National Capital Region's Top Employers (2015)

NATIONAL CAPITAL REGION’s REGION’s

Top Employers 2015

A joint venture with Mediacorp Canada Inc. National Capital Region’s Top Employers 2015

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NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2015

Employees winning the battle for labour

BY BRIAN BURTON

National Capital Region’s Top Employers

F

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 employers, 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.

(in alphabetical order)

Photo: Lev Dolgachov/Fotolia

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

“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.”

National Capital Region’s Top Employers 2015 is a joint venture publication of Postmedia Network Inc. and Mediacorp Canada Inc. Co-ordinators: Darren Oleksyn (doleksyn@calgaryherald.com), Kelly Zenkewich (kzenkewich@calgaryherald.com), Charlene Kolesnik (ckolesnik@calgaryherald.com) Cover Design: Charlene Kolesnik 2

Accreditation Canada Algonquin College of Applied Arts & Technology Association of Universities and Colleges of Canada Bank of Canada Canada Mortgage and Housing Corporation Canada Revenue Agency Canadian Internet Registration Authority Canadian Medical Association Canadian Security Intelligence Service Carleton University Champlain Community Care Access Centre Children’s Hospital of Eastern Ontario Cité Collégiale, La Communications Security Establishment Conference Board of Canada, The Correctional Service of Canada Department of Finance Canada Egg Farmers of Canada Export Development Canada Health Canada / Santé Canada Hydro Ottawa Limited Kinaxis Inc. Medical Council of Canada Montfort Hospital / Hôpital Montfort Ottawa Catholic School Board, The Ottawa Macdonald-Cartier International Airport Authority Ottawa, City of Perley-Robertson, Hill & McDougall LLP / s.r.l.

Pythian University of Ottawa

National Capital Region’s Top Employers 2015

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NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2015 Employer

Industry

Interest Points

City

FT Employees in Canada

Accreditation Canada

Professional and Management Development Training

Invests in the long-term development of employees through tuition subsidies for job-related courses, in-house and online training programs, subsidies for professional accreditation, and formal mentoring; new employees start at three weeks of paid vacation allowance, moving to seven weeks over the course of their careers and can schedule additional time away with paid personal days off; provides maternity and parental leave top-up payments for employees who are new mothers (to 75 per cent of salary for up to 50 weeks) as well as a subsidy for in vitro fertilization; also offers parental leave top-up for new fathers and adoptive parents (to 75 per cent of salary for 35 weeks); encourages employees to save for the future with generous contributions to a defined-benefit pension plan; employees working at the organization’s head office can take advantage of a variety of on-site amenities including a quiet room for meditation and religious observance, an employee lounge and a fully-equipped fitness facility.

Ottawa

116

Algonquin College of Applied Arts & Technology

Post-Secondary Schools

Encourages employees to balance work and their personal lives with a full suite of alternative work arrangements, including shortened and compressed work weeks, telecommuting, reduced summer hours, and a formal earned days off program (depending on employee group); helps employees save for the future with contributions to a defined-benefit pension plan and offers phased-in work options to help retiring employees transition to life after work; provides maternity and parental leave top-up payments to employees who are new mothers (to 93 per cent of salary of up to 52 weeks) as well as parental top-up for new fathers and adoptive parents; also offers an option to extend their leave into an unpaid leave of absence and the convenience of an on-site daycare facility, which they can take advantage of upon their return; an educator that invests in the professional development of its employees with tuition subsidies for courses taken at outside institutions, formal mentoring, in-house and online training options, as well as subsidies for professional accreditation; employees can stay in shape by taking advantage of the on-site fitness facility, complete with state-of-the-art exercise equipment, a basketball court, a sauna and instructor-led classes such as yoga and aerobics.

Ottawa

1,236

Association of Universities and Colleges of Canada

Professional Organizations

New employees receive four weeks of paid vacation allowance to start and can schedule additional time off with personal paid days off; helps employees prepare for the future with retirement planning assistance and contributions to a defined-contribution pension plan — also helps retiring employees transition to life after work with phased-in work options; invests in the professional development of its employees with subsidies for tuition and professional accreditation and a range of in-house and online training programs; and helps cultivate high-potential employees with formal mentoring, leadership training and career planning services; manages a generous academic scholarship program for children of employees interested in pursuing post-secondary studies (to $6,000 per child) and offers opportunities for the next generation to gain on-the-job experience through paid internships, co-op placements and summer student roles.

Ottawa

80

Bank of Canada

Central Bank

Encourages employees to keep fit with subsidized memberships to an on-site fitness facility and extends the offer with discounted memberships for their immediate family members; offers maternity and parental leave top-up payments to employees who are new mothers (to 93 per cent of salary for 27 weeks) as well as extended health benefits coverage during their leave; also provides parental top-up to employees who are new fathers or adoptive parents (to 93 per cent of salary for 12 weeks); helps employees plan for a secure future with contributions to a defined-benefit pension plan; helps employees achieve work-life balance through flexible work arrangements and offers in-house seminars on topics such as health and wellness and stress management; invests in ongoing employee education through generous tuition subsidies (to $7,000) for courses taken at outside institutions and provides opportunities for employees to work on exchange with other central banks and finance organizations; hosts a popular calendar contest with employee photographers competing to have their best work showcased in the bank’s annual calendar.

Ottawa

1,454

Canada Mortgage and Housing Corporation

Administration of Housing Programs

Helps employees plan for the long-term with contributions to a defined-contribution pension plan, retirement planning assistance and health benefits that extend to retirees; new employees receive three weeks of paid vacation allowance to start and can schedule additional time off with paid personal days off; maintains a flexible health benefits plan that allows employees to customize levels of coverage to suit their personal needs and transfer unused credits to additional salary or savings; also offers an annual wellness flex credit to engage employees in physical activity and help cover the costs of gym membership or registration (to $350); supports employees who are new mothers, fathers or adoptive parents with generous maternity and parental leave top-up payments and offers an option to extend their leave into an unpaid leave of absence; encourages employees to achieve work-life balance with a variety of alternative work arrangements including flexible hours, shortened and compressed work weeks, telecommuting and a formal earned days off program; offers compassionate leave top-up payments for employees who are called upon to care for a loved one (to 93 per cent of salary for up to eight weeks).

