ITPS is committed to high standards of academic conduct and integrity. Reported or suspected violations will be considered by the instructor and will be referred to the Head of Training (HoT). The Head of Training may in consultation with the President decide to refer the matter to the Sponsor organization to discuss disciplinary action as may be appropriate. The student(s) suspected of violating academic honesty will be given a warning by the instructor.

Definitions of Academic Dishonesty

Academic dishonesty includes the following and any other forms of academic dishonesty:
Cheating – Using or attempting to use crib sheets, electronic sources, stolen exams, unauthorised study aids in an academic assignment, or copying or colluding with a fellow student in an effort to improve one’s grade.
Fabrication – Falsifying, inventing, or misstating any data, information, or citation in an academic assignment, field experience, academic credentials, job application or placement file.
Plagiarism – Using the works (i.e. words, images, and/or other materials) of another person as one’s own words without proper citation in any academic assignment. This includes submission (in whole or in part) of any work purchased or downloaded from a website or an Internet paper clearinghouse.
Facilitating Academic Dishonesty – Assisting or attempting to assist any person to commit any act of academic misconduct, such as allowing someone to copy a paper or test answers.

Conduct

Students enrolling in a program at ITPS assume the obligation of conducting themselves in a manner compatible with an educational institution. Misconduct for which students are subject to discipline may be divided into the following categories:

• All forms of dishonesty, cheating, plagiarism, or knowingly furnishing false information to ITPS.

• Obstruction or disruption of teaching, research, administration, disciplinary procedures, or other authorized activities on ITPS premises.

• Classroom disruption. Behaviour occurring within the academic arena, including but not limited to classroom disruption or obstruction of teaching.  In cases of alleged campus and/or classroom disruption or obstruction, an ITPS member and/or administrator may take immediate action to restore order and/or to prevent further disruption (e.g. removal of student(s) from class or other setting). The ITPS members have original jurisdiction to address the immediacy of a situation as they deem appropriate. When necessary and appropriate, Public Safety and/or the local police may be contacted to assist with restoring peace and order. The ITPS member’s response is forwarded to the Head of Training (or designee) for review and, if necessary, further action. Further action might include permanent removal from the course. Repeated offences could lead to removal from the program and/or ITPS.

• Theft of or damage to the property of ITPS and/or other students and/or employees.

• Violation of other ITPS policies applicable to students (i.e., Sexual Violence and Sexual Harassment Policy).

Students who engage in any of the above misconduct may be subject to dismissal from ITPS on careful consideration by the President or his designee. To the extent that penalties for any of these misconducts (e.g., theft or destruction of property) are prescribed by law, ITPS will consider appropriate action under such laws.

Appeals of actions taken under this policy may be made under the Student Appeals Policy.

Disciplinary Actions

ITPS Canada does not sanction or tolerate academic misconduct by students.

When the instructor has substantial evidence that academic misconduct has occurred, the instructor can determine the degree of penalty within his/her jurisdiction regarding the course in which the misconduct occurred. Such penalties may range from a warning for a minor offence to grades expunged for more serious violations. Proven gross academic misconduct by students may result in disciplinary actions that go beyond academic sanctions within the course. These actions may be severe, such as expulsion from an academic program, and in extreme cases, expulsion from ITPS. A written report of the incident will be placed in the student’s permanent file and destroyed upon graduation.

If the student does not agree with the instructor’s allegation of academic misconduct and subsequent penalty, he/she may make an appeal through the Academic Appeals Process as outlined in the MS Academic Policy.

If a student receives an unsatisfactory grade (C or D) in a course as a result of academic dishonesty, existing academic policies may lead to a warning and notification of the Sponsor organisation, probation, or dismissal.

This document provides brief guidance on appropriate ways of interacting with your classmates, teaching assistants, and instructors in online professional contexts. It applies to email, online discussion groups, and online chats.

Professional Writing Conventions

Use Formal Language
• Avoid slang, abbreviations (e.g., “u” for “you”), and emojis in academic or professional communication.
• Maintain a respectful and objective tone.

Structure Your Writing
• Introduction: Briefly state the purpose.
• Body: Present your main ideas or arguments clearly.
• Conclusion: Summarize and, if needed, include a call to action or next steps.

Grammar, Punctuation, and Spelling
• Proofread before submitting or sending any work.
• Use tools like Grammarly or spell checkers but also review manually.

Referencing and Citation
• Always cite your sources using the appropriate academic style (AIAA, IEEE, APA, MLA, Chicago, etc.).
• Avoid plagiarism by paraphrasing and giving credit where it’s due.

Clarity and Conciseness
• Be direct and to the point.
• Avoid overly complex sentences or jargon unless contextually appropriate.

Discussion Group Etiquette

Be Respectful
• Listen to others without interrupting.
• Acknowledge and respond thoughtfully to differing opinions.

Be Prepared
• Complete readings or assignments beforehand.
• Bring notes or questions to contribute meaningfully.

Stay on Topic
• Stick to the agenda or subject being discussed.
• Avoid side conversations or off-topic comments.

Practice Active Listening
• Nod, take notes, and ask relevant questions to show engagement.

Avoid Dominating
• Allow space for others to speak.
• Use inclusive language (e.g., “we,” “our class,” etc.).

Professional Email Structure

Subject Line
• Clear and concise (e.g., “Request for Meeting – Assignment Clarification”)

Greeting
• Use appropriate titles and last names unless invited otherwise (e.g., “Dear Professor Smith,”).

Opening Line
• Briefly state who you are if it’s your first email:
“My name is Alex Lee, a student in your Tuesday History 102 course.”

Body of the Email
• Clearly state the purpose (question, request, clarification).
• Use paragraphs if discussing multiple points.
• Be polite and avoid demands.

Closing Line
• End with a thank you or polite sign-off:
“Thank you for your time and assistance.”

Signature
Best regards,
Alex Lee
History 102, Section B
University Name

ITPS maintains a Training Effectiveness Policy covering student progression in section   1.7 of the PART-ORA APPROVED TRAINING ORGANISATION MANUAL: PART 3 – TRAINING   MANUAL, reproduced below. Within this policy, the terms course and program are used synonymously.

Training Effectiveness

Responsibilities
The Chief Academic Officer (CAO) is responsible for supervising the progress of individual students and has overall responsibility for the standard of theoretical knowledge instruction and flight training.

He/she samples and countersigns 25% of student records on at least a monthly basis. In addition, the CAO is to program regular meetings with instructional staff to discuss overall student progress and any areas of concern in connection with the training program and student population.

General Assessment
Instructors are to bring to the attention of the Head of Training (HoT) any concerns regarding the adequacy of the progress being made by their students, and the HoT should then notify the CAO. Any flight exercise grading of a student below grade B should be reviewed, and other than an occasional dip in performance below grade B, must be regarded as Unsatisfactory Progress and the actions set out below should be implemented.

Unsatisfactory Progress in Flying
If a student’s performance is such that they fail to achieve the required performance standard at the end of a flight exercise, the student is to be debriefed accordingly.  Consideration should be given to repeating the entire exercise or those parts of the exercise that are below standard. In the Flight Test Training environment, exercise repeats are not always viable, but the student generally has the opportunity to re-demonstrate progress made during the end-of-phase exercises.

If a flight instructor has concerns about the progress of a student, he/she is to bring this to the attention of the HoT and should then notify the CAO if necessary.

Actions to Correct Unsatisfactory Progress and Review Procedure
In the event of failing an exam, test, or generally unsatisfactory progress, either in theoretical knowledge or flying, this must be reported to the HoT or CAO via the relevant CTKI or CFI. The HoT and the CAO will interview the student to determine whether there is any obvious reason for lack of progress and whether extra training is needed for the student to meet the required standard.

Where the student is so assessed the CAO will also consider the advisability of a change of instructor. The student will be placed on Review and formally interviewed by the CAO, and the HoT or the President. The CAO and HoT or President may also need to consult with the student’s sponsor if there are cost implications for the Review period. The duration of the Review period shall be specified in terms of date and /or flight hours. The CFI /CTKI shall monitor the student closely on Review. At the end of the Review Period, the CAO shall convene the staff involved to consider the student’s status. If there has been satisfactory progress, the student shall be formally notified by the CAO that he is no longer on Review. If no satisfactory progress has been made, then Suspension may be the only alternative. See para 1.7.7.

Changing Instructors
If either the instructor or the student is unhappy with the progress on the course, he/she shall direct his/her concerns directly to the HoT. If, in the opinion of the HoT, a student’s progress will benefit from flying with another instructor, he/she shall inform the original instructor of his/her decision and assign an alternative instructor to the student.

The changing of instructors shall be by mutual consent between the candidate and the two instructors concerned and may be made only with the agreement of the HoT.

No more than two instructor changes (i.e. a total of three instructors) are acceptable. This does not include short-term changes due to instructor sickness, leave, etc.

