Saskatchewan's Top Employers (2015)

SASKATCHEWAN’s SASKATCHEWAN ’s

Top Employers 2015

A joint venture with Mediacorp Canada Inc. Saskatchewan’s Top Employers 2015

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SASKATCHEWAN’S

TOP EMPLOYERS 2015

Employees winning the battle for labour

BY BRIAN BURTON

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.

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, em-

ployers 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.

Saskatchewan’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

Photo: Lev Dolgachov/Fotolia

“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.”

Sas k atc hewan’s Top Employers 2015

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SASKATCHEWAN’S

TOP EMPLOYERS 2015 Saskatchewan’s Top Employers (in alphabetical order)

Access Communications Co-operative Ltd.

Saskatchewan Workers’ Compensation Board

Cameco Corporation

Saskatoon, City of

Co-operators Life Insurance Company

Saskatoon Health Region

Cornerstone Credit Union Financial Group Limited

Saskatoon Police Service

Group Medical Services

SaskEnergy Inc.

ISM Canada

SaskPower

K+S Potash Canada GP

SaskTel

Mosaic Company, The

Seed Hawk Inc.

Potash Corporation of Saskatchewan Inc.

Solvera Solutions

Prince Albert Parkland Health Region

University of Regina

Ranch Ehrlo Society

University of Saskatchewan

Saskatchewan Government Insurance

West Wind Aviation Limited Partnership

Saskatchewan Public Service

Fotolia photo

Saskatchewan’s Top Employers 2015

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SASKATCHEWAN’S Employer

Industry

Interest Points

Access Communications Co-operative Ltd.

Cable and Other Program Distribution

Supports employees who are new mothers or adoptive parents with maternity and parental leave top-up payments (to 100 per cent of salary for up to 17 weeks) and offers an option to extend their leave into an unpaid leave of absence; encourages employees to balance work and their personal commitments through flexible hours, shortened and compressed work weeks, telecommuting and reduced hours during the summer months; invests in ongoing employee development through subsidies for tuition and professional accreditation and a variety of in-house and online training programs; also helps cultivate high potential employees with formal mentoring, leadership training and career planning services; offers the next generation of job-seekers opportunities to gain on-the-job experience with paid internship opportunities and co-op placements; through the Access Communications Children’s Fund, the company provides charitable donations and funding for programs that support children’s need, with a particular focus on health and well-being, education and literacy, crime prevention and pathways out of poverty.

Regina

171

Cameco Corporation

Uranium Ore Mining

Encourages employees to balance their working and personal lives with alternative work arrangements including flexible hours, telecommuting and shortened and compressed work week options; helps all employees prepare for life after work with retirement-planning assistance, phased-in work options and matching RSP contributions or a defined-contribution pension plan (depending on their employee group); retiring employees also enjoy peace-of-mind with health benefits that extend into retirement (with no age limit); as part of its community program, launched Touchdown for Dreams, a project in partnership with the Saskatchewan Cancer Agency and the Saskatchewan Roughriders granting wishes to five women each year in the community living with cancer; unique head office with a range of on-site amenities including a fully-equipped fitness facility, employee lounge and nap room, as well as a cafeteria offering healthy menus and subsidized meals; supports ongoing employee education and provides a variety of in-house and online training programs, including apprenticeship opportunities, and offers subsidies for tuition and professional education; also helps cultivate highpotential employees through dedicated leadership training, including a customized 10-month program that is comprised of in-house training, personal assessments and a research component that requires participants to identify a business need, develop a proposal and present their findings to members of the senior leadership team; invests in the education of future generations with an academic scholarship program, offering 40 annual scholarships (to $2,500 each) for children of employees who pursue post-secondary studies in Canada; maintains a flexible health benefits plan that allows employees to customize levels of coverage according to their personal needs; salaried employees receive maternity leave top-up payments (to 100 per cent of salary for six weeks) as well as a subsidy for in vitro fertilization.

Saskatoon

2,985

Co-operators Life Insurance Company

Insurance Agencies and Brokerages

Employees working at the company’s head office can take advantage of a variety of on-site amenities, including a nap room, a cafeteria with healthy and special-diet menus and subsidized meals and a fitness facility that features exercise equipment and instructor-led classes such as yoga and circuit training; cultivates an ownership culture through a share-purchase plan available to all employees and offers a range of additional financial benefits, including signing bonuses for some employees, year-end bonuses for all and referral bonuses (to $1,500); supports employees who are new mothers with maternity leave top-up payments (to 100 per cent of salary for up to eight weeks) and offers a subsidy for in vitro fertilization; invests in the long-term development of its employees through tuition subsidies for courses taken at outside institutions, subsidies for professional accreditation and financial bonuses for some course completion (to $1,100); manages an academic scholarship program for children of employees who are interested in pursuing post-secondary studies (to $2,000 per child); in partnership with Uniterra, manages the Leave for Change Program, which allows employees to use a portion of their annual vacation allowance for a three-week volunteer assignment in a developing nation — the company donates $5,500 to Uniterra for each participating employee and covers the costs of travel and lodging, as well as one week of paid leave.

Regina

654

Cornerstone Credit Union Financial Group Limited

Credit Unions

New employees start at three weeks of paid vacation allowance, moving to six weeks over the course of their careers, and receive additional paid personal days off that can be scheduled throughout the year; supports employee efforts to achieve work-life balance with flexible hours, shortened and compressed work weeks, telecommuting and a formal earned-days-off program; invests in ongoing employee development through tuition subsidies for courses taken at outside institutions (to $1,000), financial bonuses for some course completion and subsidies for professional accreditation; manages an academic scholarship program for children of employees who are interested in pursuing post-secondary studies (to $1,000 per child); 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.

Tisdale

151

Group Medical Services

Direct Health and Medical Insurance Carriers

Encourages employees to develop their skills with tuition subsidies for job-related courses, online training programs and subsidies for professional accreditation; offers a range of financial benefits, including year-end bonuses for all employees, referral bonuses for some and contributions to a defined-contribution pension plan; supports employees who are new mothers, fathers or adoptive parents with maternity and parental leave top-up payments (to 75 per cent of salary for 24 weeks) and offers an option to extend their leave into an unpaid leave of absence; in addition to the organization’s regular health benefits plan, offers a health spending account to provide additional customized coverage for employees (to $1,000 per year for long serving employees); helps employees balance work and their personal commitments with flexible hours, telecommuting and paid personal days off that can be scheduled throughout the year.

