Vol 65 | Book 1 \/ Tome 1 2021<\/p>\n
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\na<\/p>\n
The Official Publication of the
\nAppraisal Institute of Canada \/
\nPublication officielle de l\u2019Institut
\nCanadien des \u00c9valuateurs<\/p>\n
FINANCIAL LEVERAGE:
\nA DOUBLE EDGED SWORD
\nLevier financier :
\nUne \u00e9p\u00e9e \u00e0 deux
\ntranchants<\/p>\n
LONG-TERM LEASES:
\nRENT RESET ANALYSIS
\nBaux \u00e0 long terme :
\nanalyse de la r\u00e9vision
\ndes loyers <\/p>\n
CANADA\u2019S FIRST
\nIREE CERTIFIED
\nSTRATA-OWNED MURB
\nPremier IRLM en copropri\u00e9t\u00e9
\ncertifi\u00e9 IREE au Canada<\/p>\n
WomenWomen
\nin appraising<\/p>\n
Les femmes
\ndans l’\u00e9valuation<\/p>\n
Immobili\u00e8re au Canada<\/p>\n
Canadian Property<\/p>\n
mailto:info@aicanada.ca
\nmailto:info@aicanada.ca
\nmailto:info@aicanada.ca<\/p>\n
Imagine your career with endless possibilities,
\ndriven by technology and opportunity. The
\nAvison Young Valuation & Advisory Services
\nTeam is growing and we are looking for
\nindividuals, teams and companies across
\nCanada seeking an opportunity to grow with us.<\/p>\n
Acquisition or signing bonuses available!<\/p>\n
Avison Young creates real economic, social and environmental
\nvalue as a global real estate advisor, powered by people.
\nOur integrated talent realizes the full potential of real
\nestate by using global intelligence platforms that provide
\nclients with insights and advantage. Together, we can
\ncreate healthy, productive workplaces for employees,
\ncities that are centers for prosperity for their citizens,
\nand build spaces and places that create a net benefit to
\nthe economy, the environment and the community.<\/p>\n
avisonyoung.ca\/valuations<\/p>\n
To learn more, please contact us at:
\ncanada.valuation@avisonyoung.com<\/p>\n
Launch<\/p>\n
career
\nyour<\/p>\n
http:\/\/avisonyoung.ca\/valuations
\ncanada.valuation@avisonyoung.com<\/p>\n
Imagine your career with endless possibilities,
\ndriven by technology and opportunity. The
\nAvison Young Valuation & Advisory Services
\nTeam is growing and we are looking for
\nindividuals, teams and companies across
\nCanada seeking an opportunity to grow with us.<\/p>\n
Acquisition or signing bonuses available!<\/p>\n
Avison Young creates real economic, social and environmental
\nvalue as a global real estate advisor, powered by people.
\nOur integrated talent realizes the full potential of real
\nestate by using global intelligence platforms that provide
\nclients with insights and advantage. Together, we can
\ncreate healthy, productive workplaces for employees,
\ncities that are centers for prosperity for their citizens,
\nand build spaces and places that create a net benefit to
\nthe economy, the environment and the community.<\/p>\n
avisonyoung.ca\/valuations<\/p>\n
To learn more, please contact us at:
\ncanada.valuation@avisonyoung.com<\/p>\n
Launch<\/p>\n
career
\nyour your future We embrace different perspectives <\/p>\n
and we\u2019re interested in yours. Join our
\ngrowing valuation team on our journey
\nto redefine the future of real estate.<\/p>\n
Dave Black
\nAACI, P. App., MRICS
\nSenior Vice President & National Practice Lead
\nJLL Valuation Advisory<\/p>\n
Dave.Black@am.jll.com
\njll.ca\/value<\/p>\n
mailto:Dave.Black@am.jll.com
\nhttp:\/\/jll.ca\/value<\/p>\n
Colliers recently introduced new market leading report
\nwriting software which upon its introduction increased
\naverage report production speeds by upwards of 30%.
\nColliers AACI designated appraisers in Canada had an
\naverage net compensation in 2020 in excess of $200,000.
\nReach out today to learn how to leverage Colliers brand,
\ntechnology and resources to take your career to the next
\nlevel.<\/p>\n
Contact Brandi Skaggs at Brandi.Skaggs@colliers.com
\nto learn more about joining Valuation & Advisory Services
\nat Colliers International.<\/p>\n
colliers.com<\/p>\n
Be the expert
\nColliers is seeking motivated appraisers to join our
\nValuation and Advisory Services team.<\/p>\n
mailto:Brandi.Skaggs@colliers.com
\nhttp:\/\/colliers.com<\/p>\n
The articles printed in
\nthis issue represent
\nauthors\u2019 opinions only
\nand are not necessarily
\nendorsed by the
\nAppraisal Institute
\nof Canada. Copyright
\n2021 by the Appraisal
\nInstitute of Canada.
\nAll rights reserved.
\nReproduction in whole
\nor in part without
\nwritten permission
\nis strictly prohibited.
\nSubscription, $40.00 per
\nyear. Printed in Canada. <\/p>\n
Les articles imprim\u00e9s dans
\nce num\u00e9ro ne rep\u00e9sentent
\nque l\u2019opinion de leur auteur
\nrespectif, mais ne sont pas
\nn\u00e9ces\u2013sairement endoss\u00e9s
\npar l\u2019Institut Canadien des
\n\u00c9valuateurs. Tous droits
\nreserv\u00e9s 2021 par l\u2019Institut
\nCanadien des \u00c9valuateurs.
\nLa reproduction totale ou
\npartielle sous quelque
\nform que se soit sans
\nauthorisation \u00e9crite est
\nabsolument interdite.
\nAbonnement $40.00 par
\nann\u00e9e. Imprim\u00e9 au Canada.<\/p>\n
* The Appraisal Institute of
\nCanada reserves the right
\nto reject advertising that it
\ndeems to be inappropriate.<\/p>\n
** The publisher and the
\nAppraisal Institute of Canada
\ncannot be held liable for
\nany material used or claims
\nmade in advertising included
\nin this publication.Indexed
\nin the Canadian Business
\nIndex and available on-line
\nin the Canadian Business &
\nCurrent Affairs database.
\nISSN 0827-2697<\/p>\n
Publication Mails Agreement
\n#40008249<\/p>\n
Return undeliverable
\nCanadian addresses to:
\nAppraisal Institute of Canada
\n403-200 Catherine St.,
\nOttawa, ON K2P 2K9.
\nEmail: info@aicanada.ca<\/p>\n
Director – Communications:
\nPaul H\u00e9bert, Ottawa<\/p>\n
Publication management,
\ndesign and production by:
\nDirection, conception et
\nproduction par :<\/p>\n
3rd Floor \u2013 2020 Portage
\nAvenue, Winnipeg,
\nMB R3J 0K4
\nPhone: 866-985-9780
\nFax: 866-985-9799
\nE-mail: info@kelman.ca
\nWeb: www.kelman.ca<\/p>\n
Managing Editor:
\nCraig Kelman<\/p>\n
Design\/Layout:
\nKristy Unrau<\/p>\n
Marketing Manager:
\nKris Fillion<\/p>\n
Advertising Co-ordinator:
\nStefanie Hagidiakow<\/p>\n
6 Executive Corner
\nDiversity at AIC<\/p>\n
57 Legal Matters
\nThe age of virtual hearings<\/p>\n
63 Advocacy
\nMinister Hussen on the
\nGovernment of Canada
\nHousing Strategy<\/p>\n
68 News
\n Important dates<\/p>\n
70 Designations, Candidates,
\nStudents<\/p>\n
8 Le coin de l\u2019ex\u00e9cutif
\nLa diversit\u00e9 \u00e0 l\u2019ICE<\/p>\n
60 Questions juridiques
\n\u00c0 l\u2019\u00e8re des audiences virtuelles <\/p>\n
65 D\u00e9fense des int\u00e9r\u00eats
\nPropos du ministre Hussen sur
\nla strat\u00e9gie de logement du
\ngouvernement du Canada <\/p>\n
68 Nouvelles
\nDates importantes<\/p>\n
70 D\u00e9signations,
\nstagiaires, \u00e9tudiants<\/p>\n
Financial leverage:
\nA double edged sword
\nLevier financier :
\nUne \u00e9p\u00e9e \u00e0 deux tranchants<\/p>\n
Canada\u2019s first IREE
\ncertified strata-owned MURB
\nPremier IRLM en copropri\u00e9t\u00e9
\ncertifi\u00e9 IREE au Canada<\/p>\n
Long-term leases: rent reset analysis
\nBaux \u00e0 long terme :
\nanalyse de la r\u00e9vision des loyers <\/p>\n
32<\/p>\n
26<\/p>\n
40<\/p>\n
COLUMNS CHRONIQUES<\/p>\n
Women in appraising <\/p>\n
Les femmes dans l’\u00e9valuation<\/p>\n
13<\/p>\n
Colliers recently introduced new market leading report
\nwriting software which upon its introduction increased
\naverage report production speeds by upwards of 30%.
\nColliers AACI designated appraisers in Canada had an
\naverage net compensation in 2020 in excess of $200,000.
\nReach out today to learn how to leverage Colliers brand,
\ntechnology and resources to take your career to the next
\nlevel.<\/p>\n
Contact Brandi Skaggs at Brandi.Skaggs@colliers.com
\nto learn more about joining Valuation & Advisory Services
\nat Colliers International.<\/p>\n
colliers.com<\/p>\n
Be the expert
\nColliers is seeking motivated appraisers to join our
\nValuation and Advisory Services team.<\/p>\n
mailto:info@aicanada.ca
\nmailto:info@kelman.ca
\nhttp:\/\/www.kelman.ca<\/p>\n
Diversity at AIC
\nBY JAN WICHEREK, AACI, P.APP, AIC President, Appraisal Institute of Canada<\/p>\n
\u201c
\nI am proud to have struck the President\u2019s Council on Diversity <\/p>\n
and Inclusion last fall, with a mandate, in part, to promote <\/p>\n
equity and diversity within the valuation profession. Over the <\/p>\n
coming months, volunteers appointed to the Council will begin the <\/p>\n
important work of helping ensure that our governance structure is <\/p>\n
as diverse and inclusive as the membership and public it serves.\u201d<\/p>\n
While we acknowledge that discrimination and
\nimplicit bias exists in society, we will continue to
\ndo everything in our power to ensure that this is
\nnot reflected in the appraisal process.<\/p>\n
While we acknowledge that discrimination and
\nimplicit bias exists in society, we will continue to
\ndo everything in our power to ensure that this is
\nnot reflected in the appraisal process.<\/p>\n
Canadian Property Valuation | \u00c9valuation Immobili\u00e8re au Canada 6 Return to CONTENTS<\/p>\n
The AIC seeks to foster
\nan environment that
\nrespects people\u2019s dignity,
\nideas, and beliefs within
\nthe organization and the
\nprofession at large.<\/p>\n
EXECUTIVE CORNER<\/p>\n
O ver the past few decades, the demographics of the Appraisal Institute of Canada (AIC) membership
\nhas shifted to better reflect broader
\nCanadian society. As appraisers, we
\nremain equipped to meet the needs of
\nall the people and partners who seek
\nthe peace of mind that our services
\ncan provide. <\/p>\n
The AIC seeks to foster an environment
\nthat respects people\u2019s dignity, ideas,
\nand beliefs within the organization
\nand the profession at large. Diversity
\n\u2013 in backgrounds, experiences, and
\nperspectives \u2013 makes us stronger as both
\nan appraisal organization and community
\nas a whole. <\/p>\n
We strive to continue to improve the
\ndiversity and inclusivity of the Insitute and,
\nby extension, the appraisal profession.
\nFurthermore, we are profoundly committed
\nto creating an environment that does not
\nshy away from difficult dialogues. <\/p>\n
The AIC has recently engaged in these
\ndifficult, but necessary, conversations
\nsurrounding questions of racial bias in the
\nvaluation process. While we acknowledge
\nthat discrimination and implicit bias
\nexists in society, we will continue to do
\neverything in our power to ensure that this
\nis not reflected in the appraisal process.
\nOur governing documents including our
\nCode of Conduct, Canadian Uniform
\nStandards of Appraisal Practice (CUSPAP),
\nethics standards, complaint resolution
\nprocess, and technical training, all exist
\nto ensure that discrimination and bias is
\nremoved to the greatest extent possible
\nthroughout the appraisal profession.<\/p>\n
This speaks to the importance of our
\nPresident\u2019s Council on Diversity and
\nInclusion to advance our work in this area.
\nThe Council was founded during a pivotal
\nmoment of conversations on racial equity
\nand inclusion. <\/p>\n
As Canada, and countries around the
\nworld, continue to grapple with issues
\nof racism and discrimination, we will
\ncontribute to the discussions in meaningful <\/p>\n
ways and ensure racial bias is eliminated
\nfrom the valuation process.<\/p>\n
The AIC will continue its work on
\nestablishing its Council on Diversity.
