CPHR BC & Yukon, a non-profit association, is a democratic organization governed by a volunteer Board of Directors elected by the membership.
CPHR BC & Yukon believes in being transparent with both the public and our members. Please feel free to review our Annual Report and Audited Financial Statements 2020 or our Bylaws.
Board of Directors
Kevin Howlett, CPHR
ChairKevin Howlett is a recently retired executive from Air Canada, having held the position of Senior Vice President Regional Markets and Government Relations. During his 45 year career with the company, Kevin was the accountable executive for various departments, including Human Resources, Government Affairs, and Regional Operations, operating under the Air Canada Express brand. Educated at the University of Prince Edward Island and Dalhousie, Kevin holds the CPHR (Chartered Professionals in Human Resources) designation. He is on the Board of Directors for the Vancouver Board of Trade, CPHR BC and Yukon, Vancouver Airport Authority, and for NAVCanada. Kevin is a member of CELD (Canadian Emerging Leaders Dialogue) and he holds the Institute of Corporate Directors designation (ICD.D) from the Beedie School of Business at Simon Fraser University.
Susan Ryan, FCPHR
Past ChairCombining a strong background in finance and human resources management, Susan Ryan holds the CMA, CPA and Chartered Professional in Human Resources (CPHR) designations—and has been a driving force in both professions. Holding that the two professions are not only complementary, but inextricably tied, Susan has spent much of her career in senior management roles within the Yukon Government and the non-profit sector. Since moving to Vancouver Island in 2003, Susan has managed administration, HR and finances alike as the Chief Financial Officer for the Nanaimo & District Hospital Foundation. Since stepping onto the CPHR BC & Yukon Board in 2013 and becoming Chair in 2017, she has remained steadfast in the pursuit of acquiring Tier-One recognition of the HR profession. In honour of her outstanding efforts, Susan was recognized with the Fellow CHPR in 2018. As a strong believer in giving back, Susan has volunteered most of her adult life as a Board member for various Boards, most notably as a Governor for Queen Margaret’s School on Vancouver Island, a Board member for the Institute of Public Administration of Canada, and as a Board member for the Society of Management Accountants of Canada (CMA). She was also recently appointed to the Credit Counselling Society Board of Canada.
Cindy Dopson, CPHR
Rita Ferrara, CPHR
Cheryl Pelletier, CPHR
Kristi Searle, FCPHR
Laura Thurnheer, CPHR
Naz Kullar, CPHR
Robin Turnill, FCPHR
Jacquie Griffiths, CPHR
Mandie La Montagne, CPHR
Anthony Ariganello, CPHR
Ex-OfficioAnthony became CPHR BC & Yukon’s CEO in 2014. For the previous 11 years, he served as president and CEO of the Certified General Accountants Association of Canada (CGA-Canada), a self-regulating association of 75,000 accounting professionals and students. During this period, CGA-Canada achieved international recognition as a leading accounting designation. Previously, Anthony was president of Montreal-based Avon Canada, and also held senior-level financial positions including that of the controller at Nortel Networks.
To contact the Board of Directors please email firstname.lastname@example.org.
CPHR BC & Yukon has established polices to maintain high standards as an association and a responsible member of the community.
The Chartered Professionals in Human Resources of British Columbia and Yukon CPHR BC & Yukon opposes the operation of a vehicle (or engaging in other inherently dangerous activities) while impaired. The objective of this policy is to establish a protocol for the responsible consumption of alcohol at CPHR BC & Yukon events.
Conditions of Attendance
Members (and other guests) are invited to CPHR BC & Yukon events on the condition of their acceptance that they must:
- accept responsibility for their own alcohol consumption;
- moderate their intake of alcohol;
- co-operate with CPHR BC & Yukon’s efforts to ensure their safety.
CPHR BC & Yukon reserves the right to ban from future events any member (or other guests) who ignore, or fail to comply with, these conditions of attendance.
At all CPHR BC & Yukon events at which alcohol is served, CPHR BC & Yukon will make reasonable efforts to:
- remind the attendees of this policy and of their obligations as guests of CPHR BC & Yukon;
- provide a selection of non-alcoholic beverages as alternatives to alcoholic beverages;
- prevent an attendee who shows outward signs of impairment from continuing to consume alcohol;
- appoint a designated driver or provide alternate means of transportation to attendees who show outward signs of impairment;
- prevent an attendee who shows outward signs of impairment from leaving the event unaccompanied;
- document, immediately following the event, any actions which a CPHR BC & Yukon staff member or volunteer takes in response to dealing with an impaired event attendee.
