On the Radar Volume 5 Number 2

“On the Radar" is an electronic news bulletin for members of the Association of Administrative and Professional Staff at UBC. It is published periodically via email and on our website, under the guidance of the AAPS Communications Committee.


In This Issue

(The hyperlinks below will aid you in jumping to the articles you would most like to read.)


 


AAPS ANNOUNCEMENTS

M&P Compensation Review

Announcement on behalf of:

  • Linda McKnight, Director, HR – Advisory Services
  • Michelle Berner, Director, HR – Total Compensation
  • Bernice Urbaniak, President, AAPS

The University and the Association of Administrative and Professional Staff (AAPS) are pleased to provide an update on the 2008 compensation review of M&P jobs.

Background

The University conducted a market survey in order to evaluate the competitiveness of the University’s M&P compensation. It is important to the University and AAPS to retain fair and competitive compensation for our M&P staff, as provided for in the Agreement between the University and AAPS.

We previously informed you that Mercer was selected as the consulting firm to conduct this survey. Five custom surveys were developed by Mercer, in conjunction with the University’s Total Compensation team. Five surveys were required to capture the diversity of jobs and comparator labour markets for these jobs. The surveys covered 78 M&P job levels across 32 job families. The surveys were distributed in Fall 2008 to 76 different organizations. All named comparators from the AAPS Agreement were invited to participate in the survey, along with several other organizations.

Survey Results

Survey results were compiled in early 2009, and presented by Mercer to the University and AAPS in late February 2009.

Mercer indicated that the response rate to the survey was extremely high. This is particularly meaningful because the survey was so large – seeking information for so many different jobs. Compensation data was provided by many of the organizations that were invited, including other large Universities in Canada, as well as large BC public and private sector organizations and government ministries.

Implementation of Results 

Now that the University has received market compensation data, a few steps have to be taken before any changes can be implemented:

Analysis of Data and Costing – The data has to be analyzed against the existing job family pay grades to determine whether changes are recommended. A costing is done concurrently, to determine cost implications against what the University has the ability to pay. Issues of retroactivity and phasing will be taken into consideration in the analysis and costing process.

AAPS has retained Caliber Consulting to assist the AAPS Board with data analysis and implementation recommendations.

PSEC Approval – Recommendations flowing from the analysis and costing must be reviewed and approved by the Public Sector Employers’ Council (PSEC). PSEC is the provincial government body responsible for overseeing and ensuring consistency and fairness in compensation and labour relations matters across the broad public sector of British Columbia.

UBC Executive Review – The UBC Executive will provide a preliminary review of the recommended changes prior to the PSEC review, and will also provide a final review afterward.

It is important to note that this compensation review will not result in a general wage increase (GWI) for all M&P staff. Any approved adjustments will be targeted to those job family levels that have fallen behind the 50th percentile of the relevant comparator market.

Even if a job family level is adjusted, this does not mean that every employee within that level will receive a salary adjustment. Much depends upon where a staff member’s salary is within the pay grade. For example, the M&P compensation adjustment of 2007 involved staff who were above the midpoint of the pay grade, but who then fell below the midpoint of the new pay grade, receiving a salary adjustment to the new midpoint.

In short, adjustments to M&P compensation are not across the board, and are subject to the University’s ability to pay, as well as approval by the government through PSEC.

Conclusion

We are pleased to have progressed to this point of the M&P compensation review, and look forward to expeditiously completing the next steps of the process. It is important to the University and to AAPS that the significant contribution of M&P staff members be recognized with appropriate compensation.

As these steps will take time and are not necessarily under our control, a specific date for implementation has not yet been established. We’ll provide additional updates as implementation details are finalized.

Please share this information with M&P staff in your department.

Thank you.

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Update on Hiring of Executive Director

By Bernice Urbaniak


Pinton Forrest & Madden has been engaged by the Board to conduct a search for an Executive Director for the Association.  They are meeting with the Board and various stakeholders to develop a profile, but input from the general membership is also encouraged.  Your ideas and suggestions may be forwarded to Esther McGregor at esther@pfmsearch.com.

 

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Advocacy Issues Report

The Advocacy Committee and the AAPS Member Services Staff are available to support and assist the Membership in advocacy issues.  If you have concerns and/or questions contact us at the AAPS office and you will be assigned a representative to assist you with your situation.  All information is treated confidentially. Questions that are brought forward raise AAPS's awareness of what is happening on the Campus and ensures the Agreement on Conditions and Terms of Employment (ACTE) is being appropriately applied.  The following report identifies the Category of Issues as well as the number of specific issues within each category.

