BC's Top Employers (2015)

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Top Employers 2015 BC’s

A joint venture with Mediacorp Canada Inc. BC’s Top Empl oy ers 2015

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OUR PEOPLE MAKE CHANGE HAPPEN EVERY DAY

As a Top Employer, Canfor offers employees on-the-job training, skills development and mentorship to help build careers with endless possibilities. Go to CANFOR.COM for more information and current jobs.

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BC’s Top Employ ers 2015


BC’S

TOP EMPLOYERS 2015

Employees winning the battle for labour

F

BY BRIAN BURTON

ifteen years of selecting Canada’s national and regional Top Employers has given Mediacorp’s Richard Yerema a lot of insight into labour markets. “The War for Talent is over. Talent won,” he says, though he credits the perceptionbending aphorism to a colleague in human resources management. Yerema also observes that technology is driving a change in employee values, from seeking “work-life balance” to embracing “worklife integration.” “When we started this project 15 years ago,” he says, “the talk was about the coming demographic shift, as the Boomers (born 1940 to 1960) were nearing retirement years, and about the (resulting) challenge ahead for employers in the ‘war for talent.’ ” The War for Talent was a notion first posited by consultants at McKinsey & Company (circa 2000), as a competition for talent between major corporations seeking to replace key leaders as the huge Baby Boom generation was followed by a much smaller Generation X (born 1960 to 1980). McKinsey prophesied that this ‘war’ would be won by companies that could recruit the best and the brightest. Yerema’s comment suggests the war was won, not by a few hyper-competitive em-

Photo: Lev Dolgachov/Fotolia

Younger employees entering the workforce have different expectations of their employers.

ployers, but by employees in general, who profited from more competitive recruiting and better benefits. “For example, in the life of this (Top Employers) project, we’ve gone from well below half of the Canada-wide Top 100 Employers offering maternity leave top-up payments for new mothers to today, where fully 100 per cent of the national Top 100 offer varying levels of maternity top-ups. “Employers and governments have recognized the need to support employees in the quest to balance their work and personal lives.” In order to be competitive, he says companies have to design workplaces and

benefits packages that address not only the needs of employees in all stages of their work and personal lives, but also the markedly different work styles and expectations of younger boomers, Generation X and Generation Y (born 1980 to 2000). Yerema says Gen Xers are more oriented to work-life balance and, in response, employers created programs such as flextime arrangements and personal days off. Gen Xers have also learned to be flexible, while they waited for the Big Generation to make room for them, he adds. They’re willing make accommodations for employers, but perhaps less so as they move into their 50s and finally gain seniority.

With Gen Y now graduating, Yerema says more change is underway. “Their concepts of work are another generation removed from the boomers, so loyalty to one workplace is likely to seem like a quaint historic concept,” he says. “I also think their accommodation to employers is likely a little less than Gen Xers, because they’ve been raised to understand that they’ll likely work many careers in their lifetimes. “Technology is also playing a significant role in shaping their concepts of work. “According to our consulting partner on the Top Employers project, Towers Watson, there’s a shift from the work-life balance of the Gen Xers. It’s evolving to the concept of ‘work-life integration.’ This is the idea that work can truly find you wherever you may be sitting. But that is not seen as an affront to Gen Y — just a fact,” Yerema says. “The generational difference is that this reality works both ways. A Gen Y employee may be OK with this fact — but in return expects to be able to work away from the 9-to-5 model and the geographic restrictions of the cubicle.” BC’s Top Employers 2015 is a joint venture publication of Postmedia Network Inc. and Mediacorp Canada Inc. Co-ordinators: Darren Oleksyn, Kelly Zenkewich, Charlene Kolesnik Cover Design: Charlene Kolesnik Proofing: Dave Makichuk, Nancy Seiz

British Columbia’s Top Employers (in alphabetical order) 1 800 GOT JUNK? 6S Marketing Inc. AbeBooks Inc. Absolute Software Corporation Arc’Teryx Equipment Inc. BC Housing Management Commission BC Hydro BC Public Service Boeing Canada AeroInfo British Columbia’s Children’s Hospital Foundation British Columbia Institute of Technology / BCIT British Columbia Liquor Distribution Branch British Columbia Lottery Corporation / BCLC Cactus Restaurants Ltd. Canfor Corporation

Coastal Community Credit Union / CCCU College of Physicians and Surgeons of British Columbia

Columbia Power Corporation / CPC Connect Hearing Davis LLP Deeley Harley-Davidson Canada Douglas College ERM Consultants Canada Ltd. Expedia CruiseShipCenters FinancialCAD Corporation / FINCAD Flatiron Construction Corp. Fortinet Technologies (Canada) Inc. Fraser Health Authority Gevity Consulting Inc. Great Little Box Company Ltd.

HP Advanced Solutions Inc. Insurance Corporation of British Columbia Interior Health Authority Knight Piésold Ltd. Kwantlen Polytechnic University Ledcor Group of Companies MTU Maintenance Canada Ltd. Nature’s Path Foods Inc. Next Level Games Inc. Northern Health Overwaitea Food Group LP Perkins+Will Canada Architects Co. PNI Digital Media Inc. Provincial Health Services Authority / PHSA R.F. Binnie & Associates Ltd.

Sierra Systems Group Inc. Simon Fraser University SRK Consulting (Canada) Inc. St. George’s School Surrey, City of TELUS Corporation TransLink University of British Columbia / UBC University of the Fraser Valley, The / UFV Vancouver Airport Authority Vancouver, City of Vancouver City Savings Credit Union Vision Critical Communications Inc. West Fraser Timber Co. Ltd. Whistler Blackcomb BC’s Top Empl oy ers 2015

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BC’S Employer

TOP EMPLOYERS 2015

Industry

City

FT Employees in Canada

1 800 GOT JUNK?

Solid Waste Collection

Supports employees who are new mothers with maternity leave top-up payments (to 75 per cent of salary for 19 weeks) — and follows-up with flexible work arrangements on return, including telecommuting and flexible hours; supports employee development with tuition subsidies for courses related to their position as well as subsidies for professional accreditation; a B.C.-based business success story with more than 200 franchise operations; maintains environmental focus diverting items from the landfill whenever possible, donating useable items to charity and ensuring proper recycling of waste; lets all employees share in company’s success with a profit-sharing plan.

Vancouver

176

6S Marketing Inc.

Marketing Consulting Services

Encourages employees to continue their education through a range of in-house and online training programs and tuition subsidies for courses related and unrelated to their current position; reaches out to the next generation through paid internships and co-op work term positions; an enlightened smaller employer that provides maternity and parental leave top-up payments to employees who are new mothers (to 90 per cent of salary for six weeks); helps employees balance work and their personal lives through a variety of alternative work arrangements including flexible hours, telecommuting, shortened and compressed work week options and reduced summer hours.

Vancouver

26

AbeBooks Inc.

Electronic Shopping

New employees start with three weeks of paid vacation along with three paid personal days off; located on the top floor of a modern glass building, the head office offers great views and features an employee lounge with table tennis, billiards and foosball as well as open kitchen area with free coffee, tea, soft drinks and snacks daily; supports employees who are new mothers with maternity leave top-up payments (to 70 per cent of salary for six weeks) and provides new fathers with a parental leave top-up (to 100 per cent of salary for two weeks); offers referral bonuses (to $1,350) and matches employee RSP contributions; encourages professional development with tuition subsidies for courses at outside institutions as well as a range of in-house and online training programs; the employee-run social committee organizes a busy events calendar for employees and the company helps staff keep active with an annual health club subsidy (to $300) and employee organized sports teams; an early Internet business success story, the growing Victoria-based online bookseller offers great career possibilities at home, its European office in Dusseldorf, Germany as well as through its parent company, Internet giant Amazon.com, Inc.

Victoria

94

Absolute Software Corporation

Custom Computer Programming Services

Located in downtown Vancouver, employees are encouraged to leave the car at home with secure bike parking and subsidies for public transit, which is a short walk away; employees enjoy a busy social calendar managed by the employee-led Absolute-ly Fun Team, including a Whistler retreat with zip-lining and dinner as well as an annual barbecue where pets are welcome guests; helps employees balance work and personal lives with flexible hours and telecommuting — and workstations for telecommuting employees when they’re at the office; lets employees share in the company’s success with a share purchase plan and matches employee RSP contributions; helps employees keep their skills sharp with tuition subsidies for courses related to their positions, in-house and online training programs and paid internships for the next generation of employees.

Vancouver

246

Arc’teryx Equipment Inc.

Sporting and Athletic Goods Manufacturing

New employees start with three weeks of paid vacation, moving to maximum of five weeks, and can apply for an unpaid leave of absence; maintains the in-house Arc’teryx Green Committee, an employee-led initiative that dedicates time to review and implement strategies to reduce the organization’s environmental footprint — working toward the ambitious goal of zero waste; head office features an employee lounge with foosball and table tennis and a fridge for cold beverages — employees also have free access to an on-site fitness facility with instructor-led classes, fitness equipment and even an indoor bouldering cave for climbing enthusiasts; provides year-end bonuses for all employees as well as referral bonuses (to $500) for employees who successfully refer new candidates; encourages employees to further develop their skills with in-house training programs, subsidies for professional accreditation and tuition subsidies for courses at outside institutions.

North Vancouver

587

BC Housing Management Commission

Administration of Housing Programs

Employees are encouraged to stay fit with free access to an on-site fitness facility that features rowing machines, weights, stair climbers, stationary bikes and instructor-led classes; offers generous maternity and parental leave top-up payments to employees who are new mothers (to 85 per cent of salary for first 17 weeks followed by 75 per cent of salary for 35 weeks); also offers parental top-up for new fathers and adoptive parents (to 75 per cent of salary for 35 weeks); the majority of employees receive three weeks of starting vacation as well as additional personal paid days-off which can be scheduled throughout the year, up to 10 days each year; invests in skills development with a range of in-house and online training programs, formal mentoring, career planning services and tuition subsidies for courses taken at outside institutions; offers employees paid time off to volunteer with their favourite organizations (up to three days each year); helps employees plan for retirement with contributions to a defined-benefit pension plan.

Burnaby

653

BC Hydro

Hydroelectric Power Generation

Encourages older employees with retirement planning assistance and phased-in work options — and helps them save with contributions to a defined-benefit pension plan; actively recruits and trains new employees through extensive summer employment, apprenticeship and co-op work term programs; invests in skills development with in-house and online training programs, leadership training and mentoring, career planning services and tuition subsidies for courses taken at outside institutions; supports employees who are new mothers with maternity leave top-up payments (to 87 per cent of salary for 17 weeks) and provides a generous subsidy for in vitro fertilization (IVF) when needed (to $15,000); and helps parents with older kids through an academic scholarship program for post-secondary studies (to $2,000 per child); employees start with three weeks of paid vacation and can schedule up to 17 paid personal days off each year — and have the option to take the cash equivalent as taxable income or apply toward extra health coverages.