Internal Feedback
If either the instructor or the student is unhappy with the conduct of the course, they are to direct their concerns in writing directly to the HoT. Instructor meetings will be organised by the HoT to review the effectiveness of training and identify any areas in which adjustments might be needed to improve the overall effectiveness of the training organization as a whole.

Suspension from Training
Suspension from training may be considered when:
• The student, after completing adequate remedial training, cannot demonstrate the ability to reach the required standards.

• The student, after completing adequate remedial training, continues to demonstrate an unsuitable attitude or behaviour such that they could be considered unsafe to act as a pilot.

• The student does not pass all theoretical knowledge examinations in two attempts.

Suspension from training may also be considered if the Head of Training concludes that a student lacks the ability to complete the course successfully.

Before suspending a student from training the HoT is to investigate the circumstances thoroughly, discussing the matter with all parties of interest, including the student concerned.

The student is to be notified of their suspension in an interview with either the President, CAO, or the Head of Training, and given the reasons for suspension in writing.

Disciplinary Procedures
Each student has the responsibility to be fully acquainted with and comply with the provisions of National aviation legislation and the ATO Operations and Training Manuals.

If a student consistently fails to meet the completion standards related to the flight training, theoretical knowledge, or displays an irresponsible attitude or demonstrates a clear and distinct lack of aptitude or any other behaviour not consistent with the qualities required of a test pilot, suspension from training may be considered.

Termination of training is likely in the event of:
• Repeated failure to comply with the provisions of the ATO Operations and Training Manuals, or a deliberate breach of national aviation legislation.

• Behaviour or attitude that endangers flight safety.

• Failure to attend at least 75% of the scheduled lessons.

• Charged with/or convicted of criminal acts.

Reporting and Documentation
Details of a student’s suspension will be recorded in the student training file.  A student must be advised in writing of any intention to suspend or terminate their training.

Any deviation from training standards shall be documented and reported to the Head of Training.

End of Course Procedures
At the end of the program, a Graduation Board shall be convened and, subject to recommendation by the President, should issue an academic transcript along with issue of the Program Completion Certificate.

The student shall complete and return a course critique form, prescribed in the ITPS ISO Procedures, to HoT. A copy of this shall be filed with the student’s records.

Scope

This policy applies to all students and courses within the ITPS MS program(s).

Cross Reference

Student Appeals Policy.

Credit

To obtain credit in a course, students must satisfy the course requirements as published in the course outline.

The Course Outline

The instructor is required to provide a formal statement to students called the Course Outline. The course outline must be made available to all ITPS students registered in that course, on or before the commencement of the course.

The course outline must specify:
• Complete calendar description

• Proposed list of topics to be covered

• Mandatory Required Materials to be acquired

All the elements that will contribute to the cumulative grade earned and the overall approximate grade breakdown for the course. The elements and grade breakdown may initially be approximate, but are normally confirmed during the first week of the course. If additional requirements beyond the cumulative grade earned must be satisfactory to pass the course, this should be clearly identified in the course outline.

Due dates for major course elements should be indicated. The dates may be tentative initially but are normally confirmed during the first week of the course. If changes to due dates are required, students should be given adequate notice. Final scheduled exam dates are excluded from the information provided and will be presented later in the term.

Grading System

Standing in a course is determined by the course instructor, subject to the approval of the HoT. Standing in courses will be shown by alphabetical grades. The system of grades used, with corresponding grade points and the percentage conversion, is listed in the following table.

*F Failure. The grade of F is assigned when the student has failed to meet the conditions of “satisfactory performance” defined in the Course Outline. F carries 0.0 grade points.

Change of Grade

Final grades are posted after grades are approved by the CAO. Once posted, final grades may only be changed through formal appeals of grade processes covered in the ITPS Final Grade Appeal Policy. Any instructor-initiated changes beyond the formal appeal process must be completed by the instructor and approved by the CAO within 6 months of the last day of the exam in the course.

Calculation of GPA

The student Grade Point Average (GPA) shall be calculated as the weighted average of grades completed by the student.

Award of Credential

The appropriate credential will be awarded only after the student successfully completes (with a B- or above) every course in the program within which they are registered.

Appeals

Appeal of the final grade in any course may be made under the Final Grade Appeal Policy.

GRADUATION POLICY

The Graduation Board of ITPS includes a minimum of 4 persons which must include the Head of Training and the CAO.

The criteria assessed by the Board contain pass/fail considerations:

Theoretical knowledge achievement: the pass mark is set at 70% for each end of phase written exam (with a maximum of 1 re-sit per exam).

All exercise reports should receive grade “B – “as a minimum.

The student’s general attitude and behavior should be compatible with the requirement to be an effective and productive member of any flight test crew. In case of consistent lack of work ethic or teamwork, or the student being involved in interpersonal conflicts or any acts and behaviours which undermine their professionalism and the academic environment, the school reserves the right to make that final qualitative judgement and not graduate any candidate the Board does not agree by unanimous consensus will be able to rise to the above criteria. In the absence of consensus, the final decision will rest with the President.

Collected a total of 54 academic credits (minimum) through successful completion of the mandatory and elective courses.

Purpose

This policy applies to all students of ITPS launching academic or non-academic appeals. At ITPS we are committed to maintaining a fair and transparent academic environment. The Student Appeals Policy outlines when and how students can appeal academic determination(s) or non-academic determination(s).

Prior to filing an appeal under this policy, a student must have pursued and exhausted all other reviews, appeals, or remedies provided by ITPS ’s other policies and procedures.

Definitions

Academic Appeals include Appeals regarding:

• The procedural fairness in application of the Final Grade Appeal Policy,
• The procedural fairness on the determination of the sanctions imposed on students under the Student Academic Integrity Policy, or,
• The procedural fairness in application of any other Policy that impacts a student’s academic standing

Appellant – a student who claims an injustice or error has occurred.

Balance of Probability – the standard of proof used to determine findings of fact, requiring the evidence to show that the initial violation is more likely than not to have occurred.

Determination – the conclusion of an appeal by the rendering of a final decision based on a balance of probabilities. Determinations include, but are not limited to, sanctions imposed by an instructor, the Head of Training (HoT), the Chief Operating Officer (COO), or any ITPS employee.

Non-Academic Appeals include Appeals regarding:

• The procedural and substantive fairness of the determination of sanctions imposed on students under the Student Code of Conduct Policy,
• The procedural and substantive fairness of the determination of sanctions imposed on students under the Sexual Violence and Misconduct Policy, or,
• The procedural and substantive fairness of the determination made under any other Policy that impacts the student’s non-academic standing.

Respondent – the instructor or administrator whose decision or determination is being appealed.

Scope

The original determination stays in effect unless and until it is overturned on appeal. This means that submitting an appeal will not prevent the decision being appealed from being enforced.

This policy has no jurisdiction to consider a decision where the student’s appeal is based on a question of academic judgment.

The Student Appeals Committee (SAC) has sole jurisdiction to hear and make a final adjudication of appeals based on academic decisions or non-academic decisions not otherwise delegated to another body.

SAC holds final decision-making authority regarding appeals it considers. The findings of SAC represent the final decision of ITPS.

Grounds for Appeal

In any appeal, the appellant must articulate the grounds for an appeal. All appeals are limited to the following grounds:

• On the balance of probabilities, that an injustice or error occurred when the determination of fact was made,
• A policy was incorrectly applied.
• The adjudicating body exceeded its legitimate jurisdiction or authority, or,
• Important evidence was ignored.

Initiating an Appeal

Within twenty-one (21) calendar days of receipt of the decision that the appellant wishes to appeal under this policy, the appellant shall complete their application for appeal (Appendix A) and deliver it to the HoT.

If the determination that is being appealed was made by the HoT, the COO will appoint an administrator who has received the relevant training to act as Chair of the SAC for the duration of the appeal. The COO will inform the appellant through their ITPS email regarding whom the Chair is as soon as the decision is made.

No matter shall be referred to the SAC unless the appellant has completed to the satisfaction of the HoT or designate the application for appeal.

Student Appeals Committee (SAC)

SAC will establish an impartial tribunal to hear and determine appeals.

The Chair of SAC will be the HoT or designate.

The voting membership of SAC will be as follows:

• Senior Faculty members who are not party to the decision/action being appealed,
• One student and,
• One staff member (non-instructional)

Tribunal

When an appeal is scheduled, the HoT or designate will name a three-member tribunal to hear and determine that appeal. The three members of the tribunal will be members of SAC. The Registrar or designate will not sit on tribunals.

For Academic Appeals, the tribunal will consist of two faculty members and one student.

Normally, for Non-Academic Appeals, the tribunal will consist of one faculty member, one staff member, and one student. In the case of a highly sensitive matter, such as an appeal under the Sexual Violence and Misconduct Policy no student representatives will be included. In these cases, an extra faculty member will be added to the tribunal.

The tribunal will select a hearing chair from among the faculty members or staff members. Students are not permitted to chair tribunals.

