Saskatchewan's Top Employers (2020)

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SASKATCHEWAN’S TOP EMPLOYERS 2020

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15th Annual Edition

SASKATCHEWAN’S TOP EMPLOYERS Anthony Meehan, PUBLISHER

Editorial Team:

p Employees of 3sHealth / Health Shared Services Saskatchewan at a staff development day.

Richard Yerema, MANAGING EDITOR

Kristina Leung, SENIOR EDITOR

Stephanie Leung, ASSISTANT EDITOR

Chantel Watkins, JUNIOR EDITOR

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Sponsored Profile Writers:

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All rights reserved. SASKATCHEWAN’S TOP EMPLOYERS is a trade mark of Mediacorp Canada Inc. Editorial inquiries: ct100@mediacorp.ca

3SHEALTH

2020 Magazine

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Saskatchewan’s Top Employers in its 15th year

his year marks a special milestone for the Saskatchewan’s Top Employers competition, which celebrates its 15th year. Inside the pages of this year’s announcement magazine, you’ll find a ‘catalogue of best practices’ describing how the province’s leading employers recruit and retain the best employees. The thread that runs through each of the winners is that they consistently improve their workplaces year after year.

In managing an annual competition like this, we inevitably hear from employers with over-the-top benefits or outlandish rewards for their staff – these perks often make the news. After 15 years, we can say these kinds of initiatives rarely earn an organization a place on the Saskatchewan’s Top Employers list.

It’s the small steps – like providing employees with paid time off to volunteer at a local charity, improving vacation allowance, or extending maternity and parental leave – that earn an employer a place among the province’s best.

From the earliest days of the competition, we also made a practice of writing detailed reasons for selection, explaining why each winner was chosen. It provides transparency in selecting winners and informs job-seekers about the kinds of benefits they should look for in an ideal employer. You can read

these reasons for each of this year’s winners online at ct100.ca/sk Providing written reasons also lets other employers discover what the best organizations are doing for their staff – and improve upon them, raising the bar for the competition. Our editors are careful to focus on initiatives that can be emulated by other employers, not expensive or big-budget perks and benefits that few organizations can afford.

After 15 years, we can also see that many of Saskatchewan’s best employers return to the list each year by making incremental improvements across a wide range of workplace policies and benefits. (On the competition homepage, above, you can review winners from all 15 years.)

The lesson for employers hoping to make next year’s list is not just patience, but to study carefully what the best employers are doing – then making incremental improvements to their workplaces. They’ll find a receptive ear not only among our editors but also on the part of current and prospective employees.

The real reward that awaits these employers isn’t a place on a top-employer list; it’s making a fundamental difference in the lives of their employees and becoming a stronger organization because of it.

– Tony Meehan

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The future of employment in Saskatchewan Saskatoon StarPhoenix

hat does the future look like in terms of employment in Saskatchewan in the coming years? Education seems to be the key.

t Elementary school teachers are among

the top five occupations that are expected to be most in demand, according to a recent Saskatchewan government report.

Although there will still be work for some people with limited education, signs indicate that more employers will be looking for employees with degrees, experience and training.

That conclusion is part of the Saskatchewan Labour Demand Outlook, a government report that looks at the years stretching from 2019 to 2023. Here are some other key takeaways. are a total of 98,000 job openings expected over the next five years, with most — 76 per cent — coming through attrition. That means 24 per cent will come through economic growth. In the report, openings are defined as the sum of expansion (“new jobs generated through economic activity”) and replacement (“existing jobs that have been vacated, mainly due to retirement, and require replacement”). will be looking for workers with training or experience. It is estimated that 68 per cent of openings will require management experience or a university degree, a post-secondary diploma or certificate, or apprenticeship training. There will still be room for employees with less training; an estimated 38 per cent of openings will require a high school education level or less.

WAVEBREAKMEDIA/POSTMEDIA

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© Employers

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top occupational group in terms of expected job openings is in sales and services, with 24,300 openings by 2023.

Next is trades/transport and equipment operators at 18,000, followed by business/ finance/administration at 17,000 and education/law and social community/ government at 11,700. The lowest

group is senior management, with 1,300 jobs projected. © Higher-skilled

job openings are expected to be more common than lower-skilled job openings in most occupations identified in the report. “In fact, occupations categorized in the natural and applied sciences group and the art, culture,

recreation and sport group are higherskilled by definition,” it reads. “Higherskilled jobs represent a larger share of job openings in natural resources and agriculture (77 per cent), education, law and social, community and government services (77 per cent), health (70 per cent) and business, finance and administration (64 per cent).”

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SASKATCHEWAN’S TOP EMPLOYERS 2020

Cont.

© What

are the top five jobs that will be found in expansion or growth-driven industries? Retail salespersons are number one, followed by transport truck drivers; retail and wholesale trade managers; food and kitchen support workers; and elementary/kindergarten teachers.

© What

are the top five jobs that will be found in attrition-driven industries providing job openings? They are: managers in agriculture; retail and wholesale trade managers; transport truck drivers; retail salespersons; and registered nurses/registered psychiatric nurses.

© According

to the 2019 Small Business Report, the most recent data shows that enterprises with less than 50 employees employ 31 percent of workers in Saskatchewan. About 99 per cent of the operations running in the province are small businesses.

In January of this year, Jeremy Harrison, minister of trade and export development, told Postmedia Saskatchewan that the province continues to face headwinds that are having “a significant impact on the labour market.”

But he was also bullish about the future, saying, “the world is going to continue to need what we have.”

