Alberta's Top Employers (2018) by Canada's Top 100 Employers

ct100.ca/ab

2018 WINNERS MEDIACORP

z Douglas Gray, Founder & President of Calgary-based Graycon I.T., one of this year's winners.

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ALBERTA’S TOP EMPLOYERS 2018

13th Annual Edition

ALBERTA’S TOP EMPLOYERS Anthony Meehan, PUBLISHER

Karen Le,

VICE-PRESIDENT

Editorial Team:

Richard Yerema, MANAGING EDITOR

Kristina Leung, SENIOR EDITOR

Stephanie Leung, ASSISTANT EDITOR

Advertising Team:

Kristen Chow,

DIRECTOR, OPERATIONS

Ye Jin Suhe,

CLIENT SUPPORT COORDINATOR

Sponsored Profile Writers:

Berton Woodward, SENIOR EDITOR

Brian Bergman Don Hauka Simon Hally D’Arcy Jenish Bruce McDougall Nora Underwood Stuart Whitmore Barbara Wickens

GETTY

2018 Magazine

p Staff at Getty Images Inc. in Calgary competing for gold in the 'Getty Olympics' of office foosball.

lberta’s Top Employers 2018 cover a wish list of best practices to create great workplaces for people, from the physical environment of their buildings to career development opportunities to forging strong ties with the community. So it’s not surprising that when it comes to HR benefits, these employers go well beyond the basics to help employees achieve that elusive work-life balance. This year’s winners offer a variety of familyfriendly initiatives that employees so appreciate, such as flexible work arrangements, generous vacation time, paid personal days off and daycare support – progressive programs that are redefining how Canadians want to live and work today. These policies benefit both sides as they’re also effective tools in recruiting and retaining the best talent. While it’s increasingly common for organizations to offer top-ups for maternity leave, many of Alberta’s Top Employers have evolved further to be more inclusive. For example, Agriculture Financial Services Corporation (AFSC) in Lacombe provides generous maternity and parental leave

top-up payments for employees who are new mothers or fathers, including adoptive parents. Additionally, AFSC offers a generous subsidy for in-vitro fertilization (IVF) when needed. Shaw Communications in Calgary also supports both its new moms and dads, including adoptive parents, with maternity and parental leave top-up payments, as well as providing a variety of alternative work options to help employees balance their work and personal lives. Not surprisingly, the new-baby benefits are well-used. In the most recent one-year reporting period, 230 employees participated in the Maternity and Parental Leave Top-up program as part of the Shaw Choices benefits plan, which paid over $1.5 million in top-ups. That translated into meaningful life experiences for Shaw’s many new moms and dads who chose to take parental leave and enjoy irreplaceable time at home bonding with their newborns. As well, the company offers support with articles and resources on its online benefits website, including advice on staying in touch with work while on parental leave, returning to work post

ALBERTAâ&#x20AC;&#x2122;S TOP EMPLOYERS 2018

SHAW

CHAMPION PETFOODS

AFSC

PHOTOS (CLOCKWISE FROM TOP): 1. Staff from the verification and processing team at Agriculture Financial Services Corporation / AFSC taking a play from 'Hockey Night in Canada' at Halloween. 2. Employees at Shaw Communications in Calgary and their kids waiting to receive a gift from Santa at the company's annual children's Christmas party. 3. An employee, Theresa, at Champion Petfoods' Northstar Kitchens facility with a fresh bag of one of the company's food products.

ALBERTA’S TOP EMPLOYERS 2018

ASEBP

p Employee workstations at Alberta School Employee Benefit Plan / ASEBP come with a locker, plenty of personal storage space and even a seat for visitors.

INTRODUCTION

Continued

baby, and easing the transition back to work after having a child. Many of Alberta’s Top Employers, such as Champion Petfoods LP in Edmonton, also offer flexible schedules that allow new parents to transition back into the workforce more easily after their leave. Then comes the additional challenge of a busy family life. It can be a true balancing act, particularly in demanding professions such as law. Bennett Jones LLP in Calgary understands that lawyers have long hours and high stress so it is using current technology to provide them with more freedom. “Work-life balance is challenging in a law firm because there are

demands put on lawyers that don’t exist in most businesses,” says Daryl Refvik, National Director, Human Resources at Bennett Jones. “Right now we’re initiating a program where a number of the lawyers will have laptops from the company to use so that they can log in from anywhere. Wireless access allows them to work remotely if they need to on a particular day or to use while they’re travelling. We’re just starting down that path and will be building on that project this year. The laptops give the lawyers a bit more freedom. For instance, if a child was sick, they could work from home to deal with that.” The firm has also set up an emergency childcare backup through a daycare provider that is available to

all staff, both the lawyers and administrative side. “If a staff member’s regular daycare breaks down for some reason, we have arrangements with Kids & Company where you can phone them in the morning and they’ll try to find a spot for your child in one of their many locations across Calgary,” Refvik explains. “Administrative staff also have some personal days each year, in addition to sick and vacation days, that they can use as needed, whether to look after a sick child or for medical appointments where they might have to accompany a parent or child. It gives everybody more flexibility in their personal n lives.” –Diane Jermyn

n choosing this year’s Alberta’s Top Employers winners, the editors at the Canada’s Top 100 Employers project evaluated each employer’s operations and HR practices using the same eight criteria as the national competition: (1) physical workplace; (2) work atmosphere and social; (3) health, financial and family benefits; (4) vacation and time-off; (5) employee communications; (6) performance management; (7) training and skills development; and (b) community involvement. These criteria have remained consistent since the project’s inception 13 years ago. For information on applying to next year’s competition, please visit: www.canadastop100.com/ab

ALBERTA’S TOP EMPLOYERS 2018

NAIT

GRICULTURE FINANCIAL SERVICES CORPORATION / AFSC, Financial services. Lacombe. 522 employees. Along with a defined benefit pension plan, employees can ease their transition away from work through phased-in retirement work options. ALBERTA BLUE CROSS, Insurance, group benefits. Edmonton. 1,056 employees. Hosts an annual wellness fair and recently opened its renovated Balance Wellness Centre, where employees can take free fitness classes. ALBERTA CENTRAL, Credit unions. Calgary. 123 employees. Employees are encouraged to support a variety of community initiatives with paid volunteer time and matching charitable contributions. ALBERTA HEALTH SERVICES / AHS, Health authorities. Edmonton. 43,975 employees. Manages a

2018 WINNERS p Employees at NAIT / Northern Alberta Institute of Technology taking a turn in a Zorb ball on a staff training day. diversity and inclusion council and works with community organizations to provide work placements for new Canadians. ALBERTA INVESTMENT MANAGEMENT CORPORATION / AIMCO, Investment management. Edmonton. 382 employees. Supports its new moms with generous maternity leave top-up payments, to 95 per cent of salary for up to 16 weeks. ALBERTA SCHOOL EMPLOYEE BENEFIT PLAN / ASEBP, Health insurance. Edmonton. 131 employees. As part of their flexible health plan, employees receive health spending and wellness accounts that can be used for everything from fitness classes to fun family activities. ALBERTA SECURITIES COMMISSION / ASC, Financial regulators. Calgary. 181 employees. Encourages employees to recruit their friends

with generous new employee referral bonuses, up to $7,500 depending on the position. ALBERTA TEACHERS’ RETIREMENT FUND BOARD / ATRF, Pension funds. Edmonton. 97 employees. Encourages ongoing employee development with no limit tuition subsidies for job-related courses. ALBERTA-PACIFIC FOREST INDUSTRIES INC., Pulp and paper. Boyle. 388 employees. Encourages employees to get involved with paid volunteer time and matching charitable donations for time volunteered, up to $250 annually. ALTAGAS LTD., Natural gas distribution. Calgary. 978 employees. Focuses its charitable efforts on health and social services, education and sponsorship initiatives that offer access to the arts.

ATB FINANCIAL, Credit unions. Edmonton. 4,603 employees. Supports an in-house network of employee Wellness Champions along with a variety of online challenges to encourage healthy lifestyles.

EAVER MUNICIPAL SOLUTIONS, Waste management. Ryley. 49 employees. Supports its new moms with maternity leave top-up payments to 95 per cent of salary for up to 17 weeks. BENNETT JONES LLP, Law firms. Calgary. 875 employees. Offers its new moms maternity and parental leave top-up payments as well as the option to extend their leave into an unpaid leave of absence. BETHANY CARE SOCIETY, Nursing homes. Calgary. 272 employees. Reaches out to the next generation of health care practitioners with over 300 clinical practicums for students annually.

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BIOWARE ULC, Software publisher. Edmonton. 317 employees. Along with subsidized membership to an onsite fitness facility, employees can unwind in an employee lounge with classic arcade games. BOW VALLEY COLLEGE, Post secondary education. Calgary. 631 employees. Recently hosted its first annual Eco Fair in partnership with local community organizations to showcase their green work and inspire employees and students.

ALGARY AIRPORT AUTHORITY, THE, Airport operators. Calgary. 291 employees. Recently launched an in-house Live Well program in support of a number of physical and mental health initiatives for employees. CALGARY CO-OPERATIVE ASSOCIATION LIMITED, Retail cooperative. Calgary. 1,197 employees. As part of their health plan, employees receive an annual $500 health spending account to direct and top up their coverage as needed. CALGARY ROMAN CATHOLIC SEPARATE SCHOOL DISTRICT NO. 1, Elementary and secondary schools. Calgary. 5,180 employees. Offers retirement planning assistance services and provides employees with the long-term security of a defined benefit pension plan. CAPITAL POWER CORPORATION, Electric power generation. Edmonton. 561 employees. Manages a summer work experience program in partnership with local area high schools as well as providing co-op and paid internships for the next generation. CAPITALCARE GROUP INC., Residential care facilities. Edmonton. 649 employees. Employees can schedule up to six paid personal days off to help balance their personal and working lives.

CHAMPION PETFOODS LP, Pet food manufacturing. Edmonton. 371 employees. Provides maternity leave top-up payments for its new moms, to 70 per cent of salary for up to 17 weeks. CHANDOS CONSTRUCTION LTD., Construction firms. Edmonton. 389 employees. Encourages employees to volunteer in the community with up to three paid volunteer days each year. COLLINS BARROW CALGARY LLP, Accounting firms. Calgary. 111 employees. Supports its new moms and dads with maternity or parental leave top-up payments to 100 per cent of salary for up to eight weeks. CONNECT FIRST CREDIT UNION, Credit unions. Calgary. 537 employees. Helps employees balance their work and personal lives through alternative working options and paid personal days off. COVENANT HEALTH, Healthcare. Edmonton. 2,941 employees. Partners with Inclusion Alberta to help create employment opportunities for individuals with disabilities.

