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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

Career Counseling Policy Career Counseling ICO (IMS Corporate Office) has a designated desk for career counseling whereby we provide 360° career counseling services and holistic process to help student take informed career decisions which include following process: Personality Assessment Career Efficacy insight CV Review Career Counseling and Guidance Interviewing Skills Preparation LinkedIn Profiling Review Awareness about Market Expectations and Future of Careers Mock Interviews with Industry Experts These services ensure students are prepared for the demands of the professional world before entering the job market. Aim To empower students to achieve academic excellence and become active, engaged citizens by providing impartial, comprehensive career guidance that supports their individual needs, aspirations, and potential. Specific objectives include: Fostering a supportive and motivating environment for students’ academic growth. Offering personalized career guidance aligned with students’ interests, strengths, and goals. To ensure our guidance aligns with our mission and meets the unique needs of each student. Facilitating successful university placements within the framework of company policies and academic guidelines. Equipping students with the knowledge and skills necessary to make informed decisions about their future educational and career paths. Promoting a culture of lifelong learning and personal development Enhance our in-house guidance with insights from external experts to broaden students’ horizons. Promote gender diversity in career exploration to prepare students for a more inclusive workforce Confidentiality Counselling session information will be held confidential and will only be shared with the consent of the student. However, counsellor to specify that in case of any significant risk to student, confidentiality will be broken. Parents will be briefed about the limits of confidentiality. Sessions One-to-one sessions with students in institute’s premises. Parents/ students can reach out to the counsellor via email/Zoom/Google Meet/in person. Practice The above-mentioned aims will be achieved by: Offering a career program that equips students with the skills and knowledge needed for technical education. Providing personalized career counselling to Final year students to assist them in selecting appropriate field and offer a range of options to cater to their individual needs. Ensuring all final year students to participate in hands-on work experience to develop practical skills and explore career paths through field internship and capstone project mentioned in the curriculum Integrating entrepreneurship skills into the curriculum through assigning projects in specialized courses Ensuring to maximize the final year students participation in institute’s activities like themed days, entrepreneurs’ day, guest speaker sessions, career fairs etc. View Scanned Document

Anti-Plagiarism Policy Our Anti-Plagiarism Policy 1. Preamble The Higher Education Commission introduced the first Plagiarism Policy in 2007 intending to protect, respect, credit, and recognize the original research and scholarly publications and curb the menace of plagiarism through systemic improvements based on process, development, and punitive actions besides safeguarding against the bogus or false complaints. Since its launch in 2007, a few challenges and concerns were raised about the policy related in general to the interpretation of plagiarism (definitions) across various disciplines, clarity of roles and responsibilities of HEIs vis-à-vis HEC, lack of appeal process, subjective determination of penalties and incomplete articulation of processes of complaints. Given the circumstances, it became essential to review and improve the HEC Plagiarism Policy to incorporate various forms and illustrations in which plagiarism exhibits itself, present a methodology of investigation, cater for punitive action proportional to the extent of the offence, address the issue of false or spurious complaints, institute appellate process, etc. Efficiency & Discipline Rules and the Service Statutes of research institutions and organizations.   The revised Anti-Plagiarism Policy reflects several improvements in terms of principles of the policy, definitions, and types of plagiarism, clear complaint lodging procedure, the composition of the University Anti-Plagiarism Standing Committee, grounds and penalties of plagiarism, the constitution of National Plagiarism Standing Committee at HEC, appellate process, etc. Introducing this policy, the Commission firmly believes that its implementation would significantly enhance academic integrity, thereby the overall quality of the higher education system. 2. The HEC’s Mandate to Prevent Plagiarism The Higher Education Commission (HEC) Ordinance of 2002, under section 10(a), demands that the Commission needs to develop guidelines or policies for improving and promoting quality and ethical research culture. The relevant section of the Ordinance is reproduced below:   Section 10 (a) : Formulate policies, guiding principles, and priorities for higher education institutions for the promotion of socio-economic development of the country.   