Regina

109

ISM Canada

Custom Computer Programming Services

Provides maternity and parental leave top-up payments (that vary with employee group) to new mothers and fathers; depending on their position, employees can better balance their working and personal lives through a variety of alternative work options including telecommuting, flexible hours, compressed work weeks and a formal earned-days-off program; employees can also take advantage of monthly coffee break massages and receive a tension-relieving massage at their desks; helps employees save for life after work with contributions to a defined-contribution pension plan; supports ongoing employee development with subsidies for tuition and professional accreditation, in-house and online training programs and career-planning services; lets everyone share in the company’s success with profit-sharing and share-purchase plan options available to all employees.

Regina

873

K+S Potash Canada GP

Nitrogenous Fertilizer Manufacturing

Encourages ongoing employee development through a variety of in-house and online training programs and subsidies for tuition and professional accreditation; new employees start at three weeks of paid vacation allowance and receive personal paid days off, which can be scheduled throughout the year; provides maternity leave top-up payments for employees who are new mothers (to 100 per cent of salary for six weeks) and offers flexible hours for when they are ready to return; helps employees adopt healthy, active lifestyles with a health club subsidy to help cover the cost of a gym membership (to $500 each year); offers a variety of financial benefits including signing bonuses for some employees, year-end bonuses for all and a defined-contribution pension plan.

Saskatoon

172

Mosaic Company, The

4

TOP EMPLOYERS 2015

Nitrogenous Fertilizer Manufacturing

Head office employees provided design feedback on their new head office that occupies the upper floors of the city’s tallest building and features a rooftop patio with great views of the surrounding city and prairie landscape stretching as far as the eye can see; lets everyone share in the company’s success with profit-sharing and year-end bonuses available to all employees; offers additional financial benefits, including signing bonuses for some and referral bonuses for employees who refer a candidate that is successfully hired by the company (to $1,000); new employees start at three weeks of paid vacation allowance and can earn additional time off through a formal earned-days-off program; helps employees offset the cost of continued education with generous tuition subsidies for job-related courses (to $6,000); provides maternity leave top-up payments to employees who are new mothers (to 100 per cent of salary for six weeks) as well as a subsidy for in vitro fertilization; encourages employees to save for the future with matching RSP contributions or a defined-contribution pension plan, depending on employee group.

City

Regina

FT Employees in Canada

2,397

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SASKATCHEWAN’S

TOP EMPLOYERS 2015

Employer

Industry

Interest Points

City

FT Employees in Canada

Potash Corporation of Saskatchewan Inc.

Nitrogenous Fertilizer Manufacturing

Invests in ongoing employee development with formal mentoring, a variety of in-house and online training programs, including apprenticeship opportunities and subsidies for tuition and professional accreditation; supports the education of the next generation through a generous academic scholarship program for children of employees who are interested in pursuing post-secondary studies (to $20,000 per child); also helps students develop their professional skills and sponsors the University of Saskatchewan’s Edwards School of Business Mentorship Program, with employees participating as mentors to third- or fourth-year commerce students; provides maternity leave top-up payments for employees who are new mothers (up to 100 per cent of salary for up to six weeks); depending on their group, employees may participate in a unique savings plan with generous employer contributions or a defined-benefit or defined-contribution pension plan; the company supports a variety of local, national and international charitable organizations each year and encourages employees to donate time and funds through a company-sponsored volunteer and matching gift program, donating more than $390,000 in the past year.

Saskatoon

2,780

Prince Albert Parkland Health Region

General Medical and Surgical Hospitals

Supports employees who are new mothers with maternity and parental leave top-up payments (to 75 per cent of salary for up to 25 weeks) and offers an option to extend their leave into an unpaid leave of absence; also provides parental top-up to employees who are new fathers or adoptive parents, depending on their employee group (to 75 per cent of salary for up to 10 weeks); helps all employees save for retirement with contributions to a defined-benefit pension plan; encourages employees to develop their professional skills through a variety of in-house and online training programs and tuition subsidies for job-related courses taken at outside institutions (to $1,000); also helps cultivate high-potential employees with formal mentoring, leadership training and career-planning services.

Prince Albert

1,703

Ranch Ehrlo Society

Individual and Family Services

Invests in employee development through formal mentoring, tuition subsidies for courses taken at outside institutions, in-house training and financial bonuses for some course completion (to $1,000); supports employees who are new mothers with maternity and parental leave top-up payments (to 80 per cent of salary for up to 50 weeks) and offers a subsidy for in vitro fertilization; encourages employees to balance work and their personal lives with flexible hours, telecommuting and shortened and compressed work weeks; offers compassionate leave top-up payments to employees who are called upon to care for a loved one (to 80 per cent of salary for up to six weeks); helps employees prepare for the future with retirement-planning assistance and contributions to a defined-contribution pension plan — and helps retiring employees transition to life after work with phased-in work options.

Pilot Butte

527

Saskatchewan Government Insurance

Direct Property and Casualty Insurance Carriers

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 26 weeks) and flexible hours for when they are ready to return to work; invests in ongoing employee development with subsidies for tuition and professional accreditation and financial bonuses for some course completion; encourages children of employees to pursue post-secondary studies through an academic scholarship program (to $2,500 per child); also reaches out to the next generation and offers paid internship, co-op and summer student opportunities for students and new grads; helps employees prepare for the future with retirement-planning assistance and contributions to a defined-contribution pension plan; maintains an in-house Community Action Team comprised of employees from across the company — the team meets regularly to review, investigate and suggest where a percentage of corporate donations should be directed each year.

Regina

1,831

Saskatchewan Public Service

Provincial Government

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 17 weeks) and offers an option to extend their leave into an unpaid leave of absence; helps employees achieve work-life balance with a variety of alternative work arrangements, including flexible hours, shortened and compressed work weeks, telecommuting and reduced summer hours; 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; the government’s Youth Advisory Group recently recommended the development and implementation of a corporate mentorship program to pair senior employees with less-experienced staff to discuss business and personal issues as well as their careers and professional development; encourages employees to prepare for the future with retirement-planning assistance and contributions to a definedcontribution pension plan — also offers phased-in work options to help retiring employees transition to life after work; recently established a diversity and inclusion strategy, with the aim to build an inclusive organization culture — and has maintained an Aboriginal Government Employees’ Network since 1992, to promote the recruitment, retention and advancement of aboriginal employees throughout the province.

