On the Radar Volume 3 Number 1

“On the Radar” is an electronic news bulletin for members of the Association of Administrative and Professional Staff at UBC. It is published via email (text version) and on our website (including graphics) on a periodic basis throughout the year, under the guidance of the AAPS Communications Committee (Chaired by Wendy Ma). Writing and editing by David Harvey. Layout and design by Petra Ormsby. Web design and graphics are by Michael St. Claire. Members wishing to make submissions please contact David Harvey at david.harvey@ubc.ca . Submissions in this issue include items from: Catherine Yee, Nancy Mann, and Alia Somji.

Happy New Year AAPS members!

On the Radar has been “off-line” throughout last summer and fall. We apologize for our absence which was due to the staff being very involved in research and preparations for the salaries arbitration. Lots has happened in the past few months and we hope that this edition helps keep you up-to-date.

In This Issue

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

Compensation Grievance Settled – Retro Payments Expected in February & March:

The salaries grievance was settled at arbitration on December 8, 2006.  UBC has advised us that PSEC (the Public Sector Employers Council) has now approved the settlement and that UBC intends on making retro payments to the members in the affected job families on February 28, 2007 (July 1/05 retro) and March 15, 2007 (July 1/06 retro).

Here is the PDF document: AAPS and UBC Resolve Salaries Grievance.  (pdf)  As promised the information sessions are being arranged and will be scheduled in February.  Date, times, and locations will be emailed as soon as they’re confirmed.

The settlement brings a number of classifications within certain job families up to the “market” rate (50th percentile) for 2004. It addresses the pay of about 1,100 of 2,400 AAPS members. Going forward we expect that UBC will conduct individual market surveys for all 41 job families in 2007. This is the only way the University can meet its decade-old commitment to pay M&P staff at the 50th percentile. We know that the general wage increases of 1.5% in 2005 and 2% in 2006 are woefully inadequate to keep pace with a salaries market that has been rising at better than 3% per year since 2004. It is also apparent that with the long-heralded labour shortage now upon us UBC already faces intense competition for scarce skill sets. Inadequacies in our compensation will only exacerbate our ability to attract the best and the brightest to work on the tip of Point Grey and on our other campuses.


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Mileage Amount Changes: AAPS Pressing for Better Deal

It was announced last week that the UBC Travel Committee was raising the mileage rate effective January 22, 2007 from $0.38 per kilometre to $0.40 per kilometre.  (See UBC Policy #83).  On October 24, 2006 AAPS made a presentation to the Committee.  The substance of that presentation was that some AAPS members are using their own vehicles extensively (hundreds and occasionally thousands of kilometres per year) to conduct UBC business and that UBC’s mileage rate is significantly less than both the actual cost of vehicle operation and the mileage rates of either the provincial ($0.47/km) or the federal government ($0.51/km).  AAPS relied on the Canadian Automobile Association’s publication “Driving Costs – 2005 Edition”.  That publication pegs costs as follows:

  • Chevrolet Cavalier Z-24:                  $0.515 per km
  • Dodge Caravan:                               $0.568 per km

AAPS’ concern is that a small number of M&P staff is in essence subsidizing the operation of the University by providing personal vehicles at sub-standard reimbursement rates.  The Committee had a good discussion of the matter and we hope that there will be a resolution forthcoming this year that will work for our “high-mileage” members.  The option put forward for consideration by a senior administrator was to provide two mileage rates: one for travel on PD at the current rate of $0.40/km and a second for use of personal vehicle to conduct UBC business at a more competitive rate per kilometre.

We will continue to urge the Administration to resolve this issue which has a great impact on albeit a small number of our members. 

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AAPS Professional Development (PD) Opportunities…

The AAPS PD Committee has sorted through the (more than 600) responses to our member PD survey.  Based on your feedback we are planning events for the coming months.  The greatest interest expressed by members was in topics related to professional skills, communications skills and lifestyles issues.

