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MESSAGE FROM THE CHAIRMAN

Welcome to AMA International University-Bahrain

(AMAIUB). We are pleased to have you as a member of the AMAIUB community. The University dedicates itself in delivering relevant, innovative and quality education in Bahrain, the region and globally. Whether you are a staff or a faculty, bear in mind that you directly contribute to the growth and success of our University. One of our objectives is to provide you a work environment that could support your personal and professional enrichment. Hence, we are pleased to provide this Faculty Manual, which outlines the policies, programs, benefits, services, opportunities, and resources available as you perform your respective responsibilities. Be familiar with the contents of this Manual so that your experience here will be enjoyable and rewarding. The employees are the greatest asset of the University that is why we underscore the well-being of everyone in AMAIUB. Thank you for being with us as we conquer more challenges and celebrate more successes. With your selfless service and unswerving commitment, AMAIUB will persevere in producing competent, professional and enterprising graduates who could make a difference in the global society. DR. AMABLE R. AGUILUZ V Chairman of the Board of Trustees, AMAIUB

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MESSAGE FROM THE PRESIDENT

It is with great pleasure that I welcome you to AMA

International University-Bahrain (AMAIUB). As one of the employees of AMAIUB, you are a part of an institution that is recognized locally, regionally and internationally because of the delivery of its relevant, innovative, and quality education. Yes, we have already made an excellent and indelible mark in the academic community and we take pride in all our achievements. These accolades would not have been possible without your commitment, efficiency, and effectiveness in the delivery of your duties and responsibilities. I believe that the employees are the heart of any organization. You are our partner in advancing the University’s vision, mission and goals. Therefore, as you execute your day-to-day tasks, this Faculty Manual will acquaint you with AMAIUB’s expectations from you as an employer. This Manual also contains pertinent information regarding employee responsibilities and benefits, working conditions, and other guidelines relevant to your employment. Again, thank you for your support, loyalty, and service to AMAIUB. Together, we will continue to fulfill our mission to producing competent, professional and entrepreneurial graduates imbued with life-long learning and professional and ethical values. DR. MARIE REDINA M. VICTORIA President, AMAIUB

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Table of Contents

The University 7

Vision, Mission, Quality Policy, Core Values 17

Administration & Structure 23

Faculty Appointment, Ranks & Tenure 39

Performance Evaluation 63

Faculty Development Programme 75

Faculty Promotion 79

Faculty Rights 89

Faculty Research 93

Faculty Benefits 113

Renewal &Termination Of Contracts 123

Disciplinary Policy 129

Academic Offices 143

University Offices 147

AMA Hymn 151

Acknowledgment Sheet 153

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THE UNIVERSITY

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Brief History of AMA INTERNATIONAL UNIVERSITY - BAHRAIN Founded in 2002 by the Philippine’s father of Computer Education, Ambassador Amable R. Aguiluz V, AMA International University - Bahrain (AMAIUB) is a member of AMA Education System which is the largest educational network in Asia. Ensuring that its vision and mission are in consonance with the Bahrain Vision 2030, AMAIUB endeavors to produce graduates dedicated to lifelong learning and responsive to the growing socio-economic needs of the Kingdom, the GCC region, and the global setting. Exhibiting its remarkable growth, AMAIUB has moved from its original three-building campus in Manama to a more spacious 57,450 sq.m. Salmabad campus in April 2008. This brought more developments in the university. The university offers bachelor and graduate programmes which are on a par with the best universities worldwide. AMAIUB takes pride of its programmes which have sustained the rigorous scrutiny of various international accrediting bodies. The business programmes, under the College of Administrative and Financial Sciences, include the Bachelor of Science in Business Informatics, Bachelor of Science in International Studies, and Master in Business Administration. All these had received full accreditation

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status from the European Council for Business Education. ECBE is an international organization which ensures that its accredited members satisfy the requirements of the European Higher Education set out in the Bologna Process and other European standards. The College of Computer Studies offers the Bachelor of Science in Computer Science programme which is accredited by ABET. The engineering programme offerings under the College of Engineering are the Bachelor of Science in Informatics Engineering and Bachelor of Science in Mechatronics Engineering. These programmes are also accredited by ABET’s Engineering Accreditation Commission. AMAIUB has made an indelible mark in Bahrain’s academic community being the first private university to have ABET accredited computing and engineering programmes. All the internationally-accredited programmes of AMAIUB are proofs that the university continuously uplifts its culture of academic excellence by delivering quality higher education in the Kingdom of Bahrain, and positioning itself as an active actor in country’s socio-economic development. In addition, AMAIUB is developing solid partner networks locally and internationally. The university has forged ties with two French institutions, namely ECE Paris and IT Paris Eiffel. The partnerships

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cover various areas such as student exchanges, faculty exchanges, and joint research projects, among others. Truly, AMAIUB has surpassed the quality standards for its tripartite function which are instruction, research and community engagement. Hence, through the excellent governance of His Majesty King Hamad bin Isa Al Khalifa, His Royal Highness Prime Minister Prince Khalifa bin Salman Al Khalifa, His Royal Highness Prince Salman bin Hamad Al Khalifa, the Crown Prince and Deputy Supreme Commander, and the concerted efforts of the government’s regulating bodies, along with the students, alumni, industry partners, and the various stakeholders, AMAIUB unwaveringly strengthens its direction to be a provider of excellent education not only in the region but also in the global arena.

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AMAIUB: Upholding Academic Excellence in the International Milieu An excellent university is a community which intends to instill excellence in every aspect of its undertakings. The quest for academic excellence is actually the heart of university education. Academic excellence does not only encompass the honing of the students’ minds; it also embraces the cultivation of moral and ethical values, cultural relativism, physical and personal developments, and an overall attitude and outlook that value high standards. AMA International University (AMAIUB) relies on its strength and subdues the constraints of the customary academic standards as it attains recognition in the international milieu. Manifestly, the university has achieved academic excellence through its three foundational and inter-related functions of the tripartite mission: instruction, research, and community engagement. Taking into account that excellence demands establishing of high standards, enthusiastically practicing them, and eventually sustaining them, AMAIUB endeavors for excellence in teaching and learning as evidenced by its internationally-accredited programmes that promote the university’s vision and mission. Certainly, the university has established and maintained high educational standards, which are acknowledged as excellent by the international academic community, for all its graduate and undergraduate programmes. These programmes have been designed thoroughly to provide the basic academic foundations and to prepare the students for what comes next, whether it is

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further study or higher career goals. Zeroing in on continuing quality improvement in its operations, AMAIUB worked hand in hand with globally acclaimed accrediting bodies such as the European Council for Business Education (ECBE) and ABET. The university’s business programmes, the Bachelor of Science in Business Informatics, Bachelor of Science in International Studies, and Master of Business Administration, are accredited by European Council for Business Education (ECBE). Recently, AMAIUB soared sky high when ABET accredited the university’s computing and engineering degree programmes. Specifically, the Bachelor of Science in Computer Science programme was granted re-accreditation by the Computing Accreditation Commission (CAC) of ABET for four years (2015-2019), while the Bachelor of Science in Informatics Engineering and the Bachelor of Science in Mechatronics Engineering programmes were accredited by the Engineering Accreditation Commission (EAC) of ABET for six years (2015-2021), plus two years retroactive from 2013. All in all, both the engineering programmes were given eight years accreditation which is the maximum duration that a programme could get. Ergo, AMAIUB as the first and only ABET accredited private university in the Kingdom of Bahrain. These international accreditations position AMAIUB as one of the internationally recognized universities which foster the “best practices” in education and underscores “learning

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outcomes” instead of “teaching inputs”. These accreditations also verify that the students’ educational experiences meet the global standards; hence, it builds up their employment opportunities and paves the way for them to work worldwide. Further, these accreditations reflect the university’s focus on employability, innovation, excellence, and global impact.” AMAIUB has dedicated itself in hiring and developing a strong roster of faculty members representing the diverse fields of disciplines and educational backgrounds. The faculty’s academic credibility, pedagogical effectiveness, and personal commitment to student growth are complemented by their research skills. Majority of the faculty members have international 13 AMAIUB: Upholding Academic Excellence in the International Milieu publications and have attended international conferences and symposia. Some have been acting as editors and reviewers in peer-reviewed international journals, while others have active collaborations with industries and universities locally, regionally, and globally. The university has a large array of programs and substantial research funds supporting all the activities in order to attain the research prowess and reputation for research excellence. Yearly, the faculty members of the university are contributing to the percentage of the world’s research outputs. In its pursuit to be globally excellent, the university provided physical resources that enable to carry out its mission with a high level of quality and efficiency. Classrooms are well-equipped with LCD projectors and smart boards. The ultra-modern laboratories such as the

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Speech, Mac, Research, CISCO, and Mechatronics, among others provide exceptional hands-on learning experiences which are critical to the students’ learning process. The library has sufficient print, media, and electronic resources that serve as a catalyst for literacy and scaffolding for teaching and learning. Sustenance of academic excellence means opening the university’s doors to exchange students. Accordingly, AMAIUB family was joined by ECE Paris students. ECE Paris, one of the best private universities in France, has a Memorandum of Understanding with AMAIUB. The partnership covers faculty and student exchanges, and joint research projects, among others. Having exchange students proves that the university secures a global stature. AMAIUB has been conceived by its founder to uphold excellence in the international milieu. This journey towards excellence began with the exemplary vision of Ambassador Amable R. Aguiluz V, Philippine’s father of Computer Education and Chairman Emeritus of AMA Educational System ,the largest educational network in Asia having more than 200 campuses all around the Philippines and other parts of the world. Ambassador Aguiluz has steered a course that set the university apart. His indefatigable leadership has made AMAIUB, in its short history of more than a decade of its operations in the Kingdom of Bahrain, achieve the enviable national and international recognition. AMAIUB will never be fully satisfied with less than the best for it continuously stretches its arms toward the next levels of academic excellence and success.

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VISION MISSION

QUALITY POLICY CORE VALUES

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VISION

AMAIUB will be recognized in Bahrain, the region and globally for delivering relevant, innovative and quality education producing competent, professional and entrepreneurial graduates.

MISSION AMAIUB delivers relevant, innovative, and quality education to fit-for-purpose students through its programmes which are committed to pursuing practical knowledge and skills, delivering curricula that are responsive to socio-economic requirements of Bahrain and the region, and producing entrepreneurial graduates imbued with life-long learning, and professional and ethical values. AMAIUB fosters excellence in teaching and learning, research, and community engagement to achieve local, regional and global recognition.

QUALITY POLICY AMAIUB ensures that the delivery of instruction, the conduct of its research initiatives, and its interaction with community is at the highest level of excellence, which is objective, credible and imbued with integrity.

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COREVALUES

1. Excellence and quality

2. Professionalism

3. Creativity and Innovation

4. Growth and development

5. Commitment and engagement

6. Collaboration

7. Integrity

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ADMINISTRATION AND STRUCTURE

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ADMINISTRATION University President As chief executive officer of the university, the president provides the overall administrative and educational leadership for AMAIUB and oversees the implementation of the university approved plans and programs that will ensure attainment of the university mission. The university president is vested with the authority to appoint the head of the academic and administrative offices in accordance to the procedures described in this handbook. University Vice President The university vice president is the head of a department, appointed by the President to oversee the administrative, finance, accounting and external activities of the university. Vice President on Academic Affairs The VP-AA is the head of academic department of the University and oversees the operation of colleges, center, and academic support offices including registration, admission, research and publication, and student affairs.

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Departments and Offices The ACADEMIC AFFAIRS DEPARTMENT(AAD) The University Provost provides leadership and coordination in the design, development, implementation and evaluation of all matters relating to curriculum, instruction, research and academic services through the different colleges, offices and centers. It establishes academic linkages or partnerships with other educational institutions, groups or academic associations.

