Author: Muhammad Hassan

Internship Policy Internship Policy Undergraduate Students Purpose The purpose of internship is to provide IMS students to get relevant corporate experience in  eminent organizations. It provides students the opportunity to work on meaningful  assignments and gain practical work experience, skill development, networking opportunities etc. Therefore, makes them instantly useful to the organizations they join upon graduation.     Moreover, after experiencing a particular job environment and witnessing what it requires,  students may decide right career for themselves prior to graduation. Eligibility Criteria It is a compulsory degree requirement, failing which you will not be issued the Degree despite of the “PASS” result to be mentioned on final Transcript. Student during the period must show professionalism, and commitment. Equal opportunities will be given regardless of race, gender, disability, or other factors. Minimum CGPA= 2.4 Student should have completed Six semesters of study or, Should have completed 90 credit hours or, Qualify prerequisites of selected organization Registration Process Student must complete registration process for internship within notified timeframe.  Get a copy of “Internship Approval Form” from Placements Office.   Submit your CV/Resume (Hard copy) to Internship & Placement Officer Internship & Placement Officer will issue a recommendation letter & email at (placement@pakaims.edu.pk) Internship Structure Duration:        6-8 weeks CHrs:               03 Fee:                 No fee General This policy framework should be tailored to fit the specific needs and objectives of the        Provide an orientation for interns to understand expectations, company policies, and code of conduct. Students will be free for Practical Internship of their own choice. But they will have to  inform internship desk (via Internship Joining Form/email). Student will have to submit a copy of internship offer letter (describing requirements of employer company and job responsibilities of internee) to Internship / Placement Officer  of the Institute. Details about the Internship (Organization Name, Internship Commencement date) are required to be shared by intern to Placement Office. Sponsoring organizations to be requested to evaluate the intern’s performance on a prescribed form which is discussed with the intern so as to focus on his/ her strengths and  Concerned internee is responsible to receive the Internship Evaluation Form duly filled by his/her supervisor in the organization of internship and submit it to the Placement Office. The Form will be emailed by Placement Office to the concerned organization prior to the       completion of internship. Maintain a LOG BOOK (hand-written) on daily basis for internship period. The log book will describe daily activities of the internee. A log book or a diary of related events will be  maintained individually by all students.   The final report of student should not be accepted without submission of the LOG BOOK. All students will maintain and submit the LOG BOOK, non-submission will result in non awarding of grade. Students will have to submit Internship Report & Internship Completion Certificate (issued by the respective employer on Company letterhead with proper letter issuance  date & internship dates, name & job title of issuing authority) to Placements Office Internship will be allowed only in organizations approved by Placement Office, and change of organization without Internship Advisor’s permission, is not allowed. Report should be submitted in Hard Copy within two weeks after the completion of Late submission will not be accepted and the said internship will be cancelled. If, the evaluation is not found according to the given guidelines by the Internship & Placement Officer in the internship report, then internee will have to rewrite Internship  Report as per instructions of the Placement. Guidelines on Internship Report is attached as Annexure Guidelines Academic Internship Report Manuscript Format  The Internship Report must be a professionally finished work in format, style, spelling and  appearance, as the finished document reflects on both the student and the University. The report  is a scholarly statement of the results of the student’s internship work. The format of the  manuscript should be consistent with the guidelines presented herein. Failure to  follow  these  instructions may result in either rejection of your Internship Report or an instruction to revise it.   The preferred size of the report is 5 to 6 pages. The language is English. If the results are confidential, the report will only be handed to the Placement Office. Confidential reports will not be shown to anyone else, but will always be accessible for visitation committees.   Title Page  One original title page, prepared in the same format as the attached sample (see the end of this document). Overview of the Organization Brief introduction Major activities, processes, products, hierarchy               Report Content One or two pager short brief that summarizes the report. What is this about? Why it undertaken / what was the purpose? What are the training methods used, major findings or results? Frequency of meetings with supervisors The conclusions & recommendations Based on Strategies developed in SWOT Should not be Vague, Abstract, Idealistic Should be Specific, Concrete, Practical Page of Supervisory Committee  One original title page, prepared in the same format as the attached sample (see the end of this  document) must be submitted with the original signatures of all members of the Internship  Report Committee. Acknowledgement This report has been prepared for the internship that has been done in the (Name of Organization)  to study the practical aspect of the course and implementation of the theory in the field with the  purpose of fulfilling the requirements of the course of (Name of Program)   I would like to express my sincere gratitude to (Supervisor at   Manager/Director/HOD of the Organization  worked in, other employees, staff members etc.) for their support and encouragement.   Internee should concentrate and focus on the quality of recommendations. They should not be unclear, ambitious and general. Your recommendations should be directly relevant to your place of internship and should be implementable for bringing improvement. Conclude briefly by summarizing your main points of the report.   Note: The student must provide information based on his/her personal learning and experience gained  during… Continue reading Internship Policy