\nFurthermore, we are exploring additional
\nactions to support our commitment to
\ndiversity, equality, and inclusion. Although
\nnot limited to, these avenues include: <\/p>\n
\u2022 Developing a guiding statement
\non the subject of racial bias, our
\ncomments on the subject and our
\napproach. You can find a copy of the
\nstatement here: www.aicanada.ca\/
\nwp-content\/uploads\/Statement-Final-
\nMarch-5-2021_EN.pdf<\/p>\n
\u2022 Compiling technical resources and
\neducational courses for Members
\ntaking steps to recognize and
\nminimize bias that occurs within the
\nreal estate industry. <\/p>\n
\u2022 Creating a session on this topic
\nfor the upcoming 2021 AIC Virtual
\nConference program. <\/p>\n
Volume 65 | Book 1 \/ Tome 1 | 2021 7Return to CONTENTS<\/p>\n
http:\/\/www.aicanada.ca\/wp-content\/uploads\/Statement-Final-March-5-2021_EN.pdf
\nhttp:\/\/www.crvg.com
\ninfo@crvg.com<\/p>\n
La diversit\u00e9 \u00e0 l\u2019ICE
\nPAR JAN WICHEREK, AACI, P.APP, Pr\u00e9sident de l\u2019ICE, l\u2019Institut Canadien des \u00c9valuateurs<\/p>\n
\u00ab Je suis fier d\u2019avoir cr\u00e9\u00e9 le Conseil du pr\u00e9sident sur la diversit\u00e9 et l\u2019inclusion, l\u2019automne dernier, dont le mandat
\nconsiste en partie \u00e0 promouvoir l\u2019\u00e9quit\u00e9 et la diversit\u00e9 au <\/p>\n
sein de la profession d\u2019\u00e9valuateur. Au cours des prochains mois, des <\/p>\n
b\u00e9n\u00e9voles d\u00e9sign\u00e9s par le conseil commenceront un travail important <\/p>\n
pour aider \u00e0 assurer que notre structure de gouvernance soit aussi <\/p>\n
diverse et inclusive que le sont nos membres et le grand public <\/p>\n
qu\u2019ils desservent. \u00bb<\/p>\n
Reconnaissant que la discrimination et les
\npr\u00e9jug\u00e9s implicites existent dans notre soci\u00e9t\u00e9,
\nnous continuerons \u00e0 faire tout en notre pouvoir
\npour faire en sorte qu\u2019ils ne viennent pas entacher
\nle processus d\u2019\u00e9valuation. \u00bb<\/p>\n
Reconnaissant que la discrimination et les
\npr\u00e9jug\u00e9s implicites existent dans notre soci\u00e9t\u00e9,
\nnous continuerons \u00e0 faire tout en notre pouvoir
\npour faire en sorte qu\u2019ils ne viennent pas entacher
\nle processus d\u2019\u00e9valuation. \u00bb<\/p>\n
Canadian Property Valuation | \u00c9valuation Immobili\u00e8re au Canada 8 Return to CONTENTS<\/p>\n
LE COIN DE L\u2019EX\u00c9CUTIF<\/p>\n
D epuis quelques d\u00e9cennies, la composition d\u00e9mographique des membres de l\u2019Institut canadien des \u00e9valuateurs
\n(ICE) s\u2019est transform\u00e9e pour mieux refl\u00e9ter
\nla soci\u00e9t\u00e9 canadienne globale. En tant
\nqu\u2019\u00e9valuateurs, nous demeurons outill\u00e9s
\npour r\u00e9pondre aux besoins de tous les
\nindividus et partenaires qui cherchent la
\ntranquillit\u00e9 d\u2019esprit que nos services sont
\nen mesure d\u2019apporter.<\/p>\n
L\u2019ICE souhaite favoriser un
\nenvironnement qui respecte la dignit\u00e9, les
\nid\u00e9es et les croyances de toute personne,
\nentre les murs de l\u2019organisation et dans
\nla profession en g\u00e9n\u00e9ral. La diversit\u00e9 \u2013
\ndes ant\u00e9c\u00e9dents, des exp\u00e9riences et des
\nperspectives \u2013 nous rend plus forts, \u00e0 la
\nfois comme une organisation d\u2019\u00e9valuation
\net comme une communaut\u00e9 dans
\nson ensemble.<\/p>\n
Nous nous effor\u00e7ons de continuer \u00e0
\nam\u00e9liorer la diversit\u00e9 et l\u2019inclusivit\u00e9 de
\nl\u2019Institut et, par extension, celles de la
\nprofession d\u2019\u00e9valuateur. Qui plus est, nous
\nsommes r\u00e9solument d\u00e9termin\u00e9s \u00e0 cr\u00e9er un
\nenvironnement qui ne se d\u00e9file pas devant
\nles dialogues difficiles.<\/p>\n
L\u2019ICE s\u2019est r\u00e9cemment impliqu\u00e9
\ndans ces conversations \u00e9pineuses, mais
\nn\u00e9cessaires, entourant les pr\u00e9jug\u00e9s
\nraciaux dans le processus d\u2019\u00e9valuation. <\/p>\n
Reconnaissant que la discrimination et
\nles pr\u00e9jug\u00e9s implicites existent dans notre
\nsoci\u00e9t\u00e9, nous continuerons \u00e0 faire tout en
\nnotre pouvoir pour faire en sorte qu\u2019ils
\nne viennent pas entacher le processus
\nd\u2019\u00e9valuation. Nos documents constitutifs,
\ny compris le Code de conduite, les Normes
\nuniformes de pratique professionnelle en
\nmati\u00e8re d\u2019\u00e9valuation au Canada (NUPPEC),
\nles normes relatives \u00e0 l\u2019\u00e9thique, le
\nprocessus de r\u00e9solution des plaintes et la
\nformation technique, existent pour assurer
\nque la discrimination et les pr\u00e9jug\u00e9s
\nsoient \u00e9radiqu\u00e9s dans toute la mesure du
\npossible de la profession d\u2019\u00e9valuateur.<\/p>\n
Cela montre l\u2019importance que rev\u00eat
\nle Conseil du pr\u00e9sident sur la diversit\u00e9 et
\nl\u2019inclusion pour appuyer nos efforts dans <\/p>\n
ce domaine. Le conseil a \u00e9t\u00e9 fond\u00e9 \u00e0 un
\nmoment charni\u00e8re des d\u00e9bats ayant cours
\nsur l\u2019\u00e9quit\u00e9 raciale et sur l\u2019inclusion.<\/p>\n
Alors que le Canada et les pays \u00e0 travers
\nle monde sont aux prises avec les enjeux
\ndu racisme et de la discrimination, nous
\nallons contribuer aux discussions de fa\u00e7ons
\nsignificatives et assurer que les pr\u00e9jug\u00e9s
\nraciaux soient \u00e9limin\u00e9s du processus
\nd\u2019\u00e9valuation.<\/p>\n
L\u2019ICE poursuivra son \u0153uvre pour \u00e9tablir
\nson Conseil sur la diversit\u00e9. De surcro\u00eet, nous
\nexplorons d\u2019autres actions pour consolider
\nnotre engagement envers la diversit\u00e9,
\nl\u2019\u00e9galit\u00e9 et l\u2019inclusion. Ces nouvelles avenues
\ncomprennent, sans toutefois s\u2019y limiter :<\/p>\n
\u2022 \u00c9laborer un expos\u00e9 d\u2019orientation sur le
\nth\u00e8me des pr\u00e9jug\u00e9s raciaux, ainsi que nos
\ncommentaires \u00e0 ce sujet et l\u2019approche
\nque nous avons adopt\u00e9e. Vous trouverez
\nune copie de l\u2019expos\u00e9 ici : www.aicanada.
\nca\/wp-content\/uploads\/Declaration-
\nFinale-5-mars-2021_fr.pdf.<\/p>\n
\u2022 Compiler les ressources techniques
\net les cours d\u2019\u00e9ducation pour aider
\nles membres qui veulent prendre
\ndes mesures pour reconna\u00eetre et
\nminimiser les pr\u00e9jug\u00e9s existant dans
\nl\u2019industrie de l\u2019immobilier.<\/p>\n
\u2022 Cr\u00e9er une s\u00e9ance sur ce sujet dans
\nle programme du Congr\u00e8s virtuel de
\nl\u2019ICE qui aura lieu en 2021. <\/p>\n
L\u2019ICE souhaite favoriser
\nun environnement qui
\nrespecte la dignit\u00e9, les
\nid\u00e9es et les croyances
\nde toute personne,
\nentre les murs de
\nl\u2019organisation et dans la
\nprofession en g\u00e9n\u00e9ral.<\/p>\n
Volume 65 | Book 1 \/ Tome 1 | 2021 9Return to CONTENTS<\/p>\n
http:\/\/www.aicanada.ca\/wp-content\/uploads\/Declaration-Finale-5-mars-2021_fr.pdf<\/p>\n
\u2018THRIVE IN TIMES OF
\nCHANGE\u2019 AT AIC\u2019S
\nVIRTUAL CONFERENCE
\nThe annual AIC Conference, with an ever so <\/p>\n
relevant theme of \u2018Thriving in Time of Change,\u2019 <\/p>\n
is going virtual in June 2021. Join us online, in <\/p>\n
real time, via our premier 3D platform, with our <\/p>\n
exciting line-up of presenters and four incredible <\/p>\n
keynote speakers, including our first ever <\/p>\n
female headliners.\u201d <\/p>\n
JAMIE SAL\u00c9
\nOlympic Gold medalist in figure skating |
\nMember of the Skate Canada Hall of Fame
\nand Canadian Olympic Hall of Fame
\nJamie Sal\u00e9 began skating at an early age
\nand moved into pairs figure skating by age
\n12. Sale teamed up with partner David
\nPelletier and won Gold at the 2002 Olympics
\nin Salt Lake City, a huge accomplishment,
\nas Canada had not earned an Olympic <\/p>\n
gold medal in pairs figure skating since 1960. Following their Olympic
\nwin, Sal\u00e9 and Pelletier were inducted into the Skate Canada Hall of Fame in
\n2008 and the Olympic Hall of Fame in 2009. Sale is an advocate for special
\nneeds and has worked with the Special Olympic movement for over six years.
\nShe is also a Transformational Coach and speaker helping people live the
\nlife that they love!<\/p>\n
M\u00e9daille d\u2019or olympique en patinage artistique |
\nMembre du Temple de la renomm\u00e9e de Patinage Canada
\net du Temple de la renomm\u00e9e olympique du Canada
\nJamie Sal\u00e9 a commenc\u00e9 \u00e0 patiner tr\u00e8s t\u00f4t et s\u2019est mise au patinage artistique
\nen couple d\u00e8s l\u2019\u00e2ge de 12 ans. Jamie Sale a fait \u00e9quipe avec son partenaire
\nDavid Pelletier et a remport\u00e9 l\u2019or aux Jeux olympiques de 2002 \u00e0 Salt Lake
\nCity, ce qui est un \u00e9norme accomplissement, car le Canada n\u2019avait pas gagn\u00e9
\nde m\u00e9daille d\u2019or olympique en patinage artistique en couple depuis 1960.
\nApr\u00e8s leur victoire olympique, Sale et Pelletier ont \u00e9t\u00e9 intronis\u00e9s au Temple
\nde la renomm\u00e9e de Patinage Canada en 2008 et au Temple de la renomm\u00e9e
\nolympique en 2009. Sal\u00e9 milite en faveur des personnes ayant des besoins
\nsp\u00e9ciaux et travaille avec le mouvement olympique sp\u00e9cial depuis plus de six
\nans. Elle est \u00e9galement entra\u00eeneuse et conf\u00e9renci\u00e8re en transformation pour
\naider les gens \u00e0 vivre la vie qu\u2019ils aiment! <\/p>\n
PROSP\u00c9RER EN P\u00c9RIODE
\nDE CHANGEMENT AU
\nCONGR\u00c8S VIRTUEL DE L\u2019ICE
\nLe congr\u00e8s annuel de l\u2019ICE, dont le th\u00e8me est <\/p>\n
\u00ab Prosp\u00e9rer en temps de changement \u00bb, deviendra <\/p>\n
virtuel en juin 2021. Rejoignez-nous en ligne, en <\/p>\n
temps r\u00e9el, via notre premi\u00e8re plateforme 3D, et <\/p>\n
profitez de notre \u00e9quipe de pr\u00e9sentateurs et \u00e0 nos <\/p>\n
quatre incroyables conf\u00e9renciers, y compris nos <\/p>\n
toutes premi\u00e8res femmes conf\u00e9renci\u00e8res. <\/p>\n
BOB McDONALD
\nHost of CBC Radio\u2019s Quirks & Quarks
\nBob McDonald is one of Canada\u2019s best-known
\nscience journalists, bringing science to the
\npublic for more than 40 years. In addition
\nto hosting Quirks & Quarks, the award-
\nwinning science program with a national
\naudience of nearly 500,000 people, McDonald
\nis also a science correspondent for CBC
\nTelevision\u2019s The National and Gemini-winning <\/p>\n
host and writer of the children\u2019s series Head\u2019s Up. He also hosted The Great
\nCanadian Invention, Wonderstruck, and the seven-part series, Water Under
\nFire. Bob holds 12 honorary doctorates from Canadian universities and two
\nhonourary College degrees. He also currently sits on the board of Friends
\nof the Dominion Astrophysical Observatory. In 2014, asteroid 2006 XN67
\nwas officially named \u201cbobmcdonald\u201d in his honour.<\/p>\n
Animateur de l’\u00e9mission « Quirks & Quarks » sur la radio CBC
\nBob McDonald est l\u2019un des journalistes scientifiques les plus connus au
\nCanada. Il fait conna\u00eetre la science au public depuis plus de 40 ans. En plus
\nd\u2019animer l\u2019\u00e9mission scientifique prim\u00e9e Quirks & Quarks, qui a attir\u00e9 pr\u00e8s de
\n500 000 t\u00e9l\u00e9spectateurs \u00e0 l\u2019\u00e9chelle nationale, Bob est \u00e9galement correspondant
\nscientifique pour l\u2019\u00e9mission The National de CBC Television et animateur et
\nauteur de la s\u00e9rie pour enfants Head\u2019s Up, qui a remport\u00e9 un prix Gemini.<\/p>\n
Bob d\u00e9tient 12 doctorats honorifiques d\u2019universit\u00e9s canadiennes et deux
\ndipl\u00f4mes coll\u00e9giaux honorifiques. Il si\u00e8ge aussi actuellement au Conseil
\nd\u2019administration de Friends of the Dominion Astrophysical Observatory.
\nEn 2014, l\u2019ast\u00e9ro\u00efde 2006 XN67 a \u00e9t\u00e9 officiellement nomm\u00e9 \u00ab bobmcdonald \u00bb
\nen son honneur.<\/p>\n
Return to CONTENTS<\/p>\n
MAY 31-
\nJUNE 3,
\n2021<\/p>\n
31 MAI-
\n3 JUIN, <\/p>\n
2021<\/p>\n
HAYLEY WICKENHEISER
\nFour-time Olympic Gold Medalist |
\nMember of the Hockey Hall of Fame
\nHayley Wickenheiser is considered one of the best female hockey players
\nin the world. Seven world championships, six Olympic appearances, five
\nOlympic medals \u2014 she is a titan of sport and a leader both on and off
\nthe ice. Wickenheiser now sits on the International Olympic Committee\u2019s
\n(IOC) Athletes Commission and is the Vice Chair of the Calgary 2026 Bid
\nCommittee as well as the Player Development Assistant Director for
\nThe Toronto Maple Leafs. Beyond sport, she is a community leader and <\/p>\n
an accomplished student and businesswoman who inspires audiences to give their best in everything
\nthey do. Her passion for sport is paralleled by her desire to give back to the community through
\nher work with dozens of philanthropic organizations, including Lace \u2018Em Up, Jumpstart, KidSport,
\nProject North, and Right to Play. She is also the founder of the world-renowned personal and athletic
\ndevelopment weekend \u2013 The Canadian Tire Wickenheiser World Female Hockey Festival \u2013 which
\nprovides mentoring and growth opportunities for young athletes around the world.<\/p>\n
Quatre fois m\u00e9daill\u00e9e d\u2019or olympique | Membre du Temple de la renomm\u00e9e du hockey
\nHayley Wickenheiser est consid\u00e9r\u00e9e comme l\u2019une des meilleures joueuses de hockey au monde.