IALOG, Architectural firms. Calgary. 560 employees. Supports its new moms with maternity leave top-up payments to 75 per cent of salary for up to six weeks of their leave. DUNCAN CRAIG LLP, Law firms. Edmonton. 107 employees. Offers its employees generous referral bonuses when they successfully recruit a friend to the firm. DYNALIFE DX, Medical laboratories. Edmonton. 671 employees. Encourages employees to build their skills through tuition subsidies, formal mentoring and a variety of inhouse training initiatives.

DMONTON CATHOLIC SEPARATE SCHOOL DISTRICT NO.7, Elementary and secondary schools. Edmonton. 4,289 employees. As part of their health plan, most employees receive a $600

KEYERA

2018 WINNERS

p An employee of Calgary-based Keyera Corp.

ALBERTAâ&#x20AC;&#x2122;S TOP EMPLOYERS 2018

2018 WINNERS

Continued

flexible health spending account to enhance their basic coverage. EDMONTON POLICE SERVICE, Policing. Edmonton. 2,589 employees. Offers phased-in retirement work options for employees nearing retirement along with the security of a defined benefit pension plan. EDMONTON REGIONAL AIRPORT AUTHORITY, Airport operators. Edmonton. 267 employees. Encourages employees to support community initiatives through paid volunteer time and matching charitable donations, to $250 annually. EDMONTON, CITY OF, Municipal governments. Edmonton. 10,409 employees. As part of their health plan, employees can take advantage

of a health spending account to top up and tailor their coverage to match their needs. ENBRIDGE INC., Natural gas distributors. Calgary. 7,650 employees. Manages an in-house university which includes training on topics such as business acumen and project management. EPCOR UTILITIES INC., Integrated electricity and water utilities. Edmonton. 2,368 employees. Along with retirement planning assistance services, employees can plan for the long term with a defined benefit pension plan.

ILLMORE CONSTRUCTION MANAGEMENT INC., Construction firms. Edmonton. 135 employees. Supports employees who have older kids through a post

secondary academic scholarship program, to $750 per child. FOUNTAIN TIRE LTD., Automotive parts and maintenance. Edmonton. 151 employees. Helps employees balance their work and personal lives with up to six paid personal days in addition to their paid vacation time.

ETTY IMAGES, INC., Photo, video and music licensing. Calgary. 115 employees. Hosts a variety of social events and celebrations each year, from cooking competitions to monthly drinks on Fridays. GRAHAM GROUP, Construction firms. Calgary. 1,051 employees. Works to cultivate an ownership culture amongst employees through share purchase and profit-sharing plans.

LAUGHING DOG PHOTOGRAPHY FOR ERAA

q An employee of Edmonton Regional Airport Authority riding a KLM bike through the terminal.

GRAYCON I.T., IT consulting. Calgary. 171 employees. Encourages employees to become recruiters for the company with generous new employee referral bonuses when they successfully recruit a friend.

ALLMARK TUBULARS LTD., Oil and gas drilling suppliers. Calgary. 122 employees. Employees keep fit with free memberships to an onsite fitness centre with instructor-led classes and personal trainer services. HEALTH QUALITY COUNCIL OF ALBERTA, THE, Data analysis and public policy. Calgary. 30 employees. Supports its new moms with maternity leave top-up to 95 per cent of salary for up to 15 weeks, as well as the option to extend their leave into an unpaid leave.

ALBERTA’S TOP EMPLOYERS 2018

2018 WINNERS

Continued

NTER PIPELINE LTD., Natural gas distribution. Calgary. 701 employees. Offers free access to an onsite fitness facility that features instructor-led classes such as yoga and spinning.

ENWAY MACK SLUSARCHUK STEWART LLP, Accounting firms. Calgary. 67 employees. Helps employees balance their work and personal lives through a variety of alternative work options and up to eight paid personal days off. KEYERA CORP., Oil and gas production and transport. Calgary. 989 employees. Offers employees a share purchase plan and helps prepare for life after work with a defined contribution pension plan.

AIT / NORTHERN ALBERTA INSTITUTE OF TECHNOLOGY, Post secondary education. Edmonton. 2,174 employees. Supports expecting employees with maternity leave topups as well as those with older kids through an academic scholarship program. NATIONAL ENERGY BOARD, Regulatory bodies. Calgary. 477 employees. Offers new moms a full year of maternity leave top-up to 93 per cent of salary and offers the same for new dads and adoptive parents for 35 weeks.

LYMPIA FINANCIAL GROUP INC., Trust companies. Calgary. 219 employees. Supports ongoing employee development with generous tuition subsidies for jobrelated courses to $1,500 annually.

LAFARGE CANADA INC., Concrete manufacturing. Calgary. 6,726 employees. Offers employees paid volunteer time and maintains a corporate focus on supporting education, environmental and sustainable construction initiatives.

PEMBINA PIPELINE CORPORATION, Natural gas distribution. Calgary. 1,342 employees. Encourages employees to get involved in the community with matching charitable donations and $500 for every 50 hours volunteered.

AC LA BICHE COUNTY, Municipal governments. Lac La Biche. 168 employees. Supports its new moms with maternity leave top-up payments to 100 per cent of salary for up to 15 weeks.

LAKELAND COLLEGE, Post secondary education. Vermilion. 334 employees. Employees can keep fit at a state-of-the-art fitness facility that features instructor-led classes, an indoor pool, climbing wall, squash and racquetball courts. LEGAL EDUCATION SOCIETY OF ALBERTA, THE, Self-regulating professional bodies. Edmonton. 18 employees. Offers a $500 health spending account to enhance health coverage when needed along with free access to an onsite fitness facility.

CL CONSTRUCTION, Construction firms. Edmonton. 2,785 employees. Offers a number of excellent financial benefits including a share purchase plan that is available to all employees.

OGERS INSURANCE LTD., Insurance agencies and brokerages. Calgary. 311 employees. Through the unique Rogers Dreams program, the company awards four lucky employees $10,000 each to help them realize their dreams. ROHIT GROUP OF COMPANIES, Real estate development and property management. Edmonton. 180 employees. Reaches out to the next generation of real estate and building professionals through paid internships, summer job opportunities and co-op placements.

SHAW COMMUNICATIONS INC., Communications. Calgary. 10,668 employees. Offers all employees a number of great financial benefits, including profit-sharing and yearend bonus programs as well as a share purchase plan.

UNITED WAY OF CALGARY AND AREA, Charities. Calgary. 105 employees. Reaches out to the next generation with practicum work placements for social work students completing their studies.

AIT, Post secondary education. Calgary. 2,670 employees. Encourages healthy lifestyles at an annual health, safety and wellness fair and offers employees free access to its onsite fitness facilities.

SHELL CANADA LIMITED, Integrated energy producers. Calgary. 7,529 employees. One of the country’s leading charitable donors, supporting nearly 800 initiatives every year; provides up to three paid days annually for employees to volunteer at local charities. SILVACOM LTD., Land management software. Edmonton. 66 employees. Supports ongoing employee development with tuition subsidies for job-related courses and financial bonuses for the completion of specific courses. STUART OLSON INC., Construction firms. Calgary. 468 employees. Manages a busy social calendar for employees that features everything from charitable fundraisers to an annual floor hockey tournament to family camping trips. SYSGEN SOLUTIONS GROUP LTD., IT consulting. Calgary. 50 employees. Encourages employees to become recruiters with generous new employee referral bonuses for every successful hire, up to $5,000 depending on the position.

RAVEL ALBERTA, Tourism development agencies. Calgary. 74 employees. Employees enjoy regular deliveries of fresh fruit as well as healthy snacks provided by the Health, Safety & Wellness Committee.

FA CO-OPERATIVE LIMITED, Retail cooperative. Calgary. 768 employees. Invested over $800,000 in support of over 300 charitable and community initiatives across the province, with employees donating over 2,200 volunteer hours.

UNIVAR CANADA LTD., Chemical wholesaling and distributing. Calgary. 722 employees. Helps employees prepare for the future with retirement planning assistance, a defined contribution pension plan and phased-in retirement work options. UNIVERSITY OF CALGARY, Post secondary education. Calgary. 5,924 employees. Supports a range of wellness initiatives to help foster a healthy workplace, from subsidized fitness centre memberships to a formal mental health strategy.

ALARD GEOMATICS LTD., Surveying and mapping. Edmonton. 89 employees. Helps employees save with matching RSP contributions and offers year-end bonus and profit-sharing programs, available to all employees.

ESTJET AIRLINES LTD., Airlines. Calgary. 8,204 employees. All employees share in the company’s success through profit-sharing and share purchase plans and are encouraged to save with matching RSP contributions. WORKERS’ COMPENSATION BOARD – ALBERTA, Occupational health and safety. Edmonton. 1,640 employees. New employees start with four weeks of paid vacation, plus up to five paid personal days to n help work-life balance.

ALBERTA’S TOP EMPLOYERS 2018

W W

Alberta Blue Cross walks its own wellness talk Alberta Blue Cross walks its own wellness talk

hen you’re working to provide innovative hen you’re working health solutions to an to provide innovative entire province, you health on solutions to an need a few superheroes your team. entire province, you Luckily for Alberta Blue Cross, they need a few superheroes on your team. have employees like Robert Kisteleki. Luckily for Alberta Blue Cross, He’s a mild-mannered database they have employeesbylike administrator day,Robert but atKisteleki. lunch He’s a mild-mannered database hours and after work, he’s a certified administrator by day, but at lunch “wellness superhero.” hours and after a certified “Our Wellnesswork, teamhe’s recognizes “wellness superhero.” employees who go above and beyond “Our Wellness team recognizes promoting wellness, whether it’s employees who go above and beyond through nutrition or a fitness activity promoting wellness, it’s for a or encouraging teamswhether just to go through nutrition or a fitness activity walk,” says Kisteleki. or encouraging teams just to go for a walk,”Itsays Kisteleki. starts with our own employees. Building a culture of excellence in wellness us credIthealth startsand with our owngives employees. ibility, especially industry in Building a cultureinofthe excellence we’re in. health and wellness gives us credibility, especially in the industry Mark Razzolini we’re in. Vice-President, Human Resources

Mark Razzolini

Human Resources “I wasVice-President, fortunate to be recognized for my work as a fitness instructor. It’s part was fortunate to becommitment recognized for of“I Alberta Blue Cross’s to my work as a fitness instructor. It’s part wellness and work-life balance. They of Alberta Blueabout Cross’s don’t just talk it, commitment they live it.” to wellness and work-life balance. They Alberta Blue Cross is the province’s don’t just talk about it, they live largest benefits carrier, providingit.” health Alberta Crosstoismeet the province’s and dentalBlue benefits the needs of largest benefits carrier, providing more than 1.7 million Albertans. health The and dental benefits to meet the needs of more than 1.7 million Albertans. The