International Student Exchange Policy Objectives and Procedure: The policy aims to offer students wide-ranging advantages, including the chance to follow global exposure and familiarize themselves with diverse cultures and international educational standards.   IMS encourages its students to participate in outbound exchange programs to extend their educational horizons. Students may spend one or more semesters at an overseas university or educational institution authorized by the HEC under this scheme. For students participating in an outbound exchange program, the following policy will be applicable: Before participating in any outbound exchange program, the student must obtain approval from the institute. Such requests ought to be sent via the department head or dean. The Registrar’s office will receive the matter from the Dean. The semester at IMS must be frozen by the student before they go for the outbound exchange program. For universities that IMS has an exchange agreement with for student exchange, there won’t be any tuition fees associated with the semester’s suspension.   The number of days the student will spend abroad on an exchange program should be taken into consideration when determining the length and number of semesters to freeze. The student is required to follow the designated dates of departure and return. The length of the semester or semesters spent studying overseas will not be taken into account when determining the time bar.   Credit transfers will only be permitted between Higher Education Commission (HEC)-recognized schools and universities. Only degree-level programs (equal to comparable-level programs at Home University) offered on campus will have their credits transferred. In order to be eligible for a credit transfer, a student must always meet the minimum requirements set forth by the relevant academic program.   Through inbound exchange programs, students from universities or other international educational institutions can spend one or more semesters studying at IMS. For the inbound exchange program, the following rules will be in effect: Only students from internationally accredited schools and colleges may participate in the inbound exchange program, as approved by HEC. IMS will determine whether to accept students under the incoming exchange program on a case-by-case basis. In the event of the semester system, the student must have obtained a minimum CGPA of 2.50/4.0, and in the case of the yearly system, 50%. The supporting documentation will be examined carefully on their face value. View Scanned Document

International Linkages Policy Objectives and Procedure: The International Linkages Policy ensures fruitful linkages with international bodies. IMS promotes linkages with globally recognized universities and educational organizations. The policy criteria should be taken into consideration when reviewing the case for linking and deciding on agreements or MoUs. The following areas of mutual understanding and cooperation will be covered by the agreements/MoUs while adhering to current HEC/government policies: – Exchange initiatives between faculty and students that benefit both parties. Collaborative research initiatives for learning and mutual interest. Collaboratively planning and attending seminars, conferences, and talks of shared benefit. The sharing of articles, papers, and other scholarly resources. Building capacity through staff, and faculty training and any other area in which the parties have a shared interest. View Scanned Document

Intellectual Property Policy Introduction This policy provides guidance for staff (academic and general), students, researchers and other related persons on the practices of Institute of Management Sciences (IMS) with respect to Intellectual Property (IP). This document describes basis of generating this policy, objectives, coverage, ownership, disclosure, market evaluation, licensing, commercialization and revenue distribution.   In the past, economic development was an in terms of the struggle for controlling land and natural resources as well as market and raw materials. The trend has changed now and the focus is turning towards preserving exclusive rights on new ideas, innovations and inventions. This is creating and stimulating a need for documenting Intellectual Property Rights. Universities in the developed countries are becoming more informed on Intellectual Property Rights, whereas universities in developing countries and their staff have been losing this opportunity of remarkable identity and a sustainable source of income. Experience from universities in developed countries have shown that significant income can be generated through commercialization of innovations and research findings from universities and R&D institutions. The patentable research and its commercialization, effective outreach and provision of consultancies help promoting linkages between universities and industry.   