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Strengthening global health collaboration

The Office of Global Health (OGH) in the Faculty of Health Sciences recently became an institutional member of the Consortium of Universities for Global Health (CUGH), an international body tasked with fostering interdisciplinary collaborations and the sharing of knowledge to address global health challenges.

The Office of Global Health recently became an institutional member of the Consortium of Universities for Global Health. From left, Linda Chan, Health Education Research Associate; Jenn Carpenter, Director of the Office of Global Health; Mikaila De Sousa, Program and Events Coordinator.
The Office of Global Health recently became an institutional member of the Consortium of Universities for Global Health. From left, Linda Chan, Health Education Research Associate; Jenn Carpenter, Director of the Office of Global Health; Mikaila De Sousa, Program and Events Coordinator. (Supplied Photo)

Global health entails study, research, and practice that prioritize improving health and achieving equity in health for all.

Through this membership in the CUGH, all Queen’s global health and equity educators, advocates, and researchers will be able to connect with a network of more than 19,000 individuals and over 145 academic institutions involved in global health worldwide. Membership also provides access to interest groups, educational, and program development materials, as well as conferences aimed at building partnerships and engaging in advocacy across research, education, and service. In joining the consortium, all Queen’s staff, faculty, and students may now enjoy the benefits of membership and have access to CUGH resources.

In light of the university’s commitment to internationalization and new membership in CUGH, the OGH is looking to strengthen Queen’s global health network by gaining a full understanding of the global health community at Queen’s. The OGH is conducting a survey to gather information on global health work being done at the university. The survey will also serve to collect information from the Queen’s community about program information to be shared with the CUGH network.

“There is so much important global health and health equity work being done across the faculties at Queen’s. It seemed like the perfect time to both join the ever-growing CUGH network, and identify potential collaborations here at Queen’s,” says Jenn Carpenter, Director of the Office of Global Health. 

To complete the survey about work being done at Queen’s or to join the CUGH network, visit https://queensu.qualtrics.com/jfe/form/SV_8tXre9zWgcTkuEt.  Please note that the global health survey will collect information on academic global health programs to be shared on the CUGH Global Health Academic Programs Database. Only faculties and departments that would like to share their program on the CUGH academic programs database should complete that particular part of the survey. For further information about the survey, please contact the Office of Global Health.

You can also register online to subscribe to the OGH newsletter.

 

Connecting women veterans through mentorship

Transition from a career in the military to civilian life can be difficult. In Canada, women veterans have fewer gender-specific resources available than male veterans.

From left to right: Stéphanie Bélanger, Co-Scientific Director of the Canadian Institute for Military Veterans Health Research; Stéfanie von Hlatky, Director of the Centre for International and Defence Policy (CIDP); and Meaghan Shoemaker, PhD student with the CIDP have collaborated to create an engaging workshop for Canadian women veterans.
From left to right: Stéphanie Bélanger, Co-Scientific Director of the Canadian Institute for Military Veterans Health Research; Stéfanie von Hlatky, Director of the Centre for International and Defence Policy (CIDP); and Meaghan Shoemaker, PhD student with the CIDP have collaborated to create an engaging workshop for Canadian women veterans.

“The veteran population has changed a lot with the increase of women in the military. We have to adapt our policies and programs to reflect changing demographics in the Canadian veteran population,” says Stéfanie von Hlatky, Director of the Centre for International and Defence Policy (CIDP). “There’s a community of female veterans that is sometimes forgotten in the provision of veteran services. What we wanted to see is how the female veteran experience differs from men in order to create a mentorship program which is tailored to women who are transitioning from military to civilian life.”

The Gender Dimension of Veteran Re-integration Workshop, spearheaded by Meaghan Shoemaker, PhD student and head of the Gender Lab in the CIDP with support from Dr. von Hlatky, aims to address that gap in May 2018.

Dr. von Hlatky and Ms. Shoemaker coordinated the pilot workshop last year to connect women veterans beginning their transition into civilian life with resources, job skills, and mentors. They received funding from the Department of National Defence and work with veteran groups to coordinate resources and spread the word about the workshop. They’re also working closely with the Canadian Institute for Military Veteran Health Research, located at Queen’s, to connect with provincial and national partners.