ALBERTA BLUE CROSS EMPLOYEES IN THE PROVINCE’S ANNUAL ‘WINTER WALK DAY’, CALLING ATTENTION TO THE HEALTH BENEFITS OF WALKING CROSS EMPLOYEES THE PROVINCE’S ANNUAL ‘WINTER WALK DAY’, cardioIN rooms, a studio, touch button Alberta-based companyALBERTA offersBLUE benefit CALLING ATTENTION TO THE HEALTH BENEFITS OF WALKING showers and other fitness features. plans for individuals and families, secardio studio, touch button Alberta-based benefit “Werooms, believeait’s through wellniors and largecompany and smalloffers employers. showers and other fitness features. plans for individuals and families, seness that you’re going to reach your When you’re in the wellness sector, “We believe through wellniors and to large small employers. potential as anit’s employee,” says Mark you have set and an example in the ness that you’re going to reach your When you’re in the wellness sector, Razzolini, Vice-President, Human workplace. Alberta Blue Cross goes potential as an employee,” says you set not an example in the Resources. “If you’re well, then Mark your that have extratomile just by promoting a Razzolini, Vice-President, Human workplace. Alberta Cross goes opportunities to do more and to suchealthy lifestyle, butBlue by giving its emResources. “If you’re well, then your that extra not just promoting ceed are exponential.” ployees themile support theybyneed to keepa opportunities to the do company’s more and to healthy lifestyle, but by giving its emRazzolini says ap-sucphysically, mentally and professionally ceed are exponential.” ployees the support they need to keep proach to wellness is holistic. Mental fit. The new Wellness Centre where Razzolini says the company’s physically, mentally and isprofessionally wellness is supported in part byapemKisteleki teaches classes an on-site, proach to wellness is holistic. Mental fit. The new Wellness Centre where tuistate-of-the-art facility with weight and ployee development with generous wellness is supported in part by emKisteleki teaches classes is an on-site, state-of-the-art facility with weight and ployee development with generous tui-

tion subsidies of up to $4,000 annually as well as leadership training programs. tion subsidies up to $4,000 annually The wellnessofphilosophy also exas well as leadership training programs. tends into the communities through The wellness philosophy also exAlberta Blue Cross’s employee-led tends into the communities through charity, Hearts of Blue, which gave Alberta Blue Cross’s employee-led over 100 charities a total of $800,000 charity, Hearts Blue,Employees which gavealso in assistance in of 2017. over 100 charities a total of $800,000 get paid time to participate in “Days in assistance in 2017. Employees also of Giving” events. getRazzolini paid timesays to this participate in “Days approach not only of Giving” events. helps to attract and retain top emRazzolini says this approach notBlue only ployees internally, it gives Alberta helps to attract and retain top emCross credibility outside the workplace. ployees internally, it gives Blue “It starts with our own Alberta employees. Cross credibility outside the workplace. Building a culture of excellence in “It starts with our gives own employees. health and wellness us credibility, Building a culture of excellence in– especially in the industry we’re in health and wellness gives us credibility, we’re here for the health and wellness especially in the – of Albertans so ifindustry we don’twe’re get itinright we’re here for the health and wellness internally, we’re not as credible exterof Albertans so if we don’t get it right nally,” he says. internally, we’re not as credible externally,” he says.

1,056 1,056 12,963 12,963 41 41 43 43

Thanks to our employees Thanks our employees for makingto Alberta Blue Cross a top

for makingand Alberta Blueleading Cross a provider top employer Alberta’s employer and dental Alberta’s leading provider of health and benefits. of health and dental benefits.

®* The Blue Cross symbol and name are registered marks of the Canadian Association of Blue Cross Plans, an association of independent Blue Cross plans. Licensed to ABC Benefits ®* Corporation for use in operating the Bluemarks Cross Plan. The Blue Cross symbol and name areAlberta registered of ®† Shield Association is a registered of thean Blue Cross theBlue Canadian of trade-mark Blue Cross Plans, association Blue Shield Association. ABC 82808 2017/12 of independent Blue Cross plans. Licensed to ABC Benefits

Corporation for use in operating the Alberta Blue Cross Plan. ®† Blue Shield is a registered trade-mark of the Blue Cross Blue Shield Association. ABC 82808 2017/12

FULL-TIME EMPLOYEES IN 2017 FULL-TIME EMPLOYEES IN 2017 JOB APPLICATIONS LAST YEAR JOB APPLICATIONS LAST YEAR YEARS, AVERAGE AGE OF ALL EMPLOYEES YEARS, AVERAGE AGE OF ALL EMPLOYEES YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGESTSERVING EMPLOYEE

ALBERTA’S TOP EMPLOYERS 2018

On work-life balance, ASEBP walks the walk On work-life balance, ASEBP walks the walk

yan Mussbacher knew he’d yan Mussbacher knewtohe’d found the right place found the right place to work when he interviewed work when for a job at he theinterviewed Alberta for a jobBenefit at the Alberta School Employee Plan School Employee Benefit Plan (ASEBP). (ASEBP). “Right from the outset, they em“Right work-life from the outset, they phasized balance,” heemsays. phasized work-life balance,” says. “It was one of the key thingshe that “It was one things that attracted meoftothe thekey organization.” attracted me tomanager, the organization.” As a project Mussbacher As worked a projectformanager, Mussbacher had almost two years at a had worked for almost twodays, yearssomeat a job that required 14-hour job that days, sometimes forrequired days on 14-hour end. “I wouldn’t times days end. “I he wouldn’t see myfor wife forona week,” says. “I’d see wife week,” he says. “I’d get my home at for twoa in the morning, and get home at two the morning, and she’d be gone by in seven.” she’d be gone by seven.” We look for people with good soft skills andforemotional intelligence. We look people with good soft We tryand to emotional be good humans. skills intelligence. We try to be good humans. Shandy Reed Director of Health Strategies and Shandy Reed Engagement DirectorStakeholder of Health Strategies and Stakeholder Engagement

The relentless schedule left no time relentless schedule time forThe a session at the gym orleft theno squash for a session at the gym or the squash court. Nor did it accommodate plans court. Nor did itand accommodate plansa by Mussbacher his wife to start by Mussbacher andtohis wife to start a family. “I needed find a place with family. “I neededhetosays. find a place with more balance,” more balance,” he says. couldn’t In ASEBP, Mussbacher In ASEBP, have chosen aMussbacher better place.couldn’t Providhave chosenbenefits a betterand place. Providing health services to ing health benefits and services to

EMPLOYEES WORKING ON A PROJECT AT ONE OF ASEBP’S COLLABORATION STATIONS EMPLOYEES WORKING ON A PROJECT AT ONE OF ASEBP’S COLLABORATION STATIONS

Alberta’s public education sector, Alberta’s public education sector, ASEBP focuses on fostering healthy ASEBP on fostering healthy lifestylesfocuses and healthy workplaces, lifestyles healthy workplaces, not only and for its members but for its not only forasits members but for its employees well. employees as well. “Our culture of wellness is really “Our culture ofsays wellness is really important here,” Shandy Reed, important says Shandy and Reed, Director ofhere,” Health Strategies Director of Health Strategies and Stakeholder Engagement, in EdmonStakeholder in Edmonton. “We liveEngagement, our brand, mission, ton. “We our brand, mission, vision andlive values, inside and out.” vision and values, andhaving out.” ASEBP’s cultureinside includes ASEBP’s culture includesfostering having fun, being knowledgeable, fun, being knowledgeable, fostering innovation and being trustworthy. innovation and being trustworthy.

JOIN THE JOURNEY TO JOIN THE JOURNEY TO WORKPLACE WELLNESS. WORKPLACE WELLNESS.

we are asebp

Employees participate in a variety of Employees in a variety ofto social eventsparticipate from costume contests social from costume annualevents Corporate Challengecontests events. to annual Corporate Challenge events. They also receive formal learning and They also receive formal development support andlearning regular and development support and regular coaching sessions. coaching sessions. While their jobs are demanding, Whileencourages their jobs are demanding,and ASEBP collaboration ASEBP encourages collaboration and teamwork so that employees develop teamwork so that employees ideas, address challenges anddevelop devise ideas, address challenges solutions together. “And and we’redevise trusted,” solutions “And we’re trusted,” Reed says.together. “We look for people with Reed “We and lookemotional for peopleintelliwith good says. soft skills good intelligence.soft Weskills try toand be emotional good humans.” gence. We try to be good humans.”

For Mussbacher, ASEBP’s values For Mussbacher, ASEBP’s quickly became apparent thevalues day he quickly became apparent day he started his job. As Projectthe Facilitator, started his job. As of Project Facilitator, he matches teams employees from he matches teams of employees across the organization to work from on across thesuch organization to work on projects as application developprojects such as application development and website construction that ment and websitestrategic construction that further ASEBP’s objectives further ASEBP’s strategic objectives and support the employees’ daily and support employees’ dailya work. To thisthe end, he developed work. To this end, he developed a methodology that advanced ASEBP methodology that advanced ASEBP from a “water-cooler approach” to a from “water-cooler approach” to a more aformal procedure for initiating, more formaland procedure forprojects. initiating, developing executing developing projects. Finishingand his executing first day, he got up Finishing histofirst day, he gotthe up from his desk walk around from walksome around the officehis anddesk chattowith of his office and chat with some of hishad co-workers, “but many people co-workers, “but many people Musshad gone home to their families,” gone home families,” Mussbacher says.to“Itheir realized they take bacher says. “I realized they take work-life balance seriously.” work-life balance seriously.”