Conduct Disclaimer for Events and Roundtables Policy
CPHR BC & Yukon wishes to create a safe, respectful and inclusive environment for all. Please remember that while participating in an event, whether online or in person, Association members have the duty to conduct themselves in an ethical and professional manner and are expected to abide by the CPHR BC & Yukon Professional Rules of Conduct in both verbal and written comments. We reserve the right to remove, or edit any content, that we in our sole discretion consider harmful, offensive, unprofessional or disruptive. Any behavior deemed offensive could result in a participant being muted or removed from the session, may affect their ability to attend future events, and in certain cases, CPHR BC & Yukon membership discipline procedures may be initiated.
Diversity Equity and Inclusion Policy
CPHR BC & Yukon values diversity, equity and inclusion (DEI) and we are attuned to the strength and value that DEI brings to our Association. In an effort to effectively represent our membership, and encourage diverse perspectives, CPHR BC & Yukon is committed to being inclusive at all levels, including Board of Directors, and on our volunteer committee. Because of this, we invite and encourage participation from people of all races, ethnicities, genders, ages, abilities, religions, and sexual orientation to apply. We suggest that you to indicate voluntarily if you belong to a traditionally marginalized group when applying.
CPHR BC & Yukon values diversity, equity and inclusion (DEI) and we are attuned to the strength and value that DEI brings to our Association at all levels. We are committed to developing and curating events that are inclusive and accessible. We work to include a wide variety of viewpoints and experiences by being intentionally inclusive with our call-outs for speakers, sponsors and volunteers. It is very important that we create events that are inclusive of all people, especially those from communities that have been traditionally marginalized. We invite participation from speakers and presenters of all ethnicities, genders, ages, abilities, religions, and sexual orientation and encourage those interested in speaking to share any relevant information about lived experience or background within the speaker proposal.
Privacy Information Policy
We respect the privacy of every individual who visits our website. We take great measures to ensure the privacy and confidentiality of any personal information on this site.
When you visit our website, our web server automatically collects a limited amount of information essential for the operation and security of our website. Some of this information, such as your browser type, does not identify who you are, while other information, such as your Internet domain name or IP address, may identify you. We also collect information on user sessions to compile reports on the use of our website. These reports are statistical in nature and do not identify or profile individual users.
Some sections of this website may distribute small pieces of information (called “cookies”) to web browsers to assist you when you return to specific areas on the site. If you have concerns about this, you can change your web browser settings to not accept this information or to display warning messages.
CPHR BC & Yukon works with Informz, a third-party vendor, to send emarketing. Informz uses pixel tags and other methods to gather information about the emails sent though Informz to recipients of CPHR BC & Yukon’s emails whether directly or indirectly through mail forwarding by the original recipients.
Pixel tags are tiny graphic files that are included in HTML-encoded email messages. When such a message is opened in an HTML-capable email program, the recipient’s computer will access Informz’s servers to retrieve the pixel tag file, allowing Informz to record and store information such as email address, date and time the recipient viewed the email message (if the recipient’s email program is capable of receiving HTML) and other logging information. Informz uses this information to optimize delivery of future messages to specific recipients and to provide information to CPHR BC & Yukon with respect to emails sent through the Informz system.
Informz maintains log files tracking IP addresses to analyze trends, help diagnose problems with our servers and to monitor traffic/usage in order to provide better service to our customers and visitors. IP addresses are not linked to personally identifiable information.
The Chartered Professionals in Human Resources of British Columbia and Yukon (“the Association”) maintains the principles of integrity and trust with respect to the privacy of personal information. As part of this commitment, the Association will protect the privacy of personal information received from our members, employees and applicants for employment, as well as personal information received from other sources at all times. To ensure this commitment, the Association agrees to comply in all material respects with applicable privacy laws, in particular the Personal Information Protection Act of British Columbia (“the Act”).