Vancouver

4,986

BC Public Service

Provincial Government

Supports parents with older kids through an annual scholarship program in support of post-secondary studies (to $2,500 each); head office employees enjoy on-site amenities including an employee lounge, cafeteria with healthy menus and a fully-equipped fitness facility, with subsidized membership and instructor-led classes; provides maternity leave top-up payments for employees who are new mothers (to 85 per cent of salary for 15 weeks) followed by parental leave payments (to 75 per cent for 35 weeks); also provides new fathers and adoptive parents with parental leave top-up payments (to 75 per cent of salary for 35 weeks); new parents have the option to extend their leave into an unpaid leave of absence and upon their return, can take advantage of on-site daycare centres operating at some locations; helps older workers with retirement planning assistance and a defined-benefit pension plan; invests in employee education with tuition subsidies for job-related courses and a variety of in-house and online training programs; manages a dedicated internship program for aboriginal youth — the 12-month paid internship is available for up to 25 young aboriginals living in the province, and places them within a government ministry for nine months, followed by a three-month placement at an aboriginal organization.

Victoria

24,901

Boeing Canada AeroInfo

Computer Systems Design Services

Employees can enjoy a break in an employee lounge that features comfortable seating, television, video games, foosball and massage chairs; offers a variety of financial benefits, including year-end bonuses, signing bonuses and new employee referral bonuses (to $1,000); helps employees save with matching RSP contributions; new and adoptive mothers receive generous maternity and parental leave top-up payments (to 90 per cent of salary for 27 weeks) — and employees can take advantage of a generous in vitro fertilization subsidy if required (to $15,000); a growing hi-tech company that offers great career opportunities in-house and worldwide through it’s well-known parent company, Seattle-based Boeing Corporation; the company encourages employee development with paid internships for young people, in-house and online training programs, subsidies for professional accreditation and tuition subsidies for courses at outside institutions; employees encouraged to stay active with an annual fitness subsidy (to $600).

Richmond

191

Employees can balance their work and personal lives with alternative work options, including flexible work hours, telecommuting, shortened and compressed work week options and a formal earned-days-off program; supports employees who are new mothers with maternity top-up payments (to 85 per cent for 17 weeks) which is followed by a parental leave top-up (to 75 per cent of salary for 10 weeks); also provides parental leave top-up payments to new fathers and adoptive parents (to 75 per cent of salary for 10 weeks); encourages professional development with in-house and online training programs, leadership training, subsidies for professional accreditation and tuition subsidies for courses taken at outside institutions (to $1,875 each year); helps employees plan for greater financial security after work with generous contributions to a defined-benefit pension plan.

Vancouver

89

Employees can take advantage of a variety of on-site amenities, including free access to a fitness facility (with state-of-the-art exercise equipment, sauna and basketball court), quiet room for meditation and religious observance, cafeteria with healthy and special diet menus, on-site health clinic and nearby walking trails; employees are encouraged to continue their education with full tuition subsidies, in-house and online training and even financial bonuses for some course completions (to $2,000); supports employees who are new mothers with maternity and parental leave top-up payments (to 75 per cent of salary for 52 weeks) as well as parental top-up for new fathers or adoptive parents (to 75 per cent of salary for 37 weeks), depending on employee group; helps employees with retirement-planning assistance and phased-in work options — and makes contributions to a defined-benefit pension plan; volunteers from all departments and schools form the in-house Green Team which champions sustainability initiatives across the campus.

Burnaby

1,797

British Columbia’s Children’s Hospital Foundation

Social Advocacy Organizations

British Columbia Institute Post-Secondary of Technology / BCIT Schools

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Interest Points

British Columbia Liquor Distribution Branch

Liquor Distribution and Retail

Supports local, national and international charitable initiatives each year and provides employees with paid time off to volunteer with their favourite community organization; encourages ongoing development with tuition subsidies for courses taken at outside institutions as well as through a variety of online and in-house training programs; provides maternity and parental leave top-up payments for new mothers (to 85 per cent of salary for 17 weeks followed by 75 per cent of salary for 35 weeks) as well as providing parental leave top-ups for new fathers and adoptive parents (to 75 per cent for 35 weeks); head office employees also have access to an on-site daycare facility with 37 spaces when they’re ready to return; also supports employees with older children through an academic scholarship program for those pursuing post-secondary studies, to $2,500 per child; employees can plan for life after work with retirement-planning assistance and generous contributions to a defined-benefit pension plan.

Vancouver

2,062

British Columbia Lottery Corporation / BCLC

Gambling and Gaming Industries

Encourages professional development with paid internships and mentoring, generous tuition subsidies for courses at outside institutions, leadership training and subsidies for professional accreditation; supports new mothers with maternity leave top-up payments (to 85 per cent of salary for 17 weeks) and also provides a generous subsidy for in vitro fertilization (IVF) when needed (to $10,000), depending on employee group; employees who successfully recruit a friend are eligible for new employee referral bonuses, to $1,000; located in a renovated Woolworth’s department store, the Kamloops head office features on-site amenities including a fitness facility, employee lounge and a cafeteria that offers healthy menus and subsidized meals; offers retirement-planning assistance and contributions to a defined-benefit pension plan and health benefits that extend into retirement.

Kamloops

826

BC’s Top Employ ers 2015


BC’S Employer

TOP EMPLOYERS 2015

Industry

Interest Points

City

FT Employees in Canada

Cactus Restaurants Ltd.

Full-Service Restaurants

Encourages employee development through in-house training programs, career planning services, financial bonuses for some courses, leadership training, mentoring and tuition subsidies for job-related courses (to $5,000); home to one of Canada’s largest in-house apprenticeship programs for employees pursuing Red Seal Chef certification, providing three months of paid educational leave for each year of the three-year program; helps develop younger talent through summer employment opportunities and co-op work terms; provides signing and year-end bonuses for some employees and referral bonuses for employees that refer a candidate who is successfully hired (to $3,000 for some positions); encourages employees to remain active with an annual health club subsidy (to $720) and a variety of employee organized sports teams; supports a variety of local and national charitable initiatives and provides employees with paid time off to volunteer with their favourite community organization.

Vancouver

984

Canfor Corporation

Sawmills

Encourages employees to balance work and their personal life through a variety of alternative work arrangements including flexible hours, telecommuting and shortened and compressed work week options, varying by employee group; encourages learning with in-house apprenticeships, paid internships, mentoring, subsidies for professional accreditation and tuition subsidies for courses taken at outside institutions; considers previous work experience when setting vacation entitlements for experienced candidates and offers paid personal days off, varying with employee group; helps employees support charitable initiatives in their community with paid time off to volunteer and matching charitable donations; helps employees with retirement-planning assistance, phased-in work options when nearing retirement and a defined-contribution pension plan; encourages retirees to stay connected and active through the Canfor Alumni group (Vancouver) and the Canfor Coffee Group or “Coffee Club” (Prince George).

Vancouver

4,297

Coastal Community Credit Union / CCCU

Credit Unions

Encourages employee development with tuition subsidies for courses at outside institutions, in-house and online training opportunities, subsidies for professional accreditation and financial bonuses for some course completions (to $4,000); employees looking to start a family may apply for an in vitro fertilization (IVF) subsidy if required, to $15,000; offers discounts on financial services, including low-interest home loans, and provides a defined-contribution pension plan; located in Nanaimo on Vancouver Island, employees enjoy a downtown head office that’s only steps away from great restaurants, cafes and shops as well as being only short walk to ocean views and the city’s busy harbour.

Nanaimo

354

College of Physicians and Surgeons of British Columbia

Professional Organizations

Provides maternity and parental leave top-up payments to employees who are new mothers (to 75 per cent of salary for 52 weeks) and recently extended parental leave top-up payments to new fathers (up to 75 per cent for 52 weeks); new employees receive three weeks starting vacation as well as additional time off during the Christmas; helps employees achieve work-life balance through alternative work arrangements including flexible hours, telecommuting, shortened and compressed work week options and a formal earneddays-off program; employees receive free memberships to the on-site Hotel Georgia’s fitness centre, complete with a 15-metre salt-water lap pool, sauna and spa facilities; helps employees save for the future through a defined-benefit pension plan as well as matching RSP contributions; encourages employee development with in-house and online training programs, financial bonuses for some course completion, career-planning services and generous tuition subsidies for courses taken at outside institutions (to $5,000).

Vancouver

105

Columbia Power Corporation / CPC

Hydroelectric Power Generation

Encourages employees to keep their skills up-to-date through online training and tuition subsidies for courses taken at outside institutions; supports its new mothers with maternity top-up payments (to 85 per cent of salary for 17 weeks) and follow-up parental leave top-up payments (to 75 per cent for 35 weeks); also extends its parental leave top-up program to new fathers and adoptive parents (to 75 per cent for 35 weeks); rewards employees with new employee referral bonuses (to $1,000) when they successfully recruit a new candidate; head office employees are surrounded by mountain views and offered an array of recreational activities when not at work, including golfing, cycling, canoeing, fishing, hiking and swimming; helps employees prepare for life after work with contributions to a defined-benefit pension plan.

Castlegar

39

Connect Hearing

Occupational and Speech Therapists and Audiologists

Provides maternity leave top-up payments for new mothers (to 100 per cent of salary for eight weeks) and lets new mothers extend their leave into an unpaid leave of absence; provides parental leave top-up payments to new fathers and adoptive parents (to 100 per cent of salary for eight weeks); helps employees balance their work and personal lives with a variety of alternative work arrangements including flexible hours, telecommuting, shortened and compressed work week options and reduced summer hours; along with free coffee and tea, employees can enjoy healthy snacks from the kitchen such as granola bars, juice, pretzels, chips, nuts, yogurt and fresh fruit; offers signing bonuses for some employees, year-end bonuses for all and generous referral bonuses for employees who refer a candidate that is successfully hired by the company (to $3,000); lets employees share in the company’s success with a profit-sharing program and encourages employees to save for the longer term with matching RSP contributions.

Victoria

301

Davis LLP

Law Firms

Offers generous referral bonuses for employees who refer a candidate that is successfully hired by the company, up to $10,000 depending on the position; for its legal personnel, the firm supports new mothers with maternity leave top-up payments (to 100 per cent of salary for 17 weeks); encourages employees to keep fit with an annual health club subsidy and employee organized sports teams; encourages employees to get involved in the community through its Volunteer Recognition Program that matches employee volunteer work with financial donations to their favourite charitable organization, up to $1,000; supports employee development with summer positions, paid internships, in-house and online training, tuition subsidies for courses at outside institutions and subsidies for professional accreditation; helps employees prepare for life after work with retirement-planning assistance, phased-in work options as they near retirement and supports employee saving with contributions to a defined-contribution pension plan, depending on the position.

Vancouver

542

Deeley HarleyDavidson Canada

New Automotive Dealers

Invests in employee education with subsidies for tuition and professional accreditation and a variety of in-house and online training programs; manages an academic scholarship program for children of employees interested in pursuing post-secondary education (to $1,500 per child); encourages employees to volunteer in the community by providing time off for volunteer activities along with a direct $100 contribution for employees to direct to their favourite charity as well as a matching donation program; an industry leader that provides maternity and parental leave top-up payments for employees who are new mothers (to 70 per cent of salary for 52 weeks); helps employees with matching RSP contributions ranging from five per cent to 15 per cent of salary, depending on the position.