Regina

8,489

Saskatchewan Workers’ Compensation Board

Administration of Human Resource Programs

Supports employees who are new mothers, fathers or adoptive parents with maternity and parental leave top-up payments (to 75 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 commitments with flexible hours, shortened work weeks, a 35-hour work week option (with full pay) and a formal earned-days-off program; encourages employees to adopt healthy lifestyles through a dedicated rewards program and maintains a healthy lifestyles committee that provides a variety of programs to support healthy minds, bodies and spirits of employees, including exercise, nutrition and smoking cessation; invests in the long-term development of employees with career-planning services, a range of in-house and online training programs and subsidies for tuition and professional accreditation; employees can prepare for the future with retirement-planning assistance and contributions to a defined-contribution pension plan.

Regina

427

Saskatoon, City of

Municipal Government

Encourages employees to keep fit with subsidized access to six fitness facilities across the city that feature a variety of state-of-the-art exercise equipment, lunch-hour classes and running tracks (at some locations) — also offers low-interest loans for sports or fitness equipment such as canoes or bikes; invests in ongoing employee development through formal mentoring, a variety of in-house and online training programs (including apprenticeship opportunities) and tuition subsidies for courses taken at outside institutions; new employees start at three weeks of paid vacation allowance, moving to a maximum of seven weeks over the course of their careers and can schedule additional time off with personal paid days off; supports employees who are new mothers with maternity leave top-up payments (to 95 per cent of salary for up to 15 weeks) and offers an option to extend their leave into an unpaid leave of absence; helps all employees to save for the future with contributions to a defined-benefit or defined-contribution pension plan.

Saskatoon

2,856

Saskatoon Health Region

General Medical and Surgical Hospitals

New employees start at three weeks of paid vacation allowance and can schedule additional time off through a formal earned-days-off program; supports employees who are new mothers with maternity and parental leave top-up payments (to 75 per cent of salary for up to 27 weeks) as well as an option to extend their leave into an unpaid leave of absence (depending on employee group); encourages all employees to save for the future with contributions to a defined-benefit pension plan; employees can take advantage of a variety of on-site amenities, including a quiet room for meditation and religious observance, a cafeteria that features healthy and special diet menus and a fitness facility, with subsidized membership and exercise equipment; invests in the long-term development of employees through formal mentoring, in-house and online training programs (including apprenticeship opportunities) and tuition subsidies for job-related courses; participates in Pathways: IEHP Support, Bridging and Integration project to provide internationally educated health-care professionals with resources and training opportunities to help bridge their experience.

Saskatoon

6,474

Saskatchewan’s Top Employers 2015

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SASKATCHEWAN’S Employer

6

TOP EMPLOYERS 2015

Industry

Interest Points

City

FT Employees in Canada

Saskatoon Police Service

Police Service

Employees working at the organization’s head office can take advantage of a variety of on-site amenities, including a fully-equipped fitness facility, with state-of-the-art exercise equipment, a basketball court, a sauna and shower facilities; supports employees who are new mothers with maternity leave top-up payments (to 95 per cent of salary for 17 weeks) as well as an option to extend their leave into an unpaid leave of absence; helps employees balance work and their personal lives with flexible hours, shortened and compressed work weeks and a formal earned-days-off program; encourages ongoing employee development with tuition subsidies for courses taken at outside institutions (to $1,000), a variety of in-house and online training programs, including apprenticeship opportunities, and subsidies for professional accreditation; also manages a 26-week aboriginal police preparation program for students interested in a career with the police service; offers academic scholarships for children of employees who pursue post-secondary studies (to $1,000 per child).

Saskatoon

643

SaskEnergy Incorporated

Natural Gas Distribution

Helps employees prepare for the future with retirement-planning assistance and contributions to a defined-contribution pension plan — and offers phased-in work options to help retiring employees transition to life after work; invests in the long-term development of employees with formal mentoring, a variety of in-house and online training programs, including apprenticeship opportunities and subsidies for tuition and professional accreditation; manages dedicated mentoring and management development programs for aboriginal employees and participates in the province’s Gradworks program to provide paid internship opportunities to new graduates; provides maternity and parental leave top-up payments to employees who are new mothers (to 95 per cent of salary for up to 37 weeks) as well as parental leave top-up for new fathers and adoptive parents; encourages employees to achieve work-life balance through flexible hours, shortened and compressed work weeks, a formal earned-days-off program and a 35-hour work week (with full pay).

Regina

1,018

SaskPower

Electric Power Generation

Maintains a flexible health benefits plan that allows employees to customize levels of coverage to suit their personal needs as well as transfer unused credits to additional salary or paid time off; helps employees achieve work-life balance through flexible hours, shortened and compressed work weeks and a formal earned-days-off program; offers compassionate leave top-up payments to employees who are called upon to care for a loved one (to 100 per cent of salary for up to two weeks); encourages employees to prepare for the future with retirement-planning assistance and contributions to a defined-contribution pension plan — and offers phased-in work options to help retiring employees transition to life after work; invests in the education of employees with financial bonuses for some course completion, tuition subsidies for courses taken at outside institutions and subsidies for professional accreditation; also helps cultivate high-potential employees with formal mentoring, leadership training and career-planning services.

Regina

3,120

SaskTel

Telecommunications

Supports employees with older children through an academic scholarship program available to their children pursuing post-secondary education (to $3,000 per child); employees and retirees donate tens of thousands of volunteer hours every year in support of community projects across the province; encourages employees to stay healthy with free membership to an on-site fitness facility that includes state-of-the-art fitness equipment and instructorled classes, from taekwondo to circuit training; every spring employees from across the province gather at a Saskatchewan rink for a friendly but competitive hockey tournament to win bragging rights for the year; located in downtown Regina, head office employees can easily walk to a variety of restaurants, an outdoor farmers’ market or festivals and live entertainment throughout the summer months in nearby Victoria Park; supports ongoing employee development through subsidies for tuition (to $2,500) and professional accreditation, formal mentoring program and a variety of in-house and online training programs; created an aboriginal recruitment strategy in 2009 partnering with First Nations bands, tribal councils and aboriginal employment agencies.

Regina

3,196

Seed Hawk Inc.