“contact information” means information to enable an individual at a place of business to be contacted and includes the name, position name or title, business telephone number, business address, business email or business fax number of the individual;
“employee personal information” means personal information about an individual that is collected, used or disclosed solely for the purposes reasonably required to establish, manage or terminate an employment relationship between the organization and that individual, but does not include personal information that is not about an individual’s employment;
“personal information” means information about an identifiable individual and includes employee personal information but does not include:
- contact information, or
- work product information;
“work product information” means information prepared or collected by an individual or group of individuals as a part of the individual’s or group’s responsibilities or activities related to the individual’s or group’s employment or business but does not include personal information about an individual who did not prepare or collect the personal information.
The Association maintains personal information necessary to its operations and the provision of service to our membership. Our uses include but are not limited to:
- Employee personal information required to maintain the employer/employee relationship and to satisfy government requirements
- Work experience and educational information related to professional qualification
- Home contact information when required to maintain contact with our members
- Member profile information used to improve member services
- Speaker evaluations used to improve our learning services programs
The Act deems that an individual has consented to our collection, use or disclosure of personal information about that individual if, at the time the consent is deemed to be given, the purpose would be considered obvious to a reasonable person. In such circumstances, we will collect, use or disclose personal information without obtaining a written or verbal consent to do so.
Where required by the Act, the Association will provide the individual with a notice, in a form the individual can reasonably be considered to understand, that it intends to collect, use or disclose the individual’s personal information for clearly specified purposes. In accordance with the provisions of the Act, the Association will then either obtain the express consent of the individual or will provide the individual with the opportunity to decline within a reasonable time to have his or her personal information collected, used or disclosed for the stated purposes.
On request by the individual, we will provide the position name or title and the contact information for an officer or employee of the organization who is able to answer the individual’s questions about the collection of personal information.
Upon giving reasonable notice to the organization, an individual may withdraw consent to the collection, use or disclosure of personal information about the individual at any time.
The Association recognizes our legal obligation to protect the personal information we have gathered. We will maintain reasonable safeguards that comply in all material respects with industry standards to guard personal information against unauthorized access, disclosure, loss, destruction or modification.
The Association makes all efforts to ensure that personal information collected, used and disclosed for its intended uses is as accurate and complete as possible.
Upon reasonable notice, the Association will allow an individual to access and review the individual’s personal information collected by the Association. Should the individual believe that any personal information is incomplete or incorrect, the individual may advise the Association to update the information. If the information is subject to interpretation or is an opinion, such as a performance evaluation, the Association may not change the record, but will annotate the record.
The Association has a policy with respect to retention of personal information that is consistent with its other statutory and legal requirements, and will retain personal information only as long as is reasonably necessary within those requirements.
The Privacy Officer may be contacted by e-mail at email@example.com, by telephone at 604.694.6932, or by mail at Chartered Professionals in Human Resources of British Columbia and Yukon, 1101 – 1111 West Hastings Street, Vancouver, BC V6E 2J3.
If, after our Privacy Officer has reviewed and responded to your concerns, you remain dissatisfied, you may wish to contact the Office of the Information and Privacy Commissioner at:
P.O. Box 9038, Stn Prov Govt
Victoria, BC V8W 9A4
Public Relations Policy
Public relations is an important method to extend the association’s reach into the business community. Effective PR can mold the CPHR BC & Yukon brand, its services and offerings, as well as the profession of human resources. CPHR BC & Yukon created a public relations policy to promote a ‘one-voice’ strategy. The association is committed to promoting CPHR BC & Yukon’s vision, empowering employees and providing value to our membership.
Always consult with the provincial CPHR BC & Yukon office before interviewing or commenting to the media on behalf of the association. CPHR BC & Yukon is working hard to develop specific branding and messaging within the community and wants to ensure this messaging is at the forefront of any contact with the media. All requests for media interview must be directed to CPHR BC & Yukon’s provincial office.
All press releases for provincial initiatives will be drafted and distributed by CPHR BC & Yukon’s provincial office. Press releases for regional events and issues can be self-directed with collaboration between volunteers and regional member relations managers. However, the provincial office must review it prior to sending to the media. Please note: all images relating to the release must have appropriate permissions.
Volunteers are encouraged to provide CPHR BC & Yukon staff with information on tradeshows, networking events, and potential sponsorship or partnership opportunities. Information should be complete and include deadlines and contact details.