Ottawa

1,887

Canada Revenue Agency

Administration of General Economic Programs

Provides maternity and parental leave top-up payments to employees who are new mothers (to 93 per cent of salary for up to 52 weeks) and offers an option to extend their leave into an unpaid leave of absence; also supports employees who are new fathers or adoptive parents with parental top-up (to 93 per cent of salary for up to 37 weeks); encourages employees to balance work and their personal lives with telecommuting, flexible work hours and shortened and compressed work weeks; invests in ongoing employee education with subsidies for tuition and professional accreditation plus a variety of in-house and online training options including apprenticeship opportunities; helps cultivate the professional development of high-potential employees through formal mentoring, leadership training and career planning services.

Ottawa

40,026

Canadian Internet Registration Authority

Business Associations

Provides maternity and parental leave top-up payments for employees who are new mothers, fathers or adoptive parents (to 85 per cent of salary for up to 17 weeks) and offers flexible hours for when they are ready to return to work; helps employees who are called upon to care for a loved one with compassionate leave top-up payments (to 85 per cent of salary for up to eight weeks); offers referral bonuses as a reward for employees who refer a candidate that is successfully hired by the organization (to $1,000); supports ongoing employee development with tuition subsidies for job-related courses, a range of in-house and online training programs, and subsidies for professional accreditation; also provides opportunities for students and new grads to gain on-the-job experience through paid internships, co-op placements and summer student roles.

Ottawa

59

Canadian Medical Association

Professional Organizations

Supports employees who are new mothers with maternity leave top-up payments (to 95 per cent of salary for up to 17 weeks) and offers an option to extend their leave into an unpaid leave of absence; helps employees balance work and their personal lives with flexible hours, telecommuting and shortened and compressed work weeks; invests in ongoing employee development with subsidies for tuition and professional accreditation and a range of in-house and online training programs; also helps cultivate high-potential employees through formal mentoring, leadership development training and career planning services; encourages employees to give back to the community with paid time off to volunteer and supports a number of local, national and international charitable organizations each year; employees can prepare for the future with retirement planning assistance and contributions to a defined-benefit pension plan — also offers phased-in work options to help retiring employees transition to life after work.

Ottawa

142

Canadian Security Intelligence Service

National Security

Provides excellent maternity and parental leave top-up payments for new mothers (to 93 per cent of salary for 52 weeks) as well as parental leave top-up payments for new fathers and adoptive parents (to 93 per cent of salary for 37 weeks); helps employees balance work and their personal life with flexible hours, shortened and compressed work week options and personal paid days off; employees can apply for an unpaid leave of absence for a number of reasons, including continuing their education (up to three years), military service, spousal relocation, to accept political appointments and even to mount a campaign for elected office; established the Intergenerational Working Group on attraction and retention of employees in 2010 to better understand expectations and needs across all generations in the workplace; an advocate of diversity and inclusion, with appointed diversity champions at regional offices across Canada, and runs an annual diversity week to encourage employees to reflect on their individual diversity and what they bring to the organization; is committed to ongoing employee development and provides subsidies for tuition and professional accreditation as well as a variety of in-house and online training programs; helps older workers prepare for life after work with retirement planning workshops, contributions to a defined-benefit pension plan as well as health benefit coverage that extends to retirement (with no age limit); retired employees can keep in-touch through the Pillar Society, a social and professional representation committee for retirees.

Ottawa

3,299

Carleton University

Post-Secondary Schools

Employees working on campus can stay in shape by taking advantage of an on-site fitness facility complete with state-of-the-art exercise equipment, free membership, basketball, tennis and squash courts, yoga room, swimming pool and a field house with an indoor jogging and walking track; supports employees who are new mothers, fathers or adoptive parents with maternity and parental leave top-up payments and offers the convenience of an on-site daycare facility; helps employees achieve work-life balance with a full suite of alternative work arrangements, including flexible hours, shortened and compressed work week options, a 35-hour work week (with full pay), telecommuting and reduced summer hours; encourages employees to plan for the longer term with retirement planning assistance, contributions to a defined-benefit or defined-contribution pension plan and health benefits that extend to retirees (with no age limit); offers compassionate leave top-up payments for employees who are called upon to care for a loved one (to 95 per cent of salary for up to 17 weeks).

Ottawa

1,955

National Capital Region’s Top Employers 2015

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NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2015 Employer

Industry

Interest Points

City FT Employees in Canada

Champlain Community Care Access Centre / CCAC

Home Health Care Services

Encourages employees to prepare for the future with retirement planning assistance and generous contributions to a defined-benefit pension plan as well as phased-in work options to help retiring employees transition to life after work; invests in the long-term development of employees through subsidies for tuition and professional accreditation, formal mentoring and a variety of in-house and online training programs; also helps cultivate high-potential employees with formal mentoring, leadership development training and career planning services; provides maternity and parental leave top-up payments for employees who are new mothers (to 93 per cent of salary for 25 weeks) as well as parental leave top-up for new fathers and adoptive parents (to 93 per cent of salary for 10 weeks); supports employee efforts to achieve work-life balance with flexible hours, shortened work weeks, telecommuting and a 35-hour work week (with full pay); new employees receive four weeks of paid vacation allowance to start, moving to a maximum of six weeks over the course of their careers.

Ottawa

632

Children’s Hospital of Eastern Ontario

General Medical and Surgical Hospitals

Encourages employees to prepare for the long-term with contributions to a defined-benefit pension plan and health benefits that extend to retirees; new employees start at three weeks of paid vacation allowance, moving to a maximum of seven weeks over the course of their careers; provides maternity and parental leave top-up payments to employees who are new mothers (to 84 per cent of salary for up to 25 weeks) and parental top-up for new fathers and adoptive parents (to 84 per cent of salary for up to 10 weeks); also offers an option for new parents to extend their leave into an unpaid leave of absence as well as flexible hours upon their return; helps employees develop their professional skills with tuition subsidies for job-related courses (to $4,000) as well as a variety of in-house and online training programs; an environmentally-conscious organization that maintains a green health-care committee responsible for identifying, developing, and implementing sustainability action plans for waste management, education, energy conservation and purchasing.

