Each month, our advocates answer your questions about workplace challenges, the AD 10 policies, and how they’re applied. Questions? Submit them anonymously here. These questions will be answered in a monthly advocacy corner issue. For an immediate answer, please contact APSA.

Hello, I'm Mike Peragine, an advocate on APSA's Advocacy Committee. On behalf of the Committee, I'm answering your question related to vacation carryover.




How often are APSA employees meant to have performance reviews? 

After your probationary period, performance reviews often happen once or twice per year. Meetings about your performance can also occur informally, so please take any feedback from your supervisor during those meetings seriously.


Is your performance review tied to your step progression? 

Yes, it can be. According to salary adjustments on the SFU HR website, "Employees compensated at step 7 or below in the salary range of their position are normally eligible for a one-step increase in salary once a year based on a combination of satisfactory performance and service in their position. Employees whose performance does not fully meet expectations may be denied a step increase."


How is the performance of managers reviewed, and how can employees give feedback on their manager's performance?

Currently, APSA is not aware of any formal way for an employee to give feedback on their manager's performance. However, please contact APSA to discuss any specific concerns about management in your department.


How does APSA support its members who are supervising other APSA members? It is challenging to trust that an APSA manager can come to APSA and pay APSA dues when feeling like the association doesn't support them as a manager.

APSA's role in the workplace is to support our members with their terms and conditions of employment. That includes all our members in leadership roles. Many managers have been represented by APSA to protect their rights as employees. APSA has also represented our managers during salary negotiations with the University and also by providing leadership training in our professional development workshops. In cases where you as a manager are representing University matters (disciplining an employee, for example), you can consult with your business partner in Human Resources for guidance. If you wish, you can always call APSA to ask for our interpretation of the AD 10 policies as it applies to your employees or any other managerial function.




If you have any questions or concerns, please contact APSA. Your call or email is confidential.