I. University Guidelines

Columbia University is an academic community committed to fostering intellectual inquiry in a climate of academic freedom and integrity. Its members – students and faculty alike – are expected to uphold these principles and exhibit tolerance and respect for others.

The University Statutes and the general policies of the University describe the roles and responsibilities of faculty in their teaching and research. The rights, duties, and obligations of the faculty can be found in the Faculty Handbook at https://facultyhandbook.columbia.edu/content/policies-and-rules. Faculty have a right to expect freedom in the classroom to discuss their subjects and not to be penalized for their private opinions. Faculty do, however, have special obligations arising from their position in the academic community. Chapter 7 of the Faculty Handbook reads in pertinent parts:

The University's commitment to the principle of academic freedom is defined in Section 70a of the University Statutes. That commitment assures officers of the freedom to determine the content of what they teach and the manner in which it is taught and the freedom to choose the subjects of their research and publish their results. It also guarantees that they will not be penalized for expressions of opinion or association in their private or civic capacity.

In conducting their classes, faculty should make every effort to be accurate and should show respect for the rights of others to hold opinions differing from their own. They should confine their classes to the subject matter covered by the courses and not use them to advocate any cause.

Due to the size and diverse nature of the University’s scholarly community, each school maintains its own processes for addressing a variety of student life issues, including students’ concerns about experiences in the classroom or with faculty at their school. Experience has shown that most student concerns are best resolved collaboratively at the school level, starting with the staff of the Student Affairs Office, as explained below in Section III. The Ombuds Office is an additional and alternative source available to students to advise on various areas of redress and can mediate a dispute if both parties agree. Ombuds Officers do not have the authority to adjudicate any complaint. Further information on the Ombuds Office may be found in Appendix D below or at http://www.columbia.edu/cu/ombuds/.

The procedures in Section III of this document are part of a process to ensure that student concerns about experiences in the classroom or with faculty are addressed in an informed and appropriate manner. For all complaints except grade disputes, there is a provision for a final appeal to the University Provost.

II. Types of Grievances

The University and SIPA have established policies and procedures for various types of misconduct. A student’s first step is determining which office to approach for consultation. In all cases, any Associate or Assistant Dean in the SIPA Student Affairs Office can provide guidance in that determination.

1. Discrimination, harassment, or gender-based misconduct must be reported to Columbia University's Office of Institutional Equity (OIE). See the appendices below for an excerpt from the University’s policy statement on discrimination and harassment.
2. Professional misconduct or fraud in research on the part of a faculty member should be brought to the attention of the Dean of SIPA according to the procedure outlined in Appendix C of the Faculty Handbook.
3. Professional misconduct or fraud in research or academic work on the part of students should be brought to the attention of the Senior Associate Dean of Student Affairs at SIPA according to the procedures outlined in the Code of Academic and Professional Conduct.
4. Grade disputes: Responsibility for the academic assessment of students resides with the faculty. Grievances relating to academic evaluation involving accusations of discrimination, harassment, or gender-based misconduct must be reported to Columbia University's Office of Institutional Equity (OIE). In other cases, SIPA will only ensure that the assessment was made impartially and in accordance with the procedures applicable to all students, as published in the course syllabus. After attempting to resolve grade disputes informally, the Senior Assistant Dean for Curriculum and Instruction will conduct an initial investigation to determine whether there is a plausible case that the assessment was not made in an impartial manner or according to procedures established in the course syllabus. See Section III-A below for details.
5. Issues about the conduct of SIPA faculty: In fulfilling their instructional responsibilities, faculty of the School of International and Public Affairs are expected to treat students with civility and respect. Conduct that is subject to grievance procedures includes failure to show appropriate respect in an instructional setting for the rights of others to hold opinions differing from their own; misuse of faculty authority in an instructional setting to pressure students to support a political or social cause; and conduct in the classroom or another instructional setting that adversely affects the learning environment. Students seeking a resolution for this type of grievance should follow the procedures in Section III-B below.
6. Issues about the conduct of faculty or students from other schools: If a grievance involving a member of the faculty appointed in a department or division of the University outside SIPA cannot be resolved informally, and if the grievant wishes to file a formal written grievance, it must be addressed to the appropriate dean, department chair, or vice president. SIPA's Senior Assistant Dean for Curriculum and Instruction will advise the student with whom the grievance should be filed. Formal grievances filed against administrators and/or students of schools or administrative units other than SIPA must be filed with the dean of that school or the vice president to whom the administrator in question ultimately reports.
7. Conduct on the part of SIPA faculty or SIPA students not covered above: Students are encouraged to discuss problems, questions, and grievances with any Associate or Assistant Dean in the Student Affairs Office. They may also discuss them with the University Ombuds Officer, a neutral complaint handler who seeks fair and equitable solutions to problems. Grievances may be brought against individuals subject to the authority of the Dean, including administrators, faculty members, or fellow graduate students. If the grievance in question does not fall into the areas of responsibility of another University office, an Assistant Dean may advise the student on SIPA’s grievance procedures. If a resolution is not reached through informal procedures, a written grievance may be submitted. Both the informal and written grievance procedures are outlined below.