There are several stakeholders in the process of commercialization of innovations and research findings. Each of these stakeholders has its interests and expectations, which in most cases may be in conflict with each other. The IMS aims to develop an environment in which all the concerned stakeholders can operate and co-operate meaningfully with each other. Further, the University largely depends upon financial support primarily from the government and from local and international organizations for its research activities. Consistent with this premise, the IMS seeks to ensure that any resultant IP is administered and protected in the public interest   The IP Policy seeks to provide guidelines that can be consistently applied to facilitate the commercialization of research outputs and to arrive at possible solutions to potential IP issues relevant to the conduct of research innovations, technology transfer and commercialization. Objectives The objective of this policy is to provide a framework within which the IP of the IMS is developed, managed, and effectively hamessed for the benefits of the University, inventors/authors, researchers students and the general public. The main objectives of this policy are narrated as under: To protect the ownership rights of staff, students and researchers for controlling the products of their work by promoting, preserving. encouraging and aiding scientific investigations and research. To ensure that name, insignias and logos of IMS are properly used. and to receive a fair share of any commercial fruits from the use of its names. To establish standards for determining the rights and obligations of the IMSA creators of IP. To ensure compliance with applicable laws and regulations and enable the IMS to secure sponsored research funding at all levels of research. To act a system that fasters and expedites the creation and dissemination of discoveries innovations for economic benefits to the faculty members, students, researchers and allied staff through commercialization and licensing. To devise a strategy for co ownership and due share of IMS from commercialization of IP assets developed created by the IMS through contracts with donors/sponsors of the res, projects. To conduct IP audit/assessment of IP Rights of IMS on annual basis and set targets for management of University’s IP assets. Coverage of IP Policy This section of the policy document describes the coverage / scope of the persons involved and areas covered under proposed policy. Course Materials Course materials mean all materials produced in a course or use of Patents in teaching in any form (including digital print, video and visual material) and all intellectual property rights in such materials and will include lectures, lecture notes and material, syllabi, study guides, assessment material, images, multimedia presentations, web content and course software. Research Projects All the research activities will also be covered under IP policy of IMS. In this regard, however, this policy will not affect those research projects which are under process Persons Academic staff: Includes all teaching and research staff, and visiting scholars employed by IMS on permanent, temporary, adhoc or contract basis Undergraduate, postgraduate and visiting students: Any full-time or part time under graduate and post graduate student regardless of whether heshe receives financial aid from the University or from external sources. It is the responsibility of students who are also employees of outside organizations to resolve any conflict between this policy and provisions of agreements with their employers prior to committing themselves to any undertaking at the IMS that may involve the development or creation of IP. Post-doctoral researchers:Although post-doctoral associates may be hired as staff, they are considered to be in the same category as post-doctoral fellows/trainees because their work is considered to be part of their training. Independent contractors or consultants:Persons hired by the IMS on a limited time basis, for a limited purpose as specified in a contract. The rights and obligations of the parties shall be determined by contract between the IMS and the contractor. Non-employeesA person, who uses IMS funds, facilities or other resources, or participate in University-administered research, industrial personnel and fellows, regardless of obligations to other companies or institutions. View Scanned Document

IMS Procurement Policy 1. Objective The objective of this policy is to ensure that all procurement activities are conducted in a transparent, consistent, and cost-effective manner in alignment with the organization’s operational requirements and financial controls. 2. Scope This policy applies to all departments and personnel involved in the procurement of goods and services, including routine, petty, and bulk purchases. 3. Procurement Categories and Procedures A. Standard Purchase Procedure Purchase Requisition: The requesting department submits a purchase requisition specifying item details, quantities, and justification. Approval from Finance and Accounts Committee (FAC): The FAC reviews and approves the requisition based on need and budget availability. Purchase Order (PO): A formal Purchase Order is issued to the vendor upon FAC approval. Inward Gate Pass: Received goods are recorded through an inward gate pass at the delivery point. Delivery Challan: The vendor submits a delivery challan confirming the goods delivered. Invoice Submission: The vendor provides an invoice for the goods delivered. Check and Verification: The receiving department verifies the goods against the PO, delivery challan, and invoice. FAC Signature for Approval: The FAC signs off on the invoice and delivery documents after verification. Payment Processing: Accounts Department processes payment to