On the Radar Volume 11 Number 1

April, 2015

A newsletter for members of the Association of Administrative and Professional Staff at UBC

In this issue








Register for the AAPS Spring GM and Benefits Presentation

Please join your Board of Directors for the Spring General Meeting & Benefits Presentation on Thursday, April 30, 2015, from 12:00pm to 2:00pm.

Kevin Jeffrey will deliver an engaging presentation on benefits trends and updates on the UBC M&P insurance benefits plan. Kevin is AAPS’ benefits consultant and a principal at Pointbreak Consulting Group. We will have plenty of time for  questions.  

Your vote is needed on the 2015/2016 Proposed AAPS Budget. Please review the 2015 Spring General Meeting Agenda, and register today.

Attend in Person:
RSVP for the AAPS Spring GM
Thursday April 30, 2015
Party Room (2nd floor), Student Union Building, Point Grey Campus [MAP]
Lunch will be provided, and all registered attendees will receive a confirmation email
Please note that it is your right to attend the full meeting.

Attend via Webcast:
RSVP for the AAPS Spring GM Webcast
Thursday April 30, 2015
You can also request the webcast link to watch at a later date.

Staff Updates in the AAPS Office

At the end of March, AAPS said goodbye to Member Services Officer Luisa Liberatore. Luisa has taken a new position with the Post-Secondary Employers’ Association     ` as a Managing Consultant, Labour Relations. Along with supporting members on advocacy issues and through the grievance/arbitration process, Luisa staffed the Bargaining Committee, Advocacy Committee, Policy Review Subcommittee, and Board Effectiveness Subcommittee.

Luisa valued her time with AAPS and getting to know AAPS members. She has commented that representing AAPS members in their employment relationship with UBC and making strides towards strengthening the Collective Agreement have been very fulfilling for her both personally and professionally.

On behalf of the members, the AAPS Board of Directors thanks Luisa for her committed service to the organization and wishes her success in her new role.

If you have been working with Luisa on an advocacy issue, your file has been transferred to Sharon Cory. If you would like to make an advocacy appointment, please contact the AAPS Office.

AAPS Executive Director Search

The Executive Director Search Committee has met with its contracted executive search firm (Harbour West Consulting Inc.) to review candidate applications. In the coming weeks, they will shortlist candidates and begin the interview process. If you have any questions about the Executive Director recruitment process, please contact the AAPS Office.

Update: Your Insurance Benefit Plan at UBC

As part of an agreement negotiated in 2000 between The University and AAPS, UBC agreed to pay 1% of AAPS payroll per year to improve health and welfare benefits in lieu of a salary increase for our membership. This agreement is referred to as the 1% Benefits Accord. 

The negotiated benefit improvements included in the 1% Benefits Accord include the following:

  • Added a prescription drug card
  • Added oral contraceptives
  • Added orthotics at $400 per year 
  • Increased vision care to $400 every 2 years
  • Increased hearing aids to $900 every 5 years
  • Increased Psychologist visits to $1,200 per year
  • Increased Massage Therapists and Physiotherapy visits to $750 combined maximum per year 
  • Increased other paramedical practitioners to $600 combined maximum per year 
  • Increased orthodontics to 65% reimbursement with a lifetime maximum of $3,000
  • Added Orthodontics for adults
  • Payment of 25% of MSP premium

The intent of the Accord was for the combined cost of the benefit improvements to not exceed 1% of AAPS annual payroll. Over the past 15 years, the Accord has resulted in surpluses and deficits, and changes have been made periodically to the health and welfare plan as necessary to keep the value of the benefit improvements within the 1% Benefits Accord.  In the last several years, the increasing cost of Health expenses (prescription drugs, paramedical benefits, vision benefits, dental expenses) have outpaced the growth in salaries resulting in the Accord approaching a deficit position.

Your AAPS Board of Directors considered a number of alternatives to keep the Accord on-side and it was determined that eliminating the MSP premium benefit provided the most impact and allowed us to leave the other benefits unchanged. Therefore, payment by UBC of 25% of your MSP premiums will be eliminated effective July 1, 2015. 

This situation has prompted your Board to begin a strategic review of all the elements of the Benefit program to ensure the benefits provided by UBC are contemporary and consistent with Best Practices. We will begin this process in the next several months and will report back on our progress.