“There are a lot of personal and professional challenges that these women can face when transitioning, including issues such as family dynamics and care responsibilities, transitioning military skills to private sector jobs, and discriminatory hiring, to name a few,” says Ms. Shoemaker. “Creating programs like ours, which is breaking new ground in gender-based analysis in the military, is important to do now, to accommodate more female veterans in the future.”

The upcoming workshop will last two days; one day focused on emerging academic research on gender-based analysis in the military, and the second focused on workforce training, personal development sessions, and mentor pairing for women veterans.

Ms. Shoemaker hopes to double the number of participants in the mentorship portion this year over last year’s pilot workshop. Both mentors and mentees will share their struggles, successes, and tips for handling the challenges of transitioning from military life.

Both Dr. von Hlatky and Ms. Shoemaker want the workshop to continue as a yearly event, and spread to more cities across the country so that they can connect more women veterans together.

If you or someone you know would be interested in participating as a mentor or mentee for the women's veteran mentorship program, please contact Ms. Shoemaker at ERACIDP@gmail.com

To learn more about the upcoming workshop, visit the CIDP event page.

Queen's network outage scheduled Dec. 22 at 5 pm to Dec. 23 at 3 am

Why will the network be down? 

The outage is a result of a hardware upgrade and is part of a continued effort to strengthen Queen's network availability, resilience and performance.   

What does this mean for me?  

The following buildings will experience minor interruptions (lasting only a few minutes) throughout the outage period: 

  • Duncan McArthur Hall 
  • Donald Gordon Centre 
  • Richardson Stadium 
  • Goodes Hall 
  • Stauffer Library 
  • Mackintosh-Corry Hall 
  • BioSciences Complex 
  • Dupuis Hall – ITS Wing 
  • Queen’s Centre 
  • Botterell Hall 
  • New Medical Building 
  • Cancer Research 
  • Louise D. Acton 
  • All Queen’s Residence buildings 

All other buildings on campus will experience up to a six-hour outage with no connectivity to campus resources, networks, or the internet. 

You will be unable to access Queen’s resources such as VPN, my.queensu.ca and Single Sign-On services during the outage window. Access to Office 365 will continue to be available, as will all Queen’s hosted services such as PeopleSoft, MyQueen'sU, and the main Queen’s website. 

What if I am still having issues connecting after the upgrade period?  

If you are still experiencing problems connecting to the network after the upgrade has been completed, please contact the IT Support Centre at (613)533-6666 or by filling out the Online Help Form

 

IWC construction site to be closed in

Keeping the snow out means more work can be done on the inside of the Innovation and Wellness Centre building.

While the Queen’s community gets into the holiday spirit by hanging festive decorations, the Innovation and Wellness Centre (IWC) construction crews are getting ready to hang the last panes of glass on the north side of the building.

Once the glass is in place the entire building will be closed in, keeping the snow out and allowing contractors to complete more interior work.

The Innovation and Wellness Centre at night. (Supplied Photo)
The snow is flying, and so are the glass panels as they are expertly hoisted into place by construction crews working on the IWC. (Supplied Photo)

“With the recent work completed on the roof and exterior of the IWC, we are on track to keep our New Years’ resolution of having the building enclosed by the end of 2017,” says Bob Polegato, Project Manager with Physical Plant Services. “While the Queen’s community is tucking into holiday dinners and unwrapping presents, our crews will be unboxing supplies to continue the work indoors from Dec 27 to 29.”

Once the site is weathertight, it will be heated to help construction move to the next phase. Some exterior sections, like the north staircase, won’t be completed until spring, however.

The IWC is scheduled to open Fall 2018. The creation of the IWC was made possible through $55 million in philanthropic support. In addition, the federal and Ontario governments contributed a combined total of nearly $22 million.

For The Record: Dec. 14

For the Record provides postings of appointment, committee, grant, award, and other notices set out by collective agreements and university policies and processes. It is the university’s primary vehicle for sharing this information with our community.

The next issue of For the Record will be published Thursday, Jan. 18. The deadline for submitting information is Tuesday, Jan. 16. For the Record is published bi-weekly throughout the academic year and monthly during the summer.

Submit For the Record information for posting to Gazette Editor Andrew Carroll.

COMMITTEES

Headship Selection Committee for Robert M. Buchan Department of Mining

Dr. P. D. Kastabnis’ term as head in the Robert M. Buchan Department of Mining ends June 30, 2018.