Richmond

143

Douglas College

Post-Secondary Schools

Employees can enjoy campus life with on-site eating options, discounts at local restaurants and free memberships to the college’s two fully equipped fitness facilities; supports its new moms and dads with maternity and parental leave top-up payments (varying with employee group) and offers an on-site daycare option for when they are ready to return to work; supports ongoing learning with tuition subsidies for courses both related and not directly related to their position, as well as offering a variety of in-house and online training programs and subsidies for professional accreditation; reaches out to new Canadian job-seekers through the Douglas College Skills Connect program which offers a range of career services free of charge, including career development workshops, industry connection events to meet employers, and individual meetings with career consultants; helps employees with retirement-planning assistance, phased-in work options when nearing retirement and contributions to a defined-benefit pension plan.

New Westminster

848

ERM Consultants Canada Ltd.

Environmental Consulting Services

Encourages employees to keep active through employee organized sports teams and free access to an on-site fitness facility; starts new employees with three weeks of paid vacation and considers previous work experience when setting vacation entitlements; an environmental leader both in terms of its line of business and it’s in-house focus, operates an employee-led Green Ideas Committee and supports events such as the annual Bike-to-Work Week, Commuter Challenge (most employees choose alternative transportation on a regular basis and take advantage of a transit subsidy) and Great Canadian Shoreline Cleanup; invests in employee development with subsidies for tuition and professional accreditation and financial bonuses for some course completion; the employee-led After Hours Committee organizes numerous events every year, such as picnics in Stanley Park, dim sum lunches, pub quiz nights, skating parties and bowling nights; helps employees with retirement-planning assistance and offers a defined-contribution pension plan; offers a variety of alternative work arrangements, including telecommuting, shortened and compressed work week; rewards exceptional performance through monthly cash rewards, annual all-expenses paid trip (to $1,500), Canucks’ hockey tickets and an on-the-spot bonus program (from $25 to $3,000).

Vancouver

195

Expedia CruiseShipCentres

Travel Arrangement and Reservation Services

Employees receive three weeks of starting vacation along with discounted company products including cruise vacations from Alaska to Europe to the Carribbean; employees are encouraged to save with matching RSP contributions; supports employee development with in-house and online training programs as well as generous tuition subsidies for courses at outside institutions, to $3,000 each year; encourages employees to support charities through matching charitable donations, to a maximum of $3,000 each year.

Vancouver

94

FinancialCAD Corporation / FINCAD

Software Publishers

Offers new employee referral bonuses for employees who successfully recruit a new candidate (to $2,500); encourages employees to save with contributions to a matching RSP and manages a year-end bonus program that is open to all employees; offers summer employment opportunities, paid internships and co-op work experience programs; supports professional development through in-house and online training programs, subsidies for professional accreditation and tuition subsidies for job-related courses; provides new mothers with maternity leave top-up payments (to 100 per cent of salary for 13 weeks) as well as providing new fathers with a short parental leave top-up (to 100 per cent of salary for two weeks); encourages employees to give back to the community with paid time off to volunteer with their favourite community organization, up to two days every year.

Surrey

88

Flatiron Construction Corp.

Highway, Street and Bridge Construction

Encourages employee development with tuition subsidies for job-related courses (to $5,000) and in-house and online training programs; also manages a four-year rotational program for young engineers, offering hands-on experience and involves various fields including construction, field engineer, project administration and management and safety and estimating; reaches out to new employees with summer employment opportunities and co-op work terms; gives employees paid time off to volunteer with their favourite charity and offers matching charitable donations; helps older employees with retirement-planning assistance and makes direct contributions to each employee’s RRSP.

Richmond

844

Fortinet Technologies (Canada) Inc.

Computer Systems Design Services

A growing hi-tech employer that added more than 70 positions last year and offers generous referral bonuses to employees when they successfully recruit a friend, from $500 to $10,000 depending on the position; reaches out to students and new grads with summer jobs, paid internships and co-op work opportunities; employees can enjoy healthy and special diet menu items from the on-site cafeteria, as well as free dinner options from Mondays to Thursdays; along with share-purchase and profit-sharing plans, the company encourages employees to save with matching RSP contributions; helps employees balance their working and personal lives with flexible work hours, telecommuting and compressed work week options; new employees start with three weeks of paid vacation, jumping to four weeks after only two years on the job.

Burnaby

736

BC’s Top Empl oy ers 2015

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BC’S TOP EMPLOYERS 2015 Employer

Industry

Interest Points

Fraser Health Authority

General Medical and Surgical Hospitals

New employees start at three or four weeks of paid vacation allowance (depending on their group) and previous work experience is considered when setting vacation entitlements; varying with employee group, new mothers receive maternity leave top-up payments (to 85 per cent of salary for 17 weeks); encourages professional development with tuition subsidies for courses taken at outside institutions, in-house and online training and subsidies for professional accreditation; helps employees save with contributions to a defined-benefit pension plan; employees are encouraged to keep fit with free memberships to an on-site fitness facility that features instructor-led fitness classes.

Surrey

12,136

Gevity Consulting Inc.

Computer Systems Design Services

A smaller, enlightened firm that supports its new mothers with generous maternity and parental leave top-up payments (to 100 per cent of salary for 52 weeks) — also supports new fathers and adoptive parents with parental leave top-up payments (to 100 per cent of salary for 39 weeks); encourages employees to keep the skills up-to-date with tuition subsidies for courses at outside institutions (to $2,000 per year) as well as financial bonuses for some course completions; employees may receive referral bonuses when they successfully recommend a new candidate, up to $1,500; located in downtown Vancouver’s historic Gastown district, head office employees have convenient access to public transit (they also receive transit subsidies) and are only steps away from the numerous shops, restaurants and cafes in one of the city’s most popular neighbourhoods.

Vancouver

79

Great Little Box Company Ltd.

Corrugated and Solid Fibre Box Manufacturing

Along with free gym memberships, employees can join a subsidized Sun Run team with more than 20 runners as well as a summer running team; an industry leader with a head office that features a fully-equipped on-site fitness facility, outdoor sand volleyball court, book exchange library, outdoor gazebo and rooftop deck, and even a dock for employees wishing to commute by kayak to Mitchell Island; supports employees who are new mothers, fathers and adoptive parents with maternity and parental leave top-up payments as well as a range of flexible work options for when they return to work; encourages employee development with subsidies for tuition and professional accreditation and manages an academic scholarship program for children of employees who pursue post-secondary education; celebrates its annual profitability target, a.k.a. its Big Outrageous Xtravaganza goal (or BOX goal), with three additional paid days off and an all-expense-paid vacation to a sunny destination; is a privately-held employer that opens its books to employees each month, offers a profit-sharing option and matches workers’ RSP contributions.

Richmond

199

HP Advanced Solutions Inc.

Computer Systems Design Services

Supports new mothers with maternity leave top-up payments (to 75 per cent of salary for 50 weeks) while providing parental leave top-up payments to new fathers and adoptive parents (to 75 per cent of salary for 35 weeks); in addition to 10 paid personal days-off, new employees start with three weeks of paid vacation allowance; located in one of the country’s most beautiful cities, employees have easy access to more than 40 hectares of walking and running trails as well as outdoor sports fields and even a community garden; in the head office employees also have access to a fully equipped fitness facility, with instructor-led classes and even a dedicated quiet and massage room; a unique unionized subsidiary of HP Canada that offers year-end bonuses and a share-purchase plan; helps employees transition into retirement with phased-in retirement work options, succession planning and a defined-benefit pension plan; encourages employee development through tuition subsidies (with no annual maximum) for job-related courses, a variety of in-house and online training programs, and career planning services; supports an employee-led Sustainability Community that manages an in-house green action plan.

Victoria

445

Insurance Corporation of British Columbia

Direct Property and Casualty Insurance Carriers

Supports new mothers with maternity leave and parental leave top-up payments as well as extending parental top-ups to new fathers or adoptive parents, varying by employee group; provides an in vitro fertilization (IVF) benefit for parents to be if required (to $15,000); helps employees achieve work-life balance through flexible work hours, telecommuting, shortened and compressed work week options and a formal earned days-off program; offers retirement-planning assistance, a defined-benefit pension plan and a health benefits plan that extends into retirement with no age limit; manages an academic scholarship program for children of employees who pursue post-secondary education (to $3,000 per child).

North Vancouver

4,652

Interior Health Authority

General Medical and Surgical Hospitals

Encourages employee development through in-house and online training programs, formal mentoring and tuition subsidies for courses taken at outside institutions; provides maternity top-up payments to its new mothers (varying with employee group), and new mothers can apply to extend their time off into an unpaid leave of absence; new nurses start with four weeks of paid vacation allowance, moving to seven weeks for long-serving employees — and previous work experience is considered when setting vacation entitlements; workers can apply to take an unpaid leave of absence or a self-funded leave of absence for up to one year in duration; offers retirement-planning assistance and a defined-benefit pension plan.

Kelowna

7,756

Knight Piésold Ltd.

Engineering Services

Offers profit-sharing and year-end bonuses available to all employees; encourages employees to continue to develop their skills through tuition subsidies for job-related courses, in-house and online training programs, formal mentoring and subsidies for professional accreditation; helps employees prepare for life after work with a defined-contribution pension plan and phased-in work options for those nearing retirement; conveniently located in downtown Vancouver and a short walk to shops, restaurants and public transit — employees also enjoy a busy social calendar, from a Grouse Grind night with dinner (employees can hike or take the gondola up) to a morning sailing trip to Bowen Island for lunch.

Vancouver

188

Kwantlen Polytechnic University

Post-Secondary Schools

Employees may take advantage of campus amenities including a cafeteria (with healthy and special diet menus), outdoor sitting areas, an employee lounge and quiet room for meditation and religious observance; encourages employees to develop their skills through in-house and online training programs, formal mentoring, financial bonuses for some course completion, subsidies for professional accreditation and tuition coverage for courses at the university; employees are encourages to keep fit with subsidized memberships to the university’s athletic centre that even features an indoor soccer field as well as a drop-in sports clinic; provides maternity and parental leave top-up payments to employees who are new mothers (to 75 per cent of salary for 52 weeks) and parental top-up for new fathers or adoptive parents (to 75 per cent of salary for 37 weeks), depending on employee group; offers flexible work hours, telecommuting options, shortened and compressed work week options and a formal earned-days-off program, varying with position.

Surrey

1,095

Ledcor Group of Companies

Industrial Building Construction

Encourages ongoing employee development, from co-op, apprenticeship and mentoring programs to tuition subsidies for courses at outside institutions and subsidies for professional accreditation; helps employees find work-life balance with alternative work arrangements including flexible hours, telecommuting and shortened and compressed work week options, varying with position; an industry leader that supports its new mothers with maternity leave top-up payments (to 100 per cent of salary for six weeks); a leading builder and supporter of the Canada Green Building Council — the company was involved in the construction of the first LEED-certified buildings in Canada and has employee-led green teams at offices across Canada to help minimize the impacts of its day-to-day operations; offers a profit-sharing plan to all employees and encourages employees to save for the future with matching RSP contributions or through a defined-contribution pension plan, depending on their employee group.

Vancouver

5,781

MTU Maintenance Canada Ltd.

Aircraft Engine and Engine Parts Manufacturing

Offers apprenticeship opportunities, tuition subsidies for courses at outside institutions, in-house and online training programs and subsidies for professional accreditation; manages an in-house exchange program to encourage Canadian employees to gain work experience at other MTU group companies worldwide, including the parent company’s head office in Munich, Germany; helps employees achieve work-life balance with flexible hours, telecommuting and shortened and compressed work week options, varying with employee group; supports employees with older kids through and academic scholarship program (to $3,000 per scholarship); offers signing bonuses for some employees and offers a year-end bonus plan to all employees; helps employees plan for life after work with retirement-planning assistance as well as making contributions to a defined-contribution pension plan.