Ottawa

1,460

Cité Collégiale, La

Post-Secondary Schools

New employees receive three weeks of paid vacation allowance to start as well as paid time off during the winter holiday season; encourages ongoing employee development with subsidies for tuition and professional accreditation as well as a variety of in-house and online training programs; supports employees who are new mothers with maternity and parental leave top-up payments (to 93 per cent of salary for up to 52 weeks) and parental top-up for new fathers and adoptive parents (to 93 per cent of salary for 37 weeks); also offers new parents an option to extend their leave into an unpaid leave of absence as well as the convenience of an on-site daycare facility; helps employees balance work and their personal lives with flexible hours, shortened and compressed work weeks, telecommuting and a 35-hour work week (with full pay).

Ottawa

465

Communications Security Establishment

National Security

Employees can take advantage of a variety of on-site amenities, including a quiet room for meditation and religious observance, an on-site cafeteria (with healthy and special diet menus) and a fitness facility with exercise equipment, a basketball court and shower facilities; invests in the long-term development of its employees with tuition subsidies for courses taken at outside institutions, financial bonuses for some course completion, and a variety of in-house and online training programs, including apprenticeship opportunities; provides students and new grads opportunities to gain on-the-job experience with paid internships, co-op placements and summer student roles; supports employees who are new mothers with exceptional maternity and parental leave top-up payments (to 93 per cent of salary for 52 weeks) and parental top-up for new fathers or adoptive parents (to 93 per cent of salary for 37 weeks); also offers new parents an option to extend their leave into an unpaid leave of absence as well as the convenience of an on-site daycare facility; helps employees prepare for the future with retirement planning assistance, contributions to a defined-benefit pension plan and health benefits that extend to retirees.

Ottawa

2,170

Conference Board of Canada, The

Management Consulting Services

Invests in ongoing employee development with tuition subsidies for job-related courses (to $2,000), a variety of in-house and online training programs, and subsidies for professional accreditation; also offers students and new grads opportunities to gain on-the-job experience with paid internships, co-op placements and summer student roles; encourages employees to prepare for the future with retirement planning assistance and generous contributions to a matching RSP plan — also hosts an annual alumni reception to encourage former employees to stay connected with the organization; supports employee efforts to achieve work-life balance with a full suite of alternative work arrangements including flexible hours, shortened and compressed work weeks, telecommuting, reduced summer hours and a 35-hour work week (with full pay); provides maternity and parental leave top-up payments for employees who are new mothers, fathers or adoptive parents (to 75 per cent of salary for 17 weeks) as well as an option to extend their leave into an unpaid leave of absence.

Ottawa

207

Correctional Service of Canada

Correctional Institutions

Encourages employees to plan for the long-term with retirement planning assistance, contributions to a defined-benefit pension plan and health benefits that extend to retirees; supports employee efforts to achieve work-life balance through flexible hours, telecommuting and shortened and compressed work weeks; provides exceptional maternity and parental leave top-up payments for employees who are new mothers (to 93 per cent of salary for 52 weeks) as well as an option to extend their leave into an unpaid leave of absence; also supports employees who are new fathers or adoptive parents with generous parental leave top-up (to 93 per cent of salary for 37 weeks); new employees start at three weeks of paid vacation allowance and can schedule additional time off through a formal earned days off program.

Ottawa

20,638

Department of Finance Canada

Administration of Economic Programs

Invests in ongoing employee development with in-house apprenticeships, tuition subsidies, extensive in-house and online training programs and formal mentoring — employees can also apply for unpaid educational leaves-of-absence for up to one year; manages a work-life balance committee and supports employees’ efforts to balance work and their personal life through alternative work arrangements including flexible hours, telecommuting and shortened and compressed work week options (depending on employee group); also offers a pre-retirement transition leave option for employees within two years of retirement — participants can reduce their work week but maintain regular health benefits and pension contributions; provides maternity and parental leave top-up payments to employees who are new mothers (to 93 per cent of salary for 52 weeks) as well as parental top-up for new fathers or adoptive parents (to 93 per cent of salary for 35 weeks); is an active recruiter of young people and provides various opportunities to gain on-the-job experience through paid internships, co-op programs and summer student positions; new employees start with three weeks of paid vacation and previous work experience is considered when setting individual vacation entitlement; employees can take advantage of retirement planning assistance services and enjoy the stability of a defined-benefit pension plan — and receive a signed letter from Canada’s Prime Minister upon retirement.

Ottawa

791

Egg Farmers of Canada

Business Associations

New employees start at three weeks of paid vacation allowance and enjoy reduced office hours during the summer months; supports employees who are new mothers or fathers with maternity and parental leave top-up payments (to 70 per cent of salary for 15 weeks) and offers flexible hours for when they are ready to return; employees working at the organization’s head office can keep fit by taking advantage of an on-site fitness facility which offers free membership, accessibility outside of work hours and a variety of exercise equipment; helps employees save for retirement with contributions to a defined-contribution pension plan; recognizes exceptional employee performance through peer-nominated Good Egg and Get Cracking awards at the organization’s annual staff conference.

Ottawa

55

Export Development Canada

International Trade Financing

Invests in ongoing employee development through generous tuition subsidies for courses taken at outside institutions (to $20,000), a variety of in-house and online training programs, plus subsidies for professional accreditation; also manages an academic scholarship program for children of employees who are interested in pursuing post-secondary studies (to $2,700 per child); supports employees who are new mothers with maternity and parental leave top-up payments (to 95 per cent of salary for 26 weeks) and provides a subsidy for in vitro fertilization (to $25,000); also offers parental leave top-up for new fathers and adoptive parents (to 95 per cent of salary for 18 weeks) as well as an option for all new parents to extend their leave into an unpaid leave of absence; encourages employees to balance work and their personal lives with flexible hours, telecommuting and shortened and compressed work weeks; helps employees prepare for the long-term with retirement planning assistance, contributions to a defined-contribution pension plan and health benefits that extend to retirees.

