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UBC Reports Dec 1, 1994

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 THE  UNIVERSITY OF BRITISH  COLUMBIA
UBCREPORTS
Volume 40, Number 20
December 1, 1994
Gavin Wilson photo
Award-winning graduate student Nancy Paris-Seeley uses a paper airplane
to help elementary school students understand engineering.
Engineer rewarded
for promoting field
by Gavin Wilson
Staff writer
When UBC graduate student Nancy
Paris-Seeley tries to explain her research to a classroom of eight-year-
olds, she has them make paper
airplanes.
The kids love it, but as the air fills
with their flying creations, she delivers
the serious message behind the fun.
"I tell them that the steps they've
just taken are similar to the ones I do in
my research as a biomedical engineer.
It's the same basic concept," she said.
"You design, build, test, observe the
results, modify your design and then
test again."
Paris-Seeley's graduate studies and
promotion of engineering have earned
her a Canadian Engineering Memorial
Foundation scholarship — one of three
$5,000 awards given to female, engineering students in Canada and the
only one presented to a graduate student.
Created by the Canadian Council
of Professional Engineers as a memorial to the 14 women slain in Montreal in 1989, the foundation aims to
help youth, particularly women, re
ceive training and education in engineering.
Paris-Seeley, a professional engineer,
is pursuing a master's degree in mechanical engineering with an emphasis
on biomedical applications.
In 1990, she graduated from UBC
with a Bachelor of Applied Science and
worked for three years in the university's Dept. of Orthopedics. There she
joined a team that was trying improve
the lives of patients being treated for
infections associated with artificial hip
and knee joint implants.
Previously, such patients faced
lengthy stays in hospital as their artificial joints were removed during treatment. The UBC team developed a new
type of temporary joint that is filled with
infection-fighting antibiotics, allowing
patients to retain their mobility and
return home while being treated. Two
patents were issued as a result of the
research.
Paris-Seeley's current studies involve
looking for improved methods of measuring the pressure medical devices put
on human tissue. Her research could
result in better mammograms, tourniquets and surgical retraction devices.
See ENGINEER Page 2
Building ties with industry
Executive to head
Industry liaison office
by Gavin Wilson
Staff writer
William N. Palm has been appointed
director of the University-Industry Liaison Office. His appointment, announced
by UBC President David Strangway,takes
effect Jan. 1, 1995.
Palm brings more than
20 years of industry experience as a senior executive
in sales and marketing, information systems, business operations, human resources and communications and advertising.
"We are delighted to have
Bill Palm as the next director ofthe University-Industry Liaison Office," said
Robert Miller, vice- president, Research. "We are
pleased to be in a position
to take advantage of his
unique qualifications."
Palm comes to UBC after Palm
a long association with the Canadian
information technology and telecommunications industries, having held various
vice-presidential positions with IBM
Canada for 17 years. From 1986 to 1988
he was president, ROLM Canada Inc.
"I am looking forward to being involved
with the many exciting research developments taking place at UBC," Palm said. "I
am equally impressed with the accomplishments of the University-Industry
Liaison Office and the skills of its staff.
They have a lot to be proud of."
From 1990 to 1993 Palm held the
position of senior vice-president, Information Services, Canadian Airlines International and was also the senior executive in B.C. responsible for community liaison.
Most recently, he was
retained  as  a  full-time
marketing consultant by
Prologic Computer Corp.,
a Richmond-based software products company.
Palm is a director ofthe
Vancouver Board of Trade
and   also  chair  of the
board's  Community Affairs Committee. He is a
past director of the B.C.
Quality Council and has
been  a  member of the
Dean's Advisory Committee at BCITs School of Engineering Technology.
He graduated with an
honours Bachelor of Applied Science in
Chemical Engineering from the University of Toronto.  He also attended the
Executive MBA program at Dartmouth
College. Amos Tuck School of Business.
The University-Industry Liaison Office
facilitates technology transfer from university research labs and affiliated research organizations to industry by identifying, protecting, developing and commercializing technologies and ideas.
Vigil honours women
UBC will host a candlelight vigil on
Friday, Dec. 2 to commemorate the deaths
of 14 women killed at Montreal's l'Ecole
Polytechnique on Dec. 6, 1989.
Everyone is invited to gather at 12:30
p.m. at the Ladner Clock Tower in front of
Main Library to begin a processional to
the Student Union Building. Guest speakers will make presentations on issues
concerning women and violence.
The vigil is a co-operative effort of the
Alma Mater Society's (AMS) Women's Centre, the Engineering Undergraduate Society, the Women Students' Office (WSO)
and members of CUPE 2950.
The WSO and AMS will sponsor two
free lectures by registered social worker
David Baxter Dec. 6.
Baxter will present Male Violence:
Naming the Problem to a male-only audience from 10:30 a.m. to 11:30 a.m. in the
party room of the Student Union Building.
His second lecture. Working Together:
Where Do We Go From Here, is open to all
members of the campus community and
will take place between 2 p.m. and 3 p.m.
in the same location.
UBC's white ribbon campaign, which
honours the Montreal victims and all
women who have suffered from violence,
begins Dec. 1 and continues until Dec. 6.
Ribbons are available at the WSO in
Brock Hall, the Graduate Student Centre
and The Beanery coffee house in the
Fairview Crescent Residences.
Inside
Body & Soul
A research project alms to help cancer patients to a full recovery
Failing Grade
5
UBC grad students issue a report card on the City's Mt. Pleasant plan
Christmas Cheer
7
Students spending Christmas on campus can enjoy a festive feast
Saving Research
8
Forum: University research programs are tied to the quality of education 2 UBC Reports • December 1, 1994
Letters
New policy
marks good
beginning
Editor:
We wish to register our
support to the President's
Office for its new Policy on
Discrimination and Harassment.  Such a policy is long
overdue.
This policy will go far in
providing protection to the
most vulnerable group of
people at UBC, its student
body. While professors have
the support of the administration, the Faculty Association
and their colleagues, and while
the staff members have the
support and protection of
their respective labour
unions, the students have no
association, group or resource that they can rely on
when they are confronted
with discrimination and
harassment.  We can only
hope that this policy will
redress this imbalance.
This policy defines what the
university considers discrimination and harassment to be,
and, more importantly, it
spells out in clear terms what
the administration will do to
stop and correct such unwelcome behaviour.  Hopefully it
will be a wake-up call to those
incorrigible individuals whose
behaviour has made such a
policy necessary at UBC.
We are confident that the
majority of students will give
their full support to the efforts
being made by the President's
Office in its attempts to curtail
discrimination and harassment at UBC.  Only time will
tell how successful this policy
is, but it is a beginning.
Brian McGregor-Foxcroft
English graduate student
Florence McGregor-Foxcroft
UBC employee
Policy requires
debate before
implementation
Editor:
I am glad that Prof. Stanley
Coren has broken the ice on
public discussion of the Draft
Policy on Discrimination and
Harassment (UBC Reports,
Nov. 3). While I do not agree
with all of what Prof. Coren
has to say on the question of
the "reasonable person"
standard, I would like to raise
a much more fundamental
problem. That is the question
of defining the behaviour to
which the "reasonable person
of a similar background to the
complainant" standard is to be
applied.
One of the offences under
the Draft Policy is "harassment." It is defined as "physical, visual, or verbal behaviour
that a reasonable person
would consider to affect
adversely a positive study and
work environment at the
University." "Harassment" is to
be one of the areas within the
jurisdiction of the largely
unaccountable bureaucracy,
composed of "Equity Advisors,"
investigators and "Adjudication
Panels," that the Draft Policy
also envisions. This will mean,
given the definition of "harass-
Engineer
Continued from Page 1
Supervising her research are
Asst. Prof. Douglas Romilly of
the Dept. of Mechanical Engineering and James McEwen,
adjunct professor in the Dept. of
Electrical Engineering and a director ofthe Medical Device Development Centre at Vancouver
Hospital and Health Sciences
Centre.
Paris-Seeley takes time from
her demanding graduate studies to promote engineering as a
career to students from kindergarten to Grade 12.
A member of the Association
of Professional Engineers and
Geoscientists of B.C., she is
chair of the career awareness
committee and co-ordinator of
school interaction in the Division for Advancement of Women
in Engineering.
Paris-Seeley also visits classrooms as a member of the provincial government's Scientists
and Innovators in the Schools
program.
ment" set forth above, that all
of us will be responsible to an
elaborate bureaucracy given
the mandate to review,
through complicated and
exhausting procedures,
virtually all behaviour at the
University and to mete out
punishments for acts, words or
gestures deemed to be "adverse
to a positive environment."
The prospect should be a
frightening one.
Negative opinions expressed
about female circumcision, for
example, could very reasonably
be "adverse to a positive study
environment" to someone from
a culture where that practice is
not only accepted but vested
with religious or other legitimation. The same could be
said with respect to the
espousal, or even the mention,
of gay and lesbian rights to
someone from a tradition that
considers homosexual practices to be sinful abomination.
The display of pornography for
purposes of analysis or criticism could be extremely
offensive and "adverse to a
positive environment" for any
number of people from a
variety of backgrounds.  Do we
want a system which would
allow, or even encourage,
listeners under those circumstances to bring formal complaints to Advisors and Adjudi
cation Panels that will decide
whether such comments
"adversely affect a positive
environment" for "reasonable
persons of a similar background to the complainant?"
Regardless of ultimate outcomes in particular cases, the
very possibility of being caught
up in such a system will have
an incalculable and profoundly
negative effect on the atmosphere in which learning takes
place at this university.
It may be possible to define
"sexual harassment" or
"discrimination" (other offences
under the policy) with some
measure of clarity and precision, and to establish mechanisms to try to ensure that
they do not occur and to deal
with them when they do. It is
quite another thing to propose,
through the inclusion of
"harassment" as defined in the
draft policy, what is essentially
a universal code of conduct,
with the vague and extremely
unsettling aim of maintaining
a "positive environment."  We
had best think twice and
engage in considerable public
discussion and debate before
we put such a system in
place.
Stephan M. Salzberg
Assistant Professor
UBC Faculty of Law
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UBC REPORTS
UBC Reports is published twice monthly (monthly in
December, June, July and August) for the entire
university community by the UBC Community
Relations Office, 207-6328 Memorial Rd., Vancouver
B.CV6T1Z2.
Managing Editor: Steve Crombie
Editor: Paula Martin
Production: Stephen Forgacs
Contributors: Connie Filletti, Abe Hefter, Charles Ker,
Gavin Wilson
Editorial and advertising enquiries: (604) 822-3131
(phone), (604) 822-2684 (fax).
UBC Reports welcomes the submission of letters and
opinion pieces. Opinions and advertising published in
UBC Reports do not necessarily reflect official
university policy.
Material may be reprinted in whole or in part with
appropriate credit to UBC Reports. UBC Reports ■ December 1, 1994 3
Bannock Bounty
Gavin Wilson photo
Bushels of bannock like those displayed here by First Nations House of
Learning secretary Angie Oleman, left, and director Jo-ann Archibald were
sold at a recent United Way fund-raising event. UBC campaign chair Doug
Napier says ongoing United Way campaigns like the one at UBC are crucial
to the United Way's overall Lower Mainland campaign. The UBC campaign
stands at just over 70 per cent of its $315,000 goal. Napier says if you have
misplaced your pledge card, contact the campaign office at 822-0913.
Discrimination, Harassment Policy
Policy attempts to
reconcile differences
by Gavin Wilson
Staff writer
UBC's draft policy on discrimination
and harassment attempts to reconcile
differing viewpoints on campus, says
Sharon E. Kahn, associate vice-president. Equity.
The latest draft, which appears as a
supplement in this issue of UBC Reports.
is the result of consultation that began in
1990.
Kahn said everyone agrees the campus should be free of harassment and
discrimination that interfere with work
and study, but people disagree on the
strategies for achieving that goal, particularly strategies that appear to affect
academic freedom and traditional teaching practices.
"It's not equity that causes problems on
campus — it's inequity that causes them,"
said Kahn. "We need to have systematic
procedures for dealing with inequities."
Headed by Kahn, the Equity Office
consolidates the former offices of Employment Equity, Multicultural Liaison,
Sexual Harassment and Women and
Gender Relations.
The office is developing a co-ordinated
approach to a full range of human rights
issues. In this approach, administrative
heads of units will play an increasingly
large role in resolving complaints of discrimination and harassment.
In addition, the Equity Office will work
closely with equity-related offices, such
as the First Nations House of Learning,
the Women Students' Office and the Disability Resource Centre.
"Resolving issues of discrimination and
harassment involves more thanjust identifying individuals who cause problems,
it involves analysing power structures
and the ways power is abused," Kahn
said.
Since UBC joined the Federal Contractors Program, it has been studying campus policies and practices and urging
revision of those that disadvantage individuals and groups protected by human
rights legislation.
"We have to look at ways we hire and
reward employees. We have to look at
ways we admit students and encourage
their studies. We want to create an environment that makes it possible for everyone, regardless of their gender, ethnicity
or sexual orientation, to do their best at
UBC," Kahn said.
"We need to move away from ad hoc,
informal responses and move toward
standardized, systematic procedures that
we can implement, monitor, review and
revise. This policy is a first step in that
direction."
The policy is a lengthy document, but
Kahn said it is important for everyone on
campus to understand the procedures
involved in its implementation.
New program to look
beyond treatment of
cancer to recovery
by Abe Hefter
Staff writer
It is one thing to survive the ravages of
cancer. It is another to return to an
active, productive and fulfilling lifestyle.
A group of UBC researchers has embarked on a project to develop a rehabilitation program that will help cancer patients during and after treatment.
The project, which will focus on childhood cancers and women who have been
treated for breast cancer, will fill a need
never before addressed, according to research team head Dr. Don McKenzie, a
sports medicine physician and professor
in the  Faculty of
Medicine and the      ^^^^^^^^^^—
School of Human
Kinetics.
"Cancer research efforts to
date have focused
on prevention and
the means of treatment," said
McKenzie, who will
be joined by researchers from the
Dept. of Pediatrics,
B.C.'s Children's
Hospital, B.C. Cancer Agency, Faculty
of Medicine, Division of Sports Medicine and School of
Human Kinetics.
"Patients go from
diagnosis to treatment and are then
often left to their
"Survivors of childhood
cancers are often left
withdrawn and depressed.
The children in this study
will also receive
psychological testing in
an effort to evaluate self-
esteem and self-
confidence. We want our
rehabilitation program to
address both the physical
and emotional needs of
the patient."
Sherri Niesen
own means to recover physically, as well
as emotionally, from the trauma of the
disease, as well as the effects of the
treatment.
'They don't know how active they can,
or can't, be."
While the incidence of cancer in children has continued to rise in recent years,
research figures indicate the mortality
rate has decreased by 50 per cent. Now,
more than 80 per cent of children with
cancer survive, compared with only 30
per cent a decade ago. Minimizing the
long-term consequences of malignant
diseases and the physical effects of their
treatment has become paramount,
McKenzie said.
"Most survivors of childhood cancers,
for example, can get around well enough.
But some children can barely walk down
the street without experiencing fatigue
and shortness of breath.
"From our initial studies over the past
three years, we've found it doesn't matter
if it's six months or six years after treatment, there doesn't seem to be any intrinsic recovery rate. They continue to suffer
significant decreases in heart and lung
function and cardiovascular fitness levels."
McKenzie will attempt to determine
whether it is the cancer itself, the treatment, or post-treatment inactivity that
causes severe reduction in physiologi
cal function.
McKenzie will recruit 40 adolescents
between the ages of eight and 18 who are
three to six months removed from chemotherapy and radiation treatment. Twenty
ofthe children will be put on a program,
designed and implemented by PhD candidate Sherri Niesen, that will stress both
cardiovascular and anaerobic exercise.
The other 20 will be put on a non-supervised program.
"Survivors of childhood cancers are
often left withdrawn and depressed," said
Niesen. 'The children in this study will
also receive psychological testing in an
effort to evaluate self-esteem and self-
confidence. We
,^mmm want our rehabilitation program to
address both the
physical and emotional needs of the
patient."
A similar but
separate study will
see the recruitment
of women who have
had chemotherapy
and/or radiation
treatment for breast
cancer. Initially,
they will receive
physiological and
psychological testing once a year for
three years. These
results will be compared to women who
have had benign
  breast disease to establish whether or
not women treated for breast cancer have
a similar sustained reduction in their
physiological capacity.
A second group of women will then be
tested four times a year to determine
what kind of rate of recovery is evident in
survivors of breast cancer, and what is
the "normal" rate of recovery after cancer
treatment.
The success of these two studies depends on financial support to assist with
research efforts and establish rehabilitation programs for survivors of cancer.
The researchers involved are looking for
corporate and individual sponsors to aid
their efforts.
McKenzie stressed that without the
necessary funding, certain elements of
research will not take place.
'The results of the childhood study
will have a wide-ranging effect on the
health and wellness of youth in B.C.,"
said McKenzie. 'Too often children with
chronic disease are not exposed to the
opportunities afforded to their peers.
"We believe the physical and mental
health of these patients will be positively
influenced by this program."
McKenzie said this research effort will
provide the foundation and framework to
help establish community-based cancer
clinics throughout the province, eventually extending the benefits to other cancer survivors.
Tenders awarded for new buildings
Tenders have been awarded for two
major construction projects on campus:
the Chan Centre for the Performing Arts
and the C.K. Choi Building for the Institute of Asian Research.
The contract for construction manager of the $25-million Chan Centre has
been awarded to Ellis-Don Construction
Ltd. Site preparation has already begun
at the building's location between Crescent Road and North West Marine Drive.
Completion is expected in March, 1996.
The tender for the $6.25-million C.K.
Choi Building has been awarded to Country West Construction Ltd. Excavation is
set to continue through December. The
projected occupation date is February,
1996. 4 UBC Reports • December 1, 1994
Calendar
December 4 to December 17
Sunday, Dec. 4
Museum of Anthropology
Concert
World AIDS Day: Piano Pieces
For Christopher. MOAGreatHall
at 2pm. Admission program includes Mozart, Debussy and
Glass.  Call 822-5087.
Physics Lecture
The Universe And I. Sir Denys
Wilkinson, Physics, U. of Sussex.
Part ofthe Scientific Symposium
for Dr. Erich Vogt in honour of
his retirement. Hebb Theatre at
3pm. All welcome. Call 222-1047.