If you would like to learn more, attend the AAPS Spring General Meeting on April 30, 2015.

M&P Staff Professional Development Fund is Open

The M&P Staff PD Fund opened on April 1, 2015 for the 2015/2016 funding year. The fund is open to all AAPS members on a first-come-first-served basis, up to a total of $550 per fiscal year.

We are pleased to remind members that on July 1, 2015, an additional $70,000 will be added to the fund. This is the first of a series of increases negotiated by the AAPS bargaining team as part of the 2014–2019 Collective Agreement.

You may use the PD Fund for such activities as:

  • Courses, workshops, training
  • Web-based learning
  • Conferences
  • Travel to attend professional development out-of-town
  • Purchase of books and professional journals
  • Professional membership fees for designations that are not required by your job description
  • Coaching sessions (ICF certified coaches)

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

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

The AAPS Board considers adequate PD funding for members to be a strategic priority. Significant gains were made in this round of collective bargaining to increase the fund over the next five years.

UBC’s New EFAP Provider

On April 1, 2015 Shepell became the new Employee and Family Assistance Program (EFAP) service provider for all UBC employees. Shepell is the largest EFAP provider in Canada and has extensive experience working with post-secondary institutions.

Please remember that EFAP is not only for times of crisis, but also for planning and prevention. You can also use EFAP services to take positive action for yourself or your family in areas such as financial planning, legal support, health coaching, career planning, and resource support for childcare or eldercare.

The EFAP Committee is comprised of representatives from UBC HR, staff and faculty unions and associations, including AAPS.  If you would like a presentation about EFAP for your department or unit, please contact colin.hearne@ubc.ca. If you are experiencing any challenges with the new EFAP service provider, please contact the AAPS Office.


Is Your Workload Changing?—Addressing Excessive Hours of Work

by Luisa Liberatore

AAPS regularly receives queries around hours of work. Many members request information on how to deal with increasing workloads and excessive hours. A typical scenario that AAPS hears is:

Someone in the work unit has left, either through resignation or was let go. Rather than replacing the individual, the unit redistributes the work portfolio of the incumbent, increasing already full workloads of people within the unit.

The 2014 Workplace Engagement Survey for AAPS Members found that the vast majority (71%) of members work beyond the standard work week of 35 hours. UBC is fortunate that our members, overall, are committed for the long term and want to help UBC be a great workplace environment. However, it is unfortunate that there are inconsistencies in recognizing and acknowledging the significant amount of hours our members contribute. The survey revealed that members feel that there is a lack of transparency, recognition, and appreciation of their contributions.

Findings in the 2012 National Study on Balancing Work and Caregiving in Canada by Linda Duxbury of Carleton University and Christopher Higgins of the University of Western Ontario showed that “more than half of the survey’s respondents took work home with them, putting in an average of seven extra hours a week from home. Nearly two-thirds spent more than an hour a day catching up on e-mails; one-third spent more than an hour e-mailing on their days off.”[1]

Workload and hours of work complaints are not new news to UBC. The 2011 Workplace Survey results showed that one area of improvement for the University was workload. Regrettably the University did not initiate any action plans to address the issue. The 2014 Workplace Survey results showed that, on average, 42% of staff at both campuses report that workload is a source of stress, followed closely by lack of communication and organizational change. It is hoped that the University will take this data into consideration when developing its actions plans in response to the survey.

A 2008 review[2] of a 2007 Nordic report demonstrated that reducing hours with wage compensation, rapidly rotating shifts, and increased influence on work schedules “all showed positive effects.”  A 2014 paper published in the American Journal of Industrial and Business Management[3] showed that flexible working hours such as flexibility in scheduling, telecommuting, job sharing, and part-time work contributed to an increased sense of work-life balance.

While the University has a right to organize its workplace, it must do so in a manner that is fair and in keeping with the Collective Agreement. The Collective Agreement has provisions regarding working significant additional hours of work that all AAPS members should be aware of. Article 10.4 states

 “The University recognizes that the contributions of M&P staff often take the form of hours worked outside the standard work week. This contribution is recognized in the greater flexibility in working conditions and the accelerated pace of earning vacation time afforded to M&P staff relative to other staff groups.”