Given the quoted section, the HEC tasked the Experts Committee on June 29, 2021, to review and revise the Anti-Plagiarism Policy (HEC Plagiarism Policy 2007). This revised Policy intends to uphold the autonomy and responsibility of HEIs/DAIs to ensure the authenticity of ethical research and eliminate the scourge of plagiarism. Anti-plagiarism is just one component of the broader policy framework that deals with Academic Dishonesty and Research Ethics (Gift authorship, Dispute of authorship, Citation Racketeering, etc.). The policy review has to be a dynamic process, due to the evolving National and International ground realities. It is recommended that the Anti-Plagiarism Policy be reviewed, at least once every three to five years, to reflect upon, and respond to, emerging developments. 3. Principles of the Policy The Policy is based on the following general principles: Awareness for Preventing Plagiarism: Universities and faculty members should arrange regular capacity-building activities, within each calendar year, to create awareness about avoiding plagiarism in its various forms. Following Research Ethics: Universities, faculty, students, and staff should follow research ethics to avoid plagiarism in their academic and research contributions. Respecting Intellectual Contribution: Researchers/Scholars and Faculty members should acknowledge other researchers’ intellectual work, as per the norms of their respective disciplines. Devising Process for Probing Plagiarism: Plagiarism is considered a serious matter, and there is a need to curb this menace through proper, detailed, and defined processes. 4. Definition of Plagiarism The online Oxford Learner’s Dictionary defines the term Plagiarism as follows:“The practice of copying another person’s ideas, words or work and pretending that they are your own.”   The online Merriam-Webster dictionary’s definition of Plagiarism is as follows:“To steal and pass off (the ideas or words of another) as one’s one: use (another’s production) without crediting the source”   https://www.oxfordlearnersdictionaries.com/us/definition/english/plagiarism?q=plagiarism https://www.merriam-webster.com/dictionary/plagiarized   Furthermore, the following acts fall within the scope and definition of plagiarism: To steal and present the ideas or words of others as one’s own To use another person’s production, without citing and crediting the source To commit literary theft To present as a new and original idea or product derived from an existing scholarly source. Turning in someone else’s work as one’s own Copying words or ideas from someone else without giving credit Failing to put a quote or quotation marks, when copying the exact language from a source Giving incorrect information about the source of a quotation  Changing words but copying the sentence structure of a source without giving credit Copying a bulk of words or ideas from other references and including them in your work, whether you give credit or not.   The following activities are prevalent in today’s technology-driven society. Despite their everyday use, they still count as academic cheating and plagiarism if done without permission from the original artists/creators. Copying media (especially images) from other websites to paste them into your work or websites. Making a video using footage from others’ videos or copyrighted art and music as part of a soundtrack. Performing another person’s copyrighted music (i.e., playing a cover) without permission. Composing a piece of music which is heavily borrowed from another composition.   Indeed, some media can create challenging situations to determine if the copyrights of a work are being violated. For example: A photograph or scan of a copyrighted image (using a picture of a book cover to represent that book on one’s website)  Recording audio or video in which copyrighted music or video is playing in the background. Re-creating a visual work in the same medium. (Shooting a photograph that uses the same composition and subject matter as someone else’s photograph) Re-creating a graphic work in a different medium (making a painting closely resembling another person’s photo without permission). Re-mixing or altering copyrighted images, videos, audio, or other artistic expressions. Use of ChatGPT and similar machine-generated text.   The document also provides a reference for further guidance on avoiding unauthorized use of copyrighted material: For determining/avoiding unauthorized use of somebody else’s copyrighted material, guidelines from the Committee on Publication Ethics (COPE) are available at https://publicationethics.org/guidance/Guidelines 5. Common Types of Plagiarism Students Collusion: Working with other students on an assignment… Continue reading Anti-Plagiarism Policy