Ottawa

1,261

Health Canada / Santé Canada

4

Administration of Public Health Programs

Invests in ongoing employee development through subsidies for tuition and professional accreditation, and a variety of in-house and online training programs, including apprenticeship opportunities; maintains a flexible health benefits plan that allows employees to customize levels of coverage to suit their personal needs; supports employees who are new mothers with maternity and parental leave top-up payments (to 93 per cent of salary for 52 weeks) as well as parental top-up for new fathers or adoptive parents (to 93 per cent of salary for 37 weeks); also offers new parents an option to extend their leave into an unpaid leave of absence and manages an on-site daycare facility; encourages employees to plan for the long-term with health benefits that extend to retirees (with no age limit), retirement planning assistance, and contributions to a defined-benefit pension plan; participates in the Federal Internship for Newcomers Program, organized by Citizenship and Immigration Canada, which works with a variety of local community organizations to screen new Canadian job-seekers for employment, and eligible candidates apply for positions based on the needs of participating departments.

N ational Capital Region ’s To p E mp lo y e r s 2 0 1 5

Ottawa

9,476

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2015 Employer

Industry

Interest Points

City

FT Employees in Canada

Hydro Ottawa Limited

Electric Power Distribution

Supports ongoing employee development through tuition subsidies for job-related courses, financial bonuses for some course completion and a number of in-house and online training programs, including various apprenticeships delivered in partnership with Algonquin College; new employees start with three weeks of paid vacation allowance and can schedule additional time away with personal paid days off; helps employees prepare for the long-term with retirement planning assistance, contributions to a defined-benefit pension plan and health benefits that extend to retirees; provides maternity and parental leave top-up payments for employees who are new mothers (to 90 per cent of salary for up to 25 weeks) as well as parental top-up for new fathers and adoptive parents (to 90 per cent of salary for up to 10 weeks); encourages employees to stay in shape with free access to an on-site fitness facility, complete with exercise equipment, instructor-led classes such as yoga, as well as on-site fitness and health assessments.

Ottawa

666

Kinaxis Inc.

Software Publishers

Helps employees develop their professional skills through a variety of in-house and online training programs, formal mentoring, leadership training and subsidies for tuition and professional accreditation; established Hackathon Week to challenge employees to utilize their skills and creativity to improve an aspect of the organization’s internal process or external product offerings — employees may work alone or in teams and present their proposed innovation at the Hackathon Hoscar Party; employees working at the company’s head office can take advantage of a variety of on-site amenities, including a nap room, an employee lounge and free access to an on-site fitness facility, which includes exercise equipment and personalized fitness programs; cultivates an ownership culture through a share purchase plan available to all employees; offers a range of additional financial benefits, including signing and year-end bonuses for some employees and referral bonuses (to $1,000); also encourages employees to save for retirement with contributions to a matching RSP.

Kanata

181

Medical Council of Canada

Professional Organizations

Supports employees who are new mothers, fathers or adoptive parents with maternity and parental leave top-up payments (to 100 per cent of salary for 17 weeks) and offers an option to extend their leave into an unpaid leave of absence; helps employees balance work and their personal lives with flexible hours, compressed work weeks, telecommuting and a formal earned days off program; new employees receive three weeks of paid vacation allowance to start and can schedule additional time away with personal paid days off; encourages employees to save for the long-term with generous contributions to a defined-benefit pension plan and offers phased-in work options to help retiring employees transition to life after work; invests in ongoing employee education with generous tuition subsidies for courses taken at outside institutions (to $30,000) as well as a variety of in-house and online training programs.

Ottawa

152

Montfort Hospital / Hôpital Montfort

General Medical and Surgical Hospitals

Encourages employees to plan for the future with retirement planning assistance, matching RSP contributions and health benefits that extend to retirees; supports employees who are new mothers, fathers or adoptive parents with maternity and parental leave top-up payments and offers flexible hours upon their return; helps employees develop their professional skills through in-house and online training programs, including apprenticeship opportunities and formal mentoring; also provides opportunities for students and new grads to gain on-the-job experience with paid internships, co-op placements and summer student roles.

Ottawa

1,002

Ottawa Catholic School Board, The

Elementary and Secondary Schools

Supports employees who are new mothers with maternity leave top-up payments (to 100 per cent of salary for six weeks followed by 75 per cent of salary for an additional 11 weeks); also provides parental top-up for employees who are new fathers or adoptive parents and offers an option to extend their leave into an unpaid leave of absence; encourages employees to balance work and their personal lives with a variety of alternative work arrangements including flexible hours, shortened and compressed work weeks and reduced summer hours; new employees also receive paid time off during the winter holiday season and can schedule additional time away through a formal earned days off program; helps employees prepare for the future with retirement planning assistance and contributions to a defined-benefit pension plan.

Ottawa

3,720

Ottawa MacdonaldCartier International Airport Authority

Airport Operations

Supports employees who are new mothers with maternity leave top-up payments (to 100 per cent of salary for 17 weeks) and offers parental top-up to employees who are new fathers or adoptive parents (to 100 per cent of salary for 13 weeks); encourages employees to balance work and their personal commitments with flexible hours, shortened and compressed work weeks and a formal earned days off program; helps employees develop their professional skills through a variety of in-house and online training programs and tuition subsidies for courses taken at outside institutions; employees can prepare for the long-term with contributions to a defined-contribution pension plan and health benefits that extend to retirees.

Ottawa

142

Ottawa, City of

Municipal Government

Employees working at the city’s main location (City Hall) can enjoy a number of on-site amenities including a quiet room for meditation and reflection, cafeteria (with healthy and special diet menus), a fitness centre with subsidized membership, exercise equipment and instructor-led classes such as yoga and kickboxing; helps employees achieve work-life balance through a variety of alternative work arrangements including flexible hours, telecommuting and shortened and compressed work week options; recently launched a workplace wellness and productivity network to provide employees with access to resources on physical, mental and emotional health and well-being; provides maternity and parental leave top-up payments to employees who are new mothers, fathers or adoptive parents and offers an option to extend their leave into an unpaid leave of absence; encourages employees to develop their skills through in-house apprenticeships and offers a number of leadership training programs to help foster high-potential employees; as part of the city’s sustainable focus, maintains an environmental working group, responsible for coordinating environmental initiatives across the city, and recently created environmental excellence awards to recognize employees who have made significant contributions to a greener, sustainable community.

