How to Apply to University of Calgary

Key Takeaways

UCalgary is a Canadian U15 research university of approximately 33,000 students and 5,500 faculty and staff, founded as a U of A branch in 1944 and autonomous since 1966, with major research strengths in Cumming Medicine, Schulich Engineering, Haskayne Business, and the only veterinary school in Western Canada.
The careers portal at https://careers.ucalgary.ca is a custom-built Canadian recruitment system rather than a standard Workday or Oracle HCM tenant — keep resume formatting simple and PDF-based, build a complete candidate profile before your first application, and confirm Mountain Time deadlines.
Match the document type to the role: full academic CV (no page limit) for faculty, two-to-four-page Canadian resume for MaPS and AUPE roles, and the academic-CV-with-clinical-sections format for Cumming Medicine clinical faculty.
Address the ii' taa'poh'to'p Indigenous Strategy and Treaty 7 context substantively in cover letters and EDI statements; quantify research funding in CAD, list Tri-Agency grants explicitly, and surface fluency with NSERC, SSHRC, CIHR, CFI, and CRC programs.
Speak fluently to the Calgary energy-industry adjacency where it applies — energy-transition, carbon capture, hydrogen, geothermal, energy economics, and energy law and policy candidates have a structural advantage at UCalgary that they would not have at peer Canadian U15s outside Alberta.
Expect explicit interview conversation about the institution's fiscal context under sustained Alberta UCP-government provincial-funding constraint and the 2024 federal international-student cap; come prepared to articulate revenue, research-grant capture, or cost-discipline contributions.
Cumming Medicine clinical-faculty hires layer a parallel AHS Calgary Zone credentialing and College of Physicians and Surgeons of Alberta licensure track on top of the academic search; for internationally trained physicians plan for six to eighteen additional months between offer and clinical start date.
Foreign-national academic hires are typically LMIA-exempt under the International Mobility Program's academic exemption (R205(a) significant benefit), and UCalgary's HR Faculty Relations team supports the process — but plan for several additional weeks between offer signing and start date for work-permit issuance.