Most M&P staff receive paid leave between Boxing Day and New Year’s Day (Article 12.10) as a way to offset some of the significant amounts of hours of work that are over and above the usual job requirements. Article 10.3 provides for the flexibility of workplace options such as “flex time, flex days, job sharing, and telecommuting.”  It is worth noting that the Employment Standards Act, Section 39 also states that “an employer must not require or directly or indirectly allow an employee to work excessive hours or hours detrimental to the employee’s health and safety.”

As a first step, AAPS encourages members to have a proactive conversation with their supervising manager about working significant additional hours. Members can also connect with an AAPS Member Services Officer for counsel and support in navigating this often difficult conversation. Ultimately, the discussion should clarify what the expectations are, how the additional hours of work will be tracked/monitored, and how the contribution will be recognized. It should be noted that the spirit of Article 10 is not about hour-by-hour tracking, but recognition. If an employee and their managing supervisor are unable to reach a reasonable compromise, the M&P employee is encouraged to contact the AAPS Office for further support and advice.

Excessive hours of work is a priority for the Board and will inform future discussions with the University. Studies have shown that by not addressing the issue, the employer runs the risk of increasing the costs of absenteeism, productivity, and retention. If the University wishes to control costs, it should not be at the expense of members’ health and well-being. Taking more proactive approaches will result in lowered costs. Recently the University introduced Telecommuting at UBC for Management and Professional Staff at UBC. This is seen as a good first step, and AAPS hopes that many members can benefit from it.

AAPS will continue to work on members’ behalf to ensure the  workplace is fair and equitable.


[1] Canada’s work life balance more off-kilter than ever, Josh O’Kane, Globe and Mail, October 25, 2012

[2] Workhours and worklife balance, Albertsen K., Rafnsdottir G.L., Grismo A., Tomasson K., and Kauppinen K., SJWEH Suppl. 2008, no 5; 14-21

[3] Impact of Flexible Working Hours on Work-Life Balance, Shagvaliyeva S and Yazdanifard R., Amercian Journal of Industrial and Business management, 2014, 4, 20-33


About AAPS’ Advocacy Services

We are here to support you on issues in the workplace. We work exclusively for you and provide confidential, professional, strategic labour relations advice that is in your best interest. No question is too small. Make an appointment by phone at 604.822.9025 or online.

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

  • Disciplinary meetings
  • Investigations
  • Bullying/harassment concerns
  • Taking a leave of absence
  • Conflict in the workplace
  • Questions about the Collective Agreement
  • Before signing an appointment, termination, disciplinary letter or release form

Questions brought forward raise AAPS' awareness of activities on the University's campuses and ensure the Collective Agreement is being appropriately and consistently applied.

Understanding Your Collective Agreement

In every issue we review articles from the AAPS Collective Agreement. Have a suggestion for Understanding Your Collective Agreement? Email us.

Pay Structure and Salary Administration

Members often have questions about pay.  Letter of Agreement #1 of the Agreement addresses pay structure and salary administration. A member’s salary may be increased as a result of the following:

  • General wage increase (GWI)
  • Market surveys
  • Completion of probationary period
  • Progression towards midpoint
  • Merit


During this last round of bargaining, the following GWI’s were negotiated and agreed to:

  • July 1, 2015 – 1%
  • July 1, 2016 – 0.5%
  • May 1, 2017 – 1%
  • July 1, 2017 – 0.5%
  • May 1, 2018 –1%
  • July 1, 2018 – 0.5%
  • May 1, 2019 – 1%

The respective salary scales are found in Document A of the Agreement.

Market Survey:

During the 2012 collective bargaining round a mediated agreement was reached on the 2011 Market Salary Survey. Some members received salary increases as a result of changes to the classification of specified job families.

AAPS anticipates the University will be undertaking another review in either 2015 or 2016 as best practice encourages a survey every three to four years. In the 2014 collective bargaining round, both parties agreed to amend language in Letter of Agreement #1 as per the 2012 mediated settlement. Revised language ensures UBC’s commitment to consulting AAPS on methodology prior to the next market survey and to implementing the results of the market survey in a timely manner. Document C of the Agreement lists the comparators and includes educational organizations, as well as large, complex, public, and private sector companies.

The AAPS Board will continue to press the University to ensure all members are at least at the 50th percentile as outlined in the Collective Agreement and ensure a fair and transparent process for evaluating and implementing the market survey on an ongoing basis.