Colleges and Departments AMAIUB has three (3) Colleges and one(1) Center. Each College is headed by a Dean and supported by Associate Deans and Programme Heads/Department Heads to deliver curricular programmes through the academic department. The three colleges, one center and six programmes are as follows: College of Administrative and Financial Sciences (CAFS) offers Master of Business Administration; Bachelor of Science in Business Informatics and Bachelor of Science in International Studies. College of Computer Studies (CCS) offers Bachelor of Science in Computer Science;

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College of Engineering (COE) offers Bachelor of Science in Informatics Engineering and Bachelor of Science in Mechatronics Engineering. Center for General Education (CGE) is non degree granting and offers all the general education requirements of the three colleges.

Registration

The Office of the Registrar serves as the University's official custodian of students academic records and it takes a leadership role in the accurate and efficient management of information and data including transcripts of records, award certification and authentications, enrollment certification, programme catalogue production and registration for courses.

The office also serves as a point of contact with appropriate offices in the Ministry of Education. As the official repository of student records, the Office of the Registrar is responsible for the collection, administration, maintenance, processing and distribution of information. As official custodian of all student academic records, the registrar determines the access and distribution of those records based on school policy.

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Admission

The Office of Admission serves as the first point of contact for new and prospective students, both undergraduate and graduate, who intend to enroll at the University. It is responsible to disseminate information to prospective students about the University and about the admission process. Moreover, the office receives and evaluates the admission credentials of each applicant and determine the admission eligibility for these students and inform them of their admission status.

In case of transfer students from other colleges and universities, it evaluates, in conjunction with the colleges, determine their transferability to the University. Student Affairs Department (SAD)

The Office of Student Affairs provides a system-wide

leadership and support in furthering university efforts and

initiatives to promote intellectual, cultural, social,

recreational, emotional, and personal development of all

students. It

The Office of Student Affairs directly supervises the

Students Council as well as the Academic Clubs. It also

serves as the administrative liaison to undergraduate student

bodies. It facilitates student involvement in a vibrant campus

learning community that prepares students to function

effectively in a business, scientific, technological, and

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diverse world.

Research and Publication Department (RPD) The Head of the RPD manages all areas related to research and publication, research, grants and contracts, research compliance, intellectual property, technology transfer and liaison with government and industries for university research collaboration and sources of faculty research funding. The RPD provides leadership, assistance and guidance in the review, revision or drafting of new plans and programmes for the university utilizing the available data and information resources of the Research and Publication Office.

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ADMINISTRATION AND FINANCE DEPARTMENT (AD) The Head of the Administration and Finance Department oversees the financial and business operations of the university. The AF manages the financial operations of the university which include financial planning, financial analyses, handling of university investments (CAPEX), and provision of appropriate controls and reports for funds management, accounting, and payroll (OPEX). Likewise the administrative operations of the university including campus facilities maintenance and security, accounting, finance, purchasing, property and information technology are managed through the different offices under the Finance and Administration Department. EXTERNAL AFFAIRS DEPARTMENT (EAD) The Director of the External Affairs Department through its different offices manages the communications and public relations, alumni affairs, and community engagement activities of the university, handle all government relations, university’s public relations and communications activities and oversee the development and implementation of alumni affairs activities. The head of EAD also acts as the University spokesperson in all issues concerning the university and all its constituents.

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The University Council and Committees The University Council is a participatory governing body consisting of nine members. This is chaired by the President of the University. The primary responsibility of the Council is to review or recommend curriculum, plans and programs, facilities improvements, student services, and university activities. It is a recommendatory body to the President and to the Board. The functioning of the University Council shall not supersede the role of the Board of Trustees or of the President as the Chief Executive. ACADEMIC COUNCIL The Academic Council is the recommendatory body of AMAIUB pertaining to academic matters. All resolutions are submitted to the University Council for deliberations and endorsement to the President for approval.

The University Provost will chair the committee during the regular meetings.

All academic related matters will be discussed and

deliberated by the members of the academic council.

All decisions of the academic council will be in a form of a committee resolution for final approval of the President of the University.

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ADMINISTRATIVE COUNCIL The Administration Council is the recommendatory body of AMAIUB pertaining to administration and operations matters.

The Head of Administration will chair the

Committee during its regular meetings. All operation-related matters will be reported to

the Committee and concurred by the Head of Administration.

All matters discussed in the Operations

Committee will be in a form of resolution for the final approval of the President of the University.

RESEARCH AND PUBLICATION COUNCIL The Research and Publication Council is the recommendatory body of AMAIUB to the University Council on matters involving formulation and review of research policies that guide and give general direction to the research activities and concerns of the University.

Evaluates and endorses research proposals for funding and other support by the University for its conduct.

Reviews status of on-going researches and

recommends appropriate actions such as technical recommendations and releases of funding support according to the result of review and on the work and financial plan of the research.

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Assesses completed researches based on the presentation of the researcher and the submitted research manuscript and recommends appropriate actions such as declaration that the research is completed on time, with delay, for further improvement or termination of support, among others.

Recommends to the management for approval and

supports faculty who are invited to engage in research peer review undertakings.

CONTINUOUS QUALITY IMPROVEMENT COMMITTEE The CQI Committee is responsible for maintaining continuing quality improvement processes in the respective Colleges especially in the areas of curriculum, assessment and evaluation, and syllabi design.

The CQI Committee is also responsible for the checking and validation of departmental examinations prior to approval of the Dean;

The member of the CQI committee will be the point

person of the College during programme evaluation and accreditation undertakings;

The member of the CQI committee will coordinate

quality improvement initiatives of the Colleges and will institute implementing mechanism to ensure effectiveness of monitoring and evaluation.

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LIBRARY RESOURCES COMMITTEE

The Library Resources Committee is responsible for the identification of new library materials (print and non-print) of the University.

The Library Resources Committee is also

responsible for the checking, validation and approval of course materials developed by faculty members prior to adoption by specific course;

All decisions of the Library Committee are in a form

of a resolution with recommending approval by the University Provost.

All decisions by the Library Committee will be

forwarded to the President of the University for final approval.

CURRICULUM OVERSIGHT COMMITTEE The Curriculum Oversight Committee (COC) performs check and validation of new or equivalent course vis-à-vis attainment of programme outcomes.

The COC endorses to Academic Committee new and approved courses for approval and deliberation;

The concerned dean presents the rationale for adding

new/equivalent course or programme/s;

The Academic Committee approves/disapproves through a committee resolution new and approved course/s or programme/s;

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All approved courses or programmes will be forwarded to the President of the University for final approval.

COMMUNITY ENGAGEMENT COMMITTEE The Community Engagement Committee is responsible for the coordination of the community engagement initiatives of the University.

Each member of the committee is also responsible for the identifying, coordinating and implementing the community engagement activities of the college.

Each member of the committee is also responsible in

identifying and communicating with the target communities industries and other organizations.

The committee identifies specific programmes and

projects which are beneficial to partner communities and which are anchored on the core competencies of the University.

The committee ensures sustain ability and mutual

responsibility as its ultimate objective.

Dean The academic deans are nominated by the University Provost and appointed by the President and reports directly to the University Provost. The deans of each college provides academic leadership for the development, implementation and evaluation of a specific programme in order to ensure effectiveness and quality of instruction. Academic Deans are full-time faculty members with the rank of at least Associate Professor and are in-charge of

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college budget and of all the activities of the department in their respective colleges. Associate Dean The associate dean is nominated by the Dean and appointed by the President. The associate dean is responsible for overseeing the instructional facilities, laboratories and instructional support areas of programmes in a college. The Associate Deans are full time faculty members with the rank of at least Assistant Professor. Programme Head/Department Heads The programme head/department head is the point person specifically tasked to oversee the individual programmes of the college. He/she is responsible for identifying courses to be offered (including elective courses) for the term; assigns courses to appropriately qualified members of the faculty; evaluate the performance of members of the faculty under the department; and supervise the review and enhancement of the programme attributes.

Course Coordinator The course coordinator provides assistance to programme head/department heads in: supervising the implementation of a particular course specification; the review and enhancement of a specific course specification; the implementation of course ILO assessment and evaluation plan.

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FACULTY APPOINTMENT RANKS AND

TENURE

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FACULTY RANKS AND TENURE AMAIUB adheres to equal opportunity and affirmative action and does not allow discrimination on the basis of age, sex, race, color or religion. It strives to observe fairness in all stages and aspects of employment and commits itself on hiring only the most qualified applicants. All faculty members who hold salaried appointments, fully or partly paid by AMAIUB will be governed by this Faculty Handbook. CLASSIFICATION AND ACADEMIC RANKS Faculty classification at AMAIUB are tenured track and non-tenured track. There are four (4) ranks under the tenured track and four ( 4 ) ranks for the non-tenured track. Tenure Track Academic Ranks Full-time faculty members of AMAIUB who are under the tenured–track classification are ranked accordingly as Lecturer, Assistant Professor, Associate Professor or Full Professor. Their full time duties at the university include teaching, academic advising, research, committee duties and service to the university and the community. Non-Tenured Track Academic Ranks Non–tenure track faculty members are not eligible for tenure but hold renewable appointments. Non-tenure track faculty members may function on a full time or part time basis in clinical service or supervision, research or teaching

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assistantship. They are ranked accordingly as Full Professor, Associate Professor or Assistant Professor in a discipline Research Professorial Ranks These are members of the faculty with the ranks of Assistant Professor to Full Professor. They must hold a PhD or equivalent terminal degree. Their fulltime duties at the University are primarily to do research with reduced teaching load and student supervision .Appointment as Research Professors depends on available research funding/grants and approved university research budget.

1. Adjunct Professorial Ranks These are members of the Academic Staff with the ranks of Adjunct Assistant Professor, Adjunct Associate Professor, or Adjunct Professor. They are individuals with PhDs or equivalent terminal degrees whose primary employment is in another institution and whose appointment at AMAIUB, usually for one trimester term, is for the purpose of teaching a specific course or playing a limited role in a research project. This title may also be used for a faculty member of AMAIUB but whose primary appointment is in another department or college at AMAIUB. 2. Visiting Professorial Ranks These are members of the Academic Staff with the ranks of Visiting Assistant Professor, Visiting Associate Professor or Visiting Professor. These are full-time temporary appointments given to individuals who are on leave from their primary places of employment. They can come from academic institution from industry or government. These individuals are expected to return to home institution at the end of their assignment at AMAIUB. The terms of the employment will depend on the memorandum of agreement executed by AMAIUB and the home institution of the Professor concerned or upon the terms of the invitation. Compensation shall be on a case to case basis. Requests for

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budget should be made in advance, at least 6months before the end of the current school year, by the requesting unit for purposes of budget allocation and to be implemented the following school year. Upon the recommendation of the College Dean and approval of the University President, visiting professors may be invited to teach courses offered in the University on a temporary basis. The length of contract may vary from1 trimester/term to 1 year. All visiting professors’ appointments should be within the approved faculty criteria. 3. Non Professorial Ranks a) Lecturer Lecturer holds at least a Masters’ degree and is being considered for appointments as Assistant Professors in the tenured track. The employment contract is for 5 years subject to annual performance evaluation and annual renewal of appointment until the PhD or doctorate degree is earned at which time the faculty becomes eligible for promotion to Assistant Professor. b) Teaching Assistants, Research Assistants Graduate students whose teaching, research or service is conducted under the supervision of a senior member of the faculty. The appointments are generally part-time and annual in nature. Conditions and Qualifications for Appointment To qualify for appointment as faculty member at AMAIUB with the rank of assistant professor or higher, an applicant in addition to the other conditions and qualifications provided

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in this handbook, must hold a PhD degree or equivalent doctorate degree for the academic discipline from a recognized university.