the vendor as per terms. B. Petty Purchase Procedure Requisition Raised: A small-scale purchase requisition is submitted by the department. Approval from Manager Admin: Manager Admin reviews and approves the requisition. Bill Submission: Vendor provides a bill or cash memo for goods/services provided. FAC Approval: FAC reviews and approves the petty purchase bill. Payment: Payment is disbursed to the vendor or reimbursed to the employee. Posting in Accounting Books: All transactions are recorded in the accounting system. C. Bulk Purchase Procedure Summary for Approval: A summary of the intended bulk purchase is prepared and submitted for approval. Purchase Order Issuance: Upon approval, a PO is issued to the selected vendor. Inward Gate Pass: Goods are recorded through the inward gate pass upon delivery. Delivery Challan: Vendor provides a delivery challan for verification. FAC Review: FAC verifies the delivery and associated documentation. Invoice and Check: Invoice is reviewed and matched with the PO and delivery challan. FAC Signature: FAC signs off on the transaction after verifying its accuracy. Payment: Accounts Department processes the final payment. 4. Roles and Responsibilities Requesting Departments: Raise accurate and justified purchase requisitions. Manager Admin: Reviews petty purchases and authorizes small-scale expenses. Finance and Accounts Committee (FAC): Verifies all major expenditures and ensures budget compliance. Accounts Department: Ensures proper documentation and timely payment processing. Store/Gatekeeper: Maintains records of goods received and ensures physical verification. 5. Compliance All purchases must follow this policy to ensure consistency, financial integrity, and audit readiness. Any deviation must be justified in writing and approved by the senior management. View Scanned Document

IMS Code of Conduct Code of Conduct at IMS The following actions will be considered misconduct and a violation of the Code of Conduct at IMS. 1.1 Discrimination Expressions of racial, religious, ethnic or gender bias, or discrimination based on these factors, directed at individuals or groups. Unequal treatment demeaning of another person for reasons including but not limited to race, gender, creed, or origin. 1.2 Aggressive Behavior IMS has zero-tolerance for any form of aggressive behavior such as harassment, stalking, or ragging activities. Misconduct of this type includes, but is not limited to: Stalking, which refers to a pattern of unwanted and persistent pursuit and intrusion into the life of another person, such as following them around, appearing uninvited at their place of residence, employment, or education, as well as making other attempts to contact the target, who clearly does not desire it. The pattern of behavior is such that it is repetitive and it causes stress in the victim, who experiences it as a threat and may therefore realistically fear for their physical safety. Harassment is in which the purpose is to humiliate, discomfit, or otherwise psychologically torment or provoke the target, whether through words, gestures, or actions. Although usually stopping short of actual physical aggression, harassment is an act of hostility that has a disruptive effect on the victim’s ability to function at work or school. Sexual harassment, which is any unwelcome sexual advance, request for sexual favors or other verbal or written communication or physical conduct of a sexual nature, or sexually demeaning attitudes, causing interference with work performance or creating an intimidating, hostile or offensive work environment, or the attempt to punish the complainant for refusal to comply to such a request or is made a condition for employment. Sexual harassment may involve the behavior of a person of either sex against a person of the opposite or same sex. Hazing or Ragging, which constitutes initiation rituals that involve abuse and that humiliate and violate the dignity of a new member. The initiation process should be conducted in a manner that respects the dignity of new members and protects their mental and physical well-being. The intent of any person engaging in hazing activity or the consent or cooperation of any person who is a victim of hazing will not constitute a defense to an allegation of misconduct for hazing. Physical assault includes not just beating, punching, kicking but any aggressive physical contact such as pushing and shoving. Intimidation refers to any hostile behavior or threats of harm to self, to others or to persons related to them, often as a means of coercing the target to acquiesce in the perpetrator’s demands. Any other act that endangers human life, or threatens serious physical or psychological injury. 1.3 Unauthorized Use or Damage to Property and Services Theft of, misappropriation of, interference with, or damage to any property of the Institute or property of others while on Institute premises or at official Institute functions. For instance, unauthorized use or alteration of fire or other safety or emergency devices; unauthorized use of a computer or a room. Unauthorized use of a university service. For instance, unauthorized use, replication, or distribution of keys or other access devices for any building, room, or facility on the campus; unauthorized use of computer resources or library privileges. Attempt of setting fire on campus, whether successful or unsuccessful, except in places designated for this purpose, such as lab burners, cooking stoves, or fireplaces. 1.4 Unauthorized Possession of Weapons The unauthorized possession, storage, use or threat of use on campus of firearms, ammunition, explosives, fireworks, firecrackers or other weapons. 