Advocacy Issues
September 2008 - February 2009

Category of Issue Category DescriptionYTD
# Issues Handled
# This Month (Feb)YTD
# of Issues Resolved
 YTD 
# of Issues Remaining
Hours of WorkTime of day / day of week4 3 1
Workload OvertimeOver work/overtime pay111  
DisciplineWarning/Suspension11  1
Terminations CauseCulpable firings111  
Terminations Without CauseLayoff/ Reorg/Lack of $/Unsuitability23322 1
Terminations ProbationSuitability/Fit2 1 1
Resignation/ RetirementQuit of own accord615 1
Term Appointment EndsDate Moved/ Notice/$1 1  
Classification & ReclassFamily/Grade4 3 1
PayAppropriateness14111 3
Bargaining UnitAAPS/CUPE/ FACUlTY     
ExclusionsWho is in/out     
Discrimination - 13 GroundsHuman Rights Code1 1  
Harassment - PersonalBullying3 1 2
Work Environment - PhysicalSafety     
Work Environment - CultureToxic Environment4 3 1
ReorganizationDept or UBC changes2 1 1
Long Term DisabilityExtend sick leave2 1 1
Sick LeavePay, duration, qualifying for3 2 1
Leaves of AbsenceVacation & other leaves946 3
Return-to-WorkAccommodation1 1  
PensionsAmount, entitlement, etc.     
BenefitsCoverage12111 1
Evaluation Post -Prob'nPerformance813 5
Evaluation ProbationPerformance5 4 1
AppointmentsSearch/Selection/ Offer Letters824 4
ServiceTotal Length of312 1
AttendanceAbsenteeism & Attendance Mgmt     
Professional DevelopmentTuition Waivers/PD Fund/Study Leave211016 5
Interpretations GeneralAnything not listed above23515 8
TOTAL 16232119 43

 

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Board and Committee Farewells and Changes

By Bernice Urbaniak

The Board wishes to convey a heartfelt thank you for the past services of David Rowlands and Jason Congdon as both have left the University.  David was serving his second term as Member-at-Large but vacated his position in February.  Jason just recently left his position.  He was first elected to the board as Member-at-Large in 2006 and most recently served as Secretary.  Jason also made a huge contribution to the AAPS membership by serving as the Chair of the Communications Committee.   We wish both David and Jason well in their new endeavours.  

We are happy to announce that the Communications Committee will now be co-chaired by Jamie Hall and Preeti Gill.  Jamie has served on this committee for several years and is valued for the contributions he has made to AAPS newsletters and annual reports.  Preeti is serving her first term as Member-at-Large.  With her background in communications and Jamie’s experience and expertise, we know that the Communications Committee is in good hands.  

As per the Constitution and By-laws, the Board may make appointments to complete vacated terms.  At the meeting held on March 18, the Board unanimously approved the appointment of Member-at-Large Justin Bonzo to fill the position of Secretary.     

New Member-at-Large Appointments to the Board:

Anne-Marie Hague has just returned to her position as Associate Director, Student Recruitment and Advising after a one-year maternity leave.  She has worked for UBC for ten years – the first five on our Vancouver campus and at UBCO for the last five.  Anne-Marie served on the Board prior to her leave and has also been involved in the Advocacy Committee at the Okanagan campus.  We are very pleased that she is bringing her experience back in one of the Member-at-Large positions.  

We are also happy to announce that Robert Tudhope will fill the other vacant position.  Robert started his career with UBC in October 2000 as a Career Educator working with undergraduate students and later worked as a Financial Aid Advisor.  He is currently an Academic Advisor in the Faculty of Arts.  He served two terms on the AAPS Board starting in 2002; he joined the Advocacy Committee at that time and still continues to serve in that capacity.  Robert is also an AAPS orientation presenter, where he helps new AAPS members understand their rights and obligations under our agreement with the University.     

These are interim appointments until the next Board elections in October.  We are confident that Anne-Marie and Robert will serve our membership well as we deal with upcoming issues, such as compensation, bargaining, advocacy, and long term disability governance. 

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2010 Olympic and Paralympic Games and UBC

As the 2010 date quickly approaches and details move from concept to completed actions, we will continue to hear more information which will keep us all in the  loop and connected with our Community and the Games.  AAPS would like to take this opportunity to introduce you to Michelle Aucoin and her new role.