131 131 24 24 626 626 50% 50%

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR OF EXECUTIVE TEAM ARE WOMEN OF EXECUTIVE TEAM ARE WOMEN

ALBERTA’S TOP EMPLOYERS 2018

At ATRF, growth inspires engagement At ATRF, growth inspires engagement

he Alberta Teachers’ he Alberta Teachers’ Retirement Fund (ATRF), Retirement Fund (ATRF), which manages and which manages and plans administers pension plans for 80,000 administers retired and pension active teachers, forin80,000 retired and activegrowth. teachers, is a period of significant is in a period of significant ATRF’s investment portfoliogrowth. has ATRF’s investment portfolio hasto risen from $5.5 billion in 2010 risenbillion from $5.5 billion in 2010 to $15 today, and the investment $15 billion today, the investment staff has more thanand doubled in the staff has moreATRF’s than doubled in the same period. membership sameisperiod. ATRF’s with membership base also growing, the number base is alsoteachers growing, withby thethe number of retired served of retired teachers servedbyby50the organization increasing per cent organization over the past increasing decade. by 50 per cent over past dynamic decade. and exciting “It’sthe a very “It’stoa very dynamic place be,” says CEOand Rodexciting Matheplace“With to be,”growth, says CEO Rodbeen Matheson. there’s a wide son. “With there’s been a wide range of newgrowth, opportunities for people range of in new people to come at opportunities different levelsfor and adto come in at the different levels and advance within organization.” vance within the organization.” It’s been quite empowering to take on them forward It’s new beenideas, quitebring empowering to take and seeideas, them take on new bringshape. them forward and see them take shape. Amina Kabir Senior Manager, Investment Amina Finance Kabir Senior Manager, Investment Finance

The expansion has also inspired new The expansion also inspired new initiatives aimed athaskeeping employees initiatives aimed keeping employees fully engaged andatpromoting career fully engaged and promoting career development. development. One of those initiatives is the recently One of those initiatives is the Comrecently formed Employee Engagement formed Employee Engagement Com-

ATRF EMPLOYEES COLLABORATING IN ONE OF THE ORGANIZATION’S MEETING ROOMS EMPLOYEES COLLABORATING IN ONE OF THE ORGANIZATION’S MEETING ROOMS mittee, comprised ofATRF staff from across provide guidance. The committee provide guidance. The committee also establishing an online “ideas mittee, comprisedThis of staff from across is the organization. committee is also establishing an online “ideas box” to encourage employees to come the organization. This committee solicits, assesses and implements box” to encourage employees to come with innovative proposals for solicits, assesses and implements employee-driven ideas for continually forward forward with to innovative management act upon.proposals for employee-driven ideas forand continually improving the workplace how management to act upon. Amina Kabir, Senior Manager, Inimproving the workplace and how ATRF functions. Amina Kabir, Senior Manager,ofInvestment Finance, is a member the ATRF The functions. committee has already implevestment Finance, is a member of the Employee Engagement Committee. The committee has alreadywhich implemented a “buddy program,” Employee Engagement Committee. been quite empowering to take mented a “buddy program,” which pairs new employees with more expe- “It’s “It’snew been quitebring empowering to take on ideas, them forward pairs new employees rienced peers to help with themmore betterexpeinon new ideas, take bringshape,” them forward and see them says Kabir. rienced into peersATRF’s to helpwork themculture. better integrate A and see them take shape,” says Kabir. ATRF also recently established a tegrate into program ATRF’s work A mentorship is in culture. the offing, ATRF also recently established a Corporate Events Committee to look mentorship program in the offing, which will see senior is staff members Corporate Events Committee to look at more formal ways the organization whichwith will newer see senior members work staffstaff to identify caat more the organization can give formal back toways the community. workadvancement with newer staff to identifyand career opportunities can give back to the community. reer advancement opportunities and

Those efforts will be supported by Those effortsnew willATRF be supported yet another initiativeby– yet anotheremployees new ATRF initiative – providing with two paid providing employees with two paid days per year to volunteer for the days per yearactivity to volunteer for the community or charity of community their choice.activity or charity of their All choice. of these initiatives are designed of these initiatives areculture designed to All further enhance a work to further enhance a work culture Kabir describes as “very friendly Kabircollaborative.” describes as “very friendly and A mother of two and collaborative.” mother of two young children withAan increasingly young children with an increasingly demanding job overseeing ATRF’s demanding finance job overseeing ATRF’s investment team, Kabir apinvestment team, Kabir ap-to preciates thefinance organization’s efforts preciates work-life the organization’s promote balance. efforts to promote work-life “As a parent withbalance. a young family, “As a parent withmarkets a youngbalancing family, working in capital working capital balancing work andinfamily lifemarkets can be challenging. workposition and family lifea can be challenging. My offers flexible work scheMy position offers a flexible dule, and ATRF provides mework with schewhat ATRFallows provides what Idule, needand – which meme to with get my I needdone – which allows me to get my work without compromise.” work done without compromise.”

100 100 35 35 42 42 2 2

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGESTSERVING EMPLOYEE YEARS, AVERAGE AGE OF ALLAVERAGE EMPLOYEES YEARS, AGE OF ALL EMPLOYEES PAID VOLUNTEER DAYS ANNUALLY, PER EMPLOYEE PAID VOLUNTEER DAYS ANNUALLY, PER EMPLOYEE

Our employees ensure ATRF delivers and secures pensions for more than 80,000 Our ensureAlberta. ATRF delivers and secures for moreasset thanof80,000 plan employees members across That makes them ourpensions most important all. plan members across Alberta. That makes them our most important asset of all. We’re honoured to again be named one of Alberta’s top employers, and proud We’re honoured to again be team named of Alberta’s top employers, and proud to attract a highly-respected of one employees. to attract a highly-respected team of employees. Learn more at www.atrf.com Learn more at www.atrf.com

ALBERTA’S TOP EMPLOYERS 2018

AltaGas growth generates new opportunities for career development AltaGas growth generates new opportunities for career development

ltaGas has come a long ltaGas hasitcome a long way since was founded way since itinwas founded in Calgary 1994, with in in 1994,Today with justCalgary 21 employees. just 21 employees. Today it is a diversified energy infrastructure itcompany is a diversified energy infrastructure with interests in gas, power company with interests in over gas, power and utilities that employs 1,600 and utilities that employs – and it is poised to grow over again1,600 with –the and it is poised grow again with proposed $8.4tobillion purchase the proposed $8.4 billion purchase of Washington D.C.-based WGL of Washington Holdings, Inc. D.C.-based WGL Holdings, Inc. means plenty of opFast growth Fast growth plenty of opportunity. “Wemeans have operations across portunity. “We haveU.S., operations Canada and in the so this across is a Canada andtoingrow the U.S., this issays a great place your so career,” great placeDulmadge, to grow your career,” says Michelle Director People Michelle Dulmadge, Director People and Corporate Services, who startand Services, started asCorporate a receptionist on a who two-week ed as a receptionist a two-week assignment and 19 on years later says she assignment and yearstolater says she has never felt the19need go elsehas never felt the need to go elsewhere to advance. where to advance. We have operations across Canada andhave in theoperations U.S., so this is a great We across Canada place career. and in to thegrow U.S.,your so this is a great place to Michelle grow yourDulmadge career. Director, People and Michelle Dulmadge

Corporate Services Director, People and Corporate Services

AltaGas places a high value on AltaGas development, places a high value on it’s employee whether employee development, whether learning new skills on the job or it’s relearning new skillswith on the orofre-an turning to school thejob help turning to grant schoolworth with the help of an education up to $24,000 education grant worth up to $24,000 a year. It also provides a challenging, a year. It also provides a challenging,

CURRENTLY UNDER CONSTRUCTION, ALTAGAS’ RIDLEY ISLAND PROPANE EXPORT TERMINAL IS EXPECTED TO BE THE FIRST PROPANE EXPORT FACILITY OFF THE WEST COAST OF CANADA CURRENTLY UNDER CONSTRUCTION, ALTAGAS’ RIDLEY ISLAND PROPANE EXPORT TERMINAL IS EXPECTED TO BE THE FIRST PROPANE EXPORT FACILITY OFF THE WEST COAST OF CANADA

two-year New Graduate Development two-year Program.New AfterGraduate finishingDevelopment university Program. After university in B.C. with anfinishing engineering degree in with an in engineering andB.C. an interest renewable degree energy, and an interest in renewable Thomas Elgie returned to hisenergy, native Thomas Elgie returned to his native Calgary to enter the program. It was Calgary to enter thepart program. It was part homecoming, eye-opening. part homecoming, part eye-opening. Elgie rotated through four of the Elgie rotated through segments, four of the company’s key business company’s key business travelling across Alberta,segments, B.C. and travelling across Alberta, B.C.mentors and Nova Scotia. “I’ve had great Nova Scotia.more “I’ve on hadthe great and learned jobmentors than I and learned more on the job than I

ever anticipated. Nothing is a drill ever anticipated. Nothing a drill – we’re working on the realis thing,” –hewe’re on the for realrenewable thing,” says.working Elgie’s passion he says.remains, Elgie’s passion renewable energy but thefor operations energy remains, operations engineer is now but also the motivated by the engineer is now also motivated by the bigger picture. bigger picture. “It’s about more than renewables, about more than it’s“It’s about decreasing therenewables, overall carit’s decreasing the overall carbonabout footprint of energy,” he says. In bon footprint energy,” says. Ingas Halifax, Elgie of worked on he a natural Halifax, Elgie worked onhelp a natural storage project that will reducegas storage that oil. will “Natural help reduce relianceproject on heating gas is reliance on heating oil. “Natural gas is

a cleaner burning fuel. It has economic aand cleaner burning fuel. It has economic environmental benefits,” he says. and environmental benefits,” he says. With many employees in high-risk With many in high-risk professions in employees remote areas, AltaGas professions in remote areas, AltaGas supports STARS air ambulance, as supports STARS air ambulance, as well as local communities it operates well local communities operates in. Itasalso matches employeeit donations in. It also matches donations to United Way up employee to $100,000 a year. to “We United Way up and to $100,000 work hard we drive a year. work says hardDulmadge. and we drive for“We results,” “But for Dulmadge. “But we results,” take timesays to acknowledge our we take time acknowledge our successes andtohave fun.” Family successes and have fun.” Family events include the AltaGas Cup show events include the AltaGas Cup jumping at Spruce Meadows andshow the jumping at Spruce Meadows and the Calgary Stampede. Calgary Stampede. Elgie joins his colleagues for Elgie joins his colleagues ultimate Frisbee in summer,for stair ultimate Frisbee in or summer, running in winter, just to stair stroll running winter, or just to stroll Calgary’sinwalkways and grab a coffee. Calgary’s walkways grab “We a coffee. “We’re very social,”and he says. “We’re very social,” he says.and “We tackle challenges together we tackle challenges together and we have a lot of fun.” have a lot of fun.”

