On the Radar Volume 10 Number 2

 


AAPS Members at the August 19 Summer Networking Session

August, 2014

On the Radar is a newsletter for members of the Association of Administrative and Professional Staff at UBC. It is published under the guidance of the AAPS Communications Committee

In this issue

AAPS ANNOUNCEMENTS

NEGOTIATION

ADVOCACY

PROFESSIONAL DEVELOPMENT

MEMBER ENGAGEMENT

COMMUNITY ANNOUNCEMENTS

 


AAPS ANNOUNCEMENTS


Join the AAPS Board of Directors

Make a difference in your professional community at UBC— Nominations will open in September for the AAPS Executive Board of Directors. The invitation to submit nominations will be emailed to you directly.

AAPS is a member driven organization, governed by members like you. The AAPS Executive Board oversees the strategic direction of the Association, provides leadership on board, committee, and staff matters, and represents the membership to the University.

We encourage you to consider joining our collaborative volunteer team for this rewarding professional development opportunity. Why not speak to your executive director Michael Conlon to see if this leadership opportunity is right for you.



Farewell to AAPS Acting President Adam McCluskey

AAPS bids a fond farewell to AAPS Acting President Adam McCluskey. He will be leaving the University for Ontario in the coming weeks. The Board and Staff would like to thank Adam for his hard work in building a better work environment for all AAPS members. We’ll think of you Adam in the snow, as the cherry blossoms start to bloom...

AAPS Acting President will be Past President and Advocacy Chair, Isabella Losinger.


2014 Workplace Engagement Survey for AAPS Members—Survey Summary Report

In February of 2014, AAPS conducted a Workplace Engagement Survey of its members to get a better understanding of their workplace experience. 45% of AAPS members responded to this survey and the results were presented by Roxanne Menzies of survey provider Ipsos Reid at the AAPS Spring General Meeting on April 30, 2014.

The following document contains a summary of those findings:
2014 Workplace Engagement Survey for AAPS Members—Survey Summary Report [PDF]

Should you wish to see the presentation at the Spring General Meeting, please email the AAPS Office for the meeting link.

The AAPS Board wishes to thank the members for their time in completing this survey. The responses will be used to inform AAPS’ strategic initiatives.


Save the Date for the AAPS AGM, October 22, 2014

Mark your calendars for the AAPS Annual General Meeting!

This annual meeting gives AAPS members the opportunity to keep up-to-date with new developments in the organization, ask questions of the AAPS Board and Staff, as well as meet the 2014–2015 AAPS Executive Board. The AGM will be held at Point Grey Campus and lunch will be provided. AAPS is a member driven organization and our general meetings are an important venue for dialogue regarding the strategic direction of the organization.

The meeting will also be available as an on demand webcast beginning at 12:00pm (PST). The webcast will enable any AAPS member to observe and participate from their computer from anywhere in the world.

Event Details                  

AAPS Annual General Meeting
Wednesday October 22, 2014
12:00pm–2:00pm
Point Grey Campus and via webcast
Student Union Building, 6138 Student Union Blvd
Party Room (2nd Floor)
An invitation to register for the AGM or receive the webcast link will be emailed to you two weeks in advance.


2014 Performance-Based Merit Pay Program Announced

On August 12, 2014, UBC HR released a memo to Deans, Department Heads, Directors and Administrators regarding the 2014 Performance-Based Merit Pay Program.

If you are a manager or professional who is eligible for merit pay, it is important that you review the memo and have a clear understanding of the program and the eligibility criteria for 2014.

Members are also encouraged to review Article 6 Evaluation of the AAPS Collective Agreement. Article 6 recognizes “that all employees have a right to fair and equitable treatment, including feedback on their work performance and effectiveness.”

Specifically, Articles 6.2 and 6.3 identify the performance problem resolution process and ensure “that employees have a platform to discuss performance problems with a view to satisfactory resolution at the unit level.” Should performance reviews “contain detrimental comments regarding conduct or competence which the employee believes to be unjustified,” while not subject to the grievance procedure, the employee can follow the internal steps as outlined in Article 6.3 to resolve the issue. Additionally, an employee may be accompanied by an AAPS representative at any of these steps.