– Postmedia staff

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FUTURE OF EMPLOYMENT

GREG HUSZAR/K+S POTASH

PHOTOS (CLOCKWISE FROM TOP): (1) Nursing opportunities will be in high demand for these students and their teacher at Southeast College, one of this year’s winners; and (2) Skilled trades positions, like this welder at the Bethune site of K+S Potash Canada, will also be in high demand.

SASKATCHEWAN’S TOP EMPLOYERS 2020

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2020

q On the job at K+S Potash.

WINNERS

The following organizations have been chosen as Saskatchewan’s Top Employers for 2020 (employee counts refer to full-time staff): 3SHEALTH / HEALTH SHARED SERVICES SASKATCHEWAN, Regina.

Healthcare support services. 130 employees. Considers previous work experience when setting individual vacation entitlements.

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CCESS COMMUNICATIONS CO-OPERATIVE LTD., Regina.

Cable television and telecommunications. 214 employees. Offers maternity leave top-up for new mothers, to 100 per cent of salary for up to 17 weeks.

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ORNERSTONE CREDIT UNION FINANCIAL GROUP LIMITED, Yorkton. Credit unions. 150 employees. Provides academic scholarships for children of employees pursuing post-secondary studies, to $1,000 per child.

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LAMAN SALES LTD., Saskatoon.

Farm equipment dealerships. 388 employees. Organizes a variety of social events and outings annually, including trips to professional sports games such as the Roughriders, the Saskatchewan Rush and the Saskatoon Blades.

FRIES TALLMAN LUMBER LTD., Regina. Lumber and building materials.

47 employees. Supports ongoing employee

GREG HUSZAR/K+S POTASH

CREATIVE OPTIONS REGINA, INC., Regina. Mental health support services.

131 employees. Offers monthly visits from a registered massage therapist as well as free yoga classes during the summer.

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SASKATCHEWAN’S TOP EMPLOYERS 2020

Saravong Kim is a business systems specialist at Information Services Corp.

2020 WINNERS

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development through in-house and online training initiatives, including apprenticeship programs.

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ROUP MEDICAL SERVICES / GMS INSURANCE INC., Regina.

Health and travel insurance. 109 employees. Provides maternity and parental leave top-up to new mothers and fathers, including adoptive parents, to 75 per cent of salary for up to 24 weeks.

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ARVARD DEVELOPMENT INC., Regina. Real estate management and development. 193 employees. Helps employees save for life after work through a defined contribution pension plan.

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GREG HUSZAR/ISC

INFORMATION SERVICES CORPORATION / ISC, Regina. Land registration. 338 employees. Supports ongoing employee education with tuition subsidies for courses taken at outside institutions.

NUTRIEN

ISM CANADA, Regina. IT consulting.

801 employees. Offers discounts on a wide range of products and services through the parent company’s “IBM Beneplace” program.

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+ S POTASH CANADA GPS, Saskatoon. Potash mining. 418 employees. Newly renovated LEED-certified head office features a rooftop deck with green roof, indoor bicycle storage and shower stalls.

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OSAIC COMPANY, THE, Regina. Phosphate and potash fertilizer manufacturing. 2,345 employees. Encourages employees to make healthy choices at home and at work with lunch and learn sessions and mini health challenges.

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UTRIEN, Saskatoon. Phosphate, nitrogen and potash fertilizer manufacturing. 5,734 employees.

Supported over 2,500 charities and community organizations in the past year, focusing its efforts on initiatives related to food solutions, youth and education, health and safety, and community building.

p Nutrien employees at the company’s potash facility in Allan, SK.

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ATTISON AGRICULTURE LTD., Swift Current. Farm equipment dealerships. 525 employees. Helps the next generation of talent gain careerlevel experience through summer employment and co-op placements.

SASKATCHEWAN’S TOP EMPLOYERS 2020

PATTISON AGRICULTURE

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SATCC

DAVID STOBBE/SASK. POLYTECHNIC

PHOTOS (CLOCKWISE FROM TOP): (1) Service technicians checking out equipment at Pattison Agriculture; (2) SATCC employee Oksana Azimov serving clients at the front desk; and (3) Indigenous students at Saskatchewan Polytechnic.

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SASKATCHEWAN’S TOP EMPLOYERS 2020

ANCH EHRLO SOCIETY, Regina. Charitable organizations.

675 employees. Helps employees balance their day-to-day responsibilities with paid personal days off, flexible hours and a telecommuting option.

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ASKATCHEWAN APPRENTICESHIP AND TRADE CERTIFICATION COMMISSION / SATCC, Regina. Apprenticeship and trade certification. 74 employees. Offers a wellness spending account of up to $330 per year as part of the organization’s health benefits plan.

SASKATCHEWAN BLUE CROSS, Saskatoon. Health and travel insurance.

191 employees. Head office employees have free access to an onsite fitness facility, which includes a group fitness studio and instructor-led classes.

p An SRC employee conducts research using an industrial CT Scanner.

SASKATCHEWAN CROP INSURANCE CORPORATION, Melville. Agricultural crop insurance.

362 employees. Created a “Balance Team”, responsible for the development of a wellness plan focused on psychological support and protection, workload management, and fitness and nutrition.

SASKATCHEWAN INDIAN GAMING AUTHORITY, Saskatoon. Casino operations. 1,283 employees. Along with three weeks of starting vacation, employees receive up to five paid personal days, which can be scheduled as needed throughout the year.