978 978 53 53 42.2 42.2 143 143

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR YEARS, AVERAGE AGE OF ALLAVERAGE EMPLOYEES YEARS, AGE OF ALL EMPLOYEES CHARITIES HELPED LAST YEAR CHARITIES HELPED LAST YEAR

Proud to be one of Alberta’s Top Employers Proud to be one of Alberta’s Top Employers altagas.ca altagas.ca

ALBERTA’S TOP EMPLOYERS 2018

Beaver Municipal Solutions turns surplus into benefit Beaver Municipal Solutions turns surplus into benefit

hen Pierre Breau became General hen Pierre Breau ManagerGeneral of Beaver became MunicipalofSolutions Manager Beaver (BMS) in the village of Ryley, Alta., he Municipal Solutions knew that the surrounding community (BMS) in the village of Ryley, Alta., he could that prosper its singular knew the from surrounding community endowment: sits on of the largest could prosperitfrom its one singular and most impervious structures endowment: it sits onclay one soil of the largest in Canada, which makes an structures ideal and most impervious clayitsoil location forwhich BMS’smakes landfillit site. in Canada, an ideal For almost 20 years, thesite. five comlocation for BMS’s landfill munities responsible overseeing For almost 20 years,forthe five comBMS hadresponsible delegated its munities foroperations overseeingto a third party. After theitscontract ex- to a BMS had delegated operations pired,party. the organization’s community third After the contract exoverseers Breau the community mandate to pired, thegave organization’s make BMS profitable, not just forto its overseers gave Breau the mandate own sake, for the communities make BMSbut profitable, not just for its and the employees as well. own sake, but for the communities and the employees as well. We’re one of the few, if only, publicly We’re oneowned of theorganization few, if only, in Alberta that Iorganization know of that publicly owned hasAlberta a bonus program every in that I knowfor of that employee, right to thefor transfer has a bonus program every station attendant. employee, right to the transfer station attendant. Pierre Breau General Manager Pierre Breau General Manager

In addition to serving about 10,000 residents and businesses In addition to serving around about 10,000 Beaver County, BMS provides residents and businesses aroundwaste management services Edmonton’s Beaver County, BMS for provides waste Capital Region, aboutfor 85Edmonton’s km to the management services Capital Region, about 85 km to the

BEAVER MUNICIPAL SOLUTIONS MANAGES LANDFILL OPERATIONS FOR SEVERAL COMMUNITIES, INCLUDING EDMONTON BEAVER MUNICIPAL SOLUTIONS MANAGES LANDFILL OPERATIONS FOR SEVERAL COMMUNITIES, INCLUDING EDMONTON

west. It also provides advanced waste treatment, remediation west. It alsorecycling providesand advanced waste technologies to municipal and industreatment, recycling and remediation trial customers. technologies to municipal and indus“It’s a competitive business,” says trial customers. Breau, engineer who has more “It’s aancompetitive business,” says than three decades of experience Breau, an engineer who has morein publicthree works and infrastructure. than decades of experience in Jeannine Kelly heard of BMS public works and first infrastructure. through a friend theheard 4H Club. As Jeannine Kelly at first of BMS Administrative – Mechanithrough a friendAssistant at the 4H Club. As cal and Parts, Kelly spent–two weeks Administrative Assistant Mechanilearning to useKelly the organization’s cal and Parts, spent two weeks learning to use the organization’s

enterprise software system to order and keep track of parts andtoservice enterprise software system order for BMS’s compactors, dozers, and keep track of parts and graders, service for semis and other equipment. BMS’s compactors, dozers, graders, “I’mand interested in cars and trucks, semis other equipment. I have passion for and “I’m ainterested in software, cars and trucks, really organized,” says Kelly, II’m have a passion for software, andwho will really soon complete hersays firstKelly, year with I’m organized,” who BMS. “Allcomplete these skills help with in will soon herreally first year my work.” BMS. “All these skills really help in Kelly’s perspective, customer sermyFrom work.” vice is a significant part of her job. “But From Kelly’s perspective, customer sermy customers workpart for BMS,” she“But says. vice is a significant of her job. my customers work for BMS,” she says.

With a focus on customer service – along theonacquisition of new With awith focus customer service recruiting new employees –business, along with the acquisition of new and operating safelynew and employees efficiently – business, recruiting the 61 fulland part-time employees– and operating safely and efficiently of BMS have turned the organization the 61 full- and part-time employees since 2011 into a source of commuof BMS have turned the organization nity pride wella as financial stability. since 2011asinto source of commuIn sixpride years,as revenues have more than nity well as financial stability. tripled, to $22 million, while debt has In six years, revenues have more than been eliminated. BMS now tripled, to $22 million, whiledistribdebt has utes $2 million a BMS year to thedistribcommubeen eliminated. now nities$2under which it operates, and its utes million a year to the commuemployees bonus nities underreceive whichan it annual operates, and its equivalent receive to five per cent to bonus 37.5 per employees an annual cent of their pay.cent to 37.5 per equivalent tobasic five per “We’re onebasic of thepay. few, if only, pubcent of their licly owned Alberta “We’re oneorganization of the few, ifinonly, pubthat Iowned know organization of that has a in bonus prolicly Alberta gramI for every employee, right to the that know of that has a bonus protransfer attendant,”right saysto the gram forstation every employee, Breau. station attendant,” says transfer Breau.

54 54 15 15 400 400 28 28

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGESTSERVING EMPLOYEE

ALBERTA’S TOP EMPLOYERS 2018

At Champion Petfoods, you ‘play to your Gretzky’ At Champion Petfoods, you ‘play to your Gretzky’

A A

t Edmonton-based Champion Petfoods, t Edmonton-based they’ve adopted the city’s Champion Petfoods, most sports they’vefamous adopted the city’s icon as a model encouraging mostfor famous sports top performance. Through an ongoing icon as a model for encouraging top high-performance teaman training performance. Through ongoing process, Championteam works with high-performance training employees to help identify personal and process, Champion works with professional and weaknesses employees tostrengths help identify personal and – a process they call “finding your professional strengths and weaknesses Gretzky.” – a process they call “finding your Explains Nikole Bordato, ChampiGretzky.” on’s Manager of Project Management: Explains Nikole Bordato, Champi“It’s a reference hearManagement: almost daily. on’s Manager ofyou Project Wayne Gretzky you was hear someone who “It’s a reference almost daily. focused on his strengths, and managed Wayne Gretzky was someone who his weaknesses, so he could the focused on his strengths, andbecome managed best at what he was good his weaknesses, so healready could very become the at. here is already encouraged do bestEveryone at what he was very to good the same by what weencouraged call ‘playingtotodo at. Everyone here is your Gretzky.’” the same by what we call ‘playing to your Gretzky.’” Everyone is aware of our values, knows what they mean how to Everyone is aware of ourand values, live them. knows what they mean and how to live them.

Elizabeth Read Director of Global Human Resources Elizabeth Read Director of Global Human Resources

Champion, like Number 99, is already a world-class success99, story. Champion, like Number is Launched as a family-owned business already a world-class success story. in 1985, Champion created an evLaunched as a family-owned business er-expanding market for what it calls in 1985, Champion created an ever-expanding market for what it calls

CHINEDU OGBONNA, MANAGER OF REGULATORY AFFAIRS (LEFT) AND GAYAN HETTIARACHCHI, DIRECTOR OF FOOD SAFETY AT CHAMPION PETFOODS CHINEDU OGBONNA, MANAGER OF REGULATORY AFFAIRS (LEFT) AND GAYAN HETTIARACHCHI, DIRECTOR OF FOOD SAFETY AT CHAMPION PETFOODS

its Biologically Appropriate dog and cat foods. Champion’s two brands, its Biologically Appropriate dog and ORIJEN and ACANA, are brands, now excat foods. Champion’s two ported to and overACANA, 85 countries and exhave ORIJEN are now won more awards worldwide than any ported to over 85 countries and have other pet food. won more awards worldwide than any Champion’s other pet food.mission is to cook Biologically Appropriate Champion’s mission is foods, to cookwhich mirror what dogs and cats wouldwhich have Biologically Appropriate foods, eaten in the wild. The foods are made mirror what dogs and cats would have from ingredients eaten fresh in theregional wild. The foods areand made never outsourced for cooking. from fresh regional ingredientsThe and company’s state-of-the-art kitchens, never outsourced for cooking. The located in Alberta and Kentucky, are company’s state-of-the-art kitchens, focused on research, innovation and located in Alberta and Kentucky, are focused on research, innovation and

food safety, which allows Champion to follow its which vision allows of being trusted by food safety, Champion pet lovers everywhere. to follow its vision of being trusted by for excellence is a priority petStriving lovers everywhere. across the company. “It’s isa demandStriving for excellence a priority ing workplace and we have some across the company. “It’s a demandhighly-committed individuals,” ing workplace and we have somesays Elizabeth Read, Champion’s Director highly-committed individuals,” says of Global Human Resources. “But it’s Elizabeth Read, Champion’s Director also a veryHuman flexible Resources. and supporting of Global “But enit’s vironment. When people need to step also a very flexible and supporting enback and take timepeople for themselves, we vironment. When need to step make sure that happens.” back and take time for themselves, we While company has grown to make surethe that happens.” more than 530 employees worldwide, While the company has grown to more than 530 employees worldwide,

Read says it has retained the culture of a family-owned business. Read says it has retained the “Our culture CEO, Frank Burdzy, is one of the of a family-owned business. “Our most you’ll CEO,down-to-earth Frank Burdzy,individuals is one of the ever she says. individuals “He spendsyou’ll time mostmeet,” down-to-earth with our people and knows everyone’s ever meet,” she says. “He spends time name. It’speople very refreshing.” with our and knows everyone’s The It’s company worked with emname. very refreshing.” ployees to identify Champion’s core The company worked with emvalues, as TRAIL (for teamployees known to identify Champion’s core work, authenticity, values,responsibility, known as TRAIL (for teaminnovation and leadership). As a work, responsibility, authenticity, result, says Read, “everyone is innovation and leadership). Asaware a of the values, knows what they mean result, says Read, “everyone is aware and how to live them.” of the values, knows what they mean Many employees are and howpotential to live them.” drawn Champion because are they Manytopotential employees are pet to lovers and it’s because not uncommon drawn Champion they for to bring dogs to work. are them pet lovers and their it’s not uncommon Observes Bordato: “It’s dogs a funtoway to for them to bring their work. connect your co-workers overto Observeswith Bordato: “It’s a fun way something in your common.” connect with co-workers over something in common.”

371 371 49 49 2,600 2,600 39 39

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE

LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS

RECEIVED LAST YEAR YEARS, AVERAGE AGE OF ALLAVERAGE EMPLOYEES YEARS, AGE OF ALL EMPLOYEES

TRUSTED EVERYWHERE. TRUSTED EVERYWHERE.