To be given an initial appointment of Full Professor, a candidate must :

Hold a PhD in the required discipline from reputable and recognized universities

Have at least ten years teaching experience since

obtaining a PhD or equivalent doctorate degree

Have the rank of Full Professor from a reputable and recognized university teaching in the required academic discipline

Have demonstrated high level of competency in

teaching and research; must have published a significant number of valuable and genuine scientific works in highly reputable and recognized scientific journals, periodicals or books

Have participated in academically recognized events

including significant participation in research projects and scholarly activities of academic societies, among others

To be appointed Associate Professor the candidate must:

Hold a PhD or equivalent doctorate degree in the required field of specialization from a reputable and recognized university

Have at least five years teaching experience as

Assistant Professor since obtaining a PhD or equivalent doctorate degree

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Have the rank of Associate Professor from a

reputable and recognized university teaching in the required academic discipline

Have demonstrated high level of competency in

teaching and research; must have published a significant number of valuable and genuine scientific works in highly reputable and recognized scientific journals, periodicals or books

Have participated in academically recognized events

including significant participation in research projects and scholarly activities of learned societies, among others

To be appointed Assistant Professor the candidate must:

Hold a PhD or equivalent doctorate degree in the required field of specialization from a reputable and recognized university

Have demonstrated potential of high level of

competency in teaching and/or research; a significant number of post doctoral research experiences; must have published at least one (1) international research under sole authorship, or at least three (3) co-authored researches published in local or regional refereed scientific journal

Have at least 2 years of teaching experience in a recognized university, teaching in his discipline; or at least 4 years of appropriately aligned industry experience

Have participated in academically recognized events including significant participation in research projects and scholarly activities of learned societies, industry trainings and certifications among others

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Appointment to the Non-tenured track Professorial Ranks requires meeting the following requirements:

To be appointed to a Research Professorial Rank, the candidate must:

Have PhD or equivalent doctorate degree in the

required field of specialization from a recognized university

Have evidence of outstanding achievements in

scholarship and research, particularly scholarly publications and other academically recognized achievements including significant participation in research projects and scholarly activities of learned societies among others

Have at least 2 years teaching experience in a

recognized university teaching in his discipline Published minimum of 8 researches of which 5 are

sole authorship in international refereed scientific journals

Adjunct Professorial Rank, Visiting Professorial Rank

PhD or equivalent doctorate degree in the required field of specialization from a recognized university

Satisfy all the requirements indicated in a signed

agreement or memorandum between AMAIUB and another recognized university

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Appointment to the Non-Professorial ranks requires meeting the following requirements: Lecturer

Master’s degree in the required field of specialization from a recognized university

Demonstrated potential in teaching, student advising and research

Presented definite plans to complete a PhD or a Doctorate degree in his line of discipline within the next five (5) years

Teaching Assistants, Research Assistants

Bachelors degree in the required field of specialization from a recognized university

Demonstrated potential in teaching or research Duration of Initial Employment

f faculty rank Length of initial employment contr

Tenure track regular professorial ranks, 2 years; renewable every year subject to annual performance review; after 5 years of satisfactory performance can be extended up to 10 years renewable every year.

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Non tenure track professorial ranks, 1 term to 1year; subject to performance review after one year and university needs

Non professorial ranks, 2 years; renewable every year subject to annual performance review; after 2 years of satisfactory performance can be extended up to 2 years Temporary Appointment A faculty with temporary appointment is one who has been appointed as a full-time faculty of the university but lacks qualification to be eligible for conferment of tenure appointment or status. The temporary status lasts for at least (5) years from hiring until the requirements for tenure or permanency are satisfied up to maximum of 10 years. All requirements for tenure must be satisfied within 10 years otherwise the faculty will be de-listed in the tenure track roster but may be considered under the non-tenure track or as a part-time faculty. RENEWAL OF APPOINTMENT AND EMPLOYMENT CONTRACT Tenured Track Professorial ranks

The initial 2-year employment contract for faculty appointed in the tenure track rank is temporary and subject to annual review of performance. After 2 years, if the review of performance warrants and there is mutual agreement on contract terms, AMAIUB will renew the appointment for another 2 years.

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A member of the faculty must have obtained a minimum average annual performance rating of 75% and has no record or outstanding disciplinary sanctions that compromised his/her honesty, integrity and professionalism. Non- Tenured Track Non-professorial rank The initial 2-year contract for faculty in the Non-Professorial rank is temporary and subject to annual review of performance. After 2 years, if the review of performance warrants and there is mutual agreement on contract terms, AMAIUB will renew the appointment for another 2 years. Subject to continued satisfactory performance and mutual agreement on contract terms, subsequent renewals can be extended up to a maximum of five 5 years wherein a faculty must have earned a PhD or equivalent doctorate degree and may be considered in the tenure-track professorial rank as assistant professor. A member of the faculty must have obtained a minimum average annual performance rating of 70% and has no record or outstanding disciplinary sanctions that compromised his/her honesty, integrity and professionalism.

Part time faculty Upon the recommendation of the College Dean and endorsement of the Head of Academic Affairs, the University President may authorize hiring of part-time lecturers or Professors who shall be paid for each teaching hour in accordance with approved rate for part time members of the faculty. However, the college must ensure that the numbers of part time faculty should not exceed 25% of the total teaching

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staff for the Bachelors level and must not exceed 50% for the Masters’ level. A member of the faculty must have obtained a minimum average annual performance rating of 70% and has no record or outstanding disciplinary sanctions that compromised his/her honesty, integrity and professionalism Requirements to become a tenured faculty of the University

At least five (5) years teaching experience at AMAIUB with minimum rank of associate professor

No outstanding academic or behavioral misconduct

Maintained at least 75% performance rating in all trimesters and in the three categories: teaching and advising, Research and scholarly activities, service to the university and the community

Must have published at least 5 researches under sole

authorship in international or local refereed journals. At least 3 of the 5 researches must be published in international refereed journals during the past five years of employment at AMAIUB.

The faculty member must have obtained a minimum

average annual performance rating of 75% and has no record or outstanding disciplinary sanctions that compromised his/her honesty, integrity and professionalism.

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FACULTY RESPONSIBILITIES The primary responsibility of a member of the faculty at AMAIUB is to uphold academic honesty, integrity and professionalism in the fulfillment of duties and responsibilities. Faculty members are expected to demonstrate leadership, exercise critical thinking and good sense of judgment in teaching, research and providing service to the students, the University and the community. Faculty members are expected to:

Pursue excellence and intellectual honesty in carrying out assigned teaching, research and extension services

Present courses that are consistent with the course descriptions in the catalog of the College and conduct classes using appropriate teaching methodologies to ensure that course intended learning outcomes are achieved

Inform the students of the expectations in the course, the evaluation procedures and the grading policy. Design appropriate assessment tools that will train students to work responsibly and independently, turning excellent projects, desire for continuous learning and improvements.

Evaluate students fairly, equitably and in manner appropriate for the course and its intended learning outcomes. Provide marks and grades to students’ projects and tests without prejudice or bias

Demonstrate and instill among students academic integrity, exemplary behavior and observing scholarly standards

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Exhaust all efforts to prevent the occurrence of academic dishonesty through appropriate design and administration of assignments, projects and examinations and regular reassessment of evaluation procedures.

When an academic dishonesty is suspected, it is the responsibility of the member of the faculty to ensure that appropriate action is taken in accordance with college/university approved procedures

Attend to students’ problems and concerns or coordinate with or refer students to the appropriate university professional staff or department when problems are beyond his/her jurisdiction

Produce original academic or applied researches which are aligned with the research thrust of the college/university and which are publishable in local or international scientific journals

Participate actively in the university events, college activities, departmental and committee activities, attend faculty and/or committee meetings, and university-community collaborative activities

Be committed in realizing the University mission through sincere, honest and efficient discharge of duties and responsibilities

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Course Management Requirements Faculty members are required to meet the following requirements in teaching a course at AMAIUB:

1. Strictly observe attendance to scheduled teaching hours, research hours, consultation hours and community/university activities. The required full attendance for full time faculty member is forty (40) hours per week.

2. Participate in the preparation, deliberation and adoption of course specification/ syllabus for assigned courses and ensure distribution of the course specification/ syllabus to all students enrolled in the course.

3. Participate in the preparation of appropriate assessment materials to measure the level of learning and competencies of students.

4. Assess all student works (e.g. sit down tests, research works, projects, etc as specified in the syllabus), assign appropriate marks, provide objective feedbacks and return assessed work to student on time.

5. Participate in course evaluation and assessment of learning outcomes and provide recommendations for improvement.

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Work Load Full time faculty members are required to be in attendance at the University for at least forty (40) hours per week. Breakdown of the workload distribution is as follows:

Rank Distribution Total Workload/week

Professor Regular teaching load 9 units/week

Academic Research 9 hours/week

Student advising/consultation

6 hours/week

Participation in university councils, committees and community engagement activities

16 hours/week

Associate Professor

Regular teaching load 12 units/week

Academic Research 9 hours/week

Student advising/consultation

6 hours/week

Participation in university councils, committees and community engagement activities

13 hours/week

Assistant Professor/

Lecturer

Regular teaching load 15 units/week

Academic Research 9 hours/week

Student advising/consultation

6 hours/week

Participation in university councils, committees and community engagement activities

10 hours/week

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Part time faculty members are paid based on assigned teaching load or teaching credit hours/units and actual attendance in classes only. Maximum teaching load for part time faculty members is 7 credit units. Part time faculty members are paid per credit hour rate and depend on the rank of the faculty.

Required student consultation hours Faculty members are required to render student consultation hours as part of their responsibilities: at least six (6) hours of student consultation per week for a teaching load of 15 credit hours/units; at least two (2) hours per week for a teaching load between 6-12 credit hours/ units; and at least one (1) hour per week for a teaching load below 6 credit hours/units. Student consultation hours are part of the responsibility of a part-time faculty member to the students and are therefore NOT paid separately. Schedule of consultation hours must be submitted to the department heads together with the schedule of assigned teaching load. Faculty members with administrative duties are appropriately given lower teaching loads. However, appointment to administrative position is not an excuse for non completion of academic research and non attendance to assigned classes. Additional administrative hours are given with appropriate compensation in form of honorarium.

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Work Load of Faculty Members with Administrative Duties

Administrative Position

Teaching load Research load

Administrative load

Student Consultation

& Community Engagement

Total Workload/ week

College Dean, Associate Dean and Department Head with a rank of: Professor Associate Professor Assistant Professor

6 credit units/week 9 credit units/week 12 credits units/week

9 hrs/ week 9 hrs/ week 9 hrs/ week

19 hrs/ week 16 hrs/ week 13 hrs/ week

6 hrs/ week 6 hrs/ week 6 hrs/ week

40 hrs/ week 40 hrs/ week 40 hrs/ week

Temporary Administrative Assignments A faculty member who is not currently appointed with an administrative position may be assigned temporarily as Officer-in-Charge (OIC) of an office in the absence of the head of office and will be given additional pay or honorarium. Assignment of Credit Hours with Pay Assignment of credit hour teaching load depends on the

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level of courses handled and the number of students per class. Lecture Classes All pre-baccalaureate, non credit remedial courses (level 4 courses) are given full credit hours equivalent to number of required lecture hours provided the number of students per class is at least 8. Non credit courses (e.g. Euthenics Courses) are given full credit hours equivalent to number of required lecture hours provided the number of students per class is at least 8. One (1) hour lecture class for level 5,6,7 and 8 courses are given one (1) paid credit hour provided the number of students per class is at least 8. One (1) hour lecture class for level 9 courses are given one (1) paid credit hour provided the number of students per class is at least 5. Laboratory Classes One (1) hour of laboratory or skills training classes for all levels (5-9) are given 1 paid credit hour for a minimum class size of 8.

Academic Counseling and Student Consultation Full time faculty members are required to dedicate at least 6 hours per week for student consultation and academic counseling or academic advising. Faculty members are required to submit the schedule of consultation hours to the department head and inform all concerned students.