The lack of availability of a student member will not prevent a tribunal from proceeding within the time frames required in the procedures. A faculty or staff member will be added if no student member is available.

If a faculty member or a staff member is not able to complete their duties on a tribunal, they must inform the Chair as soon as possible so that a new tribunal can be formed.

The appeal tribunal must both appear to be and be neutral in the matter under consideration. Any actual or apparent conflict of interest will disqualify a SAC member from sitting on a particular tribunal. The HoT or designate will be responsible for ensuring that no tribunal member is in a conflict of interest.

Examples of a conflict include situations where the member:

• Is directly party to the decision or action being appealed,
• Has a personal relationship with the appealing student or the official who imposed the discipline or grade, or,
• has some personal experience or professional involvement with the matter under appeal.

If any SAC member knows or suspects any tribunal member has a conflict of interest, they have not declared, that SAC member has a duty to report the conflict to the HoT or designate. The HoT or designate will convene a meeting of the SAC to consider the report and, if necessary, vote on tribunal membership. The HoT or designate will not vote except to break a tie. If external advice is required, the COO will obtain that advice.

This same process will apply when a student complains of a conflict on the part of a tribunal member.

Procedures for Student Appeals

An appellant must submit their completed application to the HoT or designate as specified in the policy, along with any supplemental materials. The HoT or designate will review the application and will contact the appellant through email, of any deficiencies in the application. These deficiencies must be corrected within the stated timeframe determined by the HoT or designate, or the application will be deemed incomplete, and the appeal will not be heard.

Once the HoT or designate has determined the application is complete, they will determine if the application has met one of the stated grounds found in the Policy. If the appellant has failed to advance any arguments to support their specified grounds for appeal, the HoT or designate will dismiss the application for appeal. The appellant will be notified, through email, of this determination and the reasons why their application was dismissed, if applicable.

If the appellant has not complied with the required timelines and there is no valid reason to explain the delay, the HoT or designate may also dismiss the application for appeal. The appellant will be notified, through email, of this determination.

If the HoT or designate determines that the application for appeal is complete and it has valid grounds, they will forward the appellant’s application to the respondent within five (5) business days.

Within ten (10) business days of the receipt of the appellant’s application, the respondent will deliver to the HoT or designate any documents the respondent wishes to submit to the tribunal as evidence in support of their position, and any response to the claims made by the appellant.

Within five (5) business days of the respondent submitting their materials to the HoT or designate, they will forward this information to the appellant. The appellant will have ten (10) business days to submit any material in response to the respondent and to the HoT or designate.

After the appellant addresses the respondent’s material, all materials collected by the HoT or designate will be considered in the appeal file.

Once the appeal file is complete, the HoT or designate will form a tribunal (see Policy), taking into consideration the following:

• Whether the appeal is academic or non-academic in nature,
• Any conflicts of interest or perceptions of conflicts of interest,
• Whether a request is made for a verbal hearing in cases of suspension or expulsion,
• The availability and workload of each SAC member, and
• Whether a SAC member is currently serving on a (any) tribunal(s).

Once the tribunal members are determined, the HoT or designate will arrange for the tribunal members to receive a copy of the appeal file. The tribunal members will select a tribunal chair as stated in the policy.

The tribunal will meet within ten (10) business days of receipt of the appeal file.

Tribunal Procedures with Hearings

Each tribunal member will review the completed appeal file separately prior to its initial meeting. Normally, this will be completed within five (5) business days of receiving the appeal file.

Tribunal members may request further materials through the HoT or designate prior to the initial meeting. Such requests will be reviewed and will be determined if the requested evidence should be made available, based on the principles of natural justice.

If new evidence is obtained, a copy must be provided to both parties who must be given an opportunity to respond to the new material if they wish. The unavailability of the evidence will not delay the hearing process.

Tribunal members should not seek out any extra information themselves, but judge the case based on the evidence contained within the appeal file.

The tribunal members may, as a group, seek clarification on ITPS policies and natural justice procedures from the HoT or designate.

Tribunals with No Verbal Hearings

The tribunal members will normally set the time for the hearing within ten (10) business days after Section 8 is complete.

The tribunal will decide on one of the following outcomes:

• Hear and uphold the original decision,
• Hear and uphold the original decision, but alter the penalty, or,
• Hear and replace the decision.

Within five (5) business days of the tribunal’s decision, the tribunal chair will send copies of the written decision, which normally will include a brief rationale, to the HoT or designate, who will provide the written decision to all relevant ITPS parties. The HoT or designate will provide the written decision and rationale to the appellant and respondent. The written decision and rationale will not influence any of the parties or interfere with their privacy rights.

Tribunal Determination with Oral Hearing

The tribunal members will normally set the time for the hearing within ten (10) business days after Section 4 is complete. The HoT or designate will inform the appellant and the respondent of the date and time of the hearing. The respondent and appellant are responsible for informing their witnesses (if applicable) of the date and time of the hearing. Efforts will be made to accommodate individual schedules, but rendering a timely decision is of primary importance.

The tribunal members should not discuss any matters related to the appeal with the appellant and the respondent prior to the hearing, for any reason. Any queries should be handled by the HoT or designate.

Holding the Hearing

The tribunal chair should begin by introducing everyone and stating their role in the tribunal, including, but not limited to tribunal member, appellant, respondent, the support person for the appellant or respondent.

A support person cannot be a witness and cannot speak during the hearing.

Third-party witnesses will be asked to wait outside the room until they are called upon to present their evidence.

The appellant, respondent, or tribunal will be entitled to the attendance of legal counsel at the hearing. The party must notify the HoT or designate within a minimum of seven (7) calendar days that legal counsel will be present. This will allow for the other parties to obtain legal counsel if they choose. At the discretion of the HoT or designate, the hearing may be delayed, to allow for the securing of legal counsel.

Tribunals will follow the principles of natural justice, with the appellant and respondent having the opportunity to present their argument and evidence. Tribunal members may question witnesses.

At the close of the hearing, the tribunal chair will indicate the approximate time length before a determination will be communicated.

The tribunal will decide on one of the following outcomes:

• Hear and uphold the original decision,
• Hear and uphold the original decision, but alter the penalty, or,
• Hear and replace the decision.

Within five (5) business days of the tribunal’s determination, the tribunal chair will send by email copies of the decision, which normally will include a brief rationale, to the HoT or designate, who will provide the decision to all relevant ITPS parties. The HoT or designate will provide the decision and rationale to the appellant and respondent through email. The written decision and rationale will not prejudice any of the parties or interfere with their privacy rights.

Records

A record of the oral hearing will be kept. All material produced at the tribunal, including the original appeal file and any notes, will be gathered by the Tribunal Chair and provided to the HoT or designate.

Appeal files and tribunal determinations are confidentially maintained by the HoT. Records relating to the appeals proceedings will be kept for a period of no fewer than seven (7) years following the completion of all actions pertaining to an appeal. After this time, records may continue to be kept on file if deemed necessary by the HoT’s Office and will otherwise be confidentially destroyed.

Records are not available to be copied or viewed by any members of the ITPS community unless required by the procedures listed in this document, or, for the purposes of external legal proceedings.

FINAL GRADE APPEAL POLICY

ITPS is dedicated to maintaining an impartial and clear grading process that reflects the highest academic and professional standards. We recognise that students may have concerns about their final grade and provide a structured appeal process to ensure fairness and accuracy.   The Final Grade Policy outlines the criteria, procedures and timelines for formally requesting a review of a final course grade.  This policy ensures that all appeals are handled consistently, objectively, and in line with ITPS’s dedication to academic integrity and excellence.

Purpose

Students may appeal their final grade in a course where the student has reason to believe that an inadequate final grade has been assigned.

A grade appeal is not required to correct recording errors (i.e. a course grade that was not recorded properly or a grade resulting from a mathematical error in the calculation). In such cases, the student should bring the error to the attention of the instructor as soon as the error is noticed so that the instructor can make any corrections immediately.

An appeal may result in the final grade being lowered, remaining the same, or being raised.

Scope

Only written submissions may be appealed. Intangible assessments may not be reassessed under this policy. Examples of intangible assessments include practical aspects for which there was no written component. Disagreements with grades for such course assessments should be discussed with the instructor.

Grounds for Appeal

The following are grounds for appeal:

• A significant error in the assessment, evaluation, and/or determination of individual components of the course
• Substantiated claims of instructor bias or discrimination
• Failure by the instructor to follow the evaluation profiles, grade assignment, or operational details as stated in the course outline

Dissatisfaction or disagreement with the final grade, without satisfying one of the above, does not constitute enough grounds for a final grade appeal.

Students may appeal a final grade and this grade appeal (see related procedures) must begin no later than ten (10) business days after the end of course for which an appeal is being launched.

Procedures

Informal Process

A student who contemplates submitting a formal grade appeal is required to have a conversation with the instructor to discuss how the grade was determined, including confirmation that the assessment was submitted, and to discuss whether there is any opportunity for remediation.