Michelle Aucoin joined the UBC 2010 Olympic and Paralympic Secretariat as its Director in November 2008.   Previously, she served as Director, Alumni Relations at Alumni Affairs and Executive Coordinator for the Office of the Vice-President Students at UBC.  

The role of the Secretariat is to facilitate our relationship with VANOC and other Olympic and Paralympic partners, to share information about impacts and opportunities arising from the Games with our community, and to support a diverse and intellectually rich dialogue about global, national and local issues that emerge as a result of hosting the Olympic and Paralympic Games in Canada.  

In the coming months, Michelle and a team of UBC colleagues will introduce a communications plan to share Games-related information and undertake a community engagement process. 

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New Online Application for UBC Jobs Debuts this Spring

By Human Resources UBC

Effective March 23, 2009, UBC will move to a new online recruitment/application system.  This system has been developed to align with the goals set forth in the Enabling Opportunities reporthttp://www.hr.ubc.ca/newhirebpr/open link in new window (or tab)

Internal and external applicants who apply for Vancouver staff positions will begin applying online by March 23, 2009.  Faculty positions and positions on our Okanagan campus will follow shortly in the next few months. Application instructions and resources will be available beginning March 23, 2009 athttp://hr.ubc.ca/postings/index.htmlopen link in new window (or tab)

It will be important for internal applicants to apply for jobs by using their Campus Wide Log-in ID (CWL) to log in to the Faculty and Staff Self-Service web portal.  They will be able to apply for positions via the myCareer section located in the portal. Please note that anyone applying as an external applicant will not be processed as an internal applicant. Therefore, if an employee does not use the appropriate link, they will not have their internal status recognized.

For those who currently subscribe to the Email Job Notification system and the RSS Feed of job postings – please note both of these features will cease on March 23, 2009.  These will be replaced by the “Job Alert” feature that can be personalized to individual job searches within the myCareer profile.

CUPE 2950 members will still be able to access a hard copy summary of the job postings on the bulletin boards located on the 3rd Floor of the General Services Admin Building, with additional assistance available through the HR Service Centre located on the same floor.

Departments with CUPE 116 members will continue to receive and post hard copies of job postings on their own boards.

Human Resources will continue to accept paper applications from those employees who prefer not to apply on line.

* For more information please contact either Robert Boudreau at 604-822-8142 or Alex Bayne at 604-822-1839. Further updates can be found at:

http://www.hr.ubc.ca/campus_initiatives/new_hire/open link in new window (or tab)

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Entrance and Exit Surveys for Employees to Provide Feedback

By Human Resources UBC

Faculty and staff can access Entrance and Exit surveys through the mySurveys section of the faculty and staff self-service web portal. Every employee will have an opportunity to share their feedback about their workplace experience using these online tools.

Employees are encouraged to complete Entrance and Exit surveys during their employment cycle with UBC as a means to identify ways we can continue to improve our workplace practices, particularly when it comes to recruitment and retention.  Entrance surveys should be completed within the first six months for a new hire.  Exit surveys can be completed up to a year after an employee leaves. Employees will have access to their Campus Wide Login ID for up to a year after they leave employment with the university, and can use this access to view and print pay, benefit, and T4 information from the employee self service module. 

Data collected from the Entrance and Exit surveys is confidential and anonymous. The Department of Human Resources will use the data to analyze and prioritize overall trends in recruitment and retention strategies.

*For more information on Entrance and Exit surveys, visit the FAQs section posted online at:

http://www.hr.ubc.ca/self_serve/index.html.  open link in new window (or tab)

For other questions about the Entrance and Exit surveys, please contact Peter Godman at peter.godman@ubc.ca or by phone at 604-822-8115.

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PROFESSIONAL DEVELOPMENT

Professional Development Blog (New!)

AAPS has recently introduced a new blog which will help to promote upcoming Professional Development seminars.  PowerPoint presentations and handouts will also be added to the blog which will allow members to view the content of presentations if they were unable to attend the seminar.

You can visit the blog at http://aaps-pd-events.blogspot.com/

* If you have any questions related to Professional Development opportunities offered by AAPS, please contact Jasmin Deol atjasmin.harry@ubc.ca.

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Use Your Professional Development Fund before July 1, 2009

Just a reminder that the current AAPS Professional Development Fund year is ending on June 30, 2009. Any unused individual funding will not transfer over to the next fiscal year, so if you haven’t yet used up your funding, you may want to consider doing so.