Project Planning Seminars Coming Soon: Register Now

The four seminars on Process Mapping that AAPS offered in 2006 were very well received and we have many people seeking more in-depth project planning training.  We are pleased to announce two sessions of the two-day Project Planning seminar to be presented on the following dates:

Session 1: Feb 21 & 22                   0830 to 1630

Session 2: March 21 & 22               0830 to 1630

Access is limited to 20 persons per session and there is a small charge of $150 to partially offset the cost of these programs.  Members can use some of their individual PD funds to cover the cost of these programs.  Contact Petra Ormsby at 604-822-9025 or petra.ormsby@ubc.ca to apply.  Registration is on a first-come, first-served basis.

“Brown-bag” Lunch-time Seminar Series - FREE

The AAPS PD Committee is arranging a series of monthly lunch-hour seminars to bring you topics of interest.  Many of our speakers will come from the UBC community and their presentations will span a broad range of topics in the areas of communication skills, lifestyles issues, personal skills and general interest.  There is no charge for the Lunch-time Seminar Series and please feel free to bring your “brown bag” with you.  We will e-mail members the full list of seminars as soon as dates, times and locations are finalized.

In the first session Nancy Payeur, Director, Interlock EFAP Services will reprise the highly rated presentation that she gave at the Wellness Symposium in November. (Unfortunately due to the weather that day many people were unable to attend and we are therefore presenting this very entertaining and useful session another time.) The event is scheduled for:

Date:Feb 28th
Time:12:00pm – 1:30pm
Location:TBA to those who RSVP
Topic:Building Personal Resiliency
Bonus Topic:Includes a quick overview of EFAP *

* UBC’s Employee & Assistance Program


Registration: FREE but …

please RSVP to Petra Ormsby at 604-822-9025 or petra.ormsby@ubc.ca


Reminder: Your Individual PD Funds

Members are reminded once again that our new collective agreement provides for individual PD funds up to $250 per person per year (pro-rated for part-timers). The money comes from a central fund administered by the Organizational Development and Learning department of Human Resources. The fund commences retroactive to July 1, 2005 with $70,000 and it grows by $95,000 per year until it reaches $450,000 at the end of the current contract. To apply or review the guidelines go to the following webpage:http://www.hr.ubc.ca/odl/funding/AAPS.htmlopen link in new window (or tab)

Your PD/Speaker Suggestions

If you have a topic or speaker suggestion for the PD Committee please contact Petra Ormsby at 604-822-9025 or petra.ormsby@ubc.ca

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UBC PD Opportunities

Listed below are workshops and seminars available through UBC’s Organizational Development & Learning Department. The title of each course is a link that will take you to the course outline. At the bottom of the list are instructions on how to register.

Spaces are available in the upcoming workshops:

Finance-related workshops are now being offered directly through the Financial Services Department rather than through the MOST Program. For further information, please visit the Financial Services website open link in new window (or tab) or contact Keith Kawa at kkawa@finance.ubc.ca.

To register for any of the courses listed above, complete the information below and forward this to mostreg@hr.ubc.ca  or fax to 822-8134.

Workshop title:
Employee ID no.:
Phone number:

For more information, see the MOST Registration Guidelines open link in new window (or tab)

Interested in more learning opportunities?  Browse through more workshops with the MOST Online Catalogue.  open link in new window (or tab) The MOST Program is one part of Organizational Development and Learning's service solutions for the individual, the team, and for the organization.   

MOST Program

Organizational Development & Learning, UBC Human Resources
350 - 2075 Wesbrook Mall  V6T 1Z1
Tel: 822-9644, Fax: 822-8134


www.hr.ubc.ca/odl/ open link in new window (or tab)

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External PD Opportunity: Appreciative Inquiry Conference in Vancouver

An exciting conference is coming to Vancouver in 2007! Three of the key leaders in the field of Appreciative Inquiry will be holding a conference here in Vancouver on February 15th and 16th. Sponsored by the B.C. Ministry of Education and the Corporation for Positive Change, proceeds from the conference go to the Children's Foundation.

Appreciative Inquiry is an approach to resolving issues in organizations. The excerpt below from Wikipedia explains: Appreciative Inquiryopen link in new window (or tab)

Appreciative Inquiry (AI) is a process for engaging people across the system in renewal, change and focused performance. The basic idea is to build organizations around what works, rather than trying to fix what doesn't. A proven benefit of the approach is its reliance on the acknowledgement of contribution at the individual level, which leads to trust and organizational alignment. Since the method creates meaning by drawing from stories of concrete successes and lends itself to cross-industrial social activities, it is enjoyable and natural to many managers, who are thought to be naturally social people focused on the bottom line.