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Full time faculty members, especially advisers, must strongly encourage their students/advisees to consult with them on academic matters. Students with below average academic standing must be given priority and may be referred to the Guidance Office for further assistance. University and Community Services A part from student consultations, full time faculty members are required to render additional hours for college activities, university activities or committee works (e.g.faculty meetings, faculty development planning and workshops, Curriculum or Course review, etc) Some standard activities where full time faculty members are required to actively participate are: Student registration, University events, Foundation day, University Week, Graduation, etc) and university community engagement activities. Academic Research Full time faculty members are required to engage in research, present and publish research output and participate in other scholarly activities. The research undertaking should be aligned to the research thrust of the university and the needs of the community in the Kingdom of Bahrain. In a certain discipline, a scholarly work may take the form of creative works. These activities should reinforce teaching. To support the research and publication plans of the university, full time faculty members are given nine (9) research credit hours per week. Schedule of the nine (9) research hours must be submitted to the College Department Head and to the Office of the University Research and Publication.

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Faculty members are given free access to all the Research and Library facilities, print journals and 24/7 access to on-line journals (EBSCO, ACM, IEEE, etc), access to all computing software and statistical software. Faculty members are required to submit research progress report every end of the trimester to the Office of Research and Publication. At the minimum, faculty members must complete at least one (1) research in one year which can be extended up to two (2) years subject to approval of request to extend completion of the research. The head of the Research and Publication will recommend approval to the University President. Substitution and Make-up Classes Faculty members are required to call the Office of the College Department Head or College Dean if they will not be able to attend their classes. Faculty members are required to call in at least 2 hours for emergency leaves and sick leaves and at least one (1) day for planned/scheduled leave. In such cases the department head will select and field in substitute faculty to attend to the class of the absent faculty. Only faculty members with the same line of specialization as that of the absent faculty member will be allowed to serve as substitute for the absent faculty member. Substitution is implemented to ensure that topics for discussion in the class are delivered as scheduled. Substitute teaching hours are paid accordingly In case no substitute faculty was field in, the regular faculty is allowed to conduct a make-up class subject to availability of the students and approval of the College Department Head and the College Dean. In which case, all approved make-up classes must be coordinated with the HRD and the

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Head of Facilities for provisions of required facilities or equipment. Make–up classes are allowed to be conducted in the event that classes are suspended due to force majeure or as declared by the University. Allowed make up classes are for class hours missed due to the following reasons:

• Special Non-Working Holidays • suspension of classes by the university • absence of a substitute teacher when a faculty member is

on sick leave Working Hours during Term Breaks and Enrolment Period Vacation Leaves (VL) will be used during the term breaks. As a general rule, faculty members are not required to report during trimester breaks. However, during enrolment period, members of enrolment committee of the different colleges will be requested to report to the university to provide advice and assistance to the students. Work schedule The schedule of the teaching load component of the total workload is assigned by the Programme/department head. Full time faculty members’ schedule for student advising/consultation, research and university/community services will be under the discretion of the faculty. However, the schedule for each of the advising/consultation, research and university/community services must be reflected in the Faculty Schedule Form (Plotting Form) together with the assigned teaching load schedule and must be submitted to the College Department Head on a periodic basis.

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Part time faculty members are required to submit the Faculty Schedule Form (plotting form) with the assigned teaching load schedule and student consultation schedule to the College Department Head on a periodic basis. All Faculty Schedule Form (plotting form) requires approval of the College Dean. The approved Faculty Schedule Form(plotting form) must be submitted to the office of the Human Resources which will become the basis for attendance and payment.

Assignment of Teaching Load College Department Heads ensure that teaching assignments and responsibilities for faculty members are within their area of specialization (based on degree) or specific training (appropriate certification must be attached) or field experience (appropriate certificate must be attached). The maximum number of academic preparation that can be assigned to a faculty member should not exceed four (4) different course preparations within the faculty member’s specialization. Teaching, Consultancy and other Services outside the University In general, full time faculty members are not allowed to accept paid teaching or engage in paid consultancy services outside the university without prior approval of the University President. Consultancy is giving one’s service to a person, a company, or institution at some regular hours for which remuneration is given. It does not refer to occasional speaking engagements in academic conferences, seminars or

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trainings without prior approval of the University President.

Conflict of Interest Conflict of interest may arise when a faculty member’s personal interests interfere with his responsibility to the University. The key factors in avoiding ethical and legal conflict of interest are personal responsibility and integrity. Therefore AMAIUB expects all faculty members to conduct their activities in a manner that reflects well on themselves, their profession and the University. Avoiding potential conflict of interest involves prior disclosure and dialog between the faculty member and his/her department head and college dean. Faculty members who may be assigned in purchasing supplies, services and equipment for the University should disclose to the college dean any potential conflict of interest such as ownership or relation to the owner of the supplier of goods or services and is subject to special approval of the University President. Conflict of commitment Conflict of commitment may arise when there are competing demands upon the time of a faculty member as a result of outside activities or interests. Hence full time faculty members are discouraged from committing to responsibilities outside the university. Committing to responsibilities outside the University requires prior approval of the President.

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PERFORMANCE EVALUATION

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EVALUATION OF FACULTY PERFORMANCE PAST Evaluation Committee The faculty ranking and promotion committee is a five (5) member committee composed of (3) ranking academic officers and two (2) senior faculty members. The committee’s role is to evaluate the rank or promotion of faculty members with fairness and transparency based on established policy, procedures and criteria. The committee is appointed by the Provost for a fixed term of one year renewable upon the recommendation of the Provost. Criteria for Evaluation Faculty performance evaluation is based on the professional responsibilities of the faculty member in the areas of teaching, scholarly activities, university services and community services. Evaluations are conducted every end of the term to support and encourage excellence by recognizing and rewarding outstanding academic performance; to provide guidance for faculty members regarding professional improvement and development and to obtain information relevant to contract renewal, promotion and/or termination, awards for teaching, research, advising and merit pay decisions.

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Teaching and Academic Advising including mastery of the course, dedication in the development, preparation and presentation of instructional materials, generation of student interests and achievement of course intended learning outcomes and maintenance of appropriate academic standards. Excellence in teaching will be assessed using:

AMAIUB’s Performance Appraisal System for Teachers (PAST), student evaluations and comments that reflect teaching excellence, creativity and enhancement of student achievements

Peer evaluations on a sample of courses taught in the

university

Results of course assessment of intended learning outcomes (ILO)

Evaluation by department heads or experienced

faculty through classroom observation/visits, course specification, alignment of assessment with course ILOs, achievement of class goals and feed back to students.

Course portfolio, a continuous self assessment through

documentation of course development; responsiveness to recommendations for improvement; implementation of innovative teaching methods; number of students advised; and evidence of student learning

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Research and Scholarship evidenced by publication or acceptance of scholarly research in appropriate refereed journals, periodicals, books, etc. This can also be measured by the degree of participation of the faculty in academic activities, pursuit of continuous learning and relevant trainings to improve their performance in teaching. Excellence in Research will be assessed using:

Publication (or accepted for publication) in refereed local, regional or international scientific journals, considerations will be given to the quality of the publication such as the reputation of the journal and the nature of the authorship

Publication of other scholarly and creative works

such as books, articles, case(s) Research articles published in the proceedings of

specialized academic conferences organized by universities, academic associations or research centers in the Kingdom of Bahrain

Publication and funding resulting from collaborative

efforts with researches from other university or from other fields

Receipt of external funding or grants and contracts

for research and development of the University Receipt of fellowships and awards Editing of professional academic journals, reviewer

of articles, books, funding applications and other creative works

Evidence of self development activities Evidence of recognition as an expert within a

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particular academic field Disclosure of new intellectual property, patent

acquisition or licensing resulting from the research output.

Services to the University and the Community includes contributions to the effective functioning of the university, effectiveness of cooperation with colleagues, linkages with businesses, industry or government and contribution to professional communities. Three types of service will be considered: university service, service to the profession, and community service. The following activities will be considered:

Service as head of department

Member or chairman of departmental, college or university committee

Presentations at conferences, seminars and symposia

Lecture at other universities or professional meetings as keynote or as invited speaker.

Organizing role in local, regional or international conferences, workshops or academic meetings.

Civic activities that are local, regional or national that promotes positive relationship between the university and the community and are relevant to the academic discipline of the faculty

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Service as an officer of a national, regional or international professional association.

Criteria for faculty performance evaluation Faculty members should meet with their respective department heads to establish goals and objectives for the upcoming evaluation period and discuss their relevance within the context of the goals of the department. Faculty members performance file is maintained in the office of the College Dean. Each faculty member should continuously update his/her records and provide documented evidence of his/her achievements in the areas of professional responsibilities. Using the performance evaluation instrument (PAST Form), faculty members will be rated as follows: Teaching and Academic Advising 50%

Students' Evaluation (TBI) 30%

Department Heads' Evaluation 20% - Peer/PH/Deans' Evaluation of Teaching (15%)

- Records and Reports Management (5%)

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Research and Scholarly Activities 30%

Research and Publication 15%

- Research Output Submission (5%)

- Participation in Research Conferences (5%) - Publications (5%)

Seminars and Trainings 10%

Awards and Certifications 5% Services to the University and the Community 20%

Services to the University 15%

- Academic Administrative Work (5%)

- Committee Work (5%) - Punctuality and Attendance (5%)

Community Engagement 5%

Total 100% Sources of data include the students’ rating department heads’ rating and rating of colleagues from the same department. The weight of the ratings from each group will be as follows

Performance rating will serve as bases for: merit increases; awards; promotions; renewal of appointment/contracts;

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further trainings or seminars. Respective department head will discuss the ratings and evaluations to the concerned faculty members within a week after it has been computed and before it goes to the professional record of the faculty member. Faculty members can appeal the performance rating through the established processes and procedures and through channels. The plan includes career advancement and development programme activities to promote continuous improvement and learning. It also include: trainings, seminars, research, conference, memberships in professional organization, participation in research collaborations, study grants, etc. Minimum rating for renewal of appointment or employment contract For Professorial Ranks: A minimum performance rating of 75% is required to continue employment at AMAIUB and approval of appointment for the following school year. For Non Professorial Ranks: A minimum performance rating of 70% is required to continue employment at AMAIUB and approval of appointment for the following school year.

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Minimum rating to qualify for awards Performance Ratings that will require further trainings and competency building (a) Teaching and Student Advising For Non Professorial Ranks: A faculty member who will get an overall rating of 76% - 80% and a rating of 75% or lower in the area of teaching will be required to attend to are-training on teaching methodologies, teaching effectiveness, assessment planning and course evaluation. (b) Research and Publication For Professorial Ranks: An overall rating of 76%-80% and a rating of 75% or lower in the area of research would require a faculty to attend to undergo trainings or coaching from more senior research faculty under the R&D office in order to comply with the research requirement of the university. For Non Professorial Ranks: An overall rating of 76% - 80% and a rating of 70% or lower in the area of research would require a faculty to attend to undergo trainings or coaching from senior research faculty under the R&D office in order to comply with the research requirement of the University. (c) Service to university and participation in community

engagement activities. An overall rating of 76% - 80% for non professorial rank and 81% - 84% for professorial ranks and a rating of 70% or lower in the area of Service would require a faculty to become member of committee on community engagement or other student service related committees to improve their performance. They will be given memorandum reminding them of their duty to provide service to the university and the community engagement activities of the university.

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Faculty members are allowed to clarify and discuss the results of their evaluation with their college dean. Faculty members under the category (b) and (c) will be required to submit a personal teaching/research/service performance improvement plan for the coming school year to their department heads. Detailed discussion on the procedure of faculty evaluation and the Evaluation forms are found in the Policies and Procedures manual under the policies and procedures for Faculty Performance Evaluation and Promotion.

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FACULTY DEVELOPMENT

PROGRAMME

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Faculty Development Programme The University acknowledges that professional development is integral to personal job satisfaction, work place productivity, reward and recognition and is critical to the achievement of the university’s mission and continuous improvement in the quality of its programmes and services. The Faculty Development Committee (FDC) is in charge in the preparation of the College Faculty Development Plan (CFDP) in consultation with members of the faculty. The purpose of the faculty development programme is to promote career advancement for members of faculty. The plan includes career advancement and development programme activities to promote continuous improvement and learning. It also includes: training, seminars, research, conference, memberships in professional organization, participation in research collaborations, study grants, etc.