With collaboration between volunteers and regional member relations managers, information about CPHR BC & Yukon events can be posted on online calendars and bulletin boards. Please adhere to the information on CPHR BC & Yukon’s event calendar.
Social Media Policy
CPHR BC & Yukon created these social media guidelines to promote a ‘one-voice’ strategy and to protect the privacy and resources of the association. The association recognizes the importance of participating in social media and is committed to ensuring participation in a way that promotes CPHR BC & Yukon’s vision, empowers employees and provides value to our membership.
Engage in Social Media – Practice makes perfect. The best way to know what you are talking about is to engage in social media. Start your own Facebook page, Twitter account or blog. This is the best way to learn and understand the culture, tone, best practices and protocol of social media.
Be Transparent – Social media communities are about personal connection and trust. It is important to be authentic. It’s also important to be open about relationships, partnerships and affiliations. Disclose relationships and links when related to content.
Talk to People – Participate in the community, be external and add value. Social media is not all about promoting your own content. It’s about engaging in conversation, re-tweeting others and sharing links. Lots of other people have interesting things to say. Share their message and they may return the favour.
Respond – Social media operates in real-time. The need to respond quickly is imperative. If you don’t respond when someone asks you a direct question or makes a point in reference to you, it’s like ignoring someone who is standing right beside you. Negative communications should be handled within a two-hour timeline. All other communication should be responded to within one business day. Ensure you are available to refresh content, respond to questions, and update information regularly.
Be Yourself – People relate to other people. Be human, show emotion, and share an opinion. Be the best version of yourself.
Content – Good content is a key component of CPHR BC & Yukon’s social media strategy. In order to keep our audience’s attention, we’ve got to offer them valuable information. This means substantial content that makes their lives easier and gives more meaning to the audience. How does this hep you? By providing the content they’re looking for, they associate the CPHR BC & Yukon brand with being knowledgeable, helpful and welcoming, making it much easier for them to think of us at decision time.
Use Common Sense – Use good judgment and common sense. You are responsible for your actions online. If you have any hesitation before posting something online, take a minute and read it again, or better yet, get a second opinion.
Respect Work Commitments – Please remember that blogging and other social networking activities are personal and should be done on your own time, unless you have specifically been assigned to perform an online activity related to your CPHR BC & Yukon responsibilities as an employee or volunteer.
Professional vs. Personal – It can be difficult to keep distinct lines between your personal and professional life in the online world. Even when you are talking as an individual, people may perceive you are speaking on behalf of CPHR BC & Yukon. Be upfront about working for CPHR BC & Yukon, however, if you are not an official spokesperson consider adding a disclaimer: ‘The opinions expressed are my own and do not necessarily reflect those of CPHR BC & Yukon.’ The association supports freedom of speech for all its employees, but you must be aware that members, colleagues and supervisors are also online and information intended for personal networks can be passed on. When online for personal use be sure to use personal handles and email addresses. CPHR BC & Yukon branding or logos are not for personal use.
The marketing and communications (Marcom) team is responsible for all social media on behalf of CPHR BC & Yukon. This responsibility includes identifying employee areas of expertise, responding to negative comments and handling mistakes.
Areas of Expertise – All enquiries will filter through the Marcom team and be responded to with input from designated experts within the organization.
Handling Mistakes – Mistakes sometimes happen. If they do, contact the Marcom team. The goal with mistakes is to respond quickly and apologize if necessary. It is good practice to admit when you got something wrong.
Negative Comments – If you come across a negative comment involving CPHR BC & Yukon, please bring it to the attention of the Marcom team. They will work with the appropriate parties in the organization to respond. The goal with negative comments is to respond quickly, thoughtfully, and to take the conversation out of the public domain by following up directly by phone or email.
As with the internet in general, when using social media tools, CPHR BC & Yukon employees need to be aware that there are potential security issues. Keep these tips in mind while online:
- Be careful with personal information
- Beware of ‘phishing’ emails. Don’t click links or attachments unless you trust the source. For example, be wary of emails that say there is a problem with your account and ask you to click on a link and input your username and password.
- Disable dangerous privileges: If a site allows others to embed code on your page or account, criminals can use them to install malicious software on your computer.
- Heed security warnings and pop-ups: There is a reason your security software provides warnings. Never allow or say ‘yes’ to actions unless you know they are safe.