\nSept championnats du monde, six participations aux Jeux olympiques, cinq m\u00e9dailles olympiques
\n\u2013 elle est une l\u00e9gende du sport et une chef de file tant sur la glace qu\u2019en dehors. Wickenheiser
\nsi\u00e8ge aujourd\u2019hui \u00e0 la commission des athl\u00e8tes du Comit\u00e9 international olympique (CIO) et
\nest vice-pr\u00e9sidente du comit\u00e9 de candidature de Calgary 2026 ainsi que directrice adjointe du
\nd\u00e9veloppement des joueurs pour les Maple Leafs de Toronto. Au-del\u00e0 du sport, elle est une dirigeante
\ncommunautaire, une \u00e9tudiante et une femme d\u2019affaires accomplie qui inspire les gens \u00e0 donner
\nle meilleur d\u2019eux-m\u00eames dans tout ce qu\u2019ils font. Sa passion pour le sport va de pair avec son
\nd\u00e9sir de redonner \u00e0 la communaut\u00e9 par le biais de son travail avec des dizaines d\u2019organisations
\nphilanthropiques, notamment Lace \u2018Em Up, Jumpstart, KidSport, Project North et Right to Play.
\nElle est \u00e9galement la fondatrice du c\u00e9l\u00e8bre week-end de d\u00e9veloppement personnel et sportif \u2013
\nle festival mondial de hockey f\u00e9minin Wickenheiser de Canadian Tire \u2013 qui offre des possibilit\u00e9s de
\nmentorat et de d\u00e9veloppement aux jeunes athl\u00e8tes du monde entier. <\/p>\n
BENJAMIN TAL
\nManaging Director and Deputy Chief Economist at CIBC
\nBenjamin Tal is responsible for analyzing economic developments
\nand their implications for North American fixed income, equity,
\nforeign exchange and commodities markets. He also acts in an
\nadvisory capacity to bank officers on issues related to wealth
\nmanagement, household\/corporate credit and risk. Well-known for
\nhis ground-breaking published research on topics such as labour
\nmarket dynamics, real estate, credit markets, international trade
\nand business economic conditions, Benjamin not only contributes <\/p>\n
to the conversation but also frequently sets the agenda He is also a frequent lecturer in the
\neconomic programs of various Canadian universities. Benjamin is a member of the Economic
\nCommittee of The Canadian Chamber of Commerce, The Economic Development Committee of
\nthe Toronto Board of Trade. He is also a member of board of Governors of Junior Achievement
\nof Central Ontario, and a board member of the Toronto Financial Services Alliance.<\/p>\n
Directeur g\u00e9n\u00e9ral et \u00e9conomiste en chef adjoint \u00e0 la CIBC
\nBenjamin Tal est responsable de l\u2019analyse de l\u2019\u00e9volution de l\u2019\u00e9conomie et de ses r\u00e9percussions
\nsur les titres \u00e0 revenu fixe, les actions, les op\u00e9rations de change et le march\u00e9 des marchandises
\nde l\u2019Am\u00e9rique du Nord. Il agit aussi \u00e0 titre de conseiller aupr\u00e8s de cadres sup\u00e9rieurs de la banque
\nsur des questions li\u00e9es \u00e0 la gestion des avoirs, le cr\u00e9dit aux m\u00e9nages et aux entreprises, et la
\ngestion du risque. Renomm\u00e9 pour ses recherches de pointe publi\u00e9es sur des sujets tels que la
\ndynamique du march\u00e9 du travail, l\u2019immobilier, les march\u00e9s du cr\u00e9dit, le commerce international
\net la conjoncture \u00e9conomique, Benjamin Tal contribue non seulement \u00e0 la conversation mais il en
\nd\u00e9termine souvent les param\u00e8tres. Benjamin Tal si\u00e8ge au comit\u00e9 \u00e9conomique de la Chambre de
\ncommerce du Canada et au comit\u00e9 du d\u00e9veloppement \u00e9conomique de la Chambre de commerce
\nde Toronto. Il est aussi membre du Conseil des gouverneurs des Jeunes entreprises du Canada
\net membre du conseil de la Toronto Financial Services Alliance.<\/p>\n
AU PLAISIR
\nDE VOUS VOIR
\nBIENT\u00d4T –
\nVIRTUELLEMENT !
\nPour plus de d\u00e9tails,
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WE\u2019LL SEE
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\nWatch for details at
\naic-ice.vfairs.com <\/p>\n
Return to CONTENTS<\/p>\n
http:\/\/aic-ice.vfairs.com
\nhttp:\/\/aic-ice.vfairs.com<\/p>\n
WE\u2019RE
\nLOOKING
\nFOR NEW
\nTALENT
\nRESEARCH ASSISTANTS
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1 (866) 479-7922
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INFO@CDCINC.CA
\nhttp:\/\/www.cdcinc.ca<\/p>\n
Women
\nin appraising<\/p>\n
International Women\u2019s Day is a celebration of
\nthe social, economic, cultural and political achievements of women around the
\nglobe. Held every year on March 8, this special day also marks a call to action for
\naccelerating gender parity. The campaign theme for 2021\u2019s special day is \u2018Choose To
\nChallenge\u2019. A challenged world is an alert world. And from challenge comes change. <\/p>\n
Within the membership of the Appraisal Institute of Canada (AIC), we are fortunate to
\nhave an amazing number of female AACIs, CRAs and Candidates who are establishing
\ncareers and making significant contributions to the real estate appraisal profession
\nthroughout our vast country. On these pages, we are proud to present a cross section
\nof these amazing women who are choosing to challenge themselves and our profession,
\nand to share their thoughts on what we could be doing even better in this regard.<\/p>\n
Volume 65 | Book 1 \/ Tome 1 | 2021 13Return to CONTENTS<\/p>\n
Carrie Russell,
\nAACI, P. App., MAI, RIBC, ISHC
\nSenior Managing Partner, HVS Canada<\/p>\n
Carrie is a graduate of the University
\nof Victoria, obtaining a Bachelor of
\nCommerce with Distinction. After
\ngraduation and time spent gaining
\nvaluable hands-on experience in the
\nhotel industry, Carrie joined HVS as
\nan associate over 23 years ago. She <\/p>\n
has been influential in establishing HVS\u2019s presence in Canada as
\nthe leading hospitality consulting and valuation firm. Carrie has
\nattained AACI designation from the AIC and her MAI designation
\nfrom the Appraisal Institute in the US. As well, she is a member of
\nthe International Society of Hotel Consultants (ISHC) and the Real
\nEstate Institute of BC (RIBC).<\/p>\n
Over the course of her career, Carrie has provided hospitality
\nconsulting services including appraisals, feasibility and market
\nstudies, and other specialized consulting services including
\nasset management guidance for thousands of hotel properties
\nthroughout Canada and the US. She has authored several articles
\non various topics relevant to the industry and is a highly sought-
\nafter speaker. Carrie is a regular speaker at several conferences
\nincluding the Canadian Hotel Investment Conference and the
\nWestern Canadian Lodging Conference.<\/p>\n
Carrie has served on the HVS Board of Directors and the
\nSenior Leadership Team making a significant contribution to the
\nglobal interests of the company. She also serves on the National
\nBoard for the AIC. <\/p>\n
Why is it important that we work to better balance
\ngender\u00a0representation in the profession?
\nI think gender balance is a no-brainer for both the profession
\nand the professionals. A career in appraisal is rewarding,
\nfulfilling and prosperous, which is a door that should be open to
\neveryone. In a profession where we want our colleagues to reflect
\nthe highest level of credibility, it only makes sense to recruit from
\nand cultivate the largest talent pool possible. <\/p>\n
What changes would enable\/encourage the
\nentry of more women into the profession?
\nMentorship is a key to increasing gender balance. A strong
\nnetwork is critical to being a successful professional in our
\nindustry and, therefore, leaders in our profession should be
\naware of bringing gender balance into their networks, teams and
\nbusinesses. As women continue to ascend to leadership roles in
\nthe profession, more will follow in their footsteps. I would hope
\nthat, in this era, we are cognizant of the benefits of diversity and
\nthat we are frequently considering our bias that impedes the goal
\nof not only gender balance, but overall diversity<\/p>\n
Ayda Chamcham,
\nAACI, P.App
\nChamsquared Advisory<\/p>\n
Prior to moving to Montreal from France,
\nAyda earned her Master\u2019s degrees in
\nengineering from the National Institute
\nof Applied Sciences (INSA de Rouen) and
\nin Urban and Real Estate Management
\nthrough the ESSEC Business School. Prior
\nto working with a REIT in France, she worked <\/p>\n
as a building site project manager before moving to Canada where she
\nbecame well-versed in commercial and industrial appraisals. Ayda
\nstarted appraising commercial and industrial properties and decided to
\nfocus on hotel appraisals, as well as feasibility and market studies for
\nnordik spas, convention centres, and waterparks in Quebec. She also
\nundertook projects in Ontario, Mexico and the Dominican Republic.<\/p>\n
She has achieved her MRICS with the Royal Institution of Chartered
\nSurveyors as well as her AACI with the AIC. Ayda presently sits on the
\nBoard of the AIC Quebec Chapter and is also involved with the AIC\u2019s
\nnational committees dealing with Accreditation and the Future of
\nValuation. In 2020, she was recognized by the AIC as a \u2018Top Appraiser
\nunder 40.\u2019 In May of last year, she incorporated herself to provide
\nconsultancy and advisory services through her company Chamsquared
\nAdvisory. She is also a lecturer for a master\u2019s-level course in Real
\nEstate Economics and Cost Estimation for architects with the
\nUniversity of Montreal. <\/p>\n
Ayda has served for a number of years on the Board of the Young
\nLeaders Circle of the International Economic Forum of the Americas,
\nwhere members engage in private conversations with academics,
\nstrategists and leaders to better understand international contexts,
\ndecisions and policies. She volunteers with organizations committed
\nto help those surviving the streets get back on their feet. <\/p>\n
Why is it important that we work to better
\nbalance gender representation in the profession?
\nImproving gender balance in the profession remains a challenge.
\nI would say that women bring a more human approach, a different
\nsensitivity and pragmatism by which they can distinguish themselves
\nin a rather masculine profession. Gender representation is paramount
\nbecause better decision-making results from combining diverse
\nperspectives. Women have the strengths that complement what
\norganizations might lack. <\/p>\n
What changes would enable\/encourage the
\nentry of more women into the profession?
\nMore transparency, fairness and inclusion would go a long way
\ntowards establishing things such as equal pay for equal work, and
\nequal opportunities for promotions and professional considerations.
\nHaving more female representation can also help future generations
\nidentify with role models. <\/p>\n
Women in appraising<\/p>\n
Canadian Property Valuation | \u00c9valuation Immobili\u00e8re au Canada 14 Return to CONTENTS<\/p>\n
Joanne Slaney,
\n AACI, P.App
\nManager of Assessment, City of St. John\u2019s<\/p>\n
Joanne has worked within the appraisal field
\nsince graduating from Memorial University
\nwith a joint Bachelor of Commerce and
\nBachelor of Arts in 2004. She gained
\nvaluable experience by valuing a wide
\nrange of commercial properties including
\nmulti-residential, residential condominium, <\/p>\n
general commercial, remote fishing lodges, airport facilities, golf
\ncourse communities and ski hill developments. Currently, in her role
\nas Manager of Assessment with the City of St. John\u2019s, she provides
\nleadership and manages the operation of the City\u2019s Assessment Division.
\nJoanne and her team are responsible for ensuring fair and accurate
\nassessment valuations of real property within St. John\u2019s to provide a
\nbasis for property taxation for municipal operating purposes.<\/p>\n
Why is it important that we work to better balance
\ngender\u00a0representation in the profession?
\nAs of July 1, 2020, Stats Canada reported there are over 19 million women
\nliving in Canada, which accounted for over 50% of the total population.
\nThat statistic alone should be enough to show you WHY we need to work
\ntowards better gender representation! In order for our profession to
\ncontinue and grow it is important that we continue to appeal to a cross
\nsection of society, a society that as of 2020 was made up of a female
\nmajority. Now like any good appraiser moving away from the numbers
\nto the opinion side of this question. Personally, I have seen the gender
\nbalance improve over my career, and our profession is the better for it.
\nBalanced gender representation brings different perspective together,
\nallows for more in-depth discussion and creates a profession that is
\nrepresentative of society as a whole. Today a better balance of gender
\nextends beyond the traditional male and female groups. As the definition
\nof gender continues to evolve, we as a profession must continue to grow
\nand develop into an inclusive group that represents all gender identities. <\/p>\n
What changes would enable\/encourage the
\nentry of more women into the profession?
\nSome of the top challenges women in real estate face are: lack of
\nmentorship, limited leadership roles, limited career advancement and
\npay inequity. I personally have experienced several of these challenges
\nin my career. I believe in order to encourage and enable more women to
\nentry into this profession we need to work on removing these challenges.
\nMentorship was a big thing for me. I spent most of my career at Altus
\nGroup and I had an opportunity to work with many wonderful mentors
\nwho encouraged and supported me. As a membership, we have a
\nresponsibility to encourage all members, to be open to mentoring, and
\nto offer support and advice. We need to ensure that our leadership, our
\ncommittees, our conferences, etc. are representative of the diversity of
\nour membership\u2026 after all, seeing is believing.<\/p>\n
\u00a0<\/p>\n
Debbie Pieterse,
\nB. Sc. Agric., AAM, AACI, P. App.,
\nCAFA, RFPP
\nSenior Appraiser\/Owner, Prairie Sky
\nAppraisal & Consulting Services<\/p>\n
In 1982, Debbie graduated with a degree
\nin agriculture and decided to apply for
\njobs that had an agricultural background
\nas a requirement. To her surprise, there
\nwere a number of assessment office <\/p>\n
positions with the Assessment Branch for the Province of Manitoba.