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FACULTY PROMOTION

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Faculty Promotion All faculty members who are due for Re-ranking and Promotion shall pass thru the deliberation of the Faculty Ranking and Promotion Board which consists of the following members: Chair: Provost Co-Chair: Head of Administration Members: Dean 1 Associate Professor 1 Assistant Professor 1 Head of Audit Head of HR

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The Faculty Ranking and Promotion Board shall deliberate the application for promotion of the faculty members concerned and shall recommend the Promotion based on the following criteria: CRITERIA: Criterion 1: PAST result for 1 School Year Performance Appraisal System for Teacher (PAST) The average PAST per year shall be computed and will be the basis for computation 1. The corresponding points will be computed as follows: AVERAGE PAST * (0.5) = point for PAST/year Criterion 2:Paper publications 1. Paper published in International Conferences

(proceedings) or Journals is equivalent to 150 points per paper

2. Paper published in Local Conferences (proceedings) or Journals (including the AMAIUB journals) is equivalent to 50 points per paper

(All publications presented and counted during the initial ranking upon hiring should no longer be counted for succeeding application for promotion)

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Criterion 3: Years of Service at AMAIUB Faculty members earn 20 points for every year of continuous service at AMAIUB. 1. There should be no gap/s within the Academic year to

earn the 20 points. 2. No partial point will be awarded if the faculty joins at the

middle of the academic year during which the performance appraisal is being evaluated.

Criterion 4: Other Scholarly Contributions/Activities (Maximum 10 points per year - except for book chapter publication) 1. Book Chapter Publications (10 points/chapter) 2. Resource Person to International Conferences (5 points

per speakership)

3. Consultant to Government Projects (10 points) 4. Consultant to NGOs and United Nation Agencies (10

points) Criterion 5: Appointment in Administrative posts Appointment as Provost = 50 pts. per year Appointment as Dean or OIC Dean = 40 pts. per year

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Appointment as Associate Dean or OIC Associate Dean = 30 pts. per year Appointment as Programme Head or OIC Programme Head = 20 pts. per year of Appointment All faculty members who earned the following points as stated below shall be Re-ranked/Promoted based on the equivalent Rank as seen in the tables below: Lecturer Minimum requirement/s: Masters Degree Holder

Rank Points Lecturer 1 1-99 Lecturer 2 100-149 Lecturer 3 150-199 Lecturer 4 200-249 Lecturer 5 250-299

Assistant Professor Minimum requirement/s: PhD Degree Holder 2 International publications (sole authorships) or 4 International publications (joint authorships) a number of local publications

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Rank Points Assistant Professor 1 300-399 Assistant Professor 2 400-499 Assistant Professor 3 500-599 Assistant Professor 4 600-749 Assistant Professor 5 750-899

Associate Professor Minimum requirement/s: PhD Degree Holder At least 5 years of teaching experience with a Rank of

Assistant Professor 4 International publications (sole authorship) or 8 international publications (joint authorships) a number of local publications

Rank Points Associate Professor 1 900-1099 Associate Professor 2 1100–1299 Associate Professor 3 1300-1499 Associate Professor 4 1500-1699 Associate Professor 5 1700-1999

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Professor Minimum requirement/s: PhD Degree Holder At least 5 years of teaching experience with a Rank of

Associate Professor Minimum of 2,000 accumulated points 6 International publications (sole authorship) or 12 International publications (joint authorship) a number of local publications

Rank Points Professor 1 2,000-2,499 Professor 2 2,500-2,999 Professor 3 3,000-3,499 Professor 4 3,500-3,999 Professor 5 4,000-up

Confidentiality of review proceedings All documents submitted for promotion and all results of evaluation are confidential. Members of Ranking and Promotion Board (RPB) are not allowed to discuss faculty promotion outside the committee meetings/deliberations. Violation of confidentially by a person involved in academic reviews will be regarded as a serious breach of professional ethics and shall be dealt with appropriate sanctions.

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Appeals process regarding promotion Appeals on negative decisions on promotion may be filed if the faculty member believes that there was a violation of established standards and procedure. Appeals with supporting documents must be filed with the Ranking and Promotion Board (RPB). The committee’s recommendation is advisory to the President, who makes the final decision to affirm or reverse the original decision of the RPB. The decision of the President is final and non-appealable.

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FACULTY RIGHTS

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FACULTY RIGHTS Statement of Rights In cognizance and in consonance with the university vision-mission and core values, AMAIUB faculty members are entitled to the following rights: 1. Academic Freedom Academic freedom is defined as the right of a faculty member as professionally qualified to search or discover, publish and teach subject matter in his/ her field of specialization not subject to control or authority with the exception of the rational methods by which the truth and conclusions are based on established standards/methods in a particular discipline. Faculty members shall enjoy freedom in the classroom to discuss subject matter reasonably related to the course within the approved course specification. Thus, faculty members should not introduce into their teaching controversial matters which have no relation to the course. Faculty members have the responsibility to encourage free and honest inquiry and expression on the part of the students. They must demonstrate respect for students as individuals and always act as intellectual guides and counselors. Faculty members have the right to conduct, present and publish research and creative works relevant to their field of specialization free from censorship, provided there is no

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violation of academic honesty policy and do not compromise the integrity of the faculty member, the College and the University. Faculty members must at all time act with utmost honesty, integrity and professionalism. 2. Participation in Governance Faculty members have the right to participate in the governance of the University and are entitled to an effective participation in the process of decision making. They have the right to participate in the revisions of academic programme specifications, course specifications, course contents, course assessments, course materials, degree requirements and other academic policies through the established procedures and proper channels in the College level or the University level.

3. Right to Information Faculty members have the right to information that affects them individually or collectively. Information are published in the faculty handbook, disseminated through inter office memoranda, forwarded to the official e-mail addresses of each faculty or uploaded in the university website. 4. Right to Grievance Faculty members have the right to petition for or address grievance through established processes, procedures and proper channels.

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FACULTY

RESEARCH

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FACULTY RESEARCH Research Support Services AMAIUB provides research support services to faculty members such as provision for a research laboratory, computing facilities, free access to print and online journal, research funding, compensation (9paidcredit–hours), reduced teaching loads, possible assignments of research assistants and research funding. Internally funded individual or collaborative faculty researches and University sanctioned researches are supported by departments/colleges with provision of materials, equipments and other necessities. Externally funded research through research collaboration or research consortium between or among AMAIUB and other organization(s) are allowed and encouraged. The Office of Research and Development provides assistance in sourcing for and release of research funds and in monitoring the progress to ensure that the research will be completed as agreed upon by funding parties. Internal Research Grants The AMA International University-Bahrain (AMAIUB) researches are administered in two (2) pools: A. Funded Research Projects Recommendations for funding are made at the AMA Educational System level. Approval of the conduct and funding of the research is by the President of AMAIUB with

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initial evaluation by the college research committee, AMAIUB University Research and Publication Department endorsed by the Provost and Head of Administration/COO.

Faculty members allocate nine (9) hours a week of their

work load to conduct research. The research shall be

deemed as sole ownership of the author and thus, may be

presented in any research forum.

B. Eligibility for AMAIUB Research Support Faculty members seeking for research grants must be full time employees of the University, and have signed employment contracts. The University supports the continuous professional education in the field of research to further strengthen the research mandate of the institution. Hence, it is the policy of the University to uphold the development of the research career of the researchers, faculty members and staff including students by providing research grants, giving sabbatical leave to conduct researches, encouraging research collaboration with international and local institutions and sending researchers to conferences, trainings and seminars to further develop their research knowledge and skills.

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A. Evaluation and Approval of Research Projects A.1 Research Projects

1. Research projects are solicited, evaluated and endorsed

by the College Research Committee (CRC) and college

Dean to the University Research and Publication

Department (RPD) and Provost Office (PO).

2. Head of Research and Publication technically evaluates

the submitted research topic proposals and endorses

them to the Provost and Head of Administration for

endorsement to the President.

3. In order to maximize the use of the E-references, any

research project of AMAIUB faculties, thesis/report

submitted for the partial fulfillment of a master level

degree or any related course assessment has to

justify and show the use of relevant E-references from

the AMAIUB available digital library collections.

A.2 Other Research Support Extended

The University also grants a sabbatical for a professor who

wishes to conduct research on a full time basis subject to the

approval of the President. Sabbatical for such purpose is to

be evaluated and endorsed by the Research and Publication

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Department following the process contained in QR-SRDO-

003. Paper presentations and attendance to research

conferences, trainings and seminars are also funded by the

University. Availment of any of these provisions is coursed

through the Dean of the sending College and Head of

Research and Publication, and shall be subjected to the

provisions of the policy on Attendance/ Presentation of

Research Papers in Conferences, Trainings and Seminars

(QR-SRDO-003).

Research Paper Presentation

The University supports the continuous professional

education in the field of research to further strengthen the

research mandate of the institution. Hence, it is the policy of

the University to uphold the development of the research

career of the researchers by providing research grants to

conduct research projects, giving sabbatical leave to

conduct researches and sending researchers to attend or to

present research papers in conferences, trainings, workshops

and seminars in the furtherance of their research knowledge

and skills.

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General Information

AMA International University (AMAIUB) supports

sendingof faculty and students to attend or to present

research papers, research projects in local and international

conferences, trainings and seminars in the furtherance of

their research knowledge and skills and in the dissemination

of results of researches.

Funding Support

Recommendations for funding are made at the AMA Educational System level. Approval of funding support is by the University President with evaluation by the AMAIUB Research and Publication Department. Endorsement for approval by the University President is thru the Head of Administration /COO and Provost.

Research and Publication Department (RPD)

The evaluation of research papers for presentation and for

funding support will be done using the form QR-RPO-016

(Assessment of Completed Researches for Presentation) and

QR-RPO-015 by two faculties of the AMAIUB who are

experts in the research area of the paper. Official documents

should be submitted by the faculty and recommended

approval by Dean, Head of Research and Publication,

Provost and Head of Administration.

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Eligibility for Presentation Support

The faculty member must be a full time, employed by the

University, and have an employment contract,

Evaluation and Approval for Funding

Sending of faculty and students to attend or to present

research papers in local and international conferences,

trainings and seminars is initially evaluated and endorsed by

the college research committee to the research and

publication Department (RPD) for eligibility for funding

using the form QR-RPO-016 (Assessment of Completed

Researches for Presentation) and QR-RPD-015 (Attendance

to Conference, Training and Seminars) for paper

presentation. The RPD endorses the documents to the

AMAIUB Head of Academics, Head of

Administration/COO who will in turn recommends to the

university President for the final approval of the funding

support.

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Salmabad, Kingdom of Bahrain

Doc. No. QR-RPO-016

Issue No. 01

Revision No. 01

College/Department: Date of Effectivity

01 September 2011

ASSESSMENT OF COMPLETED RESEARCHES FOR DISSEMINATION

Title:

Researcher:

Start Date:

Completion Date:

EVALUATION CRITERIA RATIN

G

ACTUAL

RATING REMARKS

Abstract 5

Objectives of the study 5

Study design and methodology 10

Presentation and analysis of findings 10

Technical presentation, style, clarity and

logical progression of ideas 10

Conclusions and recommendations 10

Application of results in practice 10

Contributes to the body of knowledge 10

Free from any ethical problems and

limitations 10

Safe and honestly done 10

Overall value 10

Total 100

Reviewed by:

Date:

Endorsed by:

Date:

Recommended for

Approval Date:

Approved by:

Date:

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Salmabad, Kingdom of Bahrain

Doc. No. QR-RPO-015

Issue No. 01

Revision No. 00

College/Department: Date of Effectivity 01 September 2011

Attendance to Conference, Trainings/ Seminars

Title:

Faculty/staff:

Date:

Venue:

EVALUATION CRITERIA RATING ACTUAL

RATING REMARKS

Relevance of the conference,

seminar or training to the vision and

mission of the University.

20

Relevance of the conference,

seminar or training to the research

thrust and priorities of the University.