Monday, Dec. 5
Special Computer Science/
IBM Lecture
The Future Of Database Technology. Dr. Pat Selinger, IBM
Almaden Research Centre.
CICSR/CS 208 from 1 lam-12pm.
Call 822-3061.
Plant Science Seminar
Assembly And General Applications Of High-Diversity
Recombinant Antibody Phage
Display Libraries. Bill Crosby,
NRC, Plant Biotech Institute.
MacMillan 318-D at 12:30pm.
Call 822-9646.
Medical Genetics Graduate
Program Seminar
Genetic Studies Of Complex
Learning Memory: The Quest For
Candidate Genes. Dr. Jeanne
Wehner, U. of Colorado.
Wesbrook 201 at lpm. Refreshments at 12:45pm. Call 822-
8764.
Biochemistry/Molecular
Biology Seminar
An Amphipathic Helix Mediates
The Membrane Binding And Activation Of An Amphitropic Enzyme, Cytidylyltransferase. Dr.
Rosemary Cornell, Inst, of Molecular Biology/Chemistry, SFU.
IRC #4 at 3:45pm. Refreshments.
Call 822-9871.
Astronomy Seminar
Dwarf Carbon Stars: Subverting
The Dominant Paradigm. Paul
Green, Center for Astrophysics,
Cambridge, Mass. Geophysics/
Astronomy 260 at 4pm. Refreshments at 3:30pm. Call 822-2267/
2696.
Economics Seminar
Organization, Incentives And Distribution. Gregory Dow, U. of
Alberta. Buchanan D-225 from
4-5:30pm.  Call 822-8216.
Tuesday, Dec. 6
Faculty Women's Club
Christmas Boutique
Annual traditional boutique,
luncheon and carol sing. Cecil
Green Park main floor at 10am.
Call 535-7995.
Animal Science Seminar
Series
Energetics Of Ion Regulation In
Fish. John Morgan, PhD student. Animal Science. MacMillan
260 at 12:30pm. Refreshments.
Call 822-4593.
Pharmaceutical Sciences
Seminar
Effect Of Acute Moderate
Hypoxemia On Pharmacokinetics
Of Metoclopramide And Its
Metabolite In Chronically
Instrumented Sheep. John Kim,
grad student.  Pharmaceutics/
Biopharmaceutics. IRC #3 from
12:30-1:30pm. Call 822-4645.
Medical Genetics Seminar
Genetics Of Cleft Lip. Dr. Diana
Juriloff, Medical Genetics.
Wesbrook 201 from 4:30- 5:30pm.
Refreshments at 4:15pm. Call 822-
5312.
Green College Seminar
B.C.'s Mountain Environments—
Are They Sustainable? Dr. Olav
Slaymaker, Geography. Green
College Coach House at 5:30pm.
Call 822-8660.
Wednesday, Dec. 7
Orthopaedics Grand Rounds
Sports: Patella Infera. Chair:
Robert McGraw. Vancouver Hosp/
HSC Eye Care Centre Auditorium
at 7am. Call 875-4272.
MOST Course
Safety Skills. Brock Hall 0017 from
9am-12pm. Refreshments. Continues on Dec. 8. Call 822-9644.
CSCI/Education Seminar
Masculinity And Schooling. Dr.
Blye Frank, visiting scholar. Educational Studies. Ponderosa F-
201 at 12:30pm.   Call 822-6502.
Thursday, Dec. 8
Physics Colloquium
Atom: Measuring The Quantum
Wave Function Of Optical Fields.
Michael G. Raymer, U. of Oregon.
Hennings 201 at 4pm. Call 822-
3853.
Friday, Dec. 9
Pediatrics Grand Rounds
Provincial Perinatal Initiative. Dr.
Margaret Pendray, medical director. Special Care Nursery, Children's Hosp. GF Strong auditorium at 9am.  Call 875-2307.
Health Care/Epidemiology
Rounds
Primary Health Care And Epidemiology In Zimbabwe; Successes
And Constraints. Shiraz Ramji,
visiting lecturer, epidemiologist.
Ministry of Health, U. of Zimbabwe. Mather 253 from 9-10am.
Call 822-2772.
Oral Biology/Dentistry
Symposium
Cell Adhesion: Adhesion Of
Epithelial Cells, Leukocytes And
Bacteria. Dr. Brett Finlay, Dr.
Hannu Larjava, UBC; Dr. John
Harlan, U. ofWashington. Vancouver Hosp/University Site Psychiatry lecture theatre at lpm.
Call 822-5996.
Medical Genetics Graduate
Program Seminar
Paramutation: An Allelic Interaction Which Leads To An Altered
Transcription State. Dr. Vicki L.
Chandler, Inst, of Molecular Biology, U. of Oregon. Wesbrook 201
at 1:30pm. Refreshments at
1:15pm.   Call 822-8764.
Adult Education Public
Lecture
Molecular Velcro: Getting A Grip
On Cell Adhesion. Dr. John Harlan,
head of Hematology, U. of WA,
Seattle. Vancouver Hosp/University Site, Psychiatry lecture theatre at 3pm.   Call 822-3897.
Saturday, Dec. 10
International Crafts, Gifts,
Bake Sale
Sponsored by Faculty of Education housing students. A variety of
Christmas crafts made by housing
students. Family Housing Commons Block activity room from
11 am-1:30pm.  Call 228-1520.
Annual Children's Christmas
Party
UBC Grad Students' Society hosts
Christmas party with magic show,
Santa Claus and gift giving. Grad
Centre Penthouse from 2-4pm.
Please bring a wrapped gift with
your child's name on it (under $ 10
value); $6 students; $8
undergrads/faculty/staff. To pre-
registeryour family, call 822-3203.
Sunday, Dec. 11
First Nations House of
Learning
Christmas Craft Fair At The
Longhouse. Christmas decorations. First Nations crafts and baking. Sty-Wet-Tan (Great Hall) from
1 lam-3pm.  Call 822-5023.
Holiday Choral Music
UBC University Singers. Singing
your Christmas favorites at MOA
Great Hall at 2:30pm. Call 822-
5087.
Monday, Dec. 12
Plant Science Seminar
The Future Of U.S. Colleges Of
Agriculture: Whose Interests Shall
We Save? Larry Grabau, U. of Kentucky. MacMillan 318-D at
12:30pm.  Call 822-9646.
Faculty of Commerce
Seminar
Life In The Fast Lane: The Management/Governance Issues In
The Federal Public Service. Dr.
Harry Swain, Deputy Minister,
Industry Canada. Angus 215 at
lpm.  Call 822-8518.
Green College Science/
Society Seminar
The Culture Of Information Technology. Readings and references
available from Green College.
Green College Coach House from
8-10pm.  Call 822-8660.
Tuesday, Dec. 13
Animal Science Seminar
Series
Acid-base Regulation In Fish: Localization Of Transporters.
Jonathan Wilson, MSc student.
Animal Science. MacMillan 260 at
12:30pm. Refreshments. Call822-
4593.
Wednesday, Dec. 14
Orthopaedics Grand Rounds
Trauma: Early Femoral IM Fixation - A Necessary Evil. Dr. R.N.
Meek. Eye Care Centre Auditorium at 7am.   Call 875-4272.
Thursday, Dec. 15
Invited Speaker Seminar
Series
Real-Time Verification. Prof.
Robert Brayton, U. of Cal.,
Berkeley. CICSR/CS 208 from
11:30am-1 pm.  Call 822-0557.
Health Care/Epidemiology
Presentation
James M. Robinson Memorial Reward. This year's winner is Dr.
Judith Isaac-Renton. Mather 253
from 3:30-4pm. Free parking in
B-Lot. Call 822-2772.
Friday, Dec. 16
Pediatrics Grand Rounds
Anaphylaxis To Bees And Bee
Products:   Are   We   Treating
Them Correctly? Dr. John M.
Dean, Pediatrics, Allergy/
Clinical Immunology. GF
Strong auditorium at 9am.
Call 875-2307.
Health Care/Epidemiology
Rounds
HIV: AIDS In The Caribbean. Dr.
John Farley, PAHO consultant,
Caribbean Epidemiological Centre. Mather 253 from 9-10am.
Free parking in Blot. Call 822-
2772.
Notices
Student Housing
A new service offered by the AMS
has been established to provide a
housing listing service for both
students and landlords. This new
service utilizes a computer voice
messaging system. Students call
822-9844. landlords call 1-900-
451-5585 (touch-tone calling) or
822-0888. info only.
Grad Centre Activities
Dance To A Latin Beat. Every
Wed. at the Graduate Centre at
8:30pm. To find out more about
Mon. movies, Tues. pool tourney,
Thurs. coffee house and Fri. folk,
call the hot-line at 822-0999.
Women Students' Office
Advocacy/personal counselling
services available. Call 822-2415.
Research Study Volunteers
Needed
Role Stress In Dual-earner Parents Of Pre-school Children.
Wendy Hall, UBC School of Nursing. Participants will complete
two short questionnaires only.
Honorarium offered. Call 686-
0877.
Dermatology Studies
Volunteers Required
Genital Herpes. 16 yrs/older.
Approx. 8 visits over one-yr. period. All patients will be treated
with medication. No control group.
Call 875-5296.
Skin Infection. Looking for participants with infections such as infected wounds, burns, boils, sebaceous cysts or impetigo. 18 yrs/
older. 4 visits over maximum 26
days. Honorarium. Call 875-5296.
Psychology Study
Music/Mood Study. Comprises
two one-hour sessions, booked two
days apart. Participants will be
paid $20 upon completion of both
sessions. Kenny 1708. Call 822-
2022.
Audiology/Speech Sciences
Study
Volunteers needed with normal
hearing who are native-English
speakers. 18-35 years old, with
no previous instruction in linguistics to participate in a study
of speech perception in noise.
Honorarium paid. Call 822-9474.
Speakers Wanted
Eastern Europe & Russia: A Perspective. Third annual symposium, focusing on these areas.
Any faculty, staff or student who
has travelled, worked or studied
in these areas in 1994 is welcome
as a speaker. Call 222-9225 (ans.)
or fax 224-4492.
Clinical Research Support
Group
CRSG operates under the auspices of Health Care/Epidemiology to provide methodological,
biostatistical, computational and
analytical support for health researchers. Call 822-4530 for an
appointment.
Fine Arts Gallery
Open Tues.-Fri from 10am-5pm.
Saturdays 12pm-5pm. Free admission. Basement of Main Library.  Call 822-2759.
Botanical Garden
Annual Shop-In-The-Garden
Christmas Sale. All proceeds
support the garden. Fresh green
Christmas wreaths, dried arrangements; seeds from the garden; gardening books; fine tools
and garden accessories. Open
daily from 11 am-5pm. Shop In
The Garden, call 822-4529; garden information, 822-9666.
Surplus Equipment
Recycling Facility (SERF)
Disposal of all surplus items.
Every Wednesday, 12-5pm. Task
Force Bldg., 2352 Health Sciences Mall. Call Vince at 822-
2582/Rich at 822-2813.
Nitobe Garden
Winter hours are Mon-Fri from
10am-2:30pm. Admission is free.
Call 822-6038.
UBCREPORTS
The UBC Reports Calendar lists university-related or
university-sponsored events on campus and off campus within the Lower Mainland.
Calendar items must be submitted on forms available from the UBC Community Relations Office, 207-
6328 Memorial Road, Vancouver, B.C. V6T 1Z2. Phone:
822-3131. Fax: 822-2684. Please limit to 35 words.
Submissions for the Calendar's Notices section may be
limited due to space.
Deadline for the December 15 issue of UBC Reports
— which covers the period December 18 to January 14
— is noon, December 6. UBC Reports Supplement Section
Contents
Communications Plan - Draft
Policy:   Discrimination and Harassment - Draft
Conflict of Interest - Draft
Scholarly Integrity - Draft
UBC Press: Looking to the Future
Pages 1-2
Pages 3-7
Pages 7 - 8
Pages 8 - 9
Pages 10 -12
THE UNIVERSITY OF BRITISH COLUMBIA
Communications Plan - Draft
THE UNIVERSITY OF BRITISH COLUMBIA
December 1, 1994
Dear Colleague:
This draft communications plan, excerpted from a longer, more detailed
proposal, is the most comprehensive plan drafted to date for overall
university communications and was developed with input from several
sources. It is designed to respond to the changing communications
environment in which the University of British Columbia operates.
A communications on-site was held by External Affairs staff in May 1994.
While communications activities and responsibilities at UBC are numerous
and varied (ie faculty/departmental newsletters, brochures and annual
plans. Human Resources/staff relations outreach. Continuing Studies/
program information. Computing and Communications/services and newsletter), the on-site dealt primarilv with internal and external public relations
and media communications. The major communications issues that arose
during that process are contained in this plan.
Essential to the on-site, and to this plan, was input from senior administrators, deans, faculty members, the Board ofGovernors, the Deans' Communications Committee. External Affairs staff, public interest groups, consultants, and students.
The plan proposes the ways and means to implement many ofthe elements
defined in UBC's official Policy on Communications, which was approved by
the Board ofGovernors in May 1994. Many ofthe activities proposed in the
plan are already underway and, in some cases, close to completion.
Detailed, calendarized one- and three-year workplans are being drafted to
implement elements of the communications plan.
Your comments and suggestions on this draft plan would be most welcome.
Please forward them to my office.
Sincerely,
David Strangway M ^
President
EXECUTIVE SUMMARY
The Media Relations unit of the Community Relations Office has traditionally had
two main functions: internal communications, largely through the production
of UBC Reports, and external communications, largely through media contact of
varying kinds. However, the environment in which we work, both on-campus
and in society as a whole, has changed
significantly in recent years. The unit's
workplan and proposal for re-organization reflect some of these changes.
The proposed workplan for the Media
Relations unit, in support ofthe university's overall communication goals, is
designed with several factors in mind: It
is based on listening, on providing service
(especially to the internal UBC community) and on self-evaluation.
Through input examined at the on-site,
five themes were identified and became
the foundation or "organizational emphases" of the workplan. They are:
Internal Communication
Two-way Communication
External Communication
Critical Issues Management
Public Information Centre
The workplan is organized around these
themes, with a monitoring and evaluation component built into each proposed
activity.
AUDIENCES, MESSAGES, MEANS
AUDIENCES
The university communicates through
its External Affairs Division with many
varied audiences, including:
Internal (on-campus)
• faculty
• staff
• students
External (local, regional, provincial,
national and international)
• alumni
• government (municipal/provincial
federal)
• donors (individual/corporate/
foundation)
• business/industry sector
• media (print/radio/tv/wire/magazine)
• public (UEL, regional/provincial/
national / international)
• friends of UBC
• organized labour
• visitors to campus
MESSAGES
UBC's messages reflect its mission statement and the goals set for the university.
UBC's many messages, for different audiences, include:
• UBC is a world-class educational and
research facility
• UBC is open and accountable, is meeting and serving community needs,
and is encouraging input and participation
• UBC fosters and contributes to the
social, economic, scientific, cultural
and educational benefits for society
• UBC plays a leadership role in advancing British Columbia on the provincial, national and international
scene
• UBC's faculty, staff and students are
part of a unique community and their
participation in the university is valued
MEANS
The university, through the External Affairs Division, utilizes a wide variety of
means to communicate UBC's messages,
including:
UBC Reports (tabloid newspaper published 21 times annually)
News releases and tip sheets (to media
outlets)
Phone contact
News conferences
Electronic mail
Alumni Chronicle,  newsletters and
events
ViewUBC electronic network
Public process and meetings
President's tours and breakfasts
Open House
Homecoming events
President's Reports
Speakers' Bureau
consultation services
Campus Tours
UBC Experts Guide
Brochures and other publications
Speeches
Congregation
MLA/MP visits
Donor publications
Video productions
personal contact/one-on-one meetings
letters/direct mail
contributions to faculty/departmental newsletters
ORGANIZATIONAL EMPHASIS:
INTERNAL COMMUNICATION
Background
UBC's communications policy emphasizes UBC's responsibility "to inform its
internal community (students and members of faculty and staff)." The model for
good internal communications must begin within the External Affairs Division
and radiate outwards to the entire campus. First, we. the communicators, must
communicate with each other about our
work and goals more efficiently and effectively. Once we have achieved this, we
can do a better job of receiving and disseminating information.
Goal
To develop an internal communications
strategy that will help build and foster a
sense of community among UBC campus
constituents. The strategy will include
means to keep the campus informed on a
regular and timely basis about developments in university policies, research,
teaching, staff, and events, and to help
them understand UBC's position on a
wide range of issues.
Ongoing Activity
UBC Reports - 21 issues annually
reception - 50,000 calls annually
critical issues management
public process
ongoing coverage of Senate and BOG
meetings
speechwriting
media training
personal contact/face-to-face meetings
faculty/staff/administration consultation
president's breakfasts and tours
committee participation by staff
dissemination of university policies
and programs
dissemination of faculty and departmental annual plans
PROPOSED ACTIVITY
Immediately establish an External Affairs communications working group —
with representatives from Public Affairs,
I Development Office, Government Rela- 2 Supplement to UBC Reports ■ December 1, 1994
THE UNIVERSITY OF BRITISH COLUMBIA
Communications Plan - Draft
tions, International Relations, the Alumni
Association and Ceremonies and Events
— to share and co-ordinate information
on messages, issues, events and publications, and to strategically plan External
Affairs' communications activities.
PROPOSED ACTIVITY
Fully integrate communication functions
once External Affairs relocation is complete and establish a publications unit
through negotiation with Development
Office and Alumni Association. Investigate new publishing technologies once
physical integration is finished. Some
integration and collaboration is already
underway in editorial and advertising.
PROPOSED ACTIVITY
Rename Media Relations as Public Affairs to convey scope and purpose of
communications activity. Rename staff
positions to more accurately describe
specific functions and reflect organizational emphases.
PROPOSED ACTIVITY
Dedicate one communications staff position to campus to emphasize news, events
and stories of personal achievement that
will build a sense of community at UBC.
PROPOSED ACTIVITY
Increase coverage of Senate and BOG
debates and decisions which affect the
whole campus.
PROPOSED ACTIVITY
Develop a "daily bulletin" on ViewUBC,
the campus electronic communications
system, containing news of interest to the
entire campus.
PROPOSED ACTIVITY
Develop a daily "electronic clips" service
for campus on ViewUBC to keep faculty
and staff abreast of post-secondary education issues in the daily media.
