Pierre Brain Scott. Every effort will be made to give each driver the same number of drives over the 9 weeks leading up to the final. Each week, the driver with the fewest number of drives in the tournament will draw first. Any driver who misses a week or should the horse he or she is to drive gets scratched, the driver will be assigned 3.
The top money earning drivers after 9 weeks will compete in the Brian Jerome Memorial on December 12 th. The champion will be the driver who earns the most money over the entire 10 weeks, including the money earned in the final. Drivers unable to participate on any particular Sunday, please notify John MacMillan via text at no later than noon Thursday. Horses that finished top three in any leg of the series will be entered into a random draw for the nine 9 horses that will be invited to compete in the final.
Subsequent horses will be drawn as potential also eligibles. Nov 11, Nov 7, Nov 4, Oct 31, Oct 28, Oct 24, Oct 21, Oct 17, Oct 14, Oct 10, Oct 7, Oct 3, Sept 30, Sept 26, Sept 23, Sept 19, Sept 16, Sept 12, Sept 9, Sept 5, Sept 2, Aug 29, Aug 26, Aug 22, Aug 19, Aug 15, Aug 12, Aug 8, Aug 5, Aug 1, July 29, July 25, July 22, July 18, July 15, July 11, July 8, July 4, July 1, June 27, June 24, June 20, June 17, June 13, March 28, March 21, March 14, March 7, February 28, February 21, February 16, Graduation - Jul 9.
Carleton College awarded the Bachelor of Arts degree to graduating members of the Class of on Saturday, June 10 at its rd Commencement Ceremony. Honors Convocation A cherished Carleton tradition, Honors Convocation draws the campus community together to celebrate the academic accomplishments of Carleton students and faculty. Academic Award - Jun Academic Award - Jul 2. Carleton announces eight Fulbright grant winners. Meet the Carls who will spend a year abroad on prestigious Fulbright grants.
Academic Award - May In addition, the candidate must submit evidence of substantial achievement in research and in at least one of the following areas: publishing, teaching, professional endeavours including significant involvement in professional organizations, significant service to the library or the University, or significant administrative duties. In the case of promotion to Librarian IV, a professional librarian employee shall be automatically considered when first eligible; thereafter, promotion proceedings are always initiated by the individual employee.
For promotion to Librarian IV, normally at least one 1 of the names shall be that of an individual external to the library. If the University Librarian desires to solicit additional references or assessments they shall so inform the candidate and submit the names of the proposed referees to the candidate who shall have the right to comment in writing on the names suggested and to have such comments included in their official dossier as stated in Article If the Committee or the University Librarian desires to solicit additional written references to support the application, they shall act in accordance with Article All such letters shall be available to the Peer Evaluation Committee.
If the Peer Evaluation Committee proposes to recommend against promotion, it shall, before making a formal recommendation, notify the candidate of its tentative decision and invite the candidate to comment on the proposed recommendation.
Upon request, the Peer Evaluation Committee shall furnish the candidate with a written statement of the reasons for the proposed negative recommendation.
Such written communication shall indicate to the candidate at least in which area or areas of performance the Peer Evaluation Committee would expect evidence of further development before recommending in favour of promotion. If the final recommendation is negative, the candidate shall be informed in writing and asked whether they want to be considered further as per Any written statement provided by the candidate shall be added to their dossier.
The documentation shall include the complete dossier together with a written submission from the Peer Evaluation Committee. If the Library Rank Promotion Committee proposes to recommend against promotion it shall, before making a final recommendation, notify the candidate of its tentative decision and invite the candidate to comment on the proposed recommendation.
When any Instructor employee is being considered, an Instructor employee other than the employee under consideration shall be added as a member of the committee and shall remain a member for all consideration of the Instructor employee in question.
Where a department has only one 1 Instructor employee, an Instructor from the same faculty as the Instructor shall be named as a member of the committee.
An Instructor employee other than the employee under consideration shall be added as a member of the committee and shall remain a member for all consideration of the Instructor employee in question. Where the decision is unfavourable, the Dean shall give their reasons in writing to the Instructor employee. The written communication shall indicate to the Instructor employee at least in which area or areas of performance the Dean would expect evidence of further development before deciding in favour of promotion, and in order to assist the Instructor employee to appeal, if they so wish, the reasons for the decision shall be given.
