The complete text of our Service Policy is appended below in a .pdf document format and is available from our Student Services Office, room 111, 416-922-5474 x227.
If you would like to learn more about our service training, please click here.
416-922-5474 x 227
In fulfilling our mission, Regis College is committed to treat international students equitably and free of disrespect, harm or harassment of any type. Under no circumstances will any person associated with Regis College retain or withhold a student’s passport or original visa documentation. For more information or to discuss a concern, please contact the Regis Registrar.
The Toronto School of Theology sets the academic policies and procedures to be observed by all member colleges. These policies and procedures are published on their website at www.tst.edu/about/policies or in the Basic Degree and Advanced Degree Handbooks. Regis College students are expected to familiarize themselves thoroughly with these directives.
In January 2000, Regis College, and all member Colleges of TST, adopted the University Of Toronto Code Of Academic Behaviour including its definitions of offences and sanctions and the normative process for adjudicating cases. The Code of Academic Behaviour is concerned with the responsibilities of all parties for the integrity of the teaching and learning relationship.
Plagiarism is one such offence. Plagiarism is defined as “represent[ing] as one’s own any idea or expression of an idea or work of another in any academic examination, or term test, or in connection with any other form of academic work.” Regis students who commit this offence are subject to severe penalties, up to and including expulsion from the College.
Copies of the complete Code are available for reference in the President’s Office, the Library and the Faculty/Staff Handbook or through the University of Toronto webpage.
In 2010, Regis College officially adopted a Code of Student Conduct for all non-academic offences against persons and property at Regis College, the Toronto School of Theology and the University of Toronto. These regulations are necessary to protect the integrity and safety of College activities and the freedom of members of the College to participate reasonably in the programs of the College and in activities in or on College premises. Copies of the Code are available for reference in the President’s Office, the Library and the Faculty/Staff Handbook, and may be downloaded below.
REGIS COLLEGE HUMAN RIGHTS POLICY
Acknowledging its fundamental and distinctive commitment to freedom of thought, inquiry, and expression, Regis College affirms its commitment to the values of equal opportunity, equity and social justice.
In accord with the Memorandum and Agreement between Regis College and the University of Toronto, Regis College
This Policy is intended to ensure that every member of the Regis College (“RC”) community experiences a respectful working and learning environment free of discrimination and harassment.
RC is committed to complying with all applicable human rights legislation and recognizes the inherent dignity and worth of every person, providing for equal rights and opportunities in its academic, employment or business dealings.
Regis College stands in support and solidarity against the injustices many communities face and we firmly denounce racism and discrimination in all its forms.
This Policy applies to all members of the RC community. This includes employees, students, members, volunteers, and staff. RC employees will not condone or ignore activities which violate the human rights of students, members, volunteers, and staff.
In fulfilling our mission, Regis College is committed to treat international students equitably and free of disrespect, harm or harassment of any type.
Discrimination and harassment will not be tolerated in any circumstances. RC managerial staff will ensure that any complaints will be attended to expeditiously and effectively. RC will take appropriate actions and apply appropriate remedies, up to and including termination, if discrimination or harassment is found.
RC believes that an independent procedure is necessary to ensure uniformity and fairness in dealing with complaints, whether they are made by students, members, volunteers or staff. It is intended to prevent discrimination and harassment by educating RC students, members, volunteers, and staff as to what constitutes prohibited behaviour.
Academic excellence can only be achieved when all students, members, volunteers, and staff are free to work, teach and learn in an environment free of discrimination and harassment.
Discrimination occurs when a person makes a distinction, whether intentional or not, based on a characteristic, or a perceived characteristic, that has the effect of imposing burdens, obligations or disadvantages on an individual or class of individuals not imposed upon others, or which withholds or limits access to opportunities, benefits and advantages available to other individuals or classes of individuals in society. This includes any discrimination on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, marital status, family status, record of provincial offences or pardoned deferral offenses (applicable in employment only) and disability.
Harassment means one or a series of vexatious comments or behaviours related to one or more prohibited grounds under applicable provincial human rights legislation that are known, or ought reasonably to be known, to be unwelcome, offensive, embarrassing or humiliating. This includes any harassment on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, marital status, family status, record of provincial offences or pardoned deferral offenses (applicable in employment only) and disability. Examples of harassment include, unwelcome or insulting jokes, remarks, innuendos, gestures, or taunting based on grounds prohibited by applicable human rights legislation.