Probationary Salary Increases:

Upon completion of a probationary period, a member is eligible for a probationary salary increase. UBC HR provides a guideline of 4%.

Progression Towards Midpoint:

As employees progress in their respective roles, and have demonstrated satisfactory performance, they will also progress through the salary range. These salary increases are called career progress increments or progression towards midpoint. Movement typically occurs annually following a performance review.

M&P staff should receive such an increment once annually. Provided satisfactory performance, there will be up to four increments from the salary at which the employee was hired to the midpoint of the salary range. For example, a manager hired on October 15, 2014, who has demonstrated satisfactory performance will be at mid-point on October 15, 2018 at the very latest.  Depending on where you start on the salary scale, you can reach the midpoint in less than four years.


Salary increases beyond midpoint occur on the basis of a performance-based merit pay model.

Merit pay is determined annually by the University. Communication from UBC HR typically goes out in late May/early June. Implementation dates may vary from department to department. It can be the employee’s anniversary date, the July 1st date, or the department’s business date, i.e., fiscal year. It depends on past practice in the department.

To better understand how merit is awarded, members are encouraged to review the 2014 memo found: http://www.hr.ubc.ca/compensation/salary-administration/salary-progression/merit-pay/

Negotiating Pay:

The salary grids in the Agreement are guidelines to salaries. They do not preclude your individual ability to negotiate your salary but do provide minimum salary requirements for each classification.

Sick Leave and Documentation

Article 12.3 of the Agreement addresses leave of absence due to illness or injury. AAPS members who have completed their initial probationary period in an M&P role are entitled to six months paid leave per illness or injury. Unlike some other bargaining units, sick leave is not a benefit that members ‘earn’ or ‘bank time’ if they have completed an initial probationary period. There has been some confusion from members on this point due to the tracking mechanisms implemented by the University.

The employer does have a right to track attendance and inquire on absences that are recurring or lengthy. If an employee expects to be unable to attend work for more than five days, then they may have to provide a medical note to their manager. During the 2012 round of collective bargaining, both parties agreed that if a satisfactory medical note is provided, subsequent notes requested by the employer will be paid for by the employer. During this last round of bargaining, both parties agreed to language on what defines “satisfactory” and meets common law obligations on what an employer has a right to know.

Amendments to Article 12.3.1 now defines satisfactory information as:

  • Confirmation that an employee is too ill to attend work;
  • General nature of the illness. For example: blood disorder, surgical procedure, back injury... to name a few;
  • Prognosis, including the anticipated return to work date. For example a note may state that Mr. X is expected to make a full recovery and is expected to attend work regularly as of X date;
  • Confirmation on compliance with a treatment plan. This  has been an ongoing issue between the parties as UBC continues to request the nature of the treatment plan when inquiring; and
  • Information on limitations and/or restrictions that may require a modified return to work or accommodation.

Members who wish to better understand the sick leave provisions in the Collective Agreement or need advice regarding their particular circumstance are encouraged to contact the AAPS Office .

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, 2014 to February 28, 2015





Advocacy Issues


Open Grievances


All Terminations Without Cause



All Terminations Without Cause Detail

 Terminations Without Cause by Month

 Reasons for Termination Without Cause

July:  16

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

August:  9

September: 9

October:  6

November:  24

December: 1

January: 12

February: 11










Advocacy Issues Detail



Issues Handled




Search/Selection/Offer Letters









Classification & Reclassification

Job Family/Grade




Disability Benefits











Personal/Bullying /Sexual/Gender




Hours of Work

Time of Day/Day of Week









Leaves of Absence

Unpaid Leave




Maternity/Parental Leave









Performance Review





Secondment / Temporary Promotion

Other Positions




Sick Leave

Pay/Duration/Qualifying for





Voluntary termination




Department or UBC Changes









Term Appointments

Date Moved/Notice  Pay




Terminations Probation




Terminations With Cause

Gross Misconduct/Theft /Assault /Other




Terminations Without Cause

Unsuitability /Position Elimination /Reorganization /Budget Cuts




Workload Overtime










Other General Interpretations










End of AAPS Advocacy Report


AAPS Professional Development Program: Upcoming Sessions

The AAPS PD Program offers members the opportunity to enhance knowledge and build their professional network at no upfront cost through a variety of in-person sessions in areas such as Workplace Skills, Work/Life Effectiveness, and Management & Leadership Skills.