Award-winning foods, award-winning kitchens and for the second time, an awardwinning workplace. Weaward-winning are proud to bekitchens named one Toptime, Employers. Award-winning foods, and of forAlberta’s the second an awardwinning workplace. We are proud to be named one of Alberta’s Top Employers. CHAMPIONPETFOODS.COM CHAMPIONPETFOODS.COM

ALBERTA’S TOP EMPLOYERS 2018

Selfless Selfless service service to to others others drives drives Covenant Covenant Health Health

here are any number of here arewhy any number of reasons social worker reasons why social worker Scott Stewart has spent Scott Stewart spent 13 years on thehas staff of 13 years on the staff of one Covenant Health, but the primary Covenant Health, but the primary is that the values of the organizationone is that the values“Whatever of the organization match his own. your match his own. “Whatever your discipline or role, what drives us is discipline or role, what drives is most providing quality healthcare tousthe providing quality healthcare to the most vulnerable and needy,” says Stewart. vulnerable needy,” saysofStewart. Covenantand Health is one Canada’s Covenant Health is one of Canada’s largest Catholic healthcare providers largest Catholic and operates 17 healthcare sites acrossproviders Alberta, and operates 17 care siteshospitals, across Alberta, including acute postincluding acute care hospitals, postacute centres, continuing care centres acute centres, continuing care centres and palliative care hospices. and palliative care hospices. Whatever your discipline or role, Whatever your discipline orquality role, what drives us is providing what drivestousthe is providing quality healthcare most vulnerable healthcare and needy. to the most vulnerable and needy.

Scott Stewart Scott Stewart Social Worker

Social Worker

“Most of us get into healthcare “Mostwe of want us gettointo healthcare because serve people and because we want to serve people and make a difference,” says President and make a difference,” says President and Chief Executive Officer Patrick DumeChief Executive Officer Patrick Dumelie. “The mission of our organization is lie.provide “The mission of ourservice organization is to that selfless to others, to provide that selfless service to others, whether it’s a calling or living out your whether it’s a calling living out be.” your faith – whatever yourorfaith might faith – whatever your faith might be.” As a diverse healthcare provider, CovAs a Health diverse healthcare Covenant employs aprovider, broad array enant Health employs a broad array of professionals, including nurses of professionals, including nurses

EMPLOYEE TRAINING AT COVENANT HEALTH HELPS ALL STAFF ADVANCE IN THEIR CAREERS EMPLOYEE TRAINING AT COVENANT HEALTH HELPS ALL STAFF ADVANCE IN THEIR CAREERS

and social workers, among others, and the social workers, among others, and organization provides a suite and the organization provides a suite of in-house training materials aimed of in-house training materials aimed at developing managers and leaders at developing managers and leaders across the professions. across the professions. “We’ve invested heavily in our “We’ve invested heavily Pathways, in our Leadership Development Leadership Development Pathways, starting with non-management startingdelivery with non-management service staff and going right service delivery staff and up to the governance levelgoing of theright up to the governance level of the organization,” says Dumelie. organization,” says Dumelie. The in-house training materials, Theofin-house training materials, most which are available online, most of which are available online,

also help foster a collaborative also help environment, foster a collaborative working says Stewart. working environment, says Stewart. “We have multiple professionals “We have multiple professionals who have different points of view, whowe have different of view, but have to workpoints together,” he but we have to work together,” he says. “We have education materials says. “We have education materials that help us learn how to deal with that helpand us learn how to deal with conflict how to communiconflict and how to communicate effectively with members of a cate effectively withteam.” members of a multi-disciplinary multi-disciplinary team.” Covenant Health also allows emCovenant Health allowsEducaemployees to apply for also the Staff ployees to apply for the Staff Education Fund, or use their flex spending tion Fund, or use their flex spending

accounts to further their education to further their education –accounts something that Stewart has found – something has found very valuable.that He Stewart had a bachelor’s very valuable. hadwhen a bachelor’s degree in socialHe work he joined degree in social work when he to joined the organization, but was able the organization, but was able to earn his master’s thanks to support earn his master’sHealth. thanks to support from Covenant from Covenant Health. As a registered healthcare profesAs a registered healthcare sional, he is also required to profestake 40 sional, he is also required to take 40 hours of continuing education annuhours of continuing education annually to stay current in his field and he ally benefitted to stay current his fieldorganiand he has fromingenerous has benefitted from generous organizational support. “I have been able to zational support. have directly been able take training that “I speaks to to take training that speaks directly to my practice,” says Stewart. “Covenant my practice,” says Stewart. “Covenant has provided me the time to do that.” hasIt’sprovided the time toHealth’s do that.” all part me of Covenant It’s all part of Covenant Health’s people-first philosophy. “It starts people-first philosophy. “Itsays starts with the people we serve,” Duwith the people we serve,” says Dumelie. “But we’ve also put in place melie. “But we’ve also put in place a lot of programs and services to a lot of programs and services to support our employees.” support our employees.”

2,941 2,941 3,273 3,273

50 50 61.5% 61.5%

FULL-TIME STAFF FULL-TIME STAFF IN CANADA IN CANADA JOBS AVAILABLE JOBS AVAILABLE LAST YEAR LAST YEAR YEARS, LONGESTYEARS, LONGESTSERVING EMPLOYEE SERVING EMPLOYEE OF EXECUTIVE TEAM OF EXECUTIVE ARE WOMENTEAM ARE WOMEN

ALBERTA’S TOP EMPLOYERS 2018

Community is is key key at at Edmonton Edmonton Police Police Service Service Community

hen Jacob hen Jacob Montgomery was Montgomery in the militarywas and in the military thinking aboutand thinking about switching to a career in policing, switching to a career in policing, he liked what he heard about the he liked what he heard about the “It Edmonton Police Service (EPS). Edmonton Police Service (EPS). “It has a reputation for being innovative has a reputation for being innovative and connected to the community, and to the community, withconnected an emphasis on fitness,” he says. with an emphasis on fitness,” he says. “I wanted to work for the best.” “I Twelve wantedyears to work best.” later,for he’sthe now Twelve years later, he’s now Sergeant Montgomery and has Sergeant Montgomery haspatrols moved from vehicle andand foot moved from vehicle and foot to an administrative job with patrols the to an administrative job with the Investigation Management and Investigation Management and him to Approval Centre, which allows Approval Centre, which allows to spend more time with his younghim family. spend more time with his young family. We want our employees to be role models ouremployees communityto–be this is We wantinour role inspiringinas helps us achieve models ourit community – this our is vision. as it helps us achieve our inspiring vision.

Rod Knecht Chief Rod Knecht Chief

“The EPS is very aware of work“The EPS and is very aware of worklife balance accommodating our life balance and accommodating our personal needs,” he says. “The desk personal needs,” he getting says. “The job has taken some useddesk to job has taken some getting used to but I’m learning new skills. There but I’m learning new skills. There are many opportunities for different are many opportunities for different types of career advancement if types career advancement if you’reofinterested.” you’re interested.”

EDMONTON POLICE SERVICE COMMEMORATING ITS 125TH ANNIVERSARY AT CITY HALL EDMONTON POLICE SERVICE COMMEMORATING ITS 125TH ANNIVERSARY AT CITY HALL

“Developing all employees to “Developing all employees to their highest potential is a priority their potential is a priority at thehighest EPS,” says Superintendent at the EPS,” says Superintendent Denis Jubinville, a 25-year veteran Denis a 25-year of the Jubinville, service who’s now in veteran charge of service who’s now in charge of the human resources. “Every of human prepares resources.an“Every employee annual employee prepares development plan, an andannual we offer development plan, and we offer classroom learning, on-the-job classroom learning, training and externalon-the-job educational training and external educational opportunities.” opportunities.” The EPS also makes an effort EPS alsoand makes an effort toThe understand support its to understand and support its employees’ mental and physical employees’ mental and physical health, through a variety of health, through a variety of programs including the Critical programs including the Critical Incident Stress Management Incident Stress Management

initiative, which helps officers initiative, whichinvolved helps officers who have been in critical who have been situations, and involved the Road in to critical Mental situations, and the Road Mental Readiness program, whichtoaddresses Readiness which addresses the mentalprogram, well-being of employees. theThe mental employees. EPS well-being focus on itsofpeople The EPS on its not people includes all focus employees, only includes all employees, nota only police officers. “I’ve been civilian police officers. been civilian member of the “I’ve service for ajust member the and service just over two of years I’vefor found over years and I’ve manytwo opportunities for found personal many opportunities for personal development, including ways to development, including ways to be creative,” says Community be creative,”Coordinator says Community Operations Chelsea Operations Chelsea Hawrelak. “ICoordinator previously worked Hawrelak. previously worked with several“Isocial agencies and with several social was attracted to theagencies EPS byand its was attracted to the EPS by its

reputation of being very innovative. reputation of being very innovative. I get huge satisfaction from my Iwork, get huge satisfaction from my which is primarily about work, whichengagement.” is primarily about community community engagement.” “Our core values of integrity, “Our core values of integrity, accountability, respect, innovation, accountability, respect, courage and communityinnovation, are courage and are do,” engrained in community everything we engrained everything we do,” says Chief in Rod Knecht. “We put says Chief Rod Knecht. “We put significant effort into engaging significant effortwe into engaging the community serve at every the community we serve at every possible opportunity. possible opportunity. “We look proactively for solutions “We look proactively forreact solutions to prevent crime, not just to prevent crime, not just react to it. We want our employees to to Wemodels want our employees to be it. role in our community be role models in our community – this is inspiring as it helps us –achieve this is our inspiring it helps us vision,aswhich is to achieve our vision, which is to become the safest major city in become city in Canada the and safest to be major recognized as a Canada and to be recognized as a leader in policing.” leader in policing.”

2,650 2,650 33 41 41 41 41

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA WEEKS, STARTING VACATION ALLOWANCE WEEKS, STARTING VACATION ALLOWANCE YEARS, AVERAGE AGE OF ALLAVERAGE EMPLOYEES YEARS, AGE OF ALL EMPLOYEES YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGESTSERVING EMPLOYEE

ALBERTA’S TOP EMPLOYERS 2018

Shared Tire Shared values values keep keep the the team team rolling rolling at at Fountain Fountain Tire

sk someone about their sk someone their work historyabout at Fountain work history at Fountain Tire Ltd. in Edmonton Tirechances Ltd. in are Edmonton and you’re and chances are Take you’reTyler going to get a long answer. going to get a long answer. Take Tyler Dion, for example. He started with Dion, for example. Hewas started the company when he 16 inwith an the companycapacity when heatwas after-school one16 of in theantire after-school capacity at stores. one of the tire and mechanical service and In mechanical the 20 yearsservice since, stores. Dion has In the 20 yearsfrom since,changing Dion hastires done everything donedriving everything from changing tires and service trucks to working and service to working as andriving assistant store trucks manager. What as anhim assistant store manager. What kept coming back and ultimately kept him coming and everyone, ultimately staying was a goodback fit with staying a good team fit with everyone, from thewas executive down. “It’s the of executive team down.and “It’s afrom culture good relationships a culture of good partnerships,” saysrelationships Dion, now aand partnerships,” says Dion, a Business Analyst with the now corporate Business Analyst withteam. the corporate Information Systems “People Information Systems team. “People care about each other.” care about each other.” It’s a culture of good relationships and It’s apartnerships. culture of good relationships and partnerships.Tyler Dion Business TylerAnalyst Dion Business Analyst

The spirit of partnership and The spirit of partnership and shared problem-solving is really shared problem-solving is really at the heart of the company’s at the heart of theDubeau company’s culture, as Kristi knows culture, as Kristi Dubeau knows first-hand. first-hand.