Where there is such evidence, teaching effectiveness which is well above the norm shall compensate. However, teaching effectiveness which is well above the norm may compensate for achievement somewhat below the norm in the other two 2 areas.
The Peer Evaluation Committee shall be composed of four 4 professional librarians, one 1 of whom shall be designated by the University Librarian and three 3 of whom shall be elected by professional librarian employees and from among professional librarian employees holding confirmed appointments.
Such a response shall form part of the official dossier of the case. The University Librarian shall sit as the fifth member of the committee, acting in the capacity of non-voting Chairperson.
Provision shall be made for replacement of regular committee members elected in accordance with i above from the panel of alternate members to replace any regular members in the event of unavoidable absence or participation as supervisor of a candidate in the proceedings of the Committee by the Chair of the PEC. These responsibilities shall be those understood to be professional, including but not limited to: public service, collection development, bibliographical control, and technical library operations.
All job descriptions of professional librarian employees shall be fully accessible to all professional librarian employees. A copy of each job description shall be given to the employee concerned and another copy shall be filed with the CUASA office. Such consultation shall provide them with adequate opportunity for input and discussion;.
If consultation results in changes in the job description, notification of such shall be provided in writing to the employee, the supervisor, and the Association at least seven 7 working days prior to implementation.
The Employer shall notify the Association as soon as a new job description is placed in this open file, and the job description shall remain in the file for at least ten 10 working days. Arrangements for duration and times shall be established through consultation and agreement between the professional librarian employee s and the immediate supervisor s and the Associate Librarian involved.
However, a librarian employee who holds a preliminary appointment subsequent to a term appointment shall be eligible for consideration in accordance with Article A professional librarian employee working a reduced workload at pro-rated pay shall earn credit toward confirmation on a pro-rated basis but shall be eligible for early consideration.
However, by the end of the fourth year of preliminary appointments, the employee must be reconsidered for confirmation and a confirmed appointment granted or the employee notified in writing that the appointment will be terminated at the end of the fifth year.
The Peer Evaluation Committee may recommend a confirmed appointment, a continued preliminary appointment or termination of appointment. In the case of a positive recommendation, the committee shall notify the candidate in writing of its decision. If the recommendation is not to grant confirmation, whether it is a decision to allow the appointment to lapse or to extend the preliminary appointment, the Peer Evaluation Committee shall provide a written statement of the reasons on which the decision was based.
In the event of a negative recommendation, the candidate shall be interviewed by the committee, if they wish, and shall have the right to choose one colleague to be interviewed by the committee in support of the candidate. In addition, the committee may interview the supervisor s if it deems this to be appropriate. Any disagreement within the committee concerning its recommendation shall also be described in the statement.
At the same time a copy of the statement shall be made available to the candidate. The University Librarian shall also communicate their recommendation in writing to the candidate by the same date. On the adoption of these procedures and from time to time thereafter, the President of the University and the President of the Association shall agree on the appointment of a person who is not a member of the faculty or Board of the University or employed in the administration of the University to act as Review Chairperson.
Such an appointment shall be for a term not exceeding five 5 years, and may be renewed from time to time. All reasonable efforts should be taken to ensure that the position does not remain vacant for any significant period of time after the expiration of a term appointment and before renewal of it or appointment of a successor.
The duties of the Review Chairperson shall be as described in the following paragraphs. Such reasons shall be set out in sufficient particularity to allow the professional librarian employee to prepare a reply. If the President indicates that they intend to refer the matter to the Review Chairperson, they shall forward to the Review Chairperson a copy of the information given to the professional librarian employee. Upon being required to refer the matter, the President shall do so in the manner specified in Article Such date shall be not more than six 6 weeks after the matter is referred to the Review Chairperson.
The professional librarian employee may at any time before the hearing provide the Review Chairperson or the Review Committee and the President with a written reply to the reasons given by the President in support of their intention to recommend dismissal; but where such a reply is given within seven 7 days of the day fixed for the hearing, the Review Chairperson or Review Committee may, on its own initiative or at the request of the President, postpone the hearing for a period not exceeding seven 7 days.
Reasonable notice of any postponement shall be given to the professional librarian employee, the University Librarian and the President. The Review Chairperson or a Review Committee is entitled to set its own rules as to the procedure before it, the examination and cross examination of witnesses and the admissibility of evidence. A transcript of the proceedings at any hearing before a Review Chairperson or Review Committee shall not be obligatory but the Chairperson or the Committee, upon the application of either the President or their nominee or the affected professional librarian employee, may direct that the testimony of a specified witness be recorded and a transcript thereof provided if the Chairperson or the Committee so desires.