Appreciative Inquiry was developed by David Cooperrider open link in new window (or tab) of Case Western Reserve Universityopen link in new window (or tab) It is now a commonly accepted practice in theevaluation open link in new window (or tab) of organizational development strategy and implementation of organizational effectiveness tactics.

Appreciative Inquiry utilizes a 4-stage process focusing on:

  1. DISCOVER: The identification of organizational processes that work well.
  2. DREAM: The envisioning of processes that would work well in the future.
  3. DESIGN: Planning and prioritizing processes that would work well.
  4. DESTINY (or DELIVER): The implementation (execution) of the proposed design.

For conference details, see the PDF brochure on the web at: http://www.tcf-ti.comopen link in new window (or tab) Please note that all UBC participants as well as our coaching associates will benefit from a UBC group rate.

For further information contact:

Alia Somji
Organizational Development & Learning, Human Resources
#350-2075 Wesbrook Mall
Vancouver, B.C, Canada V6T 1Z1

T: 604.822.4197 F: 604.822.8134 E:alia.somji@ubc.ca

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To be held at

Simon Fraser University at Harbour Centre
Vancouver, British Columbia

April 11 – 13, 2007
8:00 AM - 5:00 PM


The Grant Institute’s Grants 101 Course is an intensive and detailed introduction to the process, structure, and skill of professional proposal writing. This course is characterized by its ability to act as a thorough overview, introduction, and refresher at the same time. In this course, participants will learn the entire proposal writing process and complete the course with a solid understanding of not only the ideal proposal structure, but a holistic understanding of the essential factors, which determine whether or not a program gets funded. Through the completion of interactive exercises and activities, participants will complement expert lectures by putting proven techniques into practice. This course is designed for both the beginner looking for a thorough introduction and the intermediate looking for a refresher course that will strengthen their grant acquisition skills. This class, simply put, is designed to get results by creating professional grant proposal writers.

Participants will become competent program planning and proposal writing professionals after successful completion of the Grants 101 course. In three active and informative days, students will be exposed to the art of successful grant writing practices, and led on a journey that ends with a masterful grant proposal.

Grants 101 consists of three (3) courses that will be completed during the three-day workshop.


This course is centered on the belief that "it’s all about the program." This intensive course will teach professional program development essentials and program evaluation. While most grant writing "workshops" treat program development and evaluation as separate from the writing of a proposal, this class will teach students the relationship between overall program planning and grant writing.


Designed for both the novice and experienced grant writer, this course will make each student an overall proposal writing specialist. In addition to teaching the basic components of a grant proposal, successful approaches, and the do’s and don’ts of grant writing, this course is infused with expert principles that will lead to a mastery of the process. Strategy resides at the forefront of this course’s intent to illustrate grant writing as an integrated, multidimensional, and dynamic endeavour. Each student will learn to stop writing the grant and to start writing the story. Ultimately, this class will illustrate how each component of the grant proposal represents an opportunity to use proven techniques for generating support.


At its foundation, this course will address the basics of foundation, corporation, and government grant research. However, this course will teach a strategic funding research approach that encourages students to see research not as something they do before they write a proposal, but as an integrated part of the grant seeking process. Students will be exposed to online and database research tools, as well as publications and directories that contain information about foundation, corporation, and government grant opportunities. Focusing on funding sources and basic social science research, this course teaches students how to use research as part of a strategic grant acquisition effort.


$597.00 tuition includes all materials and certificates.

Each student will receive:

  • The Grant Institute Certificate in Professional Grant writing
  • The Grant Institute's Guide to Successful Grant Writing
  • The Grant Institute Grant Writer's Workbook with sample proposals, forms, and outlines


1) On-Line - Visit www.thegrantinstitute.com open link in new window (or tab) and click on the Registration area. Fill out the online registration form completely. We'll send your confirmation by e-mail.

2) By Phone - Call toll free (213) 817 - 5308 to register by phone. Our friendly Program Coordinators will be happy to assist you and answer your questions.