1.5 Illegal Drugs and Alcoholic Beverages Possession or consumption of opiates, cocaine, marijuana, hashish, alcoholic beverages or other intoxicating substances is strictly prohibited anywhere on campus. Offering to sell or obtain these substances. Being part of a group or circle of students where these substances are being used/consumed. 1.6 Dishonesty, Forgery and Misrepresentation Some examples of violations of this category are: Providing false written or oral information to the Institute. Providing forged documents to the Institute. Providing false identification to an official of the Institute. Providing false financial information for the purpose of obtaining any concession or financial aid. Forgery, alteration, or misuse of any University document, record, key, electronic device, or identification. Signing a document with someone else’s name, initials or signature. Financial misappropriation. Misrepresentation, or false statement of fact. 1.7 Abuse of Disciplinary Proceedings Any form of non-compliance of disciplinary proceedings or an attempt to subvert the disciplinary process, including, but not limited to: Failure to appear before the Disciplinary Committee or subcommittee, or to file statements or evidence required by the committee. Providing false testimony or statement to the Disciplinary Committee, sub-committee or to an officer of the institute investigating a case for submission to the Disciplinary Committee. Trying to coerce someone from filing a legitimate complaint to the Disciplinary Committee. Knowingly filing a false complaint to the Disciplinary Committee. Attempting to influence the impartiality of a member of the Disciplinary Committee. Violating the right of privacy of a person with respect to disciplinary proceedings. Failure to comply with disciplinary sanctions. View Scanned Document

Harassment Policy Policy on Protection Against Sexual Harassment in Higher Education Institutions 1. PRINCIPLES AND PURPOSES OF THE POLICY Higher Education Institutions (“HEIs”) are highly consequential institutions in society that are dedicated to the pursuit and dissemination of knowledge. Members of the HEI community have several important rights and privileges, central among which is the right to pursue inquiry and search for knowledge without hinderance from unlawful or otherwise unacceptable constraints. The Higher Education Commission (the “HEC”), which has been mandated by law to prescribe conditions under which HEIs in the country may be opened and operated, takes very seriously the freedom of teachers, researchers, scholars, students and other members of the HEI community to live and work in a safe environment in which their dignity is protected. Protection against sexual harassment is important not only because it threatens the freedom and conduciveness of the environment at institutions of higher learning. At a more fundamental level, such conduct is unacceptable because it violates personal dignity and shall not be tolerated at HEIs in Pakistan under any circumstance. In accordance with the terms of this policy, sexual harassment shall be prohibited at HEIs in Pakistan, and shall constitute a punishable offence under the policy. The HEC affirms the right of every member of the HEI community live, study and work in an environment that is free from sexual harassment. The goal of this policy is to prevent sexual harassment from taking place, and where necessary to act upon complaints of sexual harassment promptly, fairly, judiciously and with due regard to confidentiality for all parties concerned. All administrators, deans, managers, faculty, department chairs, directors of schools or programs and others in supervisory or leadership positions have an obligation to be familiar with and to uphold this policy and its procedures along with informing members of their staff about its existence. HEIs are encouraged to formulate internal policies that further strengthen or expand the protections available under the HEC’s policy on sexual harassment. This policy has been made pursuant to the powers granted to the HEC under the Higher Education Commission Ordinance, 2002, and is binding on all higher education institutions in the country, whether operating in the public or private sectors. Violations or failure to comply with the HEC’s policies may lead to regulatory action being taken against non-compliant HEIs. This policy is consistent with and has been made in light of the provisions of the Protection Against Harassment of Women at the Workplace Act 2010 (as amended) (the “2010 Harassment Act”). It extends the protection against sexual harassment to all members of the HEI community, and provides the option to aggrieved persons to seek recourse to resources within the HEI or to seek redressal through the provisions of the 2010 Act. 2. PROHIBITED CONDUCT “Sexual harassment” means any unwelcome sexual advance, request for sexual favors or other verbal or written communication or physical conduct of a sexual nature, or sexually demeaning attitudes, where: Submission to such conduct is made either explicitly or implicitly a term or condition of an individual participation in any activity at the HEI; Submission to or rejection of such conduct by an individual is used as a basis for academic or employment decision affecting that individual; Such conduct has the purpose or effect of unreasonably interfering with an individual’s academic or work performance, or of creating an intimidating, hostile, or offensive educational or working environment. Sexual harassment may be overt or subtle, and can range from visual signals or gestures to verbal abuse to physical contact along with hand or sign language to denote sexual activity, persistent and unwelcome flirting (see Annex 1 for examples of various manifestations). The following behaviors are specifically prohibited under this policy. This following are meant to provide specificity to the definition provided in clauses 2.1. However, it is not an exhaustive list, and other behaviors that fall within the scope of the definition above shall also be prohibited. Especially Egregious Non-Consensual Acts: Acts that would be included in the category of rape. While such situations will be covered under the laws of the country, and law enforcement institutions and the courts will investigate and adjudicate accordingly, the HEI administration has a special obligation to take preventative measures, offer immediate assistance and take interim measures when required.  