FOUNTAIN TIRE ASSOCIATES CHEERING ON THE EDMONTON OILERS FOUNTAIN TIRE ASSOCIATES CHEERING ON THE EDMONTON OILERS

Dubeau just celebrated 15 years Dubeau just Tire, celebrated 15 eight years with Fountain the first with Fountain Tire, the the marketing first eight of which were with of which were with the marketing team. After starting a family, she team. After starting family, she was looking for morea flexibility. was looking for more flexibility. Wanting to retain a key associate, Wanting retainher a key associate, her leadertofound a role in the her leader her a role team in the Real Estatefound and Expansion Real Estate and Expansion team and gave Dubeau the opportunity andwork gavepart Dubeau to time the for opportunity as long as she to work part time for as longtoasfull she needed and transition back needed and transition back to full time when she was ready. time when she was ready.

In amongst those jobs, Dubeau Ingiven amongst those jobs, Dubeau was the opportunity to be was givenwith the opportunity to be involved big projects and involved withher bigMBA. projects and to complete Now on to complete MBA. Now on the executiveher team as the General the executive team as theDubeau Generalsays, Manager of Marketing, Manager of Marketing, says, “I think our great leadersDubeau really try “I think ourflexible great leaders really try hard to be with their people hardencourage to be flexible with their people and them to go where the and encourage them to go where the company can best use them.” company can bestTire use isthem.” And Fountain committed And Fountain Tire is committed to developing its leaders from to developing its leaders from

IT IT TAKES TAKES TOP TOP EMPLOYEES EMPLOYEES TO TO MAKE MAKE ONE ONE OF OF ALBERTA’S ALBERTA’S TOP TOP EMPLOYERS. EMPLOYERS. THANK THANK YOU YOU TO TO EVERYONE. EVERYONE.

within. “Because we have a fairly within. “Because wewe’ve have worked a fairly so unique culture and unique culture and we’ve worked hard to build our teams, it’s a lot so hard to build teams,hires it’s auplotto of work to getour external of work to get external hires up to speed and comfortable,” explains speed and comfortable,” explains Dubeau. “If they already have a Dubeau. “If they already have a good understanding of how things good work,understanding it’s a win-win.”of how things work, it’s aDion win-win.” Neither nor Dubeau might Neither Diontheir nor Dubeau might have predicted long careers have predicted their careers at Fountain Tire, butlong in the end at Tire, the end it isFountain the values andbut theinleadership it is the the“When leadership that keepvalues themand here. I first that keep here. I first looked at them joining the “When company, it looked at joining company, wasn’t that I had athe keen interest itin wasn’t that I had a keenadmits. interest“But in the industry,” Dubeau the Dubeau admits. “But I feltindustry,” that my values were strongly Ialigned felt that mythe values were integrity, strongly with leaders’: aligned leaders’: honesty,with hardthe work, careerintegrity, growth honesty, career growth and doinghard the work, right things.” and doing the right things.”

151 151 $275k $275k 41 41 700 700

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA SPENT ON PROFESSIONAL DEVELOPMENT IN 2017 SPENT ON PROFESSIONAL DEVELOPMENT IN 2017 YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGESTSERVING EMPLOYEE STAFF VOLUNTEER HOURS LAST YEAR STAFF VOLUNTEER HOURS LAST YEAR

ALBERTA’S TOP EMPLOYERS 2018

Hallmark Tubulars empowers employees to step up Hallmark Tubulars empowers employees to step up

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or Hallmark Tubulars Ltd., getting employees homeLtd., safely or Hallmark Tubulars at the end of the working day getting employees home safely is priority. at the the company’s end of the top working day “Our record reflects that, it is the company’s topwhen priority. comes safety,reflects we walk thewhen talk and “Ourtorecord that, it we expect everyone to perform the comes to safety, we walk the talktoand highest standards,” Henry Ewert, we expect everyone says to perform to the President and CEOsays of Hallmark, which highest standards,” Henry Ewert, delivers country tubular Presidenthigh-quality and CEO ofoilHallmark, which goods for drilling completions deliversused high-quality oiland country tubular to oil and throughout the goods usedgas forproducers drilling and completions Western Sedimentary Basin. the to oil andCanada gas producers throughout Hallmark’s commitment workWestern Canada SedimentarytoBasin. place safety, he adds, is firmly rooted Hallmark’s commitment to workin thesafety, company’s threeis core values – place he adds, firmly rooted integrity, honesty three and respect. in the company’s core values – integrity, honesty and respect. What gives me the most joy and is seeing these Whatsatisfaction gives me the most joy young people develop and take and satisfaction is seeing these on leadership young people roles. develop and take on leadership roles. Henry Ewert

President and CEO

Henry Ewert

President and CEO

“New employees learn pretty quickly “New they are going to learn be respected at all employees pretty quicktimes and we expect them to behave ly they are going to be respected at all the same whether internally or times andway, we expect them to behave externally. With our clients and supthe same way, whether internally or pliers, we operate at the highest levels externally. With our clients and supof integrity. When we sign a contract pliers, we operate at the highest levels or make a commitment, wealive up of integrity. When we sign contract to it, no matter what. Our employees or make a commitment, we live up to it, no matter what. Our employees

THE YARD CREW AT HALLMARK TUBULARS

know that, if they do the right thing, they going to be So knoware that, if they dosupported. the right thing, that gives them a lot of comfort in they are going to be supported. So their day-to-day work life.” that gives them a lot of comfort in Hallmark also work focuses on training, their day-to-day life.” skills development and promoting Hallmark also focuses on training, talent from within. and promoting skills development “We empower people to step up talent from within. and take initiative,” saystoEwert. “We empower people step up “Many of our senior management and take initiative,” says Ewert. team started juniormanagement entry positions “Many of ourinsenior and have grown with the company. team started in junior entry positions and have grown with the company.

THE YARD CREW AT HALLMARK TUBULARS

What gives me the most joy and satisfaction is seeing people What gives me thethese mostyoung joy and satdevelop and take on leadership roles.” isfaction is seeing these young people One ofand those is Andrew develop takemanagers on leadership roles.” Northcott, Hallmark’s Director, One of those managers is Andrew Engineering and Quality. Northcott Northcott, Hallmark’s Director, first joined the company a decade ago Engineering and Quality. Northcott for a work term while completing first joined the company a decade an ago engineering degree at Newfoundland’s for a work term while completing an Memorial engineeringUniversity. degree at Newfoundland’s “I wanted to move to Alberta and Memorial University. work in the energy says and “I wanted to movesector,” to Alberta work in the energy sector,” says

Northcott. “But I also knew I didn’t want to get “But lost in a bigknew officeI didn’t where Northcott. I also you don’t really know most of your want to get lost in a big office where co-workers. Hallmark is notoflike that you don’t really know most your at all.” co-workers. Hallmark is not like that at With all.” the company’s support, he adds, he’s able to support, take on new With thebeen company’s he responsibilities that to suittake his on interests, adds, he’s been able new including in thethat areas of his procurement responsibilities suit interests, and inventory. including in the areas of procurement “Rather than working purely on and inventory. the“Rather technical side, I appreciate than working purely the on opportunity dealI directly with the technicalto side, appreciate thea lot of our customers anddirectly manufacturers.” opportunity to deal with a lot excellent benefits and a good of With our customers and manufacturers.” work-life balance,benefits Northcott he’s With excellent andsays a good never regretted his Northcott move. work-life balance, says he’s “This job has his allowed never regretted move.me to travel all“This over the But there’s othjob world. has allowed me tono travel er I’d like to live work all place over the world. But and there’s no than othright where I am.” er place I’d like to live and work than right where I am.”

130 130 37 37 3 3 5 5

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA YEARS IN BUSINESS YEARS IN BUSINESS

WEEKS, STARTING VACATION ALLOWANCE WEEKS, STARTING VACATION ALLOWANCE LOCATIONS (CALGARY, NISKU, BONNYVILLE, LOCATIONS VALLEYVIEW, VERMILION) (CALGARY, NISKU, BONNYVILLE, VALLEYVIEW, VERMILION) Hallmark Tubulars Limited is a recognized leader in the supply of tubular products and services the Canadian and gas industry, the products international Hallmarkto Tubulars Limited isoila recognized leader initsthefrontiers supply ofand tubular and marketplace. Owned by Marubeni-Itochu Steel Inc., the the global model for services to the Canadian oil and gas industry, its Hallmark frontiers isand international quality, safety,Owned and value and provides innovative as we marketplace. by Marubeni-Itochu Steel Inc.,solutions Hallmarktois our the customers global model for continue to change, our business. quality, safety, and grow value and andenjoy provides innovative solutions to our customers as we

continue to change, grow and enjoy our business. To explore current career opportunities please go to our website: http://www.hallmarksolutions.ca To explore current career opportunities please go to our website: http://www.hallmarksolutions.ca

PROUD TO BE A TOP EMPLOYER PROUD TO BE A TOP EMPLOYER

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2018

ALBERTA’S TOP EMPLOYERS 2018

Company culture is key at Inter Pipeline Company culture is key at Inter Pipeline

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hen Katie Sparling joined Inter Pipeline hen Katie Sparling in 2015, she’d already joined Inter Pipeline worked the already oil and in 2015,in she’d gas industry. “Butworked I was looking join in the oiltoand a company could develop gas industry.where “But II was looking tomy join shewhere says. I could develop my acareer,” company A leading petroleum transportation, career,” she says. storage and petroleum natural gas transportation, liquids proA leading cessing and business, Inter operstorage natural gas Pipeline liquids proates facilities in western Canadaoperand cessing business, Inter Pipeline Europe, including 7,700Canada km of pipeline ates facilities in western and systems including that carry 7,700 about 1.3 Europe, km million of pipeline barrels athat day.carry It also has a1.3 reputation, systems about million Sparling says,Itfor focusing on career barrels a day. also has a reputation, development. Sparling says, for focusing on career development. We rely every day on our team members to ensure the integrity of We every dayfield on our ourrely assets in the andteam to drive members to ensure theit’s integrity of business growth. And still a fun our assets in the field and to drive place to come to work. business growth. And it’s still a fun place to come to work.Perron Bernard Vice President, Project Development