3) By E-mail - Send an e-mail with your name, organization, and basic contact information to info@thegrantinstitute.com and we will reserve your slot and send your Confirmation Packet.

You have received this invitation due to specific educational affiliation. We respect your privacy and want to ensure that interested parties are made aware of The Grant Institute

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Save Your Transit Pass: New Tax Exemption

After many years of lobbying, the Canada Revenue Agency announced (on June 19/06) that annual and monthly transit passes now earn an income tax credit.

If a transit pass displays the following information, the pass itself will be sufficient to support a claim for the tax credit:

  • an indication that it is a monthly (or longer duration) pass;
  • the date or period for which the pass is valid;
  • the name of the transit authority or organization issuing the pass;
  • the amount paid for the pass; and,
  • the identity of the rider, either by name or unique identifier.

If a transit user’s pass does not contain all of this information, the Agency advises that transit users also obtain a dated receipt, or retain cancelled cheques or credit card statements, to support the claim. The credit will be available for the portion of the pass that is used on or after July 1, 2006 even if the pass is purchased before that date.

Additional information on how to claim the proposed tax credit for public transit passes is posted on the Canada Revenue Agency Web site: http://www.cra-arc.gc.ca/open link in new window (or tab)

The transit pass credit, announced as part of the May 2006 federal budget, will allow individuals to claim the cost of passes for commuting on buses, streetcars, subways, commuter trains and ferries.  In addition to claiming his or her own cost of transit passes, an individual can make a claim on behalf of a spouse or common-law partner, and the individual’s children under the age of 19, to the extent that they have not already been claimed by them.

[From CRA Media Release]

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IRP: Big Things Afoot With the Long Term Disability Plan

“IRP” is the Income Replacement Program or another way of saying the LTD plan at UBC.  It is an unusual plan in that it is not a standard plan purchased from an insurance company.  Rather it is a self-insurance scheme that is 100% employee funded and which has some $35 million currently in reserves.

1. IRP: Tax Issue

We reported to members last fall that UBC (after some prompting) finally accepted that it is the legal trustee of tens of millions of dollars of employee funds that rest in the IRP fund.  UBC advised the employee groups in July that a consequence of these being employee funds is that earnings on the investments in the funds are taxable.  Unfortunately, since this plan was set up in 1984 no taxes had been paid.  UBC negotiated a settlement of the tax issue with the Canada Revenue Agency under which:

  • No tax is owed or payable from 1984 through 1999.
  • No penalties will be paid for failing to file income tax returns.
  • Taxes and interest are owed on earnings from 2000 forward.
  • Interest for the years 2000 and 2001 is owed at a reduced rate.

We applaud UBC for achieving a very favourable resolution but we note that once again the University did not seek the input or advice of its employee groups on an issue of fundamental concern to those groups.  Several of the union groups on campus are reviewing their legal options in this matter as they believe that there has been negligence by either (or both of) UBC and its consultants.  At this juncture AAPS does not believe there is any point in seeking legal redress for negligence as it appears that any negligence that occurred operated to save us millions of dollars in taxes (1984 through 1999) rather than cost us any money.

Fortunately the M&P portion of the IRP reserves was in a very healthy financial situation at the time this issue arose.  The outstanding taxes have been paid out of surplus reserve funds and the liabilities going forward have been recalculated to take into account tax costs on future reserve fund earnings. There is no risk to benefits of our members from this. However it does raise the two issues addressed immediately below.

2. IRP: Governance Issue

As a result of UBC finally agreeing that it is the trustee of the IRP funds we are now engaged in discussions with the Administration on the future governance of the IRP program.  AAPS position is that the people who pay 100% of the premiums need to have more of a say in plan design, and governance.  We have invited the other employee groups to join those discussions.  These discussions will continue in 2007 and hopefully will result in significant improvement in the IRP plan.

IRP: AAPS Examines Reduction in Member Premiums

For a number of years AAPS members’ contributions have been set at 1.4% of salary.  This amount has been more than sufficient to fund the liabilities of the plan.  Four years ago the plan was over-funded by 118%, three years ago by 132% and two years ago by 150%.  The actuary’s report for the past year now takes into account the revised tax situation and notes that the recommended contribution rate of premiums could be reduced to 1.3%.