About University of Calgary

The University of Calgary (UCalgary, U of C) is a Canadian U15 comprehensive research university headquartered in Calgary, Alberta, on the bench of land between the Bow River and the Trans-Canada Highway in the city's northwest quadrant. The institution traces its origins to 1944, when the University of Alberta opened a Calgary branch to serve southern Alberta's growing post-war demand for higher education, and became a fully autonomous, degree-granting institution under its own charter in 1966 by act of the Alberta Legislature. The university operates on the traditional territories of the people of the Treaty 7 region — the Blackfoot Confederacy (Siksika, Piikani, and Kainai), the Tsuut'ina, and the Stoney Nakoda Nations (Chiniki, Bearspaw, and Wesley) — and the homelands of the Métis Nation of Alberta, Region 3, and Indigenous land acknowledgement is a routine and substantive part of institutional life rather than a ceremonial flourish. UCalgary is a member of the U15 Group of Canadian Research Universities, the informal but consequential club of Canada's most research-intensive institutions, which includes the University of Toronto, McGill, UBC, the University of Alberta, McMaster, Western, Waterloo, Queen's, Ottawa, Dalhousie, Laval, Montreal, Manitoba, and Saskatchewan. That U15 positioning matters for hiring: faculty searches at UCalgary are evaluated in a continental rather than purely local peer pool, and the institution competes head-on with the University of Alberta in Edmonton, UBC in British Columbia, and increasingly with second-tier US R1 institutions for the same shortlist of top early-career and senior academic recruits. Unlike the University of Toronto, McGill, and UBC, UCalgary is not currently a member of the Association of American Universities (AAU), which puts it in the second tier of Canadian U15 prestige alongside Alberta, Western, McMaster, Queen's, and others. Governance sits with President and Vice-Chancellor Dr. Ed McCauley, an environmental scientist and former Vice-President (Research) at UCalgary who took office in January 2018, succeeding Elizabeth Cannon after her ten-year term. McCauley is the institution's tenth president and was appointed for an initial five-year term that has since been renewed. His tenure has been defined by leading the university through the COVID-19 pandemic, a sustained provincial-funding squeeze under the United Conservative Party (UCP) government, the development and launch of the 'Ahead of Tomorrow' strategic plan, and a substantial expansion of the university's energy-transition research portfolio. The Provost and Vice-President (Academic), the Vice-President (Research), and the deans of the institution's 14 faculties make up the senior leadership team and are listed publicly on the university's governance pages with multi-year terms. Headcount is genuinely large. UCalgary employs approximately 5,500 faculty and staff across academic ranks, administrative and professional staff, support staff, postdoctoral fellows, and graduate-student employees, and serves roughly 33,000 students at the undergraduate, graduate, and professional levels (a mix of approximately 28,000 undergraduates and 5,000 graduate and professional students). The institution operates a main campus in northwest Calgary, the Foothills Campus immediately north of the main campus (anchoring the Cumming School of Medicine and integrated with Alberta Health Services' Foothills Medical Centre), the downtown Calgary City Centre Campus (housing executive education, the Werklund School of Education's downtown footprint, and several professional graduate programs), the Spy Hill Campus in the city's far northwest (home to the Faculty of Veterinary Medicine and its large-animal teaching hospital), and a Qatar campus in Doha (a long-running offshore campus operated under contract with the Qatar Foundation, primarily delivering the Faculty of Nursing and select health-sciences programs). A candidate considering UCalgary should be precise about which campus the role is based at: the working culture, the commute, and the day-to-day collegial environment differ meaningfully across the five sites. Research strengths are tightly aligned with Calgary's economic geography and Alberta's natural-resource and health-sector base. The Cumming School of Medicine, anchored by the Foothills Medical Centre and integrated clinically with Alberta Health Services Calgary Zone, is a major Canadian centre for cardiac sciences (the Libin Cardiovascular Institute), brain and mental-health research (the Hotchkiss Brain Institute), cancer (the Arnie Charbonneau Cancer Institute), child health (the Alberta Children's Hospital Research Institute), and population health. The Schulich School of Engineering is one of Canada's largest engineering faculties and is particularly strong in chemical and petroleum engineering, energy and environmental systems, geomatics, and biomedical engineering, with deep ties to Calgary's energy industry. The Haskayne School of Business is one of three AACSB-accredited business schools in Alberta and has historically focused on energy management, finance, and entrepreneurship, with significant executive education revenue. The Faculty of Veterinary Medicine (UCVM) is the only veterinary school in Western Canada and serves the agricultural and companion-animal sectors across British Columbia, Alberta, Saskatchewan, and Manitoba. Other particularly strong units include the Faculty of Arts (with notable programs in Indigenous Studies, archaeology, and political science), the Faculty of Law, and the Faculty of Kinesiology (one of Canada's leading sport-science faculties, anchored by the Olympic Oval, a legacy of the 1988 Calgary Winter Olympics). The institution operates under genuine fiscal pressure. Provincial operating-grant funding from the Government of Alberta has been constrained since the United Conservative Party formed government in 2019 under Premier Jason Kenney, and the trend has continued under Premier Danielle Smith's UCP government. Multi-year reductions to the Campus Alberta operating grant beginning with the 2019-2020 provincial budget reduced UCalgary's provincial funding materially, and the institution responded with successive rounds of administrative restructuring, voluntary-departure programs, hiring freezes outside priority areas, and more aggressive tuition increases up to the provincial regulatory ceiling. The 2024 federal international-student cap added pressure on international-tuition revenue, which UCalgary, like most Canadian U15s, had grown to depend on as a structural offset to provincial-grant decline. The 'Ahead of Tomorrow' strategic plan, launched under President McCauley's administration, frames the next chapter around research excellence in energy transition and health, financial sustainability, Indigenous strategy implementation, and student-experience renewal. Job-seekers should expect explicit conversation about institutional fiscal context in interviews and should be ready to articulate how they will contribute to revenue, research-grant capture, or cost discipline rather than only to traditional academic outputs. The institution is unionized across most non-faculty employee groups, but the structure differs meaningfully from the University of Alberta. The University of Calgary Faculty Association (TUCFA) represents faculty (tenure-track and tenured), academic teaching staff, librarians, archivists, and several other academic-staff categories under a collective agreement negotiated with the Board of Governors. Support staff and many administrative-support roles are represented by the Alberta Union of Provincial Employees (AUPE) Local 052 — note that this is a province-wide public-sector union, in contrast to the University of Alberta where support staff have their own institution-specific NASA local. Postdoctoral fellows have their own association. Bargaining cycles are public and consequential: the TUCFA bargaining round under provincial wage-mandate constraints has been contentious in recent years, and any candidate joining the institution should read the current collective agreement applicable to their role rather than relying on summary HR descriptions. Sessional and contract-academic staff (course instructors, limited-term lecturers, and similar) are also TUCFA-covered but on a separate schedule, and sessional precarity is a real and continuing concern at UCalgary as at peer institutions. Recent priorities under McCauley's continuing presidency include accelerated implementation of the ii' taa'poh'to'p Indigenous Strategy (the institution's parallel to the Truth and Reconciliation Commission Calls to Action and the Universities Canada principles), expansion of the energy-transition research portfolio under the Canada First Research Excellence Fund-funded 'Global Research Initiative' and related programs, deeper clinical and research integration with Alberta Health Services' Calgary Zone through Cumming Medicine, and continued financial restructuring. For candidates this means hiring volume in Indigenous-studies, Indigenous-health, energy-transition (carbon capture, hydrogen, geothermal, low-carbon hydrocarbons), AI and machine learning, clinical and translational research, and veterinary medicine has been growing relative to other areas, while administrative-staff hiring outside priority areas has been deliberately constrained.