Sexual harassment means engaging in a course of vexatious comment or conduct related to gender, sexual orientation, gender identity or gender expression, or of a sexual nature, which is known or ought reasonably to be known to be unwelcome, where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker, including: (i) sexual solicitations, advances, remarks, suggestive comments and gestures; (ii) the inappropriate display of sexually suggestive pictures, posters, objects or graffiti; (iii) physical contact of a sexual nature; (iv) sexual conduct that interferes with an individual’s dignity or privacy such as voyeurism, and exhibitionism.
HUMAN RIGHTS OFFICER
RC has appointed a Human Rights Officer who is responsible for addressing issues of human rights. The primary duty of the Human Rights Officer is to administer the procedure for complaints of discrimination and harassment under this Policy. The Human Rights Officer is not an advocate or advisor to a complainant or respondent.
The Human Rights Officer is also responsible for promoting awareness among the RC community of the effects of discrimination and harassment, of providing educational programs to all segments of the community, including supervisory personnel, of providing support for individuals and groups who are the targets of discrimination and harassment, and of ensuring members of the RC community involved in the complaint procedure are provided with appropriate training.
The Human Rights Officer is also tasked with monitoring human rights issues and trends that are relevant to the observation and enforcement of these principles. They will draw any emerging decisions or trending principles to the attention of RC management, so that this Policy can be updated as required.
Should the need arise, the Human Rights Officer may seek legal assistance on the meaning and operation of the Complaint Procedure and their role and obligations under it.
COMPLAINT RESOLUTION PROCEDURE
If an RC student or staff believes that they have been subject or witness to an act of discrimination or harassment, a complaint may be brought under this Procedure, whether the conduct occurs on or off RC property, and whether it occurs during or outside of working hours.
Any reprisal, or expressed or implied threat of reprisal, for making and pursuing a complaint under this Procedure is itself considered a breach of this Policy.
This Procedure is without prejudice to the entitlement of the RC to temporarily suspend any instructor, student, or member of staff, (where it is decided that the ongoing security of any student, member, volunteer or staff requires such action). Such temporary measures will not penalize the complainant for making a complaint.
Complaints made to the Human Rights Officer will be acted upon expeditiously. The complainant will be advised of the procedures and dispute resolution options that are available and advised of any progress or developments in his or her case.
If an individual feels that they are experiencing unwanted behaviour which would fall within this Policy, the individual should make an effort, if reasonable in the circumstances, to tell or write to the person who is the source of the unwanted behaviour, that such behaviour is unwelcome.
Any member of the RC community may seek informal assistance or guidance from the Human Rights Officer with respect to this Policy. All such consultations will be confidential unless otherwise provided by law.
With the consent of the complainant, the Human Rights Officer may take any steps deemed appropriate to reach a resolution with the respondent, including engaging in facilitation/negotiation or alternative dispute resolution.
A complainant should initiate a complaint as soon as is reasonable, and in any event, no later than six (6) months from the date of the incident.
If an individual wishes to make a formal complaint, it shall be initiated by filing a report of the written details of the alleged discrimination or harassment with the Human Rights Officer including:
The complaint will be shared with the respondent.
The respondent will have an opportunity to respond to the complainant’s formal complaint. This response should set forth all the facts relied upon and identify all persons who in the knowledge of the respondent may support or verify these facts. The response should be accompanied by copies of all relevant documentation in the possession or control of the respondent.
It is expected that during this process all parties involved will behave with mutual courtesy and respect and avoid escalating the circumstances of the complaint through social media or third-party communications.
If a complaint is not considered to involve an allegation of discrimination or harassment covered by this procedure, the Human Rights Officer will inform the complainant in writing.
At any time during the Formal Complaint process and with the consent of the parties, the Human Rights Officer may take any steps deemed appropriate in order to reach a resolution, including engaging in facilitation/negotiation or alternative dispute resolution.
RC will designate an individual or panel (the “Designate”) to investigate the formal complaint. The Designate must not be in any conflict of interest or hold any bias which would prevent the Designate from conducting an objective investigation.