SASKATCHEWAN LIQUOR AND GAMING AUTHORITY, Regina. Liquor and gaming. 376 employees. Celebrates exceptional performance through a variety of award categories, including wellness and safety achievement, excellence and innovation, and team of the year.

p An employee at

Saskatchewan Workers’ Compensation Board at an ergonomic sit-or-stand workstation.

SASK. WCB

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Continued

SASK. RESEARCH COUNCIL

2020 WINNERS

SASKATCHEWAN’S TOP EMPLOYERS 2020

2020 WINNERS

Continued

SASKATCHEWAN POLYTECHNIC, Saskatoon. Post-secondary education.

1,514 employees. In addition to maternity and parental leave top-up, new parents have the option to extend their paid leave to an unpaid leave of absence.

SASKATCHEWAN RESEARCH COUNCIL, Saskatoon. Scientific research organizations. 307 employees. Hosts an annual Innovation Forum to showcase research and technology projects internally.

SASKATCHEWAN WORKERS’ COMPENSATION BOARD Regina.

Student advisor at u Southeast College works with a student.

Workplace injury prevention. 479 employees. Manages a unique lifestyle rewards program that includes desk deliveries of fresh fruit, lunch and learn sessions with guest speakers, and a monthly lifestyle newsletter.

SASKATOON, CITY OF, Saskatoon.

Municipal governments. 3,404 employees. Offers a unique opportunity for employees to share ideas and feedback with the city manager or other senior leaders over lunch.

SASKATOON POLICE SERVICE, Saskatoon. Police services. 679 employees. Helps employees plan securely for the future with contributions to a

defined benefits pension plan.

SASKPOWER, Regina. Power utilities.

3,368 employees. Health plan includes a generous flexible spending account, allowing employees to select additional health coverage that best suits their personal needs.

SASKTEL, Telecommunications. 2,839 employees. Manages a unique “Helping Our Own People” program to support employees whose needs cannot be addressed by traditional health benefits plans.

SOUTHEAST COLLEGE, Weyburn.

Post-secondary education. 32 employees.

New parents can take advantage of onsite childcare when they are ready to return to work.

SYNERGY CREDIT UNION LTD., Lloydminster. Credit unions. 174 employees. Rewards educational success with financial bonuses for the completion of specific courses, ranging from $150 to $1,800.

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ADERSTAD INDUSTRIES INC., Langbank. Farm equipment.

169 employees. Provides year-end bonuses for all employees as well as referral bonuses of up to $500.

— Richard Yerema & Kristina Leung

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SASKATCHEWAN’S TOP EMPLOYERS 2020

Taking action on mental health in the workplace

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R e g i n a L e a d e r -P o s t

t’s a startling statistic. Kevin Mooney, vice-president of prevention and employer services for the Saskatchewan Workers’ Compensation Board (WCB), said the WCB has seen a 142 per cent increase in mental health claims over the last two years, although these claims still only make up a mere 1.2 per cent of all work-related claims.

While many might look at the drastic rise in mental health claims as a bad sign, Joti Samra, CEO and founder of MyWorkplaceHealth, said this is actually a positive sign that the stigma around mental health in the workplace is dropping and that people are beginning to use the tools available to them.

YURI ARCURS/GETTY

Even after two decades of researching psychological health and safety, Samra is still surprised at how many people are hesitant to speak up about mental illness in their workplaces.

This is in stark contrast to how normalized it is for people to discuss physical health issues with coworkers and employees, and Samra said there should not be any distinction in how comfortable people feel talking about the two.

“Ultimately it comes down

SASKATCHEWAN’S TOP EMPLOYERS 2020

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WORKPLACE MENTAL HEALTH

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BRANDON HARDER/ REGINA LEADER-POST

to stereotypes and shame and stigma that people have about talking about (mental health) openly,” she said.

“The biggest issue is a lot of places still have fear about, ‘My goodness, if I start to talk about this, what’s that going to mean?’”

As the keynote speaker at WorkSafe Saskatchewan’s second annual psychological health and safety learning event, Samra said Saskatchewan — like the rest of the country — continues to face the challenge

of creating psychologically safe workplaces.

In her presentation, she noted that mental health and physical health issues often go hand-in-hand, with 70 to 80 per cent of people with one also reporting the other. Samra said this shows a need to view physical and mental health as intertwined, and that many of the contributing factors are the same for both.

To take a physically safe workplace and transform it into a psychologically safe workplace as well, Samra said employers need to raise awareness of mental health

and then take tangible steps to make sure employees have the supports they need.

“This is the biggest health issue that we deal with as a society, is just psychological health problems … Yet there just still continues to be so many barriers that people have to understanding that, which I think I still find confusing at times,” she said.

Mooney said the province’s employers are doing a good job of raising awareness around mental health, but now the jump needs to be made from awareness to action, and employers are looking for more tools

p Dr. Joti Samra, a practising

psychologist and founder of MyWorkplaceHealth.com, speaks at a recent WorkSafe Saskatchewan conference on mental health in the workplace.

to help make that jump.

“Now it’s how do we distil that and turn it into action, so that’s kind of here we’re going with our next steps in our strategy,” said Mooney.

Samra said one place employers can start in bringing about change is the National Standard of Canada for Psychological Health and Safety in the Workplace, a voluntary set of standards developed to help educate employers on ways they can make tangible changes.

– Lynn Giesbrecht

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SASKATCHEWAN’S TOP EMPLOYERS 2020

COR believes it takes courage to care 131

CREATIVE OPTIONS REGINA EMPLOYEES GETTING ACTIVE IN WASCANA PARK

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omething unexpected happened the year Benjamin Morris lived in England while his wife earned an MA there. Morris says when he left, his two younger brothers were boys; upon his return they were wellrounded young men. What had triggered this transformation?