\nThus began her almost 40 year career of property valuation,<\/p>\n
With her love of inspection fieldwork, research, analysis, and
\nreport writing, it has been a career for which she is well suited and
\none she encourages other women to take up, due to its flexible work
\nhours, which can be very accommodating to today\u2019s complicated
\nfamily\/work\/life balance.<\/p>\n
Debbie likes to point out that she has finished reports in hotel
\nrooms in different vacation destinations, and, through the magic
\nof the internet and email, has provided service to her clients, even
\nwhile seeing exotic destinations with her husband and working on
\ncompleting her bucket list. <\/p>\n
Why is it important that we work to better balance
\ngender representation in the profession?
\nPersonally, I have never been in favour of \u2018quotas\u2019 or hiring women for
\nthe sake of hiring them based on their sex, because I feel I have the
\nskills and knowledge to do the job, and have excelled at it throughout
\nmy career. I have refused to identify as a employment equity group
\non interviews so that I would not get extra points because I was a
\nwoman. I would never like to think that I got any job because I was a
\nwoman because I find and have found that demeaning of my talents
\nand abilities. It was a matter of giving women the opportunity and
\nexposure to the profession, which showed that women could do
\nthe job as effectively as males could in a traditionally male role.
\nCurrently, there is gender parity for the assessment officers in
\nManitoba for that reason<\/p>\n
What changes would enable\/encourage the
\nentry of more\u00a0women into the profession?
\nMake women more aware of the appraisal profession and the
\nopportunities available to them for a interesting and prosperous future.<\/p>\n
\u201cAs women continue to ascend to
\nleadership roles in the profession, <\/p>\n
more will follow in their footsteps.\u201d<\/p>\n
Volume 65 | Book 1 \/ Tome 1 | 2021 15Return to CONTENTS<\/p>\n
Suzanne De Jong,
\nAACI, P.App
\nVice President of Commercial
\nOperations, Metrix Realty Group<\/p>\n
As a fee appraiser, Suzanne completes
\nvaluation and consulting work in a
\nvariety of areas including multi-family
\nresidential, commercial, industrial and
\nland development. With over 30 years
\nof experience in the appraisal field, <\/p>\n
Suzanne joined the AIC in 1990, and subsequently obtained her
\nCRA designation in 1993 and her AACI in 2003.<\/p>\n
Suzanne has been actively involved as a volunteer with the
\nAIC at the local, provincial and national levels since 1996. She
\nhas served on the Executive of the AIC\u2019s London Chapter
\nsince 1996 and is a past Member of the Board of Directors
\nfor the Ontario Association. Suzanne has served on the AIC\u2019s
\nNational Board of Directors and is the current Chair of the
\nCommunications Committee. <\/p>\n
Why is it important that we work to better
\nbalance gender representation in the profession?
\nI believe that this is an extremely important objective because
\nwomen have equal merit. <\/p>\n
What changes would enable\/encourage the
\nentry of more women into the profession?
\nI think the AIC is doing a good job enabling and encouraging more
\nwomen into the profession, however, we could do better by engaging
\nfemales at high schools, universities and colleges by presenting
\nthe many fee and non-fee opportunities for women. It has been my
\nexperience that this profession has allowed me to have a work life
\nbalance that many professions do not. I have been able to enjoy a
\nsuccessful professional career while still being actively involved with
\nraising my family including taking extended periods of time away
\nfrom my work for personal fulfillment. We can promote this aspect
\nof an appraisal career and showcase women within the AIC and
\ntheir diverse knowledge within this professional. <\/p>\n
Deana Halladay,
\nCRA, P.App
\nHalladay Appraisal Services Ltd.<\/p>\n
Through her small appraisal firm,
\nDeana provides professional services
\nthat include advice to homeowners,
\nfamily property matters (divorce,
\nseparation, estate planning, probate
\nand pre-nuptial agreements), non-AMC <\/p>\n
lender work and litigation cases involving residential property. She
\nis a long-time Certified Instructor for the Professional Practice
\nSeminar and a member of the AIC\u2019s \u2018Shaping the Future\u2019 Task Force.
\nShe has served on many national and provincial committees. Deana
\nis a huge proponent of volunteerism. Her diverse appraisal practice
\nand experience has been an unintended consequence of the benefits
\nof volunteering. <\/p>\n
Why is it important that we work to better balance
\ngender representation in the profession?
\nShort answer \u2013 it helps to improve our profession. Diversity in our
\nmembership, collaborating on ideas and bringing multi-faceted
\nviewpoints will lead to increases in productivity and innovation
\nwithin the AIC and the work we do as appraisers. <\/p>\n
What changes would enable \/ encourage the
\nentry of more women into the profession?
\nI honestly do not believe there are barriers to entering the
\nprofession for women. I have witnessed the demographics of the
\nAIC shift over the past few decades to being far more balanced.
\nPromoting the flexibility of the work\/life balance within the
\nappraisal profession may encourage even more women to pursue a
\ncareer as an appraiser. <\/p>\n
Kimberly Maber,
\nB.Comm, AACI, P.App
\nCo-owner and managing partner at
\nBrunsdon Lawrek & Associates<\/p>\n
Kimberly has been providing professional
\nreal estate valuation services to clients
\nsince 1999. Focusing primarily on
\ncommercial real estate, she provides
\nexpert valuation and consulting services <\/p>\n
to financial institutions, government organizations, major real estate
\ndevelopment companies, non-profit groups, landlords and tenants, as
\nwell as professional firms of lawyers and accountants. She provides
\nan objective view of the real estate marketplace, providing realistic
\nand trusted advice to her clients. <\/p>\n
A member of the AIC since 1999, Kimberly has been an active
\nvolunteer with the Institute at both the provincial and national levels
\nover the past decade. <\/p>\n
Why is it important that we work to better balance
\ngender representation in the profession?
\nA strong and vibrant profession needs to be reflective of the
\nsociety it serves and the people it recruits into the field. With
\nwomen accounting for the majority of the growth in the Canadian
\nlabour force in recent decades, working toward balanced gender
\nrepresentation will be crucial to managing retirements and growth.<\/p>\n
Women in appraising<\/p>\n
Canadian Property Valuation | \u00c9valuation Immobili\u00e8re au Canada 16 Return to CONTENTS<\/p>\n
What changes would enable\/encourage the
\nentry of more women into the profession?
\nThe AIC must share the stories and profiles of women who have
\nalready achieved success and prominence in our field. This can be
\ndone in a variety of ways \u2013 formal marketing, social media, and
\ninformal communication. Ensuring opportunities for mentorship and
\npeer support will also be essential to keep women in our profession.<\/p>\n
Bobbi-Jo Reardon,
\nAACI, P.App
\nDirector, Research, Valuation &
\nAdvisory, Altus Expert Services,
\nAltus Group<\/p>\n
Bobbi-Jo has been providing
\nprofessional services on Prince
\nEdward Island for 25 years with her
\nwork expanding throughout Atlantic
\nCanada over the past 10 years. She <\/p>\n
has performed appraisal assignments that encompass many
\ntypes and sizes of real estate, including investment properties,
\napartments, hospitality, senior\u2019s housing, industrial properties,
\nspecial use properties, sub-divisions, etc., for purposes of
\npurchase and sale, lease analysis, financing, consulting purposes
\nas well as tax and foreclosure. Bobbi-Jo has served as President
\nand Past-President of the AIC\u2019s PEI Association and has been a
\nmember of the Provincial Board of Directors for over 20 years. <\/p>\n
Why is it important that we work to better
\nbalance gender representation in the profession?
\nIt has been proven that companies with a diverse workforce
\nbenefit financially, socially, and culturally. Women bring a
\ndifferent perspective to male-dominated industries and enhance
\ncollaboration. More women working in these environments who
\ncan mentor Candidates will improve the industry.<\/p>\n
What changes would enable\/encourage the
\nentry of more women into the profession?
\nUniversity career counselling at an early stage in a Bachelor of
\nCommerce program could open dialogue for students who may
\nnot have considered property valuation as a viable career choice.
\nEducation and mentoring are the key to opening doors for young
\nadults in this industry.<\/p>\n
Grace Muzyka,
\n AACI, P.App
\nPartner, Brunsdon Lawrek & Associates<\/p>\n
With 28 years of real estate experience,
\nGrace holds her AACI, P.App designation
\nfrom the AIC and the CRP designation
\nfrom the Real Estate Institute of Canada
\n(REIC). Her primary areas of practice
\nare real property assessment and
\nproperty tax consulting, as well as the <\/p>\n
appraisal of a wide spectrum of commercial property types. She is
\na certified reserve fund planner and conducts reserve fund studies
\nfor condominium corporations and other institutional clients with
\nlong-term planning needs. Grace also works with local, provincial
\nand nationally owned private sector firms as well as various
\ngovernment and non-profit organizations.<\/p>\n
Why is it important that we work to better
\nbalance gender representation in the profession?
\nA better gender balance in the appraisal profession would equate
\nto a wider talent pool with a broader range of perspectives and
\nexperiences that is more reflective of the consumer we serve.<\/p>\n
Karen Koebel-
\nMedlicott, B.A., CRA
\nKoebel-Medlicott Real Estate &
\nAppraisals<\/p>\n
Karen graduated from the University
\nof Waterloo, and obtained the CRA
\ndesignation through studies at
\nUBC. Volunteering, networking, and
\ncontinuous learning are extremely <\/p>\n
important to her. She has worked in the appraisal industry for more
\nthan 17 years, and has been a volunteer for over 15 years, including
\nthe AIC-Ontario Association Board of Directors and the Executive
\nof the Waterloo-Wellington Chapter AI-ON. In addition to being an
\nappraiser, she is also a licensed real estate broker. Previously,
\nshe was licenced as an Accredited Mortgage Professional, and
\nhad completed programs with the Investment Funds Institute of
\nCanada and the Canadian Securities Institute during her years
\nof employment in the Investment Division of a major Canadian
\nfinancial services company.<\/p>\n
Why is it important that we work to better
\nbalance gender representation in the profession?
\nUntil the last five years or so, there were many more men than
\nwomen in the appraisal industry, and the disparity was even more
\npronounced in leadership positions. Involvement in a gender <\/p>\n
\u201cI have witnessed the demographics
\nof the AIC shift over the past few <\/p>\n
decades to being far more balanced.\u201d<\/p>\n
Volume 65 | Book 1 \/ Tome 1 | 2021 17Return to CONTENTS<\/p>\n
balanced\/gender neutral environment, whether at the member,
\nvolunteer, or leadership levels leads to increased credibility and
\nsynergies, which can improve insight and stir innovation. Still
\nmore needs to be done to educate our clients and construction
\ntrades people that being a male is not a prerequisite for being
\nqualified and competent as an appraiser.<\/p>\n
What changes would enable\/encourage the
\nentry of more women into the profession?
\nAIC has done a good job of showing diversity in the advertising
\ndone by national. This visibility serves well to show potential
\nstudents and candidates that gender is not relevant in being
\nan appraiser. However, to address increasing awareness with
\nstakeholders, there needs to be more recognition at all levels
\nof women who have shown achievement and competence.
\nFurther steps should be taken to empower more women to
\nadvocate for the profession in stakeholder interactions. <\/p>\n
Laura Kemp, CRA
\nOwner\/Appraiser, Kemp Appraisal Ltd.<\/p>\n
In 2006, Laura became a Candidate
\nof the AIC while working full-time in
\nher senior management marketing
\nposition in the insurance field.
\nHaving a 2-year-old daughter made
\ntravel difficult, so she sought out
\na career that would allow more
\nflexibility while utilizing her strong <\/p>\n
marketing and mathematical skills. The field of appraisal was a
\nperfect fit. <\/p>\n
In 2006, she started her courses while maintaining her
\nexisting management position. In 2007, her son was born and
\nshe spent her entire maternity leave crashing through as
\nmany courses as she could. In 2008, she started performing
\nappraisals and began her long history of volunteer work with
\nthe AIC. <\/p>\n
After obtaining her CRA designation in 2011, Laura opened
\nher own appraisal firm in 2012.<\/p>\n
Why is it important that we work to better
\nbalance gender representation in the profession?
\nWhen I started volunteering, most AIC committees were
\nmale dominant, but this has changed drastically. The
\nappraisal profession is perfectly suited to women with strong
\norganizational, communication and mathematical skills.
\nInteresting enough, I found that many female homeowners
\nare more comfortable with a female appraiser coming into
\ntheir home. The self-employment and home office has allowed
\nme to be assessable for my children and never miss an
\nimportant event.<\/p>\n
What changes would enable\/encourage the
\nentry of more women into the profession?
\nI believe awareness of the appraisal field is the biggest obstacle.
\nMany university students across Canada do not know about the
\nfield of appraisal. It would be great if we could change this.<\/p>\n
Dena Knopp, CRA, P.App
\nPresident, Advantage Valuation Group Inc.<\/p>\n
Dena started appraising in the Calgary
\narea in 2003, and now operates
\nAdvantage Valuation Group, focusing
\non residential and acreage properties,
\ntaking on assignments ranging from
\nfinancing to relocations and litigation.
\nBefore joining the AIC, she worked as a
\nparalegal, primarily in the areas of real <\/p>\n
estate and foreclosures, which provided a great background for
\nappraisal. Her portfolio of properties appraised includes typical
\nresidential, as well as complex and estate properties, acreages,
\nand multi-family properties.Dena has volunteered in the profession
\nfor several years with the local Calgary Chapter, and she currently
\nsits as an Alberta Association Director on the National Board of
\nDirectors for the AIC.<\/p>\n
Why is it important that we work to better
\nbalance gender representation in the profession?