If the matter is not resolved to the satisfaction of the student after the conversation with the instructor, the student may proceed to the formal stage.

Formal Process

Within ten (10) business days of the end of the course the student will submit, to the CAO, in writing, a letter and supporting documentation describing and showing what the student believes to be the grounds for appeal. This submission must include any graded assessments the student has and is asking to have reassessed.

A student may seek advice from and/or choose to be accompanied to scheduled meetings by a support person, however, the support person may not speak at these meetings.

Preliminary Review

Within five (5) business days of receiving the letter and documentation specified in 5.1 above, the CAO shall;

a. Review the file and, where appropriate, conduct a meeting with the student, the instructor, and/or both the student and the instructor

b. Deliver to the student the result of the preliminary review, which will be one of the following:

• The final grade appeal will not proceed because there is a more appropriate alternate process. In this case, the CAO will direct the student to the applicable policy and procedure.
• The final grade appeal will not proceed because the appeal request is not based on one of the acceptable criteria.
• A final grade appeal is the appropriate process.

c. If the CAO determines that a final grade appeal is appropriate, the CAO may require that the student provide additional material evidence.

d. The CAO shall notify the student of the result of the preliminary review through the student’s ITPS email.

Final Grade Appeal

If the student wishes to proceed after the CAO has determined that the final grade appeal process is appropriate, the student shall, within five (5) business days;

a. Notify the CAO by email of their intent to proceed with the final grade appeal

b. Deliver any additional material required to CAO

Within five (5) business days after receiving the additional material, the CAO will:

a. Collect from the instructor all material relevant to the assessment(s) being reassessed. This may include assignment outlines, examinations, examination keys, grading rubrics, and the syllabus, including the weighting of the components.

b. Where possible, have the instructor inspect the material submitted by the student to determine whether it is identical to the material originally submitted for grading.

c. Select two instructors with appropriate expertise to act as assessors to independently and impartially reassess and grade the material submitted by the student while considering any material provided by the instructor.

Within five (5) business days of receiving the material from the CAO, the assessors shall independently deliver the reassessed work to the CAO.

Within five (5) business days of receiving the reassessed work from the assessors, the CAO shall review the two grades and assign the average of the two as the student grade in the course.

The CAO will notify the student, and the instructor of the results of the appeal.

Purpose

ITPS is committed to building and preserving a safe, productive, and healthy working environment for its team members, free from violence and harassment. The company will take all reasonable measures to ensure job candidates, team members, managers, visitors and clients are not subject to any form of violence or harassment. This commitment applies to all areas of the business, including training, performance, assessment, promotions, transfers, layoffs, remuneration, and all other employment practices and working conditions.

Acts of violence or harassment against or by any team member will not be condoned or tolerated by the company. This policy outlines the ITPS violence and harassment program, including how incidents of violence and harassment will be handled and investigated.

Definitions

Complainant: A person who has made a complaint about another individual who they believe committed an act of violence or harassment against them.

Respondent: A person whom another individual has accused of committing an act of violence or harassment.

Workplace harassment: Engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome, or workplace sexual harassment.

Workplace sexual harassment: Engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity, or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, or making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant, or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.

Workplace violence: The exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker; an attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker; or a statement or behaviour that is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker.

Guidelines

This policy has been developed and will be reviewed annually, or more frequently if necessary to ensure that it accurately represents the ITPS prevention program.

ITPS will provide all team members with appropriate training and information regarding the company’s violence and harassment prevention practices and procedures. Team members are responsible for adhering to this policy and should report every incident of violence or harassment immediately to management.

This includes any incidents that have been witnessed, experienced by, or reported to a team member.

For the purposes of this policy, workplace harassment or violence can occur:

• At the workplace;
• At employment-related social functions;
• In the course of work assignments outside the workplace;
• During work-related travel;
• Over the telephone, if the conversation is work-related; or
• Elsewhere, if the person is there because of work-related responsibilities or a work-related relationship.

Reasonable day-to-day actions by a manager that help manage, guide, or direct workers or the workplace and appropriate team member performance reviews, counselling, or discipline by a manager does not constitute harassment.

Violence Risk Assessment

ITPS will conduct a risk assessment of the work environment to identify potential risks that could impact the organization and the health and safety of team members and will institute measures to eliminate or control any identified risks to team member safety.

The following factors will be considered during the assessment:

• Past incidents of violence;
• Violence that is known to occur in similar workplaces;
• The circumstances in which work takes place, including the type of work and conditions of work;
• The interactions that occur while performing work; and
• The physical location and layout of the workplace.

The risk assessment may include reviews of records, security reports, team member incident reports, staff perception surveys, health and safety inspection reports, first aid records, or other related records.

Areas that will be considered and may contribute to risk of violence include but are not limited to contact with the public, exchange of money, receiving doors, and working alone or at night.

The company will provide the Joint Health and Safety Committee (JHSC) with a written copy of the assessment and advise of the results.

The company will disclose information to workers who are likely to encounter a known person with a history of violence in the performance of their job duties, or if there is a potential risk of workplace violence because of interactions with the person with a history of violence. However, the company will only disclose personal information that is deemed reasonably necessary to protect the worker from physical harm.

Workplace Violence and Harassment Program

Control Measures and Procedures

The following measures have been implemented to eliminate or reduce the identified risks of workplace violence:

• Any individuals who have been restricted from company property will be kept at reception. Reception and other relevant staff will be informed of new alerts as they occur.

Reporting Incidents of Workplace Violence and Harassment

A team member who believes they have been subject to violence or harassment should submit a complaint to the COO. The complaint should be made as soon as possible following the incident and must include the following information:

• The date and time of the incident;
• The name of any persons involved in the incident;
• The name of any persons who witnessed the incident; and
• A thorough description of what occurred.

A team member who believes they have been subject to harassment may also choose to confront the harasser without filing a formal complaint. They can confront the harasser directly or through writing, detailing the unwelcome behaviour and requesting it to stop.

If the alleged harasser is the team member’s supervisor/manager, or in a position of power, the complainant is welcome to file a complaint with the COO.

Immediate Assistance Procedures

If a violent or threatening situation is imminent or occurring, the following measures and procedures have been established:

When an incident of violence has occurred or is likely to occur and immediate assistance is required, place an immediate call to emergency services using “911”.

Investigation Procedures

Once a complaint has been received, ITPS will complete a thorough investigation. The organization will ensure that, where practicable, the investigation is completed within 60 days of the complaint being filed.

The investigation will include:

• Informing the respondent of the complaint;
• Interviewing the complainant and any persons involved in the incident;
• Identifying and interviewing any witnesses; and
• Obtaining statements from all parties involved.

All of the above information will be documented and used to determine whether an incident of violence or harassment occurred. If necessary, ITPS may employ outside assistance or request the use of legal counsel. The JH&SC will not be involved in investigations and will not be provided with any identifying information of the parties involved.

A copy of the complaint, detailing the complainant’s allegations will be provided to the respondent, who will be invited to reply in writing to the complainant’s allegations. The reply will be made known to the complainant before the case proceeds.

The company will take all measures to prevent any disclosure of the incident and the identities of the parties involved, unless the disclosure is necessary for the investigation, for taking corrective action or required by law.

Results of Investigation

Upon completion of the investigation, ITPS will provide both the complainant and respondent a written summary of the findings of the investigation and any corrective action that has been or will be taken because of the investigation. This written notification will be provided within 72 hours of the investigation being completed and will not include the full investigation report.

Control Measures

Where it is determined that violence or harassment has occurred, control measures will be implemented to eliminate or control the risk of violence or harassment to a worker because of the investigation. These control measures will be determined on a case-by-case basis, depending on the situation investigated. Any control measure enacted will be communicated to the complainant and respondent, as well as any other team members the measure effects.

Disciplinary Measures

Any disciplinary action will be determined by the COO and will be proportional to the seriousness of the behaviour or action involved in the incident.

If it is determined by the company that a team member has been involved in an incident of violence or harassment towards another team member, immediate disciplinary action will be taken, up to and including immediate dismissal.

Domestic Violence

If ITPS becomes aware that domestic violence is likely to expose a team member to physical injury in the workplace, the company will take every precaution reasonable in the circumstances for the protection of the worker.

Recommendations to Victims

The company will provide appropriate assistance to any team member who is a victim of violence or harassment. ITPS recommends that a worker who has been harmed because of an incident of violence at the workplace is advised to consult the worker’s health care provider for treatment or referral for post-incident counselling, if appropriate.

The Right to Refuse Unsafe Work

Team members have the right to refuse work if they have a reason to believe that workplace violence is likely to endanger them. Upon refusing to work, the team member must report the circumstance of the refusal to their manager or the COO. An investigation will follow in the presence of the Worker Health and Safety Representative.

Fraudulent or Malicious Complaints

It is a violation of this policy for anyone to knowingly make a false complaint, or to provide false information about a complaint. Unfounded or frivolous allegations may cause both the accused person and the company significant damage. Any team member who knowingly makes a false allegation related to violence or harassment will be subject to immediate disciplinary action, up to and including termination of employment.

