Announcements

Ontario Colleges Student Experience Survey Coming Soon
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When:
January 12, 2022
Contact:
Jean O'Donnell
Email:
jean.o'donnell@humber.ca

Humber is committed to continuous quality improvement and engaging students in this process. At the end of this month, the college will administer the online Ontario Colleges Student Experience Survey (OCSES) that has replaced the previous ministry KPI Student Satisfaction survey. This survey will measure student experiences related to teaching and learning quality, program related knowledge and skills, work integrated learning (if applicable), and student services and resources. The results of the survey will allow the college to identify strengths and areas of improvement.

All students in full-time, funded programming enrolled in semesters 2 to 8 will receive a personal survey invitation through email on Monday, January 31.  The survey will remain open until Friday, February 18 at midnight. Key messaging will be communicated to students by Humber to promote the survey and encourage completion.

For questions about the survey, please contact Jean O’Donnell at jean.o’donnell@humber.ca.

Farewell and Congratulations to Kyle Paul
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When:
January 12, 2022

Kyle Paul, Manager, Data Analysis and Reporting has accepted a new role at Brock University. While we are saddened to see him leave, we are excited for him as he takes on this new opportunity.

Kyle joined Humber in 2018, where he led the Reporting team within the Office of the Registrar and made an immediate positive impact to the trajectory of the data analysis and reporting goals at Humber. Kyle has played an instrumental role in the way we have been able to critically analyze student enrolment and retention. His strong leadership and management skills have contributed to the successful reporting within Cognos and automated reporting for many across the institution.

He has been a pillar within the Office of the Registrar, in particular, over the past two years when reporting was called on daily to help guide the organization through the global pandemic.

Kyle developed strong collaborative relationships and left a lasting impression and impact on the individuals and areas in which he worked. He will be deeply missed at Humber, but will be a valuable addition and asset to any organization who is lucky to have him on their team.

We invite and encourage the Humber Community to take a few moments to share memories, well wishes and congratulatory messages via Kyle's virtual card.

Clay MacDougall
Deputy Registrar, Academic Services
Office of the Registrar

Retirement: Angie Balenzano
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When:
January 12, 2022
Contact:
Kristen Catell
Email:
kristen.catell@humber.ca

It is with mixed emotions that we announce that after 13+ years of dedicated, outstanding service to Humber, Angie Balenzano will be retiring as of January 31, 2022.

Since joining in the college in 2008, Angie has proven to be a valued member of Accounts Payable. Angie's grace, dedication and kindness has left an everlasting impression on those she interacts with - something we can confidentely say will be missed.

Please join us in congratulating Angie by leaving a message on her virtual e-card by January 21, 2022 at 12 p.m.

On behalf of Financial Services, thank you for your contributions to Humber. We wish you all the very best in this next chapter of your life!

Note: The Financial Services team will be holding a virtual celebration on January 21, 2022. If you are interested in being part of this event, please email Kristen Catell to ensure you are included when the details are finalized and sent out.

Quick Reference Guides: Responding to Violence & Harassment in the Workplace
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When:
January 11, 2022
Contact:
Occupational Health & Safety Services
Email:
healthandsafety@humber.ca
Posters/Attachments: Event Poster
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Posters/Attachments: Event Poster
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Posters/Attachments: Event Poster

Do you know how to identify and respond to violence, harassment, and discrimination in the workplace?

Humber College and the University of Guelph-Humber are committed to fostering a respectful and inclusive culture in which all members of the College community study, work and live free from violence, discrimination, and harassment.  

Any act of violence, harassment, or discrimination is unacceptable conduct that will not be tolerated. It is important that you know how to identify and respond to cases of unacceptable conduct committed by or against any member of the Humber community or member of the public.  Please see the pdf attachments that are designed to be quick-reference guides for two important Humber Policies: 

Workplace Violence Prevention Policy

  • Defines workplace violence
  • Provides examples of unacceptable conduct
  • Identifies how to respond and the resources that are available

Human Rights Policy

  • Addresses incidents of harassment and discrimination
  • Explains the resolution process by outlining the steps that can be taken and the resources that are available
  • Note that student-to-student complaints are addressed through the Office of Student and Community Standards

Both of these policies apply to those working on campus, as well as those in the virtual learning and working environment. To view the full Human Rights policy and the Workplace Violence Prevention policy, please visit Humber’s Policies and Procedures website.