\nThe AIC is far more diverse than when I entered the profession
\n18 years ago. I am sure it was by no accident that I chose to work
\nfor a female-owned firm where more than half the employees
\nwere female and represented a younger demographic. I believe the
\nsuccess of women in the industry will continue to be the greatest
\nencouragement to women considering the profession. Seeing
\nwomen in visible roles, both within organizations and the AIC,
\nsignals what is possible and achievable. <\/p>\n
Women in appraising
\n\u201cStill more needs to be done to <\/p>\n
educate our clients and construction
\ntrades people that being a male is <\/p>\n
not a prerequisite for being qualified
\nand competent as an appraiser.\u201d<\/p>\n
Canadian Property Valuation | \u00c9valuation Immobili\u00e8re au Canada 18 Return to CONTENTS<\/p>\n
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Les femmes
\ndans l\u2019\u00e9valuation<\/p>\n
La Journ\u00e9e internationale de la femme est
\nune c\u00e9l\u00e9bration des r\u00e9alisations sociales, \u00e9conomiques, culturelles et politiques des
\nfemmes du monde entier. Organis\u00e9e chaque ann\u00e9e le 8 mars, cette journ\u00e9e sp\u00e9ciale
\nmarque \u00e9galement un appel \u00e0 l\u2019action pour acc\u00e9l\u00e9rer la parit\u00e9 entre les sexes. Le
\nth\u00e8me de la campagne pour la journ\u00e9e sp\u00e9ciale de 2021 est \u00ab Choisissez de relever le
\nd\u00e9fi \u00bb. Un monde d\u00e9fi\u00e9 est un monde \u00e9veill\u00e9. Et c\u2019est des d\u00e9fis que na\u00eet le changement. <\/p>\n
Parmi les membres de l\u2019Institut canadien des \u00e9valuateurs (ICE), nous avons la chance
\nd\u2019avoir un nombre \u00e9tonnant de femmes AACI, CRA et stagiaires qui font carri\u00e8re et
\ncontribuent de mani\u00e8re significative \u00e0 la profession d\u2019\u00e9valuation immobili\u00e8re dans notre
\nvaste pays. Dans ces pages, nous sommes fiers de vous pr\u00e9senter un \u00e9chantillon de ces
\nfemmes exceptionnelles qui choisissent de relever le d\u00e9fi qui se pr\u00e9sente \u00e0 elles et \u00e0
\nnotre profession, et de partager leurs r\u00e9flexions sur ce que nous pourrions faire encore
\nmieux \u00e0 cet \u00e9gard. <\/p>\n
Canadian Property Valuation | \u00c9valuation Immobili\u00e8re au Canada 20 Return to CONTENTS<\/p>\n
Les femmes <\/p>\n
Carrie Russell,
\nAACI, P. App., MAI, RIBC, ISHC
\nDirectrice associ\u00e9e principale, HVS Canada <\/p>\n
Carrie est dipl\u00f4m\u00e9e de l\u2019universit\u00e9 de
\nVictoria, o\u00f9 elle a obtenu un baccalaur\u00e9at <\/p>\n
en commerce avec distinction. Apr\u00e8s <\/p>\n
l\u2019obtention de son dipl\u00f4me et le temps <\/p>\n
pass\u00e9 \u00e0 acqu\u00e9rir une pr\u00e9cieuse exp\u00e9rience <\/p>\n
pratique dans l\u2019industrie h\u00f4teli\u00e8re, Carrie <\/p>\n
a rejoint HVS en tant qu\u2019associ\u00e9e il y <\/p>\n
a plus de 23 ans. Elle a contribu\u00e9 \u00e0 \u00e9tablir la pr\u00e9sence de HVS au <\/p>\n
Canada en tant que principale soci\u00e9t\u00e9 de conseil et d\u2019\u00e9valuation dans <\/p>\n
le secteur de l\u2019h\u00f4tellerie. Carrie a obtenu la d\u00e9signation AACI de l\u2019ICE <\/p>\n
et sa d\u00e9signation MAI de l\u2019Appraisal Institute des \u00c9tats-Unis. Elle est <\/p>\n
\u00e9galement membre de l\u2019International Society of Hotel Consultants <\/p>\n
(ISHC) et du Real Estate Institute of BC (RIBC).<\/p>\n
Au cours de sa carri\u00e8re, Carrie a fourni des services de conseil <\/p>\n
en mati\u00e8re d\u2019h\u00f4tellerie, notamment des \u00e9valuations, des \u00e9tudes <\/p>\n
de faisabilit\u00e9 et de march\u00e9, ainsi que d\u2019autres services de conseil <\/p>\n
sp\u00e9cialis\u00e9s, dont des conseils en gestion d\u2019actifs pour des milliers de <\/p>\n
propri\u00e9t\u00e9s h\u00f4teli\u00e8res au Canada et aux \u00c9tats-Unis. Elle est l\u2019auteur <\/p>\n
de plusieurs articles sur divers sujets relatifs au secteur et est une <\/p>\n
conf\u00e9renci\u00e8re tr\u00e8s recherch\u00e9e. Carrie intervient r\u00e9guli\u00e8rement dans <\/p>\n
plusieurs conf\u00e9rences, notamment la Canadian Hotel Investment <\/p>\n
Conference et la Western Canadian Lodging Conference. <\/p>\n
Carrie a si\u00e9g\u00e9 au conseil d\u2019administration de HVS et \u00e0 <\/p>\n
l\u2019\u00e9quipe de direction, apportant une contribution significative aux <\/p>\n
int\u00e9r\u00eats mondiaux de la soci\u00e9t\u00e9. Elle si\u00e8ge \u00e9galement au conseil <\/p>\n
d\u2019administration national de l\u2019ICE.<\/p>\n
Pourquoi est-il important que nous nous efforcions de mieux
\n\u00e9quilibrer la repr\u00e9sentation des sexes au sein de la profession?
\nJe pense que le besoin d\u2019\u00e9quilibre entre les sexes est une \u00e9vidence,
\ntant pour la profession que pour les professionnels. Une carri\u00e8re dans
\nl\u2019\u00e9valuation est gratifiante, \u00e9panouissante et prosp\u00e8re, et c\u2019est une
\nporte qui devrait \u00eatre ouverte \u00e0 tous et \u00e0 toutes. Dans une profession
\no\u00f9 nous voulons que nos coll\u00e8gues refl\u00e8tent le plus haut niveau
\nde cr\u00e9dibilit\u00e9, il est logique de recruter et de cultiver le plus grand
\nr\u00e9servoir de talents possible. <\/p>\n
Quels changements permettraient ou encourageraient l\u2019entr\u00e9e
\nd\u2019un plus grand nombre de femmes dans la profession?
\nLe mentorat est un \u00e9l\u00e9ment cl\u00e9 pour accro\u00eetre l\u2019\u00e9quilibre entre les
\nsexes. Un r\u00e9seau solide est essentiel pour \u00eatre un professionnel
\nperformant dans notre secteur et, par cons\u00e9quent, les dirigeants de
\nnotre profession devraient \u00eatre conscients de l\u2019importance d\u2019introduire
\nl\u2019\u00e9quilibre entre les sexes dans leurs r\u00e9seaux, leurs \u00e9quipes et leurs
\nentreprises. \u00c0 mesure que les femmes continueront \u00e0 occuper des
\npostes de direction dans la profession, d\u2019autres suivront leurs traces.
\nJ\u2019esp\u00e8re que, de nos jours, nous sommes conscients des avantages de
\nla diversit\u00e9 et que nous prenons souvent en consid\u00e9ration nos pr\u00e9jug\u00e9s
\nqui entravent non seulement l\u2019objectif d\u2019\u00e9quilibre entre les sexes, mais
\naussi la diversit\u00e9 en g\u00e9n\u00e9ral.<\/p>\n
Ayda Chamcham,
\nAACI, P.App
\nConsultation Chamcarr\u00e9 <\/p>\n
Avant de quitter la France pour venir s\u2019installer
\n\u00e0 Montr\u00e9al, Ayda a obtenu une ma\u00eetrise en
\ning\u00e9nierie \u00e0 l\u2019Institut national des sciences
\nappliqu\u00e9es (INSA de Rouen) et en gestion
\nurbaine et immobili\u00e8re \u00e0 l\u2019ESSEC Business
\nSchool. Avant de travailler pour une soci\u00e9t\u00e9 de
\nplacement immobilier en France, elle a travaill\u00e9 <\/p>\n
comme chef de projet de chantier avant de s\u2019installer au Canada o\u00f9 elle
\ns\u2019est familiaris\u00e9e avec les \u00e9valuations commerciales et industrielles. Ayda a
\ncommenc\u00e9 \u00e0 \u00e9valuer des propri\u00e9t\u00e9s commerciales et industrielles avant de
\nse sp\u00e9cialiser dans les \u00e9valuations d\u2019h\u00f4tels, les \u00e9tudes de faisabilit\u00e9 et de
\nmarch\u00e9 pour les stations thermales nordiques, les centres des congr\u00e8s et
\nles parcs d\u2019attractions aquatiques au Qu\u00e9bec. Elle a aussi travaill\u00e9 sur des
\nprojets en Ontario, au Mexique et en R\u00e9publique Dominicaine.<\/p>\n
Elle a r\u00e9alis\u00e9 son MRICS avec la Royal Institution of Chartered
\nSurveyors ainsi que son AACI avec l\u2019ICE. Ayda si\u00e8ge actuellement au
\nconseil d\u2019administration de la section qu\u00e9b\u00e9coise de l\u2019AIC et est \u00e9galement
\nimpliqu\u00e9e dans les comit\u00e9s nationaux de l\u2019AIC qui traitent de l\u2019accr\u00e9ditation
\net de l\u2019avenir de l\u2019\u00e9valuation. En 2020, l\u2019ICE l\u2019a reconnue comme la
\n\u00ab Meilleure \u00e9valuatrice de moins de 40 ans \u00bb au Canada. En mai de l\u2019ann\u00e9e
\nderni\u00e8re, elle s\u2019est constitu\u00e9e en soci\u00e9t\u00e9 pour fournir des services de conseil
\net de consultance par l\u2019interm\u00e9diaire de sa soci\u00e9t\u00e9 Consultation Chamcarr\u00e9.
\nElle est \u00e9galement charg\u00e9e de cours pour un cours de niveau master
\nen \u00e9conomie immobili\u00e8re et estimation des co\u00fbts pour les architectes \u00e0
\nl\u2019Universit\u00e9 de Montr\u00e9al. <\/p>\n
Ayda a si\u00e9g\u00e9 pendant plusieurs ann\u00e9es au conseil d’administration
\ndu Cercle des jeunes leaders du Forum \u00e9conomique international
\ndes Am\u00e9riques, o\u00f9 les membres s’entretiennent en priv\u00e9 avec des
\nuniversitaires, des strat\u00e8ges et des dirigeants pour mieux comprendre
\nles contextes, les d\u00e9cisions et les politiques internationales.
\nElle travaille b\u00e9n\u00e9volement pour des organisations qui s’engagent
\n\u00e0 aider les survivants \u00e0 se remettre sur pied. <\/p>\n
Pourquoi est-il important que nous nous efforcions de mieux
\n\u00e9quilibrer la repr\u00e9sentation des sexes dans la profession\u00a0?
\nAm\u00e9liorer l\u2019\u00e9quilibre des sexes au sein de la profession demeure un d\u00e9fi.
\nJe dirais que les femmes apportent une approche plus humaine, une
\nsensibilit\u00e9 diff\u00e9rente et un pragmatisme gr\u00e2ce auxquels elles peuvent se
\ndistinguer dans une profession surtout masculine. La repr\u00e9sentation des
\nsexes est primordiale, car c\u2019est en fusionnant des perspectives diversifi\u00e9es
\nque l\u2019on peut prendre de meilleures d\u00e9cisions. Les femmes poss\u00e8dent les
\nforces qui peuvent compl\u00e9ter ce qui manque aux organisations.<\/p>\n
Quels changements permettraient\/favoriseraient
\nl\u2019entr\u00e9e de plus de femmes dans la profession ?
\nPlus de transparence, d\u2019\u00e9quit\u00e9 et d\u2019inclusion ferait beaucoup pour
\n\u00e9tablir des choses comme le salaire \u00e9gal pour un travail \u00e9gal et les
\nm\u00eames opportunit\u00e9s de promotion et de consid\u00e9ration professionnelle.
\nEn augmentant la repr\u00e9sentation des femmes, on pourra aussi aider
\nles g\u00e9n\u00e9rations futures \u00e0 s\u2019identifier \u00e0 des mod\u00e8les de r\u00f4les.<\/p>\n
Volume 65 | Book 1 \/ Tome 1 | 2021 21Return to CONTENTS<\/p>\n
Joanne Slaney,
\n AACI, P.App
\nDirectrice de l\u2019\u00e9valuation fonci\u00e8re,
\nville de St. John\u2019s <\/p>\n
Joanne travaille dans le domaine de
\nl\u2019\u00e9valuation depuis qu\u2019elle a obtenu un
\nbaccalaur\u00e9at en commerce et un baccalaur\u00e9at
\nen arts \u00e0 l\u2019universit\u00e9 Memorial en 2004. Elle a
\nacquis une pr\u00e9cieuse exp\u00e9rience en \u00e9valuant
\nun large \u00e9ventail de propri\u00e9t\u00e9s commerciales, <\/p>\n
notamment des immeubles multi r\u00e9sidentiels, des condominiums
\nr\u00e9sidentiels, des immeubles commerciaux g\u00e9n\u00e9raux, des clubs de p\u00eache
\n\u00e9loign\u00e9s, des installations a\u00e9roportuaires, des terrains de golf et des
\ncentres de ski. Actuellement, dans son r\u00f4le de directrice de l\u2019\u00e9valuation
\nfonci\u00e8re \u00e0 la ville de St. John\u2019s, elle assure le leadership et g\u00e8re le
\nfonctionnement de la division de l\u2019\u00e9valuation fonci\u00e8re de la ville. Joanne
\net son \u00e9quipe sont charg\u00e9s de veiller \u00e0 ce que l\u2019\u00e9valuation des biens
\nimmobiliers \u00e0 St. John\u2019s soit juste et pr\u00e9cise afin de fournir une base pour
\nl\u2019imposition fonci\u00e8re \u00e0 des fins d\u2019exploitation municipale. <\/p>\n
Pourquoi est-il important que nous nous efforcions de mieux
\n\u00e9quilibrer la repr\u00e9sentation des sexes au sein de la profession?