Non-Consensual Sexual Contact: Includes sexual contact with another person without consent.  Sexual Exploitation: Taking of actions that violate the sexual privacy of others or taking sexual advantage of another without their consent. For example, taking pictures, videotaping, viewing or distributing explicit images or sexual information of another person without their consent. Other Pervasive or Severe Behaviors: It is not necessary that there be actual sexual contact for a behavior to be categorized as sexual harassment. Other unwelcome behaviors are also prohibited if They are based on an individual’s sex or gender are persistent or highly serious and  create an atmosphere which is intimidating or hostile. These include but are not limited to lewd remarks or gestures, highly offensive jokes of a sexual nature, commenting inappropriately about another’s body, and stalking. e) Sex Discrimination: Adverse treatment of individuals based on their sex or gender rather than on merit. This would include instances such as the singling out (for such adverse treatment as lower salary or grades, or more severe punishment) of person(s) on the basis of sex or gender. All the actions categorized as sexual harassment when done physically or verbally would also be considered as sexual harassment when done electronically such as through the internet, e-mails, social media, texting, telephone, voicemail etc. All actions of harassment or discrimination may be taken by a person of any gender against a person of the same or another gender, and would need to be considered by the HEI if the act qualifies as a prohibited act under the policy. Sexual harassment is especially offensive when perpetrated by persons in authority, and when submission is made a condition toward any HEI activity or benefit (for example, when submission… Continue reading Harassment Policy

Grievance Policy 1. Principles and Purposes Enabling IMS to establish a grievance management system, so that all grievances/complaints of students/prospective students and stakeholders are addressed in a fair, equitable, and timely manner, by adhering to the following principles   Provide timely responses to grievances from students, potential students, or stakeholders. Develop a culture in which grievances are viewed as opportunities for Improvement. Ensure that students or potential students are free to complain without fear of discrimination Ensure that staff is aware of grievance processes and are appropriately trained to ensure that the processes are consistently applied. Requires respectful behavior among all parties when handling grievances. Communicate effectively in a timely manner to keep all parties up to date with the progress of grievances. Ensure that all information is held at the utmost confidence Ensure that the principles of natural justice are applied. Ensure that grievances are resolved to the satisfaction of all parties. 2. Grievance Management System The IMS has developed a grievance management system covering following aspects All grievances of an academic nature include, but are not limited to, issues related to student progress, assessment, curriculum, and awards during study. Encouragement of a culture of reporting through appropriate forums Roles and responsibilities of the principal authorities responsible for addressing academic grievances/complaints Complainant’s rights, roles, and responsibilities Ensuring that the complainants shall have a fair opportunity to formally present Ensuring that complainants and respondents shall not be victimized and/or discriminated against at any time. Procedures of maintaining records and confidentiality. Process elaborating how and when to launch an appeal in case the decision does not support the complainer or the accused. Process to implement the decision   The structure of the grievance management system at LGU will be hierarchal To preempt grievances/complaints LGU has also developed a parallel, informal system through DSA and I/C discipline. 3. Mechanism for Redressal of Students Grievances The students are the main stakeholders in any institution imparting education, and it’s our endeavors to make all the efforts to ensure transparency in all the activities at different stages, taking this spirit in consideration The IMS has provided a mechanism to students for redressed of their grievances as under: The Grievances may broadly include the following complaints of the aggrieved students, Academic Non-Academic Grievance related to Assessment Grievance related to Victimization Grievance related to Attendance Grievance related to charging of fees Grievance related to conducting of Examination Harassment by colleagues’ students or the teachers etc. There will be Grievance Redressal Committee at the Department Faculty/Institute level to deal with the Grievance of the students. Departmental level committee HoD/Chairperson -President  Up to 3 (three) FMs nominated by the HoDThis committee will deal with the grievance related to Academic and Administrative matters of the Department concerned. Faculty level committee Dean of the Faculty -President Up to 3 (three) senior FMs nominated by the DeanThis committee will deal with all the grievances directly related to the common problems at faculty level both academic and administrative. In addition this committee will also entertain the appeal filed by student against the decision of the Departmental level committee Institute Level Committee Registrar -President Dean of the Faculty concemed Director Students Affairs HoD concerned Prof/Associate Prof (Nominated by VC)This committee will deal with all the grievances directly related to the common problems at Institute level both academic and administrative. In addition this committee will also entertain the appeal filed by student against the decision of the faculty level committee. 