The quick-reference pdf documents will be housed within the HROE website:

 

Human Resources & Organizational Effectiveness (HROE)

Gratitude for Your Donations to Ernestine's Women's Shelter
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When:
January 11, 2022
Contact:
Kim Folliott
Email:
kim.folliott@humber.ca

On behalf of the Faculty of Health Sciences & Wellness, a heartfelt thank you to all who donated to our annual fundraiser for Ernestine's Women's Shelter ahead of the holiday break. We managed to slightly surpass our goal this year, and raised a total of $2,100 in support of this important local partner.

The spirit of giving is very much alive within the Humber community, and that kindness and generosity is incredibly appreciated by the team at Ernestine's.

https://ernestines.ca/newsite/wp-content/uploads/2017/02/Logo_Ernestines-trans.png

What We Do

Ernestine’s Women’s Shelter is a community-based feminist organization run by women that provides support and shelter for women and children escaping abuse and violence. Ernestine’s is a 32-bed emergency shelter with 14 private bedrooms.

We provide a home for the women and their children – who stay with us from six months to over one year – until we find appropriate housing for them. During their stay, we provide them with all the necessities they might need (new bedding, clothes, school supplies, toiletries, baby supplies, prescriptions not covered by OHIP, loaded Presto cards, and anything else they might need). 

In the last year, Ernestine’s provided shelter and support to 52 adults and 33 children, who called Ernestine’s their home.

In addition to shelter clients, we support over 600 women and children from across the GTA through our Outreach Program. We provide counselling services and programs as well as access to the shelter’s on-site donation rooms and food bank to our Outreach clients. 

In 2020, Ernestine’s offered lifelines to 269 adults and 355 children in the community through our Outreach Programs. In the same year, 252 adults and 344 children were serviced as a result of the 735 times Ernestine’s food support services were accessed. This is a 70% increase in number of families who received food support. 

We provide a range of holistic services to our shelter and Outreach clients. Our services and programs include 24-hour crisis assistance, individual and group-based counselling support, Child & Youth programs, as well as legal, housing, and immigration support and advocacy. 

Since we opened our doors in 1983, we have supported over 15,000 women and children.

2SLGBTQ+ Employee Resource Group
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When:
January 11, 2022
Progressive Pride Flag

The 2SLGBTQ+ Employee Resource Group (ERG) is inviting interested faculty and staff who identify as a member of the 2SLGBTQ+ community to join the ERG. The ERG helps advance a culture at Humber that is accepting and inclusive for all 2SLGBTQ+ staff, faculty and students through outreach, community development, events, and consultation.

The 2SLGBTQ+ ERG meets once a month (currently virtual) to engage in event planning, workshops, guest speakers, and discuss current topics at Humber College. We are always looking for new ideas, events, and opportunities to further engage our community within the ERG and Humber College.

Aligning with Humber’s Strategic Priority #7 under Pillar #3, Healthy and Inclusive Community, the ERG brings together employees who share a common identity, characteristic and set of interests. We work to create a culture of inclusion that enhances employee engagement and further supports Humber’s vision and values.

Humber employees who identify as 2SLGBTQ+ and are interested in joining this ERG can indicate their interest by sending an email to co-chair Matthew Harris at matthew.harris@humber.ca.

Additional information about Humber’s Employee Resource Groups

Hybrid Work Training for Employees and Managers
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When:
January 10, 2022
Posters/Attachments: Event Poster
Hybrid Work Training Announcement and details

While hybrid working arrangements are being considered, it may be the first time for many employees working in a hybrid working arrangement. A hybrid working arrangement means that on any given day, team members may be working on campus, remotely, and on different work schedules.

To prepare managers and employees for hybrid working arrangements, detailed training sessions have been developed to support employees and managers in the transition to hybrid working arrangements.

There are multiple dates for all training sessions in January and February 2022. Please review the Hybrid Work Training Calendar, select the date and time that works best for you, and register for the sessions you are interested in. 

You can also register by clicking on the Employee and Manager Training dates below:

Employee Training:

Contributing in a Hybrid Work Environment

This training will provide employees with an understanding of how to manage their work schedule and performance, as well as how to maintain strong communication and collaboration with their team while working in a hybrid work environment.

Well-being for Employees in a Hybrid Work Environment

This training will provide employees with an understanding of how to separate work life from home life (set boundaries), manage change, develop coping skills, and understand resources available related to well-being.

Manager Training:

Making Hybrid Meetings Work: Interactive Keynote (New)

This training will provide managers with an understanding of when and when not to hold a hybrid meeting, handling the challenges of hybrid meetings, set-up required for inclusivity, and how to open and manage participation during hybrid meetings.