PROPOSED ACTIVITY
Meet with deans to consult on developing
a new format for communicating with
deans to replace "dean's letters."
ORGANIZATIONAL EMPHASIS:
TWO-WAY COMMUNICATION
Background
Society in general, and UBC's audiences
specifically, demand that they have avenues through which to communicate to
public institutions. Two-way communication is vital to developing a public process model for UBC and is essential if the
university is to be accountable and credible in its communications efforts.
Goal
To develop means for campus and off-
campus constituents to communicate
with the university and provide for acknowledgement and feedback to those
constituents.
Ongoing Activity
Letters to the editor (UBC Reports)
"Forum" opinion pieces (UBC Reports)
Public process meetings
Telephone contact
PROPOSED ACTIVITY
Investigate ways to utilize new forms of
communications technology (ViewUBC,
e-mail, fax modems. Local Area Network,
Internet) to expand our capability to receive and disseminate information.
ORGANIZATIONAL EMPHASIS:
EXTERNAL COMMUNICATION
Background
External communication has traditionally been a strength of the Media Relations unit and has focused on communicating to the public via the print and
broadcast media. However, a broader
approach to external communications
will allow the university to take advantage of some untapped communications
opportunities.
Goal
To develop broader and previously untried means of external communications
to position the university's research,
teaching, facilities and image in the public eye.
Ongoing Activity
UBC Reports
Tipsheets
News releases
Media advisories
Phone contact
News conferences/materials
UBC experts resource guide
Speechwriting
Critical Issues Management
Media Kit
Personal contact
Letters/direct mail
Group meetings
PROPOSED ACTIVITY
Establish a marketing program, linked to
the corporate sponsorship program, to
take advantage of strategic opportunities
to position the university and its mission
in the public eye. Marketing tools could
include video production, advertising,
focus groups, direct mail, posters, and
important campus events such as Homecoming and Open House.
PROPOSED ACTIVITY
Dedicate one communications staff position to media relations targeting and contact.
PROPOSED ACTIVITY
Investigate new technologies, such as the
Internet, to disseminate material from
UBC to media, government, etc.
PROPOSED ACTIVITY
Develop a Government Relations communications plan, as a component ofthe
broader university communications plan,
to enhance the flow of information between UBC and all levels of government
and to increase governments' awareness
of the important contributions UBC is
making locally, provincially, nationally
and internationally. To date, this function has been carried out in several ways,
including: government visits to campus,
MLA Days at UBC, one-on-one meetings
between the president, ministers and
deputies, meetings between UBC staff
and government staff, UBC Reports coverage, written correspondence and special functions in Victoria, Ottawa and
at UBC. Proposed initiatives include a
Government Relations Newsletter to
ministers, MLAs and MPs that would
provide an update on key issues and
developments at UBC.
ORGANIZATIONAL EMPHASIS:
CRITICAL ISSUES MANAGEMENT
Background
Critical issues management — the identification and management of issues or
crises which may affect UBC's reputation, political or economic status, or the
safety of its campus — has become a
major strength of the Media Relations
unit during the past three years, with an
increasingly large amount of staff time
devoted to this area. Based on past experience, it is anticipated that this key area
will continue to grow, with important
ramifications for UBC, its image, and its
credibility.
Goal
To develop a plan which will help the
campus identify and minimize negative
critical issues and take full advantage of
opportunities for positive issues management.
Ongoing Activity
Daily issues management
UBC Reports stories
News releases
Phone contact
News conferences
Public meetings
Liaison/consultation with senior administration, deans, heads, directors
One-on-one meetings
Letters/direct mail
PROPOSED ACTIVITY
Develop a set of guidelines to assist the
campus in identifying and managing issues and opportunities.
PROPOSED ACTIVITY
Develop guidelines for crisis communications and guidelines for operating with
the crisis response team.
ORGANIZATIONAL EMPHASIS:
PUBLIC INFORMATION CENTRE
Background
The need for a central information point
or public information centre has been
identified by several different constituencies on and off-campus for many years,
and is one ofthe recommendations in the
Spaxman report on the public process.
There is a perceived need for a centralized
"one-stop shopping" location for information about UBC, including events,
operating hours, parking, ticket purchases, directions, etc.
Goal
To establish an easily accessible, comprehensive information centre on the
UBC campus.
Ongoing Activity
Community Relations Office reception —
50,000 calls annually
Events publicity
PROPOSED ACTIVITY
Provide co-ordination and research for
the establishment of a UBC Public Information Centre. The working group can
take responsibility for a feasibility study
on location, cost, staffing, needs, etc.
Immediately establish a 1 -800 information line to enable the public to have
better access to UBC.
ORGANIZATIONAL STRUCTURE
Background
Historically, what is currently called the
Media Relations unit has dealt primarily
with media contact/promotion and the
publishing of UBC Reports. Prior to 1990,
the unit was called the UBC News Bureau. The name was changed to more
accurately portray the function of the
office.
Since 1990, the functions of the office
have grown to a point far beyond just
promoting story ideas with the media and
publishing UBC Reports.
The office now serves in an official
university spokesperson role; it is the
university's main point of contact for
crisis and issues management. Approximately 75 per cent ofthe manager
position is now spent on critical issues
management, up from 20 per cent three
years ago; unit staff has taken on a
expanded role in overall communications consulting for faculties and departments; the office has taken a lead
role in facilitating and developing a
public consultation program for the
university; the office has become an
active participant in communicating
with government ministries; the unit
has taken on an expanded role in providing publications services to other
External Affairs and university departments.
Goal
Based on the continuing evolution and
expanded role of the communications
function within External Affairs, to restructure and rename the Media Relations Unit as Public Affairs Office to
more accurately reflect its role and
responsibilities and to provide more
targeted service to the campus. Also,
rename positions within the office to
more accurately reflect job functions
and emphasis on internal /external
communications.
These changes capture the five on-
site themes, reflect the current roles
and responsibilities of the unit, recognize the broader mandate and evolution of responsibilities for the office, delineate the internal and external communications focus, formalize
the important function/responsibility of critical issues management, allow for some professional advancement within a small unit, and create
a sense for the campus and external
communities that UBC is changing
proactively with the times. Supplement to UBC Reports ■ December 1,1994 3
THE UNIVERSITY OF BRITISH COLUMBIA
Draft Policy on Discrimination and Harassment
November 16,1994
THE UNIVERSITY OF BRITISH COLUMBIA
December 1, 1994
Dear Colleagues:
Many of you took the time to send in suggestions for improvement to the
previous draft policy on discrimination and harassment. Thank you.
Many recommendations were received, some conflicting with others. They
have all been considered, and the draft in this edition of UBC Reports reflects
the integration of most of them.
Please review this draft and forward any further suggestions for change to
Vice Provost Libby Nason by December 14. For your convenience, changes
are underlined.
Sincerely yours,
-*CT"l
David W. Strangway
President
SUBJECT
Discrimination and Harassment
RESPONSIBLE VICE PRESIDENT
Vice President Academic and Provost
Vice President Administration
and Finance
Vice President External Affairs
Vice President Research
Vice President Student and
Academic Affairs
INTRODUCTION
(1) The University of British Columbia
is committed to providing its
employees and students with the
best possible environment for
working and learning. The
University therefore does not
condone discrimination and
harassment, including sexual
harassment, of any kind.   Indeed,
the University regards discrimination and harassment as serious
offenses that are subject to a wide
range of disciplinary measures,
including dismissal or expulsion
from the University.
(2) The fundamental objectives of this
University policy are to prevent
discrimination and harassment
from occurring, and to provide
procedures for handling complaints and imposing discipline
when they do occur. These
objectives are to be achieved in a
number of ways. The University is
committed to providing programs
that raise campus awareness of
the nature of and problems
associated with discrimination
and harassment, including sexual
harassment, and to educating
administrators in the objectives
and implementation of the policy.
The University also provides
support and counselling for those
affected by discrimination and
harassment and establishes
procedures for handling complaints.
(3) In addition, the University has the
obligation to ensure that its policy
and procedures are fair and are
applied fairly.  It is therefore
necessary to provide an environment in which victims of discrimination and harassment, including
sexual harassment, feel free to
bring complaints forward.  It is
equally important that those
against whom allegations are
made have a full and fair opportunity to meet those allegations.
(4) In this policy, the word discrimination refers to intentional or
unintentional treatment for which
there is no bona fide and reasonable justification.  Such discrimination imposes burdens, obligations, or disadvantages on specific
individuals or groups as defined
by the British Columbia Human
Rights Act (1984, amended 1992.)
The grounds protected against
discrimination by the British
Columbia Human Rights Act
include age, race, colour, ancestry,
place of origin, political belief,
religion, marital status, family
status, physical or mental disability, sex, sexual orientation, and
unrelated criminal convictions.
The Act contains a number of
exemptions and defenses.  For
example, the University's Employment Equity Policy, which has as
its object the amelioration of
conditions of disadvantage, is
exempt from a complaint of
discrimination under the Act.
Similarly, the Supreme Court of
Canada upheld the University's
policy on mandatory retirement,
and therefore, it also is exempt
under the Act.  See Appendix for
examples.
(5) In this policy, harassment refers
to physical, visual, or verbal
behaviour that a reasonable
person would consider to affect
adversely a positive study and
work environment at the University.  See Appendix for examples.
(6) In this policy, sexual harassment
refers to comment or conduct of a
sexual nature, when any one or
more of the following conditions
are satisfied:
• the conduct is engaged in or the
comment is made by a person who
knows or ought reasonably to know
that the conduct or comment is
unwanted or unwelcome;
• the conduct or comment is accom
panied by a reward, or the expressed or implied promise of a
reward, for compliance;
• the conduct or comment is accompanied by reprisal, or an expressed
or implied threat of reprisal, for
refusal to comply;
• the conduct or comment is accompanied by the actual denial of
opportunity, or the expressed or
implied threat of the denial of
opportunity, for failure to comply;
• the conduct or comment is intended
to, or has the effect of, creating an
intimidating or hostile environment.
Such comment or conduct may include
sexual advances; requests for sexual
favours; suggestive and /or derogatory
comments or gestures emphasizing sex
or sexual orientation; or physical
contact.  See Appendix for examples.
(7) Discrimination and harassment,
including sexual harassment, can
occur between individuals of the
same or different status, and both
men and women can be the
subject of harassment by members of either gender.  Discrimination and harassment, including
sexual harassment, can involve
individuals or groups; can occur
during one incident, or over a
series of incidents including single
incidents, which, in isolation,
would not necessarily constitute
harassment; and can occur on
campus or off, during working
hours or not.
(8) The impact of behaviour on the
complainant defines the comment
or conduct as discrimination and
harassment, subject to the test of
a reasonable person.
(9) This policy is to be interpreted in
a way that is consistent with the
UBC Calendar statement on
academic freedom.  fSee definition
section)  Neither this policy in
general, nor its definitions in
particular, are to be applied in
such a way as to detract from the
right of faculty, staff, and students
to engage in the frank discussion
of potentially controversial matters, such as age, race, politics,
religion, sex and sexual orientation. These are legitimate topics
and no University policy should
have the effect of limiting discussion of them or of prohibiting
instructional techniques, such as
the use of irony, the use of conjecture and refutation, or the assignment of readings that advocate
controversial positions, provided
that such discussion and instructional techniques are conducted in
a mutually respectful and noncoercive manner.
(9al  Neither this policy in general, nor
its definitions in particular, are to
be applied in such a way as to
detract from the right of those in
supervisory roles to manage and
discipline employees and students
subject to managerial and instructional practices.
PURPOSE
(10) To provide and maintain a study
and work environment free from
discrimination and harassment,
including sexual harassment.
POLICY
(11) Every student and member of
faculty and staff at the University
of British Columbia has the right
to study and work in an environ
ment free from discrimination and
harassment, including sexual
harassment. The University and
all members of the University
community share responsibility for
ensuring that the work and study
environment at UBC is free from
discrimination and harassment.
Specifically, Administrative Heads
of Unit bear the primary responsibility for maintaining a study and
work environment free from
discrimination and harassment,
including sexual harassment;
Administrative Heads of Unit are
free to act, and should act, on this
responsibility, whether or not they
are in receipt of individual complaints; and the knowledge and
experience of the Equity Office are
available to all members of the
University community.
ACCESS TO COMPLAINT
PROCEDURES
(12) A complaint of discrimination or
harassment pertaining to University work, studies, or participation
in campus life may be lodged by
any member(s) of the University
community against other
member(s) of the University
community and/or the University.
(13) A complaint may be lodged even
when there has been apparent
acquiescence of the complainant
in the conduct or comment in
question.
(14) Contractors, their employees and
agents, and visitors to the University also are expected to conduct
themselves in any University-
related activity in a manner
consistent with this policy.
Allegations of discrimination and
harassment, including sexual
harassment, against such persons
will be dealt with by the University
as potential breaches of contract,
and/or may result in suspension
of University privileges, such as
access to the campus.
(15) Although contractors, their
employees and agents, and visitors
to the University who suffer
discrimination or harassment do
not have access to these complaint
procedures, such individuals are
encouraged to consult with an
Equity Advisor or express their
concerns directly to the Associate
Vice President Equity.
COMPLAINT PROCEDURES
(16) Complaints of discrimination and
harassment, including sexual
harassment, can be resolved by
employing any or all of the following procedures: (A) informal
resolution, (B) mediation, (C)
investigation and decision.
A.  Informal Resolution
(17) Informal resolution is a resolution
to which the complainant consents, and is arrived at with the
assistance of an Administrative
Head of Unit and/or an Equity
Advisor, but without the use of
either mediation or adjudication.
The possible means of achieving
informal resolution are numerous.
Examples include advice to the
complainant, referral for counselling, investigation by the Administrative Head of Unit, letter to the
respondent, relocation of the
complainant and/or the respondent, disciplining the respondent,
or any other appropriate and just
measures.  Informal resolution 4 Supplement to UBC Reports ■ December 1, 1994
THE UNIVERSITY OF BRITISH COLUMBIA
Draft Policy on Discrimination and Harassment
can occur without knowledge to
anyone other than the complainant and the Administrative Head
of Unit, or the Equity Advisor who
receives the complaint.
(17a)In all cases, the Administrative
Head of Unit considers whether
the complaint arises from a
systemic problem, and if so, seeks
the assistance of the Equity Office
to resolve it.
(18) No informal resolution of a
complaint that adversely affects
the academic, employment,
professional, or other interests of
the respondent shall proceed
without the consent of the respondent.
(19) The Equity Advisor or the Administrative Head of Unit (or designate) assists the complainant in
clarifying the allegations, and their
related consequences, and in
considering the applicability of
various options, such as an
apology from the respondent or
reassignment of duties.  See
Appendix for additional options for
informal resolution.
(20) Written records of informal
resolutions are kept in confidential
files of the Equity Office.
B. Mediation
(21) At any time after a complaint has
been received, the parties can
attempt to resolve the complaint
through a process of mediation,
provided that both parties consent
to such a process.  Mediators are
drawn from the Equity Resource
Group and are selected by the
Associate Vice President Equity.
They are trained in alternate
dispute resolution techniques that
relate to the issues covered by this
policy. Appointed mediators and
the format of the mediation
process must be acceptable to
both the complainant and the
respondent.
(22) A mediated settlement arrived at
between the complainant and the
respondent is written out, signed
by the complainant and the
respondent, and counter-signed
by the mediators. If a potential
settlement entails action to be
taken by the University, the
University becomes a third party
to the mediation and also must
agree for there to be a settlement.
(23) A copy of any agreement reached
during mediation is provided to
each of the signatories and to the
Equity Office, and remains confidential.
(24) No person involved in a mediation
proceeding shall give evidence or
introduce documents from that
proceeding during any other
subsequent University proceeding
where that evidence or those
documents would disclose that
any person had agreed or refused
to agree to mediation or, if mediation occurred, what took place
during the mediation.
C. Investigation and Decision
Request for Investigation and Decision
(25) At any time after the complaint
has been made, if the complainant
wishes to have the complaint
investigated and decided, the
complainant has the right to file a
written request with the Equity
Office. Requests include detailed
accounts of the conduct or com
ment on the part ofthe respondent that forms the basis of the
complaint.
(26) Within five working days, the
Equity Office delivers a copy of a
request for investigation and
decision to the respondent.
(27) The respondent has the right to
respond to the request in writing,
provided such right is exercised
within ten working days from
receipt of that request.  The
respondent may acknowledge or
deny the validity of the complaint
in whole or in part, provide new
information, or propose a resolution of the complaint.
(28) Within five working days from
receipt of the respondent's written
reply to a request for investigation
and decision, the Equity Office
delivers a copy of that reply to the
complainant.
(29) On receipt of the respondent's
written reply, the complainant
may accept the reply as full
resolution of the complaint, or on
the basis of the respondent's
written reply, the complainant
may choose to pursue either
informal resolution or mediation,
in which case an Equity Advisor
puts into effect the appropriate
procedures.
Investigation
(30) When informal resolution or
mediation has failed to resolve a
complaint, the Equity Office
informs the respondent's Administrative Head of Unit, and the
Associate Vice President Equity
assigns a member of the Equity
Resource Group to investigate.
(31) The investigator interviews the
complainant, the respondent, and
such other persons as she or he
considers may have information
pertaining to the complaint. The
investigator re-interviews or seeks
additional witnesses in order to
confirm evidence or explore
discrepancies. The investigator
prepares a written recommendation indicating whether or not in
his/her opinion the policy applies
to the complaint and the facts of
the case.
(32) Interviews are private and held
away from the work areas of those
involved.
(33) The investigator submits and
discusses the report with a Panel
comprised of three people (one of
whom is external to UBC) appointed for two-year renewable
terms by the Associate Vice
President Equity. This Panel
meets with the complainant and
with the respondent to discuss the
contents of the report. The Panel
may request supplementary
reports from the investigator as
well as any history of previous
discipline.
(34) The Panel decides on the following:
• whether the policy applies in the
circumstances;
• whether on the balance of probabilities, and with the onus of proof
being on the complainant, there has
been a violation of the policy;
• whether discipline or remedies are
appropriate.
(35) If the Panel concludes that other
University policies or procedures
bear on the complaint, the Panel
identifies them and refers the
relevant parties to the University
office with responsibility therefor.
(36) In the event that the Panel
recommends that the complaint be
upheld, it may recommend both a
form of discipline for the respondent and a remedy for the complainant.  It also may recommend
any other measures it considers
appropriate in the circumstances.