Richmond

402

Nature’s Path Foods Inc.

Breakfast Cereal Manufacturing

Is an environmental leader with a zero-waste target and has a unique employee-maintained on-site organic garden where employees can stroll outside and practice a little therapeutic gardening; along with growing their own organic produce, employees also receive discounts on Nature’s Path products such as cereal, rice bars, granola bars and oatmeal snacks; supports employee development with tuition subsidies for courses at outside institutions, in-house training and subsidies for professional accreditation; new mothers receive maternity top-up payments (to 75 per cent for 17 weeks) and may take advantage of flexible work options when ready to return to work, depending on the position; an incredible British Columbia-based business success story that continues to create new jobs and supplies retailers across Canada and the United States; maintains a charitable program that is integrated into its core line of business, including the Gardens for Good and the long-standing EnviroKidz One Per Cent for the Planet program.

Richmond

163

Next Level Games Inc.

Software Publishers

Reaches out to the next generation of employees with paid internships and encourages employee development with tuition subsidies and in-house training programs; an industry leader that provides maternity and parental leave top-up payments (to 80 per cent of salary for 27 weeks) for new mothers and fathers, including adoptive parents; recently introduced an in vitro fertilization (IVF) subsidy (to $15,000) for parents to be if needed; in addition to a flexible personal paid days program, new employees start with three weeks of paid vacation allowance, moving to four weeks after four years; offers year-end bonuses as well as share-purchase and profit-sharing plans that are available to all employees; helps employees balance their work and personal lives with flexible hours, telecommuting and shortened work week options.

Vancouver

64

Northern Health

General Medical and Surgical Hospitals

Helps employees with retirement-planning assistance and provides contributions to a defined-benefit pension plan; supports it new mothers with generous maternity and parental leave top-up payments, varying with position, and lets its new moms extend their maternity leave into an unpaid leave of absence; extends its parental leave top-up benefits to new dads and adoptive parents (to 75 per cent for 10 weeks); offers new employee referral bonuses to employees who successfully recruit a new candidate (to $500), the majority of new full-time employees start with 3.6 to four weeks of paid vacation though new candidates’ previous work experience is considered when setting vacation entitlements; encourages all employees to keep their skills up-to-date with tuition subsidies for courses at outside institutions along with in-house and online training programs.

Prince George

3,154

Overwaitea Food Group LP

Supermarkets and Other Grocery Stores

Head office employees are encouraged to stay healthy with subsidized memberships to an on-site fitness facility along with healthy menu selections from the on-site cafeteria; supports ongoing employee development through online and in-house training programs, a tuition subsidy for courses at outside institutions (to $200), subsidies for professional accreditation and financial bonuses for some course completions (to $1,500); employees are encouraged to save for the future with contributions to defined-benefit and definedcontribution pension plans, varying with employee group; new moms at the head office can extend their maternity leave into an unpaid leave of absence; and for employees with college-bound kids, the company manages an academic scholarship program.

Vancouver

5,046

6

BC’s Top Employ ers 2015

City

FT Employees in Canada


BC’S TOP EMPLOYERS 2015 Employer

Industry

Interest Points

City FT Employees in Canada

Perkins+Will Canada Architects Co.

Architectural Services

Offers signing bonuses for some employees, referral bonuses (to $1,000) and lets everyone share in the company’s success with year-end bonuses and profit-sharing for all employees — and offers matching RSP contributions; invests in employee development with financial bonuses for some course completions, tuition subsidies for job-related courses, subsidies for professional accreditation along with a range of in-house and online training programs; offers younger employees apprenticeships, paid internships and a mentoring program; helps employees achieve work-life balance with flexible work hour options, reduced summer hours and shortened and compressed work week options; a green architecture firm that walks-the-walk with transit subsidies, secure bike storage and shower facilities — 95 percent of head office employees ride, walk, take transit or carpool to work.

Vancouver

161

PNI Digital Media Inc.

Digital Printing

Is creating industry leading software for retailers across North America from one of Vancouver’s oldest buildings in the city’s Gastown neighbourhood; at work employees can enjoy an staff lounge with a popcorn machine, classic arcade video game, a DJ centre, Apple TV and free coffee from the espresso machine; smaller employer has responded to its growth with the addition of bigger employer benefits, from maternity top-up for new and adoptive moms to the recent introduction of a matching RSP program and discounted share-purchase plan; employees enjoy a summer barbecue, monthly socials on the last Friday of every month, movie nights, poker contests and on-site massage visits once a year.

Vancouver

135

Provincial Health Services Authority

General Medical and Surgical Hospitals

Employees at PHSA’s main location enjoy on-site amenities such as a nap room, cafeteria (with healthy and special-diet menus) and subsidized access to an on-site fitness facility, with state-of-the-art exercise equipment and instructor-led classes; the hospital also features secure bicycle parking and on-site shower facilities; encourages employees to develop their skills through in-house apprenticeship opportunities, a variety of in-house and online training programs and subsidies for professional accreditation; helps cultivate high potential employees with leadership training, formal mentoring and career planning services; recently created an in-house wellness team and supports employee efforts to balance work and life with alternative work arrangements such as flexible hours, telecommuting and shortened and compressed work week options; employees can participate in retirement-planning workshops and make contributions to a defined-benefit pension plan; offers maternity and parental leave top-up payments for new mothers, fathers or adoptive parents (varies depending on employee group) and operates an on-site daycare facility that all employees may take advantage of when they are ready to return to work.

Vancouver

9,723

R.F. Binnie & Associates Ltd.

Engineering Services

As part of the company’s charitable giving program employees are involved in the selection of charities and receive paid time off to volunteer for their favourite charity; offers employees tuition subsidies for courses related to their positions as well as in-house and online training programs; supports its new mothers with maternity top-up payments (to 100 per cent for 17 weeks) as well as a parental leave top-up for fathers and adoptive parents (to 100 per cent for two weeks); employees are offered a profit-sharing program and are encouraged to plan for the future with retirement-planning assistance and an RSP with employer contributions; helps employees balance their work and personal lives with flexible work hours, shortened and compressed work weeks and telecommuting — and maintains telecommuter workstations for employees when working in the office.

Burnaby

106

Sierra Systems Group Inc.

Computer Systems Design Services

Offers new employee referral bonuses when employees successfully recruit a new candidate (to $5,000); encourages work-life balance with flexible hours, telecommuting, shortened and compressed work week options; offers retirement-planning assistance, phased-in work options for those nearing retirement and matching RSP contributions; reaches out to new employees with summer employment opportunities, co-ops and paid internships; supports employee development with tuition subsidies for courses at outside institutions and subsidies for professional accreditation; new employees start with three weeks of paid vacation and previous experience is considered when setting vacation entitlements.

Vancouver

721

Simon Fraser University

Post-Secondary Schools

Supports employees who are new mothers, fathers or adoptive parents with generous maternity and parental leave top-up payments and manages an on-site daycare facility that they may take advantage of upon their return; new employees start with three or four weeks of paid vacation allowance to start and can arrange for additional time off through an earned-days-off program, depending on their position; helps employees with contributions to a defined-benefit or contribution pension plan, depending on their position, retirementplanning assistance, and health benefits that extend to retirees (with no age limit); the Burnaby campus features on-site amenities such as a nap room, employee lounge stocked with games, and free and subsidized access to the university’s fitness facilities, which include state-of-the-art exercise equipment, volleyball, basketball and badminton courts, swimming pool, sauna and shower facilities; for employees looking to reside in the city of tomorrow, SFU is home to one of Canada’s most exciting ongoing new urbanist development projects (called UniverCity) designed to encourage sustainable lifestyles in a community that will be home to 10,000 people atop Burnaby Mountain.

Burnaby

2,774

SRK Consulting (Canada) Inc.

Engineering Services

Offers employees profit-sharing and share-purchase plans and encourages saving for the longer term with contributions to a defined-contribution pension plan; starts new employees with three weeks of paid vacation and considers previous experience when setting vacation entitlement; reaches out to its next generation of employees through paid internships and a formal mentoring program and encourages employees to keep their skills sharp with tuition subsidies for courses at outside institutions as well as subsidies for professional accreditation; offers shortened and compressed work week options as well as telecommuting and flexible hours.

Vancouver

156

St. George’s School

Elementary and Secondary Schools

Employees receive discounted tuition for children attending St. George’s, to 50 per cent; helps employees with retirement-planning assistance, phased-in work options, contributions to a defined-contribution pension plan and health benefits that extend into retirement, with no age limit; a rarity in the education field, the college offers new mothers and fathers maternity and parental leave top-up payments (to 80 per cent of salary for 15 weeks), includes adoptive parents; manages a generous compassionate leave top-up program for employees called upon to care for a loved one (to 90 per cent of salary for 15 weeks); continuing education is encouraged among employees with tuition subsidies for courses at outside institutions along with subsidies for professional accreditation.

Vancouver

232

Surrey, City of

Municipal Government

Offers flexible hours, shortened and compressed work week options, reduced summer hours and telecommuting, varying with position; employees are encouraged to stay healthy with subsidized memberships to an on-site fitness facility featuring instructor-led classes; employees can enjoy lunch outside on the professionally landscaped grounds or grab a meal in the on-site cafeteria that features healthy menus items as well as take home meals; manages an academic scholarship program for university- and college-bound children of employees (to $1,000 per child); manages a large summer employment program plus apprenticeship and paid internship programs; helps employees with retirement-planning assistance, phased-in work options when nearing retirement and contributions to a defined-benefit pension plan.

Surrey

1,867

TELUS Corporation

Telecommunications

When complete TELUS Garden, the company’s new head office, will incorporate green features such as rooftop solar panels, a rainwater harvesting system and exterior terraces to provide outdoor access for employees; employees at the current head office enjoy a nap room, cafeteria (with healthy and special diet menus), employee lounge and games room and an on-site fitness facility, with personal trainer services and massage therapy; cultivates an ownership culture through a share-purchase plan, available to all employees, and offers additional financial benefits including signing bonuses for some, year-end bonuses for all and referral bonuses for employees who successfully refer a candidate (to $1,000); encourages employees to work from home through a formal Work Styles program, designed to help employees easily adopt flexible work arrangements where possible — the initiative aims to have 70 per cent of employees in major centres work from home or on a mobile basis part-time by 2015; further supports their efforts to achieve work-life balance through shortened and compressed work week options and reduced summer hours; provides maternity leave top-up payments for employees who are new mothers and offers a generous subsidy for in vitro fertilization (IVF) when needed (to $9,000); along with directing support to approximately 4,600 charitable and community organizations, the company hosts a unique annual Day of Service event to encourage employee volunteerism, with employees across Canada receiving paid time off to volunteer in their communities.

Vancouver

24,532

Employees enjoy working in a new LEED gold-certified head office that offers convenient access to public transit (of course) as well as a 2,000-square-foot fitness facility that includes subsidized employee memberships; employees can enjoy a defined-benefit pension plan; encourages employee development with paid internships and apprenticeships through to tuition subsidies for courses at outside institutions and subsidies for professional accreditation; provides a maternity leave top-up for its new mothers (to 100 per cent of salary for six weeks) and offers parents the option to extend their leave into an unpaid leave of absence — head office employees also have access to an on-site daycare centre.