The Designate is empowered to retain, if required by circumstances, a University Investigator to investigate a Formal Complaint pursuant to these Procedures. A University Investigator may be a university employee with appropriate training or an external professional.
The Designate will review the statements of the complainant and respondent. The Designate may request further statements, documentation or information from the complainant, the respondent or potential witnesses.
The Designate may also request to interview any student, member, volunteer or staff believed to have information which is relevant to the complaint. The Designate may also consult with relevant resource persons, consultants or legal advisors.
Investigations should be completed within sixty (60) working days, subject to extenuating circumstances. The Designate may extend the timeframe for completing the investigation if it is deemed reasonably necessary.
Once all the evidence is gathered, the Designate will decide whether there has been an act of discrimination and/or harassment and shall inform the parties, the Human Rights Officer, and the President of RC in writing. The Designate will produce a written report of its reasons and findings.
Where there is a finding of discrimination and/or harassment as defined under this Policy, RC will decide on the appropriate sanction or remedial action. RC may also implement internal measures to prevent incidents or reoccurrences of certain types of harassing or discriminatory behaviour.
RC will consider any recommendations made by the Designate regarding appropriate sanctions, remedial actions or internal measures.
If a complaint is determined to be trivial, frivolous, vexatious or made in bad faith, RC may impose corrective measures or sanctions against the complainant.
POTENTIAL TO APPEAL
If you are not satisfied with the outcome of a complaint that has been investigated through the process outlined above, you may request a review by writing to the Regis College Governing Council Executive Committee within twenty (20) days of being notified of the result.
Every individual has the right to seek assistance from their Provincial or Territorial Human Rights agency, whether or not the procedure outlined in this Policy leads to resolution of incidents of discrimination or harassment. For more information, visit the webpage of the Ontario Human Rights Commission. The Ontario Human Rights Code | Ontario Human Rights Commission (ohrc.on.ca)
Human Rights Officer
Office of the President
100 Wellesley Street West
Toronto, Ontario M5S 2Z5
Adopted 15 July 2022
As a Catholic Jesuit Graduate School of Theology affiliated with the University of Toronto and a member of the Toronto School of Theology (TST), Regis College reflects the Ignatian principle of caring for and being attentive to the whole person spiritually, emotionally, physically and intellectually to foster this integral development. In keeping with this ethos, Regis College adheres to the University of Toronto Policy on Sexual Violence and Sexual Harassment and the TST Code of Student Conduct.
Regis College is committed to equal treatment without discrimination because of gender or sexual orientation and to freedom from sexual harassment. In the event a complaint is brought forth from within the college, it will be directed to the Office of President. If the matter is with the Office of the President, then the complaint will be directed to the Academic Dean. The process for managing a written complaint is advanced through the University of Toronto’s Sexual Violence Prevention and Support Centre. Regis College will abide by the decisions and sanctions established by the responsible bodies in accordance with the UofT Policy on Sexual Violence and Sexual Harassment.
All members of the Toronto School of Theology (TST) community should have the ability to study, work, and live in a campus environment free from sexual violence, including sexual assault and sexual harassment. To guard against sexual violence and harassment, the Governing Council of the University of Toronto has approved the Policy on Sexual Violence and Sexual Harassment. All complaints will be guided by a spirit of fairness to each party through an impartial reporting and hearing process. Under the policy, complainants have the right to seek a remedy and respondents have the right to know both the allegations and the accuser. The highest standards of confidentiality are maintained, except in cases of risk of imminent and serious harm to members of the university community or where required by law.
In regard to the University of Toronto’s Policy on Sexual Violence and Sexual Harassment, the TST Board of Trustees approved the following on November 3, 2017:
Having the permission of the University of Toronto, TST and its member colleges adopt and accept, effective January 1, 2017, the application of the Policy on Sexual Violence and Sexual Harassment of the University of Toronto, as most recently approved by the Governing Council, with the following qualifications:
If you are in urgent need of help, please see this list of resources available 24/7.
In the Community
Any member of the faculty, staff or student body may formally grieve any matter that he/she feels hinders the ability to perform his/her duties effectively, including but not limited to:
The Regis College Grievance Committee is composed of four members appointed to three-year overlapping terms by the President of Regis College, with the new member being appointed each academic year; the President shall inform the Academic Council and the Governing Council of the nomination at their September meetings. A quorum of three of the four members is necessary to hear a case. Should one of the committee members or the Chair be either the grievor or the one being grieved against, an alternate will be appointed. The Committee consists of a Chair and representatives from faculty, administration and staff. Each member of the Committee would be asked to attend a training session in mediation skills prior to sitting on the Committee.