Record Keeping

ITPS will ensure that appropriate records of complaints and investigations relating to incidents of violence and workplace harassment are kept, including:

• A copy of the complaint or details about the incident;
• Any records related to the investigation, including notes;
• A copy of the investigation report (if applicable);
• A summary of the investigation results, including the reports provided to the complainant and respondent; and
• A copy of any corrective action taken to address the complaint or incident.

Confidentiality

ITPS will not disclose the name of a complainant or a respondent or the circumstances related to the complaint to any person except where disclosure is necessary to investigate the complaint or take corrective action with respect to the complaint or required by law. The company will only disclose the minimum amount of personal information or details necessary for these purposes.

All records of harassment, and subsequent investigations, are considered confidential and will not be disclosed to anyone except to the extent required by law. The company will do everything reasonably possible to protect the privacy of any individuals involved and to ensure that complainants and respondents are treated fairly and respectfully.

APPENDIX: References To Other Policies and Legislation

Selected Relevant Legislation

• Ontario Bill 132, Sexual Violence and Harassment Action Plan Act, 2016 – Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2016, S.O. 2016, c. 2 – Bill 132 | ontario.ca
• Ontario Regulation 131/16: Sexual Violence at Colleges and Universities – Reg. 131/16 SEXUAL VIOLENCE AT COLLEGES AND UNIVERSITIES | ontario.ca
• Freedom of Information and Protection of Privacy Act (FIPPA) Freedom of Information and Protection of Privacy Act, R.S.O. 1990, c. F.31 | ontario.ca
• Ontario Human Rights Code – Human Rights Code, R.S.O. 1990, c. H.19 | ontario.ca
• Criminal Code of Canada – Criminal Code

Selected Relevant ITPS Policies and Guidelines

• Code of Student Conduct
• Policy with Respect to Workplace Harassment
• Policy with Respect to Workplace Violence
• Human Resources Guideline on Civil Conduct
• Statement on Prohibited Discrimination and Discriminatory Harassment
• Guidelines for Employees on Concerns and Complaints Regarding Prohibited Discrimination and Discriminatory Harassment
• Standards of Professional Practice Behaviour for all Health Professions Students
• Policy on Conflict of Interest – Academic Staff
• Conflict of Interest and Close Personal Relations
• Conflict of Interest and Close Personal Relations Protocols for Chairs and Academic Administrators
• Guideline Regarding Close Personal Relations between Senior ITPS Administrators

Policy

Admissions to the ITPS MS in Flight Test Engineering and the MS in Flight Testing require candidates to demonstrate all the following:

Academic Preparation

Admission to the MS in Flight Test Engineering

Minimum academic requirements for admission are:

• An earned 4-Year (or equivalent) accredited BSc in Engineering recognized at the Washington Accord level
• A minimum average grade of B in the final year of the BSc (A master’s degree from an accredited institution may also satisfy this requirement).

Admission to the MS in Flight Testing

Minimum academic requirements for admission are:

• An earned 4-Year (or equivalent) BSc in Science, Technology, or Mathematics from a recognized University
• A minimum average grade of B in the final year of the BSc (A master’s degree from an accredited institution may also satisfy this requirement.)
• In exceptional cases, prospective students with a 4-year bachelor’s degree in other fields will be examined by the Admissions Committee for conditional admission.
• Students with no aeronautical background or who, in the opinion of the Admissions Committee, would benefit from additional preparation, are normally required to take some coursework prior to the program, as determined by the Chief Academic Officer (CAO).

Advanced Standing

Students with Flight Test training from an institution formally recognized by the Society of Experimental Test Pilots (SETP) may be eligible to be awarded credit for up to 50% of the ITPS Masters Program on the recommendation of the Admissions Committee provided that they:

• Satisfy the minimum academic admission requirements and are otherwise admissible to the ITPS degree program.
• Provide transcripts and any other documentation requested by ITPS showing the progress and completion of their training.
• Have achieved grades in their prior formal training at least equivalent to those specified in the ITPS Graduation Policy.
• Can demonstrate, to the satisfaction of the Admissions Committee, direct equivalency between their formal SETP-recognised training and ITPS courses.

In no case will advanced standing be granted for FPR 01 (the final project course).

English Language Proficiency

English language proficiency must be demonstrated by:

Graduation in a BSc from a University where the primary language of instruction is English

Evidence of English Language Proficiency as demonstrated by an acceptable internationally recognized English Language Test Score equivalent to an IELTS 6.5 (Academic) with no band below 6.0.

Procedures for the Evaluation of English Language Proficiency

English is the primary language of instruction and communication at ITPS. All applicants must demonstrate an adequate level of proficiency in English, regardless of their citizenship status or country of origin.

Applicants holding degrees from universities outside or inside Canada where English was not the primary language of instruction must provide results of an English language proficiency examination as part of their application.

Tests must have been taken within the last 24 months at the time of submission of their application.

Proficiency can be demonstrated by test scores on internationally recognized tests as follows:

* Definitions – Canadian Academic English Language Assessment, International English Language Testing System (Academic), Pearson Test of English (Academic), Test of English as a Foreign Language Internet-based Test

Applicants must arrange to have test scores submitted to ITPS directly by the examining agency prior to admission being granted.

Medical Fitness

Medical fitness must be demonstrated by:

• A MINIMUM of a TC Class 3, EASA Class 2, or equivalent.

Additional Documentation

In addition to the above, ITPS requires applicants to provide the following as conditions of admission:

• A Curriculum Vitae covering personal and contact details, work history, education, training courses, and interests
• A copy of all relevant Diplomas and Degrees (college/university degrees etc.
• Other relevant information requested by the ITPS Registrar

If any of the above are not in English, it should come with a translation.

Procedures for General Admission: General

There are two (2) and only two (2) methods of Admission to the ITPS MS programs applicable to each and both MS Flight Test Engineering and MS Flight Testing as follows:

The Registrar is charged with assessing, evaluating, and ruling on admissibility of applicants based on Applicant Credentials and communicating the decision to the CAO and the applicant.

Where there is question regarding the applicant academic credentials, the CAO may, at their own discretion:

• Refuse the Applicant Admission
• Require additional documentation at the expense of the Applicant and/or sponsor
• Seek the opinion of a duly established Admissions Committee chaired by the ITPS CAO and composed of 3 additional Senior ITPS Faculty in the MS Programs all of whom shall be voting members of the Committee

The decision of the Admissions Committee regarding admissibility of any Candidate for Training shall be final, binding, communicated to the Applicant, and is non-appealable.

Procedures for Evaluation of Academic Credentials of Applicants

Eligibility for admission to either the MS in Flight Test Engineering or the MS in Flight Testing, students must present evidence of graduation from a recognized university in a 4-year (or equivalent) BSc in a Science, Technology, Engineering, or Mathematics discipline, as applicable. Students should have graduated from the program within the last 6 years, or significant current professional experience in a field related to the program will be required. This evidence is to consist of:

• A copy of the degree as conferred
• Transcripts directly sent to ITPS from the University of graduation for all years of study at that institution leading to the degree
• In the event of transfer courses and/or advanced standing or similar courses leading to a degree, a copy of transcripts from the sending institution being calculated in the degree
• The full name, address, and location of the University and, as applicable, the sending (transferring) institution
• Evidence of current professional experience of time if post-graduation exceeds 6 years

In the event that documentation is lacking or is in question, the CAO may, at their sole discretion, require such additional documentation as they see fit.

If any of the above are not in English, it should come with a translation.

The minimum Entrance Standard is a Middle B in the last year (4th year) of study leading to the BSc.

For the purposes of administration of this standard, students will be deemed qualified with a BSc in Engineering if they have previously graduated with a BSc in Engineering from a 4-year (or equivalent) program from institutions and accredited programs recognized by the “Washington Accord”.

For greater certainty, the Washington Accord is an International Agreement between bodies responsible for accrediting engineering degree programs.  A list of signatories to the Washington Accord can be found at https://www.ieagreements.org/accords/washington/signatories/.

Applicants who do not have engineering degrees recognized by the Washington Accord will be assessed individually for degree equivalence with the latest University of Toronto School of Graduate Studies International Credentials Equivalencies Tool available at: https://www.sgs.utoronto.ca/admissions/admission-requirements/international-credentials- equivalencies/

“In the event of any uncertainty about Washington Accord equivalency, the Registrar will consult the CAO, to determine if the applicants 4-year bachelor’s degree is an engineering degree equivalent to a Washington Accord recognized engineering degree, by verifying that the student’s transcript has subjects in design, including a design project that is separate from the final project”

Notwithstanding the foregoing, the decision of the CAO is final and binding.