In accordance with the Article 41 of the Collective Agreement between Queen’s University Faculty Association and Queen’s University, a selection committee has been formed to assist the Provost and Vice Principal (Academic) in the selection of a department head. 

The membership of the Committee is as follows:

Elected faculty: Ahmad Ghahreman, Anne Johnson, Sadan Kelebek, Steve McKinnon, Julian Ortiz, and Christopher Pickles.
Appointed Members: Jeffrey Wright (undergraduate student), Denver Cowan (PhD candidate), Oscar Rielo (staff member), Brian Amsden, Head, Chemical Engineering. Non-Voting Member: James Reynolds, Associate Dean, School of Graduate Studies.
Chair: Kevin Deluzio, Dean, Engineering and Applied Science.
Recording Secretary: Dayna Smith, Engineering and Applied Science

Members of the university community are invited to comment on the present state and future prospects of the Robert M. Buchan Department of Mining and to submit names of possible candidates for the headship to Dean Kevin J. Deluzio (Chair), c/o Dayna Smith (dayna.smith@queensu.ca) Faculty of Engineering and Applied Science by Jan. 19, 2018.  Letters will be reviewed by the selection committee and will become part of the record of decision-making.

APPOINTMENTS

Stephen Scott reappointed GlaxoSmithKline Chair in Neurosciences

Richard Reznick, Dean of the Faculty of Health Sciences, is pleased to announce that Benoit-Antoine Bacon, Provost and Vice-Principal (Academic), has reappointed Stephen Scott as the GlaxoSmithKline (GSK) Chair in Neurosciences, for a five-year period beginning Aug. 1, 2017.

Dr. Scott graduated from the University of Waterloo with his Bachelor of Applied Science and then earned his Master’s in Systems Design Engineering at the University of Waterloo, graduating in 1989. He went on to complete his PhD in Physiology at Queen’s University in 1993 and completed a post-doctoral fellowship in the Département de Physiologie at the Université de Montréal from 1993 to 1995. He became a chercheur adjoint (assistant professor) at the Université de Montréal in 1995.

Dr. Scott first joined the Faculty of Health Sciences at Queen’s as an assistant professor in 1997, and was promoted to full professor in 2004. His research explores the neural, behavioural, and biomechanical aspects of voluntary motor actions. He invented the KINARM robot used to quantify upper limb motor function and is actively using this technology to develop novel behavioural biomarkers to quantify sensory, motor and cognitive impairments associated with neurological diseases/injuries. 

He is co-founder and chief scientific officer of BKIN Technologies, a Kingston company that commercializes the KINARM robotic technology. There are now more than 80 robotic systems in 12 countries used for basic and clinical research.

Holding the GSK Chair in Neurosciences since 2012, Dr. Scott has conducted world-leading research into understanding brain function while at the same time translating his findings into real-world clinical tools. His pioneering research in brain function and measuring the effects of brain injury also garnered him the Barbara Turnbull Research Award in 2012, through the Canadian Institutes of Health Research. He has authored more than 120 journal articles, including many in the Nature series of journals, and given over 170 invited talks. 

SUCCESSFUL CANDIDATES

Job Title: Human Resources Advisor
Department: Human Resources
Competition: J0917-1054
Successful Candidate: Kayla Fenn

Job Title: Internship Coordinator (USW Local 2010)
Department: Career Services
Competition: J0917-1001
Successful Candidate: Melissa Marcucci Grant (Career Services)

Job Title: Instructional Design Multimedia Support Analyst (USW Local 2010)
Department: Continuing Distance Studies
Competition: J0717-0078
Successful Candidate: Nadia Morel

Job Title: Research Technician
Department: Civil Engineering
Competition: J1017-0412
Successful Candidate: Justin Bennett

Job Title: Departmental and Financial Assistant (USW Local 2010)
Department: Mathematics and Statistics
Competition: J1017-0264
Successful Candidate: Rianna Lewis

Job Title: Multimedia Support Analyst (USW Local 2010)
Department: Online Learning and Development, Faculty of Engineering and Applied Science
Competition: J0917-0173
Successful Candidate: Daniel Clarke

Job Title: Administrative Coordinator (USW Local 2010)
Department: Office of Professional Development and Educational Scholarship
Competition: J0917-1553
Successful Candidate: Allyson James (Faculty Development)