Before a formal grievance procedure is initiated, every effort should be made to resolve the dispute through an informal discussion with an immediate Supervisor or Department Head. The complaint should be discussed within 15 working days of the incident or circumstances giving rise to the complaint or a response, either orally or in writing, shall be made to both parties within one week of the discussions. If the grievance is not settled satisfactorily at the informal grievance stage then a formal grievance may be filed.
The first stage in any formal grievance procedure is to complete a Regis College Grievance Form, available at the President’s Office. This sets out the details of the grievance, a statement of the matters in dispute, the provision or interpretation of the policy that has been violated, efforts made to resolve and redress the grievance, and the remedy sought. The form must be signed by the grievor and presented to the Chair of the Grievance Committee (or his/her alternate if the Chair is the one being grieved against).
The person grieved against must (a) be given immediate notice of the grievance and presented with a copy of the grievance form, (b) be given the right to representation, and (c) be allowed and encouraged to participate fully in the mediation process. A meeting of the Grievance Committee is to be called within 14 days following receipt of the formal grievance. Copies of all written or pertinent evidence are to be submitted to Committee members before the hearing.
At the hearing, a detailed statement of the grievance will be presented to the Committee, after which affidavits of the circumstances of the grievance will be considered and any witnesses heard and interviewed.
Parties to the grievance may be accompanied by a colleague or advocate. Both sides may present witnesses, who must have first-hand knowledge of the alleged grievance. Although parties to the grievance and their advocates must be present throughout the proceedings, witnesses will appear only while giving evidence.
The hearing is to be conducted by the Chair of the Committee, unless the Chair is the person against whom the grievance has been lodged, in which case an alternate must chair the meeting. Within two weeks of hearing the formal grievance, the Committee will make its recommendations as to any remedy, penalty or action to be taken. These recommendations will then be forwarded to the President of the College for his endorsement. If the President of the College is the one being grieved against, the recommendations shall be forwarded to the Chair of the Board of Governors of the College. All agreements settled at the formal complaint stage shall be in writing and signed by the parties concerned.
If an employee chooses not to grieve a particular situation, or withdraws a grievance at any stage, such action or lack of action shall not prejudice other grievances. Any decision of the Grievance Committee shall not set a precedent for settling future or pending grievances. Confidentiality shall be maintained at all stages of the grievance process.
Should either party to the grievance wish to appeal the disposition of the complaint, a written appeal should be presented to the Chair of the Committee who will in turn present it to the Executive Committee of the Board of Governors for their final adjudication of the matter. The Executive Committee of the Board of Governors is composed of four members. A quorum of three is required to hear an appeal and seek resolution. If a member of the Executive Committee is either the one who instituted the grievance or the one being grieved against, another member of the Board would replace him/her.
Those not employed by or registered as students at Regis College are not covered by this grievance policy.
Copies of this procedure are available at this link, and the Regis College library, and can be found in the Faculty/Staff Handbook.
Students are invited to follow the University of Toronto’s Guidelines on the Use of Perfume and Scented Products, which can be viewed at http://ehs.utoronto.ca/our-services/occupational-hygiene-safety/guidelines-on-the-use-of-perfumes-and-scented-products/.
Students are encouraged to let the College be aware of any special need that you may require. Please contact the Registrar’s Office.
Regis College respects personal privacy. Personal information that students and other persons provide to the College is collected for the purpose of administering admissions, registration, academic programs, university-related student activities, activities of student societies, financial assistance and awards, graduation and advancement, and for the purpose of statistical reporting to ecclesial authorities, the University, government agencies, the Association of Theological Schools (ATS), and other professional organizations (e.g. the Ontario Council of Graduation Studies). At all times personal information will be protected.
Regis College is committed to preventing occupational illness and injury and to providing a safe and healthy environment for all workers, contractors, students and visitors.
Supervisors have a responsibility to ensure that all practices and procedures required by the Occupational Health and Safety Act and its regulations are compiled within his/her assigned work area and to ensure that all workers in said area are aware of and follow the practices and procedures.
