Policies

1. Purpose

1.1 This policy and procedure outlines the circumstances in which refunds may be provided to international students at the Canadian National Institute of Business (‘CNIB’). The refund to be provided varies according to the times and circumstance in which it is sought, and the relevant milestones are delineated in this policy and procedure.

2. Scope

2.1 This policy and procedure applies to all international students seeking a refund of fees, and to all staff involved in processing requests for a refund at CNIB.

3. Policy Statement

3.1 CNIB is committed to ensuring that all students are treated fairly and informed of their formal relationship with the Institute.

4. Procedures

4.1 If CNIB receives tuition from the student, or a person on behalf of the student, CNIB will refund the student, or the person who paid on behalf of the student, the tuition that was paid in relation to the program in which the student is enrolled if:

1. CNIB receives a notice of withdrawal from the student no later than seven days after the effective contract date and before the contract start date;
2. the student, or the student’s parent or legal guardian, signs the student enrolment contract seven days or less before the contract start date and CNIB receives a notice of withdrawal from the student between the date the student, or the student’s parent or legal guardian, signed the student enrolment contract and the contract start date; or
3. the student does not attend a work experience component and CNIB does not provide all of the hours of instruction of the work experience component within 30 days of the contract end date.

4.2 CNIB will refund the tuition for the program and all related fees paid by the student or a person on behalf of the student enrolled in the program if the student is enrolled in the program without having met the admission requirements and did not misrepresent his or her knowledge or skills when applying for admission.

4.3 If a student does not attend any of the first 30% of the hours of instruction to be provided during the contract term, CNIB may retain up to 50% of the tuition paid under the student enrolment contract unless the program is provided solely through distance education.

4.4 Unless the program is provided solely through distance education, if CNIB receives a notice of withdrawal from a student:

1. more than seven days after the effective contract date and
2. at least 30 days before the contract start date, CNIB may retain up to 10% of the tuition due under the student enrolment contract, to a maximum of $1,000.
3. less than 30 days before the contract start date, CNIB may retain up to 20% of the tuition due under the student enrolment contract, to a maximum of $1,300.

4.4.1 after the contract start date

1. and up to and including 10% of the hours of instruction to be provided during the contract term have been provided, CNIB may retain up to 30% of the tuition due under the student enrolment contract.
2. and after 10% but before 30% of the hours of instruction to be provided during the contract term have been provided, CNIB may retain up to 50% of the tuition due under the student enrolment contract.

4.5 Unless the program is provided solely through distance education, if CNIB provides a notice of dismissal to a student and the date CNIB delivers the notice to the student is:

1. equal to or before 10% of the hours of instruction to be provided during the contract term have been provided, CNIB may retain up to 30% of the tuition due under the student enrolment contract.
2. after 10% but before 30% of the hours of instruction to be provided during the contract term have been provided, CNIB may retain up to 50% of the tuition due under the student enrolment contract.

4.6 If CNIB provides the program solely through distance education and CNIB receives a student’s notice of withdrawal or CNIB delivers a notice of dismissal to the student and: the student has completed and received an evaluation of his or her performance for up to 30% of the hours of instruction to be provided during the contract term, CNIB may retain up to 30% of the tuition due under the student enrolment contract, or

1. the student has completed and received an evaluation of his or her performance for more than 30% but less than 50% of the program, CNIB may retain up to 50% of the tuition due under the student enrolment contract.

4.7 CNIB will refund fees charged for course materials paid for but not received if the student provides a notice of withdrawal to CNIB or CNIB provides a notice of dismissal to the student.

4.8 Refunds required under this policy will be paid to the student, or a person who paid the tuition or fees on behalf of the student, within 30 days:

1. of the date CNIB receives a student’s notice of withdrawal,
2. of the date CNIB provides a notice of dismissal to the student,
3. of the date that the registrar provides notice to CNIB that CNIB is not complying with section 4.1(c) or

4.2 of this policy, or

1. after the first 30% of the hours of instruction if section 4.3 of this policy applies.

4.9 If an international student delivers a copy of a refusal of a study permit to CNIB, sections 4.1(a), 4.1(b), 4.4, 4.7,Error! Reference source not found. and 4.8 of this policy apply as if the copy of the refusal were a notice of withdrawal, unless:

1. the international student requests an additional letter of acceptance for the same program that was the subject of the refusal of a study permit,
2. or CNIB is provided solely through distance education.

4.10 EQA 4.2.7.1(i) requires students to have a formal appeal process for refund disputes. Students may appeal refund decisions through CNIB’s dispute resolution process outlined in the Dispute Resolution Policy and Procedure.

5. Related Documents

Documents

Refund Application form

6. Feedback

6.1 CNIB staff and students may provide feedback about this document by emailing compliance@cnibbc.ca

7. Approval And Review Details

Approval and Review Details

Approval Authority Director

Administrator Senior Education Administrator

Sexual Misconduct Policy and Procedure

1. Purpose

1.1 The purpose of this policy is to create a safe, respectful, and supportive environment at CNIB, free from sexual misconduct, harassment, and discrimination. CNIB is committed to:

1.1.1 Preventing and responding to sexual misconduct.

1.1.2 Providing clear procedures for reporting and responding to incidents.

1.1.3 Ensuring confidentiality, procedural fairness, and trauma-informed responses.

1.1.4 Complying with the EQA Policy and Procedures Manual 2025 and British Columbia's legislative requirements.

2. Scope

2.1 This policy applies to:

2.1.1 All students, faculty, staff, contractors, and visitors of CNIB, whether on or off-campus.

2.1.2 All learning environments, including in-person, online, and off-site activities related to CNIB.

2.1.3 All forms of sexual misconduct, regardless of the gender, sexual orientation, or identity of those involved.

3. Definitions

Key definitions have been updated to reflect EQA compliance and British Columbia laws.

3.1 Sexual Misconduct Includes but is not limited to:

3.1.1 Sexual assault: Any unwanted sexual act, including forced sexual contact.

3.1.2 Sexual harassment: Unwanted conduct of a sexual nature that creates an intimidating, hostile, or offensive environment.

3.1.3 Stalking: Repeated behaviors that cause fear, such as surveillance, unwanted messages, or threats.

3.1.4 Voyeurism: Secretly observing or recording someone in a private setting for sexual purposes.

3.1.5 Sexual exploitation: Taking advantage of someone sexually for personal gain.

3.1.6 Non-consensual sharing of intimate images: Distributing intimate content without consent.

3.2 Consent must be:

3.2.1 Active: Freely given with clear communication.

3.2.2 Ongoing: Can be withdrawn at any time.

3.2.3 Not given when: An individual is intoxicated, unconscious, coerced, threatened, or under pressure.

3.3 Disclosure vs. Formal Report

3.3.1 Disclosure: A confidential sharing of information with CNIB staff without initiating an investigation.

3.3.2 Formal Report: A documented complaint requesting an investigation and potential action.

3.4 See Appendix A for Additional Definitions

Sexual Misconduct Policy and Procedure

4. Prevention And Awareness

4.1 CNIB is committed to preventing sexual misconduct by:

4.1.1 Conducting mandatory training for students, faculty, and staff on consent, bystander intervention, and reporting.

4.1.2 Promoting awareness campaigns about student rights and available resources.

4.1.3 Ensuring policies are accessible and publicly available on CNIB’s website and student handbooks. 5 Procedures for Reporting Sexual Misconduct

5.1 Immediate Response to Sexual Misconduct Students and staff who have experienced sexual misconduct are encouraged to:

5.1.1 Seek emergency support: Call 911 or visit the nearest hospital if urgent medical assistance is required.

5.1.2 Preserve evidence: If possible, avoid washing, changing clothes, or deleting messages that may serve as evidence.

5.1.3 Contact CNIB’s Sexual Misconduct Support Team: Confidential assistance will be provided.

5.2 Making a Disclosure

5.2.1 A disclosure can be made to:

5.2.2 Campus Director (Email: compliance@cnibbc.ca)

5.2.3 Student Support Office (Email: support@cnibbc.ca)

5.2.4 Faculty Member or Administrator A disclosure does not trigger an investigation unless requested by the survivor or required by law.

5.3 Filing a Formal Report

5.3.1 A formal report must be submitted in writing to the Campus Director. The report must include:

5.3.1.1 Date, time, and location of the incident.

5.3.1.2 Names of individuals involved.

5.3.1.3 Description of what happened.

5.3.1.4 Any available evidence (messages, photos, witnesses, etc.).

5.3.2 Timeline for Action:

5.3.2.1 Report Acknowledgment: Within 2 business days.

5.3.2.2 Preliminary Review: Within 5 business days.

5.3.2.3 Investigation (if applicable): Completed within 30 business days unless exceptional circumstances require an extension.

5.4 Responding to Reports CNIB will ensure:

5.4.1 Trauma-informed support is provided to survivors.

5.4.2 Fair and impartial investigations are conducted.

Sexual Misconduct Policy and Procedure

5.4.3 Protection from retaliation for all parties involved.

5.5 Mandatory Institutional Reporting

5.5.1 In some cases, CNIB must report incidents to law enforcement or other agencies, including when:

5.5.1.1 A student or staff member is in immediate danger.

5.5.1.2 The survivor is a minor or part of a vulnerable group.

5.5.1.3 The incident presents a serious risk to the community.

6 Rights and Protections

6.1 Rights of Survivors

6.1.1 Right to be treated with dignity and respect.

6.1.2 Right to choose whether to report an incident.

6.1.3 Right to academic and workplace accommodations.

6.1.4 Right to confidentiality (except where disclosure is required by law).

6.2 Rights of Respondents

6.2.1 Right to be informed of allegations in a fair and timely manner.

6.2.2 Right to respond to allegations.

6.2.3 Right to confidentiality and due process.

6.3 Academic and Workplace Accommodations

6.4 CNIB will provide survivors with accommodations such as:

6.4.1 Extensions on assignments/exams

6.4.2 Course withdrawals without penalty

6.4.3 Class schedule changes

6.4.4 No-contact orders between the survivor and respondent

7 Disciplinary Action

7.1 If a respondent is found responsible, disciplinary actions may include:

7.1.1 Students: Warnings, suspension, expulsion.

7.1.2 Employees: Reprimands, termination, legal action.

7.1.3 Third Parties: Removal from campus, contract termination.

7.2 Sanctions will be proportionate to the severity of the misconduct.

8 Confidentiality and Record Keeping

8.1 CNIB ensures strict confidentiality in all sexual misconduct cases.

8.2 Records of disclosures and reports will be retained securely for a minimum of 7 years.

9 9. Annual Review and Compliance with EQA Standards

Sexual Misconduct Policy and Procedure

9.1 This policy will be reviewed every two years to ensure compliance with EQA standards and BC regulations.

9.2 CNIB will provide annual training and awareness programs for students and staff.

10 10. Related Policies and Documents

10.1 Code of Student Conduct

10.2 Workplace Violence Prevention Policy

10.3 Dispute Resolution Policy

10.4 EQA Policy and Procedures Manual 2025

11. Feedback

11.1 CNIB staff and students may provide feedback about this document by emailing compliance@cnibbc.ca

12. Approval And Review Details

Approval and Review Details

Approval Authority Director

Administrator Senior Education Administrator

Sexual Misconduct Policy and Procedure

13 Appendix A

Additional Definitions

SEXUAL ASSAULT: Sexual Assault is a form of Sexual Violence and is a criminal offence under the Criminal Code of Canada. Sexual assault is any type of unwanted sexual act done by one person to another that violates the sexual integrity of that person and involves a range of behaviors from any unwanted touching to penetration. Sexual assault is characterized by a broad range of behaviors that involve the use of force, threats, or control towards a person, which makes that person feel uncomfortable, distressed, frightened, threatened, or that is carried out in circumstances in which the person has not freely agreed, consented to, or is incapable of consenting to.

SEXUAL VIOLENCE: A broad term that describes any violence, physical or psychological, carried out through sexual means or by targeting sexuality. This violence takes different forms including sexual abuse and sexual assault. Acts of sexual violence include: unwanted sexual comments or advances; coercion of another person’s sexuality by physical or psychological intimidation; and/or the denial of another person’s sexual decision-making rights. Anyone, regardless of age, gender or sexual orientation can fall victim to sexual violence. Sexual violence can profoundly impact physical and mental wellbeing of individuals and communities.

SEXUAL HARASSMENT: Is prohibited by the British Columbia Human Rights Code and may be based on gender (including transgendered persons) or may involve the use of overt sexual language or sexual innuendo which makes an individual feel uncomfortable. Sexual harassment includes, but is not limited to, the following:

• Any deliberate and unsolicited sexual comment, suggestion or physical contact that creates an uncomfortable learning/working environment for the recipient and is made by a person who knows or ought reasonably to know that such action is unwelcome;
• A sexual advance or solicitation made by a person where the person making the advance or solicitation knows or ought reasonably to know that it is unwelcome;
• A reprisal or threat of reprisal for the rejection of a sexual solicitation or advance where the reprisal is made or threatened by a person in a position to confer, grant or deny a benefit or advancement to the person;
• Unwelcome remarks, jokes, sexual innuendoes or taunting about a person's body, attire, sex, personal or social life;
• Practical jokes of a sexual nature which cause awkwardness or embarrassment;
• Displaying and/or distributing pornographic pictures or other offensive material of a sexual nature, either through printed copy or personal computer;
• Leering (suggestive staring) or other gestures;
• Unnecessary physical contact such as touching, patting or pinching;
• Expressions of gender bias which may include remarks that are discriminatory, degrading or derogatory and create a poisoned work environment;
• Requests for sexual favours; and/or
• Sexual assault.

CONSENT: The voluntary and explicit agreement to engage in the sexual activity in question. It is the act of willingly agreeing to engage in specific sexual behavior, and requires that a person is able to freely choose between two options: yes and no. This means that there must be an understandable exchange of affirmative words, which indicates a willingness to participate in mutually agreed upon sexual activity. It is also imperative that everyone understands the following:

• Silence or non-communication must never be interpreted as consent and a person in a state of diminished judgment cannot consent.
• A person is incapable of giving consent if they are asleep, unconscious or otherwise unable to communicate.

Sexual Misconduct Policy and Procedure

• A person who has been threatened or coerced (i.e. is not agreeing voluntarily) into engaging in the sexual activity is not consenting to it.
• A person who is drugged is unable to consent.
• A person is usually unable to give consent when under the influence of alcohol and/or drugs.
• A person may be unable to give consent if they have a mental disability preventing them from fully understanding the sexual acts.
• The fact that consent was given in the past to a sexual or dating relationship does not mean that consent is deemed to exist for all future sexual activity.
• A person can withdraw consent at any time during the course of a sexual encounter.
• A person is incapable of giving consent to a person in a position of trust, power or authority, such as, a faculty member initiating a relationship with a student who they teach, an administrator in a relationship with anyone who reports to that position.
• Consent cannot be given on behalf of another person.

It is the responsibility of the initiator of sexual activity to ensure clear and affirmative responses are communicated at all stages of sexual engagement. It is also the initiator’s responsibility to know if the person they are engaging with sexually is a minor.

NOTE: For information purposes only, the Criminal Code uses the following definition of “consent”:

CONSENT: The voluntary agreement to engage in the sexual activity in question. No consent is obtained, where:

1. the agreement is expressed by the words or conduct of a person other than the complainant;
2. the complainant is incapable of consenting to the activity;
3. the accused induces the complainant to engage in the activity by abusing a position of trust, power or authority;
4. the complainant expresses, by words or conduct, a lack of agreement to engage in the activity; or
5. the complainant, having consented to engage in sexual activity, expresses, by words or conduct, a lack of agreement to continue to engage in the activity.

ACQUAINTANCE SEXUAL ASSAULT: Sexual contact that is forced, manipulated, or coerced by a partner, friend or acquaintance.

AGE OF CONSENT FOR SEXUAL ACTIVITY: The age at which a person can legally consent to sexual activity. In Canada, children under 12 can never legally consent to sexual acts. Sixteen is the legal age of consent for sexual acts. There are variations on the age of consent for adolescents who are close in age between the ages of 12 and 16. Twelve- and 13-year-olds can consent to have sex with other youth who are less than 2 years older than themselves. Youth who are 14 and 15 years old may consent to sexual involvement that is mutual with a person who is less than 5 years older. Youths 16 and 17 years old may legally consent to sexual acts with someone who is not in a position of trust or authority.

COERCION: In the context of sexual violence, coercion is unreasonable and persistent pressure for sexual activity. Coercion is the use of emotional manipulation, blackmail, threats to family or friends, or the promise of rewards or special treatment, to persuade someone to do something they do not wish to do, such as being sexual or performing particular sexual acts.

DRUG-FACILITATED SEXUAL ASSAULT: The use of alcohol and/or drugs (prescription or non-prescription) by a perpetrator to control, overpower or subdue a victim for purposes of sexual assault.

RAPE:

Sexual Misconduct Policy and Procedure

This policy refers to the offence of sexual assault to align with the current offence contained in the Criminal Code. The word “rape” is no longer used in criminal statutes in Canada. The term was replaced many years ago to acknowledge that sexual violence is not about sex but is about acts of psychological and physical violence. The term “sexual assault” provides a much broader definition and criminalizes unwanted behavior such as touching and kissing as well as unwanted oral sex and vaginal and anal intercourse. Although the term no longer has a legal meaning in Canada, the term rape is still commonly used.

STALKING: A form of criminal harassment prohibited by the Criminal Code of Canada. It involves behaviors that occur on more than one occasion, and which collectively instill fear or threaten the target’s safety or mental health. Stalking can also include threats of harm to the target’s friends and/or family. These behaviors include, but are not limited to non-consensual communications (face to face, phone, email, social media); threatening or obscene gestures; surveillance; sending unsolicited gifts; cyber-stalking; and uttering threats.

SURVIVOR: Some who have experienced sexual violence may choose to identify as a survivor. Individuals might be more familiar with the term “victim”. We use the term survivor throughout this policy where relevant because some who have experienced sexual assault believe they have overcome the violent experience and do not wish to identify with the victimization. It is the prerogative of the person who has experienced these circumstances to determine how they wish to identify.

1. Purpose

1.1 This policy governs complaints from students respecting Canadian National Institute of Business (‘CNIB’) and any aspect of its operations. Student will not be subject to any form of retaliation as a result of filing a complaint.

2. Scope

2.1 This policy and procedure apply to all students at CNIB, and to all staff involved in student dispute resolution. It can be utilised by complainants to submit a grievance of an academic or non- academic nature; however, this policy excludes matters relating to grade appeals.

