75th ARC - St. Andrews Branch Report
May 25 - 26, 2018
Executive Meetings
November 29, 2017 – discuss plans from AGM.
General Meeting Date
November 2, 2017
Joint meeting with SP Sub-Group
13 members were in attendance
Elections of Branch and SP group executive (President and VP) were held (2 year terms). There is one year left on the secretary/treasurer term.
Social/Member Engagement Events
Planning a family escape room challenge in Saint John early this summer.
Lunch and Learns
What the Union does for you was held on January 9, 2018. Approx 38 in attendance. We are supposed to be having a lunch and learn on pensions when Kim Skanes can arrange it. A third lunch and learn is planned on Nix Phoenix for April 25th.
Areas of Concern
Career Progression/Promotional System for Biologists: Most biologists have higher education degrees and are quite intelligent and motivated. But their jobs are classified based on a system where the only advancement option is to develop experience in their current position and then move to another at a higher level with more pay and responsibility. Programs lose momentum when biologists leave as the replacement often has to be trained and several years may elapse before the program runs as efficiently as before. In addition, when a new recruit to science, without much previous experience, acquires a position categorized at a higher level than that at which a more experienced biologist is currently working, this can engender cynicism, anger, a sense of unfairness and a lack of belief that the employer cares about their employees and their personal and career development. We need to change how biologists are promoted and value their experience. They need the option to advance in their current position and continue contributing to the program they're working on. Ownership and participation in a project breeds passion and dedication to the research. They still need to be able to switch programs but they should not be pigeon-holed. Treat them like professionals, allow them to develop and pay them properly for it. There may be an upper limit but it should be up to them and not some system that was designed for a factory shop floor. Sadly this was discussed last year and came up again as its more relevant with the new hiring. Most of our new staff do not have the knowledge or training for the position but somehow were justified to oversee those with years of seniority and experience. It appears the present government is interested in ensuring younger staff is promoted without the knowledge required and that we reach their goal of 50% male/female ratio regardless of skills and experience.