The Review Chairperson or the Review Committee may also propose another remedy if it deems it appropriate. A decision by the majority shall be the decision of the Review Committee.
Except where a hearing before the Review Chairperson or a Review Committee is held in public, and except to the extent that the Committee itself makes its decision and any of its reasons for it public, all information shall be treated as confidential information and the decision of the Review Chairperson or a Review Committee and its reasons for it shall be confidential except that the decision and reasons may be submitted to the Board of Governors in support of a recommendation to the President for dismissal of the professional librarian employee.
The President may, by written notice and for stated cause, relieve a professional librarian employee of some or all of their duties and withdraw some or all of their privileges, provided that dismissal or other proceedings to determine the propriety of such action have already been initiated or are initiated simultaneously.
This is not to be construed as preventing the President from acting in an emergency where there is a clear and present danger to the professional librarian employee or to the University, provided that written reasons are subsequently provided.
A suspension shall terminate with the conclusion of the dismissal or other proceedings or at such earlier time as the President may deem appropriate. Salary and other benefits shall continue throughout the period of suspension. The fees and expenses of the Review Chairperson and of the persons that may be appointed to sit with them as members of a Review Committee shall be borne by the University.
Any additional expenses arising out of any hearings of the Review Chairperson or a Review Committee including expenses connected with the recording and transcription of testimony when directed by the Review Chairperson or a Review Committee and the fees and expenses of witnesses called at the direction of the Review Chairperson or the Review Committee, but not otherwise, shall also be borne by the University. In addition, the conscientiousness with which other responsibilities defined in Article In assessing teaching effectiveness:.
Such opinion shall be based on first hand experience of the Instructor employees in the classroom, laboratory, or field location. If this further preliminary appointment is made, the Instructor employee shall be considered again for confirmation in their sixth year of service.
When any Instructor employee is being considered by any such committee or mechanism, an Instructor employee other than the employee under consideration shall be added as a member of the committee or mechanism, and shall remain a member for all consideration of the Instructor employee in question.
Where a department has only one 1 Instructor employee, an observer from the same faculty as the Instructor employee shall be named by the Association and shall be present for all consideration of the Instructor employee. Such an observer may divulge matters relating to the deliberations of the committee only to higher level committees, or an arbitrator in the event of an appeal. Instructor employees shall cooperate with the decision making bodies at the department, faculty and University level in providing information relevant to their candidacies.
The faculty committee shall make its recommendations to the appropriate Dean, who shall make the decision whether or not to renew the appointment or grant confirmation.
Where the decision is unfavourable, the appropriate Dean shall give their reasons for the unfavourable decision in writing, with reference to the appropriate criterion, and in sufficient particularity to allow the Instructor employee against whom the decision was made to respond to any alleged deficiencies from the facts of their own case.
Where there is such evidence, teaching effectiveness which is substantially above the norm shall compensate. A level of professional development and performance of non teaching duties at the norm defined in Article Recommendation for such a transfer shall be made by the departmental promotion committee to the faculty promotion committee and then to the appropriate Dean. Within three 3 months of the ratification of this collective agreement, a joint parity committee shall be struck with a mandate to review the Instructor rank at Carleton.
Within a reasonable and mutually agreed-upon timeline, the committee shall issue joint recommendations to be brought to JCAA for consideration.
For each faculty a normal workload shall be defined by past practice. Each faculty member will be assigned a teaching workload of less than 2. Teaching as a part of normal workload assignment shall not be scheduled over more than two semesters within one academic year.
Teaching duties shall include, but not be limited to, advising students and prospective students, and conducting scheduled classes. Such additional assignment shall not exceed one 1 full-course equivalent in any academic year.
Normally, the assignment of scheduled instruction shall be concentrated in two 2 consecutive terms of any academic year ending August Librarians shall be provided with opportunities to pursue research, scholarly contributions, and professional service as outlined in Articles Librarian workload will reflect the time and effort needed for achievement of promotion as outlined in Article Assigned duties should not require an unreasonable amount of time.
All job descriptions of professional librarian employees shall be fully accessible to professional librarian employees. Where the time requested exceeds nine 9 days per year, consultation with library management shall be required. Such informal requests shall be subject to operational requirements.