2.2 For all matter relating to grade appeals please refer to the Student Grade Appeal Policy and Procedure.

2.3 Grievances of an academic nature include issues related to student progress, assessment, curriculum and awards in a course of study. Grievances of a non-academic nature cover all other matters, including grievances in relation to personal information that CNIB holds in relation to an individual. In relation to non-academic grievances, the term “complainant” applies to both current students of CNIB and persons seeking to enrol with CNIB.

3. Policy Statement

3.1 This policy and procedure support CNIB’s commitment to:

• developing a culture that views grievances as opportunities to improve the organisation and how it works;
• setting in place a dispute resolution system that is client focussed and helps CNIB to prevent grievances from recurring;
• ensuring that any grievances are resolved promptly, objectively, with sensitivity and with complete confidentiality;
• ensuring that the views of each complainant and respondent are respected and that any party to a grievance is not discriminated against nor victimised; and
• EQA 4.2.7.1(i) requires disputes to be resolved within a reasonable timeframe, therefore complaints will be resolved within 30 days of CNIB receiving a valid complaint submission;
• if a complaint cannot be resolved within 30 days of submission, CNIB will advise the complainant in writing outlining the reasons for any delay;
• ensuring that there is a consistent response to grievances.

4. Procedures

4.1 The process by which the student complaint will be handled is as follows:

4.1.1 All student complaints must be made in writing.

4.1.2 The student must provide the written complaint to the Instructors in the first instance to attempt to informally resolve the dispute.

4.1.3 The Campus Administrator is responsible for making determinations in respect of complaints. If the Instructor is absent or is named in a complaint, the student must provide the complaint directly to the Campus Administrator.

4.1.4 Where the compliant is in reference to the Campus Administrator the complaint will be managed by the Senior Educational Administrator (SEA).

4.1.5 Where the complaint is in reference to the SEA the compliant will proceed directly to the Director.

4.1.6 The student will request a meeting with the Instructor responsible for the course to discuss the complaint verbally. If not resolved at this level, the student will proceed to 4.2.

4.2 The student will submit a completed written complaint to the SEA, using the following contact information: Administrator Name Ridhima Angra Administrator Title Campus Administrator Phone Number 604-474-2642 Email Address admissions@cnibbc.ca

4.2.1 The Administrator will arrange a meeting with the student within 7 days of receipt of the written complaint. The student will have an opportunity to make an oral presentation of the complaint at this meeting and to have another person present or another person make the oral presentation on his/her behalf. This meeting discussion will be minuted.

4.2.2 The Administrator will arrange a meeting with the student within 7 days of receipt of the written complaint. The student will have an opportunity to make an oral presentation of the complaint at this meeting and to have another person present or another person make the oral presentation on his/her behalf. This meeting discussion will be minuted.

4.2.3 If not resolved at this level, the student will proceed to 4.3

4.3 The student will submit a completed written complaint to the Director, using the contact information: Compliance@cnibbc.ca Canadian National Institute of Business, 3030 Lincoln Avenue, Coquitlam, BC V3B 6B4

4.3.1 The Director will arrange a meeting with the student within 7 days of receipt of the written complaint (which should include the Administrator's response with recommended solutions and the student's objections or comments regarding these solutions). The student will have an opportunity to make an oral presentation of the complaint. This meeting will be minuted.

4.3.2 The Director will provide a written response to the student, outlining the discussion and any proposed and/or agreed upon solution(s) within 7 days of the meeting. This response will include a decision statement, together with the reasons on which the decision is based and minutes of meetings held. You must include copies of all documents related to the complaint when referring the matter to the Superintendent.

4.3.3 Note: If the Administrator is absent and or named in the complaint, the complaint should be directed straight to the Director using the following contact information: Compliance@cnibbc.ca Canadian National Institute of Business, 3030 Lincoln Avenue, Coquitlam, BC V3B 6B4

4.3.4 Written reasons for the determination will be provided to the student within 30 days from the date which the complaint was made.

4.4 The student making the complaint may at any time be represented by an agent or a lawyer.

4.5 If the student is or was enrolled in an approved program, is dissatisfied with the determination, and has been misled by the institution regarding any significant aspect of that program, they may file a complaint with the Private Training Institutions Branch (www.privatetraininginstitutions.gov.bc.ca).

4.6 Students can escalate complaints to the Private Training Institutions Branch (PTIB) if unsatisfied with CNIB's resolution.

5. Related Documents

Documents

Complaints form

6. Feedback

6.1 CNIB staff and students may provide feedback about this document by emailing compliance@cnibbc.ca

7. Approval And Review Details

Approval and Review Details

Approval Authority Director

Administrator Senior Education Administrator

8. Student Complaint Form

Please fill out this form completely Date:

Student: Mailing Address: Student No.: City:

Telephone: Province:

Email Address: Postal Code:

Respondent: Mailing (i.e.: Campus, Addres Faculty, Student) s: Student No.: City: (if applicable) Telephone: Province:

Email Address: Postal Code:

Please provide a concise description of the complaint. Be sure to indicate witnesses and all steps already taken to date, by the Complainant. If additional space is required, please complete and attach a second form.

Student Complaint Form Procedure

It is the desire of Canadian National Institute of Business to resolve any appeals, complaints or concerns in a prompt and courteous manner. It is the expectation of the College that most issues will be resolved informally by way of discussion between the student and the appropriate staff member.

General Guidelines:

• Appeals regarding grades or dismissals are subject to the academic Appeal Policy. Please use the Student Petition for Appeal Form to file an appeal.
• Complaints are subject to the relevant policies established by the College such as harassment/ discrimination, unsafe work conditions, breach of privacy or confidentiality. Please use this Student Complaint Form to file your grievance.
• Statements of complaint must be made in writing.
• All complaints are confidential.
• The procedure outlined below must be followed.
• A staff presented with a verbal complaint will ask the student to follow the procedure and remind the student of the written complaint requirement.
• The Administrator will also ask for a copy of any written response(s) from those already contacted by the student in accordance with the procedure.
• Arrangements for meetings and written responses from the person being complained about will be made in a timely and professional fashion. No complaint will go unanswered.
• Records of Complaints will be maintained at the location where they originated for a period of at least three years.
• The complainant may have another person present at all stages of the proceedings.

Procedure for Complaints about the College or another Student

Step 1. The student will request a meeting with the Instructor responsible for the course to discuss the complaint verbally. If not resolved at this level, the student will proceed to Step 2.

Step 2. The student will submit a completed written complaint to the Administrator, using the following contact information:

Administrator Name Ridhima Angra

Administrator Title Campus Administrator

Phone Number 604-474-2642

Email Address admissions@cnibbc.ca

The Administrator will arrange a meeting with the student within 7 days of receipt of the written complaint. The student will have an opportunity to make an oral presentation of the complaint at this meeting and to have another person present or another person make the oral presentation on his/her behalf. This meeting discussion will be minuted.

The Administrator will provide a written response to the student, outlining the discussion and any proposed and/or agreed upon solution(s) within 7 days of the meeting. This response will include a decision statement, together with the reasons on which the decision is based and minutes of meetings held.

If not resolved at this level, the student will proceed

to Step 3. Step 3.

The student will submit a completed written complaint to the Director, using the contact information:

Compliance@cnibbc.ca Canadian National Institute of Business, 3030 Lincoln Avenue, Coquitlam, BC V3B 6B4

The Director will arrange a meeting with the student within 7 days of receipt of the written complaint (which should include the Administrator's response with recommended solutions and the student's objections or comments regarding these solutions). The student will have an opportunity to make an oral presentation of the complaint. This meeting will be minuted.

The Director will provide a written response to the student, outlining the discussion and any proposed and/or agreed upon solution(s) within 7 days of the meeting. This response will include a decision statement, together with the reasons on which the decision is based and minutes of meetings held. You must include copies of all documents related to the complaint when referring the matter to the Superintendent.

Note: If the Administrator is absent and or named in the complaint, the complaint should be directed straight to the Director using the following contact information:

Compliance@cnibbc.ca Canadian National Institute of Business, 3030 Lincoln Avenue, Coquitlam, BC V3B 6B4

If not resolved at this level, the student will proceed to contact the Private Training Institutions Branch (www.privatetraininginstitutions.gov.bc.ca

1. Policy Purpose The Canadian National Institute of Business (CNIB) is committed to providing a safe, inclusive, respectful, and discrimination-free learning and working environment. This policy aims to prevent and address all forms of harassment, racism, discrimination, and bias that may arise within our community, including those based on race, ethnicity, national origin, gender, sexual orientation, disability, religion, age, or any other protected characteristic under the British Columbia Human Rights Code.

2. Scope This policy applies to:

• All students, staff, faculty, contractors, and volunteers
• All CNIB campuses and virtual spaces
• Any CNIB-sanctioned event, activity, or interaction off-campus

It covers:

• Discriminatory and racist behaviour
• Verbal or physical harassment
• Microaggressions, exclusionary practices, and hate speech
• Systemic racism or institutional bias in CNIB policies or conduct

3. Definitions

• Harassment: Any unwelcome conduct that humiliates, offends, or intimidates a person and that a reasonable person would consider inappropriate.
• Racism: Prejudice, discrimination, or antagonism directed against a person or people based on their racial or ethnic group.
• Systemic Racism: Institutional practices or policies that result in unequal outcomes for racialized individuals or communities.
• Microaggressions: Subtle, indirect, or unintentional discrimination that can have harmful psychological effects over time.
• Discrimination: Adverse treatment based on personal characteristics protected under the BC Human Rights Code.

4. CNIB Commitments CNIB commits to:

• Zero tolerance for racist, discriminatory, or harassing behaviour.
• Providing ongoing training on anti-racism, equity, and inclusion for staff and students.
• Embedding anti-racist values into curricula, student policies, hiring practices, and institutional decision-making.
• Encouraging open dialogue and providing safe spaces for reporting and resolution.
• Reviewing institutional data and practices to address any forms of systemic bias.

5. Responsibilities

Stakeholder Responsibilities

Treat others with dignity and respect. Report All Members of the CNIB Community incidents of harassment or racism. Engage in training. Model inclusive behaviours. Respond promptly

Instructors and Staff

to incidents. Report concerns to administration. Administer complaints process. Facilitate

Director of Student Services

education and training. Monitor compliance. Enforce this policy. Support systemic change.

Senior Management

Provide resources for implementation.

6. Reporting and Resolution

6.1 Informal Resolution

Where appropriate, students or staff are encouraged to attempt informal resolution (e.g., speaking directly with the individual involved) with support from Student Services or Human Resources.

6.2 Formal Complaint Process

• Reports should be made in writing to the Director of Student Services or HR Manager.
• CNIB will initiate an impartial investigation within 5 business days of receiving a complaint.
• Investigations will include interviews, review of evidence, and may involve third-party investigators where required.
• A determination will be communicated in writing within 20 business days, where possible.

6.3 Confidentiality

All complaints will be handled with strict confidentiality, and retaliation against complainants is strictly prohibited.

7. Consequences for Breach Confirmed violations of this policy may result in:

• Warnings or reprimands
• Required training or education
• Suspension or expulsion (students)
• Disciplinary action or termination (staff or contractors)

8. Related Legislation and Resources

• BC Human Rights Code
• EQA Code of Practice – Student Supports and Respect
• Workplace Bullying and Harassment Policy (WorkSafeBC)

9. Training and Communication

• This policy will be introduced at student orientation and employee onboarding.
• Annual anti-racism and inclusion training is mandatory for all staff.
• A summary of this policy will be posted on CNIB’s website www.cnibbc.ca

Title: Respectful and Fair Treatment of Students Policy

Date: Feb 2025

Applicable To: All Staff and Students

The Canadian National Institute of Business is committed to ensuring that its learning environment promotes the respectful and fair treatment of all students.

While on Canadian National Institute of Business premises or in the course of activities or events hosted by Canadian National Institute of Business, the following behaviours are prohibited: Behaviours that comprise of acts that:

• Are demeaning, belittling, or can cause personal humiliation or embarrassment;
• Are threatening, intimidating and generally produce harmful results such as endangering a person's safety or negatively affecting their work performance or employment relationship;
• Create a hostile, threatening, or coercive learning environment;
• Are offensive or insulting including comments, jokes, slurs, name calling, gestures, innuendoes, threats or taunting;
• Include displaying or distributing inappropriate posters, pictures, cartoons, graffiti, drawings, or other visual representations;
• Include yelling, use of profanity, making condescending or crude remarks at a person or persons;
• Include ostracizing or spreading gossip and spiteful rumours about a person or persons; or
• Use coercion or intimidation tactics when managing and monitoring a student’s learning
• Include Sexual abuse, harassment and discrimination and bullying

If under any circumstances, a prohibited behavior / activity occurs, the student should report to the College Administrator with as many details as possible. Students should use the processes set out in the Dispute Resolution Policy and Procedure.

CNIB will ensure that:

• The above policy and procedure advise students of available support if required when making a complaint or grievance.
• There are designated staff who will provide assistance and support to students.
• Reports can be made in person, over the phone or by email.
• The student is not vilified or victimized for making a complaint or grievance, and any instances of attempted vilification or victimisation will result in disciplinary action.
• The complaint or grievance process will be dealt with in a professional and sensitive manner and will adhere to the principles of privacy and confidentiality.
• Support is offered to the student if required, and the student is able to have a third party of their choosing present at all meetings.
• The matter is referred to the Institute’s legal representatives if required at which time students will be advised that legal representation may be required if they have not already sought this.

The student is to ensure that they maintain confidentiality of information when making a complaint. If the student is dissatisfied with the internal process, they may refer the matter to a relevant external body, such as The BC Human Rights Tribunal.

Canadian National Institute of Business Page 2 of 2 Version – June 2019

Students Attendance Policy

Title: Student Attendance Policy

Date: January 7, 2019

Applicable To: CNIB Students

The Canadian National Institute of Business strongly asserts that good attendance influences the academic and overall student success. Students are expected to attend classes as scheduled.

Minimum Attendance Requirements

A minimum attendance of 80% of the scheduled classes is expected. For example, in 20 hours scheduled course, attendance of 16 hours is expected as minimum, hence 4 hours are the maximum number of hours that are allowed absences.

Consequences of not meeting attendance requirements

Any student who reaches the maximum absence cannot write the final exam and/or participate in the final project. Exceptions may be made for special and/or compelling circumstances. Absences for medical and emergency reasons are considered “excused” absences if student provides evidence of the reason.

Legitimate Absences

CNIB accepts that there may be legitimate reasons students are absent. These could include:

• a medical emergency relating to the student;
• illness or injury of the student’s immediate family;
• bereavement; or
• other significant events that warrant exceptions.

In the case of a legitimate absence, student must provide evidence documenting the reason for the absence. CNIB reserves the right to ask for additional information if the evidence is unsatisfactory.

Absence reporting process

Student must report the absence to the College Administrator and/or Course Instructor by contacting the Institute via telephone or email. Appropriate contact details for this reporting are provided during the orientation. Students must inform CNIB of absences as soon as possible, preferably before the class or as soon as reasonable possible after the absence.

Special leave requests

Any breaks or required leaves that are not in accordance with the Institute’s study schedule must be reported to the Campus Manager / Director in advance. A leave application should be submitted citing the appropriate reasons and exact dates. Grant of such leave requests is not guaranteed.

Canadian National Institute of Business Page 1 of 1 Version – June 2019

1. Purpose

1.1 The purpose of this policy is to describe the exclusion of a Canadian National Institute of Business (‘CNIB’) student dismissal for non-compliance on the basis of academic misconduct or academic progress, related to either a course of study or a unit.

2. Scope

2.1 This policy and procedure apply to all students at CNIB, who may be dismissed from the course or program.

AUTHORISATION

2.2 All non-academic cases of student’s deferment, suspension or cancellation are authorised by the Campus Administrator.

2.3 All academic cases of student’s suspension or cancellation are authorised by the Senior Educational Administrator (SEA).

3. Policy Statement

3.1 CNIB desires that students should progress with a high level of practical and theoretical attainment. Because the ideal is not always fulfilled, it may be necessary to counsel, place on probation, suspend or expel a student for inadequate performance or unacceptable actions.

3.2 CNIB’s may dismiss a student from a program on any of the following grounds:

• Unsatisfactory Academic Progression;
• Academic Misconduct;
• misbehaviour by the student
• the student’s failure to pay an amount he or she was required to pay to CNIB to undertake or continue the course as stated in the written agreement

3.3 EQA prefers documented intervention strategies before dismissal. CNIB will implement a structured academic probation period of at least three months with clear improvement metrics before dismissal. This individual intervention strategy will be documented and signed by the student.

3.4 In instances where there are grounds for dismissal it is at the sole discretion of the SEA to determine the required disciplinary action, disciplinary action may include, but not limited to:

3.4.1 Probation:

3.4.2 Suspension;

3.4.3 Expulsion; resulting in cancellation of enrolment;

3.4.4 Other appropriate disciplinary action as determined as appropriate by the SEA

3.5 All disciplinary outcome indicated at item 3.3 will be documented on the student academic transcript.

3.6 In each instance where a student may be dismissed will be evaluated on a case by case basis and procedural fairness will be applied.

3.7 Reasons why a student may have disciplinary action brought against them include but are not limited to:

3.7.1 Students who fail one module may continue in their program but will be issued a warning of impending difficulties unless adaptive changes are made. Assistance from administration or instructors will be strongly recommended.

3.7.2 Students who fail 2 consecutive modules may be dismissed from their program. Students dismissed from their program and wishing to be re-admitted to their program must apply in writing to the Campus. Students dismissed from their program and given permission to continue in their program will do so only with conditions or requirements as set down by the Campus.

3.7.3 Students who miss more than 3 classes may be dismissed.

3.7.4 Students whose behaviour undermines the safety or security of the Campus or its students, staff or faculty, or whose behaviour is deemed disruptive or abusive, or who use drugs or alcohol on campus, may be suspended, placed on probation, or dismissed.

4. Procedures

CNIB-Academic Probation

4.1 Probation is a suitable period of time that allows the administration to assess the performance of a student. The nature of the probation and the length of the probation should be given to the student in writing and a copy filed with the student file.

4.2 The Institute may place a student on probation for a period of time no greater than 3 months. CNIB-Initiated Suspension of Study

4.3 All students are subject to the potential for CNIB - initiated suspension of study or cancellation of enrolment in the event of either academic or non-academic misconduct, or non-payment of tuition fees. The following outlines the process of a CNIB -initiated suspension:

4.4 The SEA may consider suspending a student’s studies or cancelling their enrolment for misconduct and will collect supporting evidence in order to make the decision.

