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Faculty Reconciliation

The Director of Faculty Reconciliation (DFR) serves as a private and independent resource to offer advice and counsel to faculty members who seek it, particularly in relation to disputes with immediate supervisors or university administrators.

The DFR has a designated role within the grievance process to assist in resolving disputes that are eligible for consideration as a grievance if so requested by the faculty member and can help facilitate conversations between faculty members and their supervisors with the goal of reaching mutually agreeable solutions. Faculty members may also consult the DFR regarding serious disagreements with colleagues, immediate supervisors or other university administrators over issues that are not eligible for consideration within the grievance process.

The DFR operates informally as a facilitator, meeting with the respective parties to determine if there is common ground for resolution of the matter, facilitating a solution that is agreeable to the principal parties and consistent with university policy and practice.

Email the Director of Faculty Reconciliation, Ken Eriksson. 

References and Resources

Frequently Asked Questions

  • The goal of reconciliation is to promote fairness, equity, justice, and respect that will lead to a “win-win” resolution to a dispute.
  • The process is confidential (issues such as fraud, waste and abuse, immediate risk of physical harm, discrimination and sexual harassment do not fall under the jurisdiction of the reconciliation committee and, if such issues are brought to the attention of the committee, confidentiality cannot be maintained).
  • Depending on the wishes of the faculty member, the reconciliation process may assist in facilitating conversations between the faculty member and their immediate supervisor or other university administrators.
  • Should the parties so wish, reconciliation allows the parties to work with an independent and neutral third party with no role in the dispute other than assisting the parties in identifying common ground and reaching a mutually agreeable resolution.

  • The DFR initially meets with the faculty member to discuss conflict dispute resolution options and other possible resources including mediation services.
  • Depending on the wishes of the faculty member, the DFR may work with another member of a panel of committed faculty volunteers and meet separately with the two parties in an attempt to identify common ground.
  • Depending on the wishes of the faculty member, the reconciliation process may involve one or more of the following:
    • identification of issues,
    • exploration of options,
    • coaching, facilitation, or serving as an intermediary, or
    • providing upward feedback to academic administrators or management without attribution to faculty member.

  • The faculty member is able to discuss issues confidentially without any additional action being taken.
  • A negotiated agreement between the faculty member and the department head. (Other senior administrators may be involved in the agreement as necessary).
  • An agreement that addresses performance issues.
  • Coaching to help individuals help themselves.
  • Rebuilding of trust and communication between the parties.
  • A better understanding of the reasons for departmental actions.