\nSelon Statistique Canada, plus de 19 millions de femmes vivaient au
\nCanada le 1er juillet 2020, ce qui repr\u00e9sente plus de 50 % de la population
\ntotale. Cette statistique \u00e0 elle seule devrait suffire \u00e0 vous montrer
\nPOURQUOI nous devons travailler \u00e0 une meilleure repr\u00e9sentation
\ndes sexes ! Pour que notre profession se poursuive et se d\u00e9veloppe,
\nil est important que nous continuions \u00e0 faire appel \u00e0 un \u00e9chantillon
\nrepr\u00e9sentatif de la soci\u00e9t\u00e9, une soci\u00e9t\u00e9 qui, en 2020, \u00e9tait compos\u00e9e
\nd\u2019une majorit\u00e9 de femmes. Maintenant, comme tout bon \u00e9valuateur, il
\nfaut mettre les chiffres de c\u00f4t\u00e9 et nous concentrer sur l\u2019aspect opinion
\nde cette question. Personnellement, j\u2019ai vu l\u2019\u00e9quilibre entre les sexes
\ns\u2019am\u00e9liorer au cours de ma carri\u00e8re, et notre profession s\u2019en porte mieux.
\nUne repr\u00e9sentation \u00e9quilibr\u00e9e des sexes permet de rassembler des
\npoints de vue diff\u00e9rents, de mener des discussions plus approfondies et
\nde cr\u00e9er une profession repr\u00e9sentative de la soci\u00e9t\u00e9 dans son ensemble.
\nAujourd\u2019hui, un meilleur \u00e9quilibre entre les sexes va au-del\u00e0 des groupes
\ntraditionnels d\u2019hommes et de femmes. Alors que la d\u00e9finition du genre
\ncontinue \u00e0 \u00e9voluer, nous devons, en tant que profession, continuer \u00e0
\ncro\u00eetre et \u00e0 nous d\u00e9velopper en un groupe inclusif qui repr\u00e9sente toutes
\nles identit\u00e9s de genre. <\/p>\n
Quels changements permettraient ou encourageraient l\u2019entr\u00e9e
\nd\u2019un plus grand nombre de femmes dans la profession?
\nParmi les principaux d\u00e9fis auxquels les femmes dans l\u2019immobilier sont
\nconfront\u00e9es, on peut citer : le manque de mentorat, les r\u00f4les de direction
\nlimit\u00e9s, l\u2019avancement professionnel limit\u00e9 et l\u2019in\u00e9galit\u00e9 des salaires. J\u2019ai
\npersonnellement fait l\u2019exp\u00e9rience de plusieurs de ces d\u00e9fis au cours de
\nma carri\u00e8re. Je pense que pour encourager et permettre \u00e0 davantage
\nde femmes d\u2019entrer dans cette profession, nous devons nous efforcer de
\nsupprimer ces difficult\u00e9s. Le mentorat a \u00e9t\u00e9 une grande chose pour moi.
\nJ\u2019ai pass\u00e9 la plus grande partie de ma carri\u00e8re au sein du Groupe Altus
\net j\u2019ai eu l\u2019occasion de travailler avec de nombreux mentors merveilleux
\nqui m\u2019ont encourag\u00e9e et soutenue. En tant que membre, nous avons
\nla responsabilit\u00e9 d\u2019encourager tous les membres, d\u2019\u00eatre ouverts au
\nmentorat et d\u2019offrir soutien et conseils. Nous devons nous assurer que
\nnotre direction, nos comit\u00e9s, nos conf\u00e9rences, etc. sont repr\u00e9sentatifs de
\nla diversit\u00e9 de nos membres… apr\u00e8s tout, voir c\u2019est croire. <\/p>\n
Debbie Pieterse,
\nB. Sc. Agric., AAM, AACI,
\n P. App., CAFA, RFPP
\n\u00c9valuatrice principale et propri\u00e9taire,
\nPrairie Sky Appraisal & Consulting
\nServices <\/p>\n
En 1982, Debbie a obtenu un dipl\u00f4me en
\nagriculture et a d\u00e9cid\u00e9 de postuler pour
\ndes emplois qui exigeaient une formation
\nagricole. \u00c0 sa grande surprise, il y avait <\/p>\n
plusieurs postes de bureau d\u2019\u00e9valuation au sein de la Direction de
\nl\u2019\u00e9valuation de la province du Manitoba. C\u2019est ainsi qu\u2019a d\u00e9but\u00e9 sa
\ncarri\u00e8re de pr\u00e8s de 40 ans dans le domaine de l\u2019\u00e9valuation des biens.<\/p>\n
Avec son amour du travail d\u2019inspection sur le terrain, de la
\nrecherche, de l\u2019analyse et de la r\u00e9daction de rapports, c\u2019est une
\ncarri\u00e8re pour laquelle elle est bien adapt\u00e9e et qu\u2019elle encourage
\nd\u2019autres femmes \u00e0 entreprendre, en raison de ses horaires de
\ntravail flexibles, qui peuvent \u00eatre tr\u00e8s accommodants pour l\u2019\u00e9quilibre
\ncompliqu\u00e9 entre la famille, le travail et la vie priv\u00e9e d\u2019aujourd\u2019hui. <\/p>\n
Debbie aime souligner qu\u2019elle a termin\u00e9 des rapports dans des
\nchambres d\u2019h\u00f4tel de diff\u00e9rentes destinations de vacances et, gr\u00e2ce
\n\u00e0 la magie d\u2019Internet et du courrier \u00e9lectronique, elle a fourni un
\nservice \u00e0 ses clients, m\u00eame en visitant des destinations exotiques
\navec son mari et en travaillant \u00e0 compl\u00e9ter sa liste de choses dont
\nelle r\u00eavait. <\/p>\n
Pourquoi est-il important que nous nous efforcions de mieux
\n\u00e9quilibrer la repr\u00e9sentation des sexes au sein de la profession?
\nPersonnellement, je n\u2019ai jamais \u00e9t\u00e9 favorable aux \u00ab quotas \u00bb
\nou \u00e0 l\u2019embauche de femmes pour le simple plaisir de les
\nembaucher en fonction de leur sexe, car je pense que j\u2019ai les
\ncomp\u00e9tences et les connaissances n\u00e9cessaires pour faire ce
\ntravail, et j\u2019y ai excell\u00e9 tout au long de ma carri\u00e8re. J\u2019ai refus\u00e9
\nde m\u2019identifier en tant que groupe d\u2019\u00e9quit\u00e9 en mati\u00e8re d\u2019emploi
\nlors des entretiens d\u2019embauche afin de ne pas obtenir de points
\nsuppl\u00e9mentaires parce que j\u2019\u00e9tais une femme. Je n\u2019aimerais
\njamais penser que j\u2019ai obtenu un emploi parce que j\u2019\u00e9tais une
\nfemme, car je trouve et j\u2019ai trouv\u00e9 que cela d\u00e9valorise mes
\ntalents et mes capacit\u00e9s. Il s\u2019agissait de donner aux femmes
\nl\u2019opportunit\u00e9 et l\u2019exposition \u00e0 la profession, ce qui a montr\u00e9 que
\nles femmes pouvaient faire le travail aussi efficacement que les
\nhommes dans un r\u00f4le traditionnellement masculin. C\u2019est pour
\ncette raison qu\u2019il y a actuellement la parit\u00e9 des sexes pour les
\nagents d\u2019\u00e9valuation au Manitoba. <\/p>\n
Quels changements permettraient ou encourageraient
\nl\u2019entr\u00e9e d\u2019un plus grand nombre de femmes dans la profession?
\nSensibiliser davantage les femmes \u00e0 la profession d\u2019\u00e9valuation et
\naux possibilit\u00e9s qui leur sont offertes pour un avenir int\u00e9ressant
\net prosp\u00e8re.<\/p>\n
Les femmes dans l\u2019\u00e9valuation<\/p>\n
\u00ab \u00c0 mesure que les femmes
\ncontinueront \u00e0 occuper des postes <\/p>\n
de direction dans la profession,
\nd’autres suivront leurs traces. \u00bb <\/p>\n
Canadian Property Valuation | \u00c9valuation Immobili\u00e8re au Canada 22 Return to CONTENTS<\/p>\n
Suzanne De Jong,
\nAACI, P.App
\nVice-pr\u00e9sident des op\u00e9rations
\ncommerciales, Metrix Realty Group <\/p>\n
En tant qu\u2019\u00e9valuatrice \u00e0 honoraires,
\nSuzanne effectue des travaux
\nd\u2019\u00e9valuation et de consultation dans
\ndivers domaines, notamment dans le
\ndomaine des immeubles r\u00e9sidentiels,
\ncommerciaux et industriels et de <\/p>\n
l\u2019am\u00e9nagement du territoire. Avec plus de 30 ans d\u2019exp\u00e9rience
\ndans le domaine de l\u2019\u00e9valuation, Suzanne s\u2019est jointe \u00e0 l\u2019ICE en
\n1990, et a ensuite obtenu ses d\u00e9signations CRA et AACI en 1993 et
\n2003 respectivement. <\/p>\n
Suzanne travaille activement comme b\u00e9n\u00e9vole au sein de
\nl\u2019ICE aux niveaux local, provincial et national depuis 1996. Elle
\nfait partie de l\u2019ex\u00e9cutif de la section de London de l\u2019ICE depuis
\n1996 et est un ancien membre du conseil d\u2019administration
\nde l\u2019Association de l\u2019Ontario. Suzanne a si\u00e9g\u00e9 au Conseil
\nd\u2019administration national de l\u2019ICE et est actuellement pr\u00e9sidente
\ndu comit\u00e9 des communications. <\/p>\n
Pourquoi est-il important que nous nous efforcions de mieux
\n\u00e9quilibrer la repr\u00e9sentation des sexes au sein de la profession?
\nJe pense que c\u2019est un objectif extr\u00eamement important car les
\nfemmes ont droit au m\u00eame m\u00e9rite. <\/p>\n
Quels changements permettraient ou encourageraient
\nl\u2019entr\u00e9e d\u2019un plus grand nombre de femmes dans la profession?
\nJe pense que l\u2019ICE fait un bon travail en permettant et en
\nencourageant l\u2019entr\u00e9e d\u2019un plus grand nombre de femmes dans
\nla profession, cependant, nous pourrions faire mieux en faisant
\nparticiper les femmes dans les \u00e9coles secondaires, les coll\u00e8ges
\net les universit\u00e9s en pr\u00e9sentant les nombreuses possibilit\u00e9s de
\npostes r\u00e9mun\u00e9r\u00e9s et \u00e0 honoraires ouverts aux femmes. D\u2019apr\u00e8s
\nmon exp\u00e9rience, cette profession m\u2019a permis d\u2019avoir un \u00e9quilibre
\nentre vie professionnelle et vie priv\u00e9e que beaucoup de professions
\nn\u2019ont pas. J\u2019ai pu mener une carri\u00e8re professionnelle r\u00e9ussie tout
\nen continuant \u00e0 m\u2019occuper activement de ma famille, notamment
\nen m\u2019\u00e9loignant de mon travail pendant de longues p\u00e9riodes pour
\nm\u2019\u00e9panouir personnellement. Nous pouvons promouvoir cet
\naspect de la carri\u00e8re d\u2019\u00e9valuateur et mettre en valeur les femmes
\nau sein de l\u2019ICE et leurs diverses connaissances au sein de
\ncette profession. <\/p>\n
Deana Halladay,
\nCRA, P.App
\nHalladay Appraisal Services Ltd.<\/p>\n
Par l\u2019interm\u00e9diaire de sa petite entreprise
\nd\u2019\u00e9valuation, Deana fournit des services
\nprofessionnels qui comprennent des
\nconseils aux propri\u00e9taires, des questions
\nrelatives aux biens familiaux (divorce,
\ns\u00e9paration, planification successorale,
\nhomologation et accords pr\u00e9nuptiaux), <\/p>\n
du travail de pr\u00eateur hors SGE et des affaires de litige concernant des
\nbiens r\u00e9sidentiels. Elle est depuis longtemps instructrice certifi\u00e9e
\npour le S\u00e9minaire sur la pratique professionnelle et membre du
\ngroupe de travail \u00ab Fa\u00e7onner l\u2019avenir \u00bb de l\u2019ICE. Elle a fait partie de
\nnombreux comit\u00e9s nationaux et provinciaux. Deana est une ardente
\npartisane du b\u00e9n\u00e9volat. La diversit\u00e9 de ses pratiques et de son
\nexp\u00e9rience en mati\u00e8re d\u2019\u00e9valuation est une cons\u00e9quence involontaire
\ndes avantages du b\u00e9n\u00e9volat. <\/p>\n
Pourquoi est-il important que nous nous efforcions de mieux
\n\u00e9quilibrer la repr\u00e9sentation des sexes au sein de la profession?
\nMa r\u00e9ponse br\u00e8ve : cela contribue \u00e0 am\u00e9liorer notre profession. La
\ndiversit\u00e9 de nos membres, la collaboration sur des id\u00e9es et l’apport
\nde points de vue multiples entra\u00eeneront une augmentation de la
\nproductivit\u00e9 et de l’innovation au sein de l\u2019ICE et dans le travail
\nd\u2019\u00e9valuation que nous faisons. <\/p>\n
Quels changements permettraient ou encourageraient l\u2019entr\u00e9e
\nd\u2019un plus grand nombre de femmes dans la profession?