Types of Admission Offers

Admission to the master’s program will be in one of the following categories:

Unconditional admission – This is granted when the applicant meets all admission requirements, and all final official documentation has been received. Applicants who have a 4-year bachelor’s degree, or its academic equivalent, which does not meet the requirements stated above, but who have significant formal training and relevant professional experience to offset such deficiencies, may be granted conditional admission on the recommendation and approval of the CAO.

Conditional admission – Contains condition(s) that must be met before an offer can be considered final. Such conditions may include the provision of official transcripts or other academic records, final documentation showing degree conferred, or completion of the terms of the Conditional Admission Program. Admission offers will not be finalized until ITPS receives and validates required official documentation. The Letter of Admission stipulates deadlines as to when the conditions must be met.

Failure to meet an admission condition by stated deadlines will normally result in an admission offer being revoked, or a student being required to withdraw from the program.

Conditional Admission: English Deficiency

ITPS may extend a conditional offer of admission to a highly qualified applicant who does not quite meet the minimum English language proficiency requirement.

To be considered for conditional admission, the applicant must:

Possess a “first-class average” (or established equivalent) in a degree deemed as an eligible basis for admission OR have academic qualifications that would have ranked them in the top 33% of students admitted to the graduate program to which they are applying, for the year prior to the date of their application.

Have English language proficiency, demonstrated via an accepted test, that can reasonably be expected to be brought up to the standard required by ITPS in no more than one year.

Be recommended for the Conditional Admission Program by the ITPS Admissions Committee.

A Conditional Admission does not allow the student to make academic progress toward the ITPS degree until the English language deficiency has been resolved and demonstrated by an acceptable English Language Proficiency Examination score.

ITPS may recommend or require a particular course, or courses offered by a partner or external recognized post-secondary institution to resolve the deficiency.

In recommending conditional admission, ITPS guarantees a student admission at the date specified in the admission letter, assuming the student is successful in resolving the deficiency by a date to be determined by ITPS in consideration of the circumstances. Normally, this date would be by the end of one semester of study but shall not, in any circumstance, extend beyond the normal graduation date.

Conditional Admission: Documentation Lag

An applicant may be offered Conditional Admission to ITPS pending receipt of all relevant documentation required for admission. Normally, such documentation shall be provided to ITPS in the form prescribed under Procedures for evaluation of Academic Credentials of applicants within two (2) months of the commencement of courses in the program. In exceptional cases, this two-month period may be extended with the approval of the CAO. Students not supplying the relevant documentation shall be withdrawn from the program and no credit toward the program credential shall be earned.

Conditional Admission: Academic Preparation

In no case is a student who does not hold a relevant 4-year bachelor’s degree admissible to an ITPS graduate program.

On the recommendation of the CAO and the Admissions Committee, a student with a relevant 4-year bachelor’s degree but who lacks prerequisites may be allowed to register as a “qualifying” student for a period of no more than one semester (applicable to non-STEM Bachelor’s degrees). The purpose of the qualifying semester (term) is to clear prerequisite deficiencies and adequately prepare the student for studies in the relevant ITPS graduate program. The assessment of prerequisites and the additional training needs required in the qualifying semester will be undertaken by the CAO who shall seek the opinion of a duly established Admissions Committee chaired by the ITPS CAO and composed of 3 additional senior faculty in the MS Programs all of whom shall be voting members of the committee. The committee shall specify the additional coursework or modules required of the student to complete in the Qualifying Semester (term).

Applicants for a qualifying semester or term may:

• have academic grade point averages that are too low for admission, but that could feasibly be brought up to the required level given high marks in a semester or term of additional work
• be lacking specific prerequisite courses for admission, but only to the extent that could be remedied within one semester or term of qualifying study (non-STEM degree students)
• Where a student is offered Conditional Admission to ITPS subject to satisfactory completion of a qualifying semester or term:
• The precise courses, modules, or additional training required for the student in the qualifying semester will be specified by the admissions committee and established on a case-by-case basis

Such courses or training is not considered graduate training and shall carry no credit weight toward the graduate degree

If, at the end of a qualifying term or semester, the CAO is satisfied with the caliber of the student’s work, the student may apply for admission to a graduate degree program.

Qualifying students may not register in graduate courses without specific permission in advance from CAO.

Qualifying status is granted only to those students who are recommended by the Admissions Committee. If the Admission Committee recommendation is approved by the CAO, a letter will be sent to the applicant with the terms and conditions of the semester of qualifying studies.

Tuition will be assessed on a case-by-case basis depending on the complexity of the qualifying program and the ITPS resources required to provide such training.

Satisfactory completion of a Qualifying Semester term does not guarantee admission to the graduate program. Qualifying status is granted to students only at the recommendation of the Admissions Committee. Courses, training, and modules undertaken by the student as part of the qualifying semester are not considered graduate courses and carry no credit weight toward the ITPS degree.

Procedures for the Evaluation of Medical Certification

The Registrar shall assess the records submitted by the applicant against the admission standard. The decision of the Registrar is final and binding.

Procedures for the Assessment of Other Required Documentation

The Registrar assisted by the CAO shall assess additional documentation as required for completeness and may, at their own discretion:

• Require the production of additional documentation
• Submit such documentation to the Admissions Committee for advice
• Verify the validity of such documentation

The decision of the Registrar to accept or reject such additional documentation is final and binding.

Student Records

The maintenance of Student Records is governed by Part 2 (Operations Manual) of the ITPS Approved Training Organizational Manual. This includes but is not limited to the following provisions:

• The Head of Training is responsible for overseeing the submission of the student records. A paper folder and an electronic folder shall be established for each student.
• The electronic folders shall contain as a minimum the same documents as the paper records (but might store more information like post-flight reports, etc.)
• The following printed records shall be kept for a period of at least 5 years after the completion of the training, electronic records shall be kept indefinitely.
• Details of ground, flight, and simulated flight training given to individual students
• Detailed and regular progress reports from instructors including assessments, and regular progress flight tests and ground examinations
• Information on the licences and associated ratings and certificates of the students, including the expiry dates of medical certificates and ratings
• A copy of the student logbook pages where ITPS flights are logged
• Student exercise assessments
• Student report and presentation assessments
• End of course report

Fees

Fees are negotiated with sponsoring (client) organizations for the Master of Science in Flight Test Engineering and the Master of Science in Flight Testing programs. For Direct Entry Applicants, the tuition fees are set in accordance with our posted pricing. A non-refundable acceptance fee of $200 is required to hold your seat upon acceptance. This deposit will be applied to your tuition. If you choose not to attend ITPS, the deposit will not be refunded.

Appeals

Appeals of the decision of the Registrar regarding admissibility of applicants may be appealed to the ITPS Admissions Committee.

Withdrawal and Tuition Refund Policy

Students enrolled in the Master of Science in Flight Test Engineering and Master of Science in Flight Test programs may formally withdraw by providing written notice to the Head of Training, Chief Academic Officer, and Student Registrar. The notice must include the student’s full name, student number, address, effective date, and reason for withdrawal. The Student Registrar, in coordination with the Finance Department, will determine tuition refund eligibility in compliance with Section 8 of O. Reg 279/02. Refunds are issued according to the Tuition Refund Policy outlined in this Academic Policy and the Academic Calendar, less a $500 administrative fee.

Admission Terms of Reference

PURPOSE
The Admissions Committee shall make recommendations to the admissibility of any prospective student to the ITPS program when called upon to do so by the CAO under the Admissions Policy Procedures for General Admission. The Admissions Committee shall also make all determinations of Advanced Standing and serve as an appeals committee to admission decisions made by the Registrar.

COMPOSITION
The Admissions Committee is appointed by the CAO and is composed of:

The CAO (non-voting)
3 Senior Faculty in the MSc Programs

PROCEDURE
Where there is question about the Academic Preparation of Candidates for Training in ITPS MSc programs and as called upon the CAO, the admissions committee shall review such applications and, by majority vote, determine the admissibility of students in accordance with the Admissions Policy. Such a determination shall include:

The program to which the student is being admitted
The Category of Admission (Full or Conditional)

In the event of Conditional Admission, additional requirements for the student to fulfill prior to full admission including, but not necessarily limited to:

Language requirements
Additional training required prior to full admission (i.e. a qualifying semester)

Where advanced standing is contemplated for a prospective student based on prior formal training in a SETP recognized program, the Admissions Committee shall

Evaluate the transcripts and other such materials as necessary to determine direct equivalency to ITPS MSc level courses
Make recommendations to the Registrar regarding ITPS course exemptions (if any) that the student may qualify for in the ITPS program of studies

Where the Admissions Committee serves as an Appeals Committee for admissions decisions made by the Registrar, the decision of the Admissions Committee shall be by majority vote.

The decisions of the Admissions Committee are final and binding and not subject to appeal.

The decisions and recommendations of the Admissions Committee shall be made to the CAO and Registrar. The Registrar shall communicate the admissions decision to the prospective student.

Policy

ITPS will verify student’s identity first upon enrollment, through official records required in the admissions process. Identity is re-verified at numerous points, including each time a student accesses online courses or components thereof (including examinations) via a secure login process.