Ottawa

12,130

Perley-Robertson, Hill & McDougall LLP / s.r.l

Law Firms

Encourages employees to prepare for the future with retirement planning assistance and contributions to a defined-contribution pension plan — also offers phased-in work options to help retiring employees transition to life after work; helps employees achieve work-life balance through a variety of alternative work arrangements, including flexible hours, shortened work weeks, telecommuting and a formal earned days off program; supports employees who are new mothers, fathers or adoptive parents with maternity and parental leave top-up payments (to 95 per cent of salary for up to 12 weeks) and offers an option to extend their leave into an unpaid leave of absence; employees can continue to develop their professional skills with in-house training programs, tuition subsidies for job-related courses and subsidies for professional accreditation.

Ottawa

120

Pythian

Computer Systems Design Services

Encourages an ownership culture through a share purchase plan available to all employees — and helps them save for retirement with contributions to a matching RSP plan; supports ongoing employee development with generous tuition subsidies (to $5,000), formal mentoring, a variety of in-house and online training programs as well as subsidies for professional accreditation; also offers students and new grads opportunities to gain on-the-job experience through co-op placements and summer student roles; provides introductory maternity and parental leave top-up payments for employees who are new mothers, fathers or adoptive parents and offers flexible work hours upon their return; the company subsidized Pythian Team Spirit Committee organizes a number of social events and celebrations throughout the year, including separate holiday celebrations for employees and children, go-karting, Geek Pride Day and Hometown Pride Spirit Week.

Ottawa

145

University of Ottawa

Post-Secondary Schools

Employees working at the university’s main campus can take advantage of a variety of on-site amenities, including a quiet room for meditation and religious observance, a cafeteria (with healthy and special-diet menus) and subsidized access to a fitness facility, complete with state-of-the-art exercise equipment, basketball and squash courts and instructor-led classes, such as Zumba and spinning; encourages employees to prepare for the future with retirement planning assistance and contributions to a defined-benefit or defined-contribution pension plan (depending on employee group) — also offers phased-in work options to help retiring employees transition to life after work; new employees receive three weeks of paid vacation allowance to start as well as paid time off during the winter holiday season; supports employees who are new mothers, fathers or adoptive parents with maternity and parental leave top-up payments and offers an option to extend their leave into an unpaid leave of absence; helps employees balance work and their personal lives with flexible hours, shortened work weeks, a 35-hour work week option (with full pay) and reduced summer hours.

Ottawa

3,141

National Capital Region’s Top Employers 2015

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NATIONAL CAPITAL REGION’S

TOP EMPLOYERS 2015

SPONSOR CONTENT

Transforming hopes and dreams into skills

A

lgonquin College takes the happiness of its employees seriously.

Very seriously.

From the top down, staff at every level are encouraged to provide an open and transparent work environment based on the college’s core values — caring, learning, integrity and respect.

“One of the things we are most proud of, really, is our commitment to employee engagement and personal development,” says Gerry Barker, vice-president of human resources at Algonquin College.

“We take pride in ensuring our employees feel like they’re a real part of a family.”

A big family, too. Algonquin College has its main campus in Ottawa, plus satellite campuses in Pembroke and Perth, Ont., as well as international partnerships around the world, including Saudi Arabia and Kuwait.

Close to 1,300 full-time employees and 1,800 part-time employees work at the college, which has about 20,000 full-time students.

The college’s mission statement is “to transform hopes and dreams into skills and knowledge, leading to lifelong career success,” says Barker.

“That’s talking about students, but I think we do the same for our employees as well.”

Every new full-time and part-time employee’s first day features a half-day orientation where they are welcomed by Algonquin College’s president Cheryl Jensen and the human resources team.

During their orientation, each new

Algonquin College

Algonquin College Pembroke campus students and employees prepare for their annual Fall games.

employee is paired up with a mentor, who helps them navigate the new position and get adjusted to life at the college.

A few months into the new position, each new employee meets again with the president and the executive team for breakfast, says Barker.

“It’s a chance to get their feedback on the first few weeks and answer any new questions they may have.”

Transparency among management and staff is key to the college’s success, says Barker, who notes that all of the president’s expenses are posted online, as well as her complete contract.

Jensen often attends quarterly coffee meetings for all employees, including

those in Perth and Pembroke, Ont. “Administration and management make every effort to give employees a break to go mix and mingle with everyone,” Barker says.

In addition to regular meetings with managers, Algonquin also offers partial tuition reimbursements — for certificate programs, bachelor’s, master’s and even PhD degrees — for employees looking to upgrade their own education.

Employees can even take a master’s degree in education on campus, thanks to a partnership with St. Francis Xavier University.

And the President’s Star Awards and the Annual Employee Awards recognize

YEARS IN BUSINESS: 47 NUMBER OF EMPLOYEES: 1,265 fulltime and 1,820 part-time.

LOCATIONS: Ottawa, Perth and Pembroke, Ont.; Jazan, Saudi Arabia; Kuwait. Partner campuses in China, India and Montenegro.

MAIN CAMPUS LOCATION: Ottawa HIRING INCENTIVES: Health and dental, pension, employee assistance plan, vacation, life insurance, short- and long-term disability benefits, professional development allowances, partial tuition reimbursement (for employees and their children if they come to Algonquin full time). For some employees: prepaid leave plan, bonus, pay premiums, special allowance.

FACULTY: Sabbaticals are considered with up to 80 per cent salary for one year.

Short-term faculty assignments in China, India, Saudi Arabia, Montenegro, and Serbia.

ADMIN & SUPPORT STAFF: Up to 30 vacation days plus Christmas break.

APPLICATION PROCESS: www.algonquincollege.com/careers outstanding employees each year.