Upcoming Sessions:

VGH & Area: Bully-proofing Yourself, May 6, 2015
Financial Wellness Series, May 13–June 10, 2015
The Advanced Investor, June 24, 2015
Being a Better Negotiator in Business Situations, July 8, 2015
Presentation Skills, July 16, 2015

Senior Leadership Series:

Developing High-Performance Teams, May 28, 2015
Improving Your Team’s Engagement and Results, June 17, 2015
Understanding Organizational Behaviour, June 30, 2015
From INFORM to INSPIRE: A Framework for Leadership Communication, August 20, 2015

PD Quick Tips: Are You Using Your Tuition Fee Benefits?

One of the negotiated benefits available to members in the Collective Agreement is Article 13.6: Tuition Fee Benefits. While many members like to transfer this benefit to their children or spouse for undergraduate courses, Tuition Fee Benefits are an excellent professional development opportunity for members themselves.

If you use your tuition benefit personally, you have access to a wide range of continuing studies courses and the ability to subsidize your undergraduate or graduate degree (even some graduate programs with special fees).

Article 13.6.1 lists the areas and maximums where the Tuition Fee Benefit may be applied.

Eligible employees will receive a waiver of tuition up to the following yearly maximum limits:

  • twelve credits of UBC undergraduate credit courses; or
  • twelve credits of UBC graduate credit courses; or
  • UBC part-time or full-time graduate program fees; or
  • the dollar equivalent to twelve credits of UBC undergraduate credit courses, as tuition for non-credit courses or certificate programs offered by UBC Continuing Studies.

A detailed explanation of coverage can be found on the UBC HR webpage detailing Tuition Fee Benefits for M&P Staff.

Additional Resources

PD Quick Tips: The Wheel of Life Work™

Tim Stringer joined us in January to facilitate the two-part course Productivity and Self Management. As participants will be wrapping up their 90-Day goals this month (congratulations everyone!), we thought it fitting to have a look at Tim’s article on the “Wheel of Life.” Spring is a great time for reflecting and renewing, take a pause and consider your wheel.

A Snapshot of Your Life

If you’ve ever worked with a life coach, you’re likely intimately familiar with the “Wheel of Life”. For those of you who are new to this concept, the Wheel of Life is a coaching tool that allows you to take a visual snapshot of your life as it exists in the present moment. Life is, by its very nature, multifaceted. The most powerful and lasting approaches to growth and healing encompass all aspects of your being. Taking stock of your life and acknowledging and accepting where you are right now is a requisite first step to engaging in transformation.

The Wheel of Life includes all major areas of life, typically: career, money, health, friends & family, significant other/romance, personal growth, fun & recreation and physical environment. Download the Wheel of Life pdf.

The exercise is to assign a rating from one to ten for each of these areas. A score of one indicates that you’re thoroughly unsatisfied in this area and a score of ten indicates that this part of your life is off-the-charts amazing. And, there’s all the scores in between, with five often being expressed as an uninspired “fine”. A common trap is to label lower scores as “bad” and higher scores as “good”. I encourage you to approach this exercise from a very neutral place and accept life exactly as it exists in the present.

To read the full article, please click here


The Summer Networking Series Returns for a Third Season

The AAPS Member Engagement Committee is pleased to bring back the Summer Networking Series for 2015. Throughout June, July, and August we will be offering members the opportunity to learn more about where they work by touring an interesting space or place. The tour is followed by lunch and the opportunity to meet fellow AAPS members from different departments and units. Look for invitations to register in early June.

Are you in the Okanagan or at one of the hospital sites? If you work in an area or building that would make a great tour, please let us know.

New Member Information Sessions

If you have not attended the AAPS New Member Information Session, come out to one of our upcoming orientations and learn about your professional association at UBC. In this session you will:

  • Learn about who AAPS is and the services we provide for our members
  • Understand how AAPS can support you in your employment relationship with UBC
  • Get an overview of the Collective Agreement, Salary Scales and some of your negotiated benefits
  • Ask questions and meet fellow members

Fill out the member contact information form or contact the AAPS Office to register.


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.