Farm Machinery and Equipment Manufacturing

New employees start at three weeks of paid vacation allowance and can schedule additional time away with paid personal days off; offers a range of financial benefits, including signing bonuses for some employees, year-end bonuses for all and referral bonuses for employees who refer a candidate that is successfully hired by the company (to $2,000); helps employees save for retirement with employer contributions to a defined-contribution pension plan; encourages employees to develop their skills through in-house training programs, including apprenticeship opportunities, subsidies for professional accreditation and tuition subsidies for job-related courses.

Langbank

218

Solvera Solutions

Custom Computer Programming Services

Lets everyone share in the company’s success with profit-sharing and year-end bonuses available to all employees; supports employees who are new mothers or fathers with maternity and parental leave top-up payments (to 75 per cent of salary for 17 weeks) as well as the option to extend their leave into an unpaid leave of absence; encourages employees to balance work and their personal lives with flexible hours, shortened and compressed work week options; invests in ongoing employee development with tuition subsidies for job-related courses, subsidies for professional accreditation and in-house and online training options; encourages employees to stay healthy with an annual health club subsidy (to $500) as well as coverage for health and fitness testing at accredited institutions.

Regina

179

University of Regina

Post-Secondary Schools

Helps employees prepare for the future with retirement-planning assistance and contributions to a defined-benefit or defined-contribution pension plan, depending on the employee group — also offers phased-in work options to help retiring employees transition to life after work; new employees start at three weeks of paid vacation allowance and can schedule additional time away with paid personal days off; 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; encourages employees to develop their skills through in-house apprenticeship opportunities and subsidies for tuition and professional accreditation; manages a dedicated aboriginal apprenticeship program and maintains an aboriginal advisory circle to provide personal and professional support to aboriginal employees.

Regina

1,373

University of Saskatchewan

Post-Secondary Schools

Employees working at the university’s main campus can keep fit by taking advantage of the on-site fitness facility, complete with state-of-the-art exercise equipment, basketball and squash courts, a junior Olympic-sized pool, an indoor running track and a rock climbing wall; encourages employees to save for retirement with contributions to a defined-benefit or defined-contribution pension plan, depending on employee group and offers phased-in work options to help retiring employees transition to life after work; invests in the long-term development of employees through formal mentoring, career planning services and a variety of in-house and online training programs, including apprenticeship opportunities; 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; manages an on-site daycare; provides a variety of alternative work arrangements that vary depending on employee group.

Saskatoon

4,190

West Wind Aviation Limited Partnership

Scheduled Passenger Air Transportation

Offers maternity and parental leave top-up payments to employees who are new mothers, fathers or adoptive parents, as well as flexible hours for when they are ready to return; cultivates an ownership culture through a share-purchase plan (available to all employees) and offers a range of additional financial benefits, including profit-sharing, year-end bonuses for some employees and referral bonuses; also encourages employees to save for the future with contributions to a matching RSP and offers phased-in work options to help retiring employees transition to life after work; helps employees develop their skills with in-house and online training programs, including apprenticeship opportunities, tuition subsidies for job-related courses and subsidies for professional accreditation.

Saskatoon

250

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SASKATCHEWAN’S

TOP EMPLOYERS 2015

SPONSOR CONTENT

A

Access places value in customer service

ccess Communications is a community-owned co-operative offering leading-edge telecommunications services to Saskatchewan homes and businesses, including Internet, TV, home phone and home security monitoring services to 220 communities across the province.

Its mission is to provide exceptional communication and entertainment services carried out by 250 staff members at eight retail offices and community programming studios across the province.

“We are always expanding our product offerings and ensuring we provide technology that makes the lives of our customers easier,” says human resources and safety manager Carole Sauer.

In the past year, the communications company launched AccessEvo, which is revolutionizing home entertainment.

Complete with a TV box, PVR, wireless modem and home phone device all-in-one, “You’ll never miss anything ever again, because you can record up to six shows at once, and you can schedule your PVR using your cell phone,” according to Sauer.

Access Communications is also continuing to expand its HyperSpeed Internet — which boasts speeds of 100 megabits per-second — to communities throughout Saskatchewan.

The telecom company offers unique opportunities to develop programming through its community TV channel Access7, featuring more than 80 channels broadcasting everything from local sports

Access Communications

YEARS IN BUSINESS: 40 NUMBER OF EMPLOYEES: 250 LOCATIONS: Regina, Estevan, Weyburn, Yorkton, North Battleford, Humboldt, Melfort, La Ronge.

HEAD OFFICE: Regina HIRING INCENTIVES: Competitive wages; comprehensive benefit package; matching pension; professional development; referal bonsuses; recognition and incentive programs.

APPLICATION PROCESS: Online at myaccess.ca, under Careers.

Access employees proudly deliver a variety of products to homes across Saskatchewan, including Internet, television programming and telecommunications.

to fundraising events and special interest shows.

Careers at Access range from customer service and internet representatives, technicians, producers to various business office positions in finance, marketing, HR, IT and engineering.

What they all have in common, Sauer notes, is “good old-fashioned customer service.

“We look for people who truly understand what that means, and are excited to provide that each and every day. Our customers are our No. 1 priority. Our employees are focused on making sure the customer is taken care of by asking, in every meeting and in

every decision that’s made, ‘How does it affect the customer?’”

Access also seeks workers who truly believe in giving back to the community, and who dedicate their personal time to doing so. Staff members volunteer with many company-organized community initiatives and charity events from a neighbourhood patrol on Halloween to the Access7 bingo, which raises money for the Access Communications Children’s Fund charity.

Amongst the excellent employee benefits and programs offered are a peer-to-peer online recognition program called SMILE, with points awarded for doing a great job.

Employees can redeem their points for

everything from gift cards to TVs, designer handbags and more.

Other benefits include flexible work hours, opportunities to work from home and interest-free loans for health and wellness or technology-related products and services. The company also offers employees a refer-a-friend bonus when a candidate they refer is successfully hired.

Access has received a number of honours including being named one of Saskatchewan Business Magazine’s Top 100 Businesses in 2014.

It is the employees’ dedication to Access Communications and their customers that makes all the difference, says Sauer.

“We see it every day, in the customer compliments we receive.”

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

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

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FRIENDLY ENVIRONMENT Saskatchewan’s Top Employers 2015

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SASKATCHEWAN’S

TOP EMPLOYERS 2015

SPONSOR CONTENT

Insurer encourages staff health and wellness

A

t the Co-operators office in Regina, there’s more to being an employee than knowing the ins and outs of insurance plans.

Wellness also plays a big role, and this is one reason why Co-operators Life is truly a top employer.