Such requests shall not be unreasonably denied. When an instructor is appointed to assume a workload less than the full workload Article 12 or assumes such a lesser workload by agreement with the Employer, Article Such measures will, however, be implemented only after consultation with the Association.
Instructor employees shall have most of the remaining time available for professional and related development, with a small amount of time for duties arising from Article The provisions of Article Where an Instructor employee is not satisfied with the work assigned, though it falls within the provisions of this Agreement, they may appeal to the appropriate Dean.
For the purposes of this calculation, only the course credit values of 0. However the leave may be withheld only in the case of essential department need. The employee shall pay the full costs of membership in the retirement plan during the period of leave. Costs of other benefit plans will continue to be apportioned according to the cost sharing arrangement specified for employees in Article Such duties may include counselling of students or preparing instructional material or designs of a sort not part of the usual preparation for courses which they customarily offer.
However, the distribution of the reduced workload in respect to the normal components of full workload as determined in Article 13 shall be a matter of agreement between the Employer and the employee. With respect to the Carleton University Retirement Plan, the employee and Employer shall contribute according to the provisions of Article 9. Failure to accept within the deadline specified in Article Any deviation from this normal teaching load shall occur only at the request of the employee concerned, and with the agreement of the Dean.
Where an employee has been employed on a reduced time basis prior to the application of this Article as here worded, credited service shall be pro rated in accordance with the level of contribution they elected to make under the terms of this Article before revision.
This example is meant to assist in the calculation of a variety of sabbatical credits. Where such temporary assignment of duties is required for a period of one 1 month or more, the employee shall receive notice in writing which shall stipulate:. A copy of the signed notice, with comments, shall be filed with the job description in accordance with Article Originators so supported have a duty to disclose intellectual property developed to the Employer.
Unless specifically directed otherwise, each originator shall make such disclosure to the Provost and Vice-President Academic. This transfer of technology is undertaken in a variety of ways including, but not limited to, publication of research results and concepts, consulting arrangements, conduct of seminars and conferences and various types of research arrangements.
Where the Employer contributes any assistance beyond that normally provided as outlined in Article Exploitation of intellectual property through Innovation Transfer may be undertaken by the owner singly or in combination with another party.
Individuals using the offices of external agencies should include a dispute resolution mechanism in their written agreements. Notwithstanding the provisions of Article The Employer shall provide the Association with a copy of any such contract one 1 week prior to its execution. Where no agreement has been entered into and the Employer wishes to use the material for internal use, then the matter shall be referred to the Innovation Transfer, Patents and Copyright Committee under Article The copyright holder retains the right to assign or license copyright in whole or in part to any agency assisting in the exploitation of the copyrighted property.
Any trade-mark adopted or used in association with wares or services which are or may be subject to the provisions of Article 14 shall be owned by the persons who, pursuant to this Article, are the owners of the patent, copyright or other intellectual property in question.
The Committee shall meet at least twice annually or at the call of any two 2 members to:. If the Committee is unable to resolve the dispute, the remaining formal grievance and arbitration procedures provided for in Article 29 of this Collective Agreement shall apply.
On the death of an employee or former employee any rights which they had derived under this Article or any agreement made in pursuance of this Article shall pass to their estate. The Employer agrees not to enter into any agreement to subcontract the services of any employee without securing to the employee whose services are subcontracted, all the rights, privileges and benefits accorded them in this Article, nor shall universities or government departments or private companies enter into any agreement, for the purposes of research or development or commercial exploitation or the creation of intellectual property without securing to the employees who may be seconded to or employed by such consortia, departments, or private companies all the rights, privileges and benefits accorded by this Article.
If the Employer makes an agreement contrary to this provision and fails to secure the said rights, privileges and benefits to said employees, the agreement shall not apply to employees unless there is a special agreement in writing between the Employer and the Association, upon the recommendation of the Innovation, Patents and Copyright Committee Article In this Article the singular shall include the plural and the plural the singular where appropriate.
It is the understanding of the parties that the statements in this Article are not inconsistent with the principles enunciated in the Report of the Committee on Rights and Responsibilities of Academic Staff endorsed by Senate on October 26, In addition to their civil rights and civic responsibilities, the primary rights and responsibilities of employees are as specified in Article It is understood, however, that the performance of the latter function shall be at the level consistent with their primary teaching and research or scholarly responsibilities.
