President's Report: June 2026

Hi everyone,

I’m going to dive right in with something deeply meaningful to me, because this report comes out on the same day as our Volunteer Appreciation lunch. Today we have an intentional opportunity to recognize the contributions of UWSA volunteers such as our Board of Directors, Area Representatives, committee members, and many others who dedicate their time to the UWSA. Beyond our regular work, there has been no shortage of difficulties and change this past year, and we are incredibly grateful for the support and dedication that so many of you have contributed. I want all members to know that there is a strong network of colleagues not just contributing behind the scenes, but actively advocating for staff experience and working conditions across the University. Thank you for everything you do to support this community.

We have understandably received many questions about salary increases given the new framework and timing this year. As a reminder, increases are effective May 1 but will be applied retroactively due to HR processing times following our settlement, which means eligible staff will see their increases reflected on their June pay cheque. We know there are still questions about the new equity adjustments for eligible staff below job value. We expect individual results to be released soon in Workday and the University has also committed to sharing aggregate information to help us communicate what this looks like going forward.

We’ve also heard from many contract staff, so just a reminder that, for those on contracts between one and three years in length, managers can request the across‑the‑board increase per section 8.4 of our new MoA, so we encourage you to connect with your manager and HR partner if that may be an option. Contracts three years and longer are treated the same as permanent roles for eligibility. Finally, since we have a two-year settlement, we don’t expect any delay or retroactive payment next year.

The Marketing and Communications (MarComm) functional review outcomes have been felt deeply across our community and we recognize how difficult this is for so many staff directly affected, their managers, colleagues and friends. At the town hall on May 28, the university shared that there were six job losses due to the review, alongside changes to almost every MarComm role title, job description, and/or reporting structure. While the UWSA had a limited awareness from our meetings with leadership and the Staff Relations Committee, we learned most of the specific details around the same time as staff. While we understand the constraints around what can be shared in advance when job loss is involved, this was a massive change and we are taking very seriously the many experiences being shared with us from those affected both directly and tangentially. The UWSA team and I will continue to engage with the university on guiding principles for large‑scale organizational change, including continuing to advocate for transparency, consistency, and care for the individuals affected.

The university is committed to monthly updates on functional reviews going forward. Given the timing, I don’t have anything new to share on the other reviews (IT, Finance, HR and student services) but we expect to learn more soon.

While the Strategic Talent and Performance Framework is a separate topic, the job architecture component has come to the forefront in the rollout of the MarComm FRIT outcomes. While this currently only affects a small subset of jobs on campus so far, and much work is still happening behind the scenes, know that we continue to press for more information on what this means for you as individuals, your roles, USGs, career progression, and of course alignment with Policy 18.

All employees received an invitation to an upcoming information session on the exploration of a potential move to the University Pension Plan (UPP). This is a complex process that will likely take years, but if it proceeds, each individual pension plan member will have a vote. This means it is all of our responsibility to understand what is being proposed, ask questions, and assess it carefully. The University is investing considerable time and resources into this exploration, and it is important that it stands up to heavy scrutiny.

I’ve been participating in a communications advisory group to help ensure staff perspectives are reflected, but that does not replace your voice in this exploration. I hope as many staff as possible attend the session, and I encourage everyone to read through the information online, submit questions through the UPP website, or reach out to us directly. We will need to stay engaged, ask hard questions, and ensure staff have the information needed to make informed decisions.

Of course, we will be creating additional opportunities for staff‑focused engagement, prioritizing unbiased information and focusing on the topics that matter most to you. We expect to share more on that later in the summer or into the fall as things progress.

I recently participated in one of OHD’s Performance Development sessions for managers, and while the program is still in its early stages, I am genuinely encouraged by the vision and grateful for the work that has gone into creating it. The session challenged me to think about what this will mean for me both as a (relatively new) manager and as a staff member with many years ahead of me at UW. There will be growing pains as with any new process, and I absolutely recognize the questions and concerns we are hearing from staff as the framework continues to roll out. But at the same time, I truly believe that the focus on ongoing conversations, clarity of expectations, and growth will be a meaningful shift for staff.  

I recently had my final meeting with President Vivek Goel as he concludes his term. We reflected on the progress made with the Staff Association over the past few years, while recognizing there is still important work ahead. On behalf of the UWSA, I want to thank President Goel for his commitment to the University of Waterloo and for his engagement with the staff community. We wish him all the best in what comes next.

My door and email are always open if you have questions, would like to book a department visit, or want to talk. If nothing else, I’m always happy to chat about gardening tips! I could use any and all advice for my very underwhelming vegetable patch 🍅🫛🫑.