Turns out they had started working at Creative Options Regina (COR).

Intrigued that COR could effect such positive change, Morris decided to investigate. What he discovered was a non-profit charitable organization with an unconventional approach to providing inhome support for people with intellectual disabilities and mental health challenges.

COR, rooted in the philosophy of Gentle Teaching, believes each individual has intrinsic value and deserves to be treated with dignity and respect. Instead of trying to “fix” the often-marginalized people they serve, COR caregivers work to build relationships with them and to learn about their needs and wishes.

“Our work demands a great deal of emotional strength and we want to make sure our employees are resilient.” __ Michael Lavis Executive Director

“The concept of meeting people where they’re at aligned with my core beliefs,” says Morris. “It was something I wanted to be a part of.” In 2015, he, too, came aboard.

With his degree in education, Morris joined others on the team with a myriad of backgrounds and no previous experience in the human services field. Everyone, however, goes through an exhaustive hiring and on-boarding process.

“Our focus is unique so fit is very important,” says executive director Michael Lavis. “We want to know whether someone shares our values and is passionate about making a difference.”

Lavis says COR is in the business of

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YEARS, AVERAGE AGE OF ALL EMPLOYEES

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OF EXECUTIVE TEAM ARE WOMEN TURNOVER RATE FOR FULL-TIME EMPLOYEES

caring for people and that starts with its own employees. Sometimes that means simply having fun. Events like barbecues, team sports competitions and local festivals provide opportunities to de-stress and connect with co-workers and the larger community.

“Our work demands a great deal of emotional strength and we want to make sure our employees are resilient,” Lavis says.

So when Morris approached him with a proposal to open a studio for employees’ artistic pursuits, Lavis agreed. By coincidence, a suitable space became available in an adjacent building to the COR HQ. Morris, creative director, COR studio, now oversees a hub of activity where employees can spend up to five paid hours a week sharing their talents and pastimes with others.

“A lot of people believe the only way to grow in an organization is up,” he says. “But I personally believe that when you build people left to right, you build stronger people. That’s what this studio does.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Creative Options Regina

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ob proud t

creativeoptionsregina.ca

Empowering People, Inspiring Change

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SASKATCHEWAN’S TOP EMPLOYERS 2020

Jobs are built to last at Fries Tallman Lumber 47

FULL-TIME STAFF IN CANADA

46 33%

YEARS, LONGESTSERVING EMPLOYEE

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FRIES TALLMAN LUMBER INVESTS IN SIGNIFICANT TRAINING TO IMPROVE ITS EMPLOYEES' SKILLS, INCLUDING IN-HOUSE AND ONLINE COURSES

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ighteen years ago, Derek Dodd’s first job after high school was not a success. “I worked for a couple of weeks and didn’t love it,” he says.

“Then I heard about a position at Fries Tallman Lumber and I’ve been here ever since.”

Dodd is now a senior salesperson at the Regina location of Fries Tallman Lumber (pronounced “Frees” Tallman), one of the oldest independently owned retail lumber yards in Saskatchewan. “When I came here, I knew nothing about lumber,” he says. “I started in the yard to learn the business, and rode along in a truck to

learn the roads since I’m not from Regina originally.”

“We're very much a family company. It's important to us that we acknowledge and honour the family dynamic.”

__ Kevin Stricker President & CEO

Later, Dodd moved into a sales position and took courses in estimating and computers, and about the products he was selling. “The company has always been good about helping us improve our knowl-

edge,” he says. “We all know a little about everything and a lot about some things.

My specialty is windows and doors.”

Training is a priority, says Kevin Stricker, president and CEO, “because we pride ourselves on our people’s knowledge when they deal with customers. We have a very generous training budget for all team members, including online and internal courses.”

Stricker joined Fries Tallman in 1983, when his father Art was a partner. “I had the worst job in the company, in the saw shed,” he recalls. “Since then I’ve worked in every role except controller.”

When Art retired in 2001, Kevin took

OF MANAGEMENT TEAM ARE WOMEN CHARITIES HELPED LAST YEAR

over as owner, president and CEO. “We’re very much a family company,” he says.

“It’s important to us that we acknowledge and honour the family dynamic. We’ve instilled that culture and we’ve probably had 95 per cent buy-in from our people. Those who didn’t buy in moved on.”

Both Stricker and Dodd are relative latecomers to Fries Tallman, compared to Dennis Vogt. “I’ve been here 46 years,” Vogt says, “starting when I was in my early twenties, for the original owners, George Fries and Gord Tallman. It was a small business back then. Over the years it got bigger and bigger, with more buildings and a second store in Fort Qu’Appelle.”

“We’ve been well rewarded with financial success,” Stricker agrees. “We had a staff of eight when I started. From the employees’ point of view, we’re different because we make sure they feel valued and important.”

After 46 years, Vogt says, “I’ve always liked working here. They’d do anything for you.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Fries Tallman Lumber

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SASKATCHEWAN’S TOP EMPLOYERS 2020

Teamwork and positivity power K+S Potash Canada 418 4,325 11 459

THE HUGE NEW BETHUNE POTASH MINE NEAR MOOSE JAW, SASK., OPERATED

BY K+S POTASH CANADA, RECENTLY MOVED FROM A PROJECT TO AN OPERATING MINE

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wo years ago, K+S Potash Canada (KSPC) opened the Bethune mine, formerly known as the Legacy Project, near Moose Jaw – the first greenfield potash mine to be built in the province in nearly half a century. For the KSPC team, it’s been a chance to build something unique and meaningful.

