professional
    • Provide information for enhancing performance and professional
    • Provide information and materials for the promotion, and merit review

Department Chair (if post avail) Evaluation for Re-appointment

The program 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.

Evaluation of Senior Management

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).

Deans Evaluation 

• At the end of each academic year, the dean shall submit an overall report of his/ her achievements and accomplishments during his/her service as a dean to the Vice President.
• Vice President shall review the report, discuss it with the dean, and submit his recommendation to the President.
  The president issues a decision in light of the Vice President recommendation and based on the demonstrated capability of the dean and his/her ability to lead the college towards the achievement of the strategic goals of the college and the university vision and mission in accordance with the guidelines.
• HR communicates the decision of the President and proceeds as per the HR policy and related procedures.
•  

University Vice President Evaluation:

Evaluation of the Vice President will be performed on an annual basis.

Performance Goals and Indicators

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.

Vice President's Annual Evaluation Form

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 analyzed using descriptive approach. 

Evaluation Review and Report

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.

University President Evaluation:

Evaluation of AFU President will be performed on an annual basis by the board of trustees. 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.

Performance Goals and Indicators

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 analyzed using descriptive approach.

Evaluation Review and Report

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.

Appeal Process for Faculty and Staff

If the faculty is not satisfied with the evaluation result, he/she may appeal through the following process:

• Within 1 week of receiving his annual evaluation, a faculty member may appeal by asking the Dean/Director of the Unit in writing to reconsider the annual evaluation.
• Within 1 week of receiving the appeal, the Dean/Director should review the annual evaluation, and either adjust the annual evaluation score(s) or provide written explanation of why they will remain unchanged.
• Within 1 week of receiving the Dean/Director response, a faculty/Staff member may appeal his annual evaluation to the university “Faculty/Staff Appeals Committee”.

• ithin 1 week, the committee should make a recommendation regarding the faculty/Staff member’s annual evaluation to the Deans Council.
• Within 1 week of receiving the committee’s recommendation, the Deans’ Council will either adjust the annual evaluation score or deny the appeal.

d- Staff Personnel Records Policy
Personnel files are the property of the University and access to the information is restricted. Access to personnel files will be limited to the President, and the Human Resources who have a legitimate reason to review the information in an employee’s personnel file. An employee may review material or request copy in his or her employee file during business hours, but only in the Human Resources Office and in the presence of an individual appointed by the University to maintain and safeguard that file.

Personnel Data Changes
It is the responsibility of each employee to promptly notify the Human Resources Unit in writing of any changes in family visas, new family situation, passports, ID’s, personnel data, name changes, personal mailing addresses, telephone numbers, individuals to be contacted in the event of an emergency, and other such status reports should always be accurate and current.

Procedure
All requests for documents shall be made during normal business hours and shall be made in writing to HR. All requests must specify the document requested, the number of copies of the document, the name of the person requesting the document, and the date of the request. Sufficient time shall be allowed for retrieving and copying documents as requested.

e- Duration of contracts
The standard contract duration for staff is two years, and it is renewable if both parties (The University and the Staff member) mutually agree. The duration of the contract may vary for different positions upon discretion of AFU.

f- Procedure for contract renewal
According to AFU evaluation process, the staff member is evaluated by the Deans/Unit’s manager/director . The Units Manager reviews the results of the previous annual evaluation and takes into account the efficiency of the staff member during the course of performing his/ her duties. Based on the overall performance evaluation, AFU makes the decision whether or not to renew the staff member’s contract.

g- Resignation:
A notice of resignation may vary according to the nature of the position.
The staff is requested to refer to their employment contracts before the submission of the resignation. When a staff member fails to submit the required notice, the procedures mentioned in the UAE’s Labor law no. (08) of 1980 will apply. A resignation letter must be submitted to the manager of the relevant Unit. Once the resignation letter is approved, it must then be forwarded to the HR Unit for further processing.

h- Termination of Employment:
In case the employment contract is terminated by AFU, the concerned staff member will receive the notice as stipulated in the employment contract. AFU may choose to waive the notice period and the compensation salary at its sole discretion.
Termination of Employment can be due to any of the following reasons:

• Government directives;
• Workforce reduction;
• Restructuring;
• Failure to return from approved leave of absence;
• Release due to medical unfitness;
• Continued poor performance during the year;
• Gross misconduct.

In accordance with article 120 of UAE’s Labor law no. (08) Of 1980, AFU may terminate the contract without prior notice and without severance pay in any of the following cases:

• If the worker adopts a false identity or nationality or submits forged certificates or documents;
• If the worker is engaged on probation and is dismissed during the probation or on its expiry;
• If the worker makes a mistake resulting in substantial material loss for the employer, on condition that the latter notifies the Ministry of Labor of the incident within 48 hours of his/her becoming aware of its occurrence;
• If the worker disobeys instructions respecting industrial safety or the safety of the workplace, on condition that such instructions are in writing and have been posted up at a conspicuous place and, in the case of an illiterate worker, that she/he has been acquainted with them orally;
• If the worker does not perform his basic duties under the contract of employment and persists violating them despite the fact that he/she has been the subject of a written investigation for this reason and that he/she has been warned that he/she will be dismissed if such behavior continues;
• If the worker reveals any secret of the establishment in which he/she is employed;
• If the worker is finally sentenced by a competent court for an offence involving honor, honesty or public morals;
• If the worker is found in a state of drunkenness or under the influence of a drug during working hours;
• If, while working, the worker assaults the employer, the responsible manager or any of his work mates; If the worker absents from his/her work without a valid reason for more than 20 non-consecutive days, or more than seven consecutive days, in any one year.