Free Online Professional Development with Lynda.com


Free access to Lynda.com is now extended until March 31, 2019 according to the UBC HR website. Get online training videos on a variety of topics such as software skills, professional business practices, and new


technology tools. Training is free and self-paced. For more information and to sign up for access, please register at lynda.ubc.ca

Do you have any Lynda.com recommendations? Let your AAPS colleagues know on the AAPS LinkedIn Group.

Career Assessments, Peer Counselling and Organizational Coaching

Are you looking to make a change in your life or career? UBC Continuing Studies Life and Career Programs help you take charge of your career and personal success, and gain the knowledge and skills you need to embark on a new path.

  •  Use your tuition waiver benefit to assess your interests, skills, personality traits and values to discover more about your personal and career goals. Learn more about personalized and individual one-on-one career development and testing
  •  Get ready to make a powerful impact in your workplace. Peer Counselling Certificate Program (160-hour part-time program starts October 2015)
    • Practice basic counselling, problem-solving, decision-making skills, and learn to assist others to develop their personal potential for growth and chang
  • Organizational Coaching, Learn to take a coaching approach and develop your leadership and communication style. Courses offered year round or take a 3-day summer institutes in Appreciative Inquiry or Career Navigation; enroll immediately

For more information, check out Life and Career Programs or call 604.822.8585 to speak with a program advisor.

2015 Metro Vancouver Transportation and Transit Plebiscite

You have a role to play in shaping the future of our region’s transportation system.

This spring, people across Metro Vancouver will have a chance to vote on how to fund urgently needed transportation improvements across the region.  Voting packages have been sent to registered voters.  If you haven’t received a package, visit election.bc.ca.

Sign up to receive UBC’s transit referendum weekly e-newsletter, and be kept informed of highlights, important dates and campus events.

Subscribe at transportation.ubc.ca/vote, where you can also learn more about the Mayors’ Plan, its impacts and how you can vote in the referendum.

You have a role to play in shaping the future of our region’s transportation system.  Get engaged and make a plan to vote in the referendum by May 29.

VGH & Area: Lunchtime Fitness

The ICORD Centre is offering at-cost yoga, pilates and bootcamp classes May through August at the Blusson Spinal Cord Centre, 818 West 10th Avenue.

To sign up, or for more info: please contact Cheryl Niamath at ICORD (604-675-8844)

Okanagan and Point Grey—UBC Staff & Faculty Sports Day

Okanagan Campus —May 1, 2015

The 3rd annual UBC Okanagan Staff & Faculty Sports Day will be held on Friday, May 1, hosted by UBC Recreation and WRAP departments. The event is FREE for all UBC Staff & Faculty members. It’s a great way to get physically active and a good opportunity to do team building through physical, mental, and spiritual activities. As a bonus, free lunch is provided before the activities.

To register for Sports Day

To volunteer for Sports Day

Point Grey Campus—May 8, 2015

UBC Recreation and UBC Human Resources are excited to announce the 5th annual UBC Staff & Faculty Sports Day!  Running 11:30am–1:30pm on Friday May 8, this free event features an afternoon of great physical and mental team building activities. 

Registration is open now and closes at 12:00pm on Friday May 1.

Okanagan Campus—Staff Awards of Excellence Call for Nominations

The Staff Awards of Excellence celebrate outstanding contributions instrumental in helping UBC's Okanagan campus achieve its strategic imperatives, and to contribute to the commitment to create an Outstanding Work Environment, by:

  • Recognizing initiative, talent, creativity and dedication that enrich the work experience for faculty & staff
  • Strengthening recruitment and retention strategies to support UBC’s commitment to hiring the best faculty & staff

The deadline is July 17, 2015, please click here for more information.

UBC Arts & Culture Highlights—Point Grey Campus

UBC Staff receive discounted admission to most of UBC’s Arts & Culture District events. This special pricing starts at “free”!

A world of arts and culture is happening at the University of British Columbia’s Point Grey campus. 

Everything from theatre, film, contemporary and fine art, to music, opera, live performances and a world-renowned Museum of Anthropology are right at your doorstep.