“It’s an opportunity to be part of something bigger than yourself,” says Dan Ross, KSPC’s human resources manager. “It’s a lot of work, but it’s also a lot of fun.”

Because of the collaborative and innovative nature of the project, Ross says KSPC seeks out “individuals who are really keen

to continue their learning and share their experience and knowledge. We also look for people who are comfortable with asking questions. Continuous improvement is the goal.”

“It's an opportunity to be part of something bigger than yourself.”

__ Dan Ross Human Resources Manager

A strong sense of teamwork is also essential.

“There’s no place for ego or individuals who think they have all the answers,” says

Ross. “Because there’s not a day goes by when we don’t have real-time challenges we need to come together to resolve.”

Lize Hoffman, tool crib attendant with KSPC’s maintenance department, agrees that the nature of the work and the kind of people the company hires are a big part of the attraction.

“Every day has new challenges and my co-workers are awesome,” she says.

“This company finds team players who are positive people. Any job can be taught, but a positive outlook is something you either have or you don’t.”

Hoffmann appreciates the work-life balance she and her husband, who also works

FULL-TIME STAFF IN CANADA JOB APPLICATIONS RECEIVED LAST YEAR WEEKS MATERNITY LEAVE TOP-UP PAY STAFF VOLUNTEER HOURS LAST YEAR

for KSPC, are able to achieve because of their work schedule.

“We work four 10-hour days and have every Friday, Saturday and Sunday off,” she says. “That leaves us plenty of personal time.”

Hoffman says managers are very good about seeking employee input.

“At town hall meetings, we discuss everything about the business and are kept in the loop. Individually, we’re encouraged to present and implement our ideas.”

Ross says the company “cultivates a culture of learning” through a number of initiatives, including apprenticeship programs, leadership training and professional accreditation support.

“We’re also proud of our development plans where we work with individuals to help them chart a career path.”

Giving back to the community is another priority. Employees have eight hours paid time off each year to volunteer for organizations of their choice. The company will then contribute $300 to that organization.  This story was produced by Mediacorp in partnership with Postmedia, on behalf of K+S Potash Canada GP

IT’S WHO WE’RE MADE OF. We’re proud to be recognized as a top employer.

A lot has changed at K+S Potash Canada since moving from a project to operations, but the strength of our team has been constant. Their talent and dedication is why we’re here today.

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SASKATCHEWAN’S TOP EMPLOYERS 2020

Nutrien grows its people from the ground up 5,734 831 39,492 43

SASKATCHEWAN EMPLOYEES OF NUTRIEN GATHER AT AN ANNUAL EVENT TO PROMOTE RECONCILIATION

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hen Chuck Magro’s young children asked him what he did at work, the Nutrien CEO took pride in answering. “I’m helping feed the people of the world,” he replied.

Even today, Magro says running one of the world’s top crop nutrient and retail services organizations provides a common purpose – to “grow our world from the ground up.”

Nutrien, with its Saskatoon head office and more than 20,000 employees around the world, is on a mission -- to ensure that farmers produce enough sustainable and nutritional crops to feed the nearly 10 bil-

lion people expected to inhabit the globe within the next three decades. And to achieve that goal, Magro says, it’s essential that employees buy into Nutrien’s purpose-driven culture.

“Corporations have the resources to do their part and should contribute.”

__ Chuck Magro CEO

“Our people are what sets us apart,” he explains. “Growing our people is at the heart of our purpose.”

Travis Penner agrees. A trained engineer, Penner now supervises 30 people as

maintenance general foreman at a potash mine near Saskatoon. “I asked for additional responsibilities, and the company helped me get them,” he says.

Nutrien provided Penner with leadership training, further developing his management skills. “It’s a great culture,” he says.

“Everyone is willing to help and wants the best for you. If you have a goal, the company will support you to get you there.”

To ensure its people reach their potential, Nutrien emphasizes safety on the job as well as physical and mental health at home and at work. Through a global recognition program, the company celebrates employees who have achieved great things while embodying Nutrien’s core values.

FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR AVERAGE AGE OF ALL EMPLOYEES

Winners receive a significant monetary bonus and an all-expenses trip to Banff, Alta., for an awards ceremony.

Along with developing its people, Nutrien is committed to growing the communities in which they work and live.

Corporate donations are generous, whether directly to community organizations or in matching employee contributions to charities of their choice.

Magro is particularly proud of Nutrien’s relationships with Indigenous communities. “Our Aboriginal partners have become critical to our success, as suppliers and employees,” he says.

“It’s symbiotic,” he adds. “Healthy, growing communities are a great place to be. It’s also how you build healthy countries. Corporations have the resources to do their part. We continue to move forward with mutually-beneficial partnerships that build capacity in local communities and contribute to feeding the world sustainably.”

In the end, Magro says, “It creates an environment where you can bring your skills to work and make a difference.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Nutrien

We’re honoured to be recognized as one of Saskatchewan’s Top Employers

nutrien.com/careers

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SASKATCHEWAN’S TOP EMPLOYERS 2020

At SATCC, all you need is love – and chili!

75 3 56% 45%

SATCC EMPLOYEES ATTEND THE 19TH ANNUAL APPRENTICESHIP AWARDS

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ou know you have a tight-knit team when the most competitive they get with each other is during the annual chili cook-off.