There are three issues that could affect that rate in future:

  1. The number of employees on IRP has risen from 25 a year ago to 30 this year and to 32 half way through the current year.
  2. Changes to governance, design and structure could change the recommended premium rate.
  3. UBC charged a significant amount (several hundred thousand dollars) to the M&P portion of the reserves to reimburse it for legal fees and damages assessed by the courts against it.  AAPS is disputing this matter which we hope will result in UBC reimbursing the IRP funds to some extent.

At its regular January meeting, the AAPS Executive Board voted not to reduce the premiums paid by M&P employees until we have concluded the IRP structure and governance discussions and can assess the impact of any changes.  Members will be kept advised of the outcome of those deliberations.

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UBC Whistleblower Policy

In meetings with AAPS, the Human Resources Department has confirmed that the “whistleblower” protection available for employees reporting financial irregularities extends to reporting of non-financial irregularities as well.   The Administration’s direction in this matter is contained in a broadcast e-mail sent Oct. 6, 2004 jointly from two VP’s: Finance and Academic.  We have reproduced the e-mail below and recommend that members familiarize themselves with its provisions.  If you have concerns or questions as to how to handle such an issue, please contact the AAPS office for assistance.

-----Original Message-----

From: message@ubc.ca [mailto:message@ubc.ca]

Sent: Wednesday, October 06, 2004 12:04 PM

Subject: Broadcast E-mail: Reporting Incidents of Suspected Financial Impropriety

Changes in the business and financial environment are resulting in new standards of governance and accountability, especially in the area of possible accounting irregularities or fraud. In order to meet the current best practices, organizations are establishing and communicating "whistleblower" procedures to all members of the organization. The principles of a whistleblower process are to provide a workplace environment in which employees feel they can report their legitimate concerns, without risk of discrimination or other adverse employment actions. Whistleblower procedures provide a process for the reporting of employee complaints and concerns, on a confidential and anonymous basis.

The University has always been an open and accountable place, which encourages a culture of discussion, and which has provided, for many years, channels of communication for faculty and staff to convey their concerns.

The University has strong systems of internal control and other checks and balances, to help ensure high standards of financial administration. Notwithstanding these controls, the University also employs thousands of people, and improper financial events may occur, which are damaging to individual departments, and to the reputation of the University for financial integrity and public trust.

The purpose of this notice is to communicate the process that should be followed by faculty and staff with concerns regarding incidents of suspected financial misconduct.


The following procedures have been in place at the University for many years, but have not been formally communicated.

Employees are encouraged to report suspicious financial activity or concerns, to their administrative manager, and to the Director of Internal Audit. The report can be made verbally, or in writing, and can be made openly, confidentially or anonymously. The Director of Internal Audit can be reached at 604.822.9041, or by mail at #68-2075 Wesbrook Mall, Vancouver, V6T 1W5. Internal Audit reports to the Audit Committee of the Board of Governors, and is independent of University management.

All complaints or concerns will be taken seriously. The University is committed to promptly investigating allegations of improper activity.

Complacency, deception or cover up of wrongful acts is not tolerated.

The Internal Audit Department will conduct an objective, timely and fair investigation, respecting the rights of individuals. The anonymity of the person providing the information will be maintained.

Internal Audit will report on each allegation, to the appropriate member of senior administration, and to the Audit Committee of the Board of Governors.

Employees found to have participated in wrongful acts will be subject to disciplinary action, which may include termination of employment and prosecution. These principles apply equally to all employees, regardless of their position, past performance or length of service. The RCMP will be contacted where criminal charges may be warranted. Disciplinary actions shall also apply to situations where an employee makes an unjustified allegation, with the intention of disrupting operations, or harming another member of the University.

The employee disclosing the improper activity will be protected from discrimination or dismissal. The University will not tolerate any retaliation directly or indirectly against anyone who, in good faith, makes an allegation of wrongdoing. The University will not reveal the identity of any person who makes a good faith allegation and who asks that their identity remain confidential.