All workers have a responsibility to follow all practices and procedures of the Occupational Health and Safety Act and its regulations and to report any possible contraventions of which they become aware of to their supervisor.
The college makes its best effort to return to work any worker having suffered a previous occupational injury or illness and it is the responsibility of all workers to comply with the college’s Early and Safe Return to Work Program.
All workers in violation of their obligations concerning health and safety may, depending on circumstances, face discipline up to and including termination of employment.
A safe workplace does not just happen. Safety requires the cooperation and diligence of all members of the college community. With the help of all workers in accepting their responsibilities for workplace safety Regis College remains committed to the occupational health and safety of all its workers.
Inspired by the charism of St. Ignatius of Loyola and faithful to the Roman Catholic tradition, Regis College serves women and men called to minister to people of many faiths and cultures. Our community seeks an integrated spirituality, a faith that does justice, critical dialogue, and academic excellence.
In fulfilling our mission, Regis College is committed to meeting its current and ongoing obligations under the Ontario Human Rights Code respecting non- discrimination. It supports the Ontarian with Disabilities Act (ODA), 2001 and the Accessibility for Ontarians with Disabilities Act (AODA), 2005. This Service Policy for People with Disabilities aligns with the policies of the University of Toronto and the Toronto School of Theology.
In fulfilling our mission, Regis College seeks at all times to provide its services in a way that respects the dignity and independence of people with disabilities. We are also committed to giving people with disabilities the same opportunity to access our services and to benefit from the same services as others visiting the college.
Regis College is committed to excellence in serving students, faculty, staff and visitors including people with disabilities. We carry out our functions and responsibilities in the following areas:
We communicate with people with disabilities in ways that take into account their disability. We train staff and faculty on how to interact and communicate with people with various types of disabilities.
We are committed to providing fully accessible telephone service to our students, employees and visitors. We train staff to communicate with customers over the telephone clearly, slowly and in plain language.
We offer to communicate with customers by mail, email or FAX if telephone communication is not suitable to their communication needs or it is not available.
We are committed to serving people with disabilities who use assistive devices to obtain, use or benefit from our services. We ensure that our faculty and staff are familiar with various assistive devices that may be used by visitors with disabilities while accessing our goods or services.
We are committed to providing accessible invoices to all who need them. For this reason, invoices will be provided in the following formats upon request: hard copy, large print, and email. We will answer any questions about the content of the invoice in person, by telephone or email.
Classrooms are outfitted with projectors, amplifiers, and wireless internet access for computers.
Non-conjoint students requiring learning accommodations may approach the Regis College Basic Degree Director to document their need, develop strategies to achieve their educational goals and receive an accommodation letter, which they may share with their instructor(s). Any nature of illness or diagnosis disclosed by a student requesting an accommodation will be held in the strictest of confidence.
In case of a disagreement about the nature of the accommodation or its application, the student may appeal to the Dean of Regis College or a designate in the event there is a potential conflict of interest, who will issue a response within fourteen days.
We are committed to welcoming people with disabilities who are accompanied by a service animal on the parts of our premises that are open to the public and other third parties. We ensure that all faculty, staff, volunteers and others dealing with the public are properly trained in how to interact with people with disabilities who are accompanied by a service animal.
We are committed to welcoming people with disabilities who are accompanied by a support person. Any person with a disability who is accompanied by a support person will be allowed to enter Regis College’s premises with his or her support person. At no time will a person with a disability who is accompanied by a support person be prevented from having access to his or her support person while on our premises.
Fees will not be charged for support persons for admission to Regis College’s premises.
Regis College provides notices in the event of a planned or unexpected disruption in the facilities or services usually used by people with disabilities. This notice includes information about the reason for the disruption, its anticipated duration, and a description of alternative facilities or services, if available.
The notice is be placed at all public entrances and service counters on our premises.
Regis College provides training to all employees, volunteers and others who deal with the public or other third parties on their behalf, and all those who are involved in the development and approval of service policies, practices and procedures. Individuals in the following positions are trained: Faculty, Staff and volunteers.
This training is provided in the first month after faculty or staff commence their duties.
Training includes the following:
The ultimate goal of Regis College is to meet and surpass the expectations of students and visitors while serving those with disabilities. Comments on our services regarding how well those expectations are being met are welcome and appreciated.