The AAPS office is always available to answer questions on merit increases or discuss other workplace issues.


M&P Staff Professional Development Fund Status

The balance of the UBC M&P Staff PD Fund was $220,000 as of August 15, 2014. The fund runs on a year-round, first-come-first-serve basis from April 1, 2014–March 31, 2015 or until the fund runs out.

A friendly reminder that all receipts must be submitted within 60 days of the original purchase date.

For information regarding reimbursement guidelines and deadlines, please click here.

You may also wish to review section 14.3 of the Collective Agreement.

If you have questions regarding the reimbursement process or guidelines, please contact PD Funds Manager Susanna Mulligan at susanna.mulligan@ubc.ca or 604.822.9273.

AAPS considers an adequately funded M&P Staff Professional Development Fund to be a priority and will work towards increasing the available funds during this round of collective bargaining.


NEGOTIATION


2014 Collective Bargaining Update #2

AAPS and UBC began bargaining on June 11. The parties had a number of dates scheduled for bargaining in July. Unfortunately the University was unavailable for bargaining in the summer after July 21. There are a number of dates now scheduled for September and October.

The current Collective Agreement between UBC and AAPS expired on June 30. However, please be advised that all terms and conditions of the current Agreement remain in place until the parties ratify a new deal. This includes the Professional Development Fund which will continue to operate as usual through bargaining. It is also important to note that any wage increases reached in the new agreement would be retroactive to July 1, 2014.

When the two sides met on June 11, a series of proposals were exchanged. AAPS tabled a number of proposals including:  changes to Article 9 and the University’s right to terminate without cause, greater assistance for terminated employees in finding new employment, and an expanded SEB plan for birth mothers, birth fathers (partners), and adoptive parents during the parental leave.

Article 9 continues to be a difficult conversation in bargaining as the University continues to refuse to engage in any serious dialogue about tying the right to terminate for reasons of ‘fit and suitability’ to performance reviews. AAPS has tabled a number of modest proposals in past rounds of bargaining that would tie the right to terminate for fit and suitability to the provisions for performance management set out in Article 6. We have seen an increase in terminations for fit and suitability and several members recently terminated for ‘fit and suitability’ had regularly been receiving 3% merit in recognition of outstanding service in the years prior to their dismissal. The average years of service for those terminated for lack of ‘fit and suitability’ is 7 years. Regrettably UBC has not been receptive to any proposal that tethers a commitment to performance management to its right to terminate without cause. We will continue to work through these difficult issues and foreground the corrosive effect that terminations for ‘fit and suitability’ have on all of our members.

Both sides have agreed to deal with non-monetary issues prior to tabling General Wage Increase (GWI) proposals. Bargaining between AAPS and UBC falls within the parameters of the Public Sector Employers’ Council (PSEC). AAPS has prepared a monetary proposal that factors in inflation as well as UBC’s nearly 20 year old commitment to compensate our members at the 50th percentile of a comparator market. UBC has signaled that any monetary offer it tables will be within PSEC’s Economic Stability mandate. That mandate has seen wage settlements across the public sector cumulatively totaling 5.5% over 5 years.

While AAPS is committed to a reaching a deal that is fair for our members and sustainable for UBC, the discussions in bargaining thus far have been difficult and weighed down by the ongoing challenges in the relationship.

Further bargaining updates will be issued as we move through the process and all members will be eligible to vote on ratification of any deal reached at the bargaining table. Member information sessions will be scheduled prior to any vote on a new agreement.

Please contact Chief Negotiator Michael Conlon if you have questions about collective bargaining.

To read Collective Bargaining Update #1 please click here


ADVOCACY


About Advocacy Services

Your Member Services Officers are here to support you with issues in the workplace. Luisa Liberatore and Sharon Cory are both CHRP certified senior human resources professionals and labour relations specialists. They provide confidential, professional, strategic labour relations advice that is in your best interest.

We should be your first call if you have a workplace question or concern on a variety of issues including:

  • Conflict in the workplace
  • Preparing for a difficult conversation with a supervisor or colleague
  • Questions about the Collective Agreement
  • Disciplinary meetings
  • Leaves of absence
  • A termination, appointment, or disciplinary letter

Sharon or Luisa can meet with you on an individual basis or as a group. They can work with you over the phone or at a convenient Vancouver location near your place of work. For out of town members, Sharon or Luisa visit Okanagan Campus several times a year, and they can be available in person to represent you. Please contact the office for more information.