4.5 In the event that the SEA approves the request to suspend a student’s studies, CNIB will write to the student informing them of the intention to suspend. Including the reasons for the decision. In addition, the student will be advised that if they wish to appeal the decision, they have twenty (20) working days in which to access CNIB ’s disputes resolution process.

4.6 A copy of the letter and supporting evidence, along with the SEA’s documented decision, is placed on the student’s file. CNIB -Initiated Expulsion cancellation of enrolment

4.7 A student’s enrolment may be immediately cancelled without the opportunity for an appeal where the student’s health or wellbeing, or the wellbeing of others, is likely to be at risk.

4.8 A student whose behaviour is determined to be in breach of CNIB student code of conduct may have their enrolment cancelled or suspended, with the right to an appeal subject to the misbehaviour not impacting on the student’s health or wellbeing, or the wellbeing of others.

4.9 In the instance where tuition fees are outstanding warning letter will be issued by the Campus Administrator to the student providing seven (7) working days to make a payment or enter into a payment arrangement with CNIB.

4.10 If no payment or arrangement is made, or if the payment arrangement is broken, CNIB will inform the student via written means to inform them of the intention to cancel the student’s enrolment on the basis of non- payment of tuition fees,

4.11 In addition, the student will be advised that if they wish to appeal the decision, they have twenty (20) working days in which to access CNIB ’s grievance handling process.

4.12 If the student chooses to access CNIB ’s dispute resolution process, the Institute will maintain the student’s enrolment until the internal dispute resolution process is completed.

4.13 Any claim of extenuating circumstances will need to be supported by appropriate evidence. Extenuating circumstances relating to the welfare of the student may include, but are not limited to, the following. The student: is a missing person;

• has medical concerns, severe depression or psychological issues which lead CNIB to fear for the student’s wellbeing;
• has engaged or threatens to engage in behaviour that is reasonably believed to endanger the student or others; or is at risk of committing a criminal offence.
• Please note that financial hardship is not considered extenuating circumstances for international students as ability to cover tuition fees is a condition of the student visa.

4.14 CNIB is not required to continue providing learning opportunities throughout the twenty (20) working days allowed to appeal the decision and during the internal grievance process; based on the nature of the misconduct, CNIB will decide, on a case by case basis, whether to allow the student to continue to attend class, or make alternative study arrangements for the student, or to deny the student access to study opportunities. In making such a decision CNIB will consider whether denying the student learning opportunities throughout the twenty (20) day appeal period and during the internal grievance process may disadvantage the student in their subsequent studies, should the grievance process find in their favour.

4.15 If the student chooses not to challenge the suspension of study or cancellation of their enrolment, or has unsuccessfully exhausted all internal appeal processes, the suspension of study or cancellation of enrolment will be formally processed by the Campus Administrator.

4.16 The Campus Administrator will ensure that the following tasks are undertaken:

• the student’s financial records are adjusted to take account of the period of suspension or cancellation of enrolment, if applicable; the relevant personnel are emailed advising them that the student’s studies have been suspended or their enrolment has been cancelled so that records can be updated, and the student’s computer access, e-mail account and library borrowing rights suspended until the student recommences their studies or cancelled, as applicable; and
• a diary entry is made to set a reminder for when the student is due back, if applicable.

4.17 If an international student’s enrolment is cancelled for any reason and the student is studying on a student visa, CNIB will include the student cancellation in their bi-annual reporting to Designated Learning Institution (DLI) portal. The Campus Administrator is responsible for the bi-annual reporting.

4.18 EQA 5.2 requires institutions to report dismissals of international students to IRCC in a timely manner. Dismissals of international students will be reported to IRCC by the Campus Administrator through the DLI portal within 30 days.

4.19 International students must be made aware that any change to their enrolment may affect their student visa.

5. Definitions

Absence: not attending any number of classes or weeks in a unit and semester in which a student has already enrolled. Cancellation: institute-initiated termination of enrolment. Deferment: delaying commencement of the course, i.e. delaying first (initial) semester only. Extension: increasing the duration and changing the expected completion date for a course. Special Consideration: may be granted to students who apply for it on the grounds of serious circumstances outside their control that could affect an assessment. Suspension: not effectively enrolling in any units for the whole of any single subsequent semester (after having already enrolled in and completed at least one semester).

6. Related Documents

Documents

Student Dispute Resolution Policy

Complaints form

Course Progression Policy and Procedure

7. Feedback

7.1 CNIB staff and students may provide feedback about this document by emailing compliance@cnibbc.ca

8. Approval And Review Details

Approval and Review Details

Approval Authority Director

Administrator Senior Education Administrator

Student Grade Appeals Policy and Procedure

1 Purpose

The purpose of this policy is to provide a fair, transparent, and timely process for students to appeal final grades they believe were assigned in error or not in accordance with established evaluation criteria.

2 Scope This policy applies to all students enrolled in courses at CNIB who wish to appeal a final grade. Appeals concerning individual assignment grades or other academic decisions are not covered under this policy.

3 Grounds for Appeal A student may appeal a final grade on one or more of the following grounds:

Procedural Error: The evaluation criteria outlined in the course syllabus were not followed.

Calculation Error: There was an error in the calculation of the grade.

Bias or Discrimination: The grade was influenced by bias or discrimination.

4 Informal Resolution

Before initiating a formal appeal, students are encouraged to discuss their concerns with the course instructor within ten (10) business days of the grade being posted. The instructor should provide clarification or, if an error is found, initiate a grade change.

5 Formal Appeal Process If the issue is not resolved informally, the student may file a formal appeal.

5.1 Submission of Appeal

Timeline: The appeal must be submitted within twenty (20) business days of the grade being posted.

Documentation: The student must complete the Grade Appeal Form and provide supporting evidence, including:

A detailed statement of the grounds for appeal.

Relevant assignments, exams, or communications.

Fee: A non-refundable fee of $50 is required upon submission.

5.2 Review Process

Initial Review: The Senior Educational Administrator (SEA) will acknowledge receipt of the appeal within five (5) business days and conduct a preliminary review to ensure it meets the grounds for appeal.

Appeal Committee: If valid, an Appeal Committee will be convened, consisting of:

The SEA or designate (Chair). Student Grade Appeals Policy and Procedure

Two faculty members not involved in the original grading.

One student representative from the Student Council.

Hearing: The committee will review the submitted materials and may request a meeting with the student and/or instructor.

Decision: A decision will be made within fifteen (15) business days of the committee's formation. The student will be notified in writing, and the decision may result in the grade being raised, lowered, or remaining unchanged.

6 Confidentiality All appeal proceedings are confidential. Information will only be shared with individuals directly involved in the process.

7 Retaliation Retaliation against a student for filing an appeal is strictly prohibited and will result in disciplinary action.

8 Record Keeping

Documentation related to the appeal will be retained in the student's academic file for a minimum of one (1) year after the resolution.

9 Finality

The decision of the Appeal Committee is final and binding.

10 Policy Review This policy will be reviewed annually to ensure compliance with the Education Quality Assurance (EQA) standards and institutional requirements.

Note: This policy aligns with the EQA requirements as outlined in the EQA Policy and Procedures Manual and incorporates best practices from institutions such as Douglas College and Kwantlen Polytechnic University.

By adhering to this policy, CNIB ensures a consistent and equitable approach to handling student grade appeals, upholding the institution's commitment to academic integrity and student success.

11. Approval And Review Details

Approval and Review Details

Approval Authority Senior Education Administrator

Administrator Admissions Officer and Campus Administrator

The following Student Statement of Rights to ensure our students are fully informed of their entitlements and responsibilities. This statement aligns with the regulatory standards of British Columbia and reflects best practices observed in other educational institutions within the province.

At the Canadian National Institute of Business (CNIB), we are committed to fostering an environment of respect, integrity, and excellence. As a student of CNIB, you are entitled to the following rights:

1. Right to Fair and Respectful Treatment

• You have the right to be treated fairly and respectfully by all members of the CNIB community, including faculty, staff, and fellow students.

2. Right to a Clear and Comprehensive Enrolment Contract

• You have the right to a student enrolment contract that includes:
  • The total amount of tuition and any additional fees for your program.
  • The institution's refund policy.
  • If applicable, the requirements to participate in any work experience and the geographic area where it will be provided.
  • Information on whether your program has been approved by the Private Training Institutions Branch (PTIB) or does not require approval.

3. Right to Access Institutional Policies

• You have the right to access and review CNIB's policies and procedures, including but not limited to:
  • Privacy and Personal Information Protection Policy
  • Student Complaint Resolution Policy
  • Tuition Refund Policy
  • Sexual Misconduct Policy
  • Academic Integrity Policy

4. Right to a Safe and Inclusive Learning Environment

• You have the right to a learning environment free from discrimination, harassment, and sexual misconduct.
• All reported incidents will be addressed promptly and in accordance with CNIB's Sexual Misconduct Policy.

5. Right to Confidentiality

• You have the right to the confidentiality of your personal information, educational records, and any disclosed incidents, as outlined in CNIB's Privacy and Personal Information Protection Policy.

6. Right to Academic Freedom and Support

• You have the right to engage in scholarly activities without undue interference.
• You have the right to access academic support services to assist you in achieving your educational goals.

7. Right to Dispute Resolution

• You have the right to access CNIB's Student Complaint Resolution Process to address any concerns or complaints.
• You are protected against any form of retaliation for filing a complaint.

8. Right to Tuition Refunds

• You have the right to a refund of tuition fees in accordance with CNIB's Tuition Refund Policy, which complies with PTIB regulations.

9. Right to Make a Claim to PTIB

• If you believe that CNIB has misled you about a significant aspect of your approved program or if the institution ceased to hold a certificate before you completed an approved program, you have the right to file a claim to PTIB for a tuition refund.
• Claims must be filed within one year of completing, being dismissed, or withdrawing from your program.

Student Responsibilities

Along with these rights, you have the following responsibilities:

• Adherence to Policies: Familiarize yourself with and adhere to all CNIB policies and procedures.
• Academic Integrity: Maintain honesty and integrity in all academic work.
• Respectful Conduct: Treat all members of the CNIB community with respect and refrain from any form of harassment or discrimination.
• Timely Communication: Communicate promptly with faculty and staff regarding any issues that may affect your studies.
• Protection of Privacy: Respect the privacy and confidentiality of others.

By upholding these rights and responsibilities, we collectively contribute to a positive and productive educational environment at CNIB.

Note: This Student Statement of Rights is subject to periodic review and may be updated to reflect changes in institutional policies or regulatory requirements.

Implementing and prominently displaying this Student Statement of Rights will ensure that CNIB meets and exceeds the compliance standards set forth by British Columbia's educational authorities, thereby fostering trust and transparency within our student community.

APPROVAL AND REVIEW DETAILS

Approval and Review Details

Student Admissions Policy and Procedure

1. Purpose

1.1 Canadian National Institute of Business (‘CNIB’) upholds the principle that all applicants seeking to enrol are treated fairly and equitably. To ensure this, CNIB will have open, fair, clear and transparent procedures that are based on clearly defined entry criteria for making decisions about the admission of students. Students will be admitted on merit, based on the published criteria. CNIB will ensure that throughout the process of admission, applicants are treated courteously and expeditiously.

2. Scope

2.1 This policy and procedure applies to all students at CNIB, and to all staff involved in the admissions process.

3. Policy Statement

3.1 Admission requirements are the skills, knowledge and/or other background a student must have to be admitted to a program and that make it likely the student will successfully complete the program.

3.2 Appropriate admission requirements support CNIB student retention and satisfaction.

3.3 Admission requirements may not be varied or waived by either CNIB or a student, and they must be applied consistently to all students in the program.

3.4 Student records must show that admission requirements have been met by each student, and have been applied consistently to all students.

3.5 Should CNIB wish to change the admission requirements listed with PTIB, you must first obtain PTIB’s consent.

3.6 CNIB will inform the student and their respective representative inclusive of agents that CNIB courses are not approved for Post Grad Work Permit (PGWP) program.

3.7 As an Education Provider, CNIB has open, fair and transparent procedures based on merit for making decisions about the approval of applicants who seek to enrol with the Institute in a program. Applicants seeking to enrol in a program with CNIB, regardless of their background, circumstances, or eligibility for funding, will be assessed for entry to study through the same published entry requirements and the same process.

3.8 IECP requires CNIB to manage student intake to match DLI-approved caps. CNIB will implement a tracking system for monitoring Provincial Attestation Letter (PAL) allocations.

Approach

Student Admissions Policy and Procedure

3.9 As an approved Education Provider, CNIB has open, fair and transparent procedures that are based on merit, for making decisions about the approval of applicants who seek to enrol with the Institute in a unit of study. Applicants seeking to enrol in a course of study with CNIB, regardless of their background, circumstances or eligibility for funding, will be assessed for entry to study through the same published entry requirements and through the same process. Specific consideration will be given to intending students from an Aboriginal background.

3.10 In making decisions about the approval of applicants for admission, the above undertakings do not prevent CNIB from taking into account educational disadvantages that a particular applicant has experienced, or the fact that the applicant may be enrolled via a restricted access arrangement.

Publication

3.11 Entry criteria are published in the Program Outlines and the application procedures are published on CNIB’s website. For the information of persons seeking to enrol with the Institute both information can be located on the Institute’s website.

4. Procedures

General Admission Requirements

4.1 Applications for admission to a program shall be made on the prescribed form, with all relevant sections completed and lodged in the manner specified on the form. All applicants seeking to enrol in a program with CNIB are required to submit acceptable evidence that they meet the published entry criteria for their chosen course.

4.2 19 years of age or older; Grade 12 or equivalent and successful completion of admissions interview

4.3 Mature students without Grade 12 or equivalent: successful completion of admissions interview and Canadian Alternative Achievement assessment by the college

4.4 All applicants seeking to enrol in a program with CNIB are required to meet the English proficiency requirements

4.5 As part of an application to enrol in a program offered by CNIB, applicants must disclose the results of any previous higher education studies undertaken both on and offshore.

4.6 The failure to disclose the outcomes of previous higher education studies are grounds to cancel a student’s enrolment and in the case of international students the cancellation of their acceptance.

4.7 All applicants seeking to enrol in a program with CNIB are required to complete CNIB internal statement of purpose.

English Proficiency

4.8 Students whose first language is not English, must demonstrate competency in the English language. English proficiency can be demonstrated by providing certified evidence of an International English Language Testing System (IELTS) test result (or equivalent alternative test result, as follows), issued no more than two (2) years prior to date of application.

4.9 International Students: For Language proficiency IELTS 5.5 overall band or equivalent assessment, OR In- house entrance language test with admission interview.

4.10 The Following Tests/scores are accepted as IELTS Equivalent assessment tests for English Language Proficiency:

• TOEFL Academic (Score 46-59),
• Pearson (PTE) Academic (Score 43-50),
• CELPIP (Score of 6 in each Reading, Writing, Listening and Speaking),
• Cambridge English Assessments (Score 162); or
• In-house English Language Test (Score 35 – 50).

Student Admissions Policy and Procedure

Note that the most recent attempt at any language proficiency test supersedes any previous attempts or requirements

Advanced Standing

4.11 Students may apply for Advanced Standing (credit for prior learning) at the time of admission. All applications are assessed under the provisions of the Advanced Standing Policy and Procedure.

Additional Admission requirements per program

4.12 Each program has its own set of admission requirements; below indicates the PTIB approved admission requirements for each of the current programs CNIB offers. Accounting and Payroll Administrator  Grade 12 diploma (or equivalent) or mature student status.

• Mature students must successfully complete an admissions test.
• Attend a personal interview.
• 25 WPM. Fundamental understanding of basic computer concepts.

Business Administration - Year 1  Grade 12 diploma (or equivalent) or mature student status.

• Mature students must successfully complete an admissions test.
• Attend a personal interview. 25 wpm; basic knowledge of pc and the internet.

Advanced Diploma of Business  Successful completion of Diploma of Business Management at Administration Canadian National Institute of Business with minimum Pass score of 60% Advanced Diploma of Business  Successful completion of Diploma of Business Management at Management Canadian National Institute of Business with minimum Pass score of 60% Diploma of Business Administration  19 years of age or older; Grade 12 or equivalent and successful completion of admissions interview

• Mature students without Grade 12 or equivalent: successful completion of admissions interview and Canadian Alternative Achievement assessment by the college
• International Students: For Language proficiency IELTS 5.5 overall band or equivalent assessment, OR In-house entrance language test with admission interview
• * Following Tests/scores are accepted as IELTS Equivalent

assessment tests for English Language Proficiency:

• TOEFL Academic (Score 46-59),
• Pearson (PTE) Academic (Score 43-50),
• CELPIP (Score of 6 in each Reading, Writing, Listening and Speaking),
• Cambridge English Assessments (Score 162),
• In-house English Language Test (Score 35 – 50)

Diploma of Business Management  19 years of age or older; Grade 12 or equivalent and successful completion of admissions interview

• Mature students without Grade 12 or equivalent –successful completion of admissions interview and Canadian Alternative Achievement assessment by the college

Student Admissions Policy and Procedure

• International Students – For Language proficiency IELTS 5.5 overall band or equivalent assessment, OR In-house entrance language test with admission interview
• ** Following Tests/scores are accepted as IELTS Equivalent assessment tests for English Language Proficiency:
• - TOEFL Academic (Score 46-59),
• - Pearson (PTE) Academic (Score 43-50),
• - CELPIP (Score of 6 in each Reading, Writing, Listening and Speaking),
• - Cambridge English Assessments (Score 162),
• - In-house English Language Test (Score 35 – 50)

Applications

4.13 Applications for admission to a course shall be made on the prescribed form, with all relevant sections completed, and lodged in the manner prescribed on the form.

4.14 Applicants must disclose and provide certified transcripts for any previous post-secondary education.

Assessment of Applications and Verification of Evidence

4.15 All applications for admission to a course will be assessed by an Admissions Officer. Applicants who apply to undertake a program of study at CNIB must submit documentary evidence that demonstrates they meet the published entry requirements for their chosen program. Certified copies of all documentation must be provided, or original documents can be sighted and certified by the Admissions Officer.

4.16 Qualifications submitted in a language other than English must be accompanied by a certified official translation.

4.17 Where there is any doubt about the authenticity of any documentation provided, the Admissions Officer must correspond with the issuer of the document and make relevant enquiries.

4.18 All applications and their assessment will be validated by the SEA. The process for assessing applications is attached as Appendix 1.