ATS System: Custom UCalgary careers portal

The University of Calgary runs a custom-built Canadian recruitment portal at https://careers.ucalgary.ca rather than a standard third-party ATS like Workday, Oracle HCM, or SAP SuccessFactors. The candidate experience is institution-specific: candidate-profile creation, multi-document upload (CVs, cover letters, statements, transcripts, writing samples), reference-letter solicitation directly from referees through generated upload links, voluntary self-identification capture for equity reporting, and structured screening question responses are all handled within UCalgary's own system rather than syndicated through a vendor tenant. Listings are syndicated to the public listings page and to LinkedIn through standard job-board feeds. Internally, hiring managers and HR Business Partners use the back end to track candidates through configurable hiring stages (typically: Applied → Under Review → Phone Screen → Interview → Reference Check → Offer → Hired), score candidates against posted requirements, and manage offer letters and onboarding handoffs to the institution's broader HRIS. Because the system is custom-built, candidates should not assume that resume formatting practices that work for Workday or Oracle HCM will necessarily produce the same parsing results — keeping resumes simple, single-column, and free of text boxes, embedded images, and headers and footers is the safest approach.

Build a complete candidate profile before applying to your first UCalgary role. Profile data carries forward to subsequent applications, so investing time once saves time across multiple submissions and reduces the risk of dropping a required field on a deadline-day submission.
Upload documents as PDFs unless the posting specifies otherwise. PDFs preserve formatting across the candidate-portal preview and the search-committee back-end view, which a Word document does not reliably do across older Windows configurations.
Name your files clearly and consistently: 'LastName-FirstName-CV.pdf', 'LastName-FirstName-Cover-Letter.pdf', 'LastName-FirstName-Research-Statement.pdf'. Search committees often download files in bulk for offline review and clear naming saves them friction.
Send referee invitations from the portal early. The reference-letter upload links are time-limited and referees frequently need a reminder; sending invitations a week before the deadline gives time for follow-up.
Use plain, well-structured text for keyword-rich sections like skills, certifications, and publications. Custom portals do not always parse complex multi-column layouts correctly, and committee members reading the file directly benefit from clean structure.
Confirm Mountain Time deadlines. The portal time-zone is Calgary local time (MT/MDT) and an 11:59 p.m. MT deadline is 1:59 a.m. ET and 10:59 p.m. PT. Submit at least a few hours before the deadline to leave room for technical issues.
Save your application as a draft frequently if the posting allows it. Custom portals occasionally have session-timeout issues that can drop unsaved data; periodic saves are cheap insurance.
Keep an offline copy of every uploaded document and your full submission. If the portal goes down or a file fails to upload correctly, the offline copy lets you re-submit through the HR Business Partner contact listed on the posting.