AAPS counsels hundreds of members each year—no question is too small. Make an appointment or query by phone at 604.822.9025 or online. Questions brought forward raise AAPS' awareness of activities on the University's campuses and ensure the Collective Agreement is being appropriately applied.

Please remember that all information is treated confidentially and we provide you with analysis and strategic advice that is solely in your interest.


Understanding Your Collective Agreement

In every edition, AAPS Member Services Officers review select terms or conditions of employment from the AAPS Collective Agreement.

During your career at UBC, you may undergo a series of job changes such as temporary or permanent promotions, secondments, transfers, and reassignments. Different job changes may affect different aspects of your employment contact with UBC, for example, probationary periods or salary scale. As there is significant change happening in the workplace and members may be occupying new jobs within UBC, we thought it would be helpful to review  Article 5.4 of the Collective Agreement in detail.

Job Changes (Article 5.4)

This provision articulates compensation entitlements when “an employee fills a vacant position in a higher pay grade on a temporary basis or is assigned a significant portion of additional duties from a higher pay grade on a temporary basis”. Typically there is a start and end date for this temporary promotion.

  • If it is expected to last for two weeks or longer then it is understood that “the employee shall receive additional salary or a special allowance for the period”
  • If it lasts for two months or longer than for the duration of this temporary assignment, "the employee shall receive a minimum of a 5% salary increase, based on the employee’s original salary”
  • If it is for six months or longer then it is 10%

When an employee assumes a permanent job change such as successfully applying for a posted job in a different unit/department/faculty, it is treated as a ‘transfer’. Employees should be aware that probationary periods and salary can be negotiated and that service benefits continue as articulated under Article 5.2.2.

A secondment is a temporary job change that occurs outside the work unit and, like a temporary promotion, has a start and end date. Employees on secondment should be aware if their original position is discontinued, they will receive entitlements as per the provisions of Article 9 at the end of the secondment. Otherwise, once the secondment has ended, the employee will return to their original department and continue as normal.

From time to time, organizational change occurs. For example, centralization of services may occur and the affected employee is advised of a permanent change that may involve changes to job responsibilities, job title, and/or department. Like a transfer, service benefits continue as articulated under Article 5.2.2.

Reclassification occurs through the formalized process of job evaluation and can affect job family, level, and/or pay grade. The changes in the position are a result of changes in job duty expectations and must significantly affect the position’s accountability and responsibility to be reclassified. Requests for reclassification can occur because of departmental reorganization or changes in job expectations. The review may be requested by either the incumbent or the reporting manager, and the process can take up to six months. At completion of the review the incumbent will be notified of the outcome.

Demotion is an involuntary job change—not initiated by the employee, and affects the employee by placing them in a different position encompassing lower responsibilities and a lower salary. Typically, the employer informs the individual through notice. The amount of notice is determined by the amount of notice entitlements an individual would be eligible to receive if they were being released on a without cause basis. When the M&P employee is moved to the new position, which is in a lower wage category, they will receive their current wages for the identified notice period. At the end of the notice period the individual would then be placed at the new salary range and new wage rate.

Besides those identified in the Collective Agreement, other examples of possible job changes are reduction or increases of FTE (full time equivalency), changes to work schedules, and alteration or modification of job responsibilities.

If you are being affected by job changes in your department, or think there is a possibility, you are encouraged to contact the AAPS Office to speak with a Member Services Officer for advice and support.


Advocacy Report

This report provides a year-to-date snapshot of Advocacy work that the Member Services Officers are engaged in.