Offers

4.19 Subject to the application meeting the published entry criteria and documentation provided, a written offer in the course will be made to the applicant via a Conditional Letter of Acceptance. Any conditions of the offer will be detailed in the Contract.

Acceptance

4.20 Applicants accept the offer of a place in the course by signing and returning a copy of the Conditional Letter of Acceptance as directed. Acceptance of an offer of a place shall be taken to constitute acceptance by the applicant of all published policies and procedures of CNIB.

4.21 Once an offer is accepted, the applicant is enrolled in their chosen course and sent a Unconditional Letter of Acceptance letter with details about the course and arrangements for student orientation.

Cancellation of Enrolment

4.22 A student’s enrolment may be cancelled in accordance with Student Dismissal Policy and Procedure. Student Admissions Policy and Procedure

Appeals

4.23 An applicant may appeal against a decision to refuse admission to a course through the Student Dispute Resolution Policy and Procedure.

5. Definitions

Admission

Admission is the application into a program.

Admission requirements

Admission requirements are the skills, knowledge and/or other background a student must have to be admitted to a program and that make it likely the student will successfully complete the program.

Course

A course is a part of a program. A program may include one or a series of courses.

Enrolment contract

An institution must enter into a written contract when a student is enrolled in a program. Different contract standards apply to approved programs and programs that do not require approval.

International student

A student who is not a Canadian citizen or permanent resident of Canada.

Letter of acceptance

A letter issued by an institution for the purposes of Immigration, Refugees and Citizenship Canada processing an international student's application for a study permit.

Program

A program may consist of one course or a series of courses of training or instruction

6. Related Documents

Documents

Application Form

Advanced Standing Policy and Procedure

Confirmation of Enrolment

Letter of Offer

Student Contract

7. Feedback

7.1 CNIB staff and students may provide feedback about this document by emailing compliance@cnibbc.ca

8. Approval And Review Details

Student Admissions Policy and Procedure

Approval and Review Details

Approval Authority Senior Education Administrator

Administrator Admissions Officer and Campus Administrator

Student Admissions Policy and Procedure

9. Appendices

Appendix 1: Procedures for Assessing an Applicant’s qualifications, experience, and English Language Proficiency

Admissions Department

Completed Application Form and certified copies of associated documentation are received Includes:

• Completed Application Form
• Evidence to demonstrate applicant meets entry requirements
• Evidence of date of birth
• Passport details (for international students)
• Evidence of English language proficiency (if applicable)

Admissions Officer

Initial assessment

• Create application file
• Check documentation is complete
• Request any missing documentation

When application is deemed complete:

• Assess application against entry requirements
• Assess English proficiency (if applicable)
• Check student is 18 years or older (if applicable)
• Refer application to SEA
• Verify documentation where appropriate
• If required, arrange interview

SEA

Advise on outcome of application

Application successful:

• Make written offer of place in the course
• Enrolment Contract and relevant policies to applicant
• Finalise documentation

Application unsuccessful:

• Advise applicant of outcome of application and right to appeal decision

1. Purpose

1.1 The purpose of this policy and procedure is to define the rules for the issuing of credentials once a student has completed a program of study with Canadian National Institute of Business (‘CNIB’).

2. Scope

2.1 This policy and procedure applies to all students at CNIB, and to all staff involved in the graduation and awards process.

3. Policy Statement

3.1 This policy and procedure seeks to ensure that all awards issued by CNIB are unambiguous, uniquely identified, authoritative, and protected from fraudulent issue.

4. Procedures

Eligibility to Graduate and Approval to Issue a credential

4.1 The Instructor will monitor student progress and verify that a student has satisfactorily completed all the requirements of the program in which they are enrolled.

4.2 Students who have fulfilled the requirements of the program will be eligible to graduate and receive their credentials.

4.3 Students who have an outstanding debt to CNIB shall not be permitted to receive their credential until such debt has been paid.

4.4 A student who has successfully completed part of the requirements of a program in which they were enrolled, but have subsequently withdrawn, are entitled to receive an Academic Transcript.

Issuing a credential

4.5 All credentials are issued to graduates as soon as practically possible after a student meets the requirements of an approved program, but within 30 days of Academic completion of the program and upon clearing of all financial dues.

Credential Register

4.6 In keeping with the principles of best practice, CNIB maintains the following:

• A Register of all credentials which CNIB is authorised to issue.
• A Register of all credentials issued to graduates.

4.7 The Credentials Register will include the following for each qualification:

• Program title.
• Student’s full name.
• Date of conferral.
• Credentials number.

4.8 The Credential Register will be kept and maintained by the Senior Education Administrator (SEA) and is recorded within the student management system.

Presentation of Credentials

4.9 Awards may be issued:

• at a graduation ceremony; or
• in absentia (by mail) at the request of the student in writing.

4.10 Awards will not be issued to students until after the graduation ceremony at which the award would otherwise have been presented.

Revocation and Return of Awards

4.11 CNIB may revoke an award where it becomes evident that the award was inappropriately obtained through fraud or dishonesty.

4.12 CNIB will require a credential to be returned in the following circumstances:

• when a request has been received to reissue a credential because the original credential has been damaged;
• the credential has been issued with error.

Re-issuing a Credential and/or an Academic Transcript

4.13 CNIB will reissue a graduate’s certification in the following circumstances:

• when a request is made in writing to the SEA;
• when a replacement fee is paid; or
• when the original is returned (if possible).1

4.14 The graduate will provide in writing the reasons why replacement certification is required. This request must include all relevant details of the graduate (full name, student identification number, name of the qualification, and date, or approximate date, that certification was issued).

4.15 Where the original certification cannot be returned, the written request for the re-issuing of an award must be made as a Statutory Declaration.

4.16 In the case of a former student who has successfully completed part of the requirements of a program, a new Academic transcript will be issued following the same procedure as outlined above.

4.17 The SEA will validate the re-issuing of a graduate’s qualification by verifying the original issue of the award on the Credential Register.

4.18 It is not the Institutes policy to automatically reissue a credential following a change of name. This is because the credential is a legal document issued under the Common Seal of the Institutes on a particular date and under a specific name and, once issued, it cannot be altered. Credentials are only reissued in rare and extenuating circumstances and fees apply.

Retention of Records

4.19 CNIB will retain sufficient student records through the student management system to ensure that Academic Transcripts and Credentials are able to be reproduced at any time.

4.20 All credential issuance records will be retained by CNIB for a minimum of 8 years to align with EQA 4.2.2.1.

5. Responsibilities

5.1 The Senior Education Administrator is responsible for the implementation of this policy and procedure and for ensuring that staff, graduates and former students are aware of its application and procedures.

6. Definitions

Credential

7. Related Documents

Documents

Credential Register

8. Feedback

8.1 CNIB staff and students may provide feedback about this document by emailing compliance@cnibbc.ca.

1 In the case of a lost or destroyed award this condition will not apply.

9. Approval And Review Details

Approval and Review Details

Approval Authority Senior Education Administrator

Administrator Campus Administrator

In Accordance with Section 4.2.4 of the 2025 EQA

Policy and Procedures Manual

1. Purpose

This policy outlines the student support services that the Canadian National Institute of Business (CNIB) will maintain and make accessible to all students, particularly international students, to fulfill the Education Quality Assurance (EQA) requirements set out in Section 4.2.4 of the EQA Policy and Procedures Manual – 2025.

2. Scope

This policy applies to all CNIB staff, contractors, and students across all campus locations and delivery modes (in-person, hybrid, or online components where applicable).

3. Policy Requirements

3.1 Comprehensive Student Support Services

CNIB will provide the following student services, ensuring visibility on its website, student handbook, and enrolment materials:

• Health and Well-being Support:
  • Access to information on local and virtual mental health support services.
  • Links to provincial resources such as Here2Talk and Wellness Together Canada.
  • Guidance on Medical Services Plan (MSP) enrolment for international students.
  • Resources for addiction and overdose awareness, including Naloxone training opportunities and access points.
• Mental Health Resources:
  • Here2Talk – A free, 24/7 mental health counselling service for all post- secondary students in BC.
  • Wellness Together Canada – Provides free online resources and live support for mental health and substance use.
• Medical Insurance and Health Care Access:
  • Medical Services Plan (MSP) – Information and application portal for BC’s public health insurance program.
  • International Student Health Fee – Details on coverage and fees for international students.
• Substance Use and Overdose Prevention:
• Stop Overdose BC – Government information on overdose prevention, Naloxone access, and supports for people who use substances.
• Crisis and Critical Incident Response:
  • A Critical Incident and Crisis Management Policy, designating staff roles for emergency response.
  • Immediate access to emergency contact numbers and procedures (posted online and on campus).
• Complaint Resolution:
• A Student Complaint and Dispute Resolution Policy, which:
  • Includes clear procedures for academic, administrative, and harassment/discrimination complaints.
  • Is publicly posted and available in multiple languages if needed.
• Harassment, Anti-Racism, and Inclusivity:
  • Active Anti-Racism and Respectful Conduct policies.
  • Annual diversity and inclusion training for staff and students.
  • Commitment to the BC Human Rights Code’s protected characteristics.
• Sexual Misconduct Policy:
  • A Sexual Violence and Misconduct Policy in compliance with the Sexual Violence and Misconduct Policy Act.
  • Reporting procedures, support services, and prevention training for staff and students.
• Academic and Career Support:
• Access to academic advising, tutoring, and career development services (resume clinics, interview preparation).
• Transition support for international students on graduation, including sessions with licensed immigration consultants regarding post- graduate work permit (PGWP) eligibility.
• Housing Information and Assistance:
• Online resource hub detailing:
  • Housing options near each CNIB campus.
  • Estimated costs, tenancy rights, and legal resources for renters in BC.
  • Referral to verified third-party housing support services.
• Housing Information:
• Living in BC – Housing – Overview of rental options, tenant responsibilities, and typical costs.
• BC Residential Tenancy Branch – Information on tenant rights and how to resolve disputes.
• Student-Specific Support:
  • Places4Students – National database for student housing listings.
  • TRAC Tenant Resource & Advisory Centre – Non-profit organization offering free legal education and advocacy for tenants in BC.
• Transportation Services
• TransLink – Public transit for Metro Vancouver, including buses, SkyTrain, and SeaBus.
• BC Transit – Public transportation services for areas outside Metro Vancouver (e.g., Victoria, Kelowna, Kamloops).
• Compass Card – Fare card for TransLink services in Metro Vancouver.
• ICBC – Driver Licensing – Info for newcomers on getting a BC driver’s license or exchanging a foreign one.
• Child Care and Parenting
• Child Care in BC – Search licensed child care providers and learn about subsidy programs.
• Affordable Child Care Benefit – Financial assistance for eligible families.
• WelcomeBC: Parenting and Child Care – Overview of parenting resources for newcomers.
• Communications (Phone, Internet, Mail)
• WelcomeBC: Communications – Tips on choosing mobile phone plans, accessing the internet, and using postal services.
• Canada Post – Information on mailing, changing address, and setting up mail forwarding.
• Banking and Financial Services
• WelcomeBC: Banking and Money – How to open a bank account, use ATMs, and send/receive money.
• Financial Consumer Agency of Canada – Banking for Newcomers – Guidance on financial rights, bank account types, and budgeting.

4. Implementation and Accountability

• Institutional Contact Role: The EQA-designated institutional contact will be responsible for ensuring all student support resources are accurate, up-to- date, and publicly accessible as required under section 3.3 of the Manual.
• Annual Review and Reporting:
  • This policy will be reviewed annually by the Director of Student Services and the Senior Educational Administrator.
  • Updates and compliance reports will be submitted as part of the institution’s annual EQA reapplication process.
• Staff Training:
  • All student-facing staff will receive annual training on the supports listed herein.
  • Training records will be maintained and made available during EQA compliance reviews or inspections.

5. Compliance

Failure to implement and maintain the above standards may result in the revocation of EQA designation, as outlined under Section 7.3 of the Manual.

Education Program Progression and

Learning Support Services Policy

1. Purpose (CNIB) to assist students in their academic progression, learning outcomes, and overall educational success. CNIB is committed to identifying barriers to student progression early and proactively delivering support through learning resources, tutoring, and advising services.

2. Scope This policy applies to all students enrolled in CNIB programs, including full-time, part-time, domestic, and international learners, across all modes of delivery (in-class, online, hybrid).

3. Policy Statements

3.1 Academic Program Progression Support

CNIB will support student program completion and timely academic progression through:

• Scheduled Academic Advising: Students meet with an academic advisor at the start of their program and are encouraged to schedule mid-term check-ins. Progress reviews will help identify any academic or attendance concerns.
• Early Alert System: Faculty may flag students experiencing academic difficulty, excessive absences, or personal challenges through the internal Early Alert referral system. Referred students will be contacted for support and offered a Success Plan.
• Academic Standing Monitoring: Student academic performance is reviewed at the end of each term to determine academic standing (Good Standing, Probation, or Dismissal) based on GPA and course completion.
• Course Retake and Remediation Options: Students may retake failed courses, with academic advising support to reassess workload and improve outcomes. Remedial learning supports may include directed study, tutoring, or customized success plans.
• Flexible Learning Pathways: Students requiring changes to course loads due to personal, health, or immigration- related reasons will be supported through customized scheduling or part-time transitions where possible.

3.2 Learning Support Services CNIB offers dedicated resources to support diverse learning needs and enhance student academic success:

• Student Success Centre (SSC): The SSC provides free access to:
  • Subject-specific tutoring (e.g., business math, writing, computer applications).
  • Study skills workshops (e.g., time management, exam strategies).
  • Language support for English Language Learners.
• Peer Tutoring Program: High-achieving students may volunteer as peer tutors for credit or recognition. This provides accessible, relatable help for students seeking guidance in specific courses.
• Learning Accommodations: Students with documented learning needs or disabilities may request accommodations (e.g., extra exam time, note-taking assistance) by contacting the Student Support Office. A confidential intake and verification process will be followed.
• Online Learning Resources: Access to recorded workshops, writing templates, study guides, and tutorial videos is available via the CNIB Learning Management System (LMS).
• Faculty Office Hours: All instructors maintain regular office hours for academic consultations and support.

4. Communication of Services

• Information on available supports will be included in:
  • Student Orientation materials.
  • CNIB website under Student Services.
  • LMS dashboard and program syllabi.
  • Periodic newsletters and bulletin boards.

5. Evaluation and Review

• Student usage and feedback regarding learning supports will be monitored by the Academic Services Department.
• The policy and scope of services will be reviewed annually to ensure relevance and effectiveness.
• Reports will be compiled as part of EQA compliance and institutional continuous improvement.

6. Roles and Responsibilities

Role Responsibilities

Oversee policy implementation and

Director of Academics

continuous improvement

Monitor student progression and provide

Academic Advisors

individual guidance

Manage tutoring, workshops, and support

Student Success Centre Coordinator

resources

Refer students to support services as

Faculty

needed and maintain office hours

Engage proactively with available resources

Students

and seek help when needed

7. Contact For academic assistance, contact Student Services.

Financial Assistance, Scholarships,

Bursaries, and Awards Policy

1. Purpose This policy establishes the principles, eligibility criteria, and processes for awarding institutional financial assistance, including scholarships, bursaries, and other forms of recognition or support. It ensures that all opportunities for institutional aid are accessible, transparent, and aligned with the institution’s commitment to educational equity and student success.

2. Scope This policy applies to all current and prospective students of the Canadian National Institute of Business (CNIB) who are enrolled in eligible programs. It covers institutional funding opportunities that are merit-based, need-based, or recognition-based, and is applicable to both domestic and international students, unless specified otherwise.

3. Definitions

• Scholarship: Financial award based primarily on academic merit or outstanding achievement.
• Bursary: Financial award based on demonstrated financial need.
• Award: A general term that may include scholarships, bursaries, or other recognitions granted for specific accomplishments, leadership, or community involvement.
• Institutional Financial Assistance: Any financial support provided directly by CNIB, outside of StudentAid BC or other third-party programs.

4. Policy Statements

4.1 General Principles

• All financial aid opportunities will be administered fairly and transparently.
• Criteria and availability for each scholarship, bursary, or award will be published publicly and reviewed annually.
• The number and value of awards may vary from year to year based on institutional resources and funding priorities.

4.2 Eligibility Criteria

Students must meet the following general eligibility criteria to be considered for institutional financial assistance:

• Be enrolled in a full-time or part-time program approved by the Private Training Institutions Branch (PTIB).
• Maintain satisfactory academic standing (typically a minimum GPA of 2.5 or equivalent, unless otherwise specified).
• Not be in default of any tuition payment or subject to academic or non-academic disciplinary action.
• Specific scholarships or bursaries may include additional eligibility criteria such as:
  • Demonstrated financial need (for bursaries).
  • Academic excellence or program-specific achievement (for scholarships).
  • Community leadership or volunteer service (for awards).
  • International student status or equity-deserving group membership.

Award-specific eligibility and application details will be published on the CNIB website

4.3 Types of Institutional Assistance

a. Scholarships

• Typically range between $500 and $3,000.
• Awarded based on academic excellence, faculty nomination, or specific criteria set by donors.

b. Bursaries

• Need-based assistance ranging from $250 to $2,000.
• Applicants must submit a Financial Need Assessment Form and supporting documentation (e.g., income, expenses, dependents).

c. Program-Specific Awards

• Targeted to students in select programs (e.g., Business Administration, Healthcare).
• Criteria may include academic performance, attendance, capstone project performance, or practicum feedback.

d. Entrance Scholarships

• Available to newly admitted students meeting specific academic or leadership benchmarks.
• Must apply before the start of their first academic term.

e. Emergency Financial Assistance

• Short-term funding to assist with unexpected financial hardship (e.g., housing instability, medical emergencies).
• Disbursed at the discretion of the Director of Student Services.

4.4 Application Process

• Opportunities are announced via:
  • CNIB website and LMS student portal.
  • Email bulletins from Student Services.
  • Notices posted on-campus.
• Students must submit the appropriate application form, along with any required documentation, by the published deadline.
• A Financial Aid Review Committee will evaluate applications based on established criteria and make final decisions.

4.5 Disbursement and Reporting

• Awards are credited directly to the student’s account or issued via cheque or electronic transfer.
• Award recipients may be publicly recognized unless they opt out of disclosure.
• A report of financial assistance disbursement will be maintained and audited annually for accountability.