Terry Sumner

Vice President - Administration and Finance

Lorne Whitehead

Vice President - Academic and Provost

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UBC Continues Breach of Performance Appraisal Requirements

Article 6 of the AAPS collective agreement requires that the University evaluate the performance of staff members once per year and provide probationary employees with at least two performance evaluations prior to the final month of probation.  The Advocacy Committee and AAPS staff members have repeatedly dealt with situations where employees are terminated without being advised that there is a problem and without their having been given the opportunity to rectify any deficiencies.   Such situations are not only blatantly unfair they are a clear breach of the commitments made under Article 6.  In the coming months the staff and Advocacy Reps will be working jointly with Human Resources to try to find a way to put an end to this problem. 

You can help:

  1. Be straight with the people you work with: ensure that you have ongoing discussions with your boss and with the people who report to you about performance.
  2. If you or a colleague is having difficulty: ask for help – don’t wait.  There are lots of resources at UBC including: colleagues at all levels, AAPS, the EFAP program and Human Resources to name a few.
  3. Regularly complete the formal appraisals that are required under Article 6.

If you need any information about Article 6 please review the contents or call AAPS at 822-9025 for assistance.

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Pension Changes for “High Earners”

The University advised the AAPS Executive Board in the late fall that the Staff Pension Plan was encountering significant difficulties with “high earners”.  The income tax regulations make it difficult to provide a “defined benefit” pension plan to persons earning over $120,000 per year (in 2006 dollars).  There are apparently a few dozen M&P folks in that fortunate tax bracket.  In order to equitably provide for pensions for those people without penalizing the rest of the members of the Staff Pension Plan it was recommended that we move the “high earners” in future (present employees excepted) to the Faculty Pension Plan.  AAPS and UBC have agreed to a minor variation of Article 12 such that all new hires into classifications with that earning power will be assigned to the Faculty Plan from the outset of their employment.  There is no change to existing employees. If you need specific information about this change and why it was necessary, please contact the Pensions Office at: 822-8114.

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   Meet Your Executive Board



Isabella Losinger is the recently elected Secretary of the AAPS Executive Board.

Isabella joined UBC in 1989 and currently manages the Master of Health Administration (MHA) program in the Department of Health Care and Epidemiology.

Her primary interest in serving on the AAPS Executive Board is to ensure that UBC remains a desirable place for people to work and learn.

Isabella says: “AAPS is an essential part of the university: a strong association will help us all enjoy a productive and rewarding career at UBC. (And it will also help us retain some quality time for enjoying our off-the-job pursuits.)”

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Susanne Schmiesing Resigns After 10 Years of AAPS Service

Susanne Schmiesing resigned from the AAPS Executive Board in December after 10 years of service to the Association.  Susanne was 1st Vice President at the time of her resignation but had been 2nd VP, Member-at-Large, and had chaired numerous committees during her tenure on the Executive Board.  In her “day job” Susanne is the Director of Finance and Administration for the Faculty of Education, an appointment that she took on in 2006.  Pursuant to the AAPS constitution the Executive Board will be moving to fill the vacancy in the next few weeks.

When you see her on campus please join the Executive Board and Staff in thanking Susanne for her long service on behalf of our members. 

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Daycare Space Crunch at Vancouver Campus

As many members know there is a critical shortage of daycare spaces at the Point Grey campus.  UBC previously committed to improving access to daycare for both students and employees but it seems that concrete hasn’t been poured in support of that commitment.  Now wait times can be up to two years and even if your child does get into the program, s/he may lose their space if there are no vacancies in the program when the child graduates from one level of care to the next.

The AAPS Executive Board voted to support a multi-party group of employees, parents, students and employee representatives in petitioning UBC for action on this important matter.  Good daycare is a significant recruitment and retention device for employees and it will become even more important as the labour shortage becomes more acute.  If you have concerns about this issue and want to become more involved please contact Sharon Cory in the AAPS office at 827-3516 or e-mail sharon.cory@ubc.ca.

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  Faculty & Staff Self Serve Payroll & HR Web Application

If you haven’t used it yet, it’s time you checked out the new self-service payroll and HR web application.  This new service allows you to check on your pay, benefits and other personal HR info on-line.  In the very near future UBC will move to eliminate the mailing of pay stubs thereby saving trees, time and money.  If you want a pay stub you can always access it on-line and print as necessary, but most employees find that they never need an actual stub since the records are available on-line 24/7.  Find out more about the service at: http://www.hr.ubc.ca open link in new window (or tab) (look for the small box at middle-right with a blue button in it that reads “cwl Login”) or by contacting your HR rep.