Job Title: Program Coordinator, JD Studies (USW Local 2010)
Department: Faculty of Law
Competition: J1017-1053
Successful Candidate: Margaret Gordon (Awards)

Job Title: Digital Marketing Coordinator (USW Local 2010)
Department: Faculty of Education
Competition: J1117-0309
Successful Candidate: Erin York (Special Projects - HR and Development)

Job Title: Trades Helper (CUPE Local 229)
Department: Physical Plant Services
Competition: J1017-1231
Successful Candidate: Keith Wilde (Physical Plant Services) and Bradley Amell (Physical Plant Services)

Job Title: Cancer Research Monitor/Auditor
Department: Canadian Cancer Trials Group
Competition: J0617-1076
Successful Candidate: Danny Ly

Job Title: Project and Administrative Coordinator (USW Local 2010)
Department: Medicine
Competition: J1017-0352
Successful Candidate: Krista Knight (Postgraduate Medical Education)

Job Title: Research Accounting Officer (USW Local 2010)
Department: Faculty of Health Sciences, Financial Services
Competition: J0917-1458
Successful Candidate: Ian Rand (Financial Services & Faculty of Health Sciences)

Job Title: Educational Consultant (USW Local 2010)
Department: Department of Medicine - Nephrology
Competition: J1017-0233
Successful Candidate: Elizabeth Pero (Medicine - Nephrology)

Job Title: Administrative Coordinator (USW Local 2010)
Department: Office of Proffesional Development and Educational Scholarship
Competition: J0917-1553
Successful Candidate: Allyson James

Job Title: Personal Counsellor (USW Local 2010)
Department: Student Counselling Services
Competition: J0817-0174
Successful Candidate: Laurie Hooke

 

Coat sharing service a winter winner

Heather Poechman, graduate student and project founder, prepares the Queen’s Winter Coat Exchange closet, surrounded by winter clothes for students in need of warming up.
Heather Poechman, graduate student and project founder, prepares the Queen’s Winter Coat Exchange closet, surrounded by winter clothes for students in need of warming up.

Heather Poechman organizes the closet at the back of the Room of Requirement in the JDUC building. She folds scarves and hangs up the last remaining coat in the closet. The other 49 coats that hung there at the beginning of the school year are nowhere to be found in the Queen’s Winter Coat Exchange – and that’s a good thing.

The closet has become the permanent home of the exchange, now in its second year of operation. Anyone in the Kingston community can borrow a winter jacket, or other winter gear, anonymously and give it back at the end of the semester or end of the season.

Ms. Poechman, a graduate student in Philosophy, founded the project last year. During her time as a peer advisor with the International Programs Office, she saw first-hand that some students were not prepared for the cold.

“I created this project with the idea that students travelling to a new country often experience unexpected weather changes, and that can be a big cost to them,” says Ms. Poechman. “Whether an international student comes to Queen’s in the winter or fall semester, normally they have to buy a winter coat, so I wanted to set something up that these students could borrow a coat, and then not have to bring it with them when they travel back to their home country, especially those that live in warm countries.”

Ms. Poechman says the exchange is most in need of coats, but hats, mittens, scarves, and even boots in excellent condition are welcome too. She hopes to see a bump in donations when exams end, and students begin cleaning out their closets.

“I made this an exchange program instead of a free coat program so that a student only need to have the coat for as long as they need it, and they can exchange it if they outgrow it, or want a different style,” says Ms. Poechman.

Ms. Poechman says she’s received support from the International offices across campus, the Drama department, local businesses, student volunteers, and members of the community through donations and guidance.

“This project is anonymous. I notice its success from how many coats are gone, most of the time. Last year, we only had 15 coats available. To have 50 at the beginning of this year, and all but one out being used, is a great sign that this is needed,” says Ms. Poechman. "I want there to be a large enough supply of coats this winter to meet the growing needs of students. I also want this project to continue after I leave Queen’s.”

To learn more about the exchange and how to donate, contact Heather Poechman at 12hnp@queensu.ca or 519-901-3538.

Expanding use of the DEAP tool

The Equity Office is preparing to roll out the Diversity and Equity Assessment and Planning (DEAP) tool to administrative units in 2018.