Interview Culture

UCalgary interviews are structured, formal, and explicitly equity-conscious.

Faculty searches operate under detailed search-committee procedures defined by the TUCFA collective agreement and institutional policy: the committee composition (including required student and equity-deserving-group representation), the question-set construction, the scoring rubric, and the documentation requirements are all governed by formal process, and committee members are typically trained on unconscious-bias and equity-hiring practices before reviewing files. The on-campus visit for a tenure-track faculty role is intense — a one-hour public research talk to faculty and graduate students (sometimes a separate teaching demonstration or chalk talk in fields where teaching is heavily weighted), individual meetings with the search committee, departmental faculty, the dean or associate dean, the department chair, graduate students, and relevant research-centre or institute directors, plus meals with faculty that are part of the evaluation rather than breaks. Plan to be on stage for twelve to sixteen hours over a day-and-a-half to two-day visit. MaPS and AUPE interviews are tightly structured behavioural-interview panels of one to two hours: typically the hiring manager, one or two team peers, and an HR Business Partner working through a fixed list of competency-based questions ('tell me about a time when you had to manage a tight deadline with limited resources') and scoring each response against a rubric tied to the posted essential and preferred qualifications. The structured-interview format means specific, well-organized examples in STAR format (Situation, Task, Action, Result) consistently outperform general claims of competence. Some technical and research-administration roles add a written assessment, work-sample exercise, or case-study component. Cumming Medicine clinical-faculty interviews layer a parallel clinical-credentialing track on top of the academic interview: the candidate meets with the AHS Calgary Zone clinical section head, the relevant hospital-site clinical leadership, and the College of Physicians and Surgeons of Alberta licensure pathway is initiated in parallel with the offer process. For internationally trained physicians the credentialing pathway can add six to eighteen months to the practical start date, even after the offer letter is signed. Calgary culture is pragmatic, direct, and distinctly Western Canadian — less formal than Toronto, less laid-back than Vancouver, and noticeably more business-and-industry oriented than peer Canadian U15 cities. Interviews tend to be friendly but substantive: search-committee members and hiring managers expect candidates to ask informed questions about institutional fiscal context, the Alberta political environment, the energy-transition strategy, and the practical realities of building a research program or a career in Calgary. Candidates who treat the interview as a one-way evaluation rather than a two-way conversation read as either disengaged or naive about the institutional context. Faculty interview circuits at UCalgary often include an explicit conversation about the candidate's plan for engaging Treaty 7 communities, the ii' taa'poh'to'p Indigenous Strategy, and Indigenous students and colleagues. The conversation is substantive rather than ceremonial, and candidates should come prepared with concrete answers grounded in their own discipline rather than generic commitment language. For many candidates from outside Canada this is unfamiliar territory and reading the institution's Indigenous Strategy documentation before the visit is genuinely worth the time.