New Westminster

6,302

TransLink

Public Transit Systems

University of British Columbia / UBC

Post-Secondary Schools

Employees start with three or four weeks of paid vacation (depending on their group) and may apply to take self-funded or unpaid leaves of absence for up to one year in duration; employees can enjoy all that campus life offers, including plenty of eating options, lounges, subsidized memberships to the fitness facility that includes instructor-led classes and access to indoor and outdoor swimming, skating, tennis and even rock climbing; supports its young families with maternity leave top-up payments (varying with employee group), the option to extend their leave into an unpaid leave of absence and on-site daycare options — and parents with older children can apply for post-secondary scholarship (to $10,000); ensures employees continue their development with in-house and online training programs, subsidies for professional accreditation and tuition subsidies for courses related and unrelated to their current position; manages summer employment, paid internship and co-op work term programs; offers retirement planning assistance, phased-in work options for those nearing retirement and generous contributions to a defined-benefit or contribution pension plan, with the majority of employees enrolled in the defined-benefit plan.

Vancouver

11,294

University of the Fraser Valley, The / UFV

Post-Secondary Schools

An educator that supports ongoing employee development with full tuition subsidies along with in-house and online training and subsidies for professional accreditation; encourages its students to become employees through summer employment and co-op work experience programs; supports employees as they look ahead with retirementplanning assistance, phased-in work options as they near retirement and generous contributions to a defined-benefit pension plan; employees are encouraged to adopt healthy lifestyles with all the amenities a campus workplace has to offer, including two full gymnasiums with instructor-led classes and a selection of healthy on-site and nearby eating options — the campus is also an integral part of the city’s ongoing University District pedestrian focused redevelopment; supports its new mothers and fathers with generous maternity and parental leave top-up payments, up to the full year for new mothers and 37 weeks for new fathers and adoptive parents.

Abbotsford

865

BC’s Top Empl oy ers 2015

7


BC’S TOP EMPLOYERS 2015 Employer

Industry

Interest Points

Vancouver Airport Authority

Airport Operations

Employees may receive referral bonuses when they successfully refer a new candidate (to $1,000); invests in skills development through a range of in-house and online training programs, career-planning services and generous tuition subsidies for courses taken at outside institutions; offers summer employment opportunities and in-house apprenticeship training programs; supports its new mothers with maternity leave top-up payments (to 93 per cent of salary for 17 weeks) and provides a subsidy for in vitro fertilization if required, depending on employee group; encourages employees to keep fit with free memberships to an on-site fitness facility that features instructor-led classes; helps employees to plan for the future with retirement-planning assistance and encourages all to save a little of their paycheques through a matching RSP program.

Richmond

389

Vancouver, City of

Municipal Government

Through the City’s FitCity Incentive Program, employees can earn redeemable points through physical activity, leading a healthy lifestyle and sustainable behaviours, such as walking or cycling to work; offers alternative work arrangements (which vary by position) such as flexible hours, telecommuting, formal earned-days-off program and a compressed work week; helps employees with retirement-planning assistance and contributions to a defined-benefit pension plan; supports employee development with tuition subsidies for courses taken at outside institutions, formal mentoring and a variety of in-house and online training programs; offers apprenticeship opportunities for automotive service technicians, auto body workers, blacksmiths and carpenters, to name a few; in partnership with the Immigrant Employment Council of British Columbia and local service provider agencies, such as Skills Connect and MOSAIC, created a formal mentorship program for new Canadians — the program is now in its third year, with approximately 35 employees acting as mentors.

Vancouver

6,947

Vancouver City Savings Credit Union

Credit Unions

Provides employees with a bonus week of paid vacation on their 10th anniversary, and in each increment of five years thereafter; provides generous maternity and parental leave top-up payments for new mothers (to 85 per cent of salary for 50 weeks) and extends parental leave to new fathers and adoptive parents (to 85 per cent of salary for 35 weeks); is the largest employer in Canada to become a Living Wage Employer, a program that recognizes the social and economic benefits of paying a real living wage to all its employees and service providers; encourages employee development with tuition subsidies (to $2,400 each year) as well as a variety of in-house and on-line training programs; helps employees save with contributions to a defined-benefit pension plan as well as a matching RSP contribution plan — and offers financial benefits such as low-interest home loans and no-fee bank accounts and credit cards; employees have easy access to a unique head office that straddles the city’s expanded LRT system; the credit union manages the Vancity Community Foundation, which has distributed financial grants to deserving community organizations for almost two decades.

Vancouver

2,025

Vision Critical Communications Inc.

Custom Computer Programming Services

Located in downtown Vancouver, the head office is easily accessible by public transit and features an employee lounge with table tennis, foosball, Apple TV, video games, a bar (with a keg) and blackboard for technical or creative expression; active social committees in Vancouver and Toronto ensure that employees enjoy a busy social calendar along with a casual dress work environment and are welcome to bring their pets to work when needed; supports employees with shortened work weeks, flexible hours and telecommuting work options; encourages employee development with tuition subsidies for job-related courses, subsidies for professional accreditation, in-house and online training programs, mentoring and financial bonuses for some course completions (to $6,000); offers year-end performance bonuses, new employee referral bonuses (to $1,000) and matching RSP contributions.

Vancouver

422

West Fraser Timber Co. Ltd.

Sawmills

Recruits employees through in-house apprenticeship and co-op work term programs, paid internships and a summer employment program; encourages employee development and training through in-house and online training programs, tuition subsidies for job-related courses, subsidies for professional accreditation and financial bonuses for some course completions; one of the largest lumber producers in the world, it shows responsible stewardship through reforestation activities and voluntarily relinquishing harvesting rights in BC’s Kitilope rainforest; manages an academic scholarship program for children of employees pursuing post-secondary studies in Canada; employees have access to retirementplanning assistance, a defined-benefit pension plan and a share-purchase plan; after five years on the job, employees receive an additional paid week above their regular vacation — as well as additional time off to celebrate every subsequent fifth-year anniversary thereafter.

Vancouver

5,375

Whistler Blackcomb

Skiing Facilities

Younger employees can build their careers where they play through apprenticeships, co-op work terms and paid internships; the resort established an environmental management strategy back in 1993 with the aim of becoming a leader among ski and mountain resort operations — through public education programs, hydroelectric generation and zero-waste targets the resort is setting an example for other resorts to follow; offers a share-purchase plan to all employees and matches employee contributions to an RSP; offers flexible hours, telecommuting, shortened and compressed work weeks, reduced summer hours and a formal earned-days-off program — and offers discounted passes for those looking for something to do; supports employee development through in-house and online training programs, formal mentoring, apprenticeships, career planning services and tuition subsidies.

Whistler

2,948

2016

EMPLOYERS

City

Now’s the time to apply! Be one of BC’s Top Employers in 2016.

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BC’s Top Employ ers 2015

FT Employees in Canada


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SPONSOR CONTENT

Boeing Canada AeroInfo helps transform the aviation industry

T

oday’s aircraft are more complex than they’ve ever been, with technology that continually evolves. And employees at Richmond, B.C.-based Boeing Canada AeroInfo are in the heart of the action. President and CEO Bob Cantwell says the job itself is a big attraction for many of the employees. “The things we build here are pretty cool, and it’s a very impactful thing. The systems we develop — hundreds of airlines use them every day. If the systems we build didn’t work, the airlines wouldn’t be able to fly.” AeroInfo concentrates on three areas within the massive Boeing corporation (the company was purchased by Boeing in 2000), with the biggest being software development for airlines, followed by advanced analytics and military and defence work. “The secret to our success is we have the creative minds and technical capability to help create these world-changing programs,” says HR director Cindy Theriault. “Vancouver is becoming well-known for its technical talent and we have to stay onthe-ball with what we offer. In the last two years, we’ve doubled in size.” At present, Boeing Canada AeroInfo employs about 420 people, a mix of fulltime positions and contractors. Theriault says the company prides itself on offering competitive and innovative retention and

Boeing Canada AeroInfo ■ YEARS IN BUSINESS: 19 ■ WORKFORCE: 420 ■ LOCATIONS: Richmond ■ HEAD OFFICE: Richmond ■ HIRING INCENTIVES: Three weeks paid vacation to start for all employees (increases at years four and seven); 100 per cent company-paid RRSP at five to seven per cent; annual bonus plan for all employees; career management and development program for all employees; annual training and development allowance for each employee; degree/certification funding program; competitive benefits plan for employee and dependants with $800 health care spending account, part-time employees eligible for all benefits; generous maternity leave top up. ■ APPLICATION PROCESS: View positions at boeingaeroinfo.com

Growth and development are key to Boeing Canada AeroInfo’s success in the Vancouver tech market.

hiring-incentive programs, including a generous mat leave top-up to meet the family-friendly needs of our employees. In addition to a a comprehensive benefits package, “everyone is eligible for a bonus of 10 to 18 per cent of base salary and it consistently pays out,” she says. The company also offers telecommuting options and flexible work weeks. “We also have a company-paid RRSP program. A lot of companies will have company-matching, but ours is company-paid. “We also offer a fitness subsidy. Vancouver is a very active place, so we offer a subsidy so they can enjoy everything the

Lower Mainland has to offer,” says human resources business partner Gregg Malpus. Adds Cantwell: “As part of the 180,000-strong global Boeing family, AeroInfo employees are part of a company that’s a leader in ethics and corporate governance. You’re being mentored by the best in the world,” he says, noting how employees have access to Boeing’s St. Louis campus and its professional development learning centre.” Theriault says Boeing Canada AeroInfo’s HR team has established a careermanagement program that every employee takes, in which they are paired with a

manager (not necessarily their own) as a coach and mentor, with an annual training budget for every employee, manager and leader. Cantwell says the company is always striving to improve the employee experience through surveys and other feedback options. “Every time we raise the bar we say, ‘OK, what’s the next step?’”

This story was produced by Postmedia’s advertising department on behalf of Boeing Canada AeroInfo for commercial purposes. Postmedia’s editorial departments had no involvement in the creation of this content.

FOCUSED ON TECHNOLOGY, CREATING THE FUTURE OF AVIATION. I feel privileged to learn from one of the top companies in the industry – great technology, great company, great people! Minhaj, Software Developer

|

| boeingaeroinfo.com/careers BC’s Top Empl oy ers 2015 BC’s Top Empl oy ers 2015

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W

TOP EMPLOYERS 2015

BCIT building bright futures

orking at the British Columbia Institute of Technology — or BCIT as it is commonly known — is more than a job. In fact, it’s more than a career. It’s a chance to make a meaningful difference in the future of the province. And that’s something the employees at one of B.C.’s largest polytechnic postsecondary institutions take a great deal of pride in every day they come to work. “Graduates of BCIT are really integral to the prosperity of B.C.,” says Saira Walker, manager of advisory services at BCIT human resources. “Our alumni go on to build British Columbia, whether it’s a building, a bridge or a new product for industry, and it’s our faculty and staff who play an important role in this.” BCIT offers a range of technical and trades programming and partners with industry to improve the BC economy. One group that has a significant impact on students and their futures are BCIT’s trades and vocational instructors. These instructors are responsible for teaching and mentoring the next generation of power engineers, electricians, carpenters, welders, automotive technicians and countless other trades people. Each instructor has been exceptionally successful working in their respective fields, but they’ve sought to pursue a career at BCIT because they want to give back in a different way and pass on their knowledge, says Walker.