“We’re there for our students,” Barker says.

“And we’re there for our employees, too.”

This story was produced by Postmedia’s advertising department on behalf of Algonquin College for commercial purposes.

Postmedia’s editorial departments had no involvement in the creation of this content.

JOIN OUR TEAM A global leader in digitally connected applied education.

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Algonquin College is a dynamic and exciting place to work. Over 3,000 employees work as a team to serve the diverse needs of more than 50,000 full and part-time students.

Visit algonquincollege.com/careers OTTAWA PERTH PEMBROKE ONLINE INTERNATIONAL

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NATIONAL CAPITAL REGION’S

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D

Workers tap their potential at AUCC

uring her internship at the Association of Universities and Colleges of Canada (AUCC), Danielle Lenarcic Biss was pleasantly surprised at the opportunities provided to develop her skills.

Rather than fetching coffee or running meaningless errands, Lenarcic Biss was researching best practices across university campuses and entrusted with the files of policy analysts from multiple teams.

“I was getting exposed to lots of different things in the workplace, jumping right in and getting my hands dirty,” says the recent psychology grad, whose contract on the research and international relations team has since been extended.

“Everyone I work with here is really enthusiastic, team-oriented and shares a common commitment to higher education, which I appreciate as a recent grad who still misses the community of school.”

As the voice of Canada’s universities, the AUCC represents 97 member institutions across the country and promotes the interests of higher education, research and innovation. Part of its success lies in its ongoing drive to recruit interns and co-op students into their workforce, says Christine Tausig Ford, vice-president and COO at AUCC. “We are big believers in co-op students — it’s a terrific way to get access to new ways of looking at things, fresh ideas and talent. We often keep them on after they’ve finished their co-op or intern-

Association of Universities and Colleges of Canada

AUCC staff members at their annual all-day retreat that was held this past September.

ship term because they’ve contributed so much,” says Tausig Ford, who started working with AUCC more than 30 years ago as a staff writer.

“Canadian universities contribute to both the social and economic prosperity of the country. They educate the next generation of students who will be developing skills for jobs not only today but tomorrow; they’ll be working for the next 40 years and end up transforming the country,” says Tausig Ford. “Our employees know they are doing important work that benefits universities, students and Canada.”

For Brian Pépin, his position as an issues co-ordinator in the executive office has struck a good balance between applying the skills learned through his degrees

and acquiring a new familiarity with higher education from an administrative perspective.

“It’s definitely a different perspective, but a great learning opportunity,” he says.

“It’s great to work for an organization that practices what they preach in terms of offering opportunities that are directly relevant to people’s education.”

Pépin also appreciates the generous benefits package at AUCC, including four weeks’ vacation and office closures between Christmas and New Year’s. Social activities are frequent and fun, from Halloween chili cookoffs and costume contests to staff retreats.

All staff have access to a fitness facility in their building, free yoga classes at lunch

YEARS IN BUSINESS: 104 NUMBER OF EMPLOYEES: 85 LOCATIONS: Ottawa HEAD OFFICE: Ottawa POSITIONS EMPLOYED: Policy analysts; government relations officers; communication specialists, program officers; writers; publication experts; administrative support; corporate services and management.

SALARY RANGE: Competitive; based on education and experience.

HIRING INCENTIVES: Four weeks vacation for professional and management staff and three weeks for administrative staff; an extra week vacation after five years of service; attractive pension plan; group insurance plan (life, medical, dental); fitness subsidy; paid maternity and parental leave; postsecondary scholarships for children of employees; Leave 4 Change volunteer program.

APPLICATION PROCESS: aucc.ca and up to $200 per year toward fitnessrelated activities.

“I was drawn into the work I do here right away. It’s great to be able to grow my career at such an early stage,” says Pépin.

This story was produced by Postmedia’s advertising department on behalf of the Association of Universities and Colleges of Canada for commercial purposes.

Postmedia’s editorial departments had no involvement in the creation of this content.

The voice of Canada’s universities www.aucc.ca

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NATIONAL CAPITAL REGION’S

TOP EMPLOYERS 2015

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Carleton more a community than a workplace

S

tudents searching for higher learning have come to recognize Carleton University as a leading post-secondary institution.

A dynamic research and teaching university located in Ottawa, Carleton is a national leader in the study of public affairs and management, journalism and high technology. The university also offers outstanding programs in both the undergraduate and graduate levels in the major disciplines of the arts and social sciences, science, business, public affairs, and engineering and design.

Though many know that Carleton is a great place to study, it’s also an exceptional place to work. In fact, it’s one of the National Capital Region’s Top Employers.

Located on a stunning campus bordered by the Rideau River and Canal, employees are inspired by Carleton’s scenic backdrop and its commitment to its staff.

“Carleton employees have rich, challenging careers and enjoy a wonderful work environment,” says Terrence Odin, manager, HRIS and payroll services.

Employees receive an array of benefits, including the opportunity to participate in and attend numerous cultural and community-based activities that happen year-round at the university, free Carleton tuition for the employee, spouse and dependents with no annual or lifetime limits on the amount paid, unlimited free use of world-class athletic facilities, as well as free library privileges, a generous pension

Carleton University

Professor Howard Nemiroff with students. Photo: Carleton University

plan, up to five weeks of vacation, with with additional personal days, ample sick leave allowance and generous dental and health benefits.

With all of these initiatives, it’s no surprise the average length of service at Carleton is 14 years.

“Many of our employees have worked for more than 25 years at the university; some in the 40-plus range,” says Odin.

“We hear most often that Carleton is less workplace and more of a community.

There aren’t many workplaces where you can cheer on your own championshipwinning basketball team and take part in a variety of social and healthy workplace themed events, while at the same time

supporting world-class teaching and research.”

Carleton offers a wide range of careers and supports employees in the development of their own career path, including Carleton Leader and Service Excellence.

Carleton Leader is a leadership development initiative that engages leaders and emerging leaders from Carleton’s academic and professional services groups in an interactive and reflective process. Service Excellence engages staff in discussion on the needs of their customers, while nurturing the qualities that contribute to a culture of continuous improvement.