Year to Date Totals for the Period: July 1, 2013 to June 30, 2014

CATEGORY

YEAR TO DATE TOTAL

Queries

377

Advocacy Issues

232

Open Grievances

2

All Terminations Without Cause

150

 

All Terminations Without Cause Detail

 Terminations Without Cause by Month

 Reasons for Termination Without Cause

July : 16

  • Lack of Work
  • Reorganization
  • Lack of Funding
  • Lack of Suitability
  • Probationary
  • Budgetary Restraint
  • Other

August: 8

September:  8

October:  14

November:  21

December:  2

January: 17

February: 10

March:  12

April:  17

May:  13

June:  12

TOTAL: 150

 

 

 

 

 

 


 

Advocacy Issues Detail

Issue

Description

YTD
Issues Handled

YTD
Issues
Resolved

YTD
Issues
Ongoing

Appointments

Search / Selection / Offer Letters

16

 3

13

Benefits

Coverage

2

1

1

Classification & Reclassification

Job family / Grade

8

 

8

Disability Benefits

Coverage

 3

 2

1

Discipline

 

6

1

Discrimination Human Rights

Human Rights Code

1

1

 

Harassment

Personal / Bullying / Sexual / Gender

9

 2

7

Hours of Work

Time of day/day of week

3

1

2

Investigations

Warning / Suspension

11

1

10

Leaves of Absence

Unpaid leave

 

 

 

Maternity/Parental Leave

Leave/SEB

 4

 1

Pay

Appropriateness

15

7

8

Performance Review

Probation / Ongoing

16

4

12

Secondment / Temporary Promotion

Other positions

 

 

 

Sick Leave

Pay / Duration / Qualifying for

14

 2

12

Resignation

Voluntary termination

4

 2

2

Reorganization

Department or UBC Changes

13

 4

9

Return-to-Work

Accommodation

 2

 1

 1

Term Appointments

Date Moved / Notice / Pay

 4

 

 4

Terminations Probation

Suitability / Fit

 7

 3

 4

Terminations With Cause

Gross Misconduct / Theft / Assault / Other

 3

 1

 2

Terminations Without Cause

Unsuitability / Position Elimination / Reorganization / Budget cuts

62

34

28

Workload Overtime

Pay

 1

 

 1

Vacation

Accrual / Entitlement

 2

 

 2

 

 

 

 

 

Other General Interpretations

 

26

11

15

     

TOTAL

 

232

81

151

End of AAPS Advocacy Report



PROFESSIONAL DEVELOPMENT


AAPS Professional Development Program


 

The AAPS PD Program offers members the opportunity to enhance their workplace experience at no upfront cost through in-person sessions on the topics of Management & Leadership Skills, Workplace Skills, and Work/Life Effectiveness.

The fall schedule will be posted in the upcoming weeks. Please check the AAPS Events Calendar section regularly for a sneak peek and remember that invitations to register will be emailed directly to you.

If you have any questions or feedback regarding the AAPS PD Program, please contact aaps.pd@ubc.ca


Career Navigation Services Available Through UBC HR

UBC HR has redesigned and launched the Careers section of their website to include information on career navigation support for staff. They have expanded the role of the Career Transition Consultant (AAPS member) Pooja Khandelwal to provide career navigation through free workshops and one-on-one consultations. These services, along with the existing career navigation resources, coaching, and continuing studies programs offer you a variety of avenues to pursue professional and personal growth at UBC or to assist in career conversations with your staff.

Career Navigation Vision

Career Navigation at UBC looks beyond the typical job change/job promotion paradigm to consider how to enhance your professional and personal experience at UBC. It takes a holistic approach to being a professional that goes beyond the job itself. These self-directed services focus on the individual’s needs and can help you gain clarity about who you are, where you want to go, and how you would like to get there. This new perspective on career navigation allows each member to take personal responsibility and develop a career path that meets their individual values, needs, and aspirations.

What to Expect

Career Navigation starts with personal reflection and the process is driven by you—who you are, not just what you have done. Just as there are as many individuals, there are as many ways to pursue your career. You may wish to start by reviewing the online resources or see who can help you. Or you may draft your own career development plan as a first step.

If you would like some guidance developing your plan, Career Navigation & Transition Consultant Pooja Khandelwal may be able to offer support and check-ins along your path. In addition to one-on-one consultations, Pooja will be also leading career navigation workshops through Healthy UBC Initiatives and the MOST Program— the first free MOST workshop is on October 16, 2014.