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FREE Employee & Family Assistance Plan: New LIFEHUB Web Resource

All UBC employees contribute a portion of the premiums of the Employee and Family Assistance Plan.  The EFAP exists to provide employees and their families with professional assistance on everything from personal crises to caring for aged relatives.  Our EFAP provider is Interlock and you can contact them on a totally confidential basis any time of night or day at:

  • Greater Vancouver: 604-431-8200
  • Toll-free: 1-800-663-9099
  • Emergency after-hours: 1-800-324-9988

EFAP services are FREE and CONFIDENTIAL.

Now Interlock has expanded their phone and in-person services to include a huge list of on-line resources entitled “LIFEHUB”.   All M&P employees should take a couple of minutes to check out the services available at: www.lifehub.com  

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UBCcard Open For Business

The UBCcard Program is the University's official identification card for UBC Vancouver faculty and staff.  Obtain your UBCcard by bringing one piece of government-issued identification and your employee number to the UBC Carding Office, located in the UBC Bookstore. The entire process takes less than two minutes!

The UBCcard facilitates:

  • A digital colour photo that provides visual card holder identification
  • Magstripe technology that enables electronic verification and the card holder's current status at the University
  • Dine and save with a Food Services Dining Convenience Plan (5% off all food and beverage purchases at all participating Food Service locations)
  • Library loans and services
  • Card access to university buildings and departments
  • Discounts on products and services offered by campus and off-campus vendors


There is no cost to obtaining a UBCcard. UBCcards are valid for up to five years or to the individual's term of employment. Replacements for lost, stolen and damaged UBCcards are subject to a $20 replacement card fee.

Department-Specific UBCcards

The UBCcard Program offers department heads and administrators three types of Department-Specific UBCcards that offer additional benefits to better suit the needs of their departments and users:

  • Special Order UBCcard displays the card holder’s job titles and departments on the bottom left corner of the front side of the UBCcard
  • Class UBCcard provide university buildings and faculties and departments with card access
  • UBCcard for Departments allow departments to allocate approved users access to Food Services’ dining convenience on credit

For more information regarding Department-Specific UBCcards, department administrators are asked to please contact Catherine Yee, Manager of the UBCcard Program, at cyee@exchange.ubc.ca or 604.822.9598.

For additional UBCcard information, please visit the UBCcard web site at:www.ubccard.ubc.caopen link in new window (or tab)

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On-campus Rental Housing Available for Staff

AAPS has been asked to bring to your attention on-campus housing opportunities for staff. 

UBC is committed to providing desirable housing for faculty and staff. The following information concerns a new housing complex at UBC Vancouver that is now available for occupancy.

Faculty and Staff Housing

6230 University Boulevard     (East Mall & Thunderbird Boulevard)

  • 2 bedroom / 2 bathroom suites starting at $1,280 per month
  • 2 bedroom / 2 bathroom plus den starting at $1,280 per month

Amenities include:

  • Washer / Dryer
  • Fridge
  • Stove
  • Dishwasher
  • Fireplace
  • Pets are not permitted.

Eligibility: Full time UBC faculty and staff members.

For application forms and further information, please contact:

Nancy Mann, Property Manager
Village Gate Homes Ltd.
Phone: 604.742.3228
Fax: 604.731.2130
E-mail: nmann@ubcproperties.com
Web: www.villagegatehomes.com open link in new window (or tab)

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Coming Events to Note:

This section lists seminars, meetings, or other events that may be of interest to AAPS members.  Please contact the event organizers for further information.

The AAPS Spring Annual General Meeting is scheduled for Thursday, April 26th from noon until 2 p.m. in the SUB theatre.  Please mark your calendars and plan to attend.

We will again webcast the event so that it is available at the hospitals, at UBCO and in the other far-flung places that AAPS members are employed.  (This time we will coordinate with the IT folks at the hospitals and request in advance that they open a port on their firewall to enable members to access the webcast).  

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