Frequently Asked Questions
OISE's Transition to a Four-Department Structure
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General
What is happening?
Are program changes part of the departmental restructuring process?
Why are we doing this?
What are the key goals of departmental restructuring?
How was the four-department model conceived?
Why did we choose this particular department model?
Is this a cost-cutting exercise?
How will the new department structure support the undergraduate Initial Teacher Education (ITE) programs?
What is happening to the graduate collaborative programs?
Who is responsible for planning at the department level, as OISE transitions from five departments to four?
Does this process take into account U of T human resources policies and collective agreements?
What is the timetable for planning and implementation?
How does all of this relate to the academic review process?
Who can I contact for more information?
What is happening?
To address one of the goals of OISE's 2010-11 strategic planning process, OISE is moving from a five-department structure to a four-department structure that will take effect July 1, 2012.
The four departments are:
| Departments/Names | Constituent Programs |
|---|---|
| Department of Curriculum, Teaching and Learning |
Curriculum Studies and Teacher Development Master of Teaching in Elementary and Secondary Education Second Language Education |
| Department of Applied Psychology and Human Development |
Child Study and Education Counselling Psychology Developmental Psychology and Education School and Clinical Child Psychology |
| Department of Humanities, Social Sciences and Social Justice Education |
Adult Education and Community Development Educational Administration Higher Education |
| Department of Leadership, Higher and Adult Education |
History and Philosophy of Education Sociology in Education |
Colleagues in each of these departments are working together to define their goals and priorities, to support the principles of the strategic plan and develop academic plans for the future.
The proposal was passed by the requisite governance and administrative committees at the University of Toronto during the 2011-12 academic year. The changes are effective July 1, 2012.
Are program changes part of the departmental restructuring process?
We do not anticipate any changes to programs in the 2012-2013 year, as a result of the departmental restructuring from five-departments to four-departments.
After July 1, 2012, the reconfigured departments may elect to engage in program renewal, which could result in program changes, including the closing of existing programs and/or the opening of new ones. However these changes would need to go through governance no earlier than academic year 2012-13, with changes to take effect no earlier than academic year 2013-14.
Why are we doing this?
OISE engaged in a strategic planning process throughout the 2010-11 academic year that involved more than 500 faculty, staff, students, alumni and representatives from other divisions of the University.
One of the outcomes of the strategic planning process was the rethinking of OISE's five-department structure. After discussions involving faculty, staff and students, a four-department model was selected and approved by the University of Toronto's Governing Council in February 2012 after extensive consultation with the OISE community.
What are the key goals of departmental restructuring?
OISE sought a new departmental structure that would support the following principles that emerged from the strategic planning focus groups:
- Reflect and respect academic disciplines/affiliations
- Promote and support excellence in programs and research
- Build on existing strengths while nurturing new and emerging areas of research and programming
- Distinguish OISE from other faculties of education around the world
- Foster innovation, inter-disciplinarity and internationalization
- Strengthen the alignment between graduate and undergraduate programs.
How was the four-department model conceived?
To address one of the goals of the strategic planning process, Dean Julia O'Sullivan brought together a "Blue Sky Group" to think about how to restructure the departments at OISE. The Blue Sky Group included all the program coordinators (graduate, initial teacher education and collaborative), department Chairs and associate deans at OISE.
After much discussion and reflection the Blue Sky Group agreed to retain a department-based model and identified two models that supported the guiding principles from the strategic plan. Rationales for these two models were then circulated by the Dean to the OISE community. Everyone was asked to review and think about them with the best interests of OISE in mind. The Dean then met with staff, faculty and students to hear their views. In addition, a survey went out to the community allowing everyone to provide input and share their thoughts.
Why did we choose this particular department model?
The consultation process on departmental restructuring included meetings with faculty, staff and students as well as a web-based survey of all Faculty Council constituencies (tenure-stream faculty, lecturers, contract instructors with appointments of 50% or more, staff and students).
The outcomes from the survey, together with feedback from the many meetings held to discuss the issues (e.g., within programs, within departments) clearly indicated that the four-department model had strong and broad support within the community. The Blue Sky Group therefore recommended the four-department model to the Dean.
Is this a cost-cutting exercise?
No, the restructuring was not initiated or conceived as a cost-cutting exercise. The initial discussions regarding restructuring were prompted by a desire to reflect and respect academic disciplines and affiliations and rethink the organization of OISE. The rationale for the four-department model arose from discussions amongst OISE faculty and academic leadership, and supports academic principles.
How will the new department structure support the undergraduate Initial Teacher Education (ITE) programs?
The four-department model was chosen in part because it is expected to strengthen the alignment between graduate and undergraduate programs. One of the goals of the strategic planning exercise is for the Associate Dean, Programs to lead a Working Group to investigate models for a new ITE/Graduate Studies framework.
What is happening to the graduate collaborative programs?
The three OISE-based graduate collaborative programs (Comparative, International and Development Education; Educational Policy; Workplace Learning and Social Change) will move to the Department of Leadership, Higher and Adult Education on July 1, 2012. Details regarding this move and any implications for graduate collaborative programs that OISE contributes to but does not house are being worked out in consultation with the School of Graduate Studies.
Who is responsible for planning at the department level, as OISE transitions from five departments to four?
Transitional Councils have been established for each of the departments that will exist under the new, four-department model. They will manage the changing departmental structure. The Councils have a mandate to facilitate transparency, encourage engagement and maximize their effectiveness. The Councils are advisory to the Dean, and chaired by the current department Chairs. Their Terms of Reference outline the Councils' membership, responsibilities and guiding principles.
OISE's academic leadership are also meeting with many of the non-academic units (Registrar's Office, Education Commons, etc.) to ensure that the transition to the new department structure can be implemented smoothly, with appropriate supports in place for faculty, students and staff.
Does this process take into account U of T human resources policies and collective agreements?
Yes. All staff policies and collective agreements are being adhered to. Consultations for all groups (P/M's, Research Officers, USW) were held in the Spring and Fall of 2011. The Dean has met with representatives of The United Steelworkers and is liaising with OISE's Human Resources Office and the University of Toronto's Human Resources and Labour Relations Offices.
What is the timetable for planning and implementation?
Academic Year 2011-12: Transitional Councils meet regularly
December 2011: Omnibus proposal to OISE Faculty Council
February 2012: Omnibus proposal through U of T governance processes
July 1, 2012: The following changes take effect:
New department names
Disestablishment of Department of AECP
Faculty moves
Academic Year 2012-13: Programs can opt to engage in program renewal and take any proposed changes through OISE and U of T governance
Academic Year 2013-14: First year that any changes arising from program renewal can take effect
How does all of this relate to the academic review process?
Although both processes happen to be taking place at the same time, they are not directly related. Most of OISE's graduate programs were scheduled for review in 2011-12 based on the University of Toronto Quality Assurance Process (UTQAP) requirement to review programs at least every eight years. Because OISE's department structure is changing, the program reviews will be bundled based on the new four-department model rather than on the current five-department model. We have enlisted the Transitional Councils to ensure that all faculty, students and staff who will belong to the newly reconfigured department have been invited to participate in the review process.
For more information on the UTQAP process please visit the website of the Vice-Provost, Academic Programs.
Who can I contact for more information?
Questions pertaining to individual departments or programs should be directed to the relevant Department Chair or Program Coordinator. For all other matters regarding the transition process, please email dean.oise@utoronto.ca.