“As an employee there are many reasons why I feel we are a top employer, but if I had to narrow it down I’d highlight our cooperative values, concern for community and the programs and policies supporting employees,” says Marina Bacon, an actuarial assistant in enterprise risk management.

But what really sets Co-operators Life apart is its structured wellness program.

“The company has shown its commitment to wellness through policies and processes as well as providing a dedicated half-time wellness specialist role in HR. Wellness is not just about offering a gym or fitness classes. We take a holistic view, focusing on the body, mind and spirit,” says Bacon, who sat on the company wellness committee for a number of years.

“Work-life (recognizes) that business, professional and personal successes are not separate endeavours.”

Bacon, who recently returned to work from maternity leave, says she’s seen firsthand the importance of wellness in her work.

“I’ve noticed a real connection between taking care of myself, physically, and how that impacts me on a mental level,” she says.

“Our wellness definition is the apprecia-

The Co-operators

Employees at The Co-operators benefit from unique programs encouraging employee health and wellness.

tion that everything you do, think, feel and believe has an impact on your state of health — truly an integration of body, mind and spirit.”

With more than 650 employees working out of the Regina offices, Co-operators Life strives to give each employee a voice in what wellness programs and services are available.

Having a working wellness committee representative of various areas in the company helps provide us with direct feedback says Bacon.

“Another way we collect information and feedback is from a wellness survery that is carried out approximately every two years.

We always try very hard to implement as

many of the employee’s ideas as possible.”

One program originating from employee feedback was Hope for the Holidays, a bereavement-support session for staff and their families who have lost loved ones in the past year and are facing their first holiday season without them.

The Co-operators head office on College Avenue also hosts a biannual wellness fair to provide employees with information and resources related to healthy living and engaging with the community.

Day-to-day wellness is also important, so employees have easy access to flu shot clinics, and a massage therapist comes in once a month to the building to provide staff with a 15-minute chair massage.

YEARS IN BUSINESS: 69 NUMBER OF EMPLOYEES: More than 650 in Regina.

LOCATIONS: Across Canada including Vancouver, Calgary, Edmonton, Regina, Winnipeg, Toronto, Ottawa, Montreal and Moncton, as well as 636 retail insurance outlets across the country.

HEAD OFFICE: Regina HIRING INCENTIVES: Incentive pay programs at all levels, individual performance-based and organizational financial-target rewards, referral bonus program, generous benefits plan, flexible work hours, reduced work weeks, professional development, volunteer days.

APPLICATION PROCESS: Apply online at careers.cooperators.ca

The company also offers flexible work hours and work weeks, plus flex-time, three paid personal days per year, maternity leave top-up, paid study time and an employeerecognition program — all of which contribute to and are instrumental in the overall positive health and well-being of employees.

“Being a co-operative, the need for profitability is balanced with the needs of our clients, employees, member-owners and communities,” Bacon says.

“Making people a priority and taking a long-term view of business decisions makes The Co-operators fundamentally different from most insurance companies.”

This story was produced by Postmedia’s advertising department on behalf of The Co-operators for commercial purposes.

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

We are proud of our unique and diverse culture of trust, respect, and caring. We work hard to develop an inspiring organization and an enjoyable place to work.

For more information about opportunities and our organization, please visit www.cooperators.ca

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Sas k atc hewan’s Top Employers 2015

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SASKATCHEWAN’S

TOP EMPLOYERS 2015

SPONSOR CONTENT

GMS focuses on customer service, superior staff

G

roup Medical Services (GMS) prides itself on helping people live well, via the health and travel insurance products it sells and the healthy work environment it provides for its employees.

Based in Saskatchewan, GMS products are available in eight provinces across Canada, providing supplemental health insurance that bridges the gap between provincial health insurance plans and medical costs. The company also provides travel insurance to travelers and visitors to Canada.

Beyond providing insurance, GMS supports health care initiatives through a range of charitable endeavors, such as its $500,000 donation to the Hospitals of Regina Foundation to fund the establishment of the GMS Cardiac Rhythm Device Clinic at Regina General Hospital.

“As a not-for-profit health insurer, we are proud to contribute to health and wellness initiatives in the communities we serve, building on our 65-year legacy of supporting health care in Saskatchewan as we expand our business across the country,” says President and CEO, David Blodgett.

Employees work in a wide range of areas including administration, customer service, claims, marketing and communications, information technology, finance, underwriting, business analytics and sales. GMS provides employees the opportunity to gain a breadth of experience,

Group Medical Services YEARS IN BUSINESS: 65 NUMBER OF EMPLOYEES: 109 LOCATIONS: Regina HEAD OFFICE: Regina HIRING INCENTIVES: Competitive compensation; comprehensive benefits including maternity and parental leave top-up, flexible work hours, telecommuting and a scheduled days off program.

APPLICATION PROCESS: Please submit cover letter and resume via email to careers@gms.ca.

Group Medical Services focuses on helping its customers — and employees — live well.

because it is focused on developing career paths for the people who work there.

One of the most essential qualities that GMS looks for in all of its staff is a focus on customer service, whether someone is serving clients directly, or providing support to other staff members.

“It’s all about how we care for our customers by understanding their needs and looking for solutions,” explains Human Resource Advisor, Jessica Piche.

Not only that, the company is “keen to hire people who have a desire to give back to the communities we serve,” Blodgett

adds, noting that GMS supports employees who give the gift of their time to a variety of community health and wellnessfocused charitable initiatives.

“What is unique about GMS, is that we walk the talk in terms of encouraging our employees to find a healthy work-life balance. We are very committed to growing our business — therefore we are very committed to growing the employees who work in this business. That includes support for professional development as well as personal learning in areas such as financial planning.

“We intend to continue building on the framework we have, to make sure GMS continues to be a great place to work, grow careers and contribute to the communities we serve.”

The company offers competitive compensation and benefits that include health, dental, vacation days and an excellent pension plan.

In 2014 — for the 13th consecutive year — GMS was named one of Saskatchewan’s Top 100 Companies by Saskatchewan Business Magazine and also received finalist honours in the Insurance-Canada.ca Technology Awards.

This story was produced by Postmedia’s advertising department on behalf of Group Medical Services for commercial purposes.

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

Happy. Healthy. Secure.

Feel safe between the lines with GMS | www.gms.ca H E A LT H & T R AV E L I N S U R A N C E | G R O U P B E N E F I T S ®The GMS logo is a registered trademark of Group Medical Services.