6. Contact and Resources For questions about this policy or specific awards, students should contact Student Services.

Student Health, Safety, and Wellness

Support Policy

Effective Date: [Insert Date] Responsible Office: Student Services Department Policy Owner: Director of Student Services

1. Purpose This policy outlines the Canadian National Institute of Business (CNIB)’s commitment to supporting the health, safety, well-being, and mental health of all students. It also details CNIB’s response to substance use awareness, addiction prevention, and overdose response, including access to free Naloxone and related resources.

This policy supports compliance with Section 4.2.4 of the EQA Policy and Procedures Manual – 2025 and reflects best practices in student support and public health response in British Columbia.

2. Scope This policy applies to all students, including domestic and international learners, across all CNIB campuses and learning modalities.

3. Policy Statements

3.1 Mental Health and Well-being Supports

CNIB recognizes that mental health is essential for academic success and personal growth. The institution will ensure:

• Free and confidential access to 24/7 mental health counselling for all students through:
  • Here2Talk – Free, confidential counselling and support for BC post- secondary students (available by app, phone, or web chat).
  • Wellness Together Canada – Free resources and mental health support, including crisis counselling and self-guided tools.
• Mental health resources and counselling referrals will be available through the Student Services Office.
• Mental health awareness workshops will be held at least once per academic year.

3.2 Health and Medical Support

All students are encouraged to register for British Columbia’s public health insurance system:

• Medical Services Plan (MSP) – Required for access to health care services in BC.
• International students must pay the International Student Health Fee.

3.3 Overdose Prevention and Addiction Support

CNIB supports provincial efforts to address the public health crisis related to drug toxicity and overdose. The institution will:

• Maintain an inventory of free Naloxone kits available at the campus front desk and/or Student Services.
• Provide training to interested students and staff on how to recognize and respond to an opioid overdose, including the use of Naloxone.
• Refer students to the following public overdose prevention and substance use support resources:
  • Stop Overdose BC – Comprehensive provincial resource with overdose prevention strategies and support services.
  • Toward the Heart – Get Naloxone – Find a location near you to pick up a free Take Home Naloxone kit.
  • BCCDC – Substance Use and Harm Reduction – Evidence-based harm reduction and addiction treatment guidance.
• Provide students with non-judgmental referrals to support services for substance use concerns, including both community-based and virtual options.

3.4 Critical Incident and Crisis Response

In the event of a student medical emergency, mental health crisis, or overdose incident:

• CNIB staff are trained to initiate a Critical Incident Protocol, including:
  • Contacting emergency services (9-1-1) when required.
  • Administering first aid or Naloxone as trained and necessary.
  • Notifying designated campus safety personnel and the Director of Student Services.
• All critical incidents involving health or safety will be documented and reviewed for follow-up support and policy improvements.

4. Roles and Responsibilities

• Director of Student Services: Oversees implementation and evaluation of this policy, ensures staff training, and coordinates crisis response.
• Student Services Coordinators: Serve as first points of contact for students needing support and maintain updated listings of resources.
• All Staff: Must participate in periodic training and respond to student health or safety concerns in accordance with policy.

5. Communication and Accessibility

• This policy will be:
  • Posted on the CNIB website under Student Services.
  • Included in the International Student Orientation Package.
  • Available in printed form at all CNIB campus locations.
• Resource links will be integrated into the Student Portal and LMS for ease of access.

6. Review This policy will be reviewed annually or as required based on changes in public health guidance or regulatory obligations. Feedback from students and staff will inform updates.

This Agreement is made between:

Institution Name: Legal Entity Name Operating Name: Canadian National Institute of Business (CNIB) Address: 125/125A 3030 Lincoln Ave, Coquitlam , BC V3B 6B4 Phone: 604-474-2642 Email: info@cnibbc.ca

and:

Student Name: [Full Legal Name] Usual First Name: [Preferred First Name] Mailing Address: [Student's Mailing Address] Phone: [Telephone Number] Email: [Email Address] Date of Birth: [DD/MM/YYYY] Gender: [Gender Identity] Personal Education Number (if applicable): [Number] International Student Mailing Address in Canada (if applicable): [Address]

PROGRAM DETAILS

Program Title: [Program Name]

Program Outline: [Brief Description]

Total Instruction Hours: [Total Hours]

Program Start Date: [DD/MM/YYYY]

Program End Date: [DD/MM/YYYY]

Weeks of Instruction: [Number of Weeks]

Language of Instruction: [Language]

Delivery Method: [In-Person/Online/Hybrid]

Work Experience (if applicable)

• Requirements for participation: [Details]
• Estimated costs (if any): [Details]
• Geographic area of work placement: [Region]
• Dates for work placement: [DD/MM/YYYY - DD/MM/YYYY]
• Number of hours: [Total Work Experience Hours]

Credential Granted Upon Completion: [Diploma/Certificate/Degree]

FEES AND PAYMENT

Tuition and Related Fees

• Tuition: [$ Amount]
• Application Fee: [$ Amount]
• Assessment Fee: [$ Amount]
• Course Materials Fee: [$ Amount]
• Administrative Fees: [$ Amount]
• Aircraft Utilization Fees (if applicable): [$ Amount]
• Other Mandatory Fees: [$ Amount]
• Method of Payment: [Payment Methods Accepted]

Refund Policy: Refunds will be issued in accordance with the Private Training Regulation and the institution’s refund policy, including:

1. If the student withdraws before [date], a refund of [X%] tuition will be provided.

2. If the institution fails to provide a required work experience component, a full refund of tuition related to that component will be issued.

3. No refund will be issued if the student completes 50% or more of the program.

ADMISSION REQUIREMENTS

Minimum Admission Requirements: [Details] Language Proficiency Requirements: [Details] Additional Prerequisites: [Details]

STUDENT RIGHTS AND RESPONSIBILITIES

The student has the right to:

• Receive a copy of the signed enrolment contract.
• Withdraw from the program under the conditions outlined in the refund policy.
• Access dispute resolution mechanisms as per institutional policy.

The student is responsible for:

• Paying tuition and fees as per the agreed schedule.
• Abiding by the institution’s code of conduct and policies.
• Maintaining satisfactory academic progress and attendance.

CNIB DECLARATIONS

CNIB is certified by the Private Training Institutions Branch (PTIB). Certified institutions must comply with regulatory requirements relating to student enrolment contracts, tuition refunds, and instructor qualifications. For more information about PTIB, go to www.privatetraininginstitutions.gov.bc.ca.”

Please be advised that under section 61 of the Private Training Act, the Registrar is authorized to collect, use, and disclose personal information in accordance with the Registrar’s regulatory duties under that Act. Accordingly, this institution is authorized to disclose your personal information to the Registrar for regulatory purposes.

STUDENTDECLARATIONS

I consent to the sharing, in accordance with applicable provincial privacy legislation, of my enrolment and reporting information between [Institution Name] and Immigration, Refugees and Citizenship Canada, as necessary, for the purposes of the International Student Program.

SIGNATURES

By signing this contract, both parties agree to abide by the terms set out above.

Student Signature

Date

Parent/Guardian Signature (if applicable)

Date

Institution Representative Signature

Name Representative Name

Title Title

Date

A copy of this contract must be provided to the student as soon as practicable.

1 Purpose These guidelines establish a transparent, fair, and compliant framework for international student transfers between institutions. They ensure compliance with EQA 4.2.7, the International Education Code of Practice (IECP), and other relevant regulatory requirements set by the Private Training Institutions Branch (PTIB).

2 Scope These guidelines apply to:

• International students seeking to transfer from one institution to another.
• Education institutions designated under EQA in British Columbia.
• Transfers between Designated Learning Institutions (DLIs) in compliance with IRCC study permit conditions.

3 General Transfer Principles

3.1 Institutions must ensure that international student transfers support academic integrity, student success, and compliance with regulatory requirements.

3.2 Transfers should not be used to circumvent compliance obligations related to DLI caps, academic progression, or financial commitments.

3.3 Institutions must provide accurate and transparent information regarding transfer conditions, policies, and financial implications to students before enrollment.

4 Eligibility for Transfer An international student may request a transfer if they meet one of the following conditions:

4.1 Completion of at least one academic session (e.g., semester, quarter, or term) at their current institution.

4.2 Completion of at least 25% of a career college program unless one of the following exceptions applies:

4.2.1 The sending institution (releasing institution) has lost its EQA designation.

4.2.2 The receiving institution (accepting institution) verifies with the releasing institution that the student is currently enrolled, attending, and not on academic suspension.

4.2.3 The student completes the DLI Student Transfer process on the IRCC portal, and the receiving institution confirms the transfer.

5 Transfer Request Process

5.1 Student Initiates Request

5.1.1 Submit a formal Transfer Request Form to the current institution.

5.1.2 Provide reasons for transfer (e.g., program misalignment, relocation, financial hardship, institution closure).

5.1.3 Attach required documents (e.g., proof of enrollment, academic records, financial clearance).

5.2 Releasing Institution Review

5.2.1 Review the request within 10 business days.

5.2.2 Determine eligibility based on the institution’s academic and financial policies.

5.2.3 Issue a Transfer Confirmation Letter if approved.

5.2.4 If denied, provide written reasons within the same timeline.

5.3 Accepting Institution Review

5.3.1 Verify that the student meets the admission and program requirements.

5.3.2 Ensure compliance with DLI Student Transfer processes.

5.3.3 Provide an Official Letter of Acceptance (LOA) for study permit updates.

5.4 IRCC Update Requirement

5.4.1 The student must update their DLI number in the IRCC study permit system.

5.4.2 The accepting institution must report the student’s enrollment to the relevant authorities.

6 Financial and Tuition Refund Policies

6.1 Institutions must clearly communicate refund policies and financial implications before approving transfers.

6.2 Refund calculations must comply with:

6.2.1 Private Training Regulation (B.C. Reg. 153/2016)

6.2.2 Fees and Student Tuition Protection Fund Regulation (B.C. Reg. 140/2016)

6.3 Institutions may apply administrative fees for processing transfer requests.

6.4 Students transferring due to institution closure or loss of EQA designation may be eligible for tuition protection fund claims.

7 7. Responsibilities of Institutions

7.1 Releasing Institutions must:

7.1.1 Provide transparent academic and financial records.

7.1.2 Facilitate smooth transition for students.

7.1.3 Comply with PTIB reporting requirements.

7.2 Accepting Institutions must:

7.2.1 Verify student records before issuing an LOA.

7.2.2 Provide orientation and support services to ensure a smooth transition.

7.2.3 Maintain compliance with EQA and PTIB enrollment management standards.

8 8. Compliance and Monitoring

8.1 Institutions must retain all transfer records for at least five years for auditing purposes.

8.2 The Ministry of Post-Secondary Education and Future Skills may request institutional transfer records for compliance verification.

8.3 Non-compliance may result in sanctions, including loss of EQA designation or penalties under PTIB regulations.

Approval & Effective Date

Approved by: [Board Chair] Effective Date: [Date]

APPROVAL AND REVIEW DETAILS

Approval and Review Details

International Student Transfers Procedures

1 Purpose These procedures outline the process for handling international student transfer requests in compliance with EQA 4.2.7, International Education Code of Practice (IECP), and Private Training Institutions Branch (PTIB) regulations.

2 Scope These guidelines apply to:

• International students seeking to transfer from one institution to another.
• Education institutions designated under EQA in British Columbia.
• Transfers between Designated Learning Institutions (DLIs) in compliance with IRCC study permit conditions.
• Administrative and academic staff responsible for student transfers.

3 Transfer Request Process

3.1 Step 1: Student Submission of Transfer Request

3.1.1 The student submits a Student Transfer Request Form to the Student Services Office.

3.1.2 Required documents:

3.1.2.1 Copy of Letter of Acceptance (LOA) from the new institution.

3.1.2.2 Copy of study permit.

3.1.2.3 Proof of academic progress (transcripts, attendance records).

3.1.2.4 Financial clearance (no outstanding dues).

3.2 Step 2: Institutional Review & Approval

3.2.1 Review period: 10 business days from receipt of the request.

3.2.2 Verification by Registrar’s Office:

3.2.2.1 Confirm the student has completed at least one academic session (e.g., semester, term) or 25% of a career program. International Student Transfers Procedures

3.2.2.2 Ensure the new institution is EQA-designated and a DLI.

3.2.2.3 Check the student’s academic standing (not on academic suspension).

3.2.3 If approved, issue a Transfer Confirmation Letter.

3.2.4 If denied, provide written reasons for rejection.

3.3 Step 3: Notification to Accepting Institution & IRCC

3.3.1 The accepting institution confirms the transfer by:

3.3.1.1 Validating student eligibility and academic history.

3.3.1.2 Issuing a new Letter of Acceptance (LOA).

3.3.1.3 Updating the IRCC DLI Portal to reflect the transfer.

3.4 Step 4: Tuition Refund Process

3.4.1 - Refunds are issued based on the institution’s refund policy and PTIB regulations.

3.4.2 - The institution calculates refunds according to:

3.4.2.1 - Private Training Regulation (B.C. Reg. 153/2016).

3.4.2.2 - Fees and Student Tuition Protection Fund Regulation (B.C. Reg. 140/2016).

3.4.3 - Refunds (if applicable) are processed within 30 days.

3.5 Step 5: Student Exit & Records Update

3.5.1 - Final clearance from financial, academic, and administrative departments.

3.5.2 - Update student records to reflect the withdrawal and transfer.

3.5.3 - Archive transfer records for five years as per compliance requirements.

• --

International Student Transfers Procedures

STUDENT TRANSFER REQUEST FORM

Section 1: Student Information

Full Name

Student ID Study Permit No

Contact Email Phone Number

Section 2: Current Institution Information

Institution Name

Program of Study

Program Start Date Expected End Date

• Academic Progression
• Personal Reasons (Relocation, Family)
• Financial Reasons

Reason for Transfer

• Institution Closure
• Loss of EQA Designation
• Other (please specify)

Section 3: New Institution Information

Institution Name

Program of Study

Program Start Date DLI Number

Section 4: Supporting Documents

• Copy of Letter of Acceptance (LOA) from new institution
• Copy of valid Study Permit
• Academic transcripts
• Proof of financial clearance

Section 5: Declaration & Signature I declare that the information provided is true and correct. I understand that the transfer request is subject to approval and compliance with institutional and regulatory policies.

Student Signature Date

For Office Use Only

• Approved
• Denied (Provide Reason)

International Student Transfers Procedures

CNIB Representative Date

International Student Transfers Procedures

APPROVAL AND REVIEW DETAILS

Approval and Review Details

CNIB Advanced Standing Policy and Procedure

POLICY

1. Purpose

This policy and procedure outlines how Advanced Standing is recognized at the Canadian National Institute of Business (CNIB) while ensuring compliance with the Private Training Act, Private Training Regulation, and Education Quality Assurance (EQA) Code of Practice.

2. Scope

This policy applies to all CNIB academic programs where advanced standing may be granted through credit transfer, recognition of prior learning (RPL), or articulation agreements.

3. Policy Statement

CNIB is committed to maintaining the integrity of its academic programs while facilitating pathways for students through Advanced Standing. This will be done in accordance with PTIB and EQA regulations to ensure transparency, fairness, and academic quality.

4. Types Of Advanced Standing

Advanced Standing (AS) is recognition of achieving a portion of the required knowledge, skills and understanding of units in a course of study, expressed as an equivalent unit and is given an ‘AS’ grade on the students’ academic transcript. It can be awarded in the following ways:

4.1 Specified Academic Credit

Granted for completed formal academic studies that align with CNIB’s learning outcomes.

4.2 Recognition of Prior Learning (RPL)

Granted based on prior experiential learning that meets the required competency standards.

4.3 Credit Transfer Agreement

Advanced Standing may be granted through formal agreements with recognized institutions.

4.4 The Institute will not give unspecified or block advanced standing.

CNIB Advanced Standing Policy and Procedure

PROCEDURE

5. Limits On Advanced Standing

5.1 CNIB limits the award of Advanced Standing to the following:

5.1.1 Diploma Programs Maximum of 50% credit transfer.

5.1.2 Certificate Programs Maximum of 33% credit transfer.

5.1.3 Bachelor’s Degree No advanced standing for 300-level courses.

5.1.4 Advanced Standing will not be awarded if it disadvantages the applicant’s future academic or career prospects.

6. Application Process

6.1 Submission Timeline

Applications must be submitted before program commencement or within the first two (2) weeks of study. Late applications will be rejected.

6.2 6.2 Required Documentation:

6.2.1 Completed Advanced Standing Application Form (with declaration of understanding)

6.2.2 Official Academic Transcripts (certified copies)

6.2.3 Course Outlines & Syllabi (for credit transfer requests)

6.2.4 Employment Records & Work Experience Evidence (for RPL applications)

6.2.5 Professional Certifications (if applicable)

6.3 Assessment Criteria

Applications will be assessed based on equivalence of:

6.3.1 Learning outcomes

6.3.2 Course content & credit hours

6.3.3 Assessment methods

6.4 Decision-Making Authority Decisions on Advanced Standing applications are made by the Academic Dean in consultation with the Registrar. Decisions must be documented, justified, and recorded in the student file.

CNIB Advanced Standing Policy and Procedure

7. Appeals Procedure

7.1 Grounds for Appeal

Appeals may be submitted if the applicant believes that due process was not followed or relevant evidence was overlooked.

7.2 Appeal Submission

Appeals must be submitted within ten (10) business days from the date of decision.

7.3 Review Process

Appeals will be reviewed by an Academic Appeals Committee consisting of at least three senior academic staff members. The final decision will be communicated within fifteen (15) business days.

8. Compliance & Record Keeping

8.1 All Advanced Standing decisions must be recorded in the student’s academic file and maintained for a minimum of five (5) years in accordance with PTIB regulations.

8.2 CNIB will provide annual reports on Advanced Standing applications, approvals, and denials to ensure compliance with regulatory requirements.

9. Responsibilities

The Dean, Registrar and Admission Officer are responsible for the implementation of this policy and procedure.

10. Approval And Review Details

Approval and Review Details

Approval Authority

Administrator

CNIB Advanced Standing Policy and Procedure

RECOGNITION OF PRIOR LEARNING APPLICATION FORM

Student Name

Address

Student ID DOB

Email Phone

Recognition Type (Check One)

• Credit Transfer
  • Articulation Agreement Transfer
• Recognition of Prior Learning (RPL)

Course(s) for Recognition

Equivalent Course Equivalent Course

CNIB Course Code CNIB Course Name Previous Institution

Code Name

Supporting Documents Checklist

• Official Transcripts
  • Professional Certifications
• Course Outlines & Syllabi
  • Resume / CV
• Work Experience Records

Declaration

I confirm that the information provided is accurate and that I have read and understood CNIB’s Prior Learning Assessment and Recognition Policy and Procedure.

