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Ontario Tech acknowledges the lands and people of the Mississaugas of Scugog Island First Nation.

We are thankful to be welcome on these lands in friendship. The lands we are situated on are covered by the Williams Treaties and are the traditional territory of the Mississaugas, a branch of the greater Anishinaabeg Nation, including Algonquin, Ojibway, Odawa and Pottawatomi. These lands remain home to many Indigenous nations and peoples.

We acknowledge this land out of respect for the Indigenous nations who have cared for Turtle Island, also called North America, from before the arrival of settler peoples until this day. Most importantly, we acknowledge that the history of these lands has been tainted by poor treatment and a lack of friendship with the First Nations who call them home.

This history is something we are all affected by because we are all treaty people in Canada. We all have a shared history to reflect on, and each of us is affected by this history in different ways. Our past defines our present, but if we move forward as friends and allies, then it does not have to define our future.

Learn more about Indigenous Education and Cultural Services

Complete the appointment process

Candidate acceptance

The candidate accepts the offer and returns the signed offer of appointment letter and completed credential verification authorization to the Dean, who forwards the documentation to the office of the provost (signed offer letter only) and HR for the official files.

HR initiates the credential verification and notifies the Dean when completed. The dean notifies the candidate of the credential verification results.

HR completes the pension and benefits on-boarding/signup with the new faculty member.

Note: If the candidate declines the offer, the Dean will notify the Office of the Provost and HR, updating the appointment file if the offer of appointment procedures are to be repeated for a second-ranked finalist candidate. Alternatively, the Dean may call another meeting of the search committee or refer to HR for guidance about next steps.

Provide feedback to candidates

Once the finalist candidate’s appointment is confirmed, the Dean personally contacts, preferably by phone, all shortlisted candidates who were interviewed as well as other applicants not yet advised of the status of the appointment.

If an unsuccessful candidate writes to request the specific reasons for not being selected, the dean consults with HR and the office of the provost to prepare a proper response. While meaningful feedback to candidates is encouraged, it is imperative to respect and protect the confidentiality of the information belonging to other applicants.