As an AAPS member, you are entitled to apply for up to $750 every fund year to put towards activities that will enhance your knowledge, performance, or your career progression at the University. This amount is pro-rated for employees working less than 50%.  If you are a new employee, there is no waiting period to utilize this benefit.

Keep in mind that this funding is not intended to substitute, but rather supplement funds currently spent on the development of M&P members. Departments are still responsible for providing job-related skill development required for, or integral to, the effective functioning of a position.  

* To read more, please visit:
http://www.hr.ubc.ca/odl/funding/AAPS.html open link in new window (or tab)

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Ideas on Spending PD Funds

By Wendy Ma

  • UBC HR offers upcoming MOST courses  (pdf)
     
  • Sauder School of Business offers a variety of leading executive courses and AAPS members receive 25% discount on seminars:

http://www.sauder.ubc.ca/exec_ed   open link in new window (or tab)

(or call 604.822.0083)

  • Use your tuition waiver to take courses with UBC Continuing Studies: 

http://www.cstudies.ubc.ca/courses/index.html  open link in new window (or tab)

  • Use your tuition waiver to improve your technical expertise: 

http://www.tech.ubc.ca/courses/index.html open link in new window (or tab)

  • Use your tuition waiver to take a non-credit language conversation course at UBC at downtown and main campus locations: 

http://www.languages.ubc.ca/  open link in new window (or tab)

  • Use partial tuition waivers to learn more about cooking and wine:

http://www.languages.ubc.ca/culinaryarts/index.html  open link in new window (or tab)http://www.languages.ubc.ca/winearts/index.html  open link in new window (or tab)

  • Use partial tuition waiver to improve your long-term career prospects by considering the UBC MBA Part-time Program:

http://www.sauder.ubc.ca/ptmba open link in new window (or tab)

  • Use full or partial tuition waivers to develop your preparation for working in educational institutions by considering graduate programs in Educational Studies:

http://edst.educ.ubc.ca/future/programs/  open link in new window (or tab)

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FEATURE ARTICLES

Getting to Know Your Committee Members

Each edition of On the Radar will include a Q & A session with an active committee member. This month, Board and Advocacy Committee member Daryl Stowe will be featured.

daryl stowe


What is your position at UBC?   
Explain your duties.

I am a Project Coordinator with the University’s Information Technology Department.  I work in a group called Connectivity Infrastructure and generally coordinate the removal of existing and installation of new Communication infrastructure and services on small to medium renovation projects on Campus. 

What do you love most about working at UBC?

The part of my job I love most is the opportunity to meet and work with the other people at UBC.  The University employs so many interesting and talented people who are courteous, respectful and have strong values.  It is a pleasure to work with them and I am ever hopeful that some of what makes them outstanding will rub off on me.

What is your volunteer position at AAPS?  
Explain your duties.

In addition to my duties on the Board, I have been a volunteer member of the AAPS Advocacy Committee for approximately 2 years.  I am the junior member on the Committee and in many respects still finding my way as we often deal with complex situations.  In general, the Advocacy Committee provides assistance and advice to M&P staff to help them understand their rights under our Terms and Conditions of Employment.  The Committee also supports members who are in dispute, or involved in a grievance with the University’s Administration.  One of the most important services the Advocacy Committee is endowed with is to support members who have been terminated, obtain the best possible settlement with the University.  This can be an extremely stressful time for our members and we endeavour to also provide moral support as they cope with the reality of what has happened. The Advocacy Committee also provides assistance to members who try to deal with incidents of discrimination, harassment, or inequity in the workplace.

What made you decide to volunteer for AAPS?

For me it was just reaching a stage of my life where I had time to help and a desire to give something back to an employer, who has supported me and my family for so many years.

What was the biggest accomplishment in your AAPS position?

In December of 2006 the University and AAPS spent a week in arbitration to present evidence and express their position in regards to our salary dispute.  Arbitrator Don Monroe mediated the formal proceedings with lawyers from both sides in attendance.  Witnesses gave evidence under oath and as the days passed by one could feel the pressure mounting.  On day 5 of the proceedings Arbitrator Monroe broke off the arbitration hearings and tried to reach a settlement.  At this point we broke into two camps with Arbitrator Monroe moving between camps with offers and counter offers.   After many hours of exchanging offers, reviewing facts and soul searching the AAPS Board members in attendance voted to accept the University’s offer.  Everyone was exhausted and somewhat numbed by the experience and to tell the truth it took me a few weeks before I was convinced we made the right decision.  At that point I was certain we had and I am very proud to have been a small part of this accomplishment for AAPS.

What is your favourite restaurant on UBC campus and why?