We inform persons with disabilities of the choices available for them to provide feedback. Feedback may be provided in person, by telephone/TTY, in writing, by email or by any other communication technology as required. If anyone with disabilities would prefer to give their feedback, and receive a response to it, using an alternate method than the one offered, they may request it.
Feedback regarding the way Regis College provides goods and services to people with disabilities can be made verbally or by the suggestion box in the Student Lounge. All feedback should be directed to the to the Office of the President.
We are committed to developing service policies that respect and promote the dignity and independence of people with disabilities. Therefore, no changes will be made to this policy before considering the impact on people with disabilities.
Any policy of Regis College that does not respect and promote the dignity and independence of people with disabilities will be modified or removed.
This policy exists to achieve excellent service to people with disabilities. If anyone has a question about the policy, or if the purpose of a policy is not understood, an explanation should be provided by, or referred to the Office of the President of Regis College.
In 2010, Regis College officially adopted the Toronto School of Theology Standards of Professional Practice Behaviour for students at the Toronto School of Theology. These communicate expectations for professionalism and ethical practice during internships and field placements, establishing criteria for evaluation and a process for disciplinary action, should the need arise. The Standards of Professional Practice Behaviour are available online or may be obtained from the President’s Office.
Substitutions may be allowed for courses already taken but not considered transferable. Advanced placement refers to a waiver of a program requirement at Regis College on account of coursework completed at another institution for which Regis College will not grant a credit. Petitions for advanced placement are presented to the Admissions Committee through the student’s Program Director and usually involve consultation with a Regis professor who teaches in the area. Further information can be found in the Toronto School of Theology Basic Degree Handbook.
Advanced standing refers to coursework completed at another institution for which a degree was granted that is accepted for credit in a program at Regis College. Petitions for advanced standing are presented to the Admissions Committee through the student’s Program Director and usually involve consultation with a Regis professor who teaches in the area. Further information can be found in the Toronto School of Theology Basic Degree Handbook.
Although students registered at Regis normally take all their courses for credit, a limited number of students may audit a course with the permission of the instructor and subject to space; auditors are not admitted to full, limited-enrolment courses.
The fee for auditing a course is listed on the annual schedule of fees. Auditing fee may be waived for students carrying a full-course load. Any Regis student wishing to audit a course must complete the correct form (BD Students, AD students), and obtain the signature of the instructor teaching the course.
Audited courses are not registered on ROSI, and do not appear on a basic program student’s official transcript. An audited course may never be converted to a credit course at a later date. A course taken for audit should not be taken again for credit.
Auditors are not issued a University of Toronto student number and do not receive an identification card. Auditors may inquire at the Regis College Library circulation desk about options for library privileges. Participation of the auditor in class exercises and discussion is at the discretion of the professor. Instructors will not mark or read written work from auditors.
Auditing of Advanced Degree course accessible to TST Advanced Degree students only.
Convocation takes place each November on or near the Feast of Christ the King. To graduate in November, it is the student’s responsibility to ensure that all academic activities are completed and grade/evaluation received. Students must submit a completed Application to Graduate Form with the rental of regalia/mailing of parchment fee (as appropriate) by the due date as stipulated on the form, and complete all program requirements by the end of August. Applicants will receive written acknowledgement that their application has been received and further written notice when their application is approved (in mid-October). Earlier due-dates and additional procedures may apply for some advanced programs, please consult the appropriate Advanced Degree Handbook for details. Parchments will not be distributed to students who have outstanding financial obligations to the college or library.
A new grading system, listed below, was instituted throughout the TST colleges in September 1999 to bring the grading system in line with the scale followed by the School of Graduate Studies, University of Toronto. Applicable courses will carry a letter grade, a numerical equivalent and a grade point.
