On the Radar Volume 9 Number 5

December, 2013

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

In this issue

AAPS Announcements



Professional Development

Member Engagement

Community Announcements


Collective Bargaining Roundtables

The current Collective Agreement with the University expires June 30, 2014. Work is already underway to prepare for the next round of bargaining. However, it is essential that we get member feedback as we develop proposals to present to the University. To that end we will be hosting a series of roundtables in the new year to facilitate an open and frank dialogue about priorities for management and professional employees at UBC.

As the recognized bargaining agent for management and professional staff at UBC, one of AAPS’ core lines of service is negotiation. The Collective Agreement is the binding framework that structures the working relationship between UBC and AAPS members. This agreement covers virtually every aspect of the working relationship from salary, sick leave, vacation, and statutory holidays to promotion, termination, and the grievance process.

Upcoming Collective Bargaining Roundtables:

UBC Point Grey

  • January 28, 2014: 12:00pm – 2:00pm, SUB Council Chambers
  • February 4, 2014: 12:00pm – 2:00pm, SUB Council Chambers

Lunch will be provided. To register and to reserve a lunch, send an email to aaps.office@ubc.ca.

Dates for other locations, such as the Okanagan and Vancouver General Hospital, will be confirmed shortly and communicated via email and on the AAPS website.

If you are unable to attend, please consider contributing your ideas online. We also invite members to participate in the upcoming member Workplace Experience Survey.

More information regarding bargaining will be communicated to members through email in the new year. You can also keep up to date through Bargaining News published on the AAPS website. If you are interested in learning about the previous round of bargaining, please see page 4 (PDFpage 6) of the AAPS Annual Report.

Member Workplace Experience Survey

AAPS will be launching a survey to help us better understand the workplace experience of our members and to collect data to support our strategic initiatives. The survey will be conducted and analyzed by Ipsos Reid under the guidance of the AAPS Member Survey sub-committee.

The survey will be conducted online and will take approximately 20 minutes to complete. You will have the opportunity to be entered into a draw for some great prizes.

Look for your survey link in your inbox in January/February. If you have any questions, please contact aaps.pd@ubc.ca.

2013/2014 AAPS Executive Board Election Results

After a robust election, please join us in welcoming the 2013/2014 AAPS Executive Board. Thank you to all the members who put their names forward in this election. If you would like to get involved with AAPS, please read about or volunteer opportunities.


Jacqueline Smit

(term ends Oct/2014)

Past President

Isabella Losinger


1st Vice President

Adam McCluskey

(term ends Oct/2014)

2nd Vice President

Andrea Han

(term ends Oct/2015)


Oliver Zihlmann

(term ends Oct/2014)


Paul de Leon

(term ends Oct/2015)

Members  at Large:

Aaron Andersen

(term ends Oct/2014)


Lia Cosco

(term ends Oct/2014)


Ciprian Jauca

(term ends Oct/2015)


Margaret Leathley

(term ends Oct/2014)


Sandy Reichert

(term ends Oct/2014)


Nancy Vered

(term ends Oct/2015)

AAPS 2012/2013 Annual Report

The 2012/2013 AAPS Annual Report is available to read and download. If you require a print copy of the report, please email aaps.office@ubc.ca and be sure to include your campus mailing address.



Market Survey Update

Negotiations between AAPS and the University regarding the implementation plan for the remaining $3M of the settlement for market survey adjustments have now concluded.

UBC will now be responsible for implementing the final three phases of the market survey settlement. On Monday December 16, 2013, UBC released a joint statement with AAPS regarding the upcoming implementation for the market survey settlement. You can read this statement here.

The market survey remains a priority issue for the AAPS Executive Board. The 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.

 Additional Resources

Use Your Health Spending Credits!

The M&P Health Spending Account (HSA) was established in 2011, and the program has been extended for 2014. The program is designed to provide staff with additional funds to cover extended health care costs. Don’t miss this opportunity to supplement your extended health coverage.

Please note that the deadline is approaching to use your 2012 Health Credits.

For information on the annual credit allotment, eligibility, and deadlines to make claims, and on how to claim your health credits, please visit the M&P Health Spending Account page.

Additional Resources:

DBP Premium Rate Change

The Disability Benefits Plan (DBP) premium rate proposed by the Insurer (Sun Life) was recently reviewed and negotiated by the DBP Governance Committee and their Benefits Consultants. Your DBP contribution rate will be 1.310% of your earnings for the 2014 calendar year. The new rate is a slight reduction from the 2013 rate of 1.346%. You can read the memo here.

M&P Staff Professional Development Fund Status

The balance of the UBC M&P Staff PD Fund was $27,000 as of December 16, 2013. The fund status is currently being updated by UBC on a weekly basis.

Significant changes were made to the PD Fund as of June 1, 2013. We encourage all members to familiarize themselves with these changes. If you have questions regarding the new reimbursement process and guidelines, please contact the Fund’s manager Susanna Mulligan at susanna.mulligan@ubc.ca or 604.822.9273604.822.9273.

The AAPS Board considers access to professional development funding for M&P staff to be a priority and will continue to push UBC to adequately fund professional development for their dedicated management and professional staff.

AAPS Office Holiday Closure (Updated)


The AAPS Office will close at 4:30pm on Monday December 23, 2013. We will reopen again on January 2, 2014 at 8:30am. Happy Holidays!




Understanding WorkSafeBC Harassment and Bullying Policies

By Luisa Liberatore, CHRP

“Bullying continues to have a significant impact on the workplace, including disengagement, high turnover and lower productivity.”  Christian Codrington for the HRVoice, October 2, 2013

On November 1, 2013, WorkSafeBC Harassment and Bullying Policies came into effect. The new policies and resources provide guidelines for the prevention and handling of workplace harassment complaints and to support recent changes to the Workers’ Compensation Act (WCA), which sets out the general duties of employers, workers, and supervisors. Specifically, Bill 14 resulted in the amendment of Section 5.1 of the WCA.

As a result of changes to legislation, a worker can now submit a claim to WorkSafeBC claiming a mental disorder that resulted from harassment and bullying in the workforce. This is important for members as a new venue has been created for those encountering bullying and harassment in the workplace.

The following three criteria must be satisfied for a claim that alleges a mental disorder as a result of harassment and bulling in the workplace:

The mental disorder

(a) either

(i) is a reaction to one or more traumatic events arising out of and in the course of the worker's employment, or

(ii) is predominantly caused by a significant work-related stressor, including bullying or harassment, or a cumulative series of significant work-related stressors, arising out of and in the course of the worker's employment,

(b) is diagnosed by a psychiatrist or psychologist as a mental or physical condition that is described in the most recent American Psychiatric Association's Diagnostic and Statistical Manual of Mental Disorders at the time of the diagnosis, and

(c) is not caused by a decision of the worker's employer relating to the worker's employment, including a decision to change the work to be performed or the working conditions, to discipline the worker or to terminate the worker's employment.

The new policies enforce the shared responsibility of the employer, supervisor, and worker (Sections 115 to 117 of WCA) for a safe and positive work environment. AAPS believes this is a good step towards creating and sustaining a respectful work environment.

AAPS has had concerns that, in the past, some members who made allegations of harassment and bullying in the workforce under UBC’s Statement on Respectful Environment for Students, Faculty and Staff have had their concerns dismissed or endured substandard investigations. Other members have elected not to pursue a complaint for fear of retaliation such as losing their jobs. Typically these members would go on extended sick leave or voluntarily leave their department or the University.

  • On July 15, 2013, UBC reported that in 2012 there was a 4.4% increase in sick days with employees averaging 9.4 days.
  • Based on advocacy cases that AAPS has supported members with, the increase in sick days may be attributable to members dealing with toxic workplace environments. For the AAPS 2012-2013 fiscal year, twelve cases, a 3% increase from the prior year, involved allegations of harassment and bullying in the workplace. As well, advocacy cases involving sick leave were up 3%.
  • Homewood Human Solutions, the service provider for UBC EFAP (Employee and Family Assistance Plan), reported 11 support services M&P related to stress for the third quarter, July 1 2013 to Sept 30, 2013. The report also noted that this is the greatest of any of the other groups, i.e. Faculty, CUPE, BCGEU, leading in the usage.
  • Further, the 2012-2013 Focus on People Benchmark Report shows that 39% of the long term disability claims are due to psychological stressors. The Benchmark Report also indicates that the voluntary turnover rate for M&P staff for 2012 to be 7.4%, slightly above the total UBC average rate of 7.2% and high relative to what the Conference Board of Canada reported for 2012-2013 for management and professional (non-technical) staff—voluntary rates ranging from 4.5% to 6.5%.

What is important to note about the new legislation and policies, is that just because an employee elects not to file a formal or written complaint, it does not absolve management of its duty to inquire into and objectively review workplace incidents and dynamics that could constitute harassment. For example, if an employee brings her concerns forward to her manager but asks that nothing formal be done due to fear of retaliation, the manager cannot ignore the issue. Rather the manager has a duty to conduct a fair and comprehensive investigation.  Failure to conduct a proper investigation with objective findings can impact the employer negatively in a worker’s claim. As a result, the employer may be faced with higher operational costs and the possibility of paying fines. AAPS supports this new level of accountability as the University’s approach in the past has “undermined our confidence in UBC’s commitment to protect our members.” (page 4/ PDF page 6, AAPS Annual Report 2012/2013)

What is Bullying and Harassment?

To better understand the legislation, it is important to understand what workplace bullying and harassment is. Essentially it includes inappropriate conduct or comment(s) that the person knew or reasonably ought to have known would cause that worker to be humiliated or intimidated.

This behaviour can come from co-workers, supervisors, employers, and external forces (e.g. students, clients, contractors, and other third party service providers).  Examples can include:

  • Verbal aggression or name-calling
  • Vandalizing personal belongings
  • Sabotaging work
  • Spreading malicious rumours
  • Humiliating initiation practices / hazing
  • Personal attacks
  • Aggressive / threatening gestures
  • Cyber-bullying

The WorkSafe Handbook also states that this is “not a complete list. Other more subtle behaviours, such as patterns of targeted social isolation, might also be considered bullying and harassment if they’re humiliating or intimidating, and fit the definition of bullying and harassment set out in the OHS [Occupational Health and Safety] policies.”

What is not deemed to be harassment and bullying is what reasonably falls within the domain of management’s right to direct and manage the workplace. Some employment issues such as workloads, reassignments, performance management, discipline, or termination of employment, may result in unpleasant workplace interactions but, provided they were conducted in an appropriate, fair, and reasonable manner, they would be excluded from the definition of harassment and bullying.

Workplace issues and potential harassment and bullying are complex and rarely straight forward. No member should have to deal with it alone. Members are encouraged to connect with the AAPS Member Services Officers for confidential counsel and support.  


“A positive workplace atmosphere is one where creative energies and innovative minds are allowed to develop and grow and where collaboration happens organically because everyone is working towards a common goal. “  

Jodi Zigelstein-Yip for Canadian Employment Law Today, Four proactive steps to bully-proof your workplace,  July 24, 2013


If you are experiencing work-related issues or just have a quick question about the Collective Agreement, your Member Services Officers are here to support you. Luisa Liberatore and Sharon Cory are both CHRP certified Senior Human Resources Professionals. All information is treated confidentially. Questions brought forward raise AAPS' awareness of activities on the University's campuses, and ensure the Collective Agreement is being appropriately applied. Connect with us by phone at 604.822.9025604.822.9025 or online.

Free Support Services Available Through EFAP

The Employee and Family Assistance Program (EFAP) offers a diverse range of services such as individualized, confidential, short-term counselling to assist those overcome personal problems, online self-help programs, and wellness services. To understand the wide range of services you have access to please visit homewoodhumansolutions.com and register. Your registration and program usage is kept confidential from UBC.

Some examples of services are

The EFAP program coverage is mandatory for all M&P staff. The program is jointly funded and each M&P employee who is enrolled pays $1.20 a month and the employer pays $2.80 a month. There is no extra fee for the specialized services which are offered.

The service provider, Homewood Human Solutions is constantly monitoring and upgrading the services as the user’s needs change. They also provide a generic statistical usage report to the EFAP joint committee. AAPS has two representatives on the joint committee, Adam McCluskey and Sharon Cory.

If you have questions about the program or would like to have a presentation about EFAP for your department or unit, please contact EFAP Assistant Colin Hearne at colin.hearne@ubc.ca.

If you have any feedback regarding your experience with EFAP, please contact committee member Sharon Cory at sharon.cory@ubc.ca.

Understanding Your Collective Agreement

In every edition, AAPS Member Services Officers review select terms or conditions of employment from the AAPS Collective Agreement. For clarification or to discuss any concerns please contact the AAPS Member Services Officers at 604.822.9025604.822.9025 or online.

Carry-over of Unused Vacation Time Article 11.2.2 

As the 2013 year draws to a close, you should review your vacation allocation for the current year.  You may have taken your total allocation of vacation time or you may find outstanding time that has not been taken. For those members who still have remaining vacation time, it is important to confirm with your manager that you wish to use or carry forward the remaining unallocated time. 

According to article 11.2.2, the maximum allowable vacation time to carry forward is two weeks (10 days) and this carry forward must be pre-approved by your manager.  Please note your request shall not be unreasonably withheld.  Should there be unusual or special circumstances involved in determining when the time will be taken, members need to discuss this matter with their manager. If the request to carry forward outstanding vacation time is denied, you will be expected to schedule the remaining time within the current calendar year.

It is important you self-monitor vacation time to ensure you get a break from the workplace and that you are using all the time which is available to you.

Paid Leave (Christmas) Articles 10.4 and 12.10

Articles 10.4 and 12.10 of the Collective Agreement provide M&P staff paid time off for the three days between Boxing Day and New Year’s Day. This is typically granted to M&P in recognition of significant hours of work over and above the usual job requirements. UBC HR also notes that “it may also be provided as a form of recognition for other contributions of these staff members.” M&P staff are encouraged to have a conversation with their supervisor in advance to ensure this paid leave. If a reasonable compromise cannot be reached, the AAPS member is encouraged to contact the AAPS Office for further advice and support.

Advocacy Report

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

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





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: 8

September:  8

October:  13

November:  19










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





Warning / Suspension




Leaves of Absence

Unpaid leave




Maternity/Parental Leave









Performance Review

Probation / Ongoing




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

Suitability / Fit




Terminations With Cause

Gross Misconduct / Theft / Assault / Other




Terminations Without Cause

Unsuitability / Position Elimination / Reorganization / Budget cuts




Workload Overtime






Accrual / Entitlement









Other General Interpretations











End of AAPS Advocacy Report


Upcoming Sessions in the AAPS PD Program

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

Time Management, January 31, 2014 (morning and afternoon sessions)

Personal Tax Update: February 5, 2014

Estate Planning – Preserving your wealth and tax implications: February 5, 2014

Okanagan Campus: Adapting to Your Changing Work Environment as Professionals, February 2013 (date to be confirmed, view session description here)

Leading In Complexity (TBC), February 27, 2014

VGH & Point Grey: Career Conversations, March 6, 2014, Point Grey Campus
(Two sessions will be held, one for managers, one for professionals. VGH date to be confirmed in the new year.)



Have you Considered Coaching? Coaching @ UBC

Have you ever taken a PD program and thought, “this was great information, but I how do I use this in my office?” Tried to implement a process and weren’t sure how to go about it? Are you looking to make a move in your job? Or maybe everything is great with your work, but you are wondering how you can build on your strengths and interests?

If you are looking to improve your leadership skills, relationships at work, or even your general enjoyment of work, perhaps coaching is the next step for you.

Coaching @ UBC offers 1-on-1 Coaching Services to AAPS members free of charge.

Coaching@UBC program established 1-on-1 Coaching Services in 2002 and has grown to host a roster of 70 combined internal and external coaches that are able to provide up to six free sessions on a particular issue or goal. All coaches have been trained and certified by an International Coach Federation (ICF) Accredited Coach Training Program.

Registering for the program is easy:

Read the How to Select a Coach page and review the profiles of available internal and external coaches.

  1. Select up to three coaches from the availability list
  2. Confirm the agreement
  3. Fill in the contact form
  4. Submit

Your request will be sent to the three coaches you selected and they will email you back within two weeks. You can then set up introductory meetings to determine which coach you would like to work with.

Once you have selected your coach, you and your coach take it from there, determining meeting times, locations and the number of sessions. If the coach you would like to work with is not currently available, check back in a few weeks as the roster is always changing. Questions? Contact Program Manager and Coach Catharine Chang.

Staff is encouragedto integrate coaching into their professional practice through workshops, courses, or by completing an International Coach Federation (ICF) Accredited Coach Training Program.  AAPS members who are interested in becoming a certified coach from an ICF Accredited Coach Training Program may apply for the Coaching Internship Program. Coaching at UBC is currently taking applications.

What is Coaching?

Coaching is an interdisciplinary practice that developed out of the fields of psychology, athletics, adult education, organizational development, and neuroscience. Through a series of candid and confidential dialogues, coaches facilitate a client’s progress towards a goal or outcome.

There are different methodologies and specialties in coaching depending on the client’s needs, and the coach’s background and training. Each coaching experience is unique. The client and coach work collaboratively as equal, active participants in the process. The coach provides their expertise, tools, and an outside lens to the process and the client provides their ideas and experiences. The client is responsible for creating their own decisions and results throughout the coaching process.

A coach is not a counsellor, a therapist, or a psychologist. These disciplines tend to follow an expert/client model, whereas coaching is a partnership. Coaching is future-focused and action-oriented. It can be a very useful tool to achieving higher performance and satisfaction in the areas of professional development, organization development, and personal development.  

To learn more about what coaching can assist you with and how to prepare for your first session, please click here.


2013 AGM Highlights

If you did not have an opportunity to attend the AGM, we strongly encourage you to view the presentations online. Please email the AAPS Office for the link.

Special Presentation

AAPS was pleased to welcome Scott McCannell, Executive Director of the Public Employees Association (PEA). Scott gave a very informative presentation about the PEA’s current initiatives as well as what is happening in the broader public sector for bargaining preparations, such as concerns over wage freezes and job security. Scott gave an overview of the Public Sector Employers’ Council (PSEC) which sets the mandate for bargaining in the broader public sector, including AAPS. Scott then provided an update on current national labour relations issues, such as threats to the Rand Formula and the growing income inequality in Canada.

President’s Report

AAPS President Jacqueline Smit spoke about the strategic review the board has undertaken over the past year to determine how AAPS can best support and create positive change for members. Three strategic issues arose out these discussions—Job Security, Market Compensation, and Professional Development. Jacqueline provided an in-depth discussion on the strategic priorities and the Board’s blueprint for moving forward in negotiations with the University and long-term stewardship of AAPS.

Executive Director’s Report

Michael Conlon provided an update on the market survey, including the mediation that took place on September 20, 2013, regarding the implementation of the final $3 million for the market survey. Michael gave a historical overview of ongoing market survey issues and a detailed explanation of AAPS’ principles for implementation. He then delivered a report on current advocacy issues and highlighted the upcoming collective bargaining for AAPS in 2014, emphasizing the importance of AAPS members getting involved through the bargaining roundtables.

Financial Report

The 2012/2013 audited financial statements were circulated to the members via an emailed link to the AAPS website prior to the meeting.  Additional hard copies were made available at the meeting.  The motions to approve the statements and to transfer the year’s surplus into the Reserve Fund were passed unanimously. AAPS Treasurer Paul de Leon delivered the Financial Report.

The 2013/2014 AAPS Executive Board

The AAPS Spring General Meeting will take place on Wednesday, April 30, 2014.

Meet the New Board Members

AAPS is pleased to welcome two new members to the 2013/2014 AAPS Executive Board—Lia Cosco and Sandy Reichert.

Lia Cosco
Administrative Manager, Language and Literacy Education
AAPS Board Member at Large

What is the best thing about working at UBC?

Being part of a dynamic, diverse and committed community of people who are all working to support the goals of the institution and our students. Also the leaves in the fall and the quiet campus in the summer!

What was your favourite University course and why?

I loved my literature courses. There was one on Eastern European Lit which was great. It was team-taught by two of the most engaging yet unassuming professors who really brought to life the characters and themes of Kafka, Kundera and others to a group of young West Coast hippies. Fantastic.

What do you love to do in your spare time?

Read, go to yoga, play soccer, plan motorcycle adventures, watch (many) movies, discover new places in my Gastown / Chinatown neighbourhood.

What are you reading/watching/playing right now?

1Q84 by Murakami. Anything that pulls me on Netflix.


Sandy Reichert
Human Resources Coordinator, Faculty of Dentistry
AAPS Board Member at Large

What is the best thing about working at UBC?

One of the best things about working at UBC is the variety of remarkable opportunities to learn and grow, both personally and professionally.

What was your favourite University course and why?

Social Psychology was one of my favourite courses at university because I’m fascinated by what motivates, inspires and influences people to behave and react uniquely in a variety of situations.

What do you love to do in your spare time?

In my spare time I am typically found walking my dogs, making handcrafted cards and dog treats, or studying for a course.

What are you reading/watching/playing right now?

I realize that I’m a little bit behind in getting to this book but I am finally reading The Kite Runner, by Khaled Hosseini.


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.

Professional Development with Lynda.com

UBC HR and the CTLT are offering a 5-month pilot of lynda.com resources to M&P staff. To access the site go to http://lynda.ubc.ca/.

The site features an extensive library of tutorials to enhance your technology and professional skills on topics such as

  1. Microsoft Office products (Word, Excel, PowerPoint, etc.)
  2. Adobe Suite (Acrobat, Photoshop, etc.)
  3. Business skills (Leading Change, Communicating Across Cultures, etc.)
  4. DIY Video (Camtasia, etc.)
  5. Web and mobile app design

To learn more about this resource, please click here.

UBC Health Promotions: Suicide Awareness Day

Each year, a number of UBC students, staff, and faculty consider suicide. Reaching out early and preventing suicide requires the help of everyone in the UBC community.  The UBC Suicide Awareness Committee’s goal is to increase awareness and combat stigma surrounding suicide.

January 29, 2014 marks the 4th Annual Suicide Awareness Day at UBC’s Point Grey campus.

How you can participate:

Wear orange on January 29th to show your support for those whose lives have been affected by the suicide of friends, family members, students, or colleagues, and to show that you want to reach out to those who are considering suicide.

Don’t own anything orange?  We can send you and your colleagues Suicide Awareness Day buttons.  Contact Miranda Massie for more information.

Whether you’re thinking about suicide yourself, or you know, hear, or see someone who might be, the most important thing you can do is reach out.

Get help now:
Call 1-800-SUICIDE1-800-SUICIDE (784-2433)

What is ‘Healthy Water’?

Exploratory Workshop Public Event
Wednesday January 29, 2014
5:00 - 6:30 pm, Conference Room
Peter Wall Institute for Advanced Studies


"What is 'healthy' water? Interdisciplinary perspectives on water security"

Water is a resource essential for life, an essential input to our economies, and indispensable for human and environmental health. Yet we currently face multiple pressures on water resources, raising concern about the sustainability of water supplies—both locally and globally. This session brings together scholars with three distinct perspectives, from the sciences (Biochemistry and Molecular Biology), medicine (Public Health), and the humanities (Anthropology). Together, they will debate our shifting understandings of water, health, and disease—linking these concepts to broader debates over water governance in British Columbia and internationally. They will also place emphasis on interdisciplinary perspectives as the locus of  insights into innovative approaches to water research and management. http://waterinnovationworkshop.pwias.ubc.ca/

B. Brett Finlay, Peter Wall Institute Distinguished Professor, Michael Smith Laboratories, Depts. of Biochemistry and Microbiology, UBC
David Groenfeldt, Water-Culture Institute, University of New Mexico
Lalita Bharadwaj, Associate Professor of Public Health, University of Saskatchewan
Margaret Catley-Carlson, Global Water Partnership

Call for Volunteers — Big Brothers of Greater Vancouver

Big Brothers of Greater Vancouver is a non-profit organization that matches at-risk children in the community with mentors that serve as role models who teach by example the importance of giving and giving back, staying in school and having respect for family, peers, and community. Our main goal is to make a difference in life of a child who lacks a strong positive role model in their life. We have a variety of friendship based mentoring programs for which we offer volunteer opportunities:

  • The Big Brothers program matches adult male volunteers with young boys aged 7-14 and spend 2-4 a week doing a wide range of activities together that they both enjoy. 
  • The In-School Mentoring Program matches men and women volunteers with an elementary student and they spend one hour a week on school grounds during school time doing fun activities like playing sports and games or doing arts and crafts. 
  • The Game On program is an eight-week group-based mentoring program that provides boys with information and support to make informed choices about healthy lifestyle practices. 
  • Employee Volunteer Program involves organizations partnering with local businesses where employees take part in our In-School Mentoring program during working hours.  It is ideal for those companies seeking to embrace volunteerism and to make it apart of their corporate culture. 

If anyone has any referrals regarding volunteers or children in the community that would benefit from our programs, we look forward to hearing from you. 

For further information please contact Jessica Davies, Marketing Assistant, 604.876.2447604.876.2447 x303 or register to volunteer online or find out if mentoring is right you.

Thank you for reading On the Radar. Please send comments and suggestions to aaps.pd@ubc.ca