Procedures

ITPS students must possess an official government-issued identification document including their picture. Examples are a driver’s license or passport.

Access to online courses requires students to enter their login ID and a password. This access is to the ITPS server and affiliated platforms including cloud servers (presently AWS), video servers (currently Teachable) and may include access to video-conference services such as Zoom and Microsoft Teams.

Login to the ITPS server occurs over a secure connection.

Passwords must be changed frequently and sufficiently complex and shall be between 8 and 30 characters containing:

• at least one upper case letter
• at least one lower case letter
• one numeral
• one special case (i.e. #,$,%)

A challenge question and answer for password retrieval will be required to be established when the password is established.

Examinations, whether online or in-person may be proctored.

Where an examination is online, it may be proctored via Microsoft Teams or some other video-conference platform where the instructor/proctor can clearly see the environment, the student, and the materials the student is using.

ITPS protects student personal information through its records policies.

Purpose

ITPS Canada is dedicated to upholding the highest standards of responsible conduct of research (RCR) and ethical research practices. This policy aligns with the Tri-Agency Framework: Responsible Conduct of Research (2021) and, as needed, the Tri-Council Policy Statement: Ethical Conduct for Research Involving Humans (TCPS 2, 2022) ITPS research activities.

APPENDICES

(i) Research Integrity Policy
(ii) ITPS Research Integrity Committee (RIC) Terms of Reference
(iii) Researcher Disclosure Form
(iv) Research Proposal Form

CYBER SECURITY POLICY

Purpose

ITPS Canada’s cyber security policy outlines our guidelines and provisions for preserving the security of our data and technology infrastructure.

The more we rely on technology to collect, store, and manage information, the more vulnerable we become to severe security breaches. Human errors, hacker attacks, and system malfunctions could cause great financial damage and may jeopardize our company’s reputation.

For this reason, we have implemented numerous security measures. We have also prepared instructions that may help mitigate security risks. We have outlined both provisions in this policy.

Scope

This policy applies to all our team members, contractors, volunteers, students, and anyone who has permanent or temporary access to our systems and hardware.

Policy Elements

Data Storage and Access

All data in the possession of ITPS shall be stored on-site on a secure server. Physical data backups will be conducted weekly by our third-party provider or designate, and the hard copy of the backup stored in a secure off- site premise.

Levels of Access to this data are allocated by the type of data (defined below) and the principle of “Least Privilege”:

Confidential Corporate Data.

Public Data.

Course Data. Access to specific data is restricted to those determined by a responsible manager to have a need for access based on their position and the task(s) they are performing for/at ITPS. It should be noted that students have the right to ACCESS the Course data while enrolled in the programs. Students do not have intellectual property over the data itself, and are forbidden to copy, distribute and modify without express permission of ITPS.

Confidential Corporate Data

Confidential data is secret and valuable. Common examples are:

• Unpublished financial information
• Data of customers/partners/vendors/students
• Patents or new technologies
• Customer lists (existing and prospective)
• HR Records

Program data and materials

Program data and materials include:

• All public-facing materials including the website, program information, policies, and the program ‘calendar’
• Any other materials deemed by ITPS to be in the public domain

Course data and materials

Course level data include:

• Course teaching materials such as
• Outlines
• Lectures
• Videos
• Assignments (unsubmitted)
• Examinations (unsubmitted)
• Other materials of a similar nature
• All student submissions, records, grades, and related materials are deemed to be Confidential Corporate data and subject to those data access and storage requirements, except for data that falls under the purview of EASA oversight for the Approved Training Organisation.

Online course delivery, team meetings, video conferences

ITPS maintains an in-house Learning Management System which complies with the above Data Storage and Access protocols. Where required, ITPS may use different platforms for the delivery of online courses or components thereof, meetings of staff, students, and for other matters deemed advisable by ITPS. Current examples of online platforms in use by ITPS include, but not limited to:

• Microsoft Teams
• Zoom
• Teachable

Where such platforms are used, access to the materials/sessions shall require, in all cases, a password provided either in the invitation link or provided separately and where the sessions are to be recorded, participants will be advised in advance or at the start of the meeting.

All team members are obliged to protect this data. In this policy, we will give our team members instructions on how to avoid security breaches.

Protect personal and company devices

When team members use their digital devices to access company emails or accounts, they introduce security risks to our data. We advise our team members to keep both their personal and company-issued computer, tablet, and cell phone secure. They can do this if they:

• Keep all devices password protected.
• Choose and upgrade a complete antivirus software.
• Ensure they do not leave their devices exposed or unattended.
• Install security updates of browsers and systems monthly or as soon as updates are available.
• Log into company accounts and systems through secure and private networks only.

We also advise our team members to avoid accessing internal systems and accounts from other people’s devices or lending their own devices to others.

All company-issued devices come pre-setup by our IT partner with requisite access monitoring. Upon receipt of the company-issued device the team member will be provided with logon credentials to allow them to access the secure corporate domain. This domain is firewall protected and monitored off-site.

They should follow instructions to protect their devices and refer to our IT department if they have any questions.

Keep emails safe

Emails often host scams and malicious software (e.g. worms.) To avoid virus infection or data theft, we instruct team members to:

• Avoid opening attachments and clicking on links when the content is not adequately explained (e.g. “watch this video, it’s amazing.”)

• Be suspicious of clickbait titles (e.g. offering prizes, advice.)
• Check email and names of people they receive a message from to ensure they are legitimate.
• Look for inconsistencies or giveaways (e.g. grammar mistakes, capital letters, excessive number of exclamation marks.)

If a team member is not sure that an email they receive is safe, they can refer to our IT department. The IT Partner will also send out warnings of potential suspicious activity or emails that are going around to ITPS team members.

Manage Passwords Properly

Password leaks are dangerous since they can compromise our entire infrastructure. Not only should passwords be secure so they won’t be easily hacked, but they should also remain secret. For this reason, we advise our team members to:

Choose passwords with at least eight characters (including capital and lower-case letters, numbers, symbols) and avoid information that can be easily guessed (e.g. birthdays.)

a. Remember passwords instead of writing them down. If team members need to write their passwords, they are obliged to keep the paper or digital document confidential and destroy it when their work is done.

b. Exchange credentials only when absolutely necessary. When exchanging them in-person is not possible, team members should prefer the phone instead of email, and only if they personally recognize the person they are talking to.

c. Change their passwords every two months. Remembering a large number of passwords can be daunting. Team members are obliged to create a secure password for the tool itself, following the above-mentioned advice.

Transfer Data Securely

Transferring data introduces security risk. Team members must:

• Avoid transferring sensitive data (e.g. customer information, team member records) to other devices or accounts unless absolutely necessary. When mass transfer of such data is needed, we request team members to ask our IT department for help.
• Share confidential data over the company network/system and not over public Wi-Fi or private connection.
• Ensure that the recipients of the data are properly authorized people or organizations and have adequate security policies.
• Report scams, privacy breaches and hacking attempts

Our IT Third-Party Provider needs to know about scams, breaches, and malware so they can better protect our infrastructure. For this reason, we advise our staff members and students to report perceived attacks, suspicious emails, or phishing attempts as soon as possible to our specialists. Our IT Third-Party Provider will investigate promptly, resolve the issue, and send a company-wide alert when necessary.

Our IT third-party provider is responsible for advising team members on how to detect scam emails. We encourage our team members to reach out to them with any questions or concerns.

Additional Measures

To reduce the likelihood of security breaches, we also instruct our team members to:

• Turn off their screens and lock their devices when leaving their desks.
• Report stolen or damaged equipment as soon as possible to the HR/ IT Third-Party Provider.
• Change all account passwords at once when a device is stolen.
• Report a perceived threat or possible security weakness in company systems.
• Refrain from downloading suspicious, unauthorized, or illegal software on their company equipment.
• Avoid accessing suspicious websites.
• We also expect our team members to comply with our social media and internet usage policy.

Our Third Party Provider should:

• Install firewalls, anti-malware software and access authentication systems.
• Arrange security training for all team members
• Inform team members regularly about new scam emails or viruses and ways to combat them.
• Investigate security breaches thoroughly.
• Follow this policy’s provisions as other team members do.

Our company will have all physical and digital shields to protect information.

Remote Team Members

Remote team members must follow this policy’s instructions too. Since they will be accessing our company’s accounts and systems from a distance, they are obliged to follow all data encryption, protection standards and settings, and ensure their private network is secure.

We encourage them to seek advice from our IT third-party provider.

Disciplinary Action

We expect all our faculty and students to always follow this policy and those who cause security breaches may face disciplinary action.

When an incident occurs that warrants informal counselling under this policy, the faculty member/students’ immediate supervisor shall bring the incident to their attention, as soon as the facts giving rise to the incident become known. The supervisor and the faculty member or student should discuss the concerns and agree on a corrective action plan, if necessary. The supervisor is expected to follow up with the team member to ensure the corrective action plan is effective and the desired results are achieved. If the desired changes or results are not achieved after a reasonable period of time, then a formal discipline process may be implemented.