MUSIC: Lila Downs at Chan Centre

April 26 at 7:00 pm

UBC Staff receive 10% discount, promo code UBCSTAFF

A social activist, world traveller and singer of astonishing power and grace, Mexican/American artist Lila Downs melds traditional Mexican music with blues, jazz and rock into a modern, living and utterly unique sound. More: http://www.chancentre.com/whats-on/lila-downs-0#sthash.mOCWVUXD.dpuf


MUSIC: Wu Man and the Shanghai Quartet at Chan Centre

May 9, 2015 at 8:00pm

UBC Staff receive 10% discount, promo code UBCSTAFF

Pipa virtuoso Wu Man has been called “a force of nature” by Gramophone Magazine and has acted as muse and inspiration for contemporary composers ranging from Tan Dun to Terry Riley. The Shanghai Quartet is one of the world’s foremost chamber music ensembles, known for their passionate musicality and impressive technique. For this special concert, the artists will explore the great music of China, looking back to their roots, but with a contemporary vision. More: http://www.chancentre.com/whats-on/wu-man-shanghai-quartet


GALLERY: c̓əsnaʔəm, the city before the city at UBC Museum of Anthropology

To January 2016 

FREE with Staff ID

On now: c̓əsnaʔəm, the city before the city at MOA will leave the visitor with a different understanding of the deep history of what is now known as Metro Vancouver.  

Told from the first-person perspectives of Musqueam community members both past and present, this exhibit seeks to replicate aspects of Musqueam ways of educating. 

More: http://www.thecitybeforethecity.com  


OPERA: Choir Practice

May 8, 9 at 7:30 pm

UBC Staff receive student price $15

Experience the world premiere of Choir Practice, the latest work by dynamic husband and wife team, composer Dr. Stephen Chatman and lyricist Tara Wohlberg. This one-act comedic opera about a choir comprised of an eccentric cast of misfits promises to take audiences on an entertaining ride. 

More: http://music.ubc.ca/world-premiere-of-choir-practice/

Find out more about what’s happening at UBC’s must-see cultural spaces on the UBC Arts Bucket List!

Spring 2015 Wall Exchange: The Secret Social Lives of Bacteria

The Secret Social Lives of Bacteria
Dr. Bonnie Bassler, Molecular Biology, Princeton University

Moderated by the CBC's medical sciences reporter, Kelly Crowe

May 26, 2015
7:30 pm. Doors open at 6:30 pm.
Vogue Theatre, 918 Granville Street, Vancouver
Tickets available online, or by calling the Vogue Theatre Box Office: 604-569-1144 

Learn more:

Bacterial behaviour may hold key to combatting antibiotic resistance
The Wall Paper

The Wall Exchange is a community program and downtown lecture series created by the Peter Wall Institute at UBC. The program brings prominent public intellectuals to Vancouver for a lecture and a forum for the discussion of key societal issues that impact us all.

Register TODAY for Spring Fitness at UBC BodyWorks! 

Suitable for all ages and abilities and staffed with certified professionals specializing in sport and injury/disease prevention! For details, please visit our website:  www.outreach.kin.educ.ubc.ca/bodyworks

  • Spring Term Fitness Classes (April 27 - July 31)
    • Rates as low as $5/class.  To register, call 604.822.0207.
  • Personal Training
    • Rates as low as $35/hr.  *Some Conditions Apply

UBC Open Minds Forum

UBC is a big place. Make sure your voice is heard.

UBC Communications & Marketing is excited to introduce the Open Minds Forum for faculty and staff. 

As a member of this thriving online community, your ideas and experiences will help shape the future of UBC.​

Link: https://openminds.ubc.ca/R.aspx?a=233 (this is a special link that allows people to set up an account)

Have an Idea for UBC?

Have you ever had an idea about how to do things better at UBC?

Now’s your chance to have that idea put into action. If your idea is selected, you will receive up to $1,000 towards your professional development. The deadline is May 13, 2015

If you don’t have an idea right now, don’t worry. You’ll be invited to submit your suggestions again next February.

Link: http://www.vpfinance.ubc.ca/2013-14-actuals/have-your-say/

New Faculty and Staff Content on ubc.ca

UBC Communications and Marketing has recently launched new content on ubc.ca for faculty and staff. These changes come in direct response to feedback we have gathered from  colleagues over the last 6 months and are designed to create a gateway to timely updates, important resources and provide the chance to connect with our community—both through events and storytelling. 

If you have content you’d like to share via this site (whether it be timely updates, story ideas or colleague recognition), you can do so by submitting your content via this online form

Thank you for reading On the Radar. This newsletter is published under the guidance of the AAPS Communications Committee. Please send feedback to aaps.pd@ubc.ca