Note: Managers who would like further practice and coaching can also register for the Practice & Coaching session (detailed below). The Interactive Keynote is a prerequisite for the Practice & Coaching session.

If you register for this training session and then are unable to attend, please email oe@humber.ca to let us know, so we can give the spot to someone else.

Making Hybrid Meetings Work: Practice & Coaching (New)

In this practice and coaching session, managers will define their top hybrid meeting challenges and work collaboratively to practice the recommended techniques for meeting these challenges.

Note: The prerequisite for this course is the Making Hybrid Meetings Work: Interactive Keynote (detailed above). Please register and attend the Interactive Keynote prior to your registration date for the Practice & Coaching session.

If you register for this training session and then are unable to attend, please email oe@humber.ca to let us know, so we can give the spot to someone else.

Managing in a Hybrid Work Environment

This training will provide managers with an understanding of how to manage team expectations around work schedules and performance, as well as how to maintain strong communication and collaboration amongst their team while working in a hybrid work environment.

Remote Working Policy and Hybrid Work

This training will provide managers with details on the application of the remote working policy and explain hybrid work at Humber.

Well-being for Managers in a Hybrid Work Environment

This training will provide managers with an understanding of how to respect boundaries set by their team, manage change, support their team with developing coping skills, and understand resources available related to well-being.

Each training session has a maximum number of participants, but additional sessions will be scheduled based on demand.

If you have any questions about the training, please contact oe@humber.ca.

Humber Virtual Pathways Fair - Fun Fact #2
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When:
January 10, 2022
Humber Virtual Pathways Fair- January 18 & 19, 2022

Did you know Humber has over 100+ diploma to degree pathways for our current students to explore.

Explore all the options at the Humber Virtual Pathways Fair.

Register now

You can also use our new and improved Pathways Module to search degree, postgraduate and Master’s pathways at Humber and beyond.

Social Innovation Survey
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When:
January 10, 2022
Contact:
Stephanie Byer
Email:
stephanie.byer@humber.ca

The Faculty of Social and Community Services (FSCS) has launched a Social Innovation Survey to gather the insights, opinions, and ideas of the entire Humber community. This survey will help inform, shape, and advance Humber’s Centre of Social Innovation. Although there are numerous definitions of social innovation, it is fundamentally about developing new solutions to complex social opportunities and challenges. Humber’s potential for social innovation focuses on mobilizing multidisciplinary ideas, new technologies, and entrepreneurial thinking to address current societal challenges on local, national, and global levels.

A broad range of stakeholders have been invited to share their experiences, expertise, and perspectives including faculty, staff, students, community partners, and Program Advisory Committee members. The Centre of Social Innovation will make up part of Humber’s network of Centres of Innovation (COIs) which is pioneering a new model of education that brings together interdisciplinary teams of faculty, students, and partners to solve complex, industry-relevant problems. This network is supported by exceptional resources including six Faculties, each with a specialized focus; expertise in more than 180 program areas; 11 Centres of Excellence; and the Office of Research & Innovation.

Complete the survey for your chance to win one of three $25 gift cards supporting local businesses!

This survey closes on January 31, 2022 and the draw will be held on February 1, 2022.

If you have any questions, please connect with Stephanie Byer, Manager, International & Strategic Initiatives at stephanie.byer@humber.ca.

Article: Knowledge of Random Events and Chance in People with Gambling Problems: An Item Analysis
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When:
January 10, 2022

View the new journal article by Humber professor Dr. Masood Zangeneh.

Abstract

This paper examines the items of two scales, the Random Events Knowledge Test (REKT) and the Chance Test, and examines their relationship with problem gambling (N = 1375). Using exploratory and confirmatory factor analysis, the REKT was broken down into four sub-scales: Due to Win, Counterintuitive Nature of random chance, Odds Do Not Improve, and Biases and Wins. The Chance Test was broken down into three sub-scales: abstract Odds, Table Odds, and Chance Odds. These sub-scales were regressed onto of problem gambling severity and revealed that more knowledge about random chance on all sub-scales of the REKT and Abstract Odds from the Chance Test were negatively related to problem gambling. On the other hand, we found that higher score on the Table Odds and Chance Odds from the Chance Test were positively related to problem gambling. The results illustrate that compared to people who do not have a gambling problem, problem gamblers have a more accurate understanding of some aspects of the chances of winning specific games, but have a poorer understanding of various implications of the independence of random events. The findings suggest potential strategies for the prevention and treatment of problem gambling.

Journal: International Gambling Studies

Article link

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