For the Saskatchewan Apprenticeship and Trade Certification Commission (SATCC), that’s a recipe for success.

“If I find something challenging, I can go to someone and ask for help in any area,” says Jordan Cope, a training and financial assistant in the SATCC’s Regina office.

“Everyone has each other’s back.”

Headquartered in Regina, the SATCC has offices across the province. The commission trains and certifies apprentices and tradespeople and also regulates the apprenticeship training system.

That gives staff the chance to transform people’s lives through training.

The SATCC returns the favour to its employees, ranging from in-house training programs to tuition support for post-secondary and other education.

“They really believe in employee growth here. We all take online training for cus-

“We love what we do. We work in a place where we get to change people's lives with a really caring, dedicated group of people.”

__ Jeff Ritter CEO

tomer service that the company funds and it really pays off,” says Cope.

The SATCC’s emphasis on work-life balance and wellness also pays off. Employees can work flexible work hours. They also receive a wellness allowance of up to $330 a year for gym memberships, fitness equipment and other services.

Supported by generous health and vacation benefits, employees also work in a culture where they feel valued and love coming to work, according to the commission’s latest employee survey.

“I can’t really describe how nice it is to work in an organization where just about every single individual loves what they do and looks forward to coming to work every day,” says CEO Jeff Ritter. “That speaks

Awesome by trade.

Proud to be named one of Saskatchewan’s Top Employers.

saskapprenticeship.ca

FULL-TIME STAFF IN CANADA WEEKS STARTING VACATION ALLOWANCE OF MANAGERS ARE WOMEN OF EXECUTIVE TEAM ARE WOMEN

to the investment we make in our people to build a highly engaged workforce.”

High engagement is crucial when you have offices across Saskatchewan. To keep everyone on the same page, the SATCC has monthly “stand-up” meetings for staff to check in, get updates and mark milestones. The annual all-staff meeting brings employees from all offices together for two half-days of meetings and fun.

Connecting with the community is another ingredient in the SATCC’s family-oriented company culture. Employees are encouraged to donate blood, fundraise for charity and support community causes, often on work time. That includes the annual chili cook-off competition to see who makes the best bean-based culinary creation while raising money for charity.

And the main ingredient? Love, of course.

“We love what we do. We work in a place where we get to change people’s lives with a really caring, dedicated group of people,” says Ritter.  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Saskatchewan Apprenticeship and Trade Certification Commission

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SASKATCHEWAN’S TOP EMPLOYERS 2020

Saskatchewan Blue Cross transforms itself and its teams 234 40 50% 200+

COLLABORATION AND TEAMWORK HELP DRIVE SUCCESS AT SASKATCHEWAN BLUE CROSS

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eah Shipley is resultsoriented. The Kindersley native says she likes “to be able to see the benefit that my work is bringing to the organization.” Her employer since 2002 has been Saskatchewan Blue Cross, the Saskatoon-based non-profit that provides comprehensive healthcare coverage for the province’s individuals, families and employer groups.

Shipley started as an IT specialist and then became a leader of the customer service training team. Last April, she was promoted to manager of the newly created project management office (PMO), a group of 10 business analysts and project managers.

The PMO’s role is to organize, manage

and execute cross-departmental initiatives and projects. It brings team members together from across the organization to ensure that Blue Cross achieves its business goals.

“We have a culture that's supportive, and about people enjoying their work while delivering a high quality of service and products.”

__ David Patola, CPA, CA Senior Vice-President, Operations

“It is one of the most transformational things we’ve done,” says David Patola,

senior vice-president, operations. “It was challenging to have staff performing their full-time jobs in operations while also asking them to work part-time on special projects. They now have the support of PMO resources to complete projects and initiatives impacting their area.

“We’ve also taken experienced staff who know the business and products and seconded them to work on projects. It’s a growth opportunity for them and for the staff who backfill their previous roles.”

In the short time that the PMO has been in place, says Shipley, “I’ve been able to see some important things get done.” The organization transitioned to a new email platform and, due to that, had to move some applications that were no longer going to

Our heartfelt commitment to paying it forward.

FULL-TIME STAFF IN CANADA YEARS, AVERAGE AGE OF ALL EMPLOYEES OF MANAGERS ARE WOMEN CHARITIES HELPED LAST YEAR

be supported. “It was a lot of moving parts that affected a number of departments,” she says, “but it has been successful.”

The most significant project the PMO has under way is replacing a legacy enterprise system with a system to be built in-house over three years. Half of the PMO employees are at work full-time on the project.

At the same time, the office is overseeing the acquisition of a customer relationship management system. “It will give us a 360-degree view of who our customers are and how we can provide an exceptional customer experience,” says Shipley.

Blue Cross performed a significant amount of hiring in 2019, including software developers and specialists in change management and training. “We have a culture that’s supportive, and about people enjoying their work while delivering a high quality of service and products,” says Patola.

“We are committed to providing the resources and training required to foster a positive culture of engagement.”

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Saskatchewan Blue Cross

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SASKATCHEWAN’S TOP EMPLOYERS 2020

WCB employees work to provide exceptional service 479

SASKATCHEWAN WORKERS' COMPENSATION BOARD EMPLOYEES WORK TOGETHER TO IMPROVE THE CUSTOMER EXPERIENCE

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ouis Estrada had only been with the Saskatchewan Workers’ Compensation Board for just over a year when she announced that she was pregnant. Her boss and colleagues were immediately supportive, sharing in her excitement as a first-time mother-to-be.