British Columbia Institute of Technology

BCIT instructor Donald Zaklan and Electrical Foundations students from the School of Construction and the Environment.

“They might be at a point where they want to continue their career and give something back to society but not necessarily while working in industry. Transferring skills to future generations can be very rewarding” she says. Thanks to a comprehensive career support program that goes well beyond a generous compensation package of competitive wages and benefits, BCIT instructors continue to grow their knowledge in their respective fields of expertise while teaching. New instructors can enroll in an employer paid provincial instructor’s diploma program to help them be successful. “We pride ourselves on hiring instructors who are industry-current, and then ensure that they remain fresh in their field so our students learn to use the latest techniques

and technology in their choice of trade,” says Mubasher Faruki, associate dean of automotive at BCIT. In the automotive technicians program, for example, the school works closely with industry so its instructors can attend major automakers’ seminars aimed at training their own technicians about the latest advances on their most recent models. “Our instructors also maintain industry contacts to ensure that what we’re doing in our curriculum is up to the latest industry standards,” he says, explaining this allows instructors to provide students with a seamless transition to the working world. Moreover, because many trades are demanding occupations that often require long hours in different, sometimes remote regions, a position as an instructor at BCIT

■ YEARS IN BUSINESS: Celebrating 50 years. ■ NUMBER OF EMPLOYEES: 2,300 ■ LOCATIONS: Burnaby, North Vancouver, Richmond, Vancouver and Annacis Island ■ HEAD OFFICE: Burnaby, B.C. ■ HIRING INCENTIVES: Competitive salaries, employer paid benefits, generous vacation and pension plan, professional development opportunities, wellness program, healthy and engaging workplace; diversity initiatives, environmentally and physically-friendly workplace; community involvement. ■ APPLICATION PROCESS: Online at bcit.ca/hr/careers can offer more work life balance, Walker says. Yet career advancement and development, and regular working hours are simply the proverbial icing on the cake for BCIT’s faculty and staff. What really counts is that they’re able to see their legacy in helping launch the careers of a new generation of technical and trades people, says Jason Johnson, human resources advisor with BCIT. “They’re helping British Columbia be the globally recognized success that it is now and over the next several decades to come.”

This story was produced by Postmedia’s advertising department on behalf of BCIT for commercial purposes. Postmedia’s editorial departments had no involvement in the creation of this content.

MORE THAN READY TO SUCCEED

Define your career with a job that matters. Join the team at one of BC’s top employers and help develop the next generation of skilled British Columbians.

bcit.ca/jobs B C ’s To p Em pl oye r s 2 015

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BC’s Top Employ ers 201 5

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C

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Canfor a leader in forestry sector

anfor is leading the way in the modern North American forest sector. Builders looking to lighten the environmental footprint of their projects are using wood, which is natural, sustainable and renewable. Innovative wood products and building designs are making wood an attractive choice for a wider range of applications around the world — including growing markets like China. Canfor sets the pace in industry transformation and market growth by investing in its operations. It uses the latest knowledge and technology to improve efficiency, environmental performance and fibre recovery. Both solid wood and pulp are turning products once considered waste into renewable energy. Nearly 100 per cent of Canfor’s wood fibre becomes useful products, making its operations among the most sustainable in the world. Tracey Arnish, Canfor’s senior vicepresident of people and culture, says one of the few things standing in the way is the shortage of skilled workers. “We have openings right now for skilled trades such as millwrights, mechanics and electricians, for forest professionals and for sales and administration positions,” she says. Arnish grew up in British Columbia and

Canfor Corporation

Canfor is known for its wood products, but also for providing dynamic careers.

knows the importance of forest products to local and global economies. “There are significant opportunities for people to join Canfor and contribute to the growth and diversification of our company — at home and abroad.” Canfor has operations in communities across the province as well as Alberta and the southern United States, with competitive compensation and benefits packages. “Working for Canfor in northern British Columbia provides opportunities to get ahead that just aren’t available in other areas. We have built a great lifestyle for our family here,” says quality control supervisor Teresa Schweder.

As worldwide demand for renewable, sustainable building products grows, so does Canfor’s need for dynamic, talented people. It has partnerships with educators, and sponsors scholarships for students entering the professions and trades it needs the most. And its promote-from-within culture recognizes and rewards excellence, making the company a good place to grow a career. President and CEO Don Kayne knows this first-hand. Kayne started as a sales representative in 1979, and was appointed CEO in May 2011. His experience is not unique within the

■ YEARS IN BUSINESS: 77 ■ NUMBER OF EMPLOYEES: 6,000 ■ LOCATIONS: B.C., Alberta and the southern United States. ■ HEAD OFFICE: Vancouver. ■ HIRING INCENTIVES: Competitive salary; comprehensive flexible benefits packages including extended medical coverage, dental, life and disability insurance; retirement savings plan; training and apprenticeship opportunities; stock purchase plan; performance bonus incentive; relocation and hiring bonuses for certain positions; subsidized professional accreditation. ■ APPLICATION PROCESS: Online at canfor.com/careers. company. Maintenance supervisor Travis Emel says he “started in an entry-level role 16 years ago and Canfor provided the trades training I needed to land my current position.” Adds Kayne: “We have the products, the knowledge, the resources and the customer demand for unlimited opportunities today, and into the future. “We have excellent people who motivate me to look for ways to improve safety, quality and profitability. “I want Canfor to continue to be a company people are proud to be part of.”

This story was produced by Postmedia’s advertising department on behalf of Canfor Corporation for commercial purposes. Postmedia’s editorial departments had no involvement in the creation of this content.

OUR PEOPLE MAKE CHANGE HAPPEN EVERY DAY

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Fortinet’s fast pace attracts top talent

hile some employers only hire candidates with Canadian work experience, Fortinet has a culture of hiring the best and brightest from around the world” says Joyce Chow, senior human resources manager at the network security company. One of their strategies is to hire straight out of immigration agencies it partners with. Their unique approach has not only resulted in a diverse employee base, but also earned a prestigious award for creating a welcoming and inclusive workplace for new immigrants. “There’s an incredible talent pool out there. As long as they’re technically brilliant, that’s our primary focus.” Fortinet’s Burnaby-based research and development facility is working on a array of consolidated security technologies including anti-malware, intrusion prevention, web filtering and anti-spam to name a few. They aim to proactively protect their customers against these threats and our firewall was named the fastest in the world by PC magazine last year. They’re also one of a few companies in the world that conducts research towards zero day vulnerabilities. “Threats to computer systems are constantly evolving, Fortinet’s FortiGuard Labs research allows customers to protect themselves in Real Time against Zero Day Vulnerabilities.” explains Chow.

Fortinet

■ YEARS IN BUSINESS: 15 ■ NUMBER OF EMPLOYEES: 2,800 ■ LOCATIONS: More than 35 global offices including Vancouver and Ottawa in Canada and Sunnyvale, New York and Miami in the United States. ■ HEAD OFFICE: Sunnyvale, Calif. ■ HIRING INCENTIVES: Competitive salaries, benefits and stock plans for all employees; opportunity to work with a market leader in network security. ■ APPLICATION PROCESS: Apply online at jobs.fortinet.com – Eric Leung photo Fortinet ensures a diverse and inclusive workplace by encouraging new graduates and newcomers to Canada to apply for jobs.

Because there is no official training program specifically geared towards antivirus analysts, Fortinet designed its own for newly graduated hires. For the first three months, a new graduate will attend classes, complete daily assignments and write exams. When they pass the final exam, they assume their new role as an anti-virus analyst. It was this innovative program that drew recent graduate Hong Kei Chan to apply at Fortinet. “You actually learn about the field and get to know the different kinds of malware out there,” says Chan, who has worked with the company for a year and a half.

“Once you complete your training, you get assigned a mentor who continues to guide you through your career. I was able to co-author a paper with my mentor and present it at a conference in Seattle this year. “They really care about our training and development and that’s only one of the things that make Fortinet special.” Other perks include a generous benefit package comprised of competitive wages, 15 per cent off company stock, a health care spending account and flexible hours. Free dinner is provided Monday through Thursday to staff working past 7 p.m., while four gym facilities on site offer

free fitness classes. More than 25 employee-run interest groups enable them to socialize based on common interests. From go-karting and board games to scuba diving and rock climbing, all groups are provided with a budget from Fortinet to fund their activities, which take place over lunch hours and after work. The company also gives back to the community; they recently supplied the Ronald McDonald House at the Children’s Hospital with equipment, WiFi and network security programs, which staff helped set up. “Knowing that the product they created is helping sick children and their families, is extremely rewarding,” says Chow.

This story was produced by Postmedia’s advertising department on behalf of Fortinet for commercial purposes. Postmedia’s editorial departments had no involvement in the creation of this content.

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Fraser Health invests in employee success

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espect, Caring and Trust. These are the core values that infuse Fraser Health Authority’s workplace on a daily basis. James Nielsen, a Managing Consultant in Recruitment Services who has worked for the Authority for eight years, adds that witnessing a community of people who regularly put these values into action creates an inspiring and inclusive place of work. “People at Fraser Health take responsibility to lead themselves…We work as a team; it’s not a top-down approach,” he adds. Nielsen says the Fraser Health Authority is committed to its employees. As an example he cites the extensive opportunities made available to them for skill development. In the words of one graduate of the in-house programs, “I feel proud to work in this region where developing people is considered a priority” In fact last year, Fraser Health provided its employees with 4,318 hours of classroom learning, including courses on clear leadership, Coaching Out of the Box as well as Masters-level education theory and practice. “Fraser Health also supports development and leadership learning with access to one-on-one coaching.” “While the benefits to the organization have been widespread, the reports back from individuals in terms of the impact on their own personal growth was a stronger

Fraser Health

Fraser Health Authority supports development and leadership learning with one-on-one coaching.

demonstration of how well the investment in our people paid off.” Nielsen says Fraser Health is “really unique” in that it offers support for employees to grow beyond a prescribed, linear career track and rewards staff who take initiative. “Your opportunities aren’t narrow. It’s how you direct yourself and the organization will support you,” he explains, adding that the Authority has hundreds of nurses and clinicians who now work in administrative, recruitment and educational roles. Nielsen says there is also career support for new graduates. “In attempting to maintain our inflow

of talent, we are fortunate to have such great connections with the colleges and universities. For example, in nursing, our single-largest occupational group, we hired 450 new graduates last year, and half of them had already worked here when they were still in school,” he explains, adding the Authority is also in the process of rolling out a more “robust” version of its talentmanagement program. That program sees the Fraser Health Authority identifying upcoming vacancies in the organization and helping to ready employees to ascend to those opportunities. “Our surveys indicate that as well as the

■ YEARS IN BUSINESS: 14 ■ NUMBER OF EMPLOYEES: 26,000 ■ LOCATIONS: Lower Mainland and Fraser Valley, B.C. ■ HEAD OFFICE: Surrey, B.C. ■ HIRING INCENTIVES: Relocation allowance (as available); dynamic and rewarding work environment; comprehensive health and wellness benefits; four weeks vacation to start; defined benefit pension plan. ■ APPLICATION PROCESS: Start at careers.fraserhealth.ca to create a profile, search for jobs and apply! personal connection — which is very well cultivated through our Strategic Priority on Staff and Physicians — the current opportunities across Fraser Health for professional development and career growth are unparalleled. Over 60 per cent of our employees agreed or strongly agreed with the statement ‘This last year, I have had opportunities at work to learn and grow,’” says Nielsen. He continues, explaining that Fraser Health Authority also makes a conscious effort to recognize the achievements of employees. In five years, the people at Fraser Health have sent over 20,000 e-cards to recognize and commend their colleagues.