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SASKATCHEWAN’S

TOP EMPLOYERS 2015

SPONSOR CONTENT

K+S Potash Canada plans for steady growth

K

+ S Potash Canada is a workplace that embraces employee input and initiative as it grows in leaps and bounds.

The German-owned company (K+S Aktiengesellschaft acquired Potash One in 2011) has gone from a tiny, cramped office of less than 20 in downtown Saskatoon to space in a brand new office building, housing 74 employees.

An additional 135 employees and a number of contractors work at its $4.1 billion Legacy Project mine site north of Moose Jaw. “A lot has changed. When I first went to a career fair everyone was ‘who’s K+S Potash?’ I don’t get that question anymore.

Everybody definitely knows who we are,” says Kim Poley, vice president of human resources and corporate services.

A company that has recognized such growth also recognizes the value of creating a collaborative working environment that places a high priority on positive communication.

While many mining organizations have a number of strict boundaries in terms of roles and responsibilities, K+S allows employees complete access to anyone in the organization. Dr. Ulrich Lamp, president and CEO, regularly visits on site along with the company’s leadership team.

“We want a grassroots approach, and we want to know what the employees think.

We are trying to take the best of everything and everybody’s ideas to create something

K+S Potash Canada YEARS IN BUSINESS: Four. Parent company K+S Group has been in the mining business for more than a century.

NUMBER OF EMPLOYEES: 205 with plans to hire more than 140 in 2015.

LOCATIONS: Saskatoon, Bethune, Sask.

(Legacy site) and Vancouver.

HEAD OFFICE: Saskatoon.

HIRING INCENTIVES: Competitive pay, comprehensive benefits package, flexible workday, training and development opportunities and a health care and wellness spending account.

APPLICATION PROCESS: Apply online at ks-potashcanada.com/#opportunities Employees at K+S Potash Canada are shaping the culture of the company and helping to create a legacy.

different,” Poley says.

Part of this is the Values Discovery Project — an employee-driven advisory committee created to shape the company’s culture.

K+S also takes good care of its employees, offering extremely competitive wages, full benefits — including a flexible health spending account— and an excellent pension plan.

Workers receive five flex days per year to encourage a positive work-life balance, eight hours of paid time for volunteer work and $300 of company money to be directed to a charity or organization in which they are involved.

Employees can also develop and move

up the ladder at K+S through ongoing training. The company subsidizes tuition for employee development, offers in-house training, workshops and a comprehensive leadership development program.

To alleviate a stressful 45-minute commute each way on gravel roads, the company started a shuttle service to the Legacy site. It has allowed employees to travel in comfort, and spare wear and tear on vehicles.

And the new building has simply made work life better, Poley says.

“It’s been a real highlight for our

employees. We came from a place that didn’t meet our needs and are now in this beautiful office that is very bright and open with huge windows and a big heated underground parkade.”

Word-of-mouth is one of K+S Potash’s most valuable recruitment tools says Poley, along with the opportunity to be part of an enormous project from the start — Legacy is Saskatchewan’s first new potash mine in almost 40 years.

And working within a diverse workforce is another plus. During the project phase, K+S continues to encourage First Nations and Métis employees to join its workforce.

This story was produced by Postmedia’s advertising department on behalf of K+S Potash Canada for commercial purposes.

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

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SASKATCHEWAN’S

TOP EMPLOYERS 2015

SPONSOR CONTENT

F

WCB: Promoting a culture of safety

rom serving the needs of Saskatchewan workers and employers to promoting safe work practices throughout the province, the Saskatchewan Workers’ Compensation Board provides support for thousands in the province.

For the 450 people who work for the WCB out of its offices in Regina and Saskatoon, there is great satisfaction in doing a job that directly helps people across the province.

“Our employees tell us they feel they’re part of something good, and part of a culture that is very welcoming and supportive,” says Donna Kane, vice-president of human resources and communications.

Kane says besides good work-life balance, great benefits and a positive work environment, employees also cite a familylike atmosphere as a reason why they see the WCB as an employer of choice.

Joanne Davidowich has been with WCB for 30 years and knows full well the friendly culture that is fostered there.

“I have always considered WCB as my second family,” says Davidowich. “I have worked in many departments and at the end of the day, with every job, it is always good knowing that we are an organization that helps people.”

Leanne Yano couldn’t agree more.

“For me, the culture of an organization is very important. Right away, I felt welcome at WCB.” Yano says. “I like working for

Saskatchewan Workers’ Compensation Board YEARS IN BUSINESS: 85 NUMBER OF EMPLOYEES: 450 LOCATIONS: Regina and Saskatoon HEAD OFFICE: Regina APPLICATION PROCESS: Online at wcbsask.com/careers

WCB CEO Peter Federko, centre, actively promotes safety with employees and throughout the province.

an organization that is passionate about its purpose, has high expectations, but balances this with an environment that is relaxed and fun.”

WCB employees are dedicated to supporting injured workers and processed approximately 36,000 injury claims last year, and Kane notes that the number of injury claims has dropped significantly in the past decade. This drop in the number of claims can be attributed to the promotion and successful implementation of safety programs in workplaces across Saskatchewan.

“We believe every injury is preventable and that’s why Mission: Zero is core to everything we do,” says Kane. Adopting Mission: Zero as its purpose, means zero injuries, zero fatalities and zero suffering.

So it’s no surprise that the people who work for WCB “walk the talk” when it comes to their own health and safety and wellness so much so that last year the organization created a Safe Employee Award.

Despite being recognized as a Top Employer, WCB continues to look for opportunities to further enhance the employee work experience to create a

balanced environment.

“In addition to the fact that we work to maintain positive employee-union-management relations, we actively promote training and development, we work to ensure individuals have a safe and healthy work environment, that they are recognized and rewarded for the work they do, and that our commitment to diversity drives inclusion and a broader way of thinking,” says Kane.

To do this, WCB regularly consults with employees.

Yano agrees, saying, “I appreciate the effort that is made to get feedback from employees and to continuously improve on making WCB an even better place to work.”

For more information, visit wcbsask.com/careers.

This story was produced by Postmedia’s advertising department on behalf of the Saskatchewan Workers’ Compensation Board for commercial purposes.

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

Saskatchewan’s Top Employers 2015

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SASKATCHEWAN’S

TOP EMPLOYERS 2015

SPONSOR CONTENT

Saskatoon police dedicated to serving city

M

ore than 650 members of the Saskatoon Police Service go to work each day knowing they are making a difference and giving back to their community.