To Estrada, an employer service representative, the response was reassuring and a reflection of the organization’s relaxed, family-friendly atmosphere.

“I didn’t feel at all that I was a burden because I’m going to take my full year of maternity leave,” says Estrada. “The difference is in having the support of my

managers and a work culture that makes you feel comfortable and confident you can take that year away and come back to your job. You can be yourself.”

“We invest in and recognize the value of employee safety and wellness. That includes work-life balance.”

__ Stuart Cunningham Vice-President of Human Resources and Communications

Stuart Cunningham, vice-president of human resources and communications, says Estrada’s story is indicative of the

type of culture they’re trying to create, especially in how it relates to employees’ psychological health.

“People feel confident they can have a life apart,” says Cunningham. “We invest in and recognize the value of employee safety and wellness. That includes worklife balance, respecting the need for that and allowing people to feel okay about taking the benefits that we provide.”

As an organization, Cunningham says, they talk a lot about the customer and how employees provide that exceptional experience every day by putting the customer at the centre of their decisions. What’s innovative now is also putting the employee

FULL-TIME STAFF IN CANADA

4,715 17

JOB APPLICATIONS RECEIVED LAST YEAR

41

YEARS, LONGESTSERVING EMPLOYEE

WEEKS, MATERNITY LEAVE TOP-UP PAY

experience at the centre of the conversation and in all the decisions they make.

“We’re making sure that we address what our employees tell us are most important to them,” says Cunningham. “One thing that came through loud and clear was a need for us to focus continually on employee health and wellness, in particular on psychological health and safety. So over the last year, we've been really looking to improve.”

After putting together a committee of staff and management to brainstorm ideas, Cunningham says, they used all that input to create a multi-year strategy of improving existing tools and resources, and secondly, of developing a new approach related to awareness and education.

“We’ve looked at mental health first-aid training for leaders, as well as creating a quiet room for staff who need to take five for their mental well-being, for spiritual observation or for individuals returning from long-term disability who need to rest,” says Cunningham. “People say it’s a nice thing to have.  This story was produced by Mediacorp in partnership with Postmedia, on behalf of the Saskatchewan Workers' Compensation Board

Our employees shape who we are.

They are

the reason we’re one of Saskatchewan’s

Top Employers! www.wcbsask.com/careers

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SASKATCHEWAN’S TOP EMPLOYERS 2020

Saskatoon Police Service offers life-long learning 679 42 42% 43%

A REPRESENTATIVE OF THE SASKATOON POLICE SERVICE AT THE ANNUAL POWWOW HOSTED BY THE SASKATCHEWAN FSIN

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n his two decades with the Saskatoon Police Service, staff sergeant Nolan Berg has gone from patrolling city streets in a cruiser to training police officers in Iraq, and in between he’s done a whole lot more.

“The great thing about the Service is you can keep changing the type of work you do without changing careers,” says Berg. “And you get all the benefits that come from having a stable employer.”

Some of those career changes have required extensive training, and the Service has supported him every step of the way. “We have a life-long learning environment,” says chief of police Troy

Cooper. “If there’s education you want to pursue on your own, we have programs to provide assistance. Our officers often want to take university courses in criminology, sociology or even the arts.”

“Wherever you work, there are opportunities to grow your career.”

__ Troy Cooper Chief of Police

Berg had started an undergraduate degree at the University of Saskatchewan before joining the Service and he complet-

ed it while serving as a member. He also gained a master’s degree in public administration when he moved into management.

Prior to that he was part of the unit that investigated traffic accidents involving serious injuries or fatalities, which required extensive training to determine vehicle speeds, the impact of lighting and other factors.

The Service employs civilians in a range of functions, including finance, human resources and records management and analysis. “Our civilian employees can participate in off-duty training and we compensate them for training they take on their own time,” says Cooper. “Wherever

FULL-TIME STAFF IN CANADA YEARS, AVERAGE-AGE OF ALL EMPLOYEES LONGEST-SERVING EMPLOYEE OF EMPLOYEES ARE WOMEN

you work, there are opportunities to grow your career.”

In 2018, the Service hired clinical psychologist Dr. Lindsay Robertson to develop mental health and wellness programs – the first police service in Saskatchewan to do so. “The addition of my position really emphasizes the importance the Service puts on the mental health of its employees,” says Robertson. “There’s a real emphasis here on the wellness of officers.”

She has developed an early career program that focuses on new recruits and helps ease the transition from being a civilian to becoming a sworn officer. Her major initiative is a program called Safeguard, which mandates annual checkups for officers in high-risk units such as homicide, sex crimes, child exploitation and domestic violence.

Robertson conducted a survey of the officers who participated and 96 per cent said the checkup had been beneficial.

“Hopefully, by the time they’ve done their careers, they’re just as healthy as when they started,” she says.  This story of was produced by Mediacorp in partnership with Postmedia, on behalf of Saskatoon Police Service

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SASKATCHEWAN’S TOP EMPLOYERS 2020

Southeast College thrives along with its communities 32 3 81% 62.5%

SOUTHEAST COLLEGE STAFF MEETING ON CAMPUS

S

heena Onrait remembers the day when she joined the staff of Southeast College. She’d just moved to Estevan from Moose Jaw, and her son was still an infant when “the job as an administrative assistant at the college came up, and I got it,” she recalls.

With a growing family in a new community, Onrait hadn’t focused at the time on her career. “But then I learned more about Southeast, became more immersed in the culture and saw lots of opportunities here for me,” she says.