Let AAPS Know

We know these kinds of career services are important to members, and we hope you make the time to use them on your career path at UBC. We learned in our 2014 Workplace Engagement Survey for AAPS members, that members identified a gap in career progression opportunities at UBC. “Opportunities for Careers Progression” scored low in the Training and Development category. Many write-in responses demonstrated the need for support in developing a career at UBC—75% of members responding to the survey say they want to stay at UBC until retirement. We look forward to hearing your feedback on the UBC HR services and AAPS will continue to offer a series of career development PD events through the AAPS PD program such as Career Conversations for Managers and Professionals to further support members.

Please remember that Pooja will maintain her primary focus of supporting members on working notice and salary continuance as per LOA #4. This positon was negotiated by AAPS as part of the 2012 round of collective bargaining to “enhance the work performed by the Human Resources Advisors by coaching staff in transition and referring them to appropriate resources as they explore their developmental and career options”. The goal of the position is to improve the rehire rate of M&P Staff at UBC and to allow members to find meaningful work as they continue their careers.

Registration for Career Navigation and Additional Resources

If you are a regular employee or a term employee with regular status and have been released on a Without Cause basis, in addition to contacting AAPS for support, members are encouraged to contact Pooja to set up an appointment for career transition assistance in securing other employment at UBC or beyond.


PD Quick Tips: Making a Graceful Transition

In today’s work world, the frequency of job changes is on the rise. According to a recent Workopolis poll, only 30% of people polled hold any one job for over four years.

Whether by choice or by organizational change, many of us will need to wrap up our projects, programs and services and move on. It can be especially difficult if we have been released from our employment or are leaving a poor workplace environment, but regardless of circumstances, it’s important to transition with professionalism and with grace. You never know who might be your next supervisor or which colleague might give you a good job lead.

Here are some tips for making a graceful transition:

  1. Don’t Leave a Void—Walking out the door or making work difficult for others may hurt your pocketbook and your reputation. Finish your notice period and your work. If time allows, try to create a document to help the next person in the role and if possible, make yourself available for email questions for those who pick up your tasks (especially if you will be staying at UBC). If you have concerns about staying in your workplace for health reasons, please contact the AAPS Office for counsel.
  1. Keep Your Contacts Intact—Regardless of how your employment ended, be the professional and as appropriate, thank the people you’ve worked with, update them with your new contact information. (LinkedIn is a great way to stay in touch with professional colleagues.) If you need references, try to speak with your colleagues or manager ahead of time to determine who would make a good reference. If you are not offered an exit interview, suggest one. While it might be a difficult conversation, it will be useful to understand your strengths and weaknesses from another point of view.
     
  2. Follow the Rules (make sure your employer is following them too)—There are notice period requirements if you are leaving your job outlined in the Collective Agreement. If you are released, the Collective Agreement outlines appropriate notices periods and entitlements. While you may be offered more than what is in the Collective Agreement, you may not be offered less. Please have a conversation with one of the Member Services Officers before signing termination or appointment letters.

The way you handle yourself during your termination can have significant impact on your career transition and job aspirations elsewhere.  Leave with dignity by handling your termination meeting calmly.” Linda Allen, Business Etiquette Coach.

Additional Links:

If you have any questions about job changes, please contact the AAPS Office or 604.822.9025.


MEMBER ENGAGEMENT


Congratulations to AAPS Winners of the President’s Staff Award in Vancouver!

Leadership

Lowell McPhail, Managing Director, International Collaboration on Repair Discoveries (ICORD) (VGH)

Enhancing the UBC Experience

  • Sandy Lapsky, Administrator, Geography

  • Stacey Simpson, International Student Coordinator, Dean’s Office, Faculty of Science

Global Citizenship

  • BC Injury Research and Prevention Unit (BCIRPU) Group: Kate Turcotte, Fahra Rajabali, Shannon, Piedt, and Aybaniz Ibrahimova; Development Neurosciences and Child Health. (Children’s and Women’s Health Centre)

  • Andy Johnson, Flow Cytometry Manager, Biomedical Research Centre

Emerging Leadership

  • Devni De Silva, Assistant Director Finance & Operations, UBC Press

  • Samantha Turner, Research Communication Coordinator, Wine Research Centre

Advancing Diversity & Inclusion

  • Carola Hibsch-Jetter, Manager, Strategic Initiatives, Dean’s Office, Faculty of Science


2014 Summer Networking Series


Members from the August 15th Summer Networking Session
 

The AAPS Member Engagement Committee is wrapping up another successful season of the AAPS Summer Networking Series. We had a great turnout to all our sessions—Greenheart Canopy Tour at the Botanical Gardens, UBC Archives and Chung Collection, Pacific Museum of the Earth, and ICORD at VGH. We’ll be wrapping up this season with a visit to the First Nations Longhouse.