Starting September 2018, Basic Degree students (1000, 2000 and 3000 level courses) will receive numerical grades. Graduate Degree students (5000, 6000 and 7000 level courses) will receive alpha grades.
|Letter Grade||Numerical Equivalent||Grade Point||Grasp of Subject Matter||Further qualities expected of students|
|A+||90-100||4||Profound & creative||Strong evidence of original thought, analytic and synthetic ability; sound and penetrating critical evaluations which identify assumptions of those they study as well as their own; extensive knowledge base.|
|A||85-89||4||Outstanding||Clear evidence of original thinking and of analytic and synthetic ability; sound critical evaluations; broad knowledge base|
|A-||80-84||3.7||Excellent||Student shows original thinking, analytic and synthetic ability, critical evaluation, broad knowledge base|
|B+||77-79||3.3||Very Good||Good critical capacity and analytic ability; reasonable understanding of relevant issues; good familiarity with the literature.|
|B||73-76||3||Good||Student shows critical capacity and analytic ability; understanding of relevant issues, familiarity with the literature.|
|B-||70-72||2.7||Satisfactory at a post-baccalaureate level||Adequate critical capacity and analytic ability; some understanding of relevant issues; some familiarity with the literature.|
|FZ||0-69||0||Failure||Failure to meet above criteria|
Grades 65-69 are not passing grades recognised for credit in a degree program. A student receiving a failing grade is given the option of taking a supplemental examination. If the student chooses to do supplemental work and passes it, a CR is given for the course. Grades below 65 indicate outright failure without the right to take a supplemental examination.
To avoid delays completing their programs and the risk of jeopardizing continuation of enrolment, students are advised to complete their course assignments on time. Regis College and TST have established firm due dates, which professors may extend for the completion of coursework. If a firm due dates passes, a permanent grade based on the work previously submitted will be assigned automatically. Please see the relevant program handbook for further details. Continuation of student’s registration may be jeopardized if you hold more than a certain number of SDFs.
A student who registers at the beginning of the academic year for courses in the January session will be required to drop courses which are excess according to the above TST AD regulation, if the SDFs have not been cleared in the September session.
Students of Regis College may appeal any final course grade they believe to be in significant violation of clearly established written policies, a result of improper procedures or discriminatory.
Step 1: Informal resolution
Students at Regis College seeking recourse under this section ought in the first instance to consult with the faculty or staff member responsible for the decision. In an issue regarding the academic aspects of a course, the person responsible is the instructor. Such consultation should take place within two months of the matter or decision complained of, or within two months of the end of the course, whichever is later. Both the staff member and the student are advised to record memoranda of such consultation. If that attempt is unsuccessful, then the matter may proceed to a formal appeal at Step 2.
Step 2: Formal Appeal
Before initiating a formal grade appeal, students must consult with the instructor assigning the grade and present evidence why they believe a grade to be in error. If this does not lead to resolution, students may initiate, in writing, a formal grade appeal.
The written appeal must be submitted to the Basic Degree Director. The written appeal must provide the reason(s) students believe the recorded grade is incorrect. Students may present evidence of their performance and may also request that all other pertinent materials be supplied by the instructor. The BD Director collects the relevant material, which may include consultations with the instructor, students and any witnesses as well as all assignments and the syllabus for the course. The BD director designates three instructors who independently consider the appeal and evidence and makes one of the following decisions: the assigned grade should remain; the course instructor should be asked to reconsider the grade in light of information collected, and the reconsidered grade stands, or a grade change is warranted. The BD Director collects these independent responses and makes a determination in the case. The decision is communicated in writing within thirty days to students and the instructor with copies of the formal response placed in students’ files and forwarded to the Academic Dean and any indicated grade changes filed with the Office of the Registrar.
Students have the right to appeal the decision of the BD Director to the Academic Dean. This appeal must be submitted in writing no later than fourteen days from the date of the formal response. The Dean reviews the procedural evidence, which now includes all the evidence previously gathered, the student’s appeal letters and the formal response from the BD Director, and renders the final decision on the grade appeal. The decision is communicated in writing within thirty days to students and instructors, with copies of the formal response placed in students’ files and any indicated grade changes filed with the Office of the Registrar.
In the case of non-conjoint students, the decision of the Academic Dean is final. Conjoint students have the right to appeal to the Admissions and Procedures Committee of the Basic Degree Council of the Toronto School of Theology.
In the case of a conflict of interest, the AD Director may substitute for the Dean, and the AD Director may act in place of the BD Director.
Students who fail to register for a session without obtaining permission and completing a leave of absence may lose their status in their program of study and may be required to reapply to the program. Normally, Leave of Absence Forms must be forwarded to the Registrar prior to the beginning of the session. The applicant will receive written confirmation when the application is approved.