III. Procedures for SIPA Grievances

A. Procedures for Grade Disputes Involving SIPA Courses

Informal Resolution

Any informal or formal inquiry or grievance about a grade must be initiated within one semester of the completion of the course. The student should discuss the matter with the responsible faculty member if possible. If no resolution results from the conversation, students should consult with SIPA's Senior Assistant Dean for Curriculum and Instruction. Every effort should be made to resolve the matter at an informal level without escalating the complaint to the status of a formal grievance. Discussions aimed at informal resolution remain confidential and generally should last for no more than 30 working days.

Formal Resolution

If no informal resolution occurs, the Senior Assistant Dean for Curriculum and Instruction will conduct an initial investigation to determine whether there is a plausible case that the assessment was not made impartially or according to procedures established in the course syllabus. If the Senior Assistant Dean determines there is a plausible case, the student will be requested to compose a written statement documenting the misconduct, its adverse consequences, the informal efforts at resolution made to date, and a description of the remedy sought. The written grievance should be submitted in a timely fashion, usually within 30 working days of the end of the semester in which the misconduct occurred.

Initial Review of the Grievance

After receiving the grievance, the Senior Assistant Dean will convene a committee consisting of the director of the relevant degree or curricular program, one other full-time faculty member selected by the Senior Assistant Dean, and the elected student representatives of the SIPA Committee on Instruction. If any of these individuals is named in the grievance, has a conflict of interest, or is unable to participate, the Senior Assistant Dean will appoint a replacement of the same role (faculty for faculty, student for student). If the Senior Assistant Dean is unable to serve, the Senior Associate Dean for Academic Affairs will replace them.

The Senior Assistant Dean chairs the meeting. The committee will independently interview the grievant and the faculty member. Each may select a faculty member, student, or SIPA administrator as an advocate. The advocate may consult with the individual but may not intervene in proceedings. If either party chooses not to attend, the committee will proceed. The committee evaluates the grievance within University and SIPA policy, decides by majority vote, and recommends a remedy if appropriate. In the event of a tie, the Senior Assistant Dean casts the deciding vote.

A written decision is issued within one week of the hearing, unless extenuating circumstances apply. Appeals must be submitted to the Dean within thirty working days and must state procedural or substantive grounds. The Dean’s decision is final.

B. Procedures for Concerns about Faculty Conduct

Students who believe that SIPA faculty have violated instructional responsibilities outlined in Section II.5 may follow the steps below. This procedure also applies to instructional or administrative staff.

Informal Resolution

Students are encouraged to speak directly with the faculty member. If uncomfortable, they may seek assistance from the SIPA Senior Associate Dean for Academic Affairs. Complaints about administrators should be brought to the SIPA Chief Operating Officer. The Senior Associate Dean or COO will attempt to resolve the matter informally. The Vice Dean for Academic Affairs will review the recommendation and may attempt further informal resolution. Students dissatisfied with the result may request a meeting with the Dean of SIPA.

Students may also bring concerns to the University’s Ombuds Officer, a confidential, informal resource who can offer guidance and mediation if both parties agree. The Ombuds Officer does not adjudicate or participate in formal grievance processes.

Formal Resolution

If informal mediation fails, a student may submit a written grievance to the SIPA Vice Dean for Academic Affairs within 30 working days of the end of the semester in which the misconduct occurred. The letter should describe the issue and the remedy sought.