With campuses in Assiniboia, Estevan, Indian Head, Moosomin, Weyburn and Whitewood, Southeast College serves a region that encompasses over 70 commu-

nities spread throughout 20,000 square kilometres in southeastern Saskatchewan.

“Every year when we watch people graduate from our programs, you think, this is why we do it.” __ Laura Lee Petersen Vice President, Human Resources

Through partnerships with post-secondary institutions, the college delivers career, vocational, and academic programming to meet the educational, economic and labour force demands of the area. It also delivers business, safety, and industrial programs in conjunction with private business and industry in the region.

Laura Lee Petersen led educational and development initiatives in Canada’s financial sector before she joined Southeast in 2011 as director of human resources.

“I have a passion for adult learning,” she says, “and the positive impact education and training have on organizational success.”

A Saskatchewan native, her previous experience corresponded with the college’s ambition to expand its private-sector programming. “We emphasize the importance of providing programming for the private sector along with our commitment to traditionally accredited training options,” says Petersen, who became the college’s vice president of human resources in 2016.

For Onrait, the college has supported

SASKATCHEWAN TOP EMPLOYER Proud to be a Saskatchewan Top Employer three consecutive years!

FULL-TIME STAFF IN CANADA WEEKS, STARTING VACATION ALLOWANCE OF MANAGERS ARE WOMEN OF EXECUTIVE TEAM ARE WOMEN

her studies to advance her qualifications in accounting, marketing and business administration while assuming greater responsibilities as campus manager, regional manager and now manager of marketing and communications.

“We have a great professional development program that encourages continuous learning,” Onrait says. “I just finished a university program in public relations that took two-and-a-half years, but with my supervisor’s encouragement I was able to balance work, school and home life.” The college provided similar support to Petersen as she works to complete her MBA. For Petersen, Onrait, and the rest of Southeast’s 32 full-time employees, the rewards come not just through the college’s generous employment policies, but also from seeing the college’s impact on the local communities that it serves.

“People like to work where they feel valued and can see positive results,” says Petersen. “Every year when we watch people graduate from our programs, you think, this is why we do it.”  This story of was produced by Mediacorp in partnership with Postmedia, on behalf of Southeast College

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SASKATCHEWAN’S TOP EMPLOYERS 2020

Väderstad Industries cultivates employee loyalty 169

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3 50%

WEEKS, STARTING VACATION ALLOWANCE

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EMPLOYEES FROM VÄDERSTAD INDUSTRIES RECORDING A PRESS CLIP AT A LARGE OUTDOOR FARM EXPO LAST YEAR

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s an expert in lean manufacturing, Arslan Naseer has a passion for continuous improvement.

The production engineer for Väderstad Industries Inc. has applied that principle to his own life: two years ago, he left his native Pakistan to pursue his master’s degree in industrial systems engineering at the University of Regina.

At Väderstad, he’s found the perfect soil to grow a thriving career at the farm equipment manufacturer’s rural plant in Langbank, Sask., about two hours southeast of Regina.

“The biggest thing that attracted me

is their commitment to innovation,” he explains. “I would say that we’re the flag bearers for innovation in this industry in Canada.”

“The biggest thing that attracted me is their commitment to innovation.”

__ Arslan Naseer Production Engineer

He also likes the Swedish-owned company’s results-oriented approach, the accessibility of its managers, and the trust they place in employees. “I enjoy the independence they give us,” says Naseer.

“I’ve been given the opportunity here to singlehandedly lead projects and, when the project is done, I’ve been acknowledged for that.”

The supportive atmosphere extends to financial assistance for career-related education – another nice plus for Naseer, who is pursuing additional certifications in lean manufacturing. “As soon as I joined the company, my manager had a training plan in place,” he says. “In terms of professional growth, it was a good decision to join this company.”

Both on and off the job, employees appreciate Väderstad’s strong benefits package, including a heavily subsidized

OF MANAGERS ARE WOMEN CHARITIES HELPED LAST YEAR

cafeteria staffed by a full-time chef.

Naseer, a father-to-be, also values the six personal days the company provides each year (on top of vacation) and the annual health-spending account.

CEO Nigel Jones says the company culture is fundamentally shaped by what it calls 'The Väderstad Way', which is currently being enhanced through feedback from employees.

The philosophy was originally developed 20 years ago, and hinges on core values such as safety, quality, on-time delivery, innovation and reliability.

“This is the first time we’ve gone to every employee and taken a real grassroots approach,” Jones says of the process the company followed in updating The Väderstad Way. “We’re developing a leadership-driven organization with a focus on continuous learning and continuous improvement,” he explains. “Ultimately, we’re striving to create a culture where people are safe, people are happy at work, and people are valued for who they are and their contribution to the business.”  This story was produced by Mediacorp in partnership with Postmedia, on behalf of Väderstad Industries Inc.

Match your degree or diploma with employers that recruit new grads with your academic background Published annually since 1992, The Career Directory is Canada’s longest-running and best-loved career guide for new graduates.

Each year, our editorial team reviews thousands of employers to determine the academic qualifications they actively seek in younger job-seekers.

The result is a wonderful, free resource that helps new graduates find student jobs that make the most of their university degree or college diploma.

CareerDirectory.ca Match your degree or diploma with employers that actively recruit new grads with your educational qualifications!

Tell us your story If you are an exceptional employer with progressive HR programs and initiatives, we invite you to submit an application for next year’s edition of Saskatchewan’s Top Employers.

For information, please visit:

CanadasTop100.com Our 2021 application will be available in February through the national Canada’s Top 100 Employers competition.

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