15

Inclusion in to the career

development of the faculty/staff 10

Contribution to the furtherance of

research, knowledge and skills 25

Applicability of learning to the

work/ teaching of the faculty/staff 20

Behavior/ Attitude 10

Total 100

Reviewed by:

Date:

Endorsed by:

Date:

Recommended for

Approval Date:

Approved by:

Date:

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Research Ethics and Plagiarism The AMA International University-Bahrain (AMAIUB) research ethics and plagiarism are administered in two (2) pools: A. Research ethics Ethics is of great importance to science and provides guidelines for the responsible conduct of well-defined research. In addition, research ethics educates and monitors scientists conducting research to ensure a high ethical standard. To help researchers address the issue of ethics, AMAIUB has produced a policy and set of procedures that apply to all research activity being undertaken by faculty and students of the university. This policy and the associated procedures therefore apply to all students who are researching for the purposes of completing a thesis. If a postgraduate student decides to change his/her research project, it is his/her responsibility to ensure research ethics of the new research. This will be assessed as before. The student should discuss the issue with his/her supervisor. B. Plagiarism AMAIUB uses a proper detection anti-plagiarism system to scan work for evidence of plagiarism. This system has access to many sources worldwide (journals, books, articles, magazines, websites etc.). Academic Integrity Policy States: “Plagiarism is defined as representing as one’s own another’s work or ideas, or any part thereof, published or unpublished. It includes copying a phrase, sentence, or

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passage from another’s work and not identifying or citing that source; failing to cite a source fully, inadequate paraphrasing or summarizing; or attempting to pass off as one’s own a paper written by another.” - “Academic Integrity Policy.” CCC&TI Student Handbook. p. 28. It is stated that “plagiarism is considered a grave violation of academic integrity and the sanctions against it are correspondingly severe. Plagiarism can be characterized as “academic theft." The University supports the continuous professional education in the field of research to further strengthen the research mandate of the institution. Hence, it is the policy of the University to uphold the development of the research ethics of the researchers, faculty members and staff including students by following the ethical way of using the research of other researchers. This will be ensured by using anti-plagiarism checking. Advisors and Supervisors

AMAIUB will provide students with an advisor and a supervisor, based on the area of research specialism the supervisor has in relation to the research topic. A supervisor is responsible for uploading the thesis, research/final project and practicum for anti plagiarism checking. If the plagiarism report exceeds threshold, supervisors should sit with their students to provide guidance on any revisions that may be required as a result of this process.

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College Research Committee

Each college has a research committee composed of the research coordinator and two or three faculty members appointed by the Dean of the college and research coordinator. The research coordinator and research committee of each college are responsible for reviewing research proposal, recommending withdrawal the research projects who do not comply with research policy and running the plagiarism report for researches. If the plagiarism report of the research projects exceed threshold, the faculty should review his/her research with support of research committee to do proper revisions that may be required as a result of this process.

Research and Publication Department and Provost

Office:

The research and publication department and Provost Office are responsible for coordinating the technical review and monitoring the progress of research projects, reviewing research plan of colleges, facilitating internal and external research funds, maintaining database of research updated, and organizing research activities (seminars, workshops and conferences). They are responsible for ensuring that the anti-plagiarism policy is applied.

Anti-plagiarism Checking The anti-plagiarism checking will need work to be submitted electronically (soft copy) as well as in paper form (hard copy). In order to strengthen the intellectual ethics and

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the anti-plagiarism best practices at AMAIUB, the following are implemented for faculty and student. A. Faculty

1. Each faculty is responsible for the uploading of is/her own research to the anti-plagiarism software.

2. Faculty has to attach the result of check of plagiarism during the submission of his/her research to college committee.

3. The Threshold for similarity is 20 %.

B. Student 1. Before a student or group of students is allowed to

schedule for final oral presentation, he/she/they must submit the final draft of his/her/their document to the advisor.

2. The advisor uploads the documents into the check for plagiarism software.

3. For thesis, capstone, design project, the threshold is 20 %.

4. For practicum/industrial attachment, the threshold is 30 % including bibliography.

5. Only a student or group of students who meets the prescribed threshold is allowed to schedule his/her/their oral presentation.

6. The anti-plagiarism report as mentioned in 1-5 should be part of the cited reports as appendix.

7. Any violation for research ethics and plagiarism policy will subject a researcher to the university penalties.

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Scientific or Research Misconduct AMAIUB demands that all faculty members engaged in scholarship/ research adhere to the highest ethical standards. Misconduct in scholarship/ research by any member of the University community threatens the image of the University and the person. Hence, all scholarly activities must be free from any form of scholarly misconduct. Forms of Scholarly Misconduct Fabrication, falsification, plagiarism, inappropriate allocation of authorship credit or other serious deviation from accepted practices in proposing, carrying out or reporting the results of research activities and including spending of the funds for research, educational or other scholarly activities. Faculty members who after due process, are found to have committed scholarly misconduct may be levied one or more of the following sanctions depending on the gravity of the offense:

• Letter of reprimand • Monitored work performance • Removal from a specific research • Bar from a specific research • Reduced rank • Suspended for a fixed period of time • Termination of employment with the university

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INTELLECTUAL PROPERTY RIGHTS It is the policy of the University to protect the intellectual property rights of faculty members, students and staff on research outputs and scholarly activities. Researcher’s Consent All completed researches conducted in the University (faculties, and students) should be submitted to the Research and Publication Department (RPD). Researches, which have been published internationally, should be accomplished with research consent form to RPD. Copyright

Ownership

University-Financed Research If the research work is done during the official duty of the researcher, copyright will be in joint ownership of the University and the researcher. If the research work is not done during the official time of the researcher but with the financial assistance from the University, the University is entitled to a percentage of the royalty from the research work. Formal agreement will be formulated for such conditions.

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Commissioned Research

For University-commissioned researches, the copyright shall be in joint ownership of the University and the researcher. For researches that are commissioned by external entities, ownership will depend on the agreement made by the University, the researcher, and the external entity.

Collaborative Researches

Ownership of collaborative researches, that is, researches conducted through joint efforts of the University, external entity and the researchers shall belong in joint ownership of the parties involved. Production, Distribution and Marketing The manner of production, distribution and marketing of research works will be assessed by the Research and Publication Department (RPD) and the University Academic Council (AC). The RPD and AC’s recommendations will be submitted to the University Vice President who in turn endorses it for approval to the University President. The RPD is the office responsible for the processing of the approval.

Royalty The royalty derived from the research work shall be awarded according to the manner of ownership previously mentioned. The details of which will however be stipulated

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in the agreement that will be formulated and signed by the concerned parties. Patent Patenting of research work will generally follow the form of ownerships earlier mentioned. Details of the patent will be based on the form of ownership. Administrative Mechanism The RPD together with the University AC shall be responsible in the formulation of standards, guidelines, rules and regulations relating to copyrightable and patentable researches to be endorsed by the University Vice President and approval of the President.

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Salmabad, Kingdom of Bahrain

Doc. No. QR-RDO-01

Issue No. 01

Revision No. 01

College/Department: Date of Effectivity April, 2013

Intellectual Property RIGHT (IPR) Page 111 of

153

Title of Article

Author(s)

Name of corresponding author

Address of corresponding author

Dissemination (e.g. conferences, publication,…etc)

I, with the consent of all authors, hereby agree that:

1. the submitted article is the original work of the author(s) and no part of the work has been published previously or currently under consideration for publication by any other journal, except in abstract form; also, if the research is published it can be presented in a conference as a lecture with no further publication.

2. the article does not contain libelous or unlawful statements, and does not infringe on any privately owned rights including copyright, trademark, or patent;

3. all human and animal studies are in accordance with the guidelines and procedures articulated in the “Ethical Principles for Medical Research Involving Human Subject” (World Medical Association Declaration of Helsinki, http://www.wma.net/e/policy/pdf/17c.pdf) and “Institutional Animal Care and Use Committee Guidebook” (NIH publication, http://grants.nih.gov/grants/olaw/guidebook.pdf).

4. the copyright of the submitted article is transferred to the Research and Research Office, AMA International University – Bahrain (RPO-AMAIUB); this copyright transfer entails the exclusive right of RPO-AMAIUB to reproduce, publish and distribute the article in soft or hard copy and in any other forms, formats or media.

Signed for and on behalf of the author(s)

Signature

Printed Name

Date

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Salmabad, Kingdom of Bahrain

Doc. No. QR-RDO-013

Issue No. 01

Revision No. 00

College/Department: Date of Effectivity 01 September 2011

RESEARCH CONSENT FORM Page 112 of 153

Author Presentation Date

Degree Place

Major Time

Thesis Title

Adviser

This research may be consulted for reference in the conduct of private study provided that due acknowledgement is made where appropriate and that the author’s permission is obtained before any material from the research is published.

I agree that the AMA International University Bahrain Library may make a copy of this research for supply to the collection of another prescribed library on request from that library; and

1. I agree that this research may be photocopied for supply to any person provided that it will not be used for commercial purposes.

OR

2. This research may NOT be photocopied other than to supply a copy for the collection of other prescribed library.

Please tick appropriate box

Signature Over Printed Name

Date

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FACULTY BENEFITS

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FACULTY BENEFITS Earned Benefits and Compensation Salary

The monthly base salaries and merit increments for faculty members are defined on the basis of the established AMAIUB pay scales in accordance with academic rank, qualifications and professional experience. Merit increments for faculty members are considered each year on the basis of their annual performance evaluation rating. The compensation and financial benefits package for faculty members are listed in the employment contract and faculty appointments. Awards AMAIUB’s awards are means of acknowledging faculty members efforts to achieve the highest standards in teaching, research and student advising. The awards are outstanding teacher award, outstanding researcher award and outstanding advisor award. Two awardees of each type will be awarded by the University. Winners of the awards receive symbols of recognition from the President of the University during the Recognition Ceremonies at the end of each school year. Winners of the awards are selected by the UFPC, in accordance with procedures to be developed jointly by the committee and the academic deans. Leaves and Other Benefits AMAIUB faculty members are allowed sick leaves, vacation leaves, sabbatical leave, maternity leave and emergency leaves and observ eall legal holidays declared by the Kingdom.

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First Day of Al-Hijra calendar year Eid El-Adha Eid El-Fitr Ist Muharram 10th, 11th, and 12thThulhaja 1st, 2nd, and 3rd Shawal The Prophet’s Birthday 12th RabieAl-Awal National Day

16th December Ashoora 9th and 10th Muharram First date of the New GregorianYear Ist January

In addition the University celebrates its annual foundation day on September 5. Annual Leave/Vacation Leave (VL) Faculty members who completed one year continuous service at AMAIUB are entitled to thirty (30) days vacation leave with full pay. Faculty members are entitled to a fraction of the 30 days VL for the fraction of year served in the university. Faculty members may not waive the entitlement to leave in lieu of monetary value unless the university required him/her to report during the scheduled vacation leave. Faculty members are required to schedule the dates of their vacation leave during the trimester breaks only. Vacation leaves Plan per School Year must be submitted by the Deans at least two (2) months after the start of the School Year and must be approved by the College Department Head, College Dean and the Provost then must

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be submitted to the HRD office. Sick Leave Faculty members who completed three (3) months of full time service in the University are entitled to:

Fifteen (15) days sick leave on full pay. Twenty (20) days sick leave on half pay Twenty (20) days sick leave without pay

the entitlement of the faculty to sick leave on full or partial pay may be accumulated for a period not exceeding 182 days. In the event that the period of absence of a faculty due to sickness exceeds the sick leave entitlement, the excess may be deducted from the annual leave. The sick leave must be filed online on the first day of reporting for duty thru the use of the HRMS and must be accompanied by a medical certificate if the leave is for a period of more than three (3) days. The medical certificate should also be uploaded in the HRMS. Late filing of sick leave will not be accepted by the system and and will be deducted from the salary of the faculty member. Maternity leave A female worker shall be entitled to maternity leave on full pay for sixty (60) days which shall not be deducted from her annual leave provided she produces a medical certificate attested by the Ministry of Health stating the expected date of her confinement. Such maternity leave shall include the period before and after confinement. Further, she may have