In general, however, their rights and responsibilities also ensue from their positions as members of the academic staff see below, Articles When able, faculty shall provide any relevant extant course materials for the missed scheduled instruction to the replacement or substitute instructors. Such materials shall be returned to the original faculty member upon completion of the missed scheduled instruction and cannot be used for any other purposes.
Instruction missed shall be rescheduled if possible with adequate notice to the students. Faculty employees shall accept responsibility for participation in the effective operation of the University including the academic counselling of students, assisting at registration and assisting at examination times as described in Article The times available shall be such as are likely to be convenient for the students and be adequate for the numbers of students involved.
In addition to teaching, Instructor employees shall undertake such other activities as may be defined by this Collective Agreement or by the job description for their position, where such has been agreed upon by the parties.
Instructor employees are not expected to conduct research or scholarship, other than that directly related to their teaching or job description duties. They have, therefore, the right and responsibility to ensure their professional development as effective teachers;. When able, instructors shall provide any relevant extant course materials for the missed scheduled instruction to the replacement or substitute instructors.
Such materials shall be returned to the original instructor member upon completion of the missed scheduled instruction and cannot be used for any other purposes. Instruction missed shall be re scheduled if possible with adequate notice to the students;. This includes responsibilities for academic counselling, assisting at registration, and assisting in supervision at examination times as specified in Article The times available shall be such as are likely to be convenient for the students and adequate for the numbers of students involved;.
Adequate notice shall be given of any re scheduling of cancelled activity. In view of the first objective, it is essential that members of the academic staff be free to disseminate the results of their research through publication, lectures and other appropriate means. Insofar as it is possible, the University will attempt to provide adequate facilities for these purposes. Notwithstanding this, they may agree to delay, for a specified period of time, publication of the results of sponsored or contract research, provided that this condition is agreed to by the Vice-President Research and International.
Such statement may be submitted in the form of an email, a hardcopy or a written notice of an update on the appropriate Carleton University website maintained by the academic staff member. In addition, they shall observe the principles of confidentiality in a manner consistent with the performance of their collegial responsibilities. Except when specifically authorized to speak on behalf of the University, an employee shall not by their conduct purport to be speaking or acting on behalf of the University.
Such a request shall not be unreasonably denied by the employee. At any time, however, members may request and shall obtain the names of the authors of all confidential letters or assessments held in their personnel files.
In the event of alleged distortion, employees shall have the right to provide additional material for inclusion in their personnel files. If introduced, such material shall be sufficient in and of itself to invalidate the proceedings.
Statistical information gathered pursuant to Article 25 shall not be considered anonymous material. Non statistical information gathered pursuant to Article 25, however, shall not be exempt from the provisions of this article.
The employee shall be given an opportunity to place a comment or rebuttal on the file. Such letters or assessments shall either be destroyed or returned to the sender within three 3 months of any appointment. Such letters or assessments, if maintained contrary to this policy, shall not be submitted as evidence in any subsequent proceeding involving an employee. Letters currently in the files, and over three 3 months old, in relation to appointment shall be either destroyed or returned to the sender within three 3 months of the signing of this Collective Agreement and shall not be used in any proceeding involving an employee of the bargaining unit.
Such letters or assessments, if maintained contrary to this policy, shall not be submitted as evidence in any subsequent proceeding involving any employee. If an employee so requests, the Dean or the University Librarian shall retain all letters or assessments concerning the candidacy in question and shall submit them at the next consideration of the candidate. Several of these pathways allow students access with advanced standing to popular programs such as Criminology and Criminal Justice, Child Studies, and Social Work.
In , Carleton University and St. Lawrence College signed a memorandum of understanding to collaborate in program delivery, credit transfer, applied research, entrepreneurship and other activities. At the same time, 14 pathway agreements were signed in programs that included social service worker, police foundations, law clerk, environmental technician early childhood education.
The two institutions continue to explore opportunities for other collaborative programs. All of these general and specific pathways are designed to not only provide access but also shorten time to completion for students transferring from Ontario colleges to Carleton. The joint collaboration between Carleton University and Algonquin College for delivery of the Bachelor of Information Technology BIT programs provides students with both practical experience and a solid theoretical background.
Carleton University and the University of Ottawa have the largest number of joint graduate programs in Ontario. An additional joint program has recently been approved to commence by the Ontario Universities Council on Quality Assurance: a joint doctoral program in Biomedical Engineering.
