2026-2030 Strategic Plan

The BCPVPA 2026-2030 Strategic Plan was developed through an extensive Board approved consultative process from August 2025 through April 2026. Broad engagement with members was sought via a Member Survey, and Chapter Council and Advisory Committee consultations.

The 2026-2030 Plan commenced on October 1, 2026.

2026-2030 Strategic Plan_7.5x7.5_200dpi

 

REDI Champion  

BCPVPA leads and champions Truth and Reconciliation, diversity, cultural competency, and equitable opportunities to promote a safe and inclusive educational community.

Objectives:
  1. Continue to advance our Reconciliation, Equity, Diversity, and Inclusion (REDI) policies and strategies, ensuring
    principles are embedded across all aspects of our operations.
  2. Advance the Commission of Canada’s Truth and Reconciliation Education Calls to Action through our REDI
    policy, strategy, and initiatives.
  3. Attract and retain talented individuals that reflect the full range of diversity in BC within our Board, committees, and staff.
  4. Identify and promote learning opportunities that enhance
    the cultural competencies of all members and our staff regarding racism, oppression, and all forms of discrimination.

Respected Voice  

BCPVPA is an influential partner and a respected voice within public education.

Objectives:
  1. Provide platforms and communication channels to actively share the stories, experiences, and perspectives of our
    members.
  2. Engage and raise awareness amongst policymakers, government officials, educational partners and the public
    of our work and the importance of strong leadership in education.
  3. Develop new strategies and approaches to effectively advocate for the needs, concerns, and aspirations of our members to our sector partners.
  4. Increase member awareness of our progress and achievements under the Strategic Plan.

Member Health

Principals and Vice-Principals have the support and resources required to maintain and improve their overall well-being.
 
Objectives:
  1. Identify and promote resources, tools and education to build the conditions and practices that contribute to the overall well-being of our members.
  2. Advocate for and support the consistent application of regulations, policies, and practices that enhance the physical and psychological safety, health and well-being of our members.
  3. Advocate for and facilitate access to timely physical and mental health supports.
  4. Enhance local Chapters’ understanding of the well-being support we provide.

Leadership Development

Principals and Vice-Principals have access to the learning opportunities and programs needed to build their leadership capacity.

Objectives:
  1. Identify, develop, communicate and deliver professional
    learning opportunities that are accessible to all members
    regardless of geography, role, career stage or personal
    context.
  2. Research, identify and develop resources and training to
    equip members and staff with the knowledge and skills
    needed to lead the integration of emerging technologies.
  3. Build the leadership capacities of our members by
    fostering relationships, supporting aspiring leaders and
    new members, and creating more mentoring pathways,
    communities of practice and peer-to-peer learning
    opportunities.
  4. Design, communicate, and deliver user-friendly up-to-date
    tools and resources to assist members in developing their
    growth plans and their leadership profiles and portfolios.

Employment Equity  

Fair and equitable terms and conditions of employment are in place that reflect the competencies, responsibilities, and needs of Principals and Vice-Principals.
 
Objectives:
  1. Support Chapters across the province to advance a negotiation process that is equitable, transparent, and inclusive.
  2. Increase the understanding of Chapters’ contract teams of employment agreements to expand their capacity to work towards equitable and fair contract terms.
  3. Recognize and address the diverse needs and circumstances of members working in rural and remote communities by helping them navigate their unique  employment circumstances and conditions.