PDF-Supervisor Relationship

The most important relationship to nurture and develop while at UBC is that between you and your supervisor. You succeed, they succeed. The University expects that the supervising faculty member/PDF relationship will be one of mutual respect and consideration. The policies and practices of the University are geared to ensure equitable treatment of all appointees with a measure of consistency. However, written materials cannot cover every situation. The supervising faculty member has some latitude and discretion in handling individual situations as they arise. The University encourages individual growth, and PDFs are primarily responsible for their professional development.

Supervisor Expectations
The supervising faculty member also has responsibility for the continuing development of the PDF and they are well-positioned to help determine how such development occurs within the University environment. Discussions should take place on how many and what meetings a PDF can attend, and with what frequency and under what conditions. Successful research will open opportunities for publications and presentations and further scholarship support.

Besides the Postdoctoral Fellow, the supervising faculty member is the person most responsible for the continuing development of the Postdoctoral Fellow. The University encourages individual growth and the supervising faculty member is in a good position to help determine what actions should be taken to ensure development within the University environment.

Setting Mutual Expectations
The College of Graduate Studies encourages PDFs and faculty members to openly discuss mutual expectations.

Managing conflict
The best way to handle a problem between a postdoctoral fellow and his/her supervising faculty member is to identify it when it first arises, and collaborate on finding a solution. UBC’s official process for resolution of disagreements is found in Policy AP10, Postdoctoral Fellows. Open and frequent communication between you and your supervising faculty member is the best way to avoid conflict. Unresolved problems may be brought to the attention of the Head of Academic Unit or the Equity Office. The Dean of the The College of Graduate Studies may act as an Ombudsperson in any dispute of a serious nature where a neutral third party may be required. Faculty Relations can also be contacted at any time for assistance.

Senior Managers Faculty and Employee Relations:
Kristin Cacchioni (local 7-8296)
Leah Terai (local 7-8029)

Faculty & Staff Collective Agreement interpretation
Labour relations, supporting complex faculty & staff matters including grievance management & investigations
Providing advice & support to senior leadership, faculty & staff on HR processes and procedures
Change management
Conflict resolution
Collective bargaining
Departmental leadership on a range of issues such as working practices, equity issues

Supervisor Profiles