4. Procedure for Redressal of Grievances An aggrieved student who has the grievance or grievances at the Department level shall make an application first to the HoD, The HoD. atter verifying the facts will try to redress the grievance within a reasonable time, preferably within a week of the receipt of application of the student if the student is not satisfied with the verdict or solution of the HoD then the same should be placed before the Department Committee. If the students not satisfied with the decision of Department committee, he/she can submit an appeal to the faculty level committee within a week from the date of the receipt of the reply from the Department level, committee, The President of the committee, after verifying the facts and the papers concerned will place the matter before the faculty level committee which shall either endorse the decision of the Department level Committee or shat pass appropriate order in the best possible manner within a reasonable time, preferably within 10 days of receipt of application. The student will submit the application of grievance or appeal to the faculty level committee or Institute level committee, as the case may be, through the HoD and President of the committee concerned The student will submit the application of grievance or appeal to the faculty level committee or Institute level committee, as the case may be, through the HoD and President of the committee concerned If the student is not satisfied with the redressed offered by the faculty level committee and feel that his/her grievance is not redressed, he/she can submit an appeal to the Institute level committee within a week from the date of receipt of decision with the relevant details. The Institute level committee should consider the appeal of the student and make appropriate recommendations to the Vice Chancellor within a reasonable time, preferably within a week from the date of receipt of decision with the relevant details. Within 7 days of approval by the V.C the final decision will be communicated to the student through the president of the committee While dealing with the complaint the committee at all levels will observe law of natural justice and hear the complainant and concerned people. To ensure that complainants shall have a fair opportunity to formally present their case, each party to a grievance may be accompanied and assisted by a support person (such as a family member, friend. counsellor, or other professional support person other than a legal representative at any relevant meeting. While passing an order on any… Continue reading Grievance Policy

Conflict of Interest Policy Introduction This policy addresses Conflict of Interest (COI) to ensure highest standards of ethics and integrity. It is to protect organizational interests and reputation. This policy also prevents its work and protect its employees from potentially damaging instances of impropriety arising from Conflict of Interest (COI) issues. The objective is that members must carry out their work in an environment that is free from any proposition of improper influence and take all reasonable steps to avoid being in an actual, apparent or potential Conflict of Interest (COI).   The Conflict of Interest (COI) may arise in a situation where financial or other personal or professional considerations compromise an individual’s objectivity, professional judgment and ability to perform his or her professional responsibilities to the Institute.   All employees have a legal duty to perform their duties with honesty to the Institute. A breach of this may result into erosion of the trust and confidence in the integrity of the Institute. Disciplinary action will be taken in case of breach of this policy. It is, therefore, the duty of all associated with IMS to ensure that these interests do not create a Conflict of Interest (COI) or a perception of a conflict of interest. Scope This policy applies to all IMS employees including faculty and non-faculty and all those employees associated with the Institute in contractual obligations. This policy applies to all situations where an employee’s personal interests appear to influence the objective exercise of his or her official duties. Definition There is no legal definition of an ‘interest’ and it should therefore be considered as a broad term which includes any activity or association in which an employee has a personal interest and is in conflict with an individual’s ability to properly discharge his/her duties and responsibilities to the best interest of the Institute or otherwise affects its integrity and confidence. It refers to a situation where a conflict arises for an individual between two competing interests and may be termed as perceived, potential or actual conflict of interests.   