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an additional leave without pay for fifteen (15) days. Sabbatical Leave Faculty members are allowed to apply for sabbatical leave to pursue scholarly activities and interact directly with scholars in leading academic research institutions. Scholarly activities that are considered for sabbatical leave may include pursuing and extending some ongoing research, initiating research in new and diverse areas, gaining research- orienting experience, or writing a research-oriented book. The faculty member may also make use of the sabbatical leave for updating course materials or preparing new courses. All these activities must be relevant to the faculty member’s academic development and in accordance with the needs of his/her department/college and the university. Faculty members are eligible to apply for one year sabbatical leave after serving the University for a minimum of five (5) years with the rank of associate professor and have established an outstanding record in producing and publishing academic research in his/her area of specialization. To be considered for sabbatical leave, the applicant should prepare a complete proposal that states clearly the objectives, research plan and budget of his/her research. The proposal should be submitted to his/her department at least one (1) year before the intended leave date. The proposal is forwarded to the Head of Academic Affairs for review and endorsement to the University President for approval. Within thirty (30) days following return from sabbatical leave, the faculty member is required to submit a report of

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sabbatical leave activities to the department head and the college dean. In addition, said faculty member is expected to comply with the provisions in the return service agreement upon completion of the sabbatical leave. While on sabbatical leave, a faculty member is not allowed to accept gainful employment except under meritorious cases as recommended by the Head of Academic Affairs and approved by the University President. Salary while on sabbatical may range from 0%-100% of basic salary with provision for additional support if necessary such as: airfare, research budget assistance, transportation allowance, etc. Additional benefits are tied up with the nature of the approved sabbatical plan. Other Types of Leaves

A worker shall be entitled to a 3-day leave on full pay in the following circumstances:

In the event of his marriage only once. Death of his/her spouse or one of his relatives to the

fourth degree of relationship Death of his/her spouse's relatives to the second

degree of relationship. B. A worker is entitled to leave for one day on full pay upon the birth of his child. An appropriate leave must be filed with the College Department Head or College Dean and must attach document(s) to establish the facts relating thereto.

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Other Benefits Social Insurance Organization (SIO Benefit) The SIO benefit is in accordance to the SIO law of the Kingdom of Bahrain. Expats = 1% of their salary package Bahraini’s = 4% of their salary package Medical Insurance AMAIUB, full time faculty members are entitled to health benefit provided by accredited Government Health Centers and Hospitals. Education Benefit (EDUCA) Full-time faculty members of AMAIUB including their spouse and children below 21 years of age may avail of the privilege to study at AMAIUB or at AMA International School (AMAIS)---the sister school of AMAIUB offering basic education. This is on the condition that the faculty member of his/her dependent satisfies the admissions requirement of the university or AMAIS. The amount of discounts extended to the faculty member or his dependent(s) depends on the length of service to the university:

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Years of Service

with AMA

% of EDUCA Availment (TF, Miscellaneous

& Lab)

Length of RSA

TERMS

1 Year 50% w/ 12 months of RSA

Remaining 50% will be paid in cash

2 Years and up

75% w/ 12 months of RSA

Remaining 25% will be paid in cash

Discount on total fees (including tuition fees, laboratory fees and miscellaneous fees) Registration and other fees will be paid by the AMA employee during enrollment. Return Service Agreement (RSA) Upon approval of the EDUCA application, a faculty member must sign a Return Service Agreement (RSA) with the university. This means that the faculty member must continue his/her employment with the University for a period specified in the RSA. The faculty and the dependent must satisfy the academic requirements of the courses/ programmes they are enrolled in to continue to enjoy the benefit.

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Additional Benefits for Expatriate Full time Faculty members:

Housing Allowance

Housing allowance is provided for full time expatriate faculty members who are not under sponsorship of their spouses’ visa. The amount varies with the rank of the faculty. Transportation Allowance Transportation allowance is provided for full time faculty members .The amount varies with the rank of the faculty. Annual Air Passage for Expatriates After completing one year of continuous service, full time expatriate faculty members are entitled to annual leave airline tickets to the country of origin/permanent residence. Tickets are in economy class and based on the most economical route. Arrangements of the airline tickets can be made at the HRD Office. These tickets are not convertible to cash. Severance Pay or Leaving Indemnity A full time faculty member of AMAIUB who have completed at least one (1) year of continuous service shall enjoy severance pay in accordance with the provision of Chapter14: Termination of a Contract of Employment and Article 116 of Law No. 36 of 2012 of the The Labour Law for the Private Sector.

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RENEWAL AND

TERMINATION OF CONTRACTS

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RENEWAL AND TERMINATION OF CONTRACTS Professorial Rank The initial 2-year employment contract for faculty appointed in the tenure track rank is temporary and subject to annual review of performance. After 2 years, if the review of performance warrants and there is mutual agreement on contract terms, AMAIUB will renew the appointment for another 2 years. A member of the faculty must have obtained a minimum average annual performance rating of 80% and has no record or outstanding disciplinary sanctions that compromised his/her honesty, integrity and professionalism. Non-Professorial Rank The initial 2-year contract for faculty in the Non-Professorial rank is temporary and subject to annual review of performance. After 2 years, if the review of performance warrants and there is mutual agreement on contract terms, AMAIUB will renew the appointment for another 2 years. Subject to continued satisfactory performance and mutual agreement on contract terms, subsequent renewals can be extended up to a maximum of five 5 years where in a faculty must have earned a PhD or equivalent doctorate degree and maybe considered in the tenure-track professorial rank as assistant professor. A member of the faculty must have obtained a minimum average annual performance rating of 75% and has no record or outstanding disciplinary sanctions that compromised his/her honesty, integrity and professionalism.

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Non-Tenured Track Appointments to the Non-tenured track teaching positions are normally on an annual basis and may be renewed depending on the evaluation of performance and university needs. The faculty member must have obtained a minimum average annual performance rating of 75% and has no record or outstanding disciplinary sanctions that compromised his/her honesty, integrity and professionalism. Part time faculty Upon the recommendation of the College Dean and endorsement of the Head for Academic Affairs, the University President may authorize hiring of part time lecturers or Professors who shall be paid for each teaching hour in accordance with approved rate for part time members of the faculty. However, the college must ensure that the numbers of part time faculty should not exceed 25% of the total teaching staff for the Bachelors level and must not exceed 50% for the Masters’ level. Bases for renewal of appointment:

1. Average annual performance rating of at least 75% (PAST rating) for professorial ranks and 70% for non professorial ranks.

2. Did not exceed allowable tardiness and absences (maximum of 20% of required class hours) for no valid reason. Sickness or emergency cases will not be counted part of the 20% maximum allowable absences or tardiness provided the faculty.

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3. On time or earlier submission of grades. 4. No outstanding and un-liquidated cash advances

from the accounting office. 5. No outstanding and un-resolved Notice to Explain or

un-served sanction or pending academic or behavioral case filed in the HRD office.

Basis for Non-renewal of appointment:

1. PAST rating below passing mark (below 75% for professorial rank) and below 70% for non- professorial ranks.

2. Exceeded allowable un-excused absences or tardiness. (more than 20% of the required class attendance)

3. Non submission or late submission of grades 4. With un-liquidated cash advances and unresolved

and pending disciplinary (academic or behavioral) cases in the HRD office.

Letter of intent to renew or end a contract A faculty member who wishes to renew his/her employment contract must submit a letter of intent to renew his/her contract at least one trimester before the end of the existing contract. Similarly, a faculty member who does not wish to renew his/her contract must submit a letter of intent not to renew at least 30 days before the end of the contract. Termination prior to end of contract The University may terminate the appointment of a member of the faculty if the faculty member is found guilty of

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dishonesty, gross personal or professional misconduct, or willful neglect of duty; if he/she is convicted of a criminal offense; if after adequate warning notice issued he/she still fails to attend diligently to his duties as determined by his/her college department head; if he/she is absent without authorization for more than one (1) week immediately following a home leave; or for any continued material breach of the terms of his/her contract. Resignation A faculty members service may be terminated through voluntary resignation, which should be submitted to the appropriate department head and dean at least one (1) trimester in advance subject to all pertinent provisions under the contract. Expatriates who are leaving the university voluntarily, through retirement or resignation are eligible for payment of indemnity according to Bahrain Labour Law.

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DISCIPLINARY

POLICY INARYPOLICY

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DISCIPLINARY POLICY It is the policy of AMAIUB to enforce rules of conduct outlined below. All members of the faculty must adhere to rules and regulations of the university. AMAIUB ensures prompt and efficient procedure for handling and resolving grievances in a manner that is fair, without prejudice or fear of retaliation and where all concerned shall be treated with respect, courtesy and dignity. Faculty Grievance Committee The Faculty Grievance Committee is an ad-hoc committee and will be formed if the need arises. It is composed of five (5) members, two of which must be deans of colleges where concerned faculty members are not member/s of. The other members are appointed by the Provost. Offenses and Sanctions Any faculty member who is accused of committing any of the following non exclusive offenses will be issued notice to explain and will be investigated fairly and impartially by the appointed Faculty Disciplinary Committee to ascertain guilt. If proven culpable, a corresponding sanction will be levied. The following disciplinary sanctions may be given depending on the gravity of an offense: Verbal Reprimand; Written Warning, three-day Suspension; or Termination for cause.

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Offenses and Penalties: Legend: 1 – Verbal Reprimand 2 – Written Warning 3 – 3-day Suspension 4 – Termination for a Cause

OFFENSE OCCURRENCE &

PENALTY

A. Attendance 1st 2nd 3rd 4th

1.Tardiness in: a. In class b. Proctoring Examinations c. Departmental/Collegiate/

Institutional activities

1 1 1

2 2 2

2 2 2

3 3 3

2.Absences in: a. In class b. Proctoring Examinations c. Departmental/Collegiate

/Institutional activities

1 1 1

2 2 2

2 2 2

3 3 3

3. Early Dismissal 1 2 2 3

4. Non-attendance to approved non-teaching schedule/ work hours with/without valid excuse:

a. student advising/student consultation and university/community services

b. Research

2

2

2

2

2

2

3

3

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5. Absence in institutional, collegiate or Departmental activities, departmental

meetings And activities without notice

a) Collegiate meetings and activities

b) Enrollment c) AMAIUB days of celebration d) Examination week e) Faculty development programs f) Athletic events g) Cultural presentations h) Field trips i) Any other activity requiring full

participation of faculty members

1 1 1 1 1 1 1 1 1

2 2 2 2 2 2 2 2 2

2 2 2 2 2 2 2 2 2

3 3 3 3 3 3 3 3 3

6. Absence without leave or notice for:

a. 5 working days or less

b. more than 5 working days

3 4

4

7. Other offenses analogous to the above

Sanction depends on the gravity of the offense

B. Failure to comply with requirements 1. Failure to submit the following documents on time:

a. Examination papers b. Syllabus c. Faculty Plotting Form d. Minutes of meeting of academic

adviser and Committees

e. Late submission of grades f. Other documents required by

the department/ college/institutions

2 2 2 2

2 2

1

2 2 2 2

2 2

2

3 3 3 3

3 3

3 3 3 3

3 3

3

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2. Failure to submit the following requirements for Study grant both for self and for dependent:

a. Study permit b. Curriculum c. Registration forms d. Graded class cards e. Other documents related to the

above

2 2 2 2 2

2 2 2 2 2

3 3 3 3 3

3 3 3 3 3

3. Failure to submit attendance certification

2 2 3 3

4. Submitted a fraudulent attendance certification

3 4

5. Other offenses analogous to the above Sanction depends on the gravity of the offense

C. Non observance of school policies 1. Not wearing of ID upon entering and

within the campus

1 1 2 2

2. Non observance of the proper dress code

2 2 3 3

3. Smoking inside the campus other than designated smoking areas

2 2 3 4

4. Refusal to conduct make up classes for missed classes

2 3 3 4

5. Other offenses analogous to the above Sanction depends on the gravity of the offense

D. Falsification of school norms and documents 1. Tampering of documents a. grading sheets/class record b. logbook/attendance records

