President's Report: April 2026

Hi everyone,

Many of us are deep in the weeds right now with the end‑of‑term/end-of-fiscal rush alongside major institutional issues, and yet this pace feels increasingly normalized. Since I started my term I’ve been reminded again and again how much staff are carrying right now. Thank you for continuing to reach out, share your perspectives, and support one another through it all.

I’m beyond happy to share that the new Memorandum of Agreement has now been ratified and is in effect as of April 9. This was a significant undertaking that reflects the collective effort of so many people. If I tried to name everyone, I would certainly miss some important names so instead I will express my deepest gratitude to the UWSA Operations team (including our past president and president-elect), Board of Directors, and the many members who shared feedback, asked thoughtful questions, and engaged throughout the process. I would also like to thank the UW team for their role in reaching this important milestone, and for President Goel’s kind feedback in his opening remarks at the Staff Conference.

Over the coming weeks, our focus will shift to implementation of the changes and to the many follow-on actions arising after ratification as we look to the next evolution of how the UWSA represents Staff at UW. In the meantime, you can see a detailed explanation of the changes on our website and read the FAQ.

We know that salary timing is top of mind for many (if not all) of our members. With the MoA now ratified, confidential compensation negotiations are underway with additional bargaining days scheduled this month. Our goal remains to announce staff salary increases by May 1, with increases effective as of May 1. However, as we shared in March, it may not be possible to process the increases in time for the May pay cycle. If there is a delay, increases will be applied retroactively to May 1 and we will keep members updated as soon as we have firm timelines.

I want to give a huge shoutout to the Organizational and Human Development (OHD) team for putting on an incredible Staff Conference this year! It was clear how much care and planning went into the delivery of the conference, and just as clear how much staff valued the opportunity to connect, learn, and share space with one another. Thank you as well to everyone who stopped by the UWSA booth. I’m looking forward to catching up on the session recordings!

We have been hearing from so many members about recent parking rate changes. While annual increases were expected and the 3.5% increase to monthly passes was in line with last year’s change, the significant increase to daily parking rates has had a real impact on many staff who rely on daily parking options. We also recognize these changes are happening alongside rising fuel costs and increased commuting for many following recent return‑to‑campus changes. I have raised these concerns directly with University leadership, including questions about affordability, the availability of viable alternatives, and the importance of meaningful staff input into decisions that have everyday impacts. We have also emphasized the need for clearer communication about how decisions are informed and how related programs and improvements are prioritized. I will continue to press for better stakeholder consultation going forward and for opportunities for staff perspectives to meaningfully inform future decisions.

As you are likely aware, the new Performance Development framework launches May 1 and we continue to hear thoughtful questions about how this framework will work in practice. While I am encouraged by moving towards a continuous, growth-oriented approach grounded in ongoing conversation, shared goal-setting, and regular feedback, we will nevertheless keep closely connected with the University to emphasize the importance of clarity, shared expectations, and bringing forward staff perspectives as this framework rolls out.

The University’s 2026/2027 budget was recently shared at Senate and the Board of Governors and the information presented suggests that financial pressures are beginning to ease following recent provincial announcements, even as the University continues to focus on efficiencies, expense reduction, and revenue generation. Despite some encouraging news on the horizon, I continue to hear from many members about the uncertainty created by the existing budget constraints and ongoing functional reviews, and I absolutely share this frustration. While the information available to us remains limited and I don’t have concrete updates to share, please know that I continue to press senior leadership for clearer and more timely communication, adherence to Policy 18, and for staff wellbeing to be meaningfully considered in decision making.

Last month, we published a Guide to Flexible Work at Waterloo, which was shared with the University to ensure alignment with the flexibility training for staff and managers. The guide was created to help staff understand how the flexible and hybrid work guidelines apply in practice, with many examples, and also touches on connected areas like extreme weather and accommodations. Now, while accommodations and flexible work are absolutely distinct, they often intersect in practice in terms of work location, and we know this has created frustration and real challenges for many staff. We continue to hear many concerns related to accommodations, particularly around delays and consistency. Please know that we are regularly raising these concerns with University leadership and members can always reach out to us for individual support. To better understand how staff are experiencing these changes following the first full term of the return‑to‑campus rollout, we will be launching our next survey very soon and will relay that feedback as we continuing to advocate for staff with the University.

The University is undertaking a review of the Chancellor’s first term of office as part of the process to determine whether to recommend reappointment for a second term. Staff are invited to share their perspectives by submitting an email to secretariat@uwaterloo.ca by April 23, 2026. Full details and options for anonymous submissions are available on our website.

Please know that your feedback and questions genuinely shape our advocacy, and you are always welcome to reach out directly or use our suggestion box to share what’s on your mind.

On a lighter note, I have been enjoying introducing my kids to more science fiction and fantasy as they grow up. While I firmly believe Star Trek and Star Wars don’t need to compete for fans, I am unquestionably a Trekkie (belated happy First Contact Day!). Even though I admittedly identify with Klingons more often than not, I want to leave us all with a closing thought from the Vulcans: Infinite diversity in infinite combinations. Born out of Gene Roddenberry’s hopeful, utopic vision for the future, this is a reminder that our collective strength comes from respecting differences and working together with curiosity, care, and mutual respect. And something about that just feels very “UWaterloo” to me.

🖖🏻Live long and prosper,

Alyssa