Interests may relate to property, resources, relationships, information or opportunities and are often ‘financial’ or ‘non-financial’ in nature, which may mean that an individual or associated person may stand to gain a benefit or suffer a loss, whether directly or indirectly, as a result of holding such interests. Interests which generally would require disclosure include: Financial InterestsIt means anything of monetary value, including, but not limited to payment of services, commission, consultancy fees, equity interests, remittance of debt, property rights (e.g. patents, copyrights and intellectual property rights). Non-Financial InterestsIt refers to any non-financial benefit or advantage, including but not limited to direct or indirect enhancement of an individual’s career, education or gain to immediate family (or a person with whom the person has a close personal relationship). Recognizing Conflict of Interests A conflict of interest may arise due to personal or business relationship of employees. In such cases, an individual’s personal interests compete with his/her professional requirements to an organization, which may result in the practice of biased decision for considerations of personal financial gains. Such situations can have potentially damaging consequences for the integrity and reputation of the organization. Thus, conflict of interest can compromise an individual’s ability to perform his/her duties and responsibilities objectively. Management and Administration Management and Administration of the Institute are likely to be at higher risk of exposure to individuals or scenarios in which fraud, bribery or corruption is more likely to occur. These people are expected to avoid conflicts of interest in all circumstances and should promote transparency and integrity as part of their primary role. Senior Staff/Faculty Members The HODs and senior staff/faculty members are also required to disclose interests. Senior staff/faculty members also have a leadership role to play in promoting the importance of disclosing interests and support staff accordingly in doing so. These people would be expected to be a first point of contact for staff in their areas of responsibility in helping to assess a particular activity or scenario on the grounds of an actual or potential conflict of interest. They should do this in consultation with colleagues, the Head of Departments and with reference to this Policy. Guidelines on Conflicts of Interest In case of following situations, conflict of interest should be disclosed.   Entering into a business or other contract/transaction on behalf of the Institute with a company or firm in which IMS employee has a financial interest. Influencing the purchase of equipment, materials or services for the Institute from a company or firm in which IMS employees have financial interest. Accepting gifts, benefits or favors from individuals or firms with which the Institute does business, except as token courtesies. Directing students or staff of the Institute to carry out work for a company or firm in which IMS employees have a financial interest. Using the Institute’s resources or facilities for a personal benefit or the benefit of related persons. Influencing the appointment, hiring, promotion or evaluation of a person. Avoidance of Conflicts of Interest All staff/faculty members must avoid conflict of interest by understanding the policy regarding COI and adopting as a practice to declare their personal/professional interests before joining any Committee/official responsibility. Procedures for Managing a Conflict of Interest All employees of the Institute are considered to be in a position of trust by virtue of their employment with the Institute and therefore have a responsibility to identify and disclose known or potential personal, family, pecuniary or business interests which may interfere, or be perceived to interfere, with an individual’s ability to properly discharge his or her duties to the Institute to ensure that such conflicts are seen to be properly managed or avoided.   It is the duty of every staff member to disclose any conflict of interest or any circumstances that might reasonably give rise to the perception of conflict of interest to the Dean, HODs or the Registrar as the case may be. All employees’ inquiries regarding any… Continue reading Conflict of Interest Policy

Community Service Policy Objectives and Procedure: This policy’s goal is to encourage community-building and service-oriented efforts. IMS is dedicated to providing for the community. IMS prioritizes trainings and skill development and focuses on education, health, peace, tolerance, protection and promotion of human rights, environment, and sustainable development. IMS has developed a Community Outreach Program and included it its strategic plan 2022-2027.   IMS Community Service’s mission is to fostering a sense of social responsibility and global citizenship. The faculty, students are all involved in this program. The program goals are to work with organizations and social workers engaged in community development initiatives for the benefit of community members with the following initiatives and strategies.   The provision of school supplies for children, donation of blood by our students and staff to those in need, organization of seminars on various issues that benefit society such as firefighting and other training courses that impart life-saving skills like cardiopulmonary resuscitation (CPR), the cleaning and beautification of roads, parks and other public spaces.   Organizing and promoting activities including book drives, blood camps, immunization drives, community health events, and events to support community residents during religious and national holidays and festivities. Setting up initiatives for a tree plantation, support the efforts of NGOs promoting pollution prevention and environmental protection. Collaborate with not-for-profit organizations to look for financial assistance for the community. Adopt-a-school program involves helping and partnering with a school with the noble objective of educating underprivileged children. View Scanned Document