“This is achieved by ensuring that the

NUMBER OF EMPLOYEES: 2,000 continuing, 3,000 to 4,000 casual HEAD OFFICE: Ottawa POSITIONS EMPLOYED: Includes administrative and technical staff, faculty, facilities management, security.

WAGE RANGE: For continuing staff the range is $40,000 to $350,000.

HIRING INCENTIVES: Relocation allowances.

APPLICATION PROCESS: Jobs for administrative staff are posted on the human resources website (carleton.ca/hr/employment-opportunities). Faculty positions can be found on the Faculty Affairs website (carleton.ca/ facultyrecruitment) people, processes and technologies employed at Carleton are aligned to help us work together to exceed the expectations of Carleton students, staff, faculty and external partners,,” says Odin, who adds he has made three career changes since arriving at Carleton 14 years ago.

“I can think of no other employer that would have been able to provide me the opportunity to make these changes or would have supported me with the training and guidance I needed in order to be successful.”

This story was produced by Postmedia’s advertising department on behalf of Carleton University for commercial purposes.

Postmedia’s editorial departments had no involvement in the creation of this content.

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NATIONAL CAPITAL REGION’S

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Egg Farmers of Canada employees set up to thrive

N

ow in its fifth decade as one of Canada’s leading agriculture organizations, Egg Farmers of Canada has the unique role of managing the national egg supply and promoting egg consumption while representing more than 1,000 regulated egg farmers from coast to coast.

The company works closely with provincial and territorial egg boards, industry organizations and government to ensure a healthy, strong and sustainable egg industry characterized by continuous improvement.

From its Ottawa office, it also administers national on-farm programs, fulfils its commitment to research, carries out government and media relations and runs national marketing and nutrition programs — none of which would be possible if it didn’t first invest in its employees.

“Our staff is challenged, motivated, constantly learning and, most importantly, excited about the work they do,” says Tim Lambert, CEO. “Our staff has a clear understanding of our business plan and vision. To meet these aggressive corporate objectives, we assemble cross-functional teams. We hire the best and brightest and we nurture their development by encouraging these self-starters to take initiative and propose improved methods of approaches.”

To foster a culture of high performance and engagement, Egg Farmers of Canada offers opportunities to all employees to improve their skills through professional

Egg Farmers of Canada

Egg Farmers of Canada employees take part in their annual staff conference day.

development programs and training on an annual basis.

“We offer regular lunch-and-learns, which range from ergonomics, health and fitness, retirement planning, and emotional intelligence training,” says Lambert.

“We also host weekly on-site French language training available to anyone who would like to improve their French language proficiency.”

Egg Farmers of Canada also takes the time to recognize its staff’s work and celebrate their achievements. .

“We do this by recognizing key employee milestones, like length of service, with unique rewards like our gold egg pins to monetary rewards,” says Lambert, who adds the company also highlights hard work with its peer-nominated awards, the Good Egg Award and Get Cracking Award.

Community involvement is part of the company’s culture. In fact, Egg Farmers of Canada received the 2014 Crystal Egg Award for outstanding commitment to corporate and social responsibility, a prestigious international award presented by the International Egg Commission.

Some of its community-driven initiatives include donating fresh eggs to Food Banks Canada, partnering with The Breakfast Club of Canada to provide thousands of breakfasts to hungry children every day, supporting Project Canaan, an initiative that helps address food insecurity and feeds orphaned children in Swaziland by sharing Canadian expertise on sustainable farming.

“Our team is challenged every day and are passionate about the work they do. We sustain a supportive and collaborative

YEARS IN BUSINESS: 43 NUMBER OF EMPLOYEES: 56 LOCATIONS: 1 in Ottawa POSITIONS EMPLOYED: Financial, marketing, communications, public affairs, nutrition, operations, analysts, economists, inspectors, trade policy, human resources, information technology, administrative.

HIRING INCENTIVES: Competitive salaries and year-end bonuses, generous company-paid benefit plan and six per cent employer matching pension plan, extra days off during summer statutory holidays, fitness subsidy, free underground parking, on-site gym and roof-top patio.

APPLICATION PROCESS: www.eggfarmers.ca/careers environment that equips our employees to thrive and give back to their community,” explains Lambert, adding that the organization receives strong support from its board.

“Egg Farmers of Canada’s board of directors have long endorsed Egg Farmers of Canada’s commitment to incorporate social responsibility into all aspects of the organization. Egg farmers across the country are deeply committed to living these values everyday — to giving back to their communities.”

This story was produced by Postmedia’s advertising department on behalf of Egg Farmers of Canada for commercial purposes.

Postmedia’s editorial departments had no involvement in the creation of this content.

Join Egg Farmers of Canada and be part of a passionate team with over 40 years of experience managing and promoting Canada’s supply of fresh, local, high-quality eggs.

Visit eggfarmers.ca to find out more.

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Hydro Ottawa employees put customers first

O

f the many highlights of Jordon Beach’s career, his all-time favourite was missing Christmas with his family to help a community devastated by an ice storm.

As part of a crew sent to the Toronto area last year, Beach worked tirelessly for ten days to help put the lights back on.

“Being able to restore power for families, especially at Christmas time, and seeing the looks on their faces when they had power again was truly rewarding,” says Beach, an apprentice powerline technician.

“People were coming outside to bring me food, and I was just doing my job. That was the most awesome thing I’ve experienced during my career.”

Like Beach, operations supervisor Rob Longpre also loves lending a helping hand.

“Over the 24 years I’ve worked here, there have been lots of different storms, and I’ve been able to do what I love during all of them — being outside fixing things, talking to people and helping get the power back on,” says Longpre.

From its investment in reliability and the community, to its reputation for being a good neighbour, it’s these defining characteristics that have been key to employee recruitment and retention at Hydro Ottawa.

What’s played a particularly important role is the organization’s investment in its employees.