Such recommendations are made
in writing and supported by
reasons.
(37) In the event that the Panel
recommends the complaint be
dismissed, it may recommend
counselling, support, education,
and such other measures as it
considers appropriate for the
complainant or the respondent.  It
also may recommend such measures as it considers appropriate to
restore the complainant's or
respondent's unit to effective
functioning.  Such recommendations are made in writing and
supported by reasons.
(38) In the event that the Panel
recommends not only dismissal of
the complaint but contemplates
finding the complaint to have been
made in bad faith, it shall meet
with the complainant and provide
an opportunity for the complainant to respond prior to making its
recommendation.  It may recommend both a form of discipline for
the complainant and a remedy for
the respondent. The Panel also
may recommend any other measures it considers appropriate in
the circumstances. Such recommendations are made in writing
and supported by reasons.
(39) The Panel distributes its recommendations and reasons to the Associate
Vice President Equity, the complainant, the respondent, and their
Adrninistrative Heads of Unit.
Decision
(40) For students, the Administrative
Head of Unit with authority to
receive the Panel's recommendations is the President; for members of staff, it is the Director or
Head of Department: for faculty,
the authority may be either the
President or the Dean/Head,
depending on the nature of the
discipline contemplated.  The
Agreement on Conditions of
Appointment states that only the
President may discipline a
faculty member by dismissal or
suspension without pay. The
individual receiving the Panel's
recommendations meets with the
complainant and with the
respondent, confers with the
Associate Vice President Equity
and his or her own Vice President, and considers the Panel's
recommendations.
(41) The individual receiving the
Panel's recommendations may
take such disciplinary and
remedial measures as he or she
considers appropriate.  A
written report of measures
taken with supporting reasons
is distributed to the Associate
Vice President Equity, the
complainant, the respondent,
their Administrative Heads of
Unit, the investigator, and the
Panel.
Appeal
(42) A student who denies that a
violation of the policy took place or
who disagrees with an imposed
penalty has recourse through the
Senate Committee on Appeals on
Academic Discipline. A member of
staff or faculty has recourse
through the provisions of the
collective agreement or terms and
conditions of employment.  Complainants may also appeal through
these channels. As well, the
complainant and respondent may
have recourse to extra-University
processes.
INITIATION OF COMPLAINT
PROCEDURES
(43) While it is possible for anyone to
seek anonymously the advice and
assistance of an Equity Advisor,
only those complaints in which
the complainant's identity is
disclosed may be taken through
the mediation and investigation/
decision stages.
(44) Only those complaints lodged
within one calendar year of an
event, or in the case of a series of
events, the last event in a series
are processed. The Associate Vice
President Equity may grant
extensions beyond this one-year
limit.
(45) The procedures in this policy can
be initiated by persons directly
affected (by the conduct or comment that forms the basis of the
complaint) or by Administrative
Heads of Unit.
A.  Initiation of Procedures by
Persons Directly Affected
(46) Persons directly affected by the
conduct or comment that forms
the basis of the complaint may
lodge the complaint with either an
Administrative Head of Unit or
with an Equity Advisor.
(47) At any time, complainants may
choose to withdraw from these
complaint proceedings.  Nevertheless, the University's legal responsibility to provide an environment
free from discrimination and
harassment, including sexual
harassment, may obligate the
University to proceed in the
absence of a complaint from the
persons directly affected.  In such
cases, the Administrative Head of
Unit and the Equity Advisor decide
whether to proceed, taking into
account the need for protection
against retaliation on the part of
witnesses and the need for due
process on the part of respondents.
Response of Administrative Heads of
Unit
(48) In responding to complaints of
discrimination or harassment
including sexual harassment.
Administrative Heads of Unit are
encouraged to seek the assistance
of the Equity Office.
(49) Administrative Heads of Unit deal
immediately with allegations of
discrimination and harassment,
including sexual harassment, by
investigating, and when appropriate, ordering the behaviour to
stop, and taking preventive,
interim, and/or remedial measures.
(50) The Administrative Head of Unit
provides the complainant with a
copy of this policy and explains
available options.  In addition. Supplement to UBC Reports • December 1,1994 5
THE UNIVERSITY OF BRITISH COLUMBIA
Draft Policy on Discrimination and Harassment
with the consent of the complainant, the Administrative Head of
Unit attempts to effect an informal
resolution of the complaint.
(51) If the complaint cannot be resolved informally, and the complainant wishes to access mediation or to make a written request
for investigation and decision, the
Administrative Head of Unit
directs the complainant to the
Equity Office.
(52) If the Administrative Head of Unit
believes that these complaint
procedures do not apply, the
Administrative Head of Unit
confers with an Equity Advisor
about the matter and explains to
the complainant why this policy
has no application.  In addition,
the Administrative Head of Unit
deals with the complaint on the
basis of the appropriate University policy, if necessary by
referring the complainant to
another University office or
support service, and informs the
complainant of the existence of
extra-University support and
complaint services.
(53) If at any time, the complainant is
dissatisfied with the actions taken
by an Administrative Head of Unit,
the complainant can lodge the
same complaint with an Equity
Advisor or extra-University
agencies.
Response of Equity Advisors
(54) The Equity Advisor provides
the complainant with a copy of
this policy and explains available options.   In addition, with
the consent of the complainant, the Equity Advisor attempts to effect an informal
resolution of the complaint.   As
well, the Equity Advisor recommends to the Administrative
Head of Unit measures to
protect the safety, academic,
and other interests of the
complainant pending resolution of the complaint.
(55) If the complaint cannot be resolved informally, and the complainant wishes to access mediation or to make a written request
for investigation and decision, the
Equity Advisor assists the complainant in so doing.
(56) If the Equity Advisor believes that
these complaint procedures do not
apply, the Equity Advisor explains
to the complainant why this policy
has no application.  In addition,
the Equity Advisor refers the
complainant to another University
office or support service and
informs the complainant of the
existence of extra-University
agencies.
B.  Initiation of Procedures by
Administrative Heads of Unit
(57) Administrative Heads of Unit may
lodge complaints with an Equity
Advisor to resolve allegations of
discrimination or harassment,
including sexual harassment. An
Administrative Head of Unit who
lodges a complaint is identified as
the complainant, and the persons
directly affected by the conduct or
comment that forms the basis of
the complaint may be called upon
as witnesses in any subsequent
investigation or decision.
(58) When an Administrative Head of
Unit becomes a complainant, she
or he surrenders any rights or
responsibilities assigned to
administrators by these procedures. The individual to whom
this complainant reports assumes
the latter's rights and responsibilities. Any disputes that arise over
the applicability of any of the
procedures shall be referred to the
Associate Vice President Equity,
whose decision shall be final.
(59) If an Administrative Head of Unit
lodges a complaint with an Equity
Advisor, and the Equity Advisor
believes that these complaint
procedures apply, the Advisor, in
consultation with the complainant, considers the appropriateness
of an informal resolution of the
complaint, and where appropriate
follows the procedures provided
for informal resolution or mediation; advises and assists the
complainant in taking necessary
measures to protect the interests
of those directly affected by the
complaint; and if the complaint
cannot be resolved informally or
by mediation, and the complainant wishes to make a written
request for investigation and
decision, assists him or her in so
doing.
(60) If the Equity Advisor believes that
these complaint procedures do not
apply, the Advisor explains to the
Administrative Head of Unit why
this policy has no application and
refers him or her to another
University office or extra-university agencies.
(61) Where the identity ofthe
persons responsible for acts of
harassment is unknown to the
Administrative Head of Unit,
the Associate Vice President
Equity arranges an investigation and notifies appropriate
authorities both inside and
outside the University.   In
addition, the Administrative
Head of Unit, in consultation
with the Associate Vice President Equity, arranges for
remedial measures to restore
the unit to effective function-
iag.
GENERAL PROVISIONS
Right of Parties to Support and
Assistance
(62) The complainant and respondent
are at all times during these
procedures entitled to support and
assistance.
(63) The complainant is entitled to the
support and assistance of an
Equity Advisor.
(64) The respondent is entitled to the
support and assistance of a
member of the Equity Resource
Group.
(65) Members of unions and employee
associations have all rights to
representation that their collective
agreements confer.
Obstructing the Process
(66) Any person whose willful actions
or inactions obstruct the application of these procedures or who
willfully breaks an undertaking or
agreement shall be subject to
discipline.
Retaliation
(67) No one shall suffer reprisal for
refusing to violate this policy or for
bringing forward, in good faith, a
complaint or concern about
discrimination or harassment,
including sexual harassment. The
University considers retaliation or
the threat of retaliation at any
stage to be a serious offense
because it prevents potential
complainants, witnesses, colleagues, and administrators from
acting on their concerns.  See
Appendix for examples of retaliation.
(68) All persons involved in these
procedures shall report threats
and other safety concerns immediately to the Equity Office and
relevant administrators.
(69) Administrative Heads of Unit deal
immediately with allegations of
retaliation by investigating, and
when appropriate, ordering the
behaviour to stop, and taking
preventive, interim, disciplinary
and/or remedial measures.
(70) In its deliberations and recommendations, the investigative
panel shall consider any allegations of retaliation.
Confidentiality
(71) All members of the University
community involved in a case
are expected to maintain confidentiality, particularly within
the work or study area in question and in shared professional
or social circles.  These members
include Equity Advisors, support
staff. Administrative Heads of
Unit, and witnesses, as well as
the respondent and the complainant.  Although at times
difficult to avoid, the breach of
confidentiality undermines the
provision of due process, and
thus prove a disservice to both
the complainant and the respondent.
(72) Confidentiality is not the same
as anonymity:   For a complaint
to go forward to mediation or
investigation and decision, the
identity of the complainant and
the details of the complaint must
be released to the Equity Advisor, the respondent, and those
involved in the application of
these procedures.
(73) Terms of confidentiality, including
the need to disclose information
that restores a unit to effective
functioning, may be agreed on in
informal or mediation agreements
between the complainant(s) and
respondents), or recommended by
the Panel, or ruled on by the
Administrative Head of Unit.
(74) The University, through the
Associate Vice President Equity.
may take necessary steps to
ensure the health, safety, and
security of any member of the
University community.
(75) For educational purposes, the
Equity Office may discuss specific
cases and their resolutions
without identifiers.
(76) Confidentiality may not apply to
persons subject to extra-University judicial processes.
Use of Documents
(77) Documents are used only for the
purpose for which they were
created and are retained by the
Equity Office. Access to Equity
Office files is restricted to current
members of the Equity Office staff.
In cases involving repeat complaints or security and safety
issues, a University Vice President
may review Equity Office files.
(78) Documents may be required by
law to be released to extra-
University processes.
Multiple Proceedings
(79) A complaint under this policy may
also be pursued in extra-University processes.
(80) The fact that a complaint is being
pursued under these procedures
does not preclude the complainant
from pursuing an extra-University
process.
(81) Where there are multiple complaints against an individual, a
unit, or the University, the complainants shall clarify whether the
complaints comprise a systemic
complaint or a series of individual
complaints.
(82) Where two or more complaints
have been lodged against the same
respondeht, these complaints may
be dealt with by a single investigative panel.
Limited Role of Resource Group
Members
(83) No member of the Equity Resource
Group shall act in more than one
capacity in any given case.
Conflict of Interest
(84) Members of the University community are governed by the terms
of the University Conflict of
Interest Policy.  Individuals in an
intimate or sexual relationship
with a subordinate shall disclose
the relationship to the Administrative Head of Unit and shall cooperate with those measures the
Administrative Head of Unit
considers appropriate to avoid
conflict of interest in matters such
as supervision and evaluation.
(85) When power differentials exist
amongst or between faculty, staff,
and students, those holding
positions of authority shall not
abuse, nor seem to abuse, the
power with which they are entrusted.  Such relationships
include, but are not limited to,
those between a coach, an academic advisor, an instructor/
professor, a counsellor, a residence advisor, a tutor, a thesis/
practicum supervisor, a research
head, or a director and his or her
subordinate, junior colleague, or
student. Anyone who enters into
a sexual relationship with a
person where a professional power
differential exists must realize
that, if a charge of sexual harassment is subsequently lodged, it
will be extremely difficult to defend
the conduct on grounds of mutual
consent.
(86) An inappropriate sexual relationship may create a negative work or
study environment for others and
give rise to a complaint under this
policy.
Interim Solutions
(87) The complainant, respondent, or
unit may require immediate
measures to preserve safety,
morale, or efficiency while a
situation is being resolved,
investigated, or decided.  Such
measures, whether carried out by
the Administrative Head of Unit or
by the Equity Advisor, should not
be viewed as judgment of .the
credibility of the complainant or
respondent, who may appeal such 6 Supplement to UBC Reports ■ December 1, 1994
THE UNIVERSITY OF BRITISH COLUMBIA
Draft Policy on Discrimination and Harassment
measures with the Associate Vice
President Equity.  His or her
decision is final, subject to the
provisions of collective agreements.  See Appendix for examples
of interim solutions.
Remedy Options
(88) Once a case has been decided, the
complainant or the respondent
may require measures be taken to
correct damage done to her or his
career development, academic
record, physical or emotional
health, reputation, or finances.
Arrangements are negotiated with
the appropriate University officer.
See paragraph 40.  See Appendix
for examples of remedy options.
Discipline Options
(89) Discipline is be appropriate to the
offense and relevant circumstances of the case, and is applied
after an admission or judgment of
wrongdoing.  Considerations in
determining discipline include, but
are not limited to, work history,
previous discipline, respondent's
acknowledgment of wrong, relationship of parties, degree of
aggression and physical contact,
number of events, impact on the
complainant, and intent of the
respondent.  See Appendix for
examples of discipline.
Appeals
(90) Nothing in this policy shall be
construed to remove any rights of
appeal or rights to grieve that
members of the University community have independent of this
policy, or to remove any rights to
take action against the University
or members of the University
community in other processes
within or without the University.
Concerns and Complaints about
Procedures
(91) General or specific complaints
about the application of these
procedures may be addressed to
the Associate Vice President
Equity.
THE EQUITY OFFICE
(92) The Equity Office has responsibility for
• providing advice and assistance to
Administrative Heads of Unit and
others seeking direction in the
handling of cases;
• advising and assisting those who
bring forward complaints during all
stages of the procedures, including
the initiation of a complaint, as well
as the undertaking of informal
resolution, and arranging for
mediation or investigation;
• ensuring that the policy and procedures in this document have been
appropriately and effectively implemented;
• providing information and advice on
the complaint process and limitations to confidentiality to any
member of the University community:
• providing education on the prevention and remediation of discrimination and harassment, including
sexual harassment;
• publishing annually in UBC Reports
statistical and summary reports on
the number of complaints made,
types of complaints, outcomes,
educational activities, and an
evaluation of this policy and its
procedures.
EQUITY RESOURCE GROUP
(93) The Associate Vice President
Equity appoints knowledgeable
professionals who do not work at
UBC to serve as members of the
Equity Resource Group for renewable terms of two years.
(94) The Associate Vice President
Equity ensures that at least four
members of the Equity Resource
Group are available to advise
respondents, mediate cases, and
investigate cases.
PRESIDENTS ADVISORY COMMITTEE ON DISCRIMINATION AND
HARASSMENT
(95) The Associate Vice President
Equity ensures that the President's Advisory Committee on
Discrimination and Harassment
reflects the diversity of members of
the University with regard to
gender, culture, ethnicity, disability, and sexual orientation.
(96) The tasks of this Committee are to
(a) advise and assist the Associate
Vice President Equity in creating
and implementing an educational
program designed to make all
members of the University aware
of
• the nature of discrimination and
harassment, including sexual
harassment;
• measures that should be taken to
prevent discrimination and harassment from occurring; and
• the procedures to be followed in the
event of a complaint.
(b) advise and assist the Associate
Vice President Equity in the
evaluation of Equity Office services, procedures, and educational
programs.
DEFINITIONS
Academic freedom at UBC is defined in
the UBC Calendar:  'The members of
the University enjoy certain rights and
privileges essential to the fulfilment of
its primary functions:  instruction and
the pursuit of knowledge.  Central
among these rights is the freedom,
within the law, to pursue what seem to
them fruitful avenues of inquiry, to
teach and learn unhindered by external
or nonacademic constraints, to engage
in full and unrestricted consideration of
any opinion. This freedom extends not
only to the regular members of the
University but to all who are invited to
participate in its forum.  Suppression
of this freedom, whether by institutions
of the state, the officers of the University or the actions of private individuals, would prevent the University
carrying out its primary functions.  All
members of the University must
recognize this fundamental principle
and must share responsibility for
supporting, safeguarding and preserving this central freedom.   Behavior
which obstructs free and full discussion, not only of ideas which are safe
and accepted, but of those which may
be unpopular or even abhorrent, vitally
threatens the integrity of the University's forum.  Such behavior cannot be
tolerated."
Administrative head of unit is Director
of a service unit; Head of an academic
department; Director of a centre,
institute or school; Principal of a
college; Dean; Associate Vice President;
University Librarian; Registrar; Vice
President; or President.
Complaint for investigation and decision
under these procedures means a
written complaint by an individual or
group that he/she/they have been
discriminated against or harassed
including sexually harassed; or that
there has been retaliation for consulting with an Equity Advisor or for
participating in proceedings under this
policy; or that there has been a breach
of an undertaking as to future conduct.
Contractors include vendors of goods
and services to the University, volunteers, homestay families, persons in the
community guiding practicum and
internship placements, and others with
similar connections to the University.
Discrimination refers to intentional or
unintentional treatment for which there
is no bona fide and reasonable justification.  Such discrimination imposes
burdens, obligations, or disadvantages
on specific individuals or groups as
defined by the British Columbia
Human Rights Act (1984, amended
1992.) The grounds protected against
discrimination by the British Columbia
Human Rights Act include age, race,
colour, ancestry, place of origin,
political belief, religion, marital status,
family status, physical or mental
disability, sex, sexual orientation, and
unrelated criminal convictions. The
Act contains a number of exemptions
and defenses.  For example, the
University's Employment Equity Policy,
which has as its object the amelioration
of conditions of disadvantage, is
exempt from a complaint of discrimination under the Act.  Similarly, the
Supreme Court of Canada upheld the
University's policy on mandatory
retirement, and therefore, it also is
exempt under the Act.  See Appendix
for examples.