Concern for the safety of children and other vulnerable populations to whom our students may minister have made it increasingly common practice to require background or police checks for those working in certain areas. The Regis College Theological Field Education Director or the Director of the Spiritual Direction Program will be responsible for informing students involved in field placements or spiritual direction programs that such checks may be required. Students will be personally responsible for obtaining any required checks needed for their placement. It will be the responsibility of the placement supervisor to ensure that needed checks are performed.
Basic Degree Students:
In exceptional cases, a second-entry student who is normally in the second half of a program may arrange for a reading course with a core faculty member. Professors are not obligated to provide these special opportunities.
The Reading and Research Course Registration Form is available online on the TST website in fillable format. The form requires the signatures of the student, the professor, the student’s program director/advisor and the Dean. The completed form is to be forwarded to the Registrar.
7000-level courses are Reading and Research courses at the graduate level. Such courses are not a standard part of the curriculum and professors are not required to supervise them; each 7000-level course must be individually reported to the GCTS and must also be individually approved by TST. They require work equivalent to that of a 5000-level or 6000-level course. Special students are not permitted to take 7000-level courses.
With the exception of Reading and Research courses, theses, comprehensive and TSP courses (enrollment through the Registrar’s Office), students are responsible for enrolling their courses on ACORN. Use of ACORN to register or enrol in courses means that the student agrees to abide by all academic and non-academic rules and regulations of the University of Toronto, the Toronto School of Theology and Regis College, and to pay academic and incidental fees according to the policies and requirements that apply.
Some Regis College faculty members have teaching assistants to help with tutorials, grading of papers and exams, and research. Advanced students may apply to the Dean for available positions.
The College may also need students to work in the library, support administrative staff or faculty, or be a writing tutor. Students may apply to the Dean for available positions.
It is the student’s responsibility to read and understand academic policies and procedures as set forth in the College website, student and degree handbooks and other information documents. Responsibility for course selection to fulfill program and degree requirements remains at all times with the student. Program Directors, the Registrar, faculty, and officers of the College will provide all reasonable assistance without assuming or reducing a student’s responsibility for progress in his or her program. Students must ensure that they receive and retain written notice of acceptance into all programs, transfer credits, advanced standing, approval for leaves of absence, waiver of requirements and approval to graduate. Verbal representation by any staff, faculty or officer of the college does not take the place of appropriate written notice.
Information for Student Services can be found on the Toronto School of Theology website.
Since TST graduate students do not pay ancillary fees for Student Life (UofT) they are not eligible to receive any services offered by Student Life. Students, however, do have access to Accessibility Services and the Graduate Centre for Academic Communication (formerly English Language and Writing Support).
New for Fall 2019: The Ontario Government’s Ministry of Training, Colleges and Universities has defined what may be charged as a mandatory (or compulsory) incidental fee. All other fees are defined as optional and students may choose to opt out of those fees. The University encourages your support of its services and student societies. It is important to read the information provided regarding the fees before students choosing to opt out. Opting out of any program or service may limit a student’s access to that program or service.
The transcript of a student’s record reports the student’s standing in all courses for which he or she has registered, and any completion of degree information. Copies will be issued at the student’s or graduate’s request, subject to reasonable notice and upon completion of a “Request for Transcript of Academic Record Form.”
There is no charge for transcripts issued to Colleges within TST or the University of Toronto. All other transcript requests must be accompanied by a fee for each transcript ordered. Transcripts issued directly to students are stamped “Issued to Student”. Regis College is not responsible for transcripts lost or delayed in the mail. Transcripts are not issued for students who have outstanding financial obligations to Regis College.
Please Note: The final day to submit transcript requests prior to Christmas and New Year holidays must reach Regis College by November 30. Transcript requests submitted after this date will be processed after the holidays.
Transfer credit refers to coursework completed at another institution for which no degree was granted that is accepted for credit in a program at Regis College. Basic students who have completed one or more theological courses at the post-baccalaureate level may apply for credit transfer (reduction in residency requirements). Transfer credits are assessed on a case-by-case basis by the Basic Degree Committee. Doubtful cases will be referred to the Admissions and Procedures Committee of the Basic Degree Council of TST. Transfer credit is not normally granted for theological field education requirements.
Transfer credits may be allowed under the following conditions: