A Clinical Fellow is a post-MD trainee who is pursuing further clinical or research training in their own specialty which will not be evaluated by the Royal College of Physicians and Surgeons of Canada. Details on Clinical Fellow appointments is found on the Faculty of Medicine’s website.
Review Adjunct Professor, clinical and honorary appointments.
Adjunct faculty appointments are part-time appointments granted to individuals who have some special professional skill or learning of value to the University but who are primarily engaged in the practice of their professions outside UBC or any other academic institution.
These are part-time appointments in the Faculties of Medicine and Dentistry and in the School of Nursing made in the case of those who have some special professional skill or learning of value to the University but who are primarily engaged in the practice of their professions outside the university.
These are appointments made in recognition of services rendered to a Faculty, Department, or School and are not normally held by individuals holding a faculty appointment at UBC or another academic institution.
Deans, heads and directors should use the information below as guidance around advisory committees governing faculty appointments.
“Lecturer” is a faculty member holding a renewable term appointment with responsibilities limited to teaching and related duties which may include administrative responsibilities normally undertaken by faculty members.
These are term appointments without review that are for a specified one, two, three, four or five year term with the expectation of renewal upon demonstration of excellence in teaching. The first year of a Lecturer's initial appointment is probationary. Reappointments are to be made subject to the terms and conditions of Policy AP4 – Faculty Term Appointments (pdf, formerly Policy #42).
Full-time positions must be advertised in accordance with UBC’s faculty advertising policy.
Please refer to the appointment checklist for term appointments for the list of documents that must be submitted to Faculty Relations.
For full-time appointments only: if the appointee is a not a citizen or permanent resident of Canada, please review the requirements for recruiting foreign academics.
Lecturers can be appointed for a partial workload for all or part of a year, but the appointment must be made for a full year. Partial appointments must be done in keeping with articles 2.03, 3.01, 3.02, and 4.01 of Part 8: Reduced Appointments. This means that the appointment cannot be less than 50% FTE, salary is pro-rated and they are entitled to pension and benefits. A minimum salary, as outlined in Article 5 of Part 2 of the Collective Agreement is in effect for all Lecturer appointments.
These appointees are members of the Faculty Association. Appointments are covered under the Agreement on the Conditions of Appointment for Faculty - detailed information on Lecturer appointments is in article 2.02. Full-time appointments are eligible for all negotiated salary increases (e.g. career progress, merit and performance salary adjustments).
Please note that a Lecturer who will not be renewed is entitled to notice or salary in lieu of notice, or if previously a Sessional Lecturer, 1 month’s notice and recall. See the Agreement on Conditions of Appointment for Faculty for details.
Retiring from your faculty position doesn’t mean you are stepping away from academic life. Faculty and librarians may be recognized with Emeritus Status and could, should they wish, continue their academic pursuits through Post Retirement Appointments (PRAs).
Below, you’ll find eligibility requirements, benefits considerations, and application steps.
Emeritus status is granted upon the recommendation of Senate to retiring faculty members and librarians who hold ongoing positions and whose combined age plus years of service to the University equal 70 or more at the time of retirement or resignation, provided their Dean is in support of the status.
If you retire from UBC, Faculty Relations will work with your Dean’s Office to arrange for your name to be forwarded Senate for consideration for emeritus status. If you resign rather than retire and wish to be considered for emeritus status, please ensure you let your Dean’s Office know, and they will check eligibility with Faculty Relations/Human Resources. Reviews for emeritus status are done twice per year and are normally forwarded to the May and December Senate meetings.
Once faculty members retire, their names are listed in the UBC Calendar:
For information on retirement please review the retirement planning page.
Privileges available to emeriti are as follows:
In the event of the death of an emeritus faculty member, the department should inform the UBC Ceremonies Office to arrange for flag lowering.
The department is also responsible for updating Workday to add the date of death. It is important to update Workday as it is a source of information for other areas such as the UBC Emeritus College, IT Services, the UBC Carding Office and Parking. To add the date of death follow the Termination BP using the reason of “Death”. Refer to the Knowledge Based Articles for further information. For those that pass away while holding an active appointment, ensure that the individual’s academic appointment is ended. If the retiree is covered under the UBC Retirement & Survivor Benefits, please contact benefitsinfo@hr.ubc.ca.
Use the following guidelines and principles as you contemplate your own work agreement and those of your team.
Staff and leaders alike need to understand the objectives, principles, guidelines and considerations of the hybrid work program. The information below is the basis for decision-making and the Hybrid Work Agreement.
After reviewing this information, staff who are interested in entering into a Hybrid Work Agreement are encouraged to speak with their supervisor or manager. Leaders will then consider the agreement of the individual as well as the team.
Access learning resources to lead and support your team when working remotely.
UBC has adopted hybrid work and leaders play a significant role in shaping the future of the hybrid work culture within their units. To realize the benefits that flexible work arrangements can have on attraction, retention, and maintaining the academic mission, leaders are encouraged to strengthen their hybrid work skills and promote time for learning amongst their teams.
Get on-demand access to instructional videos around relevant themes and skills necessary for leading hybrid teams. This playlist has been curated around topics of frequent concern faced by leaders as they navigate the new hybrid workplace.
UBC’s Workplace Learning Catalog is your go-to resource for exploring and enrolling in courses. View courses in the catalogue specifically tailored to leaders.
Work with a coach to identify and set your strategy for leading and managing in a hybrid environment. Troubleshoot challenging situations and staffing decisions and enjoy the benefit that comes from having a professional and confidential thinking partner.
Receive a monthly newsletter with fresh facts and timely learning resources. Every edition features key topics on hybrid work, quick content on management topics, upcoming learning and development opportunities, skills spotlights and featured stories from UBC’s diverse community of leaders.
Performance Salary Adjustment (PSA) are granted at the discretion of the university when provided for in the Collective Agreement.
The UBC Faculty Association negotiates the total amount to be allocated to such awards and the criteria for distributing the awards.
The amount of merit and PSA allocated to each unit is distributed on a pro-rata basis, based on the total academic dollars in each unit. For the purpose of the merit and PSA processes, unit includes all faculties, extended learning, the library and the Office of the VP Academic.
It's expected that the cost of any merit awards or PSA allocations made to members who are partially or fully funded from non-university operating funds will be borne by the non-university funds
Heads and directors must consult with a reasonable number of colleagues within their unit prior to finalizing the unit’s policy or approach to the allocation of Merit and PSA. The finalized policy should be included with the procedures, which must be distributed as per below.
Heads and directors must distribute the written procedures to all members eligible to be considered for merit and PSA. These procedures must address the process for joint appointments, if applicable.
All faculty members eligible for consideration for merit or PSA shall submit to the head of the unit a summary of their relevant scholarly, teaching and service activities and may include an indication of the nature and significance of the activities. After awards are confirmed and implemented, the unit head must distribute a list to all eligible faculty member of those faculty members who are awarded merit and a list of those awarded PSA (but not the amounts).
All continuing members of the bargaining unit who are active on both June 30 and July 1, 2021 are eligible for merit and PSA.
Please note that sessional lecturers are not eligible for merit and PSA.
To be considered for merit members must have had active service during the merit review year (normally April 1 to March 31). Members continue to be eligible for consideration for merit awards and PSA while on leave, although leave may reduce the period of review.
Unit heads/directors of faculty members who hold joint appointments must confer regarding joint appointments. Primary responsibility for ensuring that the process is properly followed for a joint appointment rest with the head/director of the home department.
PSA allocations are communicated individually to each unit by UBC's faculty relations department.
Recommendations for PSA awards are made having regard to overall performance. The factors that should be taken into account are:
PSA awards must be based on these three factors and may not be used as additional merit dollars.
In assessing a faculty member’s performance unit heads shall take advice from a reasonable number of colleagues representative of each of the ranks in the unit before deciding whether to recommend PSA. In distributing PSA, faculties and departments shall give particular consideration to those who are beyond the career progress schedule for their current rank. It's inappropriate to recommend PSA to compensate for salary differentials that result from the differential award of merit.
Note that PSA is not normally awarded for members in their first three years of employment as a faculty member at UBC.
Please note that the 0.5% PSA allocation for each faculty must first be reduced by the cost of carry-forward career progress increments and the LOS CP retro units.
The recommended PSA award expressed in dollars should be entered in the appropriate column of the worksheet (See Section 5 for information on completing the merit-PSA summary spreadsheet).
The Merit-PSA Summary spreadsheet (xls) has been created to summarize allocations. For 2021 July awards please use the 2021 Merit & PSA Summary Spreadsheet.
Each faculty must complete a Merit PSA Summary spreadsheet listing all members of the faculty unit to whom merit and/or PSA is being awarded, showing the amount of each award in the Merit PSA Summary spreadsheet.
Merit-PSA Summary spreadsheets should be returned to UBC's faculty relations department by each dean’s office (or equivalent office) at the same time as the faculty salary increase spreadsheets. Departments should not return their individual spreadsheets to Faculty Relations.
For the merit and PSA awards to be processed as part of the automatic increase process, all merit and PSA allotments must be entered on the Faculty Salary Increase spreadsheets before they're returned to UBC's faculty relations department. If the amounts aren't entered on the spreadsheets, they'll have to be processed manually.
Remember that you must also send the Merit PSA Summary spreadsheet for your Faculty to Nicole Hyatt.
After the increases are confirmed (normally the end of June), the unit head/director must arrange for a list of individuals receiving merit and PSA awards to be circulated individually to all members of the unit, including names of who received what type of increase, but not the actual amounts of the increase.