4 3

3

4

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2. Writing false entries a. logbook/attendance sheets b. special report of grade forms c. change of grade forms

3 4 4

4

3. Other offenses analogous to the above Sanction depends on the gravity of the offense

E. Misuse of University Name 1. Misuse of university name, property or equipment for personal or commercial purposes

3 4

2. Unauthorized representation which may cause damage to the university

4

3. Discrediting the university's name in public

4

F. Indiscriminate change of students grades 1. Influencing other faculty members to

change the grade of a student by reason of personal

relationship, unduly using authority of ones' position

4

2. Giving a passing grade/changing a student’s grade in consideration of some remuneration or favor

4

3. Other offenses analogous to the above Sanction depends on the gravity of the offense

G. Fraudulence/Dishonesty 1. For full time faculty teaching in other schools without permission

4

2. Fraud or willful breach by the faculty member of the trust given to him/her by his/her superior or duly authorized representative

4

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3. Accepting teaching and/or other tasks with or without remuneration during work hours in the university

4

4. Plagiarism 4

5. Violation of intellectual property rights 4

6. Submission of falsified/tampered documents

4

7. Other offenses analogous to the above Sanction depends on the gravity of the offense

H. Misconduct 1. Giving remarks that embarrass students or colleagues or employees of the university

2 3 3 4

2. Gossiping, rumor-mongering, character assassination, making malicious, obscene, or libelous statements about the person or any member of the academic community

3 3 4

3. Unauthorized solicitation or selling of advertisement, books or other items to students

3 4

4. Allowing students to cheat during major examinations

4

5. Contracting personal loans or debts from students and/or parents

3 4

6. Giving false statements or testimonies 3 4

7. Gross insubordination or discourtesy to direct superiors or senior officers of the university

4

8. Grave public scandal 4

9. Cohabitating with partner without the benefit of marriage/extramarital relationship

4

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10. Other offenses analogous to the above Sanction depends on the gravity of the offense

I. Illegal activities within the campus of the vicinity 1. Illegal possession of prohibited drugs or deadly weapons on campus

4

2. Physical assault a. attempting physical injuries b. inflicting physical injury

3 4

4

3. Entering school premises under the influence of drugs or intoxicating beverages

4

4. Promoting or participating in gambling within the campus

4

5. Other offenses analogous to the above Sanction depends on the gravity of the offense

J. Criminal Offenses 1. A conviction by a court of law of a crime involving moral turpitude

4

2. Commission of a crime against the employer or any immediate member of his family or his duly authorized representative

4

3. Qualified theft 4

4. Sexual harassment 4

5. Other offenses analogous to the above Sanction depends on the gravity of the offense

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K. Violation of IT Policies 1. Unauthorized changing of computer setup end default network setup

1 2 3 4

2. Transmission or dissemination of obscene, profane, pornographic materials

2 3 3 4

3. Sending messages that are hateful, harassing or threatening to fellow uses

2 3 3 4

4. Sending of unofficial mass e-mail that cause complaints or sending large quantities of unwanted e-mails to any AMAIUB mailing list

1 2 3 4

5. Playing of web based PC and Network games

2 2 3 3

6. Unofficial use of download tools 2 3 4

7. Unofficial use of chat tools or instant messengers

1 2 3 3

8. Visiting pornographic sites 1 2 3 4

9. Installing of unauthorized test servers 1 2 3 4

10. Making unauthorized attempts to gain access to any account or computer resource not belonging to

2 3 3 4

11. Intentionally posting or transmitting any information or software which contains a virus,

3 4

12. Other offenses analogous to the above Sanction depends on the gravity of the offense

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L. Breach of contract 1. Failure to comply with any provisions of the Contract

a. Study grant b. Sabbatical Leave c. Research grant d. Training e. Other contracts between the

institution and the faculty

3 3 3 3 3

4 4 4 4 4

2. Other offenses analogous to the above Sanction depends on the gravity of the offense

In cases where-in an offense warrants more than one suspension for succeeding offenses of the same nature, the following shall be imposed;

1st suspension – 3 working days 2nd suspension – 5 working days 3rd suspension- 7 working days

After the third suspension, termination of service shall be imposed.

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GRIEVANCE AND APPEALS AMAIUB ensures prompt and efficient procedure for handling and resolving grievances in a manner that is fair, without prejudice or fear of retaliation and where all concerned shall be treated with respect, courtesy and dignity. GRIEVANCE PROCEDURE Through Administrative Channels. The faculty can discuss the grievance with his/her immediate superior within 7 days of the occurrence of the incident. The immediate supervisor must act and resolve the grievance within 7 working days or refer the grievance to a higher level officer who is also given 7 working days to resolve it, otherwise if the grievance is unresolved through administrative channels,it must be forwarded to the HRD office for filing of formal grievance or complaint. Through Formal Grievance Hearing If HRD finds the complaint valid, the complaint will be forwarded to a panel composed of 5 members and start the formal hearing process. The panel should submit their findings, conclusions and recommendations to the President within 30 days after the hearing ends. The President shall forward his written final decision within 30 days from receipt of the panel’s report. Any delays in the issuance of the decision and the reason for the delay should be communicated to both parties

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concerned. APPEALS If the formal procedure fails to resolve the grievance, either employee may begin the steps of this appeal procedure no later than fourteen (14) calendar days after receipt of the Formal Grievance Procedure decision to the Chairman of Personnel Committee for a review of the decision .A request for appeal may be filed with the Office of the President. Appeals will be acted and resolved no later than 14 days upon receipt.

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ACADEMIC OFFICERS

COLLEGE OF ADMINISTRATIVE AND FINANCIAL SCIENCES

DR. RANDOLF VON SALINDO Dean

Email Add: rvnsalindo@amaiu.edu.bh Tel. No.: 1778774

DR. DENNIS BLANCO Associate Dean

Email Add: dbblanco@amaiu.edu.bh Tel. No.: 17787966

DR. MANOLO ANTO Programme Head - MBA

Email Add: mlanto@amaiu.edu.bh Tel. No.: 17787966

DR. DANILO DIOTAY

Programme Head - Business Informatics Email Add: dcdiotay@amaiu.edu.bh

Tel. No.: 17787966

DR. FELICIDAD DY KAM Programme Head - International Studies

Email Add: fadykam@amaiu.edu.bh Tel. No.: 17787966

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COLLEGE OF ENGINEERING

DR. HUSHAM AHMED Dean

Email Add: hmahmed@amaiu.edu.bh Tel. No.: 17787981

DR. BEDA ALETA Associate Deang

Email Add: btaleta@amaiu.edu.bh Tel. No.: 17787981

DR. ZIAD ISMAIL Programme Head – Mechatronics Engineering

Email Add: zismail@amaiu.edu.bh Tel. No.: 17787981

DR. LINA CALUCAG Department Head - Math and Sciences Email Add: lscalucag@amaiu.edu.bh

Tel. No.: 17787981

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COLLEGE OF COMPUTER STUDIES

DR. SAFEEULLAH SOOMRO

Dean Email Add: s.soomro@amaiu.edu.bh

Tel. No.: 17787975

DR. MARY ANNE TAQUIQUI Associate Dean

Email Add: mbtaquiqui@amaiu.edu.bh Tel. No.: 17787975

CENTER FOR GENERAL EDUCATION

DR. MAHDI FADHLI MOSA Director of CGE

Email Add: mfmosa@amaiu.edu.bh Tel. No.: 17787985

DR. ROSITA CASTRO Department Head - Social Sciences Email Add: rgcastro@amaiu.edu.bh

Tel. No.: 17787975

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UNIVERSITY OFFICERS

DR. REDINA M. VICTORIA President

Email Add: mmvictoria@amaiu.edu.bh Tel. No.: 17787990

MS. BUENA GRACIA A. CANZANA Head, Finance and Administration

Email Add: bgacanzana@amaiu.edu.bh Tel. No.: 17787964

DR. GERALDO C. TALISIC Provost

Email Add: gctalisic@amaiu.edu.bh Tel. No.: 17787956

MR. ALI AL JASSIM

Director for Public Relations and Community Engagement Department

Email Add: ali.aljasim@amaiu.edu.bh Tel. No.: 17787989

DR. AILEEN B. CADAY Senior Manager Quality Assurance Email Add: abcaday@amaiu.edu.bh

Tel. No.: 17787970

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DR. AMIN EL MELIGI Dean of Student Affairs

Email Add: aelmeligi@amaiu.edu.bh Tel. No.: 17787900

DR. KHALAF HASAN ALI MUTTER Director for Research and Publication

Email Add: khali@amaiu.edu.bh Tel. No.: 17787980

DR. MARLUNA L. URUBIO Head of Planning and Development Office

Email Add: mlurubio@amaiu.edu.bh Tel. No. 17787970

MS. SARAH YOUSIF HUSSAIN MOHAMED YOUSIF

Head, Admission Department Email Add: syhussain@amaiu.edu.bh

Tel. No.: 17787950

MS. AFAF TAWASH Head, Registration Department

Email Add: atawash@amaiu.edu.bh Tel. No.: 17787951

MS. KEFAYA AL MUBARAK Head, Student Affairs Department

Email Add: k.almubarak@amaiu.edu.bh Tel. No.: 17787984

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MR. HUSSAM HUBAIL Head, Placement, Linkages and Alumni Department

Email Add: hHubail@amaiu.edu.bh Tel. No.: 17787955

MR. HASAN ABDULNABI Head, International Affairs Department Email Add: hhabdulnabi@amaiu.edu.bh

Tel. No.: 17787958

MS. REMEDIOS QUINTO Head, Library Department

Email Add: rlquinto@amaiu.edu.bh Tel. No.: 17787963

MR. RUTHERFORD Y. ANTIPOLO

Head, IT Department Email Add: ryantipolo@amaiu.edu.bh

Tel. No.: 17787953

MR. EVANN LLOYD ASENCIO

Head, Facilities, Maintenance and Security Department Email Add: elasencio@amaiu.edu.bh

Tel. No.: 17787959

MS. ROMARITA G. PABILLORE Head, Human Resource Department

Email Add: rgpabillore@amaiu.edu.bhTel. No.: 17787960

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MR. JEFFERSON BARRIENTOS OIC - Accounting Department

Email Add: jfbarrientos@amaiu.edu.bh Tel. No.: 17787952

MS. MARITES V. DE ALDAY Head, Audit Department

Email Add: mvdealday@amaiu.edu.bh Tel. No.: 17787962

MS. THELMA A. COLESIO Head, Treasury Department

Email Add: tacolesio@amaiu.edu.bh Tel. No.: 17787971

MR. ROSEMARIE A. ROSALES Head, Purchasing Department

Email Add: rgrosales@amaiu.edu.bh Tel. No.: 17787983

MR. RANDY A. MANA Head, Property Department

Email Add: rlmana@amaiu.edu.bh Tel. No.: 17787959

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AMA HYMN

You put us in mould, Dear Alma Mater You hold the future in this race against

time Through the years in your folds We

nurtured our dreams Our promise to you The toast is for you

Dear Alma Mater You have given us arms

For the battles of life And the conquest of our dreams

Oh, Dear AMA

You have sharpened our minds We will triumph by which

The toast is for you.

The light up ahead is victory foreseen With noble desires we behold its gleam Our motherland lays her hopes on the

youth. The future that we hold is her hope that unfolds.

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153

Important: Please accomplish Acknowledgement Sheet below and submit it to the office of Human Resourcce Department. ================================================== I acknowledge that I have received and read the AMAIUB Faculty Manual and understood the policies and procedures of the University. I shall respect and dutifully abide by the University rules and accept responsibility for knowing and familiarizing myself with the information contained in this Manual. I shall seek clarification from the appropriate Academic or HRD Officer if it is deemed necessary. Conforme: Name of Student: ______________________________ Student No. : ______________________________ Signature : ______________________________