What University of Calgary Looks For

Demonstrated research excellence at U15 and continental-R1 standard, with a credible plan to capture Tri-Agency (NSERC, SSHRC, CIHR) funding in the first two to three years
Substantive engagement with the ii' taa'poh'to'p Indigenous Strategy and Treaty 7 territorial context, not generic EDI commitment language
Fit with one of the institution's identified research priorities (energy transition, health and biomedical research including the Cumming Medicine institutes, AI and machine learning, veterinary medicine, Indigenous studies, or the named priorities of the hiring faculty)
Teaching credibility appropriate to the role — for tenure-track positions a coherent teaching philosophy, for academic-teaching-staff positions a strong teaching dossier with demonstrated student-evaluation excellence, for clinical-faculty positions evidence of supervision and clinical-teaching skill
Awareness of the Alberta fiscal and political context and willingness to articulate how the candidate will contribute to revenue, research-grant capture, or cost discipline rather than only to traditional academic outputs
For Cumming Medicine clinical-faculty roles: Royal College or CFPC certification (or eligibility), College of Physicians and Surgeons of Alberta licensure (or eligibility), and a credible plan for clinical-academic balance that satisfies both the academic appointment and the AHS clinical service expectations
Long-term commitment to Calgary and the institution — search committees are sensitive to candidates who appear to be using UCalgary as a stepping stone to higher-prestige institutions and reward candidates who articulate genuine reasons to build a long-term career in Calgary

Frequently Asked Questions

What does the University of Calgary pay faculty and professional staff?

Faculty and academic-teaching-staff salaries are set by the TUCFA collective agreement and are public through the agreement appendices. Tenure-track Assistant Professor starting salaries at UCalgary in 2024-2025 sit in the CAD 110,000-130,000 range for most disciplines, with Cumming Medicine clinical faculty, Schulich Engineering, Haskayne Business, and Faculty of Law positions reaching into the CAD 150,000-220,000 range depending on discipline-specific market premiums and external-offer leverage. Full Professor salaries reach into the CAD 200,000-280,000 range across most non-clinical faculties, with Cumming Medicine clinical-faculty total compensation (including AHS clinical income through the Alternative Relationship Plan) reaching meaningfully higher. Management and Professional Staff (MaPS) salaries are set within an institutional band structure with each position assigned to a band; entry-level MaPS bands start in the CAD 55,000-70,000 range and senior director-level MaPS bands reach CAD 150,000-200,000. AUPE-covered support staff are paid on the AUPE collective agreement schedule. Alberta does not publish a Sunshine List equivalent to Ontario's annual public-sector compensation disclosure, but the TUCFA collective agreement appendices and federal Senate-tabled compensation data provide significant transparency.

Does UCalgary sponsor visas and work permits for international hires?

Yes, and the process is generally streamlined for academic positions because of federal-program exemptions. Faculty hires at Canadian universities are typically LMIA-exempt under the International Mobility Program's academic exemption (Regulation 205(a) significant benefit, exemption codes T13/C10), which removes the Labour Market Impact Assessment requirement and significantly accelerates the work-permit timeline. UCalgary's HR Faculty Relations team handles the institutional side of work-permit applications, and the institution supports both initial work permits and the transition to permanent residency through Express Entry's Federal Skilled Worker Program or the Provincial Nominee Program. Foreign-national MaPS and AUPE hires for non-academic roles do generally require LMIA sponsorship, which is more time-consuming and depends on Service Canada's wage and labour-market criteria. Cumming Medicine clinical-faculty hires layer the College of Physicians and Surgeons of Alberta licensure pathway and AHS hospital-credentialing on top of the work-permit process; for internationally trained physicians the combined timeline can run six to eighteen months between offer signing and practical clinical start.

Does UCalgary have internship and co-op programs?

Yes. UCalgary's career-services and Work-Integrated Learning (WIL) infrastructure supports internships, co-op placements, and capstone-project partnerships across most undergraduate faculties, anchored by the UCalgary Co-op program in Schulich Engineering and the Haskayne Co-op program. The institution also operates the broader UCalgary Career Services Work-Integrated Learning portfolio (PURE — Program for Undergraduate Research Experience — for research internships; the Student Success Centre's career-development programming; and various faculty-specific placement programs). For students from other institutions seeking UCalgary internships, the careers portal lists graduate-student employment, postdoctoral fellowships, and casual research positions across the institution; check the relevant institute or laboratory pages directly because some research positions are filled through faculty contact rather than the central portal.

How does the Calgary energy-industry adjacency shape careers at UCalgary?