Student Signature Date

CNIB Use ONLY

Assessor Name

All Documents Submitted ☐ Yes ☐ No

Position

Meets 80% Learning Outcomes? ☐ Yes ☐ No

Signature

Approved? ☐ Yes ☐ No Date

Purpose: To establish guidelines for the collection, use, disclosure, and safeguarding of personal information in compliance with British Columbia's Personal Information Protection Act (PIPA).

Scope: This policy applies to all employees, contractors, volunteers, and students of CNIB.

Policy Statements:

• Accountability: CNIB is responsible for personal information under its control and has designated a Privacy Officer to ensure compliance with PIPA.
• Identifying Purposes: Personal information is collected for purposes such as student enrollment, academic records, and human resources management.
• Consent: CNIB will obtain informed consent for the collection, use, and disclosure of personal information, except where exempted by law.
• Limiting Collection: Only information necessary for the identified purposes will be collected.
• Limiting Use, Disclosure, and Retention: Personal information will not be used or disclosed for purposes other than those for which it was collected, except with consent or as required by law, and will be retained only as long as necessary.
• Accuracy: CNIB will ensure that personal information is accurate, complete, and up-to- date.
• Safeguards: Appropriate security measures will be implemented to protect personal information against loss, theft, and unauthorized access.
• Openness: CNIB will make readily available its policies and practices relating to the management of personal information.
• Individual Access: Upon request, individuals will be informed of the existence, use, and disclosure of their personal information and given access to it.
• Challenging Compliance: Individuals may address concerns regarding compliance with the Privacy Officer.

Procedures:

• Collection: Personal information will be collected directly from individuals, ensuring they are aware of the purposes.
• Use and Disclosure: Information will be used only for the purposes stated at the time of collection, with disclosures made only with consent or as required by law.
• Retention and Destruction: Personal information will be retained as per legal requirements and securely destroyed when no longer needed.
• Access Requests: Individuals may request access to their personal information by contacting the Privacy Officer, who will respond within 30 days.
• Complaints: Complaints about privacy practices can be directed to the Privacy Officer, who will investigate and respond promptly.

1. Approval And Review Details

Approval and Review Details

1. Purpose

1.1 The aim of this policy and procedure is to ensure that Canadian National Institute of Business (‘CNIB’) has a clear and defined structure to the requirements of Work Experience for its Medical Officers Assistant program.

2. Scope

2.1 This policy and procedure applies to all CNIB’s students enrolled in the Medical Office Assistant program.

2.2 The work experience is a required part of the Medical Office Assistant program in which the student obtains practical skills relevant to the learning objectives of the program.

3. Policy Statement

3.1 A work experience (WE) is part of a program in which a student applies and practices skills and knowledge learned in the program in a work-place setting. It is provided by a host organization in a formal agreement with the school. The work performed by the student must be relevant to the learning objectives of the program. The student must be supervised by a person who is employed or retained by the host organization and who is qualified in a career occupation relevant to the program the student is taking.

3.2 This includes the need to collect and use information from the work placement as part of the student’s overall assessment.

3.3 In a sector such as medical, work requirements are expressed as hours in a medical clinic setting environment to reflect the practice of using medical clinics administration areas that are open to the general public as the de facto workplace.

3.4 For the purpose of this program the WE component is referred to as a preceptorship" means a type of work experience component: (a) in which one student is supervised by one preceptor, and (b) that, subject to subsection (2), consists of not more than I0% of the total hours of the program.

4. Procedures

4.1 The requirements for participation in the work experience are as follows:

• Participation in the Preceptorship is mandatory for each student enrolled and willing to complete the Diploma program successfully.
• Completion of all modules that precede the work placement on the program.
• Students are required to have completed the first 21 courses within the program prior to commencing their work experience component.
• The requirement to have completed the first 21 courses is to ensure that the student is academically ready with the foundation skills and knowledge to be evaluation within the workplace setting.
• A clear Criminal Records check (Vulnerable Sector Search),
• Medical tests (ie. TB Test) or proof of vaccinations (ie. Hepatitis B) may be required by industry prior to

placement. (or the tests must undertake within six months of start of the placement.

• Adequate level of physical health required to be able to fulfil job requirements.
• A signed agreement between the Canadian National Institute of Business, the student and the Practicum Centre prior to commencement of Placement pursuant to EQA 4.2.5.3.
• Students must be provided with a signed copy of the Agreement prior to commencement of the placement.

4.2 The process by which the student will be placed in a work experience is as follows:

• A signed agreement between the Canadian National Institute of Business, the student and the Practicum Centre prior to commencement of Placement
• Through an Orientation session, Student will be informed about the Placement Centre (also referred to as Practicum Centre) and the following related information:
  • The staff acting as Mentor at the Placement Centre. This mentor shall coordinate and
  • facilitate student’s placement at the Centre
  • The staff acting as a Placement Coordinator at Canadian National Institute of Business.
  • This staff shall coordinate and facilitate student’s placement at the Centre
  • Schedule of attendance - Times and Dates of attendance at the Placement Centre
  • Nature and Objectives of Preceptorship experience
  • Rules and Regulations to be followed at the Placement Centre
  • Vulnerable Sector Search Check may be required before placement can take place

4.3 Canadian National Institute of Business will select the host organisation and ensure that the list of suitable hosts is provided to the student.

4.4 Student are unable to find their own placement. Every student who enrols in a program with a work experience and successfully completes the coursework and any other requirements for participation in the work experience are provided with a placement.

4.5 Students may be encouraged to seek their own placement in consultation with CNIB, for example by including job search skills and exercises in the program curriculum, but it is remains CNIB’s responsibility to ensure there is a placement for every student in the program by the end of the program.

4.6 The Selecting of hosts is undertaken through the following means:

• The host must be approved by CNIB and must be on the approved list of host provided to PTIB;
• The host must sufficiently undertake the learning objectives as part of its day-to-day business operations;
• The host organisation must appoint a Mentor / Preceptor who is qualified and experienced to precept the trainees for the role;
• The host organisation must have all the required tools and equipment in order to provide work experience training;
• The host organisation must have complete set of policies and procedures to support the trainees;
• The host organisation must have documented orientation procedure to new staff including trainees;
• The host organisation must have sufficient clients/patients to ensure that the trainees are able to engage in sufficient practical experience.
• The host organisation must have flexible and suitable hours that will accommodate trainee and be able to support the volume of work experience hours required.
• To ensure compliance with the EQA, the host organisation must submit a bi-weekly report to CNIB on the student’s performance as set out in Appendix A.

4.7 Canadian National Institute of Business, the student and the host organization, will enter into a written

• agreement detailing each party’s responsibilities and the activities the student will undertake during the
• work experience. A copy of the agreement will be provided to the student before the start date of the
• work experience.

4.8 The process by which the student will be evaluated in relation to the work experience component is as follows:

• Student (also known as Preceptee while attending the preceptorship) evaluation will be conducted based on the observation by the Mentor at the Practicum Centre.
• Student Evaluation will be conducted at 6 intervals – each one at the completion of every 20 hours.
• There are total 113 hours and hence total 6 evaluations will be conducted.
• All 6 evaluations will be recorded in a written format and will be kept in student academic folder.
• At the end of the preceptorship, an evaluation briefing will be completed.

4.9 Canadian National Institute of Business will monitor the student during the work experience by reviewing:

• Twice a day whether the student is attending the work experience; and
• each week whether the student is meeting the learning objectives of the Diploma of Medical
• Office Assistant with Unit Clerk.

5. Related Documents

Documents

Preceptor Agreement

Work Experience Weekly Evaluation

Work Experience Guide

Preceptee Contract Information

Practicum Experience Agreement

6. Feedback

6.1 CNIB staff and students may provide feedback about this document by emailing compliance@cnibbc.ca

7. Approval And Review Details

Approval and Review Details

Approval Authority Director

Administrator Senior Education Administrator

APPENDIX A

Bi-Weekly Work Experience Report

Host Employer & Student Information

Host Organization Name: Supervisor/Mentor Name: Student Name: Program Enrolled In: Report Period: Start Date / / End Date / /

Student Performance & Progress

Please rate the student's progress in the following areas on a scale of 1 (Needs Improvement) to 5 (Excellent). Professionalism & Work Ethic 1 2 3 4 5 Communication Skills 1 2 3 4 5 Technical Skills & Application of Knowledge 1 2 3 4 5 Ability to Work Independently 1 2 3 4 5 Teamwork & Collaboration 1 2 3 4 5 Adaptability & Problem-Solving 1 2 3 4 5

Key Tasks & Responsibilities Completed

Please provide a brief

description of the student’s key tasks, projects, or responsibilities completed during this period:

Areas for Improvement & Recommendations

Please identify any areas

where the student needs improvement and provide suggestions for their development:

Supervisor Comments & Sign-Off

General Comments on

Student’s Performance:

Signature: Date: / /

1. Purpose

This Institutional Code of Ethics and Conduct establishes the ethical principles, professional standards, and behavioral expectations that govern the conduct of all administrators, faculty, staff, students, and affiliates of Canadian National Institute of Business (CNIB). The Code ensures compliance with provincial regulations, accreditation requirements, and institutional commitments to integrity, equity, and accountability.

2. Scope

All members of the institution are expected to uphold these principles in all institutional activities, including academic programming, student services, financial transactions, and external partnerships.

3. Ethical Principles

3.1 Integrity and Accountability

3.1.1 The institution shall operate transparently, honestly, and in compliance with all applicable laws, regulations, and accreditation standards, including the Private Training Act, Private Training Regulation, and the EQA Code of Practice.

3.1.2 Faculty and staff shall perform their duties with professionalism, avoiding conflicts of interest and ensuring the highest standards of ethical conduct.

3.2 Commitment to Quality Education

3.2.1 The institution shall provide high-quality educational programs that meet regulatory standards, align with labour market needs, and support student success.

3.2.2 Academic integrity shall be upheld in all teaching, assessment, and certification processes. Plagiarism, falsification of records, and unethical grading practices are strictly prohibited.

3.3 Respect for Students and Staff

3.3.1 Fair and equitable treatment shall be provided to all students and employees, regardless of race, gender, age, nationality, disability, or any other protected characteristic.

3.3.2 The institution shall foster a safe, inclusive, and harassment-free environment, aligning with its Sexual Misconduct Policy Compliance Standards.

3.4 Ethical Recruitment and Marketing

3.4.1 All advertising, recruitment, and promotional materials shall provide truthful, clear, and accurate information regarding program offerings, tuition fees, employment prospects, and eligibility for post-graduation work permits.

3.4.2 The institution shall monitor and hold accountable education agents representing the institution to prevent misleading or unethical recruitment practices.

3.5 Student Rights and Responsibilities

3.5.1 The institution shall respect students' rights to fair assessment, due process, academic freedom, and privacy.

3.5.2 Students shall adhere to institutional policies, including academic integrity, attendance requirements, and dispute resolution protocols.

4. Standards Of Conduct

4.1 Professional Conduct Expectations

4.1.1 All faculty, staff, and students shall maintain professionalism and uphold the highest ethical standards in all interactions within and outside the institution.

4.1.2 Employees and students shall dress appropriately for the institutional setting and maintain respectful communication in all forms.

4.1.3 Harassment, discrimination, bullying, or any form of misconduct shall not be tolerated.

4.2 Academic Conduct

4.2.1 Students must uphold academic integrity by completing their work honestly and ethically.

4.2.2 Cheating, plagiarism, and fabrication of data or credentials are strictly prohibited.

4.2.3 Faculty and staff must ensure fair assessment and grading practices and avoid favoritism or bias.

4.3 Financial and Business Conduct

4.3.1 All financial transactions shall be conducted ethically, in compliance with institutional policies and regulatory requirements.

4.3.2 Tuition fees, refunds, and other financial dealings shall be transparent, and fraudulent activities shall not be tolerated.

4.3.3 Employees and stakeholders must avoid conflicts of interest and must disclose any affiliations that may influence decision-making.

4.4 Use of Institutional Resources

4.4.1 Institutional resources, including technology, facilities, and funding, shall be used responsibly and solely for educational and professional purposes.

4.4.2 Unauthorized use, theft, or damage to institutional property is strictly prohibited.

4.5 Social Responsibility and Community Engagement

4.5.1 The institution encourages community service, responsible citizenship, and sustainability initiatives.

4.5.2 All members shall engage with external communities ethically, maintaining the institution’s reputation and values.

5. Compliance And Enforcement

5.1 4.1 Institutional Oversight

5.1.1 The institution shall designate a Compliance Officer responsible for monitoring adherence to this Code and ensuring compliance with regulatory requirements.

5.1.2 The institution shall undergo periodic internal and external audits to verify compliance with PTIB and EQA standards.

5.2 4.2 Reporting and Whistleblower Protections

5.2.1 Any breaches of ethical or conduct standards may be reported confidentially to the Compliance Officer or through designated whistleblower protection channels.

5.2.2 The institution shall ensure protection against retaliation for those who report unethical behavior in good faith.

5.3 4.3 Sanctions for Violations

5.3.1 Violations of this Code may result in disciplinary actions, including reprimands, suspension, termination, or legal consequences, depending on the severity of the infraction.

5.3.2 Students found in violation of ethical or conduct policies (e.g., academic dishonesty, disruptive behavior) may face academic penalties, including course failure, suspension, or expulsion.

6. Acknowledgment And Compliance

All faculty, staff, and students must acknowledge and agree to adhere to this Institutional Code of (CNIB).

7. Periodic Review And Amendments

This Code shall be reviewed annually to ensure alignment with updated regulations, best practices, and institutional values.

Amendments shall be approved by the Board of Directors/Senior Management and communicated to all institutional members.

8. Approval And Review Details

Version Date Approved by Comments/Changes Status

V0.1 21/03/25 Draft

Canadian National Institute of Business (CNIB)

Effective Date: [Insert Date] Policy Owner: [Board Chair/Compliance Officer]

1 Purpose This policy establishes the governance structure, responsibilities, and ethical standards of the Board of Directors at the Canadian National Institute of Business (CNIB). The Board is responsible for ensuring the institution’s strategic direction, regulatory compliance, financial accountability, and educational quality in alignment with:

• Education Quality Assurance (EQA) standards
• Private Training Institutions Branch (PTIB) requirements
• International Education Code of Practice (IECP)

2 Scope This policy applies to all members of the Board of Directors, including executive and non- executive members, committee members, and senior management interacting with the Board.

3 Board Composition & Structure

3.1 Board Membership The Board shall consist of a minimum of [X] and a maximum of [Y] members, with at least:

• One independent member (not an employee or shareholder of CNIB).
• One member with financial expertise (CPA or equivalent).
• One academic representative with experience in post-secondary education.
• One international education expert (if applicable).
• At least one female or minority member to ensure diversity.

3.2 Board Terms & Appointments

• Board members are appointed for [X] years, with a maximum of [Y] consecutive terms.
• New appointments require a majority vote by existing Board members.
• The Board must maintain an Institutional Contact Officer for EQA & IRCC compliance reporting.
• A Conflict of Interest Declaration must be signed annually by all members.

4 Board Responsibilities The Board shall provide strategic oversight, fiduciary accountability, and institutional governance in the following areas:

4.1 Institutional Oversight

• Approving the institution’s mission, vision, and strategic direction.
• Ensuring compliance with EQA, PTIB, and provincial/federal laws.
• Conducting an annual review of institutional policies & compliance reports.

4.2 Financial Accountability

• Approving annual budgets, tuition fees, and financial statements.
• Ensuring tuition protection reserves align with PTIB regulations.
• Reviewing external audits and ensuring compliance with EQA financial stability requirements.

4.3 Academic & Quality Assurance

• Approving new academic programs and curriculum changes.
• Ensuring faculty hiring meets EQA qualification standards.
• Overseeing student support services, dispute resolution, and ethical recruitment.

4.4 Risk & Compliance Monitoring

• Monitoring regulatory changes that impact CNIB operations.
• Ensuring DLI compliance & international student reporting to IRCC.
• Reviewing student complaints, sexual misconduct policies, and dispute resolutions.

4.5 Ethical Conduct & Transparency

• Maintaining conflict-of-interest policies to avoid ethical violations.
• Ensuring transparent decision-making and accountability in institutional operations.
• Requiring all Board meeting minutes to be documented and available for audits.

5 Board Committees The Board may establish committees for specialized oversight, including:

5.1 Audit & Finance Committee

• Reviews financial audits, budgets, and tuition reserve funds.
• Ensures compliance with PTIB student tuition protection policies.

5.2 Academic & Compliance Committee

• Oversees faculty hiring, program approvals, and academic policies.
• Ensures compliance with EQA, PTIB, and IECP.

5.3 Student Experience & Dispute Resolution Committee

• Reviews student complaints and dispute resolution outcomes. Ensures compliance with EQA 4.2.7.1(i) on fair treatment of students.

6 Board Meetings & Reporting

• The Board shall meet at least [X] times per year, with emergency meetings as required.
• Meeting minutes must be recorded and retained for at least 5 years for audit purposes.
• The Board must submit an Annual Governance & Compliance Report to the Ministry of Post-Secondary Education & Future Skills.

7 Conflict of Interest & Ethical Conduct

• Board members must disclose any conflicts of interest in institutional decisions.
• Members cannot engage in financial transactions with CNIB unless approved by the Audit & Finance Committee.
• Violation of ethical standards may result in removal from the Board.

8 Policy Review & Amendments This policy shall be reviewed annually by the Board Governance Committee and updated as necessary to comply with regulatory changes.