My favourite restaurant is 99 Chairs.  I generally just have coffee there, and I have been patronizing to that bistro for many years.  I like to go to 99 Chairs because it is familiar, and it is close to the building I work in.  I also like the people who work there.  By the way, I think the full breakfast at 99 Chairs is great value.

If you could give a piece of advice to new M&P Staff about his/her career, what would it be?

I would tell them about an article I read from author Paul Elder about the “Importance of Human Kindness”.  Paul writes, “Having been blessed with three near death experiences, it has become abundantly clear to me that the most endearing quality of humanity is its wonderful capacity for compassion and kindness.  Without question, the most important revelation I have ever received is the understanding that at the end of our lives , when our bodies finally release us back to the spirit world, and we begin to review our lives, it won’t matter one little bit who won, or who lost, or how rich or famous we became.  The only thing that will truly matter is how we treated others along the way.  That is the importance of love, and that’s the importance of human kindness.”

In your opinion, what are key characteristics that you feel make a good manager? 

  1. Understands that “shouting” has less to do with raising one’s voice, and more to do with taking one’s staff out for lunch once, or twice a year.
  2. Is a hockey fan and faithfully supports the Canucks.
  3. Has a sense of humour and makes coming to work fun.
  4. Believes that people under their control, are also under their protection.
  5. Makes sure their staff understands and has the training to do what they want them to do and then gives them the space and time to do it.

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Tips and Best Practices

A Day in the Life of Internal Controls  

By Vinyse Barber, Internal Auditor

Regardless of whether or not you’re in a finance-related role or have been visited by the external or internal auditors, most employees have heard about “the importance of internal controls.” Fear not – “internal controls” is definitely not a term to be scared of. In fact, each and every one of us uses internal controls in our everyday lives.

At work, an internal control is a process designed to provide reasonable assurance that the University's objectives will be achieved. At home, we may use internal controls (though we don’t call it that) to ensure our personal objectives are achieved. Here’s a translation of control activities that are in effect at work to controls that you may have in your own life.

1. Physical security of assets – prevents theft of valuable items

  • UBC: Cabinets, offices and buildings are locked and alarmed
  • Home: House or apartment is locked and alarmed

2. Supporting documentation – ensures transactions are valid and accurate

  • UBC: Receipts are attached to requisitions and PCards
  • Home: Receipts are agreed to credit card statements

3. Authorization – ensures transactions are appropriate and authorized

  • UBC: Requisitions are approved by an individual who is authorized to do so
  • Home: Authorization of purchases by signing your cheques, using your PIN at the bank machine, and signing credit card slips

4. Bank reconciliations – detects errors in bank account

  • UBC: Bank reconciliations are performed for all bank accounts
  • Home: Bank book balancing

5. Review of accounts – detects errors in accounts and provides trend analysis

  • UBC: Monthly review of ledgers and financial reports
  • Home: Review of bank statements and investment reports

6. Purchasing procedures – ensures best value for money and reliability of vendor

  • UBC: Purchasing policies require purchase requisitions and a tendering process
  • Home: Shopping around for the best value and asking around for vendor references (home reno contractors, childcare providers, etc.)

7. Insurance policy – mitigates loss arising from theft

  • UBC: Insurance policies for property and liability; fleet; student accident and volunteer; business travel
  • Home: Insurance policies for home, auto and travel

8. IT controls – ensures system stability, reliability and security

  • UBC: Anti-virus software, firewalls, backup, passwords
  • Home: Anti-virus software, firewalls, backup, passwords

This list is just a small sample of internal controls that we use at work and at home. As you can see, internal controls play an important role in minimizing risks that may affect the University or our own lives. With our collective effort, we can all help ensure the University continues to achieve its objectives by adhering to policies and procedures that integrate good internal controls.

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The Coaching Advantage

Be Ready for Change

By Nancy Hogan, CEC BBA

coaching-advantage-logo

Coaching is about change. It involves change at different levels – learning new skills, enhancing current skills, setting boundaries, transforming values, beliefs and behaviours. Working with a coach can help you develop more successful habits in managing change.

Sometimes we don’t recognize the need for change. What has worked in the past may not continue to work if you want to create a different future or function at a different level. A coach can help you track change through the coaching process where the focus is held on the critical aspects of change – where you are now and where you want to be in the future.