\nHonn\u00eatement, je ne crois pas qu\u2019il y ait d\u2019obstacles \u00e0 l\u2019entr\u00e9e
\ndes femmes dans la profession. J\u2019ai \u00e9t\u00e9 t\u00e9moin de l\u2019\u00e9volution
\nd\u00e9mographique de l\u2019ICE au cours des derni\u00e8res d\u00e9cennies, qui a
\nmaintenant des effectifs beaucoup plus \u00e9quilibr\u00e9s. Promouvoir la
\nflexibilit\u00e9 de l\u2019\u00e9quilibre entre vie professionnelle et vie priv\u00e9e au sein
\nde la profession d\u2019\u00e9valuateur pourrait encourager encore plus de
\nfemmes \u00e0 poursuivre une carri\u00e8re dans ce domaine.<\/p>\n
Kimberly Maber,
\nB.Comm, AACI, P.App
\nCopropri\u00e9taire et directrice associ\u00e9e de
\nBrunsdon Lawrek & Associates <\/p>\n
Kimberly fournit des services
\nprofessionnels d\u2019\u00e9valuation
\nimmobili\u00e8re \u00e0 ses clients depuis
\n1999. Se concentrant principalement
\nsur l\u2019immobilier commercial, elle
\nfournit des services d\u2019\u00e9valuation et <\/p>\n
de consultation aux institutions financi\u00e8res, aux organisations
\ngouvernementales, aux grandes soci\u00e9t\u00e9s de d\u00e9veloppement
\nimmobilier, aux groupes \u00e0 but non lucratif, aux propri\u00e9taires et
\naux locataires, ainsi qu\u2019aux cabinets professionnels d\u2019avocats et de
\ncomptables. Elle offre une vision objective du march\u00e9 immobilier,
\nen fournissant des conseils r\u00e9alistes et fiables \u00e0 ses clients. <\/p>\n
Membre de l\u2019ICE depuis 1999, Kimberly a \u00e9t\u00e9 une b\u00e9n\u00e9vole active
\nau sein de l\u2019Institut, tant au niveau provincial que national, au cours
\nde la derni\u00e8re d\u00e9cennie. <\/p>\n
\u00ab J’ai \u00e9t\u00e9 t\u00e9moin de l’\u00e9volution
\nd\u00e9mographique de l\u2019ICE au <\/p>\n
cours des derni\u00e8res d\u00e9cennies,
\nqui a maintenant des effectifs <\/p>\n
beaucoup plus \u00e9quilibr\u00e9s. \u00bb<\/p>\n
Volume 65 | Book 1 \/ Tome 1 | 2021 23Return to CONTENTS<\/p>\n
Pourquoi est-il important que nous nous efforcions de mieux
\n\u00e9quilibrer la repr\u00e9sentation des sexes au sein de la profession?
\nUne profession forte et dynamique doit \u00eatre le reflet de la soci\u00e9t\u00e9
\nqu\u2019elle dessert et des personnes qu\u2019elle recrute sur le terrain. Les
\nfemmes repr\u00e9sentant la majorit\u00e9 de la croissance de la population
\nactive canadienne au cours des derni\u00e8res d\u00e9cennies, il sera essentiel
\nde s\u2019efforcer d\u2019atteindre une repr\u00e9sentation \u00e9quilibr\u00e9e des sexes pour
\ng\u00e9rer les d\u00e9parts \u00e0 la retraite et la croissance. <\/p>\n
Quels changements permettraient ou encourageraient l\u2019entr\u00e9e
\nd\u2019un plus grand nombre de femmes dans la profession?
\nL\u2019ICE doit partager les histoires et les profils de femmes qui ont
\nd\u00e9j\u00e0 connu le succ\u00e8s et la notori\u00e9t\u00e9 dans notre domaine. Cela
\npeut se faire de diff\u00e9rentes mani\u00e8res : marketing formel, m\u00e9dias
\nsociaux et communication informelle. Il sera \u00e9galement essentiel
\nde garantir des possibilit\u00e9s de mentorat et de soutien par les
\npairs pour maintenir les femmes dans notre profession. <\/p>\n
Bobbi-Jo Reardon,
\nAACI, P.App
\nDirectrice, Recherche, \u00e9valuation et
\nconsultation, Services experts Altus,
\nGroupe Altus<\/p>\n
Bobbi-Jo fournit des services
\nprofessionnels \u00e0 l\u2019\u00cele-du-Prince-
\n\u00c9douard depuis 25 ans, et son travail
\ns\u2019est \u00e9tendu \u00e0 tout le Canada atlantique
\nau cours des dix derni\u00e8res ann\u00e9es. <\/p>\n
Elle a effectu\u00e9 des contrats de service d\u2019\u00e9valuation qui couvrent
\nde nombreux types et tailles de biens immobiliers, y compris des
\nimmeubles de placement, des appartements, des \u00e9tablissements
\nd\u2019accueil, des r\u00e9sidences pour personnes \u00e2g\u00e9es, des propri\u00e9t\u00e9s
\nindustrielles, des propri\u00e9t\u00e9s \u00e0 usage sp\u00e9cial, des subdivisions, etc.
\nBobbi-Jo a \u00e9t\u00e9 pr\u00e9sidente et ancienne pr\u00e9sidente de l\u2019ICE de l\u2019\u00ce.-
\nP.-\u00c9. et est membre du conseil d\u2019administration provincial depuis
\nplus de 20 ans. <\/p>\n
Pourquoi est-il important que nous nous efforcions de mieux
\n\u00e9quilibrer la repr\u00e9sentation des sexes au sein de la profession?
\nIl a \u00e9t\u00e9 prouv\u00e9 que les entreprises dont la main-d\u2019\u0153uvre est
\ndiversifi\u00e9e en tirent des avantages financiers, sociaux et culturels.
\nLes femmes apportent une perspective diff\u00e9rente aux industries
\ndomin\u00e9es par les hommes et renforcent la collaboration. Un plus
\ngrand nombre de femmes travaillant dans ces environnements et
\npouvant encadrer les candidats am\u00e9liorera l\u2019industrie. <\/p>\n
Quels changements permettraient ou encourageraient l\u2019entr\u00e9e
\nd\u2019un plus grand nombre de femmes dans la profession?
\nL\u2019orientation professionnelle universitaire \u00e0 un stade pr\u00e9coce dans un
\nprogramme menant \u00e0 un baccalaur\u00e9at en commerce pourrait ouvrir
\nle dialogue aux \u00e9tudiants qui n\u2019auraient peut-\u00eatre pas consid\u00e9r\u00e9
\nl\u2019\u00e9valuation des biens comme un choix de carri\u00e8re viable. L\u2019\u00e9ducation
\net le mentorat sont la cl\u00e9 pour ouvrir des portes aux jeunes adultes
\ndans cette industrie. <\/p>\n
Grace Muzyka,
\nAACI, P.App
\nAssoci\u00e9e, Brunsdon Lawrek & Associates <\/p>\n
Avec 28 ans d\u2019exp\u00e9rience dans
\nl\u2019immobilier, Grace est titulaire de la
\nd\u00e9signation AACI, P.App de l\u2019ICE et du
\ntitre CRP de l\u2019Institut immobilier du
\nCanada (REIC). Ses principaux domaines
\nd\u2019activit\u00e9 sont l\u2019\u00e9valuation des biens
\nimmobiliers et la consultation en mati\u00e8re <\/p>\n
de taxes fonci\u00e8res, ainsi que l\u2019\u00e9valuation d\u2019un large \u00e9ventail de
\ntypes de biens commerciaux. Elle est une planificatrice de fonds de
\nr\u00e9serve certifi\u00e9e et m\u00e8ne des \u00e9tudes sur les fonds de r\u00e9serve pour
\ndes soci\u00e9t\u00e9s de copropri\u00e9t\u00e9 et d\u2019autres clients institutionnels ayant
\ndes besoins de planification \u00e0 long terme. Grace travaille \u00e9galement
\navec des entreprises locales, provinciales et nationales du secteur
\npriv\u00e9 ainsi qu\u2019avec diverses organisations gouvernementales et \u00e0 but
\nnon lucratif. <\/p>\n
Pourquoi est-il important que nous nous efforcions de mieux
\n\u00e9quilibrer la repr\u00e9sentation des sexes au sein de la profession?
\nUn meilleur \u00e9quilibre entre les sexes au sein de la profession de
\nl\u2019\u00e9valuation \u00e9quivaudrait \u00e0 un plus grand r\u00e9servoir de talents avec
\nun plus large \u00e9ventail de perspectives et d\u2019exp\u00e9riences qui refl\u00e8te
\ndavantage le consommateur que nous servons. <\/p>\n
Karen Koebel-
\nMedlicott, B.A., CRA
\nKoebel-Medlicott Real Estate &
\nAppraisals<\/p>\n
Karen est dipl\u00f4m\u00e9e de l\u2019universit\u00e9 de
\nWaterloo et a obtenu la d\u00e9signation CRA
\ngr\u00e2ce \u00e0 des \u00e9tudes \u00e0 l\u2019universit\u00e9 de la
\nColombie-Britannique. Le b\u00e9n\u00e9volat, le
\nr\u00e9seautage et l\u2019apprentissage continu <\/p>\n
sont extr\u00eamement importants pour elle. Elle travaille dans le secteur
\nde l\u2019\u00e9valuation depuis plus de 17 ans et fait du b\u00e9n\u00e9volat depuis
\nplus de 15 ans, notamment au sein du conseil d\u2019administration de
\nl\u2019ICE-Ontario et du comit\u00e9 ex\u00e9cutif de la section AI-ON de Waterloo-
\nWellington. En plus d\u2019\u00eatre une \u00e9valuatrice, elle est \u00e9galement
\nune courti\u00e8re immobili\u00e8re agr\u00e9\u00e9e. Auparavant, elle \u00e9tait titulaire
\nd\u2019une licence de conseiller hypoth\u00e9caire agr\u00e9\u00e9 et avait suivi des
\nprogrammes de l\u2019Institut des fonds d\u2019investissement du Canada et
\nde l\u2019Institut canadien des valeurs mobili\u00e8res pendant ses ann\u00e9es
\nd\u2019emploi dans la division des investissements d\u2019une grande soci\u00e9t\u00e9
\ncanadienne de services financiers.<\/p>\n
Pourquoi est-il important que nous nous efforcions de mieux
\n\u00e9quilibrer la repr\u00e9sentation des sexes au sein de la profession?
\nJusqu\u2019\u00e0 il y a environ cinq ans, il y avait beaucoup plus d\u2019hommes que
\nde femmes dans le secteur de l\u2019\u00e9valuation, et la disparit\u00e9 \u00e9tait encore
\nplus prononc\u00e9e dans les postes de direction. L\u2019implication dans un <\/p>\n
Les femmes dans l\u2019\u00e9valuation<\/p>\n
Canadian Property Valuation | \u00c9valuation Immobili\u00e8re au Canada 24 Return to CONTENTS<\/p>\n
environnement \u00e9quilibr\u00e9 et neutre en termes de genre, que ce soit
\nau niveau des membres, des b\u00e9n\u00e9voles ou des dirigeants, permet
\nd\u2019accro\u00eetre la cr\u00e9dibilit\u00e9 et les synergies, ce qui peut am\u00e9liorer la
\ncompr\u00e9hension et stimuler l\u2019innovation. Il reste encore beaucoup \u00e0
\nfaire pour faire comprendre \u00e0 nos clients et aux ouvriers du b\u00e2timent
\nque le fait d\u2019\u00eatre un homme n\u2019est pas une condition pr\u00e9alable pour
\n\u00eatre qualifi\u00e9 et comp\u00e9tent en tant qu\u2019\u00e9valuateur. <\/p>\n
Quels changements permettraient ou encourageraient
\nl\u2019entr\u00e9e d\u2019un plus grand nombre de femmes dans la profession?
\nL\u2019ICE a fait un bon travail en montrant la diversit\u00e9 dans la
\npublicit\u00e9 faite au niveau national. Cette visibilit\u00e9 permet de
\nmontrer aux \u00e9tudiants et aux candidats potentiels que le sexe
\nn\u2019est pas un crit\u00e8re pertinent pour \u00eatre \u00e9valuateur. Toutefois,
\npour sensibiliser les parties prenantes, il faut que les femmes
\nqui ont fait preuve de r\u00e9ussite et de comp\u00e9tence soient davantage
\nreconnues \u00e0 tous les niveaux. Des mesures suppl\u00e9mentaires
\ndevraient \u00eatre prises pour permettre \u00e0 un plus grand nombre de
\nfemmes de d\u00e9fendre la profession dans les interactions avec les
\nparties prenantes. <\/p>\n
Pourquoi est-il important que nous nous efforcions de mieux
\n\u00e9quilibrer la repr\u00e9sentation des sexes au sein de la profession?
\nLorsque j\u2019ai commenc\u00e9 \u00e0 faire du b\u00e9n\u00e9volat, la plupart des
\ncomit\u00e9s de l\u2019ICE \u00e9taient \u00e0 majorit\u00e9 masculine, mais cela a chang\u00e9
\nradicalement. La profession d\u2019\u00e9valuateur convient parfaitement aux
\nfemmes qui ont de solides comp\u00e9tences en mati\u00e8re d\u2019organisation,
\nde communication et de math\u00e9matiques. Fait int\u00e9ressant, j\u2019ai
\nconstat\u00e9 que de nombreuses femmes propri\u00e9taires sont plus \u00e0
\nl\u2019aise avec la pr\u00e9sence d\u2019une \u00e9valuatrice dans leur maison. Le
\ntravail ind\u00e9pendant et le bureau \u00e0 domicile m\u2019ont permis d\u2019\u00eatre \u00e0 la
\ndisposition de mes enfants et de ne jamais manquer un \u00e9v\u00e9nement
\nimportant de leur vie.<\/p>\n
Quels changements permettraient ou encourageraient
\nl\u2019entr\u00e9e d\u2019un plus grand nombre de femmes dans la profession?
\nJe pense que la sensibilisation au domaine de l\u2019\u00e9valuation est le plus
\ngrand obstacle. De nombreuses \u00e9tudiantes universitaires au Canada
\nne connaissent pas le domaine de l\u2019\u00e9valuation. Ce serait formidable si
\nnous pouvions changer cela.
\n Dena Knopp, CRA, P.App<\/p>\n
Pr\u00e9sidente, Advantage Valuation
\nGroup Inc.<\/p>\n
Dena a commenc\u00e9 \u00e0 faire des
\n\u00e9valuations dans la r\u00e9gion de Calgary
\nen 2003 et dirige aujourd\u2019hui Advantage
\nValuation Group, qui se concentre sur
\nles propri\u00e9t\u00e9s r\u00e9sidentielles et les
\nterrains, en prenant en charge des <\/p>\n
contrats de service allant du financement aux d\u00e9m\u00e9nagements et aux
\nlitiges. Avant de se joindre \u00e0 l\u2019ICE, elle a travaill\u00e9 comme assistante
\njuridique, principalement dans les domaines de l\u2019immobilier et des
\nsaisies immobili\u00e8res, ce qui lui a permis d\u2019acqu\u00e9rir une grande
\nexp\u00e9rience en mati\u00e8re d\u2019\u00e9valuation. Son portefeuille de propri\u00e9t\u00e9s
\n\u00e9valu\u00e9es comprend des propri\u00e9t\u00e9s r\u00e9sidentielles typiques, ainsi que
\ndes propri\u00e9t\u00e9s complexes et immobili\u00e8res, des lotissements et des
\npropri\u00e9t\u00e9s multifamiliales.<\/p>\n
Dena a fait du b\u00e9n\u00e9volat dans la profession pendant plusieurs
\nann\u00e9es au sein de la section locale de Calgary, et elle si\u00e8ge
\nactuellement en tant que repr\u00e9sentante de l\u2019association albertaine au
\nconseil d\u2019administration national de l\u2019ICE.<\/p>\n
Pourquoi est-il important que nous nous efforcions de mieux
\n\u00e9quilibrer la repr\u00e9sentation des sexes au sein de la profession?