Calgary is the corporate headquarters of Canada's oil and gas sector and the second-largest concentration of head offices in Canada after Toronto, and UCalgary's research portfolio is shaped by that economic geography in deep and explicit ways. Schulich Engineering's chemical and petroleum engineering programs, the School of Public Policy's energy and environment program, the Haskayne School of Business's energy-management focus, and the Faculty of Science's geosciences programs all maintain industry partnerships with Calgary-headquartered firms (Cenovus, Suncor, Imperial, TC Energy, Enbridge, Pembina, ATCO, and others). Industry-partnership funding through NSERC Alliance grants, NSERC CRD grants, and direct industry contracts is a substantial fraction of total research funding at the institution and is genuinely valued in tenure and promotion files in a way it is not at all peer Canadian U15s. Faculty whose research connects credibly to energy transition (carbon capture and storage, hydrogen, geothermal, low-carbon hydrocarbons, energy systems modelling, energy economics, energy law and policy) have a structural career advantage at UCalgary, and the institution's energy-transition strategic priority means hiring volume in that space has been growing.

What is it like to build a clinical career at the Cumming School of Medicine?

The Cumming School of Medicine is integrated clinically with Alberta Health Services Calgary Zone, and clinical faculty hold dual academic appointments with the school and clinical privileges with AHS at the Foothills Medical Centre, the Alberta Children's Hospital, the Peter Lougheed Centre, the South Health Campus, the Rockyview General Hospital, or other AHS Calgary Zone sites depending on specialty. The institution-AHS Alternative Relationship Plan (ARP) is the dominant compensation structure for most academic-clinical specialties, providing an alternative to fee-for-service billing that supports protected academic and research time. The school anchors several substantial research institutes — the Libin Cardiovascular Institute, the Hotchkiss Brain Institute, the Arnie Charbonneau Cancer Institute, the Alberta Children's Hospital Research Institute, the McCaig Institute for Bone and Joint Health, the O'Brien Institute for Public Health, and others — and clinical-faculty research productivity is supported by institute-affiliated infrastructure. Building a clinical-academic career here means navigating both the academic tenure and promotion process and the AHS clinical service expectations in parallel, and successful clinical-academic faculty are deliberate about negotiating protected time and clarifying expectations at the offer stage.

What is the energy-transition research focus at UCalgary?

UCalgary has positioned energy transition as one of its top institutional research priorities under the 'Ahead of Tomorrow' strategic plan and the related Energy Transitions program. The institution holds a Canada First Research Excellence Fund (CFREF) program in materials and energy research and has substantial federal and provincial funding in carbon capture, utilization, and storage (CCUS), low-carbon hydrogen production, geothermal energy systems, lithium extraction from oilfield brine, energy systems modelling, energy economics, and energy law and policy. Major institutional vehicles include the Schulich School of Engineering's energy programs, the School of Public Policy's energy and environment policy work, the Haskayne School of Business's energy-management research, and several cross-faculty research clusters. Faculty hiring in the energy-transition space has been growing under the strategic plan, and candidates whose work connects credibly to one or more of these institutional priorities have a measurable career advantage.

How does Alberta's higher-education funding context compare to Ontario or BC?

Alberta operates under a different post-secondary funding regime than Ontario or BC and the differences are material for academic careers. Provincial operating-grant funding from the Government of Alberta has been constrained since the United Conservative Party formed government in 2019, with sustained reductions to the Campus Alberta operating grant under successive UCP budgets and continued constraint under Premier Danielle Smith's UCP government. By contrast Ontario universities have operated under a long-running tuition freeze for domestic students with parallel grant constraint, and BC universities have benefited from somewhat more stable provincial funding under the BC NDP government. Alberta tuition has been allowed to rise to the regulatory ceiling in successive years to offset provincial-grant decline, and the 2024 federal international-student cap added pressure on international-tuition revenue across the country. UCalgary has responded with administrative restructuring, voluntary-departure programs, hiring freezes outside priority areas, and aggressive federal-research-grant capture. Candidates should expect explicit interview conversation about institutional fiscal context and should be ready to articulate how they will contribute to revenue, research-grant capture, or cost discipline.

