HR consulting

Photo of Human Resource Consultant meeting
The HR Consulting Services team provides strategic, forward-thinking consultation to help you solve problems, enhance effectiveness and maintain a positive and productive work environment.

HR consultants

Each department has an assigned HR consultant (HRC), who works closely with the HR associate and specialty units, to provide support in the following ways:

  • Advising on university HR policies, procedures and best practices.
  • Interpreting collective agreements.
  • Assisting with the development and implementation of best practices to support departments in achieving their strategic priorities (e.g. performance development and management, employee engagement, workforce planning and change management).
  • Providing advice and coaching for addressing employee relations and work climate issues.
  • Reviewing organizational structure and providing recommendations for achieving desired outcomes.
  • Providing consultation on job design and structure, and identifying potential labour relations implications.

The HRC team has divided UVic faculties and departments into portfolios of responsibility. Find out your HRC by visiting our contact page or reviewing the team portfolios below.

Meet the team


Kam Cheema

Nella Gontier
Human Resources Consultant
P: 250-472-5492

Portfolio of responsibility

VP Academic

  • Institutional Analysis & Planning
  • Faculty of Humanities
  • Faculty of Engineering

VP External Relations

  • Office of VP External RelationsAssociate VP Alumni & Development
  • Alumni Services
  • Fundraising (Development)
  • Advancement
  • Ceremonies & Events
  • University Communications & Marketing
  • Community Relations
  • External Awards Facilitation
  • Government Relations
  • University Centre (Farquhar Auditorium)
  • Maltwood Museum & Art Gallery

VP Finance & Operations

  • Facilities Management

Patty MacDonald

Patti McDonald
Human Resources Consultant
P: 250-853-3244

Portfolio of responsibility

Office of the President & Vice-Chancellor

VP Academic & Provost

VP Academic

  • Associate VP Academic Planning
    • Co-operative Education Program & Career Services
    • Office of Indigenous Academic and Community Engagement
    • Learning and Teaching Support and Innovation
  • Faculty of Education
  • Faculty of Law
  • Faculty of Social Sciences
  • Peter B. Gustavson School of Business
  • University Library

VP Finance & Operations

  • Office of VPFO
  • Internal Audit
  • Associate VPFO
  • Budget
  • Campus Planning & Sustainability
  • Pensions
  • Risk Management & Insurance
  • Campus Security Services
  • Financial Services

University Secretary

  • Office of USEC
  • Equity & Human Rights Office

Lynn Meyers

Lynn Meyers
Human Resources Consultant
P: 250-472-5673

Portfolio of responsibility

VP Academic

  • Continuing Studies
  • Division of Medical Sciences
  • Faculty of Human & Social Development
  • Faculty of Science

VP Finance & Operations

  • University Systems

VP Research

  • Office of the VP Research
  • Office of Research Services
  • Research Centres
    • Aboriginal Health Research
    • Addictions Research BC
    • Advanced Materials & Related Technology
    • Asia Pacific Initiatives
    • Biomedical Research
    • Cooperative & Community Based Economy
    • Forest Biology
    • Global Studies
    • Studies in Religion & Society
    • Youth & Society
    • Aging
    • Institute for Integrated Energy Systems
    • LACIR (Lab for Automation, Communication & Info. Systems)
    • Pacific Institute for Climate Solutions
  • Population Research Group
  • Ocean Networks Canada
  • Neptune Canada Project
  • Venus Project
  • TRIUMF/IPP

Tonya Said-Wilson

Tonya Said-Wilson
Human Resources Consultant
P: 250-721-8090
 

Portfolio of responsibility

  • Faculty of Fine Arts
  • Faculty of Graduate Studies
  • Office of VP Student Affairs
    • Academic Advising - Hums., Soc. Scie., Scie.
    • Athletics & Rec'l Services
    • Campus Services
      • Bookstore
      • Printing Services
      • Child Care Services
      • Photo ID Centre
    • Enrolment
      • Undergraduate Student Recruitment
      • Graduate Student Recruitment
      • Welcome Centre
      • Student Marketing & Communications
      • Student Transition Services 
    • Registrar
      • Undergraduate Admissions & Records
      • Graduate Admissions & Records
      • Scheduling
      • Support & Transfer Services
      • Systems Support & Training
      • Financial Aid & Student Awards
      • Curriculum, Calendar & Summer Studies
    •  Student Services
      • Health Services
      • Counselling Services
      • International & Exchange Student Services
      • Resource Centre for Students with a Disability
      • Multi-faith Services
      • Residence Services
      • University Food Services
  • International Affairs

photo crystal wood

Crystal Wood
Human Resources Associate
P: 250-721-8906


HR resources and tools

Expectations of supervisors and employees

These guidelines will help define the boundaries of reasonable performance and conduct that you, as supervisors and managers, can expect from employees.

These guidelines define the boundaries of reasonable support expected from you as a supervisor. Use these guidelines to supplement, not replace, your own reasonable expectations.

Performance improvement

Performance planning and review process

The Performance Development process is a strength-based approach that focuses on employee growth, existing strengths, enhancing performance and developing new skills and knowledge.

Performance development may focus on:

  • attaining current job expectations or stretch goals;
  • expanding capabilities within the work unit or organization;
  • enhancing performance and job satisfaction; and/or
  • developing the employee for possible future career opportunities.

Annual goals are set by the employee in collaboration with their supervisor. Goals are linked to the department/university strategic plan with clear measures that are specific, measurable, achievable, realistic and time bound (SMART goals).

The purpose of the Performance Development Process (PDP) is to:

  • improve two-way communication between supervisors and employees
  • develop clear expectations
  • link individual, work unit and organization goals
  • ensure employee development plans are in place
  • address performance issues and help the employee get "back on track"
  • facilitate career and succession planning
  • provide a record of accomplishments and performance
  • recognize employee achievements and celebrate successes

Performance planning and review forms

Annual performance planning and review flow chart

Forms

Please note: to use these forms correctly, you must follow the steps below:

1. Open the form.
2. Click - File Save As.
3. Rename the form (e.g. to the relevant employee's name).
4. Save to a folder on your computer and close the document.
5. Re-open the document (re-opening will convert to a Word document).
6. Now the form is ready for you to complete.

PEA Pilot - Student Affairs Performance and Development

The Performance and Development Cycle (PDC) is a program initiated by Student Affairs in response to feedback from the 360 survey conducted in early 2014. The intention of these resources and tools is to shift the way we think about and engage in professional growth and development.

Performance and Development Toolkit for Supervisors and Employees

Performance and Development Forms

Resources

Related services