A very warm thank you to all our hosts and guides including AAPS Members Cheryl Niamath, Lowell McPhail, Jocelyn Tomkinson, and Ryanne James.

The AAPS Summer Networking Series is an initiative of the AAPS Member Engagement Committee. Sessions are designed to bring AAPS members together in a casual networking environment and introduce them to one of UBC’s unique places. If you work in a unique place and would like to host an event next season, please contact aaps.pd@ubc.ca with your suggestion.


Summer Pub Night


Members enjoying a game of bocce on the courtyard at the Summer Pub Night

On July 16, 2014, the AAPS Member Engagement Committee hosted the first AAPS Summer Pub Night at the Point Grill. It was hot and sunny and members had full run of games on the courtyard and cool drinks on the patio. We’ve had great feedback on the networking opportunities the event created for members (and on the food). A special thank you to AAPS member and Point Grill General Manager David Branigan for taking care of all the details and for making sure everyone had a good time!


COMMUNITY ANNOUNCEMENTS

These announcements come from AAPS members like you. Do you have a UBC community event you’d like to share? Email your announcements to aaps.pd@ubc.ca or join the AAPS LinkedIn Group and post your announcement on our discussion board.


Celebrate UBC!

Get moving while enjoying some fun in the sun with Sports on the Mall.

Looking for a way to fit some exercise (and fun) into your day? Campus and Community Planning and UBC Recreation are teaming up to get you moving on Main Mall with a series of lunch-hour activities. All activities are free, so drop by and join the fun!

Ultimate Frisbee
Friday, August 29, 12-2pm
Location TBD (check back soon!)
Cap off a summer of fun on Main Mall with Ultimate Frisbee and a BBQ! FREE BBQ for those who play!  .

Please visit www.planning.ubc.ca/celebrateubc and #CelebrateUBC for more detail and updated information. 

 


Okanagan Campus:  Okanagan Staff Welcome Back BBQ & Information Fair

Stop by the AAPS table and say hello to AAPS Member Services Officer Luisa Liberatore to pick up some AAPS information, ask a question, and collect your AAPS swag.

Event Details

2014 Staff & Faculty Welcome Back BBQ & Information Fair
Thursday, August 28, 2014
11:30am –1:00pm
UNC Commons Area
RSVP

 


Vancouver's 12th Annual Staff Welcome Back BBQ

Attending the Welcome Back BBQ?

Say hello to AAPS Staff and Board members at our table. Pick up some AAPS information, ask a question, and collect your AAPS swag.

Please visit http://www.ceremonies.ubc.ca/staffbbq/faqs/ for more information about the event, including registration details.

Event Details

12th Annual Staff Welcome Back BBQ
Wednesday, September 10th, 2014
11:30 am to 1:30 pm
Point Grey Campus
Flag Pole Plaza

 


PD Opportunity: UBC United Way Campaign is looking for Volunteers this Fall

Get involved, Take Leadership, Give back

Join our amazing team of volunteers to raise awareness for the UBC United Way campaign happening on campus this fall. Whether you are new to campus looking to meet people, been at UBC for a while but want to get more involved, like to take a leadership role, or simply want to give back to your community this is the ideal position for you!

As the Portfolio Campaign Chair (PCC) you help shape the vision and goal of our $500,000 UBC campaign.  You will plan, lead and execute an exciting campaign within their portfolios, giving all staff and faculty an opportunity to get involved and give. You can choose to host fundraising events or simply share stories and news about the campaign and encourage donations. To learn more about the position visit www.unitedway.ubc.ca

Change Starts Here

 


PD Opportunity: UBC Community Leadership Program

The UBC Community Leadership Program is an opportunity to explore what leadership means to you and build your skills while giving back to your community. Through the program, you will:

  • Grow your leadership capacity
  • Gain team leadership and project management experience
  • Engage with your community through a real-life community project

Come to an information session to learn more. Staff from all disciplines and employee groups, including graduate students, are welcome. Visit our website at clp.ubc.ca.