Alumni Engagement Policy Preamble An institute campus is a hub of fond memories and experiences. It is here that the students not only learnt a thing or two about industry topics and set themselves up for career success, but they also built a relationship with their college that grew to ingrained loyalty.   For universities, the love and commitment of alumni can be a powerful tool for fundraising opportunities, marketing and brand awareness for which the university/college need to maintain a relationship with the students even after they receive their degree. In this digital age, the alumni engagement activities can assume a more consistent and impactful activity.   The UGC Quality Mandate mentions one of the initiatives as the “Student Career Progression and Alumni Network of Higher Education Quality Improvement Programme’. Under this initiative it is imperative that each institute should evolve a mechanism to monitor student career progression at every stage as a part of student centric learning. Objectives Fostering connections among graduates to create a supportive community. Pairing students with alumni professionals for guidance, internships, and job opportunities. Facilitating connections between alumni and current students for career advancement and collaboration. Strengthening alumni’s emotional connection to their alma mater, promoting loyalty and advocacy. Encouraging alumni to share their expertise, experiences, and insights with students and faculty. Leveraging alumni networks to attract prospective students and promote the institution. Creating opportunities for alumni to reconnect, socialize, and build relationships. Offering alumni access to continuing education, workshops, and resources for personal and professional development. Empowering alumni to serve as ambassadors, promoting the institution’s reputation and values. Centralized Alumni – Relations Wing: IMS has a centralized Alumni – Relations Wing that is responsible for the alumni engagement initiatives. This alumni-relations wing will suggest / plan various initiatives and programs to engage alumni. They will also approve the activities being planned by either students, faculty or alumni groups. Strategies for Alumni Engagement Alumni Database:In order to be able to contact the alumni in various ways (by phone, email, physical mail, etc.), a comprehensive database of the alumni should be maintained, which has the information regarding the career progress of the alumni. The initial data may typically be compiled by migrating the student admission data to the alumni database after the graduation of the student.Career Progress of the alumni is periodically updated by sharing the form of Alumni Success Stories to our distinguished Alumni (Form) and the team of IMS Alumni Engagement publicize these success stories to retain the legacy of excellence. Alumni Contact:Information about the latest initiatives of the institute should be shared with the alumni. Newsletter: A variety of ways for indirect contact in order to keep the alumni updated about the latest developments at their institute should be there. Initiatives like newsletters (e-newsletters) incorporating information that invite alumni attention, alumni-contact-alumni network programs, etc. Alumni Meet: Alumni meets should be periodically held. Networking events and get together must be periodically organized. Emails may be sent on various occasions. Social Media: Effective use of social media like Facebook, Twitter and Instagram may be used for enhanced reach and interaction with the alumni. Professional social media platform like LinkedIn may be used for networking. Twitter may be used for brief and quick update with the alumn  Alumni Engagement Activities: IMS Alumni Relations Wing must encourage the alumni for active participation in various alumni activities. Alumni may be invited for participation in conferences / seminars as resource persons. Alumni Participation: The alumni may be invited to participate in various academic and non-academic advisory bodies of institute so as to bring their professional experience to these bodies Alumni may be involved at policy-level in the different bodies of Alumni Relation Wing and Institute. Proven alumni at a higher lever may typically be invited so as to bring their proven leadership skills, and also contribute their knowledge of the finer points in the institute’s functioning. Special Interest Groups (SIGs): Special Interest Groups (SIGs), of alumni with common interests may be formed to provide opportunities for exchange of leadership and career development, etc. Awards: The institute should honor the distinguished alumni for their support in brand building exercises and overall development of the institute. The alumni who reach positions of eminence or are otherwise role models to the students may be recognized by the institute by bestowing them with distinguished alumnus/alumna and other similar awards.Special Interest Groups (SIGs), of alumni with common interests may be formed to provide opportunities for exchange of leadership and career development, etc. Reporting to the IMS Alumni Relations Wing: There should be minimum two meetings of the alumni association and one alumni meet per year in addition to the various alumni engagement activities.   The alumni associations of the constituent units should submit a detailed report to the IMS alumni relations wing regarding yearly initiatives. View Scanned Document