This story was produced by Postmedia’s advertising department on behalf of Fraser Health Authority for commercial purposes. Postmedia’s editorial departments had no involvement in the creation of this content.

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Room for advancement at Interior Health

nterior Health is one of six publicly funded health authorities in British Columbia. With more than 19,000 employees and nearly 1,500 physicians on its team, Interior Health is developing the future of health care through innovation and professional development. Located in the Southern Interior of British Columbia, Interior Health looks after a region that includes larger cities such as Kelowna, Kamloops, Penticton and Vernon along with a multitude of rural communities such as Cranbrook, Golden, Ashcroft, and 100 Mile House. Interior Health offers prospective employees a rewarding career and a balanced lifestyle in a world-renowned, four-seasons playground. The health authority is dedicated to providing the best possible service to citizens, with staff and physicians who are committed to teamwork and high-quality patient care — all playing an important part in the vision to set new standards of excellence in the delivery of health services in B.C. Employees are part of a dedicated team of professionals and have the opportunity to flourish under the mentorship of accomplished leaders, managers, educators, and internationally recognized health experts. Together, they create great workplaces where everyone plays a role in the care continuum. “Never did I realize, when I was hired 10

Interior Health

Interior Health employees take comfort from knowing they are helping patients.

years ago, that I would look back with such pride and emotion,” says Jessi Minnabarriet, a public health nurse in Ashcroft. “Interior Health has fostered personal and professional growth, has opened doors to education and collegial mentorship and, most importantly, has ensured that I know my work matters,” says Minnabarriet. “I am so thankful that I actually get paid to do this.” Interior Health’s focus is on giving people room to grow; to make an impact in the lives and of others.

It strives to create an environment where employees enjoy the work they do, the place where they work and the people around them. Cathy Hanson, a pharmacy technician at Kelowna General Hospital, says she has worked for Interior Health for 22 years. “Interior Health is innovative and progressive — for me that has meant having the opportunity to constantly learn new things and move into different roles within my profession,” says Hanson. “It feels good to know that my role contributes to good patient care.”

■ YEARS IN BUSINESS: 14 ■ NUMBER OF EMPLOYEES: More than 19,000 (full time, part time, casual) ■ LOCATIONS: Interior Health serves a large geographic area covering almost 215,000 square kilometres and includes Kelowna, Kamloops, Cranbrook, Penticton and Vernon, and a multitude of rural and remote communities. ■ HEAD OFFICE: Kelowna ■ POSITIONS EMPLOYED: While many services are offered in the hospitals operated, a wide variety of other important services are also offered, including: Prevention and health promotion; home and community care; residential care; mental health and substance use; environmental safety and public health protection; lab and diagnostic imaging services, and much more. ■ HIRING INCENTIVES: Career advancements, educational opportunities, competitive compensation and benefit package, including: comprehensive health benefits, excellent vacation entitlements, a generous pension plan along with relocation assistance for eligible new employees. ■ APPLICATION PROCESS: Online at jobs.interiorhealth.ca

This story was produced by Postmedia’s advertising department on behalf of Interior Health for commercial purposes. Postmedia’s editorial departments had no involvement in the creation of this content.

Together, we create great workplaces! We strive to create an environment where you enjoy the work you do, the place where you work, and the people around you.

Your best career destination!

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Overwaitea: going above and beyond for 100 years

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estern Canada’s very own Overwaitea Food Group (OFG) has a reputation for going above and beyond for its B.C. and Alberta customer base. Its very name comes from the early practice of founder R.C. Kidd, who 100 years ago commonly sold customers 18 ounces of tea for the price of 16 ounces. Today, the company, now owned by the Jim Pattison Group, also goes above and beyond for its team members. With 145 stores and more than 15,000 team members in B.C. and Alberta, OFG still manages to maintain a close-knit, family-like culture for its workers. “We have a history of long-serving OFG members, and each year we have special events for anybody receiving service awards. Last year, we celebrated over 25,000 years of service in total,” says Darrell Jones, OFG’s president. The company lists its core values as service, people, innovation, fun and integrity. “Fun is absolutely a critical part of having a great place to work and a great place to shop if you’re a customer. Fun is the key to any successful organization, in my perspective. You have to enjoy working there.” And treating team members well is what helps them relax and enjoy their jobs. Overwaitea places great value on honouring its people through praise and practice. In-store huddles where team

Overwaitea Food Group

OFG believes in fostering a fun and supportive atmosphere for team members.

members congratulate one another for work well done are a common occurrence. Diversity is also important to OFG, a company that likes its stores to reflect the diverse and unique communities in which they are located. Opportunities to learn and advance come through both classroom and online courses that are offered to help team members meet career goals. Unique in the industry is the cross training of team members so that they are able to work anywhere in the store. Together with their unions, OFG has made changes to union contracts to allow team members to work across the store, in

any department, to get more hours. “Most times if you are hired as a cashier, you are a cashier. But what if you are a cashier and we only have 10 hours a week for you there? Then you can do 5 hours in the meat department, or 15 in the bakery. That is very important, to provide people with a living wage, because you can’t make a living wage if you are restricted to one spot for 10 hours a week,” Jones says. Community volunteering and giving is also major part of OFG’s culture. The company has long been involved with children’s hospitals and health initiatives, and also gives time and money to grassroots programs in each community OFG serves.

n YEARS IN BUSINESS: 100 n NUMBER OF EMPLOYEES: 15,000 n LOCATIONS: 145 n HEAD OFFICE: Langley, B.C. n POSITIONS EMPLOYED: Grocery, meat, produce, deli, bakery clerks; cashiers, retail management, finance, IT, merchandising, human resources, marketing, supply chain, operations professionals. n HIRING INCENTIVES: Career development opportunities, formal and informal learning opportunities, educational reimbursement, team member scholarships, supports local growers, products and community groups; flexible hours; attractive benefit and pension plans, casual business environment in head office. n APPLICATION PROCESS: www.owfg.com “We are passionate about being a responsible company guided by the simple principle of doing the right thing. We don’t do it because it’s the most expedient or least expensive. It’s a fundamental part of who we are, and we’re very proud of that,” Jones says.

This story was produced by Postmedia’s advertising department on behalf of Overwaitea Food Group for commercial purposes. Postmedia’s editorial departments had no involvement in the creation of this content.

We’re looking for great new team members

Apply online at owfg.com/join-our-team

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PHSA attracts the best by cultivating a great employee experience

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hen dealing with the wellbeing of vulnerable patients, excellence in care and continuous improvement are key. And that desire to deliver the very best care is what keeps Janice Penner motivated. Penner is a senior director in critical care at The Children’s Hospital in Vancouver, which is one of the numerous agencies/ programs/services/divisions under the umbrella of the Provincial Health Services Authority of B.C. “PHSA is a very driven organization in terms of trying to do the best. We tend to attract individuals who are passionate about their areas of specialty and career,” says Penner. “There’s never anyone here who wants to do just a mediocre job; everyone always wants to do better in their work, no matter what the department.” “It’s a reflection of what we are here for. That makes me proud to work here,” Penner says. PHSA is the only organization of its kind in Canada, providing specialized health services across the province. It’s about ensuring patients get the type of health care they need, when they need it. One of six B.C. health authorities, PHSA has a provincial wide focus and overseas agencies such as the B.C. Cancer Agency; B.C. Centre for Disease Control; B.C. Children’s Hospital and Sunny Hill

Provincial Health Services Authority

Perinatal RNs (left to right) Marlene Hutzulak, Chris Richardson and Alicia Wang, who work for the Provincial Health Services Authority of B.C.

Health Centre for Children; B.C. Mental Health and Substance Use Services; B.C. Renal Agency; B.C. Transplant; B.C. Women’s Hospital and Health Centre; B.C. Emergency Health Services; Cardiac Services; and Perinatal Services B.C. Despite the 20,000-strong size of the authority, there is a “culture of collaboration,” says Rick Thomas, leadership development specialist. Strong leadership is what drives the desire to work together, he says. “People are very motivated to assist others to develop. The vision for our culture is one

that is integrated, collaborative and embraces change through good leadership and engagement.” Professional development is at every employee’s fingertips. Employees can go to an online learning hub to find over a thousand courses available to them. Thomas says there are plenty of opportunities to develop a career across disciplines. This is reflected in PHSA’s above-average retention and promotion rates. Last year, for example, the organization had three times the number of internal

n YEARS IN BUSINESS: 14 n NUMBER OF EMPLOYEES: 19,000 n LOCATIONS: Metro Vancouver, Abbotsford, Kelowna, Kamloops, Nanaimo, Prince George, Victoria. n HEAD OFFICE: Vancouver n HIRING INCENTIVES: Generous vacation and extended benefits packages; more than 1,000 online professional development courses; internal career opportunities; referral bonus program; on-site daycare; employee and family assistance program. n APPLICATION PROCESS: Online at jobs.phsa.ca. movement verses external hires — evidence that the organization is keen on developing its employees and promoting from within. Penner couldn’t picture herself working anywhere else. “It’s really about the patients and their families. We know we’re really affecting patient health within the B.C. system. The daily work of our people is what makes PHSA one of the best places to work, and helps us attract best practices leaders in health care. There are a lot of committed people working in this organization.”

This story was produced by Postmedia’s advertising department on behalf of the Provincial Health Services Authority for commercial purposes. Postmedia’s editorial departments had no involvement in the creation of this content.

Patients First

Results Matter

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St. George’s School key community figure

uilding relationships and community is what makes St. George’s School special. Located in Vancouver, the university preparatory school for boys has achieved international acclaim for its programs since it was founded in 1930. “The strong sense of community is characterized by strong relationships between faculty, staff and students, as well as the larger community of alumni and parents,” says headmaster Dr. Tom Matthews. “It’s not just a job. It’s a way of life.” Karen Potter, the school’s director of human resources, echoes his words. “We’re all working together here for one thing: the boys.” New hires are given a full introduction to the school, including two days of training and ongoing mentorship with an established staff member. A month or so after they have commenced working, they meet with Matthews over breakfast to talk about their first days. “What worked? What didn’t work?” says Potter. “We’re constantly looking for ways we can improve.” Perhaps not surprisingly, input from staff and faculty is welcomed. In fact, 80 per cent of staff responded to a recent employee survey and, of that, “greater than 90 per cent said the school is a great place to work. We stand shoulder to shoulder as peers,” says Potter. Tenured positions are common and

St. George’s School

Opportunites for St. Geroge’s staff include in-house collaboration workshops and guest speakers.