“We’re interested in what they want to

Hydro Ottawa

Without hesitation, Hydro Ottawa employees volunteered to give up their holidays with family and loved ones to help restore power to residents in the hard-hit communities of Picton, Brampton and Toronto during the December 2013 ice storm.

do with their career and how that fits into where we’re going as a company,” says the utility’s chief of human resources, Lyne Parent-Garvey. “We need electrical engineers and it’s difficult to find experienced ones, so we have been training young graduates ourselves. We need powerline technicians, so we partnered with Algonquin College in the delivery of their powerline technician diploma program.

“We invest in people that way so we can prepare our next generation of workers.”

One example is Samantha Evelyn, a recently hired engineering intern whose career goal is to obtain her professional engineer designation.

“Hydro Ottawa has a great engineering training and development program and offers a lot of support. I work under the guidance of professional engineers who’ve been willing to show me the ropes and teach me the ways of the workplace” says Evelyn.

Communications officer Morgan Barnes concurs on the supportive environment — he worked his way up from the customer service group where he started.

“There’s a lot of opportunity to grow and learn, plus the chance to participate in company initiatives that benefit the community” he says. “This is a really caring workplace; there’s an open dialogue and expressed interest in what you’re interested

YEARS IN BUSINESS: 14 NUMBER OF EMPLOYEES: 693 LOCATIONS: Six in Ottawa HEAD OFFICE: Ottawa POSITIONS EMPLOYED: Office and field-based jobs in engineering, accounting, HR, communications, finance, IT, customer care and billing, conservation and demand management, electrical system design and operations, maintenance, construction and inspection. Apprenticeships, co-op terms and internships for tradespeople, technicians and technical professionals.

HIRING INCENTIVES: On-site training and learning opportunities; job-related tuition reimbursement; professional association memberships; on-site gym and access to fitness and wellness programs; disability and life protection; definedbenefit pension plan; coverage for hospital, medical, dental and vision for employees and their families.

APPLICATION PROCESS: Visit hydroottawa.com in, and then they help you achieve that.”

The outcome is a workforce that cares about their customers and the community, says Parent-Garvey.

“Our folks will give up their Christmas for the customer, so I think they’re pretty amazing at going above and beyond.”

This story was produced by Postmedia’s advertising department on behalf of Hydro Ottawa for commercial purposes.

Postmedia’s editorial departments had no involvement in the creation of this content.

Powering All Communities Hydro Ottawa is one of Ontario’s major distributors of electricity, a generator of green power, and a provider of energy conservation and management services. Hydro Ottawa’s more than 650 dedicated, skilled and engaged employees touch the lives of residents and businesses throughout the City of Ottawa and eastern reaches of the Province of Ontario every day.

We’re committed to creating an exceptional workplace and to being a great employer.

hydroottawa.com 10

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Catholic school board thrives on teamwork

T

he Ottawa Catholic School Board (OCSB) knows it takes a village to raise a child.

That’s why the OCSB is renowned for initiating conversations and programs with its staff that centre on how to make the Ottawa Catholic School Board a better place for all.

“We create a culture of innovation,” says Julian Hanlon, Director of Education with the board.

“We allow people the opportunity to take risks and share what they learned with the rest of the school system. We have a clear vision of where we want to go.”

The Ottawa Catholic School Board, as known today, was formed in 1998 when the school boards amalgamated across Ontario.

Though its mission is similar to other school boards with an emphasis on students’ education, what makes the OCSB unique is its dedication to students as a whole.

“We provide students with a wellrounded education for their mind, body and spirit,” says Hanlon.

Because of its dedication to its students, the OCSB garners above average Education Quality and Accountability Office scores in comparison to the province.

Part of its excellence is due to its unfaltering commitment to technology.

The OCSB is renowned for using technology to enhance the student learning experience. It is one of the first school boards in the province to go completely wireless, which is especially beneficial for students since it has a

Ottawa Catholic School Board

The Ottawa Catholic School Board — A place where excellence is recognized. Pictured are the 2014 recipients of the Director of Education Commendation awards and the Stephen H. Richardson awards with (centre) Archbishop Terrence J. Prendergast and Director of Education Julian Hanlon.

bring your own device policy. Going wireless also benefits staff because the OCSB has migrated to a Google Platform, allowing staff to network with one another.

“It’s great for sharing info, ideas and communicating with students and parents,” says Hanlon. “It keeps people connected on a regular basis.”

The OCSB also connects with its staff through collaborative initiatives and professional development programs. For instance, the board runs an extensive after-hours professional development program called ‘The Leadership Journey’ that sees more than 500 employees participating in

16 different programs.

“We want our employees to feel they’re a part of what we’re doing because they are,” says Hanlon. “We want to show them that we value what they do and are happy to give them the opportunity for professional and personal growth.”

This culture of collaboration has paid off for the OCSB in a big way — to the tune of $20 million, to be exact.

Its staff, through its own initiatives, developed an energy management system that lowered hydro and electricity bills and introduced green initiatives. It resulted in $20 million saved over the past nine years.

YEARS IN BUSINESS: 159 NUMBER OF EMPLOYEES: 4,135 LOCATIONS: 82 schools, multi-site treatment centre, adult high school, four adult education centres and head office.

HEAD OFFICE: Nepean POSITIONS EMPLOYED: Elementary, secondary and continuing education teachers, early childhood educators, educational assistants, administrative support, caretakers and skilled trades, managerial and professional.

HIRING INCENTIVES: Competitive salaries, professional development for all employees, pension, health and dental benefits for permanent employees, exceptional workplace morale, employee assistance program, vacation days and Christmas break.

To show appreciation for its staff, the OCSB has an array of programs to show recognition, including peer-nominated awards, appreciation nights for teachers that support the arts and sports programs, service pins and celebrations for those who have been employees for 15 years or more and a dinner for retired staff.

“We may be a big board, but we have a family feeling,” says Hanlon. “Our employees know we care.”

This story was produced by Postmedia’s advertising department on behalf of the Ottawa Catholic School Board for commercial purposes.

Postmedia’s editorial departments had no involvement in the creation of this content.

Helping your child build a successful future ocsb.ca

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EMPLOYERS

Now’s the time to apply!

Be one of the National Capital Region’s Top Employers in 2016.

To Apply!

go to

www.canadastop100.com/ottawa

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