“For many members, being a police officer was a childhood dream which has become their reality,” says Lisa Olson, director of human resources with the Saskatoon Police Service.

Olson says with one of the largest training budgets in Western Canada, sworn members are able to continuously expand their skills and knowledge giving them the opportunity to work in many different areas of the service.

She says after training, new recruits usually patrol the streets of Saskatoon for five or six years, after which they can choose to branch out to constable positions in more specialized units, such as canine, street gangs, vice or special investigations.

After eight years of service, members can aspire to the rank of sergeant, which opens the doors to positions on units such as forensic identification, fraud or homicide and violent crimes.

While some members will choose to remain a constable or a sergeant, others strive to move up the ranks to become staff sergeants, inspectors, superintendents or deputy chiefs.

Olson says a member usually does not spend more than five years in one position, allowing them to have several different

Saskatoon Police Service

Saskatoon Police Service is headquartered in a new building that features a high-tech forensics lab and fitness areas among its facilities for staff.

“careers” within their profession as a Saskatoon police officer.

The Saskatoon Police Service also employs over 130 civilian staff members, working “behind the scenes” in support departments such as central records, finance and payroll or technological services.

Employees are all now based in a new headquarters building that opened in June 2014, one which brought together staff that had been scattered across nine locations after the service outgrew its old headquarters.

The facility is another indication of the Saskatoon Police Service’s commitment

to better serve both its members and the public.

Olson says recent initiatives include the formation of a Morale Committee with representations from the service, both sworn and civilian.

Video cameras have been installed in police cars to assist officers during traffic stops and resolve complaints against police.

Interpreter services were improved to ensure citizen’s charter rights are fully protected, and now the city’s police service offers interpreters for over 80 different languages.

Olson says the new headquarters has

YEARS IN BUSINESS: 112 NUMBER OF EMPLOYEES: 654 LOCATIONS: Saskatoon HEAD OFFICE: Saskatoon HIRING INCENTIVES: Four 12-hour shifts with four days off; pension plan; medical and dental plan; new, state-ofthe-art headquarters with on-site fitness facilities including full gymnasium and a weight room; tuition reimbursement; 95 per cent salary top-up while on maternity leave for up to 17 weeks; career opportunities and training.

APPLICATION PROCESS: Online at police.saskatoon.sk.ca a new fitness area and gymnasium with programs to encourage staff wellness.

Saskatoon police officers can also now maximize their specialized skills with new state-of-the-art laboratories in forensic identification, an indoor firing range, and rooms dedicated to technological analysis.

The Saskatoon Police Service is an equal opportunity employer committed to having a work force that is representative of the city.

According to police Chief Clive Weighill, “It is fundamental to the success of community policing that the police service reflect the ethnic diversity of the community.”

This story was produced by Postmedia’s advertising department on behalf of the Saskatoon Police Service for commercial purposes.

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

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SASKATCHEWAN’S SPONSOR CONTENT

S

TOP EMPLOYERS 2015

Seed Hawk grows strong careers

ince 1992, Saskatchewan’s Seed Hawk Inc. has led the way in innovation, sales and service of seeding equipment to growers — not just in this province, but across Western Canada and beyond.

Based near the hamlet of Langbank, 200 kilometres southeast of Regina, more than 200 employees oversee areas such as research and development, manufacturing and service, all which help keep Seed Hawk at the top of its game. And a top employer.

“I think we’re unique in that we’re based in rural Canada, so we have to position ourselves a little differently as an employer of choice,” says President and CEO Peter Clarke, who relocated from Toronto to Langbank a few years ago to head the company.

“We’re situated fairly close to the oil patch, so we compete from a compensation perspective with a tough sector of the market.”

Seed Hawk offers a strong benefits program for both singles and families, explains Clarke.

“We have stable employment compared to the market around us. We offer what we’d offer if we were based in an urban centre.”

Seed Hawk boasts a relatively young workforce, adds Stacy Brownridge, Director of Human Resources.

“There are a lot of opportunities for growth and advancement, and we pres-

Seed Hawk

Seed Hawk employees enjoy a close-knit community and supportive corporate culture.

ent a lot of challenges … and that’s key for people looking for different career opportunities,” she says.

“You’re not pegged into one thing, and our management structure allows you to present ideas outside of the norm.”

Seed Hawk focuses on three areas: seeding, planting and tillage equipment.

Air seeders are manufactured locally and distributed domestically and internationally. The company has partnered with the Swedish firm Väderstad to distribute tillage and planting equipment.

Seed Hawk employees support equipment not only across Western Canada

but also in places like Europe, Australia and the U.S. Clarke says Seed Hawk’s focus on notill agriculture gives an added “emotional benefit” for those who work there.

“Our employees are interested in the technology we provide to growers. It’s progressive farming practices that lead growers into no-till and it’s conservation agriculture. It’s nice to do something that’s positive.”

Most Seed Hawk employees live within a 50-kilometre radius of the plant.

Brownridge says when everyone’s at work, “this becomes like a small town.

YEARS IN BUSINESS: 22 NUMBER OF EMPLOYEES: 220 LOCATIONS: Langbank, Sask.

HEAD OFFICE: Langbank, Sask.

HIRING INCENTIVES: Training and development including tuition subsidies for courses related to employees position; total compensation package for all employees; on-site subsidized cafeteria; free rounds at White Bear golf course; monthly and yearly bonsuses possible for hourly and salaried employees; apprenticeship program; nationally benchmarked wages.

APPLICATION PROCESS: Apply online at seedhawk.com/careers or via email at hr@seedhawk.com Everyone knows each other and it’s a real community feeling.”

Looking ahead, Clarke says Seed Hawk is already starting to grow its organizational resources especially in the American Midwest and Eastern Canada.

A benefit of working for Seed Hawk is when new opportunities arise, he says, “we like to nurture and grow from within. You can come in on the sales side, or service, and you might find yourself in production or even design.”

To learn more about Seed Hawk and opportunities there, visit seedhawk.com.

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

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

LOCAL PRIDE. GLOBAL VISION. SeedHawk.com/careers 2014 ©Seed Hawk Inc. SEED HAWK®, HAWK DESIGN ®, VÄDERSTAD ® and VÄDERSTAD DESIGN ® are trademarks being used under license. 12/14-39528

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SASKATCHEWAN’S

TOP EMPLOYERS 2015

SPONSOR CONTENT

University makes employees feel at home

T

he University of Regina is like a second home to Misty Longman.