Harassment refers to physical, visual,
or verbal behaviour that a reasonable
person would consider to affect adversely a positive study and work
environment at the University.  See
Appendix for examples.
Member of the University community is
a student, a member of faculty, or a
member of staff.
Reasonable person test gives unprejudiced and as neutral as possible
consideration to a complaint. Without
limiting the scope of issues relevant to
the case, the investigative panel and
the Administrative Head of Unit must
take into account the perspectives of
both the complainant and respondent.
Sexual Harassment refers to comment or conduct of a sexual nature,
when any one or more of the following conditions are satisfied:
• the conduct is engaged in or the
comment is made by a person who
knows or ought reasonably to know
that the conduct or comment is
unwanted or unwelcome;
• the conduct or comment is accompanied by a reward, or the expressed or implied promise of a
reward, for compliance;
• the conduct or comment is accompanied by reprisal, or an expressed
or implied threat of reprisal, for
refusal to comply;
• the conduct or comment is accompanied by the actual denial of
opportunity, or the expressed or
implied threat of the denial of
opportunity, for failure to comply;
• the conduct or comment is intended
to, or has the effect of, creating an
intimidating or hostile environment.
Such comment or conduct may
include sexual advances; requests for
sexual favours; suggestive and/or
derogatory comments or gestures
emphasizing sex or sexual orientation; or physical contact.   See Appendix for examples.
APPENDIX
Examples of Discrimination based on
prohibited grounds include
• refusal to provide services or
facilities;
• exclusion from employment or
educational opportunities or benefits;
• refusal to teach, work with, or
participate in a group learning
project with someone;
• failure to provide physical access;
• practices that are applied equally to
all individuals but differentially
impact on a specific group:
• distinctions in treatment for which
there are no bona fide justifications.
Examples of Harassment, including
Sexual Harassment, include
• insults, innuendos, derogatory
comments, taunting, or slurs;
• verbal abuse or threats involving
race, sexuality or gender;
• touching, stroking, pushing, impeding or blocking movement,    crowding, pinching, or any unwelcome
physical contact;
• condescension that undermines
self-respect;
• display of pornography;
• retaliation for complaining or
supporting a complaint of harassment;
• practical jokes involving race,
sexuality, ethnicity, ancestry or
gender that cause awkwardness or
embarrassment;
• repeated, unwelcome invitations or
requests for social or sexual interaction, whether indirect or explicit;
• leering, following, intimidating or
stalking;
• use of media, including telephone
and computer technology, to impose
racist or sexist material on others;
• consensual sexual behaviour that
interferes with the work or study
environment of others.
Options for Informal Resolution of
Discrimination and Harassment,
including Sexual Harassment,
include
• discussing concerns directly with or
writing to the respondent;
• discussing concerns directly with
the respondent, with the assistance
of the advisor, an administrative
head of unit, or other third party;
• requesting that the Advisor, Administrative Head of Unit, or other
third party meet with the respondent to discuss the complaint;
• requesting that the Advisor or the
Administrative Head of Unit work
separately with the parties to create
a mutual agreement;
• taking preventive action without
notifying the respondent or the
Administrative Head of Unit;
• requesting remedial measures from
the Administrative Head of Unit,
with or without the involvement of
the respondent;
• requesting the Advisor or the
Administrative Head of Unit offer
educational sessions to the unit;
• taking no action at this time.
Interim Solutions for Situations
involving Discrimination and Harassment, including Sexual Harassment,
include
• suspension of respondent from
certain duties, areas, routines;
• forbidding respondent to contact
complainant;
• re-routing work through other
people;
• shifting evaluation or supervision of
complainant to someone other
than the respondent;
• official leave or stress leave for
complainant or respondent; Supplement to UBC Reports ■ December 1, 1994.7
THE UNIVERSITY OF BRITISH COLUMBIA
• close daily monitoring of complainant or respondent;
• support or counselling for complainant or respondent;
• rules of conduct agreed to by both
parties;
• relocation of complainant or respondent;
• restraining order sought against the
respondent;
• campus security and/or police
involvement sought;
• behavioural guidelines issued to
individuals or groups within a unit;
• administrative intervention regarding gossip or rumours.
Retaliation in Situations involving
Discrimination and Harassment,
including Sexual Harassment,
includes
• unfair evaluation of work or performance;
• breaking confidentiality, especially
within the unit or profession;
• turning mutual colleagues against
the complainant;
• spreading gossip about the complainant or witnesses;
• identifying to the unit, class, or
colleagues the complainant in a
case against oneself;
• negatively affecting the career or
study opportunities of a complainant, witness, or others who are
party to the complaint;
• following, phoning, stalking, or
otherwise monitoring the complainant, witnesses, their friends, or
family;
• approaching the complainant or
witnesses directly, unless invited to
do so;
Draft Policy on Discrimination and Harassment
refusal to provide references, or
requirement to mention the offense
in any recommendations provided;
apology by the respondent in person
or by letter;
mandatory counselling for specific
minimum number of sessions, with
report by counsellor;
attendance at educational courses
on issues and awareness of discrimination and harassment,
including sexual harassment, with
report by instructor;
memo to unit outlining basic facts
and findings;
loss of privileges regarding use of
facility, work with students or staff,
etc.;
prohibition against leading field
trips alone with students;
prohibition against individual
contact with students, staff, etc., in
the office;
loss of position or title;
relocation of work area away from
the complainant;
change of routine to avoid contact
with the complainant;
transfer to another unit with
supervisor notified as to reason;
prohibition against contact with
complainant or others in similar
group;
demotion or denial of salary increment;
suspension without pay for specified
days /weeks / months;
expulsion for specified time or
permanently;
termination
• confronting, yelling at, or physically
threatening a complainant or
witness;
• filing frivolous or vexatious charges
or lawsuits;
• actions by members of a unit to
embarrass, intimidate, or exclude
the complainant or witnesses for
having laid a complaint;
• actions by an administrator to
trivialize the complaint or discredit
the complainant;
• withdrawal of services or relationships to which the person is entitled;
• excluding a complainant from work-
study or social interactions
Remedy Options in Situations
involving Discrimination and Harassment, including Sexual Harassment,
include
• providing paid leave or leave of
absence from program until health
is restored;
• counselling provided by appropriate
resource;
• refunding tuition;
• calling in a qualified neutral expert
to evaluate disputed work;
• changing complainant's unit assignment or moving his/her work
area;
• extending work or study deadlines
until complainant can cope and is
ready to perform;
• suspending academic or work
requirements for a period of time;
• redressing losses of opportunity,
promotion, employment, etc.;
• requesting an apology from the
respondent;
• assisting skill building, e.g. assert
iveness, self-defense;
• countering damage to reputation
caused by the situation and procedures;
• educating the unit about issues of
discrimination and harassment,
including sexual harassment;
• educating management staff about
their responsibilities regarding
discrimination and harassment,
including sexual harassment;
• supporting the complainant and
clarifying the University's judgment
regarding the respondent in a
formal letter;
• providing a letter of reference from a
suitable supervisor;
• circulating a statement regarding
the case outcome;
• helping the complainant or respondent re-establish in a new location
or program;
• reviewing policies and procedures
within the unit or the University:
• providing education and training on
discrimination and harassment-
including sexual harassment, to
members of the unit;
• improving safety measures in the
work area;
• creating special programs to redress
systemic exclusions of specific
groups.
Discipline Options in Situations of
Discrimination and Harassment,
including Sexual Harassment, and
bad faith complaints include
• oral warning
• letter of reprimand on file, or note
on transcript or personnel file, with
time and method of removal to be
specified;
Conflict Of Interest Policy
Proposed Revisions To Procedures
December 1, 1994
Dear Colleagues:
As the result of a review of UBC policies and procedures in light of the three
Concordia reviews, two important changes in the procedures dealing with extra-
university activities have been recommended:
1. 'The ambiguity in the current language regarding what is "a day" in
counting the number of outside professional activity days in a year needs to be
addressed. Since "a day" will include all 365 days in a year - that is, include
vacations, weekends and so on - we will increase the number of days allowable
without seeking advance permission ofthe head to 52 days per year."
2. 'The reporting of outside professional activities requires attention. The
procedures will be modified to introduce a standard university format to be used
annually by all members of faculty and management and professional staff (and
in situations where the head deems it appropriate, technical staff as well), for
annual disclosure of all outside professional activities, or for affirmation by
signature that there have been none."
A revision ofthe section on extra-university activities contained in Policy #97,
Conflict of Interest, is published here for your review. Changes are noted for your
convenience by underlining and cross-out.
Please send any comments to Vice Provost Libby Nason by December 14.
Yours sincerely.
<=» v
David W. Strangway
President
\
Extra-University Activities
Full-time appointments involve a year-
round (except for the vacation period)
commitment to teaching, research, service, support activities, and participation
in the life of the University.
Outside Professional Activities
(Introduction):
Outside professional activities are extra-
University activities which involve the
same kind of specialized skills and knowl
edge that the faculty or staff member
practices in the employ of the University,
and are at the cutting edge of the field or
discipline.
Activities such as consulting, private
contracts, professional practice,
directorships on boards when not at
UBC's request, being an officer of a
company whose business relates to
teaching/research interests of faculty,
teaching at other institutions, are
examples of outside professional
activi ties-
Professional activities not considered
"outside" because they contribute to
teaching, research, or service include:
being an external reviewer for a
department at another university:
editing a journal in one's field of study:
teaching in UBC's continuing studies
programs: participating as a committee
member or member ofthe executive of
one's regional, national or
international organization: being an
external reviewer for a promotion or
tenure case: acting as a peer reviewer
for a granting agency or publisher:
being a director on a board at UBC's
request.
Activities such as volunteer work-
community work and the running of
businesses not related to work done at
the University are considered extra-
university activities that are not
"professional" for the purpose of this
policy.
The University recognizes that the competence and effectiveness of faculty and
staff may be enhanced by their participation in certain kinds of outside professional activities. For example, they can
contribute to the professional development ofthe individual through the acquisition of new skills, external contexts and
techniques or provide additional opportunity for application of knowledge to
practical situations, and thus increase
the individual's effectiveness in teaching,
research, service and support endeavours. They can also open up academically-relevant opportunities for graduate
students.
Furthermore,   such  participation fre
quently advances the purpose ofthe University in serving the needs of the larger
community which it is a part through
fostering the transfer and application of
knowledge.
Yet, extra-University activities may produce consequences that are not to be
measured merely in terms of hours expended. The distraction of non-University occupations, the expenditure of emotional energies, the obligations contingent on accepting external fees and salaries may all interfere in the proper discharge of the primary University duties.
The essential principle ofthe University's
policy on outside commitments to tasks
outside the responsibilities of faculty or
staff members to the University - that is
their responsibilities to students, the discipline, colleagues, service and support -
must be such that their University responsibilities are completely satisfied.
Outside Professional Activities,
Members of Faculty
All faculty members shall disclose in writing the extent, nature, and timing of all
outside professional activities, whether
or not there were any, to the administrative head of their unit annually so that
the individual's obligations and the extent of those obligations to outside organizations are known by the University.
The form used for this purpose is the
"Annual Report to the Department Head
and Dean Regarding Extra-University
Activities for the Period July 1. xxxx to
June 30. xxxx". available from the Faculty Relations in the President's Office.
Prior written approval of the University
(granted by the administrative head of
the unit) is required in the following cases:
•when University services and facilities 8 Supplement to UBC Reports • December 1, 1994
THE UNIVERSITY OF BRITISH COLUMBIA
Conflict of Interest Policy
will be used for outside professional
activities, except when such uses are
already provided for in existing regulations of the University, Faculty or Department (such as approved secretarial
assistance for a faculty member editing
a journal); this approval may be given
provided appropriate arrangements for
such uses and for their payment (including reimbursement at fair rates for
labour, materials, equipment and
space) are made;
•when rescheduling or delegatingof ac-
tivities (e.g. classes or office hours) will
result;
•when the total outside professional
activity for a faculty member in any one
year becomes substantial, that is, more
than an accumulated 52 days per year,
inclusive of evenings, weekends and
vacation periods. (Subject to approval
by the President, Departments or Fac
ulties may formulate their own definition of "substantial" and formulate more
detailed procedures on outside professional activities, consistent with these
ing the distinction between paid and
unpaid professional activity, participation in continuing education courses,
the procedures for reporting outside
professional activities, and other mat-
tersrh
•when a faculty member will be off campus for a period of 30 consecutive days
(excluding holidays);
•when outside professional activities
are increased during a period of study
leave.
Outside Professional Activities,
Members of Staff
Prior written approval of the University
(granted by the administrative head of
the unit) is required whenever a member
of staff wishes to engage in outside professional activities during normal hours
of work.
Activities Not Related to the Member's Profession
Activities of a non-professional nature
(such as running a business, or performing voluntary or community work),
which do not enhance the competence
and effectiveness of faculty and staff
members in their work at the University, will neither interfere in any way
with their commitment to full-time
employment at the University nor use
any resources of the University.
THE UNIVERSITY OF BRITISH COLUMBIA
Policy On Scholarly Integrity
Draft For Discussion
THE UNIVERSITY OF BRITISH COLUMBIA
December 1, 1994
Dear Colleagues:
Work started on developing a policy on scholarly integrity fifteen months
ago, with the compilation of a compendium of policies from across Canada,
from selected major research institutions in the U.S., and current articles on
the subject of scholarly integrity and academic misconduct.
The draft policy was developed by a small working group composed ofthe
Vice President Academic & Provost, the Deans of Law and Science, the
Associate Vice President Academic, the Associate Deans of Arts and Medicine, and the Vice Provost. Changes from the version published Nov. 3 are
underlined.
The policy has been reviewed at a meeting of the Committee of Deans, a
meeting of Administrative Heads of Unit, and by the Executive Committee on
Research for UBC. Advice has been received from the Faculty Association.
A Canada-wide meeting has been called for November 29 and 30 by the Tri-
council (Medical Research Council, Natural Sciences and Engineering
Research Council, and Social Sciences and Humanities Research Council)
on integrity in research and scholarship. I hope that we will make further
refinements as the result of information from the conference and your
review.
Please forward any recommendations for change to Vice Provost Libby
Nason by December 14.
Sincerely yours,
David W. Strangway
President
*CT°X
RESPONSIBLE VICE PRESIDENT:
Vice President Academic & Provost
Vice President Research
PREAMBLE:
The University recognizes that teaching,
research, scholarship and creative activity are most likely to flourish in a climate
of academic freedom. Since the conditions for proper teaching, research, scholarship and creative activity are quite different depending upon the discipline,
individual investigators are expected to
assume direct responsibility for the intellectual and ethical quality of their work.
The university community has always
recognized the necessity for maintaining
the highest ethical standards in the conduct of scholarly activities. The University of British Columbia has developed
this policy to communicate expectations,
increase awareness of integrity issues,
and encourage scholars (be they students or members of faculty and staff) to
assume personal responsibility.
PURPOSE:
•   to promote scholarly integrity among
scholars, in order to maintain and
enhance the value of impartiality that
universities offer society;
• to proscribe activities which breach
generally acceptable standards of
scholarly conduct;
• to provide a process for dealing with
allegations of scholarly misconduct
quickly.
POLICY:
UBC is responsible for developing awareness among all students and members of
faculty and staff involved in teaching and
scholarly activities of the need for the
highest standards of integrity, accountability and responsibility.
UBC holds scholars responsible for scholarly and scientific rigour and integrity in
teachingand research, in obtaining, recording and analyzing data and in presenting, reporting and publishing results,
through such means as:
• evaluating the work of students in a
fair manner:
• giving appropriate recognition,
including authorship, to those who
have made an intellectual contribution
to the contents ofthe publication, and
only those people; using unpublished
work of other researchers and scholars only with permission and with due
acknowledgement; and using archival
material in accordance with the rules
of the archives;
• obtaining the permission of the author before using new information,
concepts or data originally obtained
through access to confidential manuscripts or applications for funds for
research or training that may have
been seen as a result of processes
such as peer review;
• maintaining confidentiality guaran
tees to research subjects;
• using research funds in accordance
with the terms and conditions under
which those funds were received;
• revealing to the University, journals,
sponsors, funding agencies or those
requesting opinions, any conflict of
interest, financial or other, that might
influence their decisions on whether
the individual should be asked to
review manuscripts or applications,
test products or be permitted to
undertake work sponsored from
outside sources. (See Policy #97,
Conflict of Interest.)
UBC investigates allegations of scholarly
misconduct in a timely, impartial and
accountable manner and takes appropriate action, including any necessary steps
to preserve evidence, when it finds that
scholarly misconduct has occurred.
PROCEDURE SUMMARY:
In order to maintain integrity in teaching,
research, scholarship and creative activity and to avoid misconduct, members
involved in teaching, research, scholarship and professional/creative activity
shall in particular:
• evaluate the work of students fairly:
• recognize and acknowledge the
intellectual contribution of others;
• not use new information obtained
through access to confidential
manuscripts or applications seen as a
result of peer review;
• use scholarly and scientific rigour in
obtaining, recording and analyzing
data and in reporting results;
• ensure that authors of published work
include all and only those who have
intellectually contributed;
• maintain integrity in using research
funds.
Acts of scholarly misconduct may be
committed with varying degrees of delib-
erateness. It is recognized that the borderline between carelessness and negligence, on the one hand, and intentional
dishonesty, on the other, may be very
narrow. The result is objectionable in
any case, even if different degrees of
discipline are appropriate.
Careful supervision of new members of
faculty and staff by their supervisors and
department heads is in the best interest
of the institution, the supervisor, the
trainee and the scholarly/scientific community. The complexity of scholarly and
scientific methods, the necessity for caution in interpreting possibly ambiguous
data, the need for advanced analysis, and
the variety of protocols for reporting research data all require an active role for
the supervisor in the guidance of new
investigators.
Principal and co-investigators who have
failed to exercise reasonable care in directing and supervising researchers who
have committed academic misconduct
share in the blame and should be disciplined accordingly.
A factor in many cases of alleged scholarly/scientific misconduct has been the
absence of a complete set of verifiable
data. The retention of accurately recorded and retrievable results is of utmost importance. For instance, in many
scientific departments, a record of the
primary data must be maintained in the
laboratory and cannot be removed.
A gradual diffusion of responsibility for
multi-authored or collaborative studies
could lead to the publication of papers for
which no single author is prepared to
take full responsibility. Two safeguards
in the publication of accurate reports are
the active participation of each co-author
in verifying that part of a manuscript that
falls within his/her specialty area and
the designation of one author who takes
responsibility through reasonable care
for the validity of the entire manuscript.