Three things may happen when dealing with change. First, you may resist change and fight against your own growth. A coach can help you identify the root cause by creating awareness of the circumstances when resistance to change occurs. Secondly, you may not recognize the changes that you are going through. Having a coach reflect back to you observations of your situation may shine a light on things you have not been aware of before. The third point to acknowledge is that you may experience resistance from other people as you are going through change which may be difficult to deal with. Everyone processes change at different rates and some need more time than others to come to terms with a new situation.

A small action can significantly alter life and you may not even realize it. A coach can work with you to help you stop and really acknowledge breakthroughs and shifts that have occurred or are underway. Ensuring you stop to celebrate change in a way that is meaningful for you is another important aspect in a coaching relationship. How often do you complete one significant goal or project and then madly rush on to the next one (without even stopping to take a breath)?

Making significant personal and professional change can be hard work made easier by working with a coach. A coach can help you get clear on what really matters and maintain a positive outlook in the process by focusing on managing what is in your control.

What is your readiness for change?

Nancy Hogan is part of UBC’s award-winning Coaching Program, which offers one-on-one coaching services with a professional coach, team coaching and skill development in coaching. Services are available to all UBC faculty and staff.. For more information about UBC's Coaching program, visithttp://www.hr.ubc.ca/odl/coaching/  open link in new window (or tab)

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Anti Bullying

By Sharon Cory, CHRP

February 25, 2009, Pink Shirt date has passed again.  Hopefully, this day has reminded a few more people that bullying is not acceptable.  Workplace Bullying can be insidious and leave deep scars on those who have been a target.  A boss or co-worker yelling at you, speaking in a threatening tone, expressing "So maybe look for another job", or a Manager speaking behind your back to others on a team are but a few examples of situations that are unacceptable.  Bullying is usually seen as an act or verbal comment that could 'mentally' hurt or isolate a person in the workplace.  Sometimes, bullying can involve negative physical contact as well.  Bullying usually involves repeated incidents or a pattern of behaviour that is intended to intimidate, offend, degrade or humiliate a particular person or group of people.  It has also been described as the assertion of power through aggression. 

Placed in an environment where this type of action occurs, individuals can experience a definite increase in anxiety, depression and stress which in turn can affect the well being of the recipient and the daily success of the workplace. You should never believe you are alone or that this behaviour is acceptable.

As an AAPS member you can call the AAPS's Office or contact Human Solutions, your EFAP Service Provider directly.  As we have cases of this nature, we do understand that there are some of the membership who require assistance with such issues.  The workplace needs to be respectful and we are all accountable for this.  A powerful statement by Tim Fields reads "Those who can, do. Those you can't, bully."

(With information from Canadian Centre of Occupational Health and Safety)

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COMMUNITY ANNOUNCEMENTS

UBC Botanical Gardens

botanical-gardens

 

The UBC Botanical Garden offers staff membership for just $5 a year.

The UBC Botanical Garden offers visitors many acres of spectacular gardens to explore. This year-round destination has something for everyone. From the Asian garden, to the Food garden, there is just so much to explore. Your membership also includes Nitobe Memorial Garden. Nitobe Memorial Garden, a traditional Japanese tea and stroll garden, is considered among the most authentic Japanese gardens in North America. It’s amazing that we have these two wonderful gardens on campus and we encourage staff to use them to their full advantage. Take a peaceful break and come for a walk in the garden on your lunch break.  

Don’t forget The Shop in the Garden gift shop is well stocked with gift ideas, and meeting spaces are available at economical rates for UBC internal meetings.

For more information please visithttp://www.ubcbotanicalgarden.org/visitorinfo/  open link in new window (or tab)

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Your Voice Matters: Workplace Experiences Survey Closes

By Human Resources UBC

Thank you to AAPS members who participated in UBC’s Workplace Experiences Survey earlier in the month. The Survey is an opportunity for staff and faculty across the university to provide feedback about what it is like to work, research, and teach at UBC. The findings of the Survey are critical in creating a blueprint for the future of our workplace practices. Survey results will be released to the UBC community online and at the Focus on People Town Hall in the Okanagan (June 8, Fipke Centre) and in Vancouver (June 11, Ponderosa Centre).

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Invite to UBC Staff Pension Plan Open House

By Human Resources UBC

AAPS members who are members of UBC’s Staff Pension Plan are invited to the annual Open House in May.

Vancouver Campus
Friday, May 29/09 
11:30 am to 1:15 pm 
Ponderosa Centre (Arbutus Room)

Open to all members of the Staff Pension Plan. An Open House for the Staff Pension Plan members at the UBC Okanagan campus is tentatively scheduled for the fall.

 

 

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