• First-time, unintentional, small-scale security breach: We may issue a verbal warning and train the team member on security.
• Intentional, repeated, or large-scale breaches (which cause severe financial, privacy, or other damage): We will invoke more severe disciplinary action up to and including termination.

Formal Discipline

Verbal Warning

(i) This formal step usually occurs when informal counselling has not produced the required results; or a situation has become progressively worse with respect to the same concern or another unrelated, but cumulative situation.

(ii) Team member actions giving rise to a verbal warning must be investigated and documented by the immediate supervisor and then be brought to the attention of the team member. The documented facts are useful in preventing misinterpretation and are used in establishing the standard of performance and/or behaviour that is expected.

(iii) Verbal warnings will warrant further corrective action when there is another occurrence within a 12-month period.

(iv) Supervisors/managers are required to send all signed verbal warnings to Human Resources for filing in the faculty member or student’s file.

Written Warning

(i) Written warnings are considered a severe discipline action and are usually issued after verbal warnings have failed to correct a concern; or, the situation warrants discipline that is more severe than informal counselling or a verbal warning.

(ii) Prior to issuing a written warning, the immediate supervisor shall document all pertinent facts related to the incident. A written warning shall contain a description of the facts giving rise to the warning and include the date, time and place of the incident(s). Upon issuing a written warning a corrective action plan which outlines the improvement(s) required and the time frame within which the improvement(s) are to be achieved shall be developed. Whenever possible, the corrective action plan should be mutually acceptable to and be signed by both parties. A copy of the written corrective action plan shall be provided to the team member/student. A follow-up meeting should be scheduled no later than thirty (30) days following the date on which the written warning and corrective action plan is issued.

(iii) Written warnings, related documentation, and corrective action plans must be sent to Human Resources for filing in the team member’s/student’s file.

(iv) Written warnings will warrant further corrective action when there is another occurrence within a 12-month period.

(v) If, in the opinion of the supervisor/manager, a written warning fails to correct the concern, more severe discipline action may be required, including progression to a higher level of involvement. Higher level of involvement may include the COO and/or President, depending upon the circumstances; and may also include advising the team member that failure to correct shortcomings could place the team member’s continued employment at risk.

Suspension

(i) Suspension from the course will usually occur after the written warning discipline step has failed to correct the situation and the student has been properly advised that a suspension may occur if shortcomings are not corrected. Disciplinary suspensions may also occur, without prior warnings, if the suspension is administered because of unacceptable conduct or behaviour. A suspension requires the approval of both the President and COO before being issued.

(ii) Immediate suspension from the course without the approval of the COO and/or President is Rev. B April 2022 an option available to supervisors/managers only if the specific incident demands immediate remedial action to correct gross insubordination or to protect the health/safety of students or to protect the assets of ITPS Canada.

(iii) In those circumstances where this option is used, the suspension will be of indefinite duration, pending an investigation of the events surrounding the suspension. The President and COO must be notified immediately of any suspension of this nature. The investigation of an immediate suspension will be conducted as quickly as possible. Once the investigation is complete, the suspended team member shall be notified of the results of the investigation.

Discharge

• Discharge may occur only after the formal discipline steps have been exhausted or the investigation of an immediate suspension is deemed to warrant such action.
• A discharge, for any reason, must be documented and approved in advance by the President and COO.

Discipline may vary depending on the specific circumstances, however, the following are guidelines that the company will generally follow in addressing issues that warrants counselling or discipline:

• 1st offence informal counselling
• 2nd offence verbal warning
• 3rd offence written warning
• 4th offence 3-day suspension
• 5th offence discharge
• Lateness and Absenteeism – refer to Attendance and Punctuality Policy and Leave of Absence Policy
• Not meeting job expectations
• Non-compliance of a company policy/procedure

The following serious misconduct will result in:

• 1st offence written warning
• 2nd offence 3-day suspension
• 3rd offence discharge
• Absence from work without notification to superior
• Safety – any team member violating any safety rule, not wearing personal protective equipment, not adhering to health and safety procedures, not cooperating with the return to work program
• Non-compliance of any company policy
• Neglect of duties
• Horseplay

The following serious misconduct will result in:

• 1st offence final warning OR 3-day suspension
• 2nd offence discharge
• Smoking in locations other than designated areas
• Gambling of any kind on company time or premises
• Conducting outside business on company time and/or premises
• Inappropriate conduct reflecting on the company’s name and reputation which also includes putting inappropriate comments on any social media site

The following serious conduct will result in:

An indefinite suspension pending the investigation of the incident, which may be followed by discharge

• Insubordination or use of profane, abusive or threatening language toward fellow team  members, supervisors, students or customers
• Fighting, harassment or threatening bodily harm to anyone on company premises
• Performing work while under the influence of alcohol or drugs or in possession of the same during working hours
• Falsification of employment application or other company records
• Sabotage – deliberately damaging or attempting to damage company property
• Theft or misappropriation of any kind
• Misuse, defacement or removal of company property
• Bringing weapons of any kind to work (illegal or legal) or having them in your possession while on company property

Please note that in some circumstances based on the severity and the team member’s record, immediate progression to suspension or discharge may occur. Please ensure that Human Resources reviews all corrective actions before issuing.

Acknowledgement and Agreement

I, [Student name], acknowledge that I have read and understand the Guidelines for Disciplinary Action of ITPS Canada. I agree to adhere to this policy and will ensure that team members working under my direction adhere to this policy.
Name: [Student name]
Signature: [Student signature]
Date: [Signage Date]

Violence Against Women (VAW) Program – Family Services Perth-Huron Counselling Services
142 Waterloo St S, Stratford, ON N5A 4B4
519-273-1020 | 1-800-268-0903
www.familyservicesperth-huron.ca
Individual counselling, safety planning, advocacy, information and referrals for issues associated with past or present abuse for women (16+) who have experienced domestic violence, sexual harassment, sexual assault and/or abuse (physical, sexual, verbal, emotional or financial) as an adult or in childhood.

Sexual Assault and Partner Abuse Care Centre Grey Bruce Health Services Owen Sound Hospital Mental Health and Addictions Services
1800 8th St E, Box 1800, Owen Sound, ON N4K 6M9
519-376-2121 ext. 2458, 1-888-525-0552
www.gbhs.on.ca/mental-health-addiction-services
Emotional support, medical care, and counselling for victims of recent sexual assault, adult survivors of sexual abuse and survivors of partner abuse

Zhaawanong Women’s Shelter – Atlohsa Native Family Healing Services
343 Richmond St, Suite 109, London, ON N6A 3C2
519-432-2270
www.atlohsa.com
Emergency shelter for abused women and their children.

Carrefour des Femmes du Sud-Ouest de L’Ontario
PO Box 774, London, ON N6A 4Y8
519-858-0954 | 1-888-858-0954
www.carrefourfemmes.on.ca
Confidential services for French-speaking women

Changing Ways
825 Bradley Ave, 2nd Fl, London, ON N6E 3C2
519-438-9869 | 1-888-438-9869
www.changingways.on.ca
Services to help men eliminate their abusive and violent behaviours in their primary and intimate relationships * public
Education presentations

Domestic Abuse Services Oxford
975 James St, Woodstock, ON N4S 0A5
519-539-7488 | 1-800-265-1938 or Text # 519-788-9993
www.daso.ca
Residential and community-based services for women and their children in Oxford County impacted by domestic abuse and/or homelessness

Sexual Abuse Services – London Region Family Service Thames Valley
125 Woodward Ave, London, ON N6H 2H1
519-433-0183
www.familyservicethamesvalley.com
Short term strengths-based counselling for women who have experienced sexual abuse or sexual assault

Sexual Abuse Services – Middlesex Region Family Service Thames Valley
395 Carrie St, Strathroy, ON N7G 3C9
519-433-0183
www.familyservicethamesvalley.com
Short-term strengths-based counselling for women who have experienced sexual abuse or sexual assault

Regional Sexual Assault and Domestic Violence Treatment Program St Joseph’s Health Care
London St Joseph’s Hospital PO Box 5777, Stn B, London, ON N6A 4V2
519-646-6100 ext 64224
www.sjhc.london.on.ca/sexualassault
Care for women, children, and men experiencing sexual assault and/or domestic violence.

Victim Services of Middlesex-London
601 Dundas St, London, ON N6B 1X1
519-661-5636
www.vsmiddlesex.org
Contracted by the Ministry of the Attorney General to deliver The Victim Crisis Assistance Ontario (VCAO) Program
VCAO programs work in partnership with local police and emergency services
Managed by volunteer community boards of directors

Violence Against Women, Services Elgin County
300 Talbot St, Suite 26, St Thomas, ON N5P 4E2
519-633-0155 | 1-800-265-4305
www.vawsec.on.ca
Support services for women who have been abused
Provides safety in an emergency shelter and counselling services