Formal procedures for the investigation
of allegations of scholarly misconduct are
essential to assure the protection of the
rights of all those involved in the case
until the basis of the allegations can be
examined and a resolution ofthe problem
can be determined.
DETAILED PROCEDURES:
Source of Allegations)
The initial report of suspected misconduct may come from various sources
within or without the University. For
example, the allegation may come from
an individual member of faculty or staff,
a student, a member of the general public, a media report, a group of individuals,
a granting source or from a University
administrator.
Initial Disposition of Allegations
Allegations of scholarly misconduct received by an Administrative Head of Unit
may be handled in one of three ways:
• the Head may look into the matter and
deal directly with it, reporting the
disposition of the case to the Dean;
• the Head may look into the matter and
make a recommendation for its Supplement to UBC Reports ■ December 1,1994 9
THE UNIVERSITY OF BRITISH COLUMBIA
Policy On Scholarly Integrity - Draft For Discussion
disposition to the Dean;
•    the Head may make a recommendation
to the Dean that it be referred to the
Vice President Academic & Provost for
investigation.
Authority of the Dean and Vice
President Academic 61 Provost
The Dean and the Vice President Academic & Provost have the authority: to
close down and declare "off limits" facilities used for research; to obtain and
retain relevant documentation (eg lab
notes, computer disks, hard drives) related to an investigation; to request that
members of the university community
appear before an investigative committee
and answer its questions or supply materials to it.
Allegations Referred to the Vice
President Academic 81 Provost
The Vice President may choose to refer
the matter back to the unit or to dismiss
the allegation. If in the judgement of the
Vice President or designate the allegations have sufficient substance to warrant investigation, he/she informs the
student(s) and/or employee(s) named in
the allegation, in writing. The written
notice summarizes the allegation in sufficient detail to allow the individual(s)
concerned an opportunity to respond.
Responses received are forwarded to the
investigative committee if established.
Appointment of Investigating Committee
The Vice President Academic & Provost or
designate appoints an Investigative Committee consisting of three experienced
members, one external to UBC, and all
at arms length from both the person(s)
alleging misconduct and the person(s)
alleged to have misconducted themselves. The terms of reference of the
Investigative Committee are to determine if scholarly misconduct has occurred, and if so, its extent and seriousness. The Committee elects one of
its members as Chair.
As this is an internal investigative process, proceedings are conducted in private
and persons alleged to have misconducted
themselves are not entitled to representation by legal counsel when they meet
with the Investigative Committee.
In cases of collaborative research involving other institutions, it may be
desirable to conduct either parallel investigations, or a joint investigation,
with appropriate changes to the procedures outlined below. Whichever
method is chosen, UBC will cooperate
fully with other institutions.
Investigation within Sixty Days
Due to the sensitive nature of allegations
of scholarly misconduct, the inquiry by
the Investigative Committee should be
completed and a draft report prepared
within sixty days of the initial written
notification to the respondent(s). In complex cases a full report may not be possible in this time frame, but some assessment must be prepared within three
months.
Considerations for the Investigative
Committee
The Committee aims to review all scholarly activity with which the individual
has been involved during the period of
time considered pertinent in relation to
the allegation, including any abstracts,
papers or other methods of scholarly
communication. A special audit of accounts may also be performed on the
sponsored research accounts of the involved individual(s).
The Committee has the right to see any
University documents and question any
students or members of faculty and staff
during its investigation.
The Committee ensures that it is cognizant of all real or apparent conflicts of
interest on the part of those involved in
the inquiry, including both those accused and those making the allegations.
It may seek impartial expert opinions, as
necessary and appropriate, to ensure the
investigation is thorough and authoritative.
In the investigation process, the persons
alleged to have engaged in misconduct
have the right to know all allegations
against them and the right to respond
fully.
Review of Draft Report
The involved individual, any collaborators or supervisor related to the investigation are given reasonable opportunity
to review and comment on the draft report.
Findings and Recommendations of
the Investigative Committee
The Investigative Committee, upon reviewing all the elements in the case, will
report on its finding of whether or not
scholarly misconduct occurred, and, if
so, its extent and seriousness. If the
allegations are proven on a balance of
probabilities, the Investigative Committee shall also make recommendations in
its report on the need to:
• withdraw all pending relevant
publications;
• notify editors of publications in
which the involved research was
reported;
• redefine the status of the involved
individuals;
• ensure that the units involved are
informed about appropriate
practices for promoting the proper
conduct of research;
• inform any outside funding agency
of the results of the inquiry and
of actions to be taken;
• recommend any disciplinary action
to be taken.
If the allegations are not substantiated,
the Committee may make recommendations in its report on the need for remedies.
The report is considered a private, not
public document.
Materials from the Investigation
The Chair of the Committee will keep
copies of all materials that have been
collected and hand them over to the Vice
President Academic & Provost or designate within the President's Office, along
with the Committee's report.
Report to the Appropriate Administrative Head of Unit within 75 days
For students, the Administrative Head of
Unit with authority to receive and act on
the Committee's report is the President;
for members of staff, it is the Director or
Head of Department; for members of faculty, the authority may be either the
President or the Dean/Head, depending
on the nature of the discipline contemplated. (The Agreement on Conditions of
Appointment states that only the President may discipline a faculty member by
dismissal or suspension without pay.)
The individual receiving the Committee's
report consults with the President, the
Vice President Academic & Provost, the
Vice President Research, the Dean, and if
appropriate the Head of Department,
about its report. In cases where scholarly
misconduct is judged to have occurred,
the Vice President Academic & Provost,
the Vice President Research, the Dean,
the Head and the President will discuss
appropriate action based on the nature
and seriousness of the misconduct.
Appeal of Discipline
Discipline imposed for scholarly misconduct may be appealed:
• By Faculty members in the Bargaining
Unit:  through the grievance
procedure outlined in Section 21 of
the Agreement on the Framework for
Collective Bargaining with the Faculty
Association or Section 10 of the
Agreement on Conditions of
Appointment.
• By Staff Members in Unions: through
the grievance procedure established
in the relevant collective agreements.
• By Management and Professional Staff:
through the grievance procedure
established in the Framework
Agreement (yet to be negotiated).
• By Employees not covered above:
directly to the President in writing.
• By Students:  through the Senate
Committee on Student Appeals on
Student Discipline.
Protection of Reputation
When no scholarly misconduct is found,
every effort will be made by the Vice
President Academic & Provost to protect
the reputation of the individual named
from undue harm, as well as the reputation ofthe University. The Provost. Dean
and Head may consult about any remedial steps that need to be taken in the
circumstances.
Good Faith
In all proceedings and subsequent to a
final decision, the University will undertake to assure that those making an
allegation in good faith and without
demonstrably malicious intent are protected from reprisals or harassment.
False allegations made purposefully will
give lead to discipline for the individual
making the allegation by the University.
Annual Report
In order to disseminate information about
issues this policy is intended to address.
the Vice President Academic and Provost
publishes annually a report summarizing the facts of cases of scholarly misconduct and their disposition.
Cross-References
See also. Policy # 87 - Research, Policy
#88 - Patents and Licensing, Policy # 97
- Conflict of Interest, Statement on Academic Freedom in UBC Calendar.
DEFINITIONS:
Scholarly misconduct includes:
• plagiarism:
• fabrication or falsification of research
data;
• conflict of scholarly interest, such as
suppressing the publication of the
work of another scholar;
• the unfair evaluation of a student's
work;
• failure to obtain approvals for research
involving animal and human subjects
or to conduct such research in
accordance with the protocols
prescibed:
• other practices that deviate
significantly from those which are
acceptable as appropriate within
scholarly communities;
• specific definitions or clarifications
adopted by a Faculty of any matter in
the points above and any other matter
specifically defined by a Faculty as
misconduct in scholarly activity, in
order to ensure proper recognition of
the standards appropriate tp the
scholarly communities within that
Faculty, taking into account Codes of
Professional Conduct where
applicable;  but
• "misconduct" does not include any
matter involving only an honest
difference of opinion, mistake or an
honest error of judgment.
Scholarly Activity includes all activity
that were it to be undertaken by a faculty
member would be appropriate for inclusion on a curriculum vitae or in an Annual Report to the Head as teaching,
scholarship, research or other creative/
professional activity.
Falsification means alteration, selective
omission or misrepresentation of research
data or citations.
Fabrication means inventing or forging of
research data or citations.
Plagiarism means representing the
thoughts, writings or inventions of another as one's own.
Principal Investigator means the person
who has ultimate responsibility for a
research project. In the case of a project
funded by an external or internal grant,
normally the holder of the grant. In the
case of a project that is not funded, the
initiator of the project. The principal
investigator is usually the supervisor of
the research team (which may include
other faculty members) and is usually a
faculty member. 10 Supplement to UBC Reports • December 1, 1994
THE UNIVERSITY OF BRITISH COLUMBIA
UBC PRESS: Looking to the Future
The University of British Columbia Press
(which publishes under the UBC Press
imprint) has made substantial progress
in the last four years, transforming itself
into one of the most dynamic university
presses in North America. This report
summarizes these recent accomplishments, then looks ahead, outlining the
Press's goals and strategies in the years
to come.
THE ROLE OF A UNIVERSITY PRESS
Teaching, research, and dissemination of
the results of scholarly inquiry are the
prime functions of a great university, and
the university press represents a crucial
element in establishing the reputation of
its parent university. The imprint of any
university press is, by and large, a stamp
and symbol of the university and its
accomplishments.
University presses capture and preserve
substantial pieces of scholarship—works
of excellence which might otherwise be
lost. They accomplish this task by managing an editorial screening process based
on academic peer review and by providing specialized editorial, marketing, and
distribution services to ensure the ideas
and information embodied in scholarly
research are made broadly available.
University presses also play a major role
in supporting the careers of faculty members — those at the host institution as
well as those in the wider academic community. This is especially true for faculty
working in departments that consider
published books an important criterion
in tenure and promotion decisions.
In recent years, however, university
presses have faced a number of challenges. These include diminishing markets, strairled institutional budgets, rising costs, and technological change, the
latter requiring substantial investment
in equipment and training. In order to
thrive, and to maintain the high quality of
their publications, university presses have
had to become much more creative and
energetic. UBC Press, since its reorganization in 1990, has responded very effectively to these challenges and has succeeded in revitalizing itself so that it
thoroughly performs its role as a university press.
BACKGROUND
The Press has played an important and
influential role in disseminating the results of scholarly inquiry since 1971. It is
Canada's third largest university press,
having published approximately 300
books since its inception. Presently, the
Press adds from 25 to 30 new titles to its
list every year. Since 1992 UBC Press has
been a department of UBC Computing
and Communications.
UBC Press's publishing program reflects
the diversity and vigour of UBC's faculty.
Its publications also reflect subject areas
which are of interest to the broader community. The Press's principal areas of
publication are within a range of social
science disciplines focusing on British
Columbia, Canada and the Canadian
North, the Pacific Rim, Native studies,
sustainable development, international
relations, and environmental issues.
UBC Press's first mandate is to publish
the works of Canadian scholars, enabling
the University to play an important role in
Canada's cultural life. Books published
with UBC Press must be approved by a
committee of scholars chosen by the President to represent, for the most part, the
disciplines in which the Press publishes.
Before the committee approves a book, it
evaluates its contribution to scholarship
and the University's reputation. Before it
is presented for consideration, each book
will have been subjected to an anonymous peer review process and has often
been reviewed and approved by an external funding agency as well. The existence
of UBC Press and its strong regional
focus also enables the support of Canadian scholarship in other centres of excellence, including Simon Fraser University, the University of Northern British
Columbia, and the University of Victoria,
as well as the various university colleges
in British Columbia.
UBC Press is also an important international publisher, drawing its authors from
the scholarly community at large, and
distributing books with the UBC Press
imprint worldwide. Nearly 40 per cent of
the Press's sales revenues come from
outside Canada.
As a Canadian publisher, UBC Press
participates in a variety of federal and
provincial publishing support programs.
The most significant agencies funding
the overall program, through block grants,
are the Department of Canadian Heritage, the Canada Council, and the British
Columbia Cultural Services Branch.
Funds in aid of publication of individual
titles are routinely sought from the Aid to
Scholarly Publications Program, operated jointly by the Social Science Federation of Canada and the Canadian Federation for the Humanities, and from the
Heritage Cultures and Languages Program of Multiculturalism Canada. As well,
a variety of other sources of subsidy are
sought out for individual titles. It should
be emphasized, however, that these subsidies do not enable the Press to break
even on most titles, given the specialized
nature of the books it produces and the
substantial overheads entailed in a publishing organization of this kind.
THE LAST FIVE YEARS, 1990-95
In 1990, UBC Press was charged with the
responsibility of revitalizing and reorganizing itself. The University made its expectations clear: while most scholarly
book publishing could not be expected to
be self-sustaining, the Press should be
able, with good management, to improve
its reputation, develop a more viable list
of publications, stabilize and substantially improve its financial situation, and
develop other means of support.
A commitment was made that the Press
would continue to receive a grant for the
following five fiscal years (1991-92 to
1995-96). The grant was fixed at $200,000
per annum. Over that period, the Press
was expected to reorganize, improve its
sales revenues and reduce its cost ratios,
and maximize grant revenues from other
sources. Once the operating deficit was
eliminated, the Press was expected to
refrain from drawing on its endowment
fund so that fund revenues could compound to the point that enough endowment revenue would be available to replace a substantial part ofthe cash grant.
If this was accomplished, it was estimated in the summer of 1990, that at the
end of the five-year period the endowment would build to $2 million. This
would make available an annual sum
that would replace a substantial part of
the $200,000 cash grant.
The director and managers at the Press
were indeed confronted with a formidable
task. At the end of fiscal 1990-91, the
Press had sales of $582,000 and showed
an operating deficit of $335,000 (which
still stood at $135,000 after application
ofthe UBC grant). In addition, the Canadian economy was reeling from a recession, the costs of book production were
rising, and subsidies for books were de
clining. Worst of all, the Press needed to
improve a reputation which had been
slipping badly during the 1980s.
As of 1994, the Press has significantly
improved both its reputation as a scholarly publisher and its financial situation.
It is widely recognized for the quality of its
publications and the efficiency with which
they are produced. A number of its books
have received awards, and the overall
program has been commended by its
principal funding agencies. It has generally improved efficiency through the adoption of new technology and operating
methods, and it is now by far the most
technically sophisticated university press
in Canada. It has increased its sales,
reduced costs, and branched out into a
new role as one of the principal book
distributors and publisher's agents in
western Canada. Its senior officers have
also taken a leading role in the British
Columbia and Canadian publishing industries, and are particularly active in
areas that affect the development of public policy with respect to scholarly and
general publishing.
In the last four years, UBC Press has
become one ofthe more financially stable
university presses in the country. As the
initial phase of restructuring and repositioning nears completion, it is clear
that by the end of Year 5, income from
external sources will have grown to a
significant level, and the Press will have
been able to build a sufficiently large sum
in the endowment to replace a significant
part of the UBC cash grant. The figures
presented in Table 1 confirm the progress
the Press has made in addressing its
financial situation.
Revenue and Expenses
From 1990-91 to 1993-94 overall revenue grew by 51 per cent, and revenue is
projected to be double the 90-91 level by
1995-96. Expenditures have remained
about the same over the period despite
substantial investment in equipment and
increases in revenue. The source of much
new revenue growth is income from agencies and distribution and production services. This has increased substantially
each year and is expected to net the Press
$124,000 in 1995-96 with the full integration of distribution services for the
University of Alberta Press, University of
Calgary Press, and Pacific Educational
Press, and agency revenues from the
distinguished University of Washington
Press list.
Grants
The Press has substantially increased its
grants from public sector sources and
broadened the number of sources from
which they are received. In its last two
competitions, juries ofthe Canada Council have taken the unusual step of congratulating the Press on its outstanding
performance in improving the production
values of scholarly books and in taking
pains to bring many of these books to a
wider audience. In 1992-93 the Press
received a special bonus grant in recognition of that achievement, and in 1991-92
and 1992-93 it received extraordinary
grants for the purchase of technology.
Technology
The Press has invested substantially in
technology and staff development in the
last three years. The cost-effective use of
coordinated computer technology for in-
house and freelance editorial and production processes places it in the forefront of North American university press
publishing. This has also enabled the
Press to decrease the turnaround time for
its books in production, reduce costs,
and ensure an even higher standard of
quality. Investment in new order, inventory, royalty, and shipping systems has
significantly reduced relative overheads,
and the Press is able to compete against
private sector suppliers for fee-paying
customers for production and distribution services.
Inventory Management
The Press has introduced new, more business-like inventory management systems
and an efficient inventory valuation and
write-down policy. The Press now evaluates its holdings of older titles and sells
excess stock (which it might otherwise
have to destroy) to remainder dealers,
recovering value of stock that has already
been written off while freeing valuable
storage space. (A single sale in 1993-94
netted $23,000.)
In 1993-94, surplus revenues were applied to a program of accelerated inventory write-down, thereby improving margins and inventory costs in the coming
years. Even before this extraordinary
write-down, the Press's ratio of inventory
to sales was well below the norm for
university presses.
Innovation
Marketing. UBC Press is the only Canadian university press to undertake agency
arrangements with foreign publishers.
Using existing expertise and marketing
channels, it sells books from one UK and
five US scholarly publishers. The Press is
a leader among commercial and scholarly presses in the coordinated use of
telephone and e-mail to promote its titles
to university instructors for course adoption.
Exports. In the last three years, UBC
Press has expanded its focus on exports
through copublication and through new
agency arrangements with UCL Press
(University College London) for the UK
and Europe and with the University of
Washington Press for the US book trade.
(Profitable direct distribution to US wholesalers and college adoption markets has
been retained by the Press.)
Table 1: Financial indicators (actual and projected), 1990-95 ($OOOs)
90-91    91-92   92-93   93-94   94-95    95-96
UBC Press sales revenue1
582
683
797
861
976
1,090
Sales of distributed books
23
75
400
500
External grants
190
234
325
240
266
300
Services income
0
3
28
65
95
124
Expenditures
801
865
825
816
938
970
Earnings (after UBC grant)
(135)
(38)
142
262
76
198
Use of endowment income
1173
0
0
0
0
0
1 Sales after returns of own imprint titles.
2 An extraordinary inventory write-down of $ 181,537 aimed at improving the Press's
balance sheet was applied; without it revenue would have been $207,529.