She has been a part of the University of Regina as a child, student and now an employee.

“If I were to use a word to describe the various communities on campus it would be ‘inclusive.’ There is always someplace to belong,” says Longman, who is manager of the Aboriginal Student Centre at the University of Regina.

She has childhood memories of coming to the university with her mother, who was taking classes.

“I grew up on this campus and faculty and staff have grown to be important fixtures in my life and have fostered a family environment,” says Longman.

Longman graduated with a bachelor of administration degree from First Nations University of Canada — one of the University of Regina’s three affiliated colleges.

Longman immediately found a job with a Crown corporation and remained there for about two years.

Then she heard about a job opening at the University of Regina. She jumped at the chance.

“I applied without hesitation. The opportunity to come back to the U of R was nothing short of rewarding,” says Longman.

“I get paid to advocate and support aboriginal students on campus. I get to be part of a community that allows me to have a balance of work, life and passion.

University of Regina

The University of Regina is an ideal size, says an associate professor.

Not many people get to do what they love and the U of R has given me that gift.”

The University of Regina places a priority on recognizing the accomplishments of faculty and staff. Programs include the President’s Awards for Service Excellence, Long Service Recognition and the annual Celebrate event that recognizes employees for their academic and professional achievements.

Dr. Vianne Timmons, president and vice-chancellor of the University of Regina, also hosts a number of events for employees throughout the year.

For faculty members the university pro-

vides the environment to succeed.

“The University of Regina is an ideally sized institution,” says Dr. Nicolas Carleton, an associate professor in Psychology.

“It’s large enough to provide resources and support to faculty and students for all manner of research and teaching, but small enough that each individual matters and can make a difference.”

Employees matter, which is why they are encouraged to take advantage of a wide range of benefits including professional development classes, tuition reimbursement and lifestyle courses that can

YEARS IN BUSINESS: Has existed for more than a century but has functioned as the University of Regina for 40 years.

NUMBER OF EMPLOYEES: 2,500 LOCATIONS: Regina, Saskatoon, Prince Albert and Swift Current.

HEAD OFFICE: Regina POSITIONS EMPLOYED: Boasts a diverse workforce with a variety of positions — from faculty to administrators to trades.

WAGE RANGE: Offers a wage and benefit package that is more than competitive for all positions.

APPLICATION PROCESS: Online at uregina.ca/hr/careers/index.html be taken through the Centre for Continuing Education.

The University also supports employees with children by offering two on-campus licensed daycare centres. There’s a modern fitness and lifestyle centre with discounted employee rates and where staff can have an annual health and fitness assessment at no charge.

It adds up to an environment where people can balance working and learning while meeting their family and personal needs.

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

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

Realize. Your future in focus.

T

he University of Regina is proud to be named one of this year’s top employers in Saskatchewan. This accomplishment would not be possible without our highly engaged and dedicated workforce.

At the University of Regina, our employees are our greatest asset and the reason for our success.

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SASKATCHEWAN’S

TOP EMPLOYERS 2015

SPONSOR CONTENT

“I

Aviation company uplifted by great staff

enjoy working here because there is always change and no two days are the same — I feel as though I learn something new every day.”

The message is exceptional, especially since the one speaking has been an employee with the same company — West Wind Aviation — for an astounding 30 years.

It’s this dedication to service and supportive environment that has garnered West Wind Aviation the accolade of being one of Saskatchewan’s Top Employers for a second year in a row.

Established in 1983 as a corporate air charter service, West Wind Aviation now operates a fleet of 28 aircraft and employs close to 300 employees.

Its accumulated expertise includes air charter, corporate aircraft management, maintenance, avionics, world-class aerocentre facilities in Regina and Saskatoon, ground services, fuelling, and scheduled flights with its ExpressAir and Pronto Airways divisions.

Even after three decades of service, West Wind is committed to providing exceptional service to its customers. Proud to be a carrier of choice, they are governed by safety in all aspects. Overall, this has helped bring the company to its position of being a leading employer in the province.

While its corporate promise — We take care. For you. — is geared to its customers, West Wind also takes the message to heart when it comes to its employees.

“We foster a friendly work environment

West Wind Aviation

West Wind’s staff, from ground services and maintenance to the flight crew, are invested in providing exceptional service to customers.

and a corporate culture that promotes hard work and dedication,” says Sadie Dewald, human resources supervisor.

Striving to be an equal opportunity employer dedicated to the advancement of our employees careers, the company has implemented a variety of employee-centred initiatives including training, internal advancement within the organization and education subsidies.

The company also promotes from within on new positions posted internally and commits to looking at existing employees before going externally.

“On a yearly basis, our management team sits with their employees to go through

their performance on the job and helps to create a plan for their future growth within the organization,” adds Dewald.

This includes a pilot mentorship program wherein aspiring pilots have the opportunity to learn more about the aircraft through ride-alongs, aircraft simulator time, mentorship from senior pilots in the organization, sitting in on ground school and much more.

“This keeps our employees engaged and prepares them for a future career in the industry,” says Dewald.

Several times a year, West Wind Aviation also hosts lunch and learn seminars, open to any of its employees to attend.

YEARS IN BUSINESS: 32 NUMBER OF EMPLOYEES: 297 LOCATIONS: Saskatoon, Regina, Prince Albert, La Ronge, Stony Rapids, Wollaston, Fond du Lac, Buffalo Narrows.

HEAD OFFICE: Saskatoon HIRING INCENTIVES: Share purchase plan, referral bonuses, contributions to a matching RRSP plan, profit-sharing and parental leave top-ups, comprehensive benefits package.

APPLICATION PROCESS: Individuals can apply online at westwindaviation.ca “This provides an opportunity to learn about interesting topics within the workplace ... it keeps our employee base engaged and up-to-date on arising topics of interest within the workplace,” says Dewald.

Staff also have the opportunity to purchase shares within the organization on an annual basis, allowing them to become owners in the organization. Presently, employees own 20 per cent of the organization.

All of which, says Dewald, is how West Wind Aviation manages its continued growth and success and secures the future for all who play a part in the company’s story.

This story was produced by Postmedia’s advertising department on behalf of West Wind Aviation for commercial purposes.

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

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EMPLOYERS

Now’s the time to apply!

Be one of Saskatchewan’s Top Employers in 2016.

To Apply!

go to

www.canadastop100.com/sk

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