Approval & Effective Date

Approved by: [Board Chair] Effective Date: [Date]

APPROVAL AND REVIEW DETAILS

Approval and Review Details

1. Purpose

1.1 The Canadian National Institute of Business (CNIB) is committed to maintaining the highest standards of integrity, accountability, and transparency. This policy is intended to:

1.1.1 Define what constitutes a conflict of interest.

1.1.2 Establish procedures for identifying, disclosing, and managing conflicts of interest.

1.1.3 Protect the integrity of CNIB's decision-making processes and operations.

2. Scope

2.1 This policy applies to all employees, board members, contractors, and affiliates of CNIB.

3. Definition Of Conflict Of Interest

3.1 A conflict of interest arises when an individual’s personal, financial, or other interests interfere or appear to interfere with the best interests of CNIB. Examples include, but are not limited to:

3.1.1 Holding a financial interest in a competitor, supplier, or contractor.

3.1.2 Engaging in outside employment that affects job performance at CNIB.

3.1.3 Receiving gifts, favors, or benefits from a third party that may influence decision- making.

3.1.4 Using CNIB resources for personal gain.

4. Disclosure Requirements

4.1 All employees and board members must disclose any actual, potential, or perceived conflicts of interest by completing a Conflict of Interest Declaration Form (see Appendix A). Disclosures must be:

4.1.1 Made at the time of hiring or appointment.

4.1.2 Updated annually.

4.1.3 Reported whenever a new conflict arises.

5. Management Of Conflicts Of Interest

5.1 Upon disclosure, CNIB will take the following steps:

5.1.1 Assess the conflict to determine its nature and severity.

5.1.2 Implement appropriate measures, which may include:

5.1.2.1 Recusal from decision-making.

5.1.2.2 Divestment of conflicting interests.

5.1.2.3 Reassignment of duties.

5.1.3 Maintain records in the Conflict of Interest Register (see Appendix B).

5.1.4 Ensure compliance through monitoring and enforcement.

6. Non-Compliance

6.1 Failure to disclose a conflict of interest or comply with this policy may result in disciplinary action, up to and including termination of employment or removal from the board.

7. Periodic Review And Amendments

7.1 This Policy shall be reviewed every three years to ensure alignment with updated regulations, best practices, and institutional values.

7.2 Amendments shall be approved by the Board of Directors/Senior Management and communicated to all institutional members.

8. Approval And Review Details

Version Date Approved by Comments/Changes Status V0.1 21/03/25 Draft

Appendix A

Conflict of Interest Declaration Form

Name

Position Date

Email Phone

Description of Actual/Potential Conflict

Steps Taken to Mitigate Conflict

Declaration

I declare that the information provided is accurate and complete. I will update this declaration if circumstances change.

Signature Date

Compliance Use ONLY

Assessor Name

Does a conflict exist? ☐ Yes ☐ No

Position

Are any mitigations acceptable? ☐ Yes ☐ No

Signature

Has the Register been updated? ☐ Yes ☐ No

Date

Appendix B

Date Name Position Nature of Conflict Actions Taken Status DD/MM/YYY Jane Doe Board Member Financial interest in supplier Recused from procurement decisions Resolved

DD/MM/YYY Jim Deer Employee Close relative employed by competitor Disclosure recorded Ongoing

1. Purpose

1.1 This policy establishes the framework for the proactive identification, assessment, management, and monitoring of risks that may affect the Canadian National Institute of Business (CNIB)’s ability to achieve its educational, operational, financial, and compliance objectives. The policy supports good governance, regulatory compliance (including EQA and PTIB), and the protection of institutional reputation and stakeholder interests.

2. Scope

2.1 This policy applies to all departments, programs, campuses, employees, contractors, and governance bodies of CNIB, including activities involving international students, third-party service providers, and education agents.

3. Policy Statement

3.1 CNIB is committed to implementing and maintaining a robust risk management framework that:

3.1.1 Aligns with the Ministry of Post-Secondary Education and Future Skills' expectations under the EQA Policy and Procedures Manual and Code of Practice.

3.1.2 Complies with the Private Training Act, Private Training Regulation, and related policies (e.g., tuition protection, compliance standards).

3.1.3 Identifies and mitigates potential threats to student welfare, academic integrity, financial sustainability, regulatory status, and institutional operations.

3.1.4 Ensures risk-informed decision-making across all levels of the institution.

4. Definitions

4.1 Risk

The possibility of an event or condition that may negatively impact the institution’s ability to meet its objectives.

4.2 Risk Management

A structured approach to identifying, evaluating, and addressing risks.

4.3 Risk Register

A centralized document tracking identified risks, mitigation measures, responsible parties, and risk status.

5. Guiding Principles

5.1 Compliance-Oriented

Risks related to legal, regulatory, and accreditation obligations (e.g., PTIB certification, EQA designation, DLI eligibility) are given highest priority.

5.2 Proactive Management

Risks are identified early and addressed before they escalate.

5.3 Continuous Monitoring

Risk management is an ongoing process embedded into all institutional planning and review cycles.

5.4 Accountability

Responsibility for risk management is shared across all levels, with oversight by the Senior Management Team and the Board of Governors.

6. Risk Categories

Risk assessments will consider (but are not limited to) the following domains:

6.1 Regulatory & Legal Compliance

Failure to comply with PTIB or EQA standards.

6.2 Academic Quality & Integrity

Program delivery quality, instructor qualifications, student support services.

6.3 International Education

Education agent conduct, DLI compliance, provincial attestation limits.

6.4 Financial & Operational Risk

Budget shortfalls, tuition protection liabilities, operational disruptions.

6.5 Information Security & Privacy

Breaches of student or institutional data.

6.6 Reputation

Brand damage, public complaints, media controversies.

6.7 Facilities & Safety

Physical infrastructure risks, emergency preparedness.

7. Roles And Responsibilities

Role Responsibility

Oversee institutional risk strategy and ensure alignment with

Board of Governors

governance obligations.

Lead implementation of risk management policies and allocate

President/CEO

resources. Role Responsibility

Maintain the risk register, monitor changes in regulatory environment,

Compliance Officer

conduct internal audits.

Department Heads Identify and report risks in their areas, implement mitigation strategies.

All Staff Follow procedures and report incidents or emerging risks.

8. Risk Management Process

8.1 Risk Identification

Gather risks from internal audits, incident reports, student feedback, and environmental scanning.

8.2 Risk Assessment

Evaluate risks based on likelihood and impact (high, medium, low).

8.3 Risk Mitigation

Develop and implement action plans to reduce or eliminate risk.

8.4 Monitoring & Reporting

Maintain the risk register and report quarterly to the Board.

8.5 Review & Improvement

Annually review this policy and risk management practices.

9. Training And Awareness

All employees must complete annual risk management and compliance training, including PTIB regulatory awareness and international student protections per the EQA Code of Practice.

10. Related Policies And References

Private Training Act Policy Manual (2025)

EQA Policy and Procedures Manual (2025)

EQA Code of Practice (2025)

Student Tuition Protection Fund Regulation

11. Approval And Review Details

Version Date Approved by Comments/Changes Status V0.1 21/03/25 Draft

1. Purpose

This policy establishes the framework for the creation, maintenance, security, retention, and disposal of institutional records to ensure legal, regulatory, and operational compliance. It supports:

• Compliance with the Private Training Act and Private Training Regulation;
• Requirements under the Fees and Student Tuition Protection Fund Regulation;
• EQA designation standards for institutional quality assurance and international student supports;
• Institutional transparency, accountability, and risk mitigation.

2. Scope

This policy applies to all records created, received, or maintained by the Canadian National Institute of Business (CNIB) in the course of academic, administrative, operational, or financial activities, whether in physical or digital format. This includes records related to:

• Student enrolment, attendance, and academic performance
• Program approval and delivery
• Instructor qualifications
• Tuition and refund transactions
• Governance and compliance
• International student management
• Archived records as required under PTIB regulation

3. Definitions

Record: Any document, file, email, form, report, or data that serves as evidence of institutional activity.

Official Record: A record that must be retained per regulatory requirements or institutional policy.

Retention Schedule: A timeline defining how long specific types of records must be kept before being securely disposed of or archived.

Student Record: Records related to student admission, enrolment, tuition, attendance, progress, assessment, and credentialing.

Archived Record: A student record maintained for long-term storage to meet regulatory retention obligations.

4. Policy Statements

4.1 Records Creation and Maintenance

4.1.1 All departments must maintain accurate and complete records aligned with the institution’s approved policies, procedures, and regulatory obligations.

4.1.2 Records must be created at the time of transaction or activity and securely stored in approved systems.

4.1.3 Electronic records must be backed up regularly and protected by appropriate cybersecurity measures.

4.2 Retention Requirements

4.2.1 CNIB adheres to the minimum records retention standards as prescribed under Section 37–39 of the Private Training Regulation and corresponding policy manuals.

4.2.2 The following retention periods apply:

Minimum Retention

Record Type Regulation Reference

Period

Student enrolment contracts 8 years PTR s. 37(2) Student transcripts / final grades 50 years PTR s. 38(1) Tuition and fee payment records 8 years PTR s. 37(2) 8 years after Instructor and staff qualifications PTR s. 20 employment ends Attendance and progress records 8 years PTR s. 37(2) Archived student records (after closure or Indefinitely or as directed PTR s. 39 loss of certification) by the registrar Marketing and agent agreements 6 years after end of use EQA Code of Practice Complaint and dispute resolution records 8 years PTR s. 62 Governance meeting minutes 8 years Institutional best practice

4.3 Archived Records

4.3.1 CNIB will ensure archived records are accessible and maintained in accordance with PTIB directives, particularly in cases of program closure or institutional wind-down.

4.3.2 Backup copies of archived student transcripts and final grades must be stored securely and off-site (or in cloud-based environments meeting Canadian privacy laws).

4.4 Record Disposal

4.4.1 Records must be disposed of securely once the retention period has expired.

4.4.2 Physical records must be shredded or incinerated; digital records must be permanently deleted using secure erasure methods.

4.4.3 Disposal must be documented, including record type, date, and responsible party.

5. Roles And Responsibilities

Role Responsibilities

Registrar / SEA Ensure regulatory compliance with record-keeping standards Compliance Officer Maintain institutional retention schedule, perform audits Department Heads Ensure records are created, classified, and stored appropriately IT Department Manage secure digital storage, access controls, and backups All Employees Follow record-keeping procedures and report breaches or errors

6. Privacy And Security

• Records must be managed in accordance with the Personal Information Protection Act (PIPA).
• Access to student or sensitive records is limited to authorized personnel.
• Institutional systems must include role-based access control, encryption, and regular audit logs.

7. Training And Compliance

• All staff must complete annual training on proper records management practices, including digital security, retention periods, and privacy compliance.
• Internal audits will be conducted at least once per year to verify compliance.

8. Related Documents And Legislation

• Private Training Act (S.B.C. 2015, c.5)
• Private Training Regulation (B.C. Reg. 153/2016)
• Fees and Student Tuition Protection Fund Regulation (B.C. Reg. 140/2016)
• EQA Policy and Procedures Manual (2025)
• Personal Information Protection Act (PIPA)
• CNIB’s Dispute Resolution and Enrolment Policies

9. Approval And Review Details

Version Date Approved by Comments/Changes Status V0.1 21/03/25 Draft

Appendix A

Minimum

Record Category Record Type Applicable Reference / Notes

Retention Period

Student enrolment PTR s. 37(2); includes addenda, 8 years contracts withdrawal/dismissal notices PTR s. 38(1); must include

Student transcripts / final

50 years student’s name, program, dates, grades final mark PTR s. 40; required for all

Attendance records 8 years

approved programs Progress assessments / PTR s. 37(2); includes exams, 8 years Student Records grades assignments, evaluations Tuition & related fee PTR s. 37(2); includes payment 8 years payments schedules, refunds, receipts PTR s. 62; must include complaint

Dispute resolution records 8 years

details, outcome

Dismissal or withdrawal

8 years PTR s. 47 & 46 notices

Work experience

8 years PTR s. 41 agreements & evaluations 8 years after Instructor qualifications PTR s. 21(2) employment ends

Instructor & Staff Employment agreements 8 years after

Institutional best practice

Records & performance reviews employment ends

8 years after term SEA qualifications PTR s. 22.1 ends Governance meeting Board, PAC, management, QA 8 years minutes committee

Program advisory

8 years PTR s. 19 committee (PAC) minutes

Institutional Compliance audits &

8 years PTR, EQA Policy Manual

Administration inspection reports

Institutional risk

8 years Institutional best practice assessments

Required for PTIB & EQA

Strategic/business plans 8 years

applications Annual financial PTR s. 51; includes auditor 8 years Financial Records statements reports Invoices, payroll, receipts 8 years CRA & institutional standards

Agent contracts & 6 years after

EQA Code of Practice

Marketing & evaluations termination

Recruitment Must reflect actual services &

Marketing materials 6 years

program outcomes Student transcript PTR s. 38(2); secure off-site or

Indefinite

backups cloud backup

Archived Records Student records post-

As directed by PTR s. 39; may require transfer to closure or loss of

Registrar Ministry

certification

1. Purpose

(‘CNIB’) are provided with ongoing support and appropriate opportunities to develop and advance in their field.

2. Scope

2.1 This policy and procedure applies to all CNIB’s staff, both academic and administrative; to all permanent, casual and contract (sessional) staff; and to all staff involved in the processes of performance monitoring, professional development and promotion.

3. Policy Statement

3.1 This policy and procedure acknowledges the value of professional and engaged staff, and the advantages of ongoing staff development to the standing of CNIB, as well as the integrity of its operations and mission.

3.2 CNIB aims to develop its staff to adapt to the significant changes that continue to occur in the education sector. Professional development will be a catalyst for ongoing self-improvement throughout a staff member’s career. 3.3

4. Procedures

Staff Performance Evaluation

4.1 All full-time and part-time ongoing employees and employees on fixed term contracts of 12 months or more, including instructors will undergo a formal performance evaluation at the end of their probation period and at least once every year thereafter as part of their continuous professional development and to comply with EQA 4.2.5.1.

4.2 All staff evaluations are conducted by the Senior Educational Administrator or appropriately qualified delegate.

4.3 Staff performance evaluation is a process that allows a staff member and the Senior Educational Administrator or appropriately qualified delegate to review past performance, and to make joint plans that will enhance and support future performance. An effective staff performance evaluation is predominantly future focused.

4.4 The performance evaluation provides an opportunity to review the staff member’s position description and where necessary make any necessary adjustments to align the position description to the actual tasks that the staff member performs.

4.5 Staff evaluation is also an opportunity to identify any barriers that may have prevented the staff member from realising their potential. Strategies can be put in place to ameliorate these barriers and thereby enhance the staff member’s ability to achieve their full potential.

4.6 The outcome of the staff evaluation process is a shared understanding of how the staff member will focus their performance in the following 24 months and what professional development opportunities might be appropriate in this context.

4.7 Staff evaluation must not substitute for regular ongoing communication between staff members and their managers with respect to positive or negative day-to-day experience.

4.8 During the staff evaluation the effectiveness of professional development plans from the previous evaluation will be reviewed and, based on that review and the staff member’s individual needs, a professional development plan for the upcoming year will be developed.

4.9 Staff evaluation are not to be used as part of a disciplinary process. If a staff member is underperforming, the specific issues need to be addressed in a timely manner as part of an ongoing process of mentoring, counselling and training where appropriate.

4.10 If a staff member has engaged in inappropriate behaviour, the specific behaviour should be addressed at the time it occurs and appropriate investigation and/or disciplinary action taken. The inappropriate behaviour should not be raised in the first instance at staff appraisal time.

4.11 Evaluations will be undertaken by the student, the instructor and the SEA. The relevant form templates are included in the below appendix.

4.12 IECP requires student feedback to be included in faculty performance evaluations. Therefore student feedback will be incorporated into instructor performance reviews. A student feedback form may be developed

4.13 Records of staff evaluation will be maintained on the staff member’s personnel file. Grievances and Disputes

4.14 It is the policy of CNIB to address and resolve issues or concerns at the earliest opportunity. If an applicant, staff member or other party wishes to lodge a grievance or complaint, they may either report the matter to the appropriate Manager, or avail themselves of the grievance process as outlined in the Staff Grievance Policy and Procedure.

5. Related Documents

Documents

Professional Development Policy and Procedure

Staff Grievance Policy and Procedure

Staff Handbook

Staff Qualifications, Recruitment and Appointment Policy and Procedure

Performance review discussion plan template

Performance improvement plan template

Course Evaluation form

Assessor Evaluation form

Instructor Evaluation form

6. Feedback

6.1 CNIB staff and students may provide feedback about this document by emailing compliance@cnibbc.ca

7. Approval And Review Details

Approval and Review Details

Approval Authority Director

Administrator Senior Education Administrator

8 Appendix A

Performance review discussion plan template

Suggested steps for developing a performance review discussion plan

Step 1: Before the discussion

Before the performance discussion, use the plan template to record:

• Your employee’s individual performance goals for this performance cycle, and how you think they’ve performed against their goals.
• What you think your employee has done well.
• What you think your employee could do better.

Step 2: During the discussion

During the meeting, use the plan template to record:

• How your employee thinks they’ve performed against each of their goals.
• Any feedback or concerns that your employee has.
• Any discussion about the employee’s career goals or future within your business.
• Any goals that you and the employee agree on for the next performance cycle, and the support that you’ll provide to help the employee meet their goals (eg. training).

Also note when you and the employee will next meet to review their performance, as well as any next steps for you and/or the employee.

You can use the information that you record in the plan to develop the employee’s performance agreement for the next performance cycle.

Evaluation review discussion plan

Before the discussion

What were your employee’s individual performance goals for this performance cycle and how well do you think they’ve performed against each of their goals?

___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ____________________________________________________________________________

What has your employee done well?

___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________

What could your employee do better?

___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________

During the discussion

How does your employee think they’ve performed against each of their goals? ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ _________________________________________

Does your employee have any feedback or concerns?

___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ _________________________________________________________

Did you discuss the employee’s career goals and future within your business?

___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ _________________________________________

What individual performance goals have you and your employee agreed on for the next performance cycle?

___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________

What support have you agreed to provide to your employee to help them reach their goals?

___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ______________________________________________________________________

When will you next meet with the employee to evaluate their performance?

___________________________________________________________________

What are the next steps?

For you:

___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________

For your employee:

___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________

9 Appendix B

Performance improvement plan template

Suggested steps for developing a performance improvement plan

Step 1: Plan

Use the template to prepare a performance improvement plan for your employee.

Begin by clearly identifying the specific area or areas in which the employee needs to improve their performance.

Step 2: Meet with your employee

Next, explain what your employee needs to do to improve their performance and how they can do this, along with what support you’ll provide to them (eg. training). Also explain to them what their responsibilities are, and what your responsibilities are.

Give your employee a reasonable time to improve their performance and set a date or dates for further review.

Finally, explain what will happen if your employee’s performance doesn’t improve.

Both you and your employee should sign and keep a copy of the plan.

Step 3: Monitor

Monitor your employee’s performance while the plan is in place. Regularly check-in with your employee over that period to discuss their progress.

Step 4: Review

Meet at the times set out in the plan to review your employee’s performance. Before these meetings, both you and your employee should assess their performance. After these meetings, you should update the plan to make sure it stays current (eg. to explain what your employee still needs to improve, and any further support that you’ll provide).