Did you know?
● The DEAP tool was created at Queen's.
● It has received an award from the federal government for innovation in employment equity.
● Other universities have approached Queen's to learn about licensing the tool for their own use.

An award-winning diversity tool created by Queen’s will be further deployed across the university this year.

The Diversity and Equity Assessment and Planning (DEAP) tool was first developed in 2015, and was formally rolled out to academic units and piloted with select administrative units in 2017.

Over the next twelve months, the Equity Office will be meeting with administrative units to complete the implementation on the staff side. A wider roll-out of the DEAP tool was a recommendation of the Principal’s Implementation Committee on Racism, Diversity, and Inclusion (PICRDI) and was mentioned in the Truth and Reconciliation Commission Task Force final report.

“Becoming a more diverse and inclusive institution is not only the right thing to do, it is also essential to our success as we aim to recruit the top emerging academic talent, as well as new staff members, and grow our international reputation,” says Teri Shearer, Deputy Provost (Academic Operations and Inclusion). “This next phase of deployment will bring greater awareness to this important priority and assist teams in further embedding diversity and inclusion intentionally into the Queen’s culture.

There are three steps to the tool. First, teams review their unit's equity profile and complete the assessment survey which provides a series of questions related to "Twelve Indicators of Inclusion”. These include but are not limited to accessibility, consulting Indigenous communities, and staff recruitment.

The Diversity and Equity Assessment and Planning (DEAP) tool, developed at Queen’s, is rolling out to additional units across campus in 2018. (Supplied Photo)
The Diversity and Equity Assessment and Planning (DEAP) tool offers a goal-setting function. The tool which was developed at Queen’s, is rolling out to additional units across campus in 2018. (Supplied Photo)

Next, it is up to the team to determine which indicators they would like to focus on and set goals for action. Lastly, they will be invited to complete a report highlighting both successes and areas for further growth. The Equity Office advisors will be available for guidance and support throughout each of the three steps.

“Many units are already working to implement recommendations from the PICRDI report and the Truth and Reconciliation Commission Task Force report, so their DEAP tool action plans should align nicely with work they are already doing,” says Heidi Penning, Equity Advisor. “Ultimately, it is up to each team to decide how they can best support a more inclusive living, learning, and working environment at Queen’s.”

With the success of the DEAP tool, other universities are also contacting Queen’s to license it for their own use. The tool was recently recognized by the federal government for innovation in employment equity.

Partnership makes CORA polling data freely available

​Queen’s University Library, Canadian Opinion Research Archive , and Ontario Council of University Libraries collaborate to make data more accessible.

Queen’s University Library, in collaboration with the Canadian Opinion Research Archive (CORA) and the Ontario Council of University Libraries (OCUL), is making CORA polling data freely available to the public via the Ontario Data Documentation, Extraction Service and Infrastructure (<odesi>) data portal, a component of OCUL’s Scholars Portal suite of data resources and tools.

As of Dec. 1, CORA data is available from the 1970s to the present, and tracks Canadian opinions over time on important topics such as Indigenous issues, healthcare, the environment, taxation, education, art and culture, satisfaction with government, and the most important problem facing Canadians.

“This is a wonderful initiative that will make CORA data more accessible to the various communities it serves, including students, faculty, government and think tank researchers, journalists, and more,” says Elizabeth Goodyear-Grant , Director of CORA and Associate Professor in the Department of Political Studies. “CORA is pleased to continue its longstanding and fruitful partnership with the Queen’s University Library, especially in enhancing data accessibility and openness.”

This change will allow the public to access the CORA data easily and encourages innovation and research. 

Queen’s University Library has partnered with CORA since its inception in 1992 and CORA data has been discoverable through <odesi> since 2010. Now researchers will also be able to analyse and download the data directly.

“Queen’s University Library is pleased to extend our partnership with CORA to make available important Canadian public opinion data for research and teaching in Canada and beyond,” says Heather McMullen, Associate University Librarian. “This project aligns with other joint library initiatives within Queen’s to make scholarship and teaching materials more accessible and open.”  

“Improved discovery and access to these valuable polling data builds on our history of collaborative stewardship of data in Canada,” says Wayne Jones, University Librarian at Carleton University and incoming OCUL Chair. “OCUL is thrilled that Queen’s University is able to make these data more widely available to the public, ensuring broad access of our collections.”