Is this opportunity for me? We are looking for participants who have:

  • interest in engaging project group members in planning
  • a desire to gain experience in dealing with uncertainty and changing environments
  • a desire to learn about and challenge their views on leadership and community issues
  • interest in working collaboratively with schools or community organizations
  • interest in the difference between guiding and directing teams

 


UBC Health Promotions: YWCA Health and Fitness Promotion and Events

UBC’s Corporate Fitness Partner the YWCA is launching their The SUMMER SHAPE UP promotion which gives you 10 visits for $99, and the card is available for use until September 21. For more information call 604 895 5765 or visit ywcahealthandfitness.com

Check out the upcoming Healthy UBC Initiatives and community events.

 


Upcoming Talks from the Peter Wall Institute

China’s Response to Global Economic Rebalancing: Perception, Policy and Implication to China’s Participation in Global Governance

International Visiting Research Scholar public talk
Dr. Yong Wang, School of International Studies
Peking University, China

Tuesday, September 9, 2014 at 12:30 pm
Institute for Asian Research, Choi Building, Room 120, UBC, 2045 East Mall, Vancouver

Gay Neighbourhoods

Book talk series
Amin Ghaziani on his new book "There Goes the Gayborhood?"

Wednesday, September 10, 2014
4:00 pm - 5:00 pm
VIP lounge, Room 174, University Centre, UBC
6331 Crescent Road, Vancouver

For more information on Peter Wall Institute Event, please click here.

 


Save the Date: What I LOVE about being QUEER: Film Screening and Discussion

The Equity and Inclusion Office is starting off the school year with a bang!

We have invited artist Vivek Shraya to screen his new film “What I LOVE about being QUEER” here at UBC Vancouver on September 24th, at 12:00-1:30, location TBA.

Vivek Shraya is a Toronto-based artist working in the media of music, performance, literature and film. His film What I LOVE about being QUEER has expanded to include an online project and book with contributions from around the world, and was featured on Buzzfeed, the Huffington Post, and in ELLE Magazine India.

For more information please contact Donna Lester-Smith, Equity and Inclusion Educator at donna.lester-smith@ubc.ca or 604 822 8068. 

 


Networking Opportunity: Hot Lunch



We know that many of us here at UBC recognize the challenge in creating meaningful conversations and connections between staff from different units, and that our own personal networks play a key role in sustaining and supporting us in our UBC roles.

What if we could share those networks with each other in a way that could foster better linkages and community among colleagues from across the institution, and across bargaining units and staff associations as well? If we could create innovative ways to build relationships, and nurture those networks, could we foster a more inclusive and productive working environment at UBC?

Hot Lunch is non-exclusive cross-campus staff networking Initiative —ALL staff members are invited and welcome! For upcoming events please visit http://stjohns.ubc.ca/hot-lunch/

 


UBC’s Annual Report: Connected by Commitment

We are all connected. July 14, 2014 marks the launch of Connected by Commitment 2013-2014 Annual Report. Through storytelling and metrics, Connected by Commitment brings to life the many ways in which the UBC community is working together to achieve our nine Commitments outlined in the UBC Strategic Plan - Place and Promise. This year’s report features over  70 stories through text and multimedia, an interactive timeline of major milestones, a financial summary infographic, an indicators and metrics scorecard comparing progress, unit-level annual reports, and customizable/printable options to create and share reports to your stakeholders. We hope you find it a truly innovative and engaging report - one that you’d want to engage in and share with your networks.

 

 


 Free Online Professional Development with Lynda.com

The pilot for Lynda.com has now been extended to March 31, 2015 according to the UBC HR website. Get free online access to a range of instructional videos in a variety of areas such as software skills, professional business practices, and new technology tools. Training is free, at your own pace, and when you need it.

For more information and to sign up for access, please register at lynda.ubc.ca

 


Thank you for reading On the Radar, please send feedback to aaps.pd@ubc.ca