What unions represent UCalgary employees and how does that compare to U of A?

The University of Calgary Faculty Association (TUCFA) represents faculty (tenure-track and tenured), academic teaching staff, librarians, archivists, and several other academic-staff categories under a collective agreement negotiated with the Board of Governors. Support staff and many administrative-support roles are represented by the Alberta Union of Provincial Employees (AUPE) Local 052 — a province-wide public-sector union covering most non-academic public-sector workplaces in Alberta. This is a meaningful structural difference from the University of Alberta, where support staff are represented by the institution-specific Non-Academic Staff Association (NASA) rather than the province-wide AUPE. The practical effect is that UCalgary support-staff bargaining is shaped by AUPE's broader province-wide priorities and bargaining cycles, while U of A NASA bargaining is more institution-specific. Postdoctoral fellows at UCalgary have their own association. Bargaining cycles are public and consequential and any candidate joining the institution should read the current collective agreement applicable to their role rather than relying on summary HR descriptions.

What is the situation for sessional and contract-academic staff at UCalgary?

Sessional instructors and limited-term contract-academic staff (course instructors, limited-term lecturers, and similar) at UCalgary are TUCFA-covered under a separate sessional schedule of the collective agreement, which provides per-course payment scales, some seniority-based course preference, and limited access to benefits. Sessional precarity is a real and continuing concern at UCalgary as at peer Canadian U15 institutions: many sessional instructors teach across multiple institutions in the Calgary and Edmonton corridor to assemble a full-time-equivalent income, and pathways from sessional teaching to permanent academic-teaching-staff or tenure-track appointments are limited and competitive. Candidates considering sessional work at UCalgary should read the TUCFA sessional schedule carefully, understand the per-course pay rate and benefits eligibility, and be realistic about the institutional pathway from sessional work to permanent appointment. For candidates with strong research credentials, sessional teaching is best treated as bridge work between postdoctoral positions and tenure-track appointments rather than as a long-term career destination.

What has changed at UCalgary under President Ed McCauley?

Ed McCauley took office as President and Vice-Chancellor in January 2018 after serving as UCalgary's Vice-President (Research). His tenure has been defined by leading the institution through the COVID-19 pandemic, the sustained Alberta UCP-government provincial-funding squeeze beginning in 2019, the development and launch of the 'Ahead of Tomorrow' strategic plan with energy transition and health as anchor research priorities, accelerated implementation of the ii' taa'poh'to'p Indigenous Strategy, the 2024 federal international-student cap and its implications for international-tuition revenue, and continued financial restructuring including administrative consolidation and voluntary-departure programs. McCauley's research background is in environmental science (mathematical ecology and limnology) which has shaped the institution's emphasis on the environment-and-energy nexus. His initial five-year term was renewed for a second term, providing leadership continuity through the next strategic-plan cycle.

Open Positions

University of Calgary currently has 4 open positions.

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Related Resources

Sources

About the University of Calgary — University of Calgary
U15 Group of Canadian Research Universities — U15 Group of Canadian Research Universities
President and Vice-Chancellor — Ed McCauley — University of Calgary Office of the President
Cumming School of Medicine — University of Calgary
Schulich School of Engineering — University of Calgary
Haskayne School of Business — University of Calgary
Faculty of Veterinary Medicine (UCVM) — University of Calgary
ii' taa'poh'to'p — UCalgary's Indigenous Strategy — University of Calgary
TUCFA — The University of Calgary Faculty Association — TUCFA
AUPE — Alberta Union of Provincial Employees Local 052 — Alberta Union of Provincial Employees
UCalgary Careers Portal — University of Calgary Human Resources
Alberta Health Services Calgary Zone — Alberta Health Services
International Mobility Program — Academic exemption (R205(a)) — Government of Canada — Immigration, Refugees and Citizenship Canada