| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 61.60 |
| Liaison | Mike Versteege |
| Submission Date | Feb. 3, 2012 |
| Executive Letter | Download |
University of Alberta
PAE-15: Employee Sustainability Educators Program
| Status | Score | Responsible Party |
|---|---|---|
|
5.00 / 5.00 |
Emily
Dietrich Program Lead Outreach and Engagement Office of Sustainability |
Total number of people employed by the institution:
Program name (1st program) :
Number of employees served by the program (1st program):
A brief description of how the employee educators are selected (1st program):
Staff, graduate students, post-doctoral fellows, and faculty are invited to express interest in this program and a cohort is made with a maximum of 25 people. We offer multiple cohorts to fill demand. Undergraduate students at Augustana campus are invited to participate. ecoREPs require permission from their supervisors to participate.
A brief description of the formal training that the employee educators receive (1st program):
The Office of Sustainability’s ecoREPs program builds sustainability leadership skills and gives tips for implementing projects in work units and personal work space. REPs stands for Reach, Education and Peer-to-Peer.
Sustainability champions or ecoREPs meet other like-minded individuals on campus in their cohort while accessing more information about sustainability, hands-on-activities and useful resources.
The requirement to be an ecoREP is to participate in sessions covering:
- Sustainability at the university
- Personal perspectives on sustainability
- Tips on engaging people and implementing sustainability projects
- Presentations, panels or tours as identified by the current cohort
A brief description of the staff and/or other financial support the institution provides to the program (1st program):
The ecoREPs program is provided through the Office of Sustainability's (core operating funding). In addition to this funding, an ecoREPs graduate has streamlined access to the Office of Sustainability's Green Grant program. Green Grants are awarded to projects that demonstrate a commitment to building a sustainable future on campus.
The website URL where information about the program is available (1st program):
Program name (2nd program):
Number of employees served by the program (2nd program):
A brief description of how the employee educators are selected (2nd program):
A brief description of the formal training that the employee educators receive (2nd program):
A brief description of the financial or other support the institution provides to the program (2nd program):
The website URL where information about the program is available (2nd program):
Program name(s) (all other programs):
Number of employees served by the program(s) (all other programs):
A brief description of how the employee educators are selected (all other programs):
A brief description of the formal training that the employee educators receive (all other programs):
A brief description of the staff and/or other financial support the institution provides to the program(s) (all other programs):
The website URL where information about the program(s) is available (all other programs):
Data source(s) and notes about the submission:
As reported on in PAE Credit 6, there is a program related to social justice (pertaining to this credit). These are managed through committees.
The Equity committees and Health Workplace committees are comprised of members from the university community (employees representing the various collective agreements, undergraduate and graduate students). The specific mandates differ from unit to unit but each have a core desire to create healthy, respectful, equitable work, study, and living environments. Typical activities include building awareness of inequities and strategizing to remove barriers to full participation for all university members, especially those from equity seeking groups (members of sexual minorities, racialized communities, the four Federal Contractors Program (FCP) designated groups – women, Aboriginal people, members of visible minorities, persons with disabilities). The employment equity advisor, representatives from Health Promotion and WorkLife Services (HPaWS), the safe disclosure and human rights advisor, and others provide advice, coaching, and training to the various committees. Committee members are either elected by their peers or volunteer, depending on the respective Terms of Reference.
To support the work of these committees and other social justice initiatives undertaken by the various academic and administrative units, a central fund (Employment Equity Discretionary Fund) exists to provide financial assistance; an annual amount of $20,000 is available to support department and faculty initiatives in addition to other sources of funding such as the support provided to the Healthy Workplace Committees/designates by HPaWS.
Like all other aspects of the University of Alberta, due to the size of the institution, Employee Sustainability Education in the area of social justice is not managed centrally. Central administration provides some support and funding and the development of individual committees and initiatives in departments and faculties are at the discretion of chairs and deans.
As reported on in PAE Credit 6, there is a program related to social justice (pertaining to this credit). These are managed through committees.
The Equity committees and Health Workplace committees are comprised of members from the university community (employees representing the various collective agreements, undergraduate and graduate students). The specific mandates differ from unit to unit but each have a core desire to create healthy, respectful, equitable work, study, and living environments. Typical activities include building awareness of inequities and strategizing to remove barriers to full participation for all university members, especially those from equity seeking groups (members of sexual minorities, racialized communities, the four Federal Contractors Program (FCP) designated groups – women, Aboriginal people, members of visible minorities, persons with disabilities). The employment equity advisor, representatives from Health Promotion and WorkLife Services (HPaWS), the safe disclosure and human rights advisor, and others provide advice, coaching, and training to the various committees. Committee members are either elected by their peers or volunteer, depending on the respective Terms of Reference.
To support the work of these committees and other social justice initiatives undertaken by the various academic and administrative units, a central fund (Employment Equity Discretionary Fund) exists to provide financial assistance; an annual amount of $20,000 is available to support department and faculty initiatives in addition to other sources of funding such as the support provided to the Healthy Workplace Committees/designates by HPaWS.
Like all other aspects of the University of Alberta, due to the size of the institution, Employee Sustainability Education in the area of social justice is not managed centrally. Central administration provides some support and funding and the development of individual committees and initiatives in departments and faculties are at the discretion of chairs and deans.
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.