PERFORMANCE IMPROVEMENT PLAN

Details

Employee name <employee name>

Employee position and <position title and level> level

Manager name <manager name>

Manager position <manager position>

Date of plan <date plan was made>

Period of plan <insert start date> to <insert end date> Typically 6 – 8 weeks Interim review date <interim review date> Final review date <final review date> Performance improvement objective: <Objective> Describe the specific area in which the employee’s performance needs to improve. eg. – Objective: Timely and accurate processing of customer orders

Details

Required outcomes <required outcomes> Describe what the employee needs to do to improve their performance to the required standard. The required outcomes should be specific, measurable and realistic. In most cases, the required outcomes should be described as a measurement of quality, quantity or timeliness. eg.

• Process all customer orders within 48 hours of receipt.
• Process at least 15 orders each day.
• Complete order-related paperwork neatly and accurately.

Strategies <strategies>

Describe how the employee is going to meet the required outcomes.

eg.

• Your priority task at all times will be processing customer orders.
• If you have any questions (eg. you’re not sure how to complete a task, or if you’re asked to complete a different task), you must immediately raise this with your manager.

Support <supports>

Describe what support you’re going to provide to the employee to meet the required outcomes.

eg.

• Your manager will provide you with refresher training on the order software.

Details

Your manager will meet with you each Monday to provide you with feedback on your progress against the required outcomes. Responsibilities <responsibilities of all relevant parties>

Describe the responsibilities of the employee, their manager and any other relevant parties.

eg.

Employee:

• to meet the required outcomes by the final review date.
• to participate in refresher training on the order software and weekly feedback meetings with your manager, as well as any other training or development activities that your manager considers appropriate.

Manager:

• to provide you with on-the-job support.
• to provide you with refresher training on the order software.
• to conduct weekly feedback meetings.

Consequences <consequences >

Describe the consequences if the employee doesn’t meet the required outcomes by the final review date.

eg. If you fail to meet the required outcomes by the review date, without a reasonable excuse, you will be given a final written warning. Performance improvement objective: <objective>

Repeat for additional objectives

Details

Required outcomes <required outcomes> Strategies <strategies> Supports <supports> Responsibilities <responsibilities of all relevant parties> Consequences <consequences>

Manager signature: Employee signature:

Print name: Print name:

Date: Date:

Employee self-assessment

Employee to complete before the interim and final review meeting.

How do you think you have performed against each of your performance improvement objectives?

<Employee comments>

Other comments:

<Employee comments>

Employee signature:

Print name:

Date:

Manager assessment

Manager to complete before the interim and final review meeting.

How do you think the employee has performed against each of their performance improvement objectives?

<Manager comments>

Other comments:

<Manager comments>

Manager signature: Employee signature:

Print name: Print name:

Date: Date:

10 Appendix C

Instructor Evaluation Form

Name: Date: Course: Scale: CNIB is committed to providing quality programs. Your feedback is important to 1 = Poor us, as it helps to continuously improve our services to students. 2 = Below average Please take a moment to provide us with feedback regarding the training program. 3 = Average Please place a circle around the number (See Scale adjacent) which indicates 4 = Above Average your rating of the following: 5 = Excellent

Course Evaluation

Course content was relevant and meaningful to the subject. 1 2 3 4 5 Course materials were sufficient for clients to achieve the learning outcomes. 1 2 3 4 5 Activities in the course were meaningful and relevant. 1 2 3 4 5 Activities provided sufficient group interaction. 1 2 3 4 5

Evaluating your own performance

Presentation / facilitation / teaching Skills 1 2 3 4 5 Your knowledge of subject 1 2 3 4 5 Your interaction with learners 1 2 3 4 5 Your comfort in your own knowledge of the content within the course materials 1 2 3 4 5 Method of training to achieve the learning outcome 1 2 3 4 5

Facilities Evaluation

Venue provided comfortable environment with adequate facilities 1 2 3 4 5 Venue was accessible and easy to find 1 2 3 4 5

Assessment Process

Ease of the assessment process 1 2 3 4 5 Information provided to clients regarding assessment process 1 2 3 4 5 Completeness of process 1 2 3 4 5

Assessment materials and forms

Clarity of assessment materials 1 2 3 4 5 Ease of use of materials 1 2 3 4 5 Assessment Marking Guides 1 2 3 4 5 Amount of detail and instruction for you to complete assessments 1 2 3 4 5 Provision of assessment templates / examples 1 2 3 4 5

Evaluating your own performance

Your Skills 1 2 3 4 5

Instructor Evaluation Form

Your Knowledge 1 2 3 4 5 Your Judgements 1 2 3 4 5

What parts of the training

went well? Why?

What parts of the training

program could be improved? Why?

What parts of the

assessment went well? Why?

What parts of the

assessment could be improved? Why?

How could we support you

further in conducting assessments? Any further comments?

Signature: Date: / /

Thank you for your feedback.

Admin Use Only

Evaluation Form processed Initial Date: / /

11 Appendix D

Course Evaluation Form

Name: Date: Course: CNIB is committed to providing quality training programs. Your feedback is Scale: important to us, as it helps to continuously improve our services to clients. 1 = Poor Please take a moment to provide us with feedback regarding your training 2 = Below average experience with us. 3 = Average Please place a circle around the number (See Scale adjacent) which indicates 4 = Above Average your rating of the following: 5 = Excellent

Course Evaluation

Information received regarding the course was clear, accurate and informative 1 2 3 4 5 Course content was relevant and meaningful to my job / future aspirations 1 2 3 4 5 Course materials received/ used were appropriate, clear and easy to use 1 2 3 4 5 Activities in the course were meaningful and relevant 1 2 3 4 5 Activities provided sufficient group interaction 1 2 3 4 5 Did you feel safe and respected in this course? 1 2 3 4 5 Did the course promote cultural diversity and inclusivity? 1 2 3 4 5 Was academic integrity and fairness upheld in assessments? 1 2 3 4 5

Instructor Evaluation

Instructor Presentation / facilitation / teaching Skills 1 2 3 4 5 Instructor Knowledge of subject 1 2 3 4 5 Instructor ’ interaction with learners 1 2 3 4 5 Instructor Knowledge of the content of the course materials 1 2 3 4 5 Method of training to achieve the learning outcome 1 2 3 4 5

Facilities Evaluation

Venue provided comfortable environment with adequate facilities 1 2 3 4 5 Venue was accessible and easy to find 1 2 3 4 5

What did you like most

about the course?

What did you like least

about the course?

Any further comments?

Signature: Date: / /

Thank you for your feedback.

Admin Use Only

Evaluation Form processed Initial Date: / /

12 Appendix E

Student Feedback Form

Student Name: Instructor Name: Course: 1 = Poor CNIB is committed to providing quality programs. Your feedback is essential in 2 = Below average maintaining high teaching standards at CNIB. This form allows you to provide 3 = Average anonymous and constructive feedback about your instructor’s performance. All 4 = Above Average responses are confidential and used for professional development purposes. 5 = Excellent

Instructor Effectiveness

The instructor clearly explains course objectives. 1 2 3 4 5 The instructor provides clear and understandable lectures. 1 2 3 4 5 The instructor engages students and encourages participation. 1 2 3 4 5 The instructor provides helpful feedback on assignments and exams. 1 2 3 4 5 The instructor treats students with respect and fairness. 1 2 3 4 5 Did the instructor foster an inclusive learning environment? 1 2 3 4 5 Did the instructor address diverse learning needs? 1 2 3 4 5 Did the instructor support academic integrity and student well-being? 1 2 3 4 5 The instructor uses real-world examples to enhance learning. 1 2 3 4 5

Course Delivery & Support

The course materials were useful and well-organized. 1 2 3 4 5 The instructor was available and approachable for help. 1 2 3 4 5 The assessments were fair and reflected course content. 1 2 3 4 5 The instructor effectively uses technology and learning tools. 1 2 3 4 5 The instructor encouraged academic integrity and professional behavior. 1 2 3 4 5

Open Questions

What aspects of the

instructor’s teaching were most effective?

What improvements would

you suggest for the instructor?

Did the instructor create an

inclusive and supportive learning environment?

Would you recommend this

instructor to future students? Why or why not?

Student Feedback Form

Any further comments?

Signature: Date: / /

Confidentiality Notice

Your responses are anonymous and will only be used for staff evaluation and professional development. Your honest feedback helps us improve teaching quality at CNIB. Thank you for your valuable input!

Work Experience Policy and Procedure

1. Purpose

1.1 This policy and procedure aims to ensure that each staff member at the Canadian National Institute of Business (‘CNIB’) involved in the delivery of, and support for, the Institute’s courses is competent for the functions they perform.

2. Scope

2.1 This policy and procedure applies to all CNIB staff, both academic and administrative; to all permanent, casual and contract (sessional) staff; and to all staff involved in the recruitment and appointment process.

3. Policy Statement

3.1 CNIB is an equal opportunity employer and makes employment decisions without regard to race, colour, religion, gender, sexual orientation, national origin, citizenship, age or disability. Opportunity for employment depends solely on qualifications, experience and competency to undertake the position.

4. Procedures

Authority to Recruit

4.1 A decision to recruit a position within CNIB’s organisational structure must be approved by Senior Education Administrator.

Advertising and Interview

4.2 Once a position has been approved for recruitment the following merit selection process is utilised:

4.2.1 The Director authorises that recruitment for the identified position commence;

4.2.2 The position description is reviewed revised where necessary or, in the case of a new position, a new position description is developed;

4.2.3 The position is advertised (either externally, internally or both), advising the necessary skills, experience and qualifications required;

4.2.4 After the closing date all applications are considered against the selection criteria of the position;

Work Experience Policy and Procedure

4.2.5 If the position is for instructors, an eligibility list is created by the SEA, and instructors staff are engaged from the eligibility list by the SEA in consultation with the Director;

4.2.6 For all other positions, selected applicants are contacted for interview;

4.2.7 Interview panels will consist of at least two (2) staff members from CNIB. Additional staff members or external persons may be invited to be part of the interview panel as required;

4.2.8 Where the interview is for an academic staff position, an appropriate staff member will be included in the interview panel;

4.2.9 All interviewees will be asked the same set of core questions;

4.2.10 After all interviews are completed, panel members will confer and list the applicants in order of preference based on the criteria for the position;

4.2.11 The preferred applicants’ qualifications are verified by the relevant manager or delegate (as described below in Credentials);

4.2.12 At least two (2) reference checks of preferred applicants are conducted by the relevant manager or delegate (as described below in Verification);

4.2.13 The preferred applicant’s right to work in Canada is verified (as described in Verification);

4.2.14 Based on the results of the verification of qualifications, reference checks and confirming the individual’s right to work in Canada, the panel will select the successful applicant;

4.2.15 The successful applicant’s appointment will be approved by the relevant authority (refer Approval for Appointment);

4.2.16 The successful applicant is notified and the formal engagement/induction process commences (refer Engagement and Induction);

4.2.17 Unsuccessful applicants are notified within seven (7) days of acceptance of the position by the successful applicant; and

4.2.18 Post-interview feedback is offered to all unsuccessful applicants. Feedback will be factual and relevant to the qualifications, experience and competency of the applicant. Personal remarks are to be avoided.

Qualifications and Experience of Academic Staff

General Eligibility Criteria

4.3 To be eligible for appointment to a teaching position with CNIB, academic staff should have the following:

Minimum Instructor Qualifications: An instructor of a vocational or practical course must have:

4.4 A certificate, diploma or post-secondary degree relevant to the subject matter and two years of full time work experience in a career occupation relevant to the subject matter of the course, or

4.5 10 years of full time work experience in a career occupation relevant to the subject matter of the course.

Work Experience Policy and Procedure

An instructor of a language course, other than an Indigenous language course must have:

4.5.1 A post-secondary degree in language instruction, or

4.5.2 A certificate or diploma in language instruction and two years of full time work experience teaching a language, or

4.5.3 10 years of full time work experience teaching a language, or

4.5.4 A certificate or diploma in language instruction and a post-secondary degree.

4.6 The instructor of an academic course, other than a language course or an Indigenous culture course, must have

4.6.1 a relevant post-secondary degree in the subject area.

4.6.2 For programs leading to employment in a regulated career, where the regulator stipulates minimum instructor qualifications, the PTA instructor standards do not apply. Instead, instructors – including substitute instructors – must meet the standards set by the regulator.

4.6.3 Institutions may use substitute instructors who do not meet the instructor standards – as long as they provide no more than 10% of the instruction hours for the program.

Instructor records

4.7 Institutions must keep a record for each instructor that includes evidence the instructor meets the required qualifications. At designated/interim designated institutions, the instructor record must also include a copy of each performance evaluation. The institution must keep instructor records for two years after an instructor leaves the institution.

Equivalence of Professional Experience to Academic Qualifications

4.8 For determining equivalence please refer to the Equivalence Policy and Procedure.

Verification

Verification of Qualifications

4.9 The qualifications claimed by an applicant must be verified for authenticity to determine whether they have been issued by a genuine institution and whether they were issued to the applicant.

4.10 The qualifications must be presented in the form of the original testamurs and transcripts issued or copies verified by the issuing authority.

4.11 Originals of qualifications claimed will be sighted and a copy of the document notated as follows: “Original sighted” < Date> <Signed>

4.12 The certified copy of each qualification claimed will be maintained on the staff member’s personnel e-file.

4.13 Where there is any doubt about the bona fides of a claimed qualification, the issuing institution will be contacted for verification.

4.14 Overseas qualifications are verified for an Canada equivalence.

Verification of Experience

Work Experience Policy and Procedure

4.15 Reference checks are conducted prior to the appointment of staff. The Reference checking template for hiring new employees is a useful guide for such checks.

4.16 Applicants must list their higher education teaching and/or professional experience on a current résumé/curriculum vitae (CV), as well as details of at least three (3) referees who can verify that experience.

4.17 The referees should be confirmed with the applicant at the time of interview or permission sought from the applicant before contacting the referees. At least one (1) referee must have worked with the applicant in a supervisory capacity within the past five (5) years and be able to comment on the applicant’s professional expertise. References from relatives or friends are not acceptable.

4.18 Information gathered during reference checks is confidential and can only be used for the purpose for which it was collected. The privacy of the applicant must be maintained at all times.

4.19 Information gathered must be specifically relevant to the qualifications, experience and competency of the applicant. Generalisations about the applicant’s attendance, honesty, or subjective information about the applicant’s suitability for the job are to be avoided.

4.20 Reference checks can be written verification from the referee or may be conducted verbally. In the case of a verbal verification, notes will be taken and signed off by the interviewer, who will record the time and date of the interview. Written testimonials and/or notes will be kept with the applicant’s/staff member’s personnel file.

4.21 Where the checking of references for teaching staff is impractical or inconclusive, the Dean may observe classes conducted by the applicant during the probationary period, should the appointment proceed.

The Right to Work in Canada

4.22 In order for CNIB to make an offer of employment, the prospective employee must have the right to work in Canada citizens automatically have the right to work in Canada, as well as Canada Permanent Residents. Everyone else is required to hold a current visa with work rights in order to gain employment in Canada.

4.23 It is illegal for CNIB to employ or pay a staff member who does not have the right to work in Canada.

Evidence of the Right to Work in Canada

4.24 The following documents are accepted as proof of the right to work in Canada:

• Canada birth certificate.
• Certificate of Canada citizenship.
• Canada valid current passport.
• Evidence of permanent resident status.

4.25 Where the document does not contain photo ID, the prospective employee will also be required to provide documentation containing a photo ID in order to verify their identity. Acceptable photo ID may be a valid and current driver’s licence or student identification card from another recognised educational institution.

Work Experience Policy and Procedure

Approval for Appointment

Academic Staff

4.26 The SEA will approve the appointment of all teaching staff prior to their engagement.

4.27 Any academic staff member involved in a leadership role (that is, Dean, Discipline Head) will be approved by the Academic Board or their delegate prior to that staff member being engaged.

Managerial, Administrative and Support Staff

4.28 The Directors will appoint the SEA.

4.29 SEA will approve the appointment of staff in their area of responsibility.

Engagement

4.30 Once an appointment has been approved by the appropriate authority, engagement is confirmed by issuing a Letter of Offer or Service Contract, depending on whether the successful applicant is being engaged as an employee or contractor, respectively.

4.31 It is usual that any employment agreement will have a probation (qualifying) period in accordance with the federal labour standards of three (3) months or ninety (90) days, during which time employment can be terminated at will by either party by providing the appropriate notice stipulated in the Letter of Offer or Service Contract.

4.32 All employment arrangements will be in accordance with the individual’s employment contract.

Induction and Professional Development

4.33 Each new staff member will be properly inducted upon commencement of their employment. The staff member will be provided with access to all relevant materials at the beginning of their induction session, including the Staff Handbook and policies and procedures, which are explained to the new staff member.

4.34 The induction session will include information about the staff member’s role within CNIB, the quality management framework, staff responsibilities for safety and access and equity, conditions of engagement, and organisational and statutory regulations and legislation that affect their work.

4.35 Opportunities for professional development will also be identified during the induction session.

4.36 IECP mandates annual professional development for faculty. CNIB will ensure that professional development workshops for faculty members each year.

4.37 A Staff Induction Checklist is filled out by the Inductor, signed by the Inductor and Inductee and placed on the staff member’s personnel file.

4.38 Following the induction session, all permanent staff members will be allocated a mentor who can be approached for support at any time during their probation period.

Record Keeping

Work Experience Policy and Procedure

4.39 All records, including the application (with interview notes), verified qualifications, CV/résumé, reference checks, evidence of the right to work and Staff Induction Checklist are maintained in confidence on the staff member’s personnel file.

Grievances and Disputes

4.40 It is the policy of CNIB to address and resolve issues or concerns at the earliest opportunity. If an applicant, staff member or other party wishes to lodge a grievance or complaint, they may either report the matter to the appropriate Manager, or avail themselves of the grievance process as outlined in the Staff Grievance Policy and Procedure.

4.41 EQA requires keeping instructor performance records for at least 2 years after employment ends. CNIB will retain instructor records (including evaluations) for a minimum of 2 years after employment has ceased.

5. Definitions

5.1 Terms not defined in this document may be in the CNIB glossary.

6. Related Documents

Documents

Academic Promotion Policy and Procedure

Letter of Offer

Service Contract

Staff Handbook

Staff Induction Checklist

Staff Performance Monitoring Policy and Procedure

Staff Grievance Policy and Procedure

7. Feedback

7.1 CNIB staff and students may provide feedback about this document by emailing compliance@cnibbc.ca

8. Approval And Review Details

Approval and Review Details

Approval Authority Senior Education Administrator

Administrator Campus Administrator