To access this data, simply do a search on <odesi> via Scholars Portal.

New provincial workplace legislation enacted

Queen’s working to assess and implement any required changes in the new Fair Workplaces, Better Jobs Act

After a lengthy review, the provincial government recently passed into law Bill 148, also known as the Fair Workplaces, Better Jobs Act. The Act will have an impact on universities across the province as it makes amendments to the provincial Employment Standards Act, Labour Relations Act, and the Occupational Health and Safety Act.

The Act is perhaps best known for its changes to the general minimum wage. It will rise to $14 per hour starting on Jan. 1, 2018, and then to $15 per hour in January 2019, followed by annual increases at the rate of inflation. The Act also includes other changes that affect how employees are compensated, scheduled, and granted special leaves. Many of these changes will come into effect on Jan. 1, 2018, however, certain changes will come into effect this coming April, or in January 2019. In some cases, the changes may come into effect later where they affect the terms of a collective agreement already in place.

Changes to the length of statutorily protected parental leave came into effect on Dec. 3, 2017 to coincide with changes to Employment Insurance benefits announced by the federal government in the March 2017 budget. Eligible parents can now choose between Standard Parental EI Benefit and an Extended Parental EI Benefit. 

A change to the definition of “Chronic Mental Stress” under WSIB policy will come into effect Jan. 1, 2018, following the passage Bill 127, the Stronger, Healthier Ontario Act 2017.

“The Human Resources department has been preparing for this new legislation and will be supporting units across the university with implementation of the required changes,” says Donna Janiec, Vice-Principal (Finance and Administration). “All managers are encouraged to attend an information session on these legislative changes.”  

The HR department will be holding a series of information sessions for managers over the coming weeks to give them guidance on the legislative changes and to answer questions. The sessions will take place in the Lecture Theatre of the Faculty and Staff Learning Facility (Mac-Corry, B176) on the following dates:

  • Dec. 13, 2017 – 9:30 am to 11 am
  • Dec. 14, 2017 – 1:30 pm to 3 pm
  • Jan. 11, 2018  – 9:30 am to 11 am
  • Jan. 17, 2018  – 9:30 am to 11 am

Please register by visiting the Learning Catalogue.

A working group that includes representation from academic and shared service units has been set up to provide input to the HR department throughout the implementation process.

To learn more, visit the HR department’s Legislative Policy Changes webpage.

Ready for winter weather

In preparation for the full arrival of winter weather Queen’s University has created a new webpage detailing the decision-making process for responding to weather events as well as providing related information, links, and resources for Queen’s community members.

The webpage also features sections with information specifically for students, employees, and department heads and supervisors.

Queen’s has a procedure to assess the impact inclement weather might have on the operations of the university and to determine whether it is necessary to reduce the level of operations.

“We look at a range of factors that could impact the safety of students, faculty, and staff,” says Dan Langham, Director of Environmental Health and Safety, who along with David Patterson, Director of Campus Security and Emergency Services, plays a key role in the university’s inclement weather response procedure. “Deciding to reduce the operation levels at the university and cancel classes is a major decision so it’s vital we provide as much information as possible to the senior administration.”

"Grant Hall in Winter"
Queen's Univeristy has launched a new winter weather webpage with related information, links, and resources. (Queen's Communications)

Factors in the decision-making process include:

  • weather reports from Environment Canada
  • reports of road conditions in Kingston and surrounding areas
  • accessibility of campus roadways, sidewalks, and parking lots
  • status of public transportation
  • status of other local institutions, services, and businesses

When a weather event occurs overnight a decision on operation status is made by 6 am. The same process is followed when the storm develops during the day, with a decision about the status of the university coming no later than 3 pm.

The university communicates its operational status during inclement weather in a number of ways. An updated message is available via the Queen’s status phone line (613-533-3333), and a weather alert notice is posted at the top of the Queen’s homepage. For social media users, a tweet is sent from the Queen’s Twitter account.

When there is a change of status during the day, additional steps are taken including departments communicating the information in their work areas and a list-serv email distributed to all computer users on campus.

Inclement weather may make it difficult for employees to get to work even though the university is maintaining normal operations. Employees are expected to notify their department head if they are going to be late or absent because of the weather conditions. Further information on the Inclement Weather Policy is available on the Human Resources webpage.

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