The research contributions of graduate students in all these programs constitute a major catalyst to research excellence and innovation. Services include benchmarking, lean transformation, process review, and service excellence, among others. HELF brings delegates from international universities together in order to share, learn and inspire leadership development in new and innovative ways in the context of the complexity of Higher Education. The aim of the Forum is to promote international collaboration in the field of developing leaders and leadership systems in higher education; to build stronger connections, share leading practices and learn from others; and to establish an international community of engaged higher education leadership development specialists.
In , the Higher Education Leadership Forum has attracted 85 participants from 36 institutions from across Canada, the U. Carleton also works cooperatively with Algonquin College with regards to its Attendant Services Program. Carleton also works with the University of Ottawa in sharing software purchases and future software developments. Carleton University has been affiliated with Dominican University College, [11] a fully bilingual institution, since May This is a unique relationship in the Ontario university system since it combines two very different institutional cultures in a manner that expands the institutional differentiation of both universities.
The affiliation supports services that promote the Francophone community in Ontario. Additionally, it maintains the financial sustainability of a small and specialized liberal arts institution.
Dominican University College is an active member of the consortium of Francophone and bilingual postsecondary institutions. The affiliated university has also recently joined the ONCAT membership to develop innovative student pathways across postsecondary institutions. Through these systems and the global Dominican network, Dominican University College offers students a diverse and strong education in the liberal arts, more specifically, in philosophy and theology.
It attracts students from countries around the world. This is particularly relevant in these two specialized educational domains, where French academic resources are rare.
Dominican University College offers a variety of programs which are significantly different from those available at Carleton, or other universities in the National Capital Region.
It is the only institution in Ontario with fully accredited bilingual programs at the undergraduate as well as the Masters and Ph. These programs are complimentary to those of Carleton University and other universities in the region. The strategic networks nurtured by the Dominican University College with colleagues in other professional areas, such as healthcare, law, applied ethics, and economics represent added value for both institutions and students.
We intend to be innovative and conceive of ways of sharing our location and unique strengths to achieve common goals of excellence in academic pursuits, increase transferability opportunities and the management and operations that underpin them while pursuing partnerships with eCampus Ontario and ONCAT. Our faculty members will be brought together to explore better understanding of the curriculums of each of our institutions. We are proposing new ways of teaching and joint programming.
This partnership will work to embed Indigenous ways of knowing in its framework for the benefit of all students.
We would be pleased to work with government on this pilot in order to inform postsecondary education policy for the benefit of students and to meet the current and future needs of industry.
Forensic faculty are known for both their strong lab research e. Prepared for Carleton University. Skip to main content. Carleton University Vision, Mission and Mandate Carleton University acknowledges the location of its campus on the traditional, unceded territories of the Algonquin nation. Mandate Statement Carleton continues to be faithful to its historical roots, albeit in a changing world.
Mission Statement Carleton University is an independent, collegial university dedicated to the advancement of learning through disciplinary and interdisciplinary teaching, study and research; the creation and dissemination of knowledge; the engagement of its students in experiential learning at home and abroad; and the betterment of its community.
Vision Statement Carleton University will be known nationally and internationally as a leader in collaborative and interdisciplinary teaching and learning, research and governance.
Aspirations The Ministry recognizes the importance of supporting institutions to evolve and acknowledges the strategic aspirations of its postsecondary education institutions. Institutional Aspirations Carleton aspires to be an intellectual hub for technological, social, and cultural innovation within the National Capital Region and Eastern Ontario, while participating in networks of international scholars dedicated to solving major world challenges. Shared Objectives and Priorities for Differentiation Student Experience This section captures institutional strengths in improving student experience, outcomes and success.
Institutional approach to improving student experience Carleton University is dedicated to offering students a comprehensive range of academic and personal support, beginning with the application process, and continuing over the course of their university experience and after graduation. Student Experience, Knowledge Mobilization and Experiential Learning Carleton offers a wide range of programs and services designed to support student learning, provide transformational and enriching student experiences and engage students in the Carleton community and beyond.
Professional Development and Employability Carleton students gain a wealth of knowledge and skills during the course of their university experience, contributing to their employability, their ability to create enterprises and employ others, or their future success as they continue their education.
Carleton University has been engaged in a wide spectrum of initiatives over the past five years to improve and enhance the graduate student experience.
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