3 This amount was used to offset the Press's deficit and was the last time that
endowment income was withdrawn. Supplement to UBC Reports ■ December 1,1994 11
THE UNIVERSITY OF BRITISH COLUMBIA
UBC PRESS: Looking to the Future
Distribution services. UBC Press offers
distribution services to several other university presses. The University of Alberta
Press and the University of Calgary Press,
for example, share UBC's warehousing
and fulfilment overhead and enable UBC
Press to create greater efficiencies and
economies of scale. Publications of Pacific Educational Press, also based at
UBC, are distributed by UBC Press as
well. UBC Press also acts as Canadian
agent for a number of American and
British university presses, including the
university presses ofWashington, Utah,
Nevada, and Colorado.
Internet. UBC Press was the first Canadian (and among the first North American) university press to actively market
through the Internet. A UBC Press complete books-in-print catalogue and extensive marketing data are available on a
"gopher" server. Orders are now regularly
received on the Internet. UBC Press will
also be the only Canadian founding member of the American Association of University Presses' Online Book Store which
will commence in the spring of 1995.
Editorial acquisitions. UBC Press recently
opened a one-person office in Toronto,
staffed by a dynamic young scholarly
editor. This provides a consistent presence for the Press in the largest scholarly
markets in the country, attracting more
nationally and internationally focused
titles and providing a marketing presence
in eastern Canada.
THE NEXT FIVE YEARS
As 1995 approaches, UBC Press is completing an initial process of restructuring. Poised to move forward, the Press
now finds itself better positioned on a
number of fronts. It has strengthened
control over its financial situation by
controlling costs and developing other
sources of revenue. Investments in the
latest publishing technology as well as
the training of a highly professional and
efficient staff are now paying off. The
Press has also significantly increased the
quality of its publications and the service
to its authors. UBC Press now looks
forward to moving in new directions, which
are outlined below.
Expansion of the List
As the Press is a "full-service" publisher,
expanding the number of titles that it
publishes annually can be done with
little additional cost in overheads. Although maintaining the quality of its
publications is paramount, the Press
seeks to double the number of titles it
publishes in order to significantly reduce
its per title overhead. The addition of a
second acquisitions editor makes this
goal realizable. In carrying out this expansion, the Press will carefully consider
additional areas of specialization, with
due regard to the needs of the UBC and
national publishing communities. It will
avoid duplication of areas strongly represented in the programs of other scholarly
publishers. As its list already contains a
strong BC component, it is likely that any
additions will have unique national or
international focuses.
Publishing and Selling Books for
Courses
An important element of the Press's role
as part ofthe university community is its
capacity to support the teaching function
by providing levels of editorial support
that are potentially superior to those of
commercial text publishers. However,
university presses lack the resources to
sell to the large competitive markets, and
fail when trying to reach the much smaller,
more difficult-to-target higher level
courses that are often poorly served by
commercial presses. The Press has been
able to develop a unique expertise in
reaching these markets in a cost-effective
manner (combining telephone and electronic mail with more conventional direct-mail methods). Building on its success in selling several recent titles across
North America in the last two years, it
plans to expand this activity.
Series Publishing
Strategically selecting publishing projects
according to areas of focus makes sense
intellectually and functionally. The Press
will continue to actively seek titles in the
various series of books now published
under the UBC Press imprint. A number
of new series are also being proposed and
considered. As series make an ideal object for donor support, the Press hopes to
eventually establish several fully or partially endowed series.
The Press currently publishes these series: The Pioneers of British Columbia,
Jean Barman (UBC), general editor;
CanadaandlnternationalRelations, Brian
L. Job (UBC) and Kim Richard Nossal
(McMaster), general editors; Mammals of
British Columbia, published in conjunction with the Royal British Columbia
Museum; and Northwest Native Studies,
Robin Fisher (UNBC), general editor.
Forthcoming series include: Urbanization and Development of Asia, Terry McGee
(UBC), general editor, and First Nations
Languages, Patricia A. Shaw, and M.
Dale Kinkade (UBC), general editors. New
series on Asian trade, historical photography in British Columbia, forestry, ar-
chaeology, and sustainable development
are currently under consideration.
Funding Strategies
Many of the most important and enduring scholarly books have never sold sufficient copies to pay the costs of their
publication. This is due to their specialized nature which severely limits their
potential market. Such books have high
unit costs resulting from small print runs
and often complex production requirements. The organizations that publish
them have high overhead costs due to
rigorous, quality-driven peer review and
editing processes and specialized marketing and distribution activities.
That fact that it is not possible, without
financial assistance, to publish the books
that university presses exist to publish,
is confirmed by the fact that all North
American university presses receive substantial institutional support. In order to
continue publishing works of significant
scholarly merit, and to publish them well,
the Press must continually seek funding.
As the Press continues to maximize support from shrinking public sector sources,
new funding opportunities must be pursued. With the help of the university's
fundraising expertise, the Press is developing a plan to involve individual and
corporate funders in a range of possible
funding options.
Publication Support of Young
Scholars
The Press recognizes that it is very
difficult for young scholars and those
working in interdisciplinary fields to
publish their first book-length works.
Delays in adjudication and reductions
in available funding affect them at a
point in their careers when rapid dissemination of their work is most critical. The Press hopes to establish a
special fund to support the publication
of outstanding works by scholars at the
beginning of their careers. This would
eliminate the necessity of awaiting
adjudications by such external bodies
as the Aid to Scholarly Publications
Programme which often delays publication by a year or more. The fund
would be administered by advisors appointed by the President who would act
upon recommendations ofthe publications committee ofthe Press. It is hoped
that the first awards can be given in
1995, funded initially from the Press's
existing grant from the University, and
that additional awards will become
available from other funds.
Electronic Technology
UBC Press will continue to adapt human and computer systems to suit its
needs in the editing, typesetting, printing, warehousing, and fulfilment functions. As one of the first publishers to
see the value of the Internet as an
inexpensive means of presenting information about its books, the Press is an
enthusiastic and relatively knowledg-
able user ofthe developing information
highway. The Press will continue to
expand its use of electronic means of
UBC Press expenditures
1993/94
Administration & facilities (16.9%)
Distribution (14.4%)
Marketing (12.5%)
communication to market books, take
orders, and exchange information with
authors.
Electronic Publishing
Plans are currently under way for involvement in several multimedia projects,
including an Atlas of British Columbia.
Using its connectivity with the Internet,
the Press has also begun to build on its
experience in relatively simple activities,
such as order-taking and the presentation of marketing information, to explore
the issues and implications of publishing
journals and books in electronic form.
The Press plans to work closely with the
UBC Library and members of the Computing and Communications division of
the University to develop an electronic
publishing strategy for UBC.
Production and Distribution Services
UBC Press's expertise in production and
distribution has proven to be an attractive and profitable "product" for the Press.
With the addition of a large number of
books from other publishers to its distribution operations, the Press has become
an important supplier to its principal
customers. It has helped them to reduce
their costs while improving its own economies of scale in marketing and distribution. It will continue this strategy.
Based on the Press's success in marketing its services as a distributor/agent, a
plan has been developed to market the
Press's production services to other UBC
units and to other institutional customers. An attractive promotional package
will be issued in the new year. It is
anticipated that, in the future, the Press
will derive a substantial part of its revenues from these services, using them to
partially fund its primary scholarly publishing activities.
Finally it is appropriate, as the Press
nears the end of this five-year period of
renewal, to acknowledge the support and
guidance that it has received from Dr.
K.D. Srivastava, who, as the Vice President responsible for the Press, as the
Chair of its Board, and as an active
member of its Publishing Committee, has
contributed substantially to its success.
Value of inventory sold (39.1%)
(costs of printing & production)
Editorial & production (17.1%)
Total expenditures: $1,340,099
UBC Press expenditures:
UBC Press expenditures have dropped steadily since 1991/92, while sales have increased every year. Greater efficiencies in
editorial and production processes and an improved order fulfilment system have allowed the Press to significantly improve its     *"
financial position. 12 Supplement to UBC Reports ■ December 1, 1994
THE UNIVERSITY OF BRITISH COLUMBIA
UBC PRESS: Looking to the Future
UBC Press revenues
1993/94
UBC contribution (14.6%)
Other revenue (4.9%)
Government grants (17.4%)   ~~\
Domestic sales (38.3%)
International sales (24.7%)
Total revenues: $1,366,091
UBC PRESS REVENUES:
UBC Press sales have risen gradually since its
inception, but there have been dramatic increases
in the past three years. The bulk of revenues come
from sales to libraries, bookstores, and individuals in Canada and abroad. Additionally, the Press
provides distribution for other publishers, and
production and editorial services on a project
basis, both growing sources of revenue that did
not exist three years ago.
Like most Canadian publishers, the Press
relies on grants from government agencies and
institutions to help cover the gap between the
costs of publishing in the small Canadian market
and the sales revenues that result. Like all university presses, the Press receives support from its
own institution in recognition of the value of
scholarly book publication for the careers of many
of its faculty and the lack of commercial viability
inherent in specialized monographs.
Costs of one scholarly book
including in-house hours
COSTS OF ONE SCHOLARLY BOOK:
The specialized market and small print run of a
scholarly book makes it difficult to keep unit
manufacturing costs low. In-house editorial and
production must be efficient to reduce costs. Marketing budgets for such projects are small and
require ingenuity. The Press has significantly improved its in-house production processes in the
last four years and is also able to efficiently target
potential buyers in its areas of speciality because
ofthe sophisticated capabilities of its order/inventory database.
Distribution & administration (20.7%
Marketing (16.9%)
Editorial (27.1%)
Printing & production (35.3%)
Kwakwaka'wakw Settlement Sites, published 1993
Total cost to publish: $37,679
Revenue of one scholarly book
related to costs at end of year 1
Deficit (16.8%
Rights sales (20.8%)
(20.4%)
Grants (42.1%)
Kwakwaka'wakw Settlement Sites, published 1993
Total revenue after one year of sales: $31,367
REVENUE OF ONE SCHOLARLY BOOK:
A scholarly book reaches a narrow, highly specialized
market of libraries, professionals, and academics. To
supplement sales revenue, UBC Press actively seeks
individual project grants as well as sales of copublication
rights to US and international publishers.
The example shown here presents data on Robert
Galois' Kwakwaka'wakw Settlement Sites, a highly
specialized but very important historical study that will
be a reference on issues related to land claims as well
as a valuable source of scholarly research for future
generations of scholars. Publication was made possible
by successfully obtaining project funding from two
agencies, by substantial aid in kind from cartographers
in the UBC Geography Department, and by selling US
copublication rights to the University of Washington
Press.
The graph shows the revenue picture at the end
of the first year of publication, which is when the
majority of sales to institutional buyers occurs. The
book will continue to sell in small, steady numbers for
years but will result in a deficit that must be offset
partly by the general program grants from government.
The balance must come from the university's grant to
the Press or from endowment income. UBC Reports ■ December 1, 1994 5
City gets failing grade
by Abe Hefter
Staff writer
City Hall has so far failed to
make the grade in its efforts to
improve the quality of life for
Mount Pleasant residents, according to a report card issued
by School of Community and
Regional Planning students.
As part of their urban studio
project, the nine graduate students were asked by area residents to review the Mount Pleasant Community Plan prepared
by the City Planning Dept. in
1987. They spent two months
gathering and analysing data to
review what was promised, determine what was accomplished,
and establish what remains to
be done.
Among the results, residents
indicated dissatisfaction with the
live-work studios which failed to
create affordable housing. They
felt Mount Pleasant is not retaining enough historic buildings and is losing its heritage
character. They also felt that
streets in the Mount Pleasant
area, which border on False
Creek to the north, 16th Avenue
to the south, Cambie to the west
and Clark Drive to the east, are
not pedestrian-friendly.
hristmas Sale
20% off on all UBC Press books
For a copy ofthe current catalogue
phone 2-4547
fax 2-6083
e-mail sedgert>hd)cpress.ubc.ca
or come to the Old Auditorium, room 203
Co
dSMITHS
This Christmas, choose a gift that will
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A beautiful strand of pearls, a classic
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NOTICE
The Campus Planning and Development Review Committee is interested in
receiving written submissions from
individuals and organizations wishing
to express their views on the operations
of the Campus Planning and Development Office.
Submissions, in writing, should be directed to the Committee:
c/o Office of the Vice-President, Admin, and Finance
Rm. 121, Old Administration Building, Zone 2
6328 Memorial Road, University of British Columbia
Vancouver B.C. V6T 1Z2 or FAX# (604) 822-3134
To be received no later than DECEMBER 23,1994.
Information on the Committee's composition and Terms
of Reference may be obtained from the Office of the Vice-
President, Administration and Finance.
Residents had mixed opinions about the quality of social
services and were moderately
positive about the commercial
core around Main and Broadway. The most positive comments related to the Neighbourhood Garden program which was
instituted by the community itself.
"Both the residents and the
students were pleased with this
collaborative effort," said Prof.
Michael Seelig, who teaches the
second-year course.
"For students, the Mount
Pleasant project provided a
unique opportunity to put to
use the skills they have been
taught at UBC. For residents,
the results of the students'
work began an on-going process of holding City Hall accountable for meeting community needs."
This is the first such report
card issued by School of Community and Regional Planning
students. Previous urban studio projects have dealt with ongoing residential issues, most
recently in Point Grey and
Dunbar. Seelig said an increasing number of community groups
are beginning to take note ofthe
kind of community planning expertise UBC students have to
offer.
The work prepared by the students this term included a 70-
page report and an exhibit ofthe
various community issues addressed in the study, including
rezoning, street patterns and
heritage preservation. A Report
Card for City Hall, complete with
grades and comments, will be
delivered to Vancouver City
Council and the Planning Departments.
Jazzn It Up       D °° h °
These three saxophone players were among 250 student
musicians who converged on the UBC School of Music, Nov.
11-13, for the 12th annual High School Honour Band
Weekend. The students came from 65 schools, some as far
away as Kitimat and Port Hardy.
Senate Briefs
The Alma Mater Society (AMS) has gained more responsibility
for conducting student elections to Senate under changes
approved by Senate at its Nov. 16 meeting.
Previously, the Registrar's Office issued the call for nominations and counted ballots, but these will now be the responsibilities ofthe AMS. As well, spending limits will be brought into line
with AMS election rules.
The changes benefit both students and the university, said
Registrar Richard Spencer.
'The students were somewhat concerned that two elections
were taking place at the same time (one for AMS positions and
another for Senate) but under different rules, and we also
wanted to reduce the workload for our staff," he said.
The new procedures will be in effect in time for the January
elections.
• • • •
Senate also approved changes designed to streamline the
process of curriculum revision. New guidelines will help categorize the revisions as either editorial or substantive.
Editorial revisions, such as changes in course number, course
names and prerequisite requirements, will be fast-tracked
through the system.
Major revisions, such as new programs, new courses, deletion
of courses and changes that affect requirements for student
programs in other departments, will be sent to committee for
review.
THE UNIVERSITY OF BRITISH COLUMBIA
PRIZES FOR EXCELLENCE IN TEACHING
CALL FOR NOMINATIONS
INTHE
FACULTY OF ARTS
Once again the University is recognizing excellence in teaching through the awarding of
prizes to faculty members. The Faculty of Arts will select five (5) winners of the prizes for
excellence in teaching for 1995.
Eligibility:
Eligibility is open to faculty who have three or more years of teaching at UBC. The three
years include 1994-95.
Criteria:
The awards will recognize distinguished teaching at all levels; introductory, advanced,
graduate courses, graduate supervision, and any combination of levels.
Nomination Process:
Members of faculty, students, or alumni may suggest candidates to the head of the department, the director of the school, or the chair of the program in which the nominee teaches.
These suggestions should be in writing and signed by one or more students, alumni, or
faculty, and they should include a very brief statement of the basis for the nomination. You
may write a letter of nomination or pick up a form from the office of the Dean of Arts in
Buchanan B130.
Deadline:
The deadline for submission of nominations to departments, schools or programs is
30 January 1995.
Winners will be announced in the Spring, and they will be identified as well during Spring
Convocation in May.
For further information about these awards contact your department or call Dr. Bob
Kubicek, Associate Dean of Arts at 822-4627. 6 UBC Reports • December 1, 1994
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J. Hovorka BA, MEd for
complimentary individual
consultation/informational
seminar for your department/
mailing list at270-7700(voicemail
#372).
WORD PROCESSING Leave the
professional looking paper to a
professional. Fast and accurate.
Utilizing Windows environment.
Word Perfect 5.2 or Lotus Suite
Package (Amipro). All work
printed on Laser Jet. Theses -
Manuscripts - Reports. Call 733-
0341.
SINGLES NETWORK Single science
professionals and others
interested in science or natural
history are meeting through a
nationwide network. Contact us
for info: Science Connection,
P.O. Box 389, Port Dover, Ontario,
N0A 1N0; e-mail 71554.2160®
compuserve.com; 1-800-667-
5179.
For Sale
CLEARING ART collection.
Drawings: 18th Century, Bell,
Knight, Richard Prince, Morton,
Shadbolt. Prints: Bush, Chagall,
Freud, Miro, Modigliani, Picasso,
Proctor, Bill Reid, Man Ray, Villon.
Paintings: Demuth, Maracle,
Morrisseau. Excellent Inuit prints,
carvings. 736-7642.
DINING ROOM SET, nearly new.
Glass table top (36" x 60") on
metal base. Four chairs, verdigris
finish, floral upholstery. $450. Call
689-7244.
Accommodation
POINT GREY GUEST HOUSE  A
perfect spot to reserve
accommodation for guest
lecturers or other university
members who visit throughout
the year. Close to UBC and other
Vancouver attractions, a tasteful
representation of our city and of
UBC. 4103 W.lOth Ave.
Vancouver, B.C. V6R 2H2. Call
(604) 228-8635,
GREEN~COLLEGE GUEST HOUSE
This tranquil setting near the
Museum of Anthropology is the
ideal location for visiting scholars
to U BC, both short and long term.
Daily Rate $50, Weekly $250. Call
822-8660 for more info and
availability.
JERICHO~BEACH GUEST HOUSE
Ideal accomodation for UBC
visitors, close to UBC, reasonable
rates. 3780 W. 3rd Ave. Call hosts
Ken and Carla Rich at 224-1180.