Potter says that people who join the school tend to say a long time. But recent opportunities have included several one-year contracts as people have been hired to fill in for maternity leaves and sabbatical openings. Indeed, sabbaticals and other personal and professional growth opportunities are encouraged, including master’s degrees and more. “We have a very robust professional development budget,” says Potter. Some opportunities — guest speakers, workshops — take place on campus, while other growth opportunities are channeled through professional associations. The faculty works closely with the International Boys’ School Coalition, In-

dependent Schools Association of B.C. and Canadian Accredited Independent Schools. “In 2016, we’ll host the global conference for the International Boys’ School Coalition,” says Potter. Fostering community beyond school boundaries is essential at St. George’s School. As part of their studies, the boys partner with various charities, and everyone — including staff and faculty — then supports those charities through volunteering. For example, the school holds the second-largest food hamper drive in British Columbia’s lower mainland. “It’s a huge effort, and it’s supported by the entire school community — including

■ YEARS IN BUSINESS: 85 ■ NUMBER OF EMPLOYEES: 240 ■ LOCATIONS: Two campuses in Vancouver ■ HEAD OFFICE: Vancouver ■ HIRING INCENTIVES: Pension; medical and dental benefits; sabbatical program; top-up program for medical leaves; health and wellness initiatives; professional development; robust vacation program; personal and professional development days; on-site gym, staff yoga and tennis; on-site access to alternative health practitioners. ■ APPLICATION PROCESS: Apply online at stgeorges.bc.ca. alumni and parents,” Potter says. Many staff members choose to live onsite, along with their families. They take part in the Boarding program, allowing them to be involved in the after-school life of students who are away from their families. And everyone models and follows the school’s core values: respect, responsibility, resilience, humility, empathy and integrity. That blurring of lines between one’s professional and private life is what makes St. George’s School so special, says Matthews. “Relationships are the cement that binds the school together.”

This story was produced by Postmedia’s advertising department on behalf of St. George’s School for commercial purposes. Postmedia’s editorial departments had no involvement in the creation of this content.

A 2015 British Columbia TOP EMPLOYER Situated in Vancouver, St. George’s is a leading independent day and boarding school at the forefront of boys’ education. Spanning Grades 1 through 12, with a population of over 1150 boys and 240 faculty and staff spread over two campuses, this university preparatory school is currently realizing an ambitious, research-based Strategic Plan focused on boys’ learning in the 21st century.

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TransLink’s family of companies keeps Vancouver moving

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n 1999, TransLink was formed to plan and manage transportation within the metropolitan region of Vancouver. During the ensuing 15 years, the regional transportation agency has achieved success not only in improving the transportation network of Greater Vancouver, but helping maintain the enviable lifestyle of residents and the viability of local businesses. “Every individual in the Lower Mainland, and every business, consumes our services every day,” says Ian Jarvis, CEO. “The region simply can’t function without an effective transportation network.” Jarvis says TransLink has a very smart, dedicated and compassionate group of employees who really know they make a difference in the lives of others with their work. He says most people are familiar with TransLink through its operating transit companies, including Coast Mountain Bus Company which provides bus service; B.C. Rapid Transit Company which operates SkyTrain; the West Coast Express commuter rail; and the Transit Police force, but TransLink is much more than that. Jarvis says they also manage and fund a network with intra-regional roads and bridges that are crucial to the transportation needs of the area. “Really it’s about keeping things moving — both people and goods — in metropolitan Vancouver.”

TransLink

TransLink employees help to make Metro Vancouver one of the best places to live.

“We operate a safe, efficient and reliable service that we provide every day to the customers who rely on our buses and trains, and the drivers and goods-movers who travel our roads and bridges, to get where they need to go.” ~ Ian Jarvis, CEO

Jarvis says while it is a challenging task, it is also a rewarding one that makes TransLink a great place to work. Ana Lopez, vice-president of human resources, says almost 7,000 people work for TransLink and its operating companies in positions ranging from transit operators to support staff, as well as positions in engineering, planning, marketing

and much more. Lopez says the company is an equalopportunity employer with a recruitment process that considers all qualified applicants equally. She says TransLink also has many opportunities for advancement, training, professional development and growth, which has resulted in dedicated staff. “We have a very low employee turnover rate — two per cent in 2013 — and many long-serving employees,” says Lopez, citing an employee who has been with them for more than 44 years. Jarvis says employees know they are part of an organization that makes a difference in the lives of residents of the greater Vancouver area. “TransLink has helped shape Metro

n YEARS IN BUSINESS: 15 as TransLink, began as B.C. Electric Railway Company in 1897. n NUMBER OF EMPLOYEES: 6,738 n LOCATIONS: 19 in the Lower Mainland. n HEAD OFFICE: New Westminster, B.C. n HIRING INCENTIVES: Competitive compensation; comprehensive health and wellness benefits including free transit pass, EAP and three weeks vacation to start; opportunities for professional development and training; recognition programs; defined benefit pension plan; community-minded organization; dynamic and rewarding work environment. n APPLICATION PROCESS: Online at translink.ca/careers. Vancouver as one of the best places to live. “We operate a safe, efficient and reliable service that we provide every day to the customers who rely on our buses and trains, and the drivers and goods-movers who travel our roads and bridges, to get where they need to go.” He says TransLink is also committed to sustainability, constantly looking for ways to reduce greenhouse gas emissions, save energy and achieve the goals of Transport 2040. “We have a responsibility to operate in a manner that is socially, environmentally and financially sound.”

This story was produced by Postmedia’s advertising department on behalf of TransLink for commercial purposes. Postmedia’s editorial departments had no involvement in the creation of this content.

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Employees loyal to the University of the Fraser Valley

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he University of the Fraser Valley celebrated its 40th anniversary in 2014, and over the years has served thousands of students who have gone on to success in their working lives. In the meantime, the university has also become known as a great place to work with a remarkably loyal employee base. In fact many of its employees have been there for decades. The longest-serving faculty member started in 1975 and several others have been there nearly as long. Many things about the university have contributed to this longevity, including a positive and collegial work environment and competitive pay and benefits. Also playing a role is the unique atmosphere created by people working together to build the institution over the years, says Anne Russell, media and communication manager with UFV. Russell says the university started as a college in the 1970s, then became a degree-granting university college, and finally a full-fledged university in 2008. “Everyone who works at UFV has been part of building a university,” she says. “They can see the results of their work in the success of our students and alumni, and feel connected to our community.” Russell says the university’s main campuses are in great locations, which add considerably to the lifestyle advantages of working there.

University of the Fraser Valley

Employees celebrate the University of the Fraser Valley’s 40th anniversary.

Campuses are located in scenic, natural settings close to outdoor activities, transportation, shopping, restaurants, cultural and recreation centres. The Abbotsford campus is slated to be surrounded by a “university district” as the area develops and grows. The Chilliwack campus at Canada Education Park is nestled between the trendy Garrison Crossing neighbourhood and Vedder River trail. The Fraser Valley offers more affordable housing compared to other parts of Metro Vancouver and great lifestyle choices, Russell says. The campuses themselves offer employees a variety of amenities to add to the lifestyle advantages.

There is easy access to a library, a season of theatre, athletic events, continuing education courses, fitness centre, drop-in fitness, guest lectures, forums, art exhibitions and more. Special events at UFV include a welcome-back employee barbecue in August, new employee orientation, long-service recognition awards and a Halloween celebration. Employees also have the chance to improve their skills and knowledge at UFV with a variety of opportunities including career development and progression initiatives, workshops, tuition waivers, annual professional development funding, in-house workshops and longer-term sabbaticals and educational leaves.

■ YEARS IN BUSINESS: 40 ■ NUMBER OF EMPLOYEES: 1,468 full and part time. ■ LOCATIONS: Abbotsford, Chilliwack, Mission, Hope, Chandigarh, India. ■ HEAD OFFICE: Abbotsford ■ POSITIONS EMPLOYED: Faculty, staff and administration. ■ HIRING INCENTIVES: Competitive salaries, excellent benefits package, pension plan, maternity and parental leave top up, employee and family assistance programs, professional development, health and wellness programs, community engagement, a commitment to employment equity and workplace diversity, campus amenities, a leader in social, cultural, economic and environmentally conscious development; an innovative and entrepreneurial workplace. ■ APPLICATION PROCESS: Online at ufv.ca/hr/careers UFV is also culturally diverse, which reflects the surrounding communities. In 2013, the university was honoured with an award during the Fraser Valley Cultural Diversity recognition event.

This story was produced by Postmedia’s advertising department on behalf of the University of the Fraser Valley for commercial purposes. Postmedia’s editorial departments had no involvement in the creation of this content.

UFV + You Changing lives, building community.

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City of Vancouver: Green city and workplace

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he City of Vancouver is not just a geographic region, it is the organization that looks after a multitude of services each and every day for residents. It is the police officers walking the streets to keep them safe, the smiling faces of employees at a local recreation centre, the people who empty the garbage bins and those working behind the scenes to keep the city running smoothly. Paul Mochrie, general manager of human resources for the City of Vancouver, says including the Vancouver Police Department and public library system the city employees about 10,000 people who look after a broad range of services. “Our staff take pride in the services we provide having a very real impact of people on a day-to-day basis.” says Mochrie. “It’s kind of a 24-hour, 356-day operation.” He says the city looks after fire and police services; parks and recreation; libraries; engineering and public works; arts and culture; social policy programs and housing; land use; and business and administration. Mochrie says city staff know they are making a difference each and every day day, and also that their employer is a leader in progressive policies. “One of the interesting things about working for the city is that while the organization is trying to promote public

City of Vancouver

From librarians to landscapers, city staff across Vancouver have an impact in the daily lives of citizens — a job that goes all day, every day of the year.

policy goals we’re also looking to trying to do the same kind of things inside the organization.” He says the city has a relatively ambitious goal to be the greenest city in the world by 2020, and employees are working on things like ensuring the fleet of city vehicles is only as big as required and as energy-efficient as possible. The City of Vancouver is also focused on the health and wellness of their employees. Mochrie says their Fit City wellness program supports staff and helps them

make healthy lifestyle choices, while a sustainable commuting program encourages employees to walk or ride bikes to work. “We are really looking at promoting health and wellness within,” he says. The city also strives to ensure fairness in its hiring practices. “We’ve done a lot of work the past few years to ensure that our hiring processes are quite clear and fair and transparent — so that everybody feels they have equal access to opportunities.” That includes some diversity initiatives

n YEARS IN BUSINESS: 129 n NUMBER OF EMPLOYEES: 10,093 n LOCATIONS: Around Vancouver, including City Hall, libraries, community centres, fire halls, police stations and more. n HEAD OFFICE: Vancouver n HIRING INCENTIVES: In-house and online training programs; tuition and apprentice subsidies; competitive compensation and comprehensive benefits packages including: health benefits, vacation entitlements, a defined benefit pension plan, life and disability insurance, and maternity leave top-ups; fitness programs; green commuting incentives n APPLICATION PROCESS: Apply online at vancouver.ca. aimed at groups like First Nations people and new immigrant professionals, to help them gain employment. “Our objective as an employer is that our employee workforce reflects the community that we serve,” says Mochrie. He adds that the City of Vancouver also offer employees a variety of opportunities for their careers. “We’re involved in lots of different businesses and services, and (employees) do have opportunities to move around the organization and learn and contribute to all those different services.”

This story was produced by Postmedia’s advertising department on behalf of The City of Vancouver for commercial purposes. Postmedia’s editorial departments had no involvement in the creation of this content.

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