\nL\u2019ICE est beaucoup plus diversifi\u00e9 que lorsque je suis entr\u00e9e
\ndans la profession il y a 18 ans. Je suis s\u00fbre que ce n\u2019est pas par
\nhasard que j\u2019ai choisi de travailler pour une entreprise appartenant
\n\u00e0 des femmes, o\u00f9 plus de la moiti\u00e9 des employ\u00e9s \u00e9taient des
\nfemmes et repr\u00e9sentaient une population plus jeune. Je crois que
\nle succ\u00e8s des femmes dans l\u2019industrie continuera \u00e0 \u00eatre le plus
\ngrand encouragement pour les femmes qui envisagent de faire ce
\nm\u00e9tier. Voir les femmes dans des r\u00f4les visibles, \u00e0 la fois au sein des
\norganisations et de l\u2019ICE, est un signe encourageant de ce qui est
\npossible et r\u00e9alisable. <\/p>\n
Laura Kemp, CRA
\nPropri\u00e9taire\/\u00e9valuatrice,
\nKemp Appraisal Ltd. <\/p>\n
En 2006, Laura est devenue
\nstagiaire \u00e0 l\u2019ICE tout en travaillant
\n\u00e0 plein temps \u00e0 son poste de cadre
\nsup\u00e9rieur en marketing dans le
\ndomaine de l\u2019assurance. Sa fille
\nde deux ans lui rendait les voyages <\/p>\n
difficiles, elle a donc cherch\u00e9 une carri\u00e8re qui lui permettrait
\nd\u2019\u00eatre plus flexible tout en mettant \u00e0 profit ses fortes aptitudes en
\nmarketing et en math\u00e9matiques. Le domaine de l\u2019\u00e9valuation lui
\nconvenait parfaitement. <\/p>\n
En 2006, elle a commenc\u00e9 ses cours tout en conservant son poste
\nde gestionnaire. En 2007, son fils est n\u00e9 et elle a pass\u00e9 tout son
\ncong\u00e9 de maternit\u00e9 \u00e0 suivre le plus grand nombre de cours possible.
\nEn 2008, elle a commenc\u00e9 \u00e0 effectuer des \u00e9valuations et a entam\u00e9 sa
\nlongue histoire de b\u00e9n\u00e9volat au sein de l\u2019ICE. <\/p>\n
Apr\u00e8s avoir obtenu sa d\u00e9signation de CRA en 2011, Laura a ouvert
\nsa propre entreprise d\u2019\u00e9valuation en 2012. <\/p>\n
\u00ab Il reste encore beaucoup \u00e0
\nfaire pour faire comprendre \u00e0
\nnos clients et aux ouvriers du
\nb\u00e2timent que le fait d’\u00eatre un <\/p>\n
homme n’est pas une condition
\npr\u00e9alable pour \u00eatre qualifi\u00e9 et <\/p>\n
comp\u00e9tent en tant qu’\u00e9valuateur. \u00bb <\/p>\n
Volume 65 | Book 1 \/ Tome 1 | 2021 25Return to CONTENTS<\/p>\n
Canada Green Building Council. \u201cThe
\nICP framework and IREE certification
\nhelp differentiate the high-quality retrofit
\nprojects that are able to achieve energy
\nefficiency improvements, increase housing
\naffordability, and enhance occupant
\ncomfort. Achieving an IREE certification
\nshows a project has followed best
\npractices which makes financing building
\nimprovement projects easier.\u201d <\/p>\n
Completing energy efficiency projects
\non existing buildings is one of the most
\naffordable ways to cut greenhouse gas
\n(GHG) emissions, help owners save money
\non energy-related costs, and unlock
\nbillions of dollars in economic opportunity
\nacross the country. MURBs represent a
\nkey focus for cities like Toronto because
\nsignificant reductions and savings in
\nenergy, emissions, and water use are
\nattainable, which decreases costs for
\nresidents and contributes to achieving
\noverall climate targets.<\/p>\n
Investor Ready
\nEnergy Efficiency
\n(IREE) certified
\nstrata-owned MURB <\/p>\n
A strata-owned condominium, YCC 380 at 301 Prudential Drive in Toronto has become the first
\nprivate multi-unit residential building
\n(MURB) in Canada to achieve Investor
\nReady Energy Efficiency (IREE) certification
\nfor an energy efficiency retrofit project.<\/p>\n
Offered through Green Business
\nCertification Inc. Canada (GBCI Canada),
\nCanadian projects that complete the
\nIREE certification follow the Investor
\nConfidence Project (ICP) framework and
\nconfirm that best practices in project
\ndevelopment were completed in a
\nstandardized way. This approach helps
\nreduce risk, accelerate effective building
\nretrofit activity, and supports expanded
\nfinancing opportunities. <\/p>\n
\u201cThere is remarkable potential for
\nenergy efficiency in Canada\u2019s residential
\nbuildings to support the transition to a low-
\ncarbon economy,\u201d said Thomas Mueller,
\nPresident and CEO of GBCI Canada and <\/p>\n
C A N A D A \u2019 S \u00a0 F I R S T\u00a0 \u00a0<\/p>\n
Completing energy <\/p>\n
efficiency projects <\/p>\n
on existing buildings <\/p>\n
is one of the most <\/p>\n
affordable ways to <\/p>\n
cut greenhouse gas <\/p>\n
(GHG) emissions, <\/p>\n
help owners save <\/p>\n
money on energy-<\/p>\n
related costs, and <\/p>\n
unlock billions of <\/p>\n
dollars in economic <\/p>\n
opportunity across <\/p>\n
the country. <\/p>\n
Canadian Property Valuation | \u00c9valuation Immobili\u00e8re au Canada 26 Return to CONTENTS<\/p>\n
THE PRUDENTIAL DRIVE PROJECT<\/p>\n
In collaboration with strata owners and
\nproperty managers, and in alignment
\nwith IREE certification requirements,
\nEDESCO Energy Solutions and its Lead
\nProject Engineer, Finn Projects, assessed
\nthe Prudential Drive building\u2019s potential
\nenergy, water and GHG emissions savings,
\nand developed an implementation and
\nmonitoring plan. The assessment and
\napproved project plans resulted in
\nupgrades to heating, ventilation, and air-
\nconditioning systems, as well as upgrades
\nof building automation systems, and the
\ninstallation of more efficient water and
\nlighting fixtures. These planned measures
\nare expected to achieve an 18% savings
\nin annual utility costs or approximately
\n$70,000 per year, and will reduce the
\nbuilding\u2019s annual emissions by 10% or
\n90 tones of CO2e per year. Based on
\nthese anticipated savings, and through
\na guaranteed performance contract,
\nthe loan to complete these upgrades
\nwill be re-paid by the strata within
\n12 years using the project cost savings.
\nThrough EDESCO\u2019s turnkey design-
\nbuild solutions for reducing energy and
\nwater costs and its energy performance
\ncontracts, the company provides up
\nto 100% of the retrofit capital costs as
\nwell as a performance guarantee that is
\nfully insured.<\/p>\n
ACCESSING INVESTMENT <\/p>\n
FOR CLEAN ENERGY PROJECTS<\/p>\n
The Prudential Drive project was financed
\nby Vancity Community Investment Bank
\n(VCIB), a subsidiary of Vancity Credit Union
\nand Canada\u2019s first values-driven bank.
\nThe bank\u2019s clean energy division focuses
\non financing distributed clean energy
\nand conservation projects, including
\ndeep building retrofits, a segment of the
\nmarket that is underserved by mainstream
\ncommercial finance. <\/p>\n
As part of its financing approval
\nprocesses, VCIB is piloting the completion
\nof IREE certification as an alternative to
\ncompleting an independent engineering
\nreview and sees promise in its market-
\nscaling potential. <\/p>\n
\u201cInvestors and lenders continue to
\nmiss out on the energy efficiency retrofit
\nmarket largely due to the small size of
\nprojects or uncertainty around returns,
\nand that is a problem because getting
\nto net zero will require the financing of
\nsmall retrofits on a very large number of
\nbuildings,\u201d said Jonathan Frank, VCIB\u2019s
\nDirector of Clean Energy Business
\nDevelopment. \u201cIREE certification, if
\nadopted on a wide scale, has the potential
\nto bring more lenders into the retrofit
\nmarket, both because of the confidence
\nthe certification provides that energy and
\ncost savings will actually materialize and
\na streamlined due diligence process that
\nsupports financings of this size.\u201d<\/p>\n
Through reduced investment risk
\nand increased standardization, the
\nICP framework strives to support the
\ndevelopment of an effective and robust
\nretrofit economy in Canada that will help
\nto create much needed jobs and economic
\nactivity, lower energy use, increase
\naffordability, and help jurisdictions attain
\nclimate mitigation goals. <\/p>\n
This promising venture should inspire
\nsimilar initiatives across Canada. Case
\nstudies of this project and others are
\navailable on GBCICanada.ca <\/p>\n
SUPPORTING INDUSTRY BEST <\/p>\n
STANDARDS AND THE STREAMLINED <\/p>\n
DEVELOPMENT OF <\/p>\n
ENERGY EFFICIENCY <\/p>\n
PROJECTS<\/p>\n
The Investor Confidence
\nProject (ICP) defines
\na clear roadmap from
\nretrofit project design <\/p>\n
to reliable investment opportunity.
\nIt is a global underwriting standard
\nfor developing and evaluating energy
\nefficiency retrofit projects and is
\nadministered by GBCI. Its Investor Ready
\nEnergy Efficiency IREE certification
\nprovides an independent and transparent
\nthird-party assessment to help ensure
\nthat developed projects are following
\nindustry best practices.<\/p>\n
IREE certification signals to investors
\nthat a project has completed the
\nnecessary due diligence to help reduce
\ntransaction costs and increase the
\nreliability of savings. The certification
\nprotocols offer investors a consistent
\nroadmap for assessing risk and comparing
\nretrofit project investment opportunities,
\nas well as providing more streamlined
\nproject approval.<\/p>\n
SUMMARY OF <\/p>\n
CERTIFICATION BENEFITS<\/p>\n
\u2022 Industry best practices, accepted
\nstandards, and rigorous engineering
\nare used for certified projects.<\/p>\n
\u2022 Third-party certification process
\nensures that projects are compliant
\nwith ICP protocols.<\/p>\n
\u2022 Reliable and consistent savings
\nprojections reduce performance risk
\nand increase confidence in realizing
\nprojected financial returns.<\/p>\n
\u2022 Apples-to-apples comparisons
\nof project proposals and
\nbids can be done due to
\nstandardize documentation.<\/p>\n
\u2022 Reduced transaction costs, due
\ndiligence costs and costs of
\ncapital due to standardization,
\nsubsequently increasing the ability
\nto aggregate projects and access
\nsecondary markets.<\/p>\n
The ICP protocols define the best practices
\nto utilize along each stage of a successful
\nretrofit project. The IREE certification <\/p>\n
Volume 65 | Book 1 \/ Tome 1 | 2021 27Return to CONTENTS<\/p>\n
workflow ensures that projects leverage
\nindustry best practices during the retrofit
\ndesign phase for baseline energy usage,
\nsavings calculations, commissioning,
\noperations and maintenance, and
\nmeasurement and verification, and that
\nproject documentation is standardized.<\/p>\n
The IREE certification is currently
\nbeing used by project owners, investors,
\nengineers, and insurance companies
\nin North America and Europe. Energy
\nefficiency programs such as Pacific Gas
\nand Electric\u2019s On-Bill Financing Program,
\nthe Connecticut Green Bank\u2019s Commercial
\nProperty Assessed Clean Energy Program,
\nthe United Kingdom\u2019s Carbon and Energy
\nFund and others are also utilizing the
\nIREE certification as an approval pathway.<\/p>\n
ICP IN CANADA<\/p>\n
CaGBC and GBCI are working together
\nto bring ICP and IREE to Canada. In the
\nPan-Canadian Framework, the Canadian
\nfederal government recognized the role
\nthat retrofitting buildings will play in
\nreaching Canada\u2019s targeted emissions
\nreductions. Working with interested
\nlenders, program developers, and project
\ndevelopers, CaGBC and GBCI brought
\nICP for use in Canada to accelerate
\nuptake on retrofits and help meet the
\ngovernment\u2019s goals. IREE-certification
\nprovides an opportunity to help catalyze
\nmore investment into energy performance
\nupgrades for existing buildings and provide
\nconfidence on the long-term performance
\nof the buildings post retrofit. ABOUT CANADA GREEN <\/p>\n
BUILDING COUNCIL (CaGBC)<\/p>\n
CaGBC is the leading national organization
\ndedicated to advancing green building,
\nbuilding retrofit, and sustainable
\ncommunity development practices. As the
\nvoice of green building in Canada, CaGBC
\nworks with industry and government at
\nthe local, provincial, and national levels
\nto make every building greener. CaGBC
\nfocuses on reducing carbon emissions
\nand the overall environmental impacts of
\nbuildings while improving occupant health
\nand contributing to a vibrant low-carbon
\neconomy. To accomplish this, CaGBC
\nsets and verifies advanced green building
\nstandards, conducts government advocacy
\nand market research, and provides
\neducation and training that has reached
\nover 45,000 Canadian professionals
\nsince 2002. In 2004, CaGBC established
\nthe LEED\u00ae green building rating system
\nin Canada and developed the first Zero
\nCarbon Building Standard in 2017. CaGBC
\nis a member of the World Green Building
\nCouncil, supporting international efforts
\nto reduce environmental impacts and
\nenhance global health in buildings and
\ncommunities. For more information,
\nvisit cagbc.org. <\/p>\n
The Canadian federal <\/p>\n
government recognized <\/p>\n
the role that retrofitting <\/p>\n
buildings will play in <\/p>\n
reaching Canada\u2019s <\/p>\n
targeted emissions <\/p>\n
reductions. <\/p>\n
Canadian Property Valuation | \u00c9valuation Immobili\u00e8re au Canada 28 Return to CONTENTS<\/p>\n