FAIRVIEW SLOPES CONDO.   1
bdrm and den on 2 levels. Great
view, furnished, underground
parking. Available Jan. 15toJuly
15 (flexible). Close to
transportation and Granville
Island. $800/mo. plus utilities. 734-
0041.
CLOSE TO UBC 3 (or 4) bedrm fully
furnished house in Sasamat/W.
12th Ave. area - close to UBC,
shopping, entertainment,
transportation - will be available
Jan. 1995. Asking $2,200/mo. incl.
gardening, but not utilities. Long-
term tenant (12-18mos.) preferred. Philip Rodgers 240-4816.
EXECUTIVE SUITE Furnished, very
spacious, 1 bedrm, executive
suite in character home. Water
view, 1.5 blocks from beach,
minutes from UBC. $1400/mo. all
incl. Available Dec. 1 to Feb. 28.
738-8948.
FULLY FURNISHED 1-bedroom
suite, 10 minutes from UBC,
equipped galley kitchen, ensuite
bthrm, quiet exposure, separate
entrance, view, easy parking.
Available Feb. 3-May 3, 1995.
$1200/mo. Call 222-4748.
FULLY FURNISHED 2 bdrm main
floorof house, 16th and Waterloo.
$1250/mo. 1 year minimum. Heat,
Hydro and yard maintenance
incl. Call Sally Anne at 263-1961,
Macdonald Realty.
TOWN HOUSE Large Kitsilano
town house (2200 sq.ft.)
beautifully furnished, view of
English Bay, fireplace, all
appliances, built in stereo. Avail.
Jan., Feb., March. $1500/mo.plus
util. Call Harold Logan 732-8411.
NEAR UBC Half of house, private
entrance, 4 bedrm., garage, 8
years old,2 balconies,dining rm.,
living rm., garden. No pets.
Available immediately. $1850/
mo, plus hydro. 263-4024.
WEST POINT GREY furnished
home. Quiet tree-lined street,
near UBC and parks. Tastefully
furnished 3-bdrm home, study
and den, bright modern kitchen.
Available Jan. to April 1995. Tel.
(604) 228-8369.
ONE BEDROOM furnished apt. on
Beach Ave. by English Bay. Partial
view of mountains and water.
Less than 100 yards from entrance
to Stanley Park. Available Jan. 10
to April 30 - dates flexible. $750/
mo. Tel. 687-4008 (Van.) or 384-
7473 (Victoria).
WEST END WATERFRONT Ideal for
visiting faculty. 1 bedroom
ocean-view apartment. Close to
UBC. Nicely furnished with use of
486 PC and modem. Non-
smokers only, refs. required.
Available Dec. 15 to end April
(flexible). 669-7427.
Housing Wanted
HOUSE EXCHANGE Kingston, Ont.
Queen's University professor
emeritus and wife seek to
exchange or rent house (or
apartment) in Vancouver for
February and March, 1995. Also
interested in exchange
academic year 1995-96. Nonsmoking only. Phone 683-3563.
UBCREPORTS
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A
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T
E
$
F
1
1
1
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$
o our readers:
dvertising rates for UBC R
an. 1, 1995.
he new rates are asfollou
display ad rates
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ull page                  (10" x 15")
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>T included UBC Reports ■ December 1, 1994 7
Holly-Days
Festive, fresh wreaths are handmade each year by members ofthe volunteer
group Friends of the Garden, including Lia India, left, and Penny Lorimer.
Wreaths and other holiday decorations are available for sale at the Shop-in-
the-Garden at the UBC Botanical Garden on S.W. Marine Drive. All proceeds
support the Botanical Garden.
Dinner a treat for students
on campus during holidays
by Connie Filletti
Staff writer
If, as William Shakespeare said, small
cheer and great welcome make a merry
feast, then a jolly repast is set for UBC.
Turkey and all the trimmings will be
served to about 200 students at International House on Dec. 23.
"Christmas dinner is a chance to share,
with people of all faiths, a cultural and
religious event that many of us celebrate
in Canada," said Rev. Bill Wiegert, director of the Lutheran Campus Centre.
"It's also a learning opportunity for
international students to experience a
true Canadian tradition."
Wiegert initiated the first Christmas
dinner last year after learning about the
number of students living in residence
who remain on campus and are alone
over the holiday season.
With the help of colleagues from the
Student Services Outreach Co-ordinating
Committee and other volunteers, more
than 100 students enjoyed a sit-down
meal followed by caroling and draws for
door prizes.
For Wiegert, one of the most memorable moments of the event occurred during a conversation he had with an African
student seated across the table from him
at dinner.
"She told me that she hadn't been
looking forward to Christmas at all because she was anticipating a lonely, depressing time, but the dinner gave her the
feeling that someone cared about her."
Two sittings are planned: one beginning at 1 p.m., the second at 3 p.m.
Tickets are $2 each.
Volunteers are still needed. If you would
like to help, please call Frank Wang at
822-5021.
Rumour has it that Santa will be making a guest appearance. Cheers.
BUILDING ON THE
UBC MISSION
Campus Planning & Development
Projects Report - Dec '95
New Development ...Construction begins on the C.K. Choi Building for
the Institute of Asian Research, UBC's first environmentally friendly building,
in the old parking area in front ofthe Asian Centre. Watch for construction to
begin soon on the Chan Centre and the Walter C. Koerner Library Centre.
Ongoing Major Development ...Student Recreation Centre, behind
SUB on Mclnnes Field, completion Summer '95 . Advanced Materials
Processing Engineering Labs (AMPEL), located adjacent to the Pulp and
Paper Centre on East Mall, completion mid '95 ...The Morris and Helen
Belkin Art Gallery, along Main Mall in front ofthe Frederic Wood Theatre,
completion early '95, and is awarded the Progressive Architecture Award
...Faculty of Education's Expansion & Renovation, at the corner of Main Mall
and University Blvd, construction and renovation to continue through '96, the
new Library for the Faculty of Education now complete ...Thunderbird
Student Housing complex, nearing completion along Thunderbird Blvd.
Infrastructure Projects...Crescent Road, installation of underground
utilities underway, and construction to realign Crescent Road from the new
Flagpole Plaza to meet East Mall in front of the Law Building. Recent Powerhouse Upgrade, brings boilers up to current safety standards and the Booster
Pump Upgrade increases campus water pressure.
Questions/Comments: Campus Planning & Development, 2210 West Mall, call
822-8228, E-mail: laird@unixg.ubc.ca or "View UBC."
People
by staff writers
Michael Smith, director of UBC's Biotechnology Laboratory, is a
recipient of one of the 1994 Manning Awards.
Smith, a co-winner of the Nobel Prize in Chemistry last year, received the $100,000 Manning Principal Award for his discovery of site-directed
mutagenesis, a technique which enables scientists to
reprogram the genetic code.
His work is considered to be instrumental in the
fight against cancer, the treatment of hereditary
diseases, the creation of new agricultural crops and
the engineering of synthetic blood products.
The awards, named in honour of former Alberta
Premier Ernest Manning, recognize and encourage
excellence in Canadian innovation.
Smith was cited by the Manning Awards for his
exceptional accomplishments in unlocking the secrets
of the complex world of biology.
Smith
Snutch
Several members of UBC's Faculty of Pharmaceutical Sciences were
honoured recently by the College of Pharmacists of B.C.
David Hill, Peter Jewesson, Judy Kotow and Louanne Twaites each
received a 1994 Certificate of Merit in recognition of service to the college.
Hill, associate dean of Professional Programs and chair of the divisions of
Clinical Pharmacy and Pharmacy Administration, was cited for chairing the
Legislation Committee from 1989 to 1994.
Jewesson, an associate professor of Pharmaceutical Sciences,  was
honoured for chairing the Drug Advisory Committee from 1986 to 1993.
Kotow, a sessional lecturer, received the Certificate of Merit for her role as
chair of the Task Force on Prescription Services and Price Advertising.
Twaites, a clinical pharmacy specialist, chaired the Continuing Pharmacy
Education Committee from 1989 to 1994.
Terry Snutch, an associate professor and Howard
Hughes International Research Scholar in UBC's
Biotechnology Laboratory, has been awarded the
1994 Outstanding Alumni Award for Academic
Achievement from Simon Fraser University (SFU).
The award, the highest honour bestowed by the
Alumni Association, is in recognition of Snutch's
outstanding accomplishments as a scientist in the field
of molecular neurobiology.
He completed both his undergraduate and graduate
training at SFU, receiving a BSc in biochemistry and a
PhD in molecular genetics. He was a research fellow at
the California Institute of Technology before joining
UBC in 1989.
Snutch is responsible for cloning molecules found in the brain that
mediate neurotransmitter release and are damaged by stroke. By focusing
on the molecules that control calcium movement, he discovered that five
different classes of proteins exist, each important for calcium entry into
different parts of brain cells.
Neurological damage occurs in stroke victims as a result of too much
calcium flowing into brain cells, causing cell death.
Snutch also holds appointments in UBC's Dept. of Zoology and in the
Dept. of Psychiatry's Division of Neurological Sciences.
• • • •
UBC geographer Walter Hardwick is one of 19 eminent Canadians
named to the new National Advisory Board on Science and Technology
(NABST).
Prime Minister Jean Chretien has asked the newly appointed board to
conduct an independent assessment of federal science and technology
strategy, in conjunction with a federal science and technology review
launched this summer, NABST is calling for the development of a Canadian
Technology Network to link industry with universities, industry associations
and governments.
Mechanical Engineering Prof. Clarence de Silva has been elected as a
fellow by the Board of Governors of the American Society of Mechanical Engineers (ASME).
De Silva received the honour in recognition of his professional standing
and outstanding contributions in the areas of education, research and
practice, particularly in the field of control and automation.
ASME, founded in 1880, is the largest international organization dedicated to professional activities in the field of mechanical engineering.
De Silva holds the Natural Sciences and Engineering Research Council—
B.C. Packers Senior Research Chair in Industrial Automation in the Dept. of
Mechanical Engineering.
• • • •
Physics PhD student Christian Lavoie was recently honoured for a
scientific paper he submitted to the International Conference on the
Physics of Semiconductors.
The conference, held in Vancouver, is the most prestigious gathering of
semiconductor researchers in the world.
Lavoie was one of eight young researchers, and the only Canadian, to win
a young author best paper award at the conference, which was attended by
900 scientists.
He conducts research under the supervision of Prof. Tom Tiedje, who
holds a joint appointment in the departments, of Electrical Engineering and
Physics.
Lavoie uses light scattering techniques to examine the surface of semiconductor films as they are grown with a molecular beam epitaxy system. 8 UBC Reports • December 1, 1994
Gavin Wilson photo
Toasting A Watershed Agreement
Toasting passage by the United Nations of the Law of the Sea Treaty are (1-
r) Law Dean Emeritus George Curtis, Adjunct Prof. Richard Paisley, Asst.
Prof. Karin Mickelson and Prof. Ivan Head. Among the most complex
international treaties ever signed, the Law of the Sea, which regulates the
use ofthe world's oceans from environmental protection to seabed mining,
came into force Nov. 16 after more than 20 years of negotiation. Curtis was
a pioneer in law ofthe sea issues. Head was heavily involved in negotiations
when advising then-Prime Minister Pierre Trudeau, and both Paisley and
Mickelson teach and conduct research in law of the sea issues. Canada's
chief negotiator for the treaty was UBC law graduate Allan Beasley.
News Digest
Margaret Friesen, head of interlibrary loans, has been named to head up the
Library's collections reorganization project for the next two years.  During
that time, she will also act as co-ordinator of the staff training and development program.
The collections reorganization project has been launched to determine what
part of the humanities and social sciences collection will be moved into the new
Koerner Library.
The staff training and development program will involve the implementation of
a systematic training plan for librarians and support staff.
Patrick Dunn, interlibrary loan librarian, will take over from Friesen as acting
head during this time.
Legal historian Judge John T. Noonan Jr., a member of the U.S. Court of
Appeal, is this year's Carr Lecturer.
Noonan, a professor emeritus at the University of California, Berkeley, and
former faculty member of Notre Dame University, served as an adviser to Pope
Paul VI during the Second Vatican Council.
He will deliver two free public lectures: The Nature of Natural Law on Dec. 9 at
8 p.m. at the Robson Media Centre and The Development of Moral Doctrine on
Dec. 10 at 2 p.m. in the Frederic Wood Theatre at UBC.
In the first lecture, Noonan will explore how natural law is the basis for sexual
moral teaching in the church today.
His second address will elaborate on some major changes in secular society
and demonstrate how Catholic theologians have interpreted them in the context of
Catholic faith.
The Henry Carr Memorial Lectures, named after the founder of St. Mark's
College, located on the UBC campus, is a joint presentation of the college and the
Newman Association of Vancouver.
The lectureship was established in 1992 to reach beyond the university community and extend the Catholic presence in Vancouver.
For more information, call 822-4463.
UBC's Disability Resource Centre has received first place honours in four
categories of this year's public relations contest sponsored by the Association on Higher Education and Disability (AHEAD).
Top marks were given for the centre's faculty handbook, newsletters, student
handbook and total program.
AHEAD is an international association of professionals committed to full
participation in higher education for persons with disabilities.
Ruth Warick, director of the Disability Resource Centre and co-chair of
AHEAD's Canadian Programs Special Interest Group, accepted the awards at the
association's annual conference in Columbus, OH.
It's going to be an evergreen Christmas, thanks to the efforts of UBC Forestry
students.
The students are once again selling Christmas trees this holiday season. The
proceeds go toward offsetting student activity fees, helping sponsor such events
as the Students for Forestry Awareness speakers, and the Forestry Undergraduate
Society's Greensheet publication. In addition, $2.00 from the sale of each tree is
donated to the Empty Stocking Fund.
The trees will be available, beginning early this month, at a cost of $15.00.
They are naturally and organically grown near Invermere and stand approximately six feet.
The trees will be sold at the Safeway parking lot on West 10th Ave. near the
UBC gates and at the Fairview/Acadia residences.
For more information, contact the Forestry Undergraduate Society at 822-6740.
Forum
A letter to Ottawa:
research, education
a synergistic pair
by lan Affleck
Affleck is a UBC professor of Physics
and a fellow ofthe Canadian Institute
for Advanced Research. This column is
adaptedfrom a letter he sent to federal
Human Resources Minister Lloyd
Axworthy following the announcement
of proposed changes to the funding of
post-secondary education as part of a
broader reform of Canadian social
policy.
I expect that most of the federal
government funding of post-secondary education eventually goes into salaries of faculty members. But what are
we actually paying them for?
As you know, faculty at a major
university like UBC have two essential
missions: teaching and research. The
fraction of time going into each endeavour varies widely among institutions and individual faculty members;
not surprisingly, highly successful researchers tend to spend more time on
research and less on teaching. Both
functions are important in determining initial appointment and promotion
of faculty members; research tends to
predominate at the major universities.
A significant fraction ofthe transfer
payments for higher education is indirectly funding university research
through faculty salaries. It is important to remember that the direct federal funding of research through the
research councils, with very few exceptions, does not include funding of
faculty salaries. This money is generally available only for research expenses, for example laboratory equipment and the employment of research
assistants who are not themselves faculty members. Instead, faculty salaries come entirely from university operating budgets which originate in part
with the transfer payments for post-
secondary education. I feel that the
failure of this funding system to clearly
recognize the two functions of professors has significantly weakened research quality and led to widespread
confusion about what the role of universities actually is.
The proposal to replace transfer payments by more student loans may
reflect this confusion. If part of this
money is really funding research, not
teaching, why should the students have
to pay for it? Presumably this research
benefits the country as a whole and
not merely the students.
Whether intentional or not, the effect of this change could be to severely
damage university research. Financial pressures on universities could
induce them to make all their faculty
members full-time teachers, with no
time left for research. I think it is
crucial for your government, and the
general public, to openly consider
whether or not it wishes to continue
funding university research and, if so,
by what mechanism.
One possibility might be to remove
research from universities and restrict
it to government laboratories. I think
that this is a poor idea for two reasons:
both research and education would
suffer irreparable damage.
A university is truly an unparalleled
venue for performing research. University professors generally act as individual entrepreneurs in research.
They are free to choose whatever direc
tion they think may be fruitful, within
the bounds of peer review which determines their future employment and
funding of research expenses. Researchers in government labs are generally much more restricted by rigid
bureaucracies and emphasis on research with short-term technological
pay-offs. Furthermore the atmosphere
of open investigation and the enthusiasm for higher knowledge of younger
enquiring minds at a university provides a stimulus to researchers which
is hard to quantify but borne out by
centuries of experience.
The quality of education at universities is greatly enhanced by the existence of vigorous research programs
there. In most cases, post-graduate
education actually involves doing original research. It would be impossible to
maintain these programs if university
faculty were not actively involved in
research activities which the graduate
students could join.
Undergraduate education also derives enormous benefit from having
professors who are world experts in
their fields of research. This improves
the quality of lecturing, provides opportunities for undergraduates to perform supervised original research and
creates the kind of stimulating atmosphere which makes a university an
exciting place to be. Without research,
universities could turn into overpriced
high schools.
In short, there is a powerful synergy
between education and research at universities.
While considering changes to the
funding of post-secondary education, I
hope that your government will not
forget that it has been providing essential indirect funding of university research through the post-secondary
education transfer payments. Perhaps
it is time to bring this out in the open
and directly fund the research component of faculty salaries through a different channel than the funding of the
education component, which you are
considering transferring directly to the
students. Such a system should lead
to higher research productivity and
more accountability.
Various models for this exist in other
countries. In the U.S., faculty salaries
come directly from research granting
agencies during three summer months
and are subsidized the rest ofthe year
by inflated "overhead" which universities charge agencies who provide research grants to their faculty. In France,
la Centre Nationale de la Recherche
Scientifique funds independent, permanent research staff based at universities who function, in many ways, as
professors.
A very small-scale model already
exists in Canada; the Canadian Institute for Advanced Research is a private, non-profit institute which supports the salaries of about 60 Canadian professors to allow them more
time for research. (It has been partially
funded by the federal government; this
funding is also under review.)
Much has been said about the critical need for Canada to develop its
knowledge-based industries. It is imperative that your government carefully and openly consider university-
based research and how it is paid for, in
the context of any changes to funding
of post-secondary institutions.

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