If the Vice Dean determines that a hearing is warranted, they will convene an ad hoc committee: the SIPA Associate Dean for Student Affairs, a faculty member selected by the Vice Dean, and a student representative from the SIPA Committee on Instruction.

The faculty member will receive the complaint and may submit a written response. The committee may review other documents, interview parties, and invite additional witnesses. Both parties may bring a supporter from the Columbia community who may not participate directly.

The committee reports findings to the Dean of SIPA, who may accept or modify them. The Dean informs both parties in writing. The committee normally convenes within ten working days and submits a report within thirty working days. The Dean issues a decision within thirty working days of receiving the report.

Sanctions for professional misconduct will follow University procedures. If dismissal is considered, the Dean may initiate the Section 75 process in the University Statutes.

Either party may appeal the Dean’s decision to the Provost within fifteen working days. The Provost typically responds within thirty working days, reviewing written materials but reserving discretion to gather further information. The Provost’s decision is final unless dismissal is involved, in which case the Section 75 process applies.

Grievance investigations are confidential. Only the grievant and the accused receive the Dean and Provost’s written decisions. All participants must respect confidentiality. A student who believes that procedures were not followed may petition the Provost for review.

Appendices – Related University-wide Procedures, Policies & Resources

A. Institutional Equity

In Summer 2024, the University established the Office of Institutional Equity (OIE) to serve as the central resource for addressing all reports of discrimination and discriminatory harassment. OIE is responsible for reviewing, investigating, and managing such reports from initial intake through resolution, including those involving potential violations of Title VI, Title VII, Title IX, the University’s Gender-Based Misconduct Policy, and the Protection of Minors Policy. OIE handles reports involving students, faculty, staff, and affiliates.

Office of Institutional Equity
Website: institutionalequity.columbia.edu
Email: [email protected]
Phone: (212) 854-5511

B. Gender-Based Misconduct & Interim Title IX Policy

Columbia University, Barnard College, and Teachers College are committed to maintaining an environment free from gender-based discrimination and harassment, including sexual assault and all other forms of gender-based misconduct.

The University is responsible for increasing awareness, investigating reports, preventing recurrence, supporting individuals who experience gender-based misconduct, and responding appropriately to policy violations.

The Gender-Based Misconduct Policy and accompanying procedures define misconduct and outline steps for addressing such behavior involving students. These policies reflect the University’s commitment to a safe, non-discriminatory educational environment, consistent with federal and state law.

Office of Gender-Based Misconduct
800 Watson Hall
Website: https://genderbasedmisconduct.columbia.edu/content/gender-based-misconduct-interim-title-ix-policy
E-mail: [email protected] 
Phone: (212) 854-1717

C. Ethical Conduct and Compliance Hotline

As a premier academic and research institution, Columbia sets high expectations for ethical conduct. Integrity and ethical behavior are the responsibility of every member of the University community. Columbia encourages all members to review the Statement of Ethical Conduct.

Community members are encouraged to seek guidance from supervisors, responsible parties in their departments, or University compliance resources. For additional information, visit the University Compliance website.

The Compliance Hotline is also available for confidential or anonymous reporting of ethical or compliance concerns. Phone: (866) 627-3768 or online reporting portal. Retaliation for good-faith reporting is prohibited.

Website: https://facultyhandbook.columbia.edu/content/statement-ethical-conduct-and-compliance-hotline

D. The Ombuds Office

The Ombuds Office is a neutral, confidential resource for resolving concerns and disputes within the Columbia community. It considers all parties' rights and the University’s welfare.

The office is a safe space for sharing concerns. It does not retain formal case records, and names or specific concerns are not reported unless with permission or in rare cases involving safety concerns.

The Ombuds Officer acts only with the permission of the person who brings a concern. They may offer information about University policies, present resolution options, or convey information confidentially.

Upon request, the Ombuds Officer may conduct an informal investigation or facilitate resolution but does not arbitrate or enforce University rules. The officer may suggest policy or practice changes to University leadership if appropriate.

The Ombuds Office supplements existing conflict resolution channels and reports directly to the President of the University. All conversations are off the record and do not constitute formal notice to the University.

Columbia Ombuds Office
660 Schermerhorn Extension
Website: ombuds.columbia.edu
E-mail: [email protected] 
Phone: (212) 854-1234