Bernard Perron

Vice President, Project Development

As a Pipeline Scheduler, Sparling administers the Scheduler, movementSparling of energy As a Pipeline supplies over the company’s administers the movement ofnetwork energy for its customers. It’s a demanding supplies over the company’s networkjob, involving deadlines priorities. job, “But for its customers. It’sand a demanding Inter Pipeline values teamwork and involving deadlines and priorities. “But rewards hard work,” she says. “It also Inter Pipeline values teamwork and has the best corporate culture I’ve seen rewards hard work,” she says. “It also since I began my career.” has the best corporate culture I’ve seen Inter Pipeline’s culture didn’t happen since I began my career.” Inter Pipeline’s culture didn’t happen

INTER PIPELINE EMPLOYEES MEETING AT THE COMPANY’S CALGARY HEADQUARTERS INTER PIPELINE EMPLOYEES MEETING AT THE COMPANY’S CALGARY HEADQUARTERS

by chance. Since its founding in 1997, its chance. leaders have a positive by Sincecultivated its founding in 1997, environment that combines “strong its leaders have cultivated a positive business acumen an easy-going environment that with combines “strong atmosphere,” says Bernard Perron, Vice business acumen with an easy-going President of Project Development. atmosphere,” says Bernard Perron, Vice Growing from a small company President of Project Development. with fewer than employees into Growing from 100 a small company a billion-dollar operation employing with fewer than 100 employees into than 700 operation while preserving its amore billion-dollar employing small-company atmosphere, Inter more than 700 while preserving itsPipeline has recentlyatmosphere, formalized some its small-company Inter of Pipepolicies and procedures to accommoline has recently formalized some of its date its and continuing expansion. Its leadpolicies procedures to accommodate its continuing expansion. Its lead-

ership framework, for example, helps to define framework, the personalfor attributes emergership example,ofhelps to ing leaders based on the company’s core define the personal attributes of emergvalues suchbased as honesty, ing leaders on theteamwork company’sand core personal accountability. values such as honesty, teamwork and For Sparling, career development inpersonal accountability. volves regular planning and evaluation For Sparling, career development inof her long-term goals at theevaluation company. volves regular planning and “They encouragegoals us toattake of her long-term theopportucompany. nities to transfer within the company,” “They encourage us to take opportushe says. nities to transfer within the company,” sheThose says. opportunities are continuing. The company is building Heartland Those opportunities are the continuing. Petrochemical complex, Canada’s first The company is building the Heartland Petrochemical complex, Canada’s first

integrated propane dehydrogenation and polypropylene complex, which will integrated propane dehydrogenation convert low-cost propane into high-valand polypropylene complex, which will ue polypropylene plastic used manconvert low-cost propane into to high-valufacture a wide range of used products. The ue polypropylene plastic to man$3.5-billion project Alberta ufacture a wide rangeinofcentral products. The will create 180 full-time jobs, Alberta and $3.5-billion project in central provide new leadership will create 180 full-timeroles jobs,for andcurrent employees. provide new leadership roles for current For Sparling, it’s not only an opportuemployees. nity build a career growing comFortoSparling, it’s notwith onlya an opportupany,to“it’s alsoa career a chance to abegrowing involved in nity build with comcreating meaningful.” pany, “it’ssomething also a chance to be involved in Unlike many companies in the creating something meaningful.” energy sector, Pipelineinhasn’t Unlike manyInter companies the laid off a single employee for economic energy sector, Inter Pipeline hasn’t laid reasons in the most recent industry off a single employee for economic slump. “We every day industry on our team reasons in therely most recent members to rely ensure theday integrity our slump. “We every on ourofteam assets in the field and drive business members to ensure thetointegrity of our growth. Andfield it’s still place to assets in the andatofun drive business come toAnd work,” says. growth. it’s Perron still a fun place to come to work,” Perron says.

740 740 125 125 31,519 31,519 41 41

We are honoured to once again recognized as one We arebe honoured to once of Alberta’s Top Employers. again be recognized as one of Alberta’s Top Employers. This past year we celebrated 20 years as a publicly traded entity.

We could not have made it this without our dedicated This past year we celebrated 20 far years as a publicly traded employees entity. who embrace our company culture and use their entrepreneurial spirit We could not have made it this far without our dedicated employees to create valueour every day. culture and use their entrepreneurial spirit who embrace company Learn more about us day. and our career opportunities at interpipeline.com to create value every Learn more about us and our career opportunities at interpipeline.com

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

ALBERTA’S TOP EMPLOYERS 2018

Keyera helps employees find the right career path Keyera helps employees find the right career path

or Danay Rajderkar, a position as Danay a temporary receptionist at or Rajderkar, a position Calgary-based Corp.at as a temporary Keyera receptionist turned out far Keyera better than Calgary-based Corp. expected.turned The job taken to help pay the out far better than bills back in 2008 has morphed into a expected. The job taken to help pay the rewarding career. bills back in 2008 has morphed into a Keyera, career. one of the largest indepenrewarding dent midstream companies Keyera, one of energy the largest indepenin Canada, soon hired Rajderkar dent midstream energy companies fullCanada, time. Since company’s in soonthen, hiredthe Rajderkar commitment its employees’ career full time. Sincetothen, the company’s success has helped commitment to its Rajderkar employees’thrive careeras she tackled new challenges responsuccess has helped Rajderkarand thrive as sibilities. in Corporate she tackledAfter newworking challenges and responServices, where she was in promoted to a sibilities. After working Corporate supervisorwhere position, she promoted recently took Services, she was to a on a new role, Supply Managesupervisor position, sheChain recently took ment Specialist. on a new role, Supply Chain Management Specialist. The philosophy here is ‘the job we havephilosophy today doeshere not is have bewe the The ‘thetojob job we havedoes forever’. have today not have to be the job we have forever’. Darin Stuckey Director, Terminal Operations

Darin Stuckey

Director, Terminal Operations

“The company gave me a chance and has company always been “The gavevery mesupportive,” a chance says has Rajderkar, whosevery previous work and always been supportive,” experience had whose been inprevious the cruise ship says Rajderkar, work industry. “Ihad feelbeen very in secure in myship job.” experience the cruise Darin Stuckey has secure seen many industry. “I feel very in my job.” employees rise through themany ranks at Darin Stuckey has seen Keyera, himself included. employees rise through theToday, ranks as at Keyera, himself included. Today, as

60 60

A KEY COMPONENT OF KEYERA’S CONTINUED SUCCESS IS THE DEDICATION AND PASSION OF ITS EMPLOYEES A KEY COMPONENT OF KEYERA’S CONTINUED SUCCESS IS THE DEDICATION AND PASSION OF ITS EMPLOYEES

Director, Terminal Operations, he helps manage moreOperations, than 100 employDirector, Terminal he ees, many in highly technical jobs. helps manage more than 100 employnecessarily start out ees,They manydidn’t in highly technical jobs. with thedidn’t required skills. Stuckey They necessarily start outsays that when hiring, skills. the company with the required Stuckeyconsays siderswhen fit and personality as wellconas that hiring, the company an applicant’s initial qualifications. siders fit and personality as well as Managers and initial mentors then work an applicant’s qualifications. with individuals to put then themwork on the Managers and mentors right individuals path to realize their ambitions. with to put them on the “The philosophy ‘the job right path to realize here their isambitions. we“The havephilosophy today does here not have is ‘thetojob we have today does not have to

be the job we have forever’,” says Stuckey. we forever’,” have a great be the job“Once we have says employee, it’s much easier to keep Stuckey. “Once we have a great them in theit’sorganization to employee, much easierthan to keep hire someone who might than not have them in the organization to the right attitude.” hire someone who might not have focuses on natural gas gaththeKeyera right attitude.” ering andfocuses processing, as wellgas as natuKeyera on natural gathral gasand liquid processing, transportaering processing, as well as natution, marketing. Most of ral gasstorage liquid and processing, transportaits infrastructure is in centralMost Alberta, tion, storage and marketing. of often in small communities Fort its infrastructure is in centrallike Alberta, Saskatchewan and Drayton Valley. often in small communities like Fort Saskatchewan and Drayton Valley.

As well as industry-leading training development Asand wellprofessional as industry-leading trainopportunities, the company offers its ing and professional development employees competitive pay and benopportunities, the company offers its efits. It also works hard to be a good employees competitive pay and benneighbour. for instance, efits. It also Keyera, works hard to be a good encourages workers to give back neighbour. Keyera, for instance, to their communities by providing encourages workers to give back them with two paid days off each to their communities by providing year to volunteer. them with two paid days off each Stuckey notes workers choose for year to volunteer. themselves how and where to donate Stuckey notes workers choose for their time. how “Some themselves andemployees where to have donate helped supervise kids’ school their time. “Sometheir employees have trips when they’dtheir otherwise have been helped supervise kids’ school working,” adds.otherwise “This is have a verybeen trips when he they’d family oriented organization.” working,” he adds. “This is a very For her part, Rajderkar also enjoys family oriented organization.” theFor friendly, caring environment that her part, Rajderkar also enjoys Keyera fosters. “Theenvironment culture herethat is rethe friendly, caring ally great,” she “The says. “I’m nothere planning Keyera fosters. culture is reon leaving time “I’m soon.” ally great,” any she says. not planning on leaving any time soon.”

983 983 60 60 10,000 10,000 147 147

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR CHARITIES HELPED LAST YEAR CHARITIES HELPED LAST YEAR

ALBERTA’S TOP EMPLOYERS 2018

Lac La Biche County: A big place with a big heart Lac La Biche County: A big place with a big heart

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hen senior employees comesenior to Lac La Biche hen employees County from other come to Lac La Biche parts of the world County from otherto join the municipal government, Shadia parts of the world to Amblie themgovernment, the highlights: the join the shows municipal Shadia NHL-sized hockey for example, Amblie shows themrinks, the highlights: the the new high school, the religious NHL-sized hockey rinks, for example, centres, and, farther the new the highrunning school, track the religious out of town, a few oftrack the 152 centres, the running and,lakes farther in the 13,700-sq-km out of town, a few of region, the 152ideal lakesfor fishing, boating, hiking and just in the 13,700-sq-km region, idealgetting for away from it all. hiking and just getting fishing, boating, If they away fromhaven’t it all. found a place toIflive, them to the theyAmblie haven’ttakes found a place Airport House, takes transitional to live, Amblie them tohousing the where they can transitional live with their famAirport House, housing ilies forthey a month or with two, their equipped where can live famwithfor everything furniture and ilies a monthfrom or two, equipped high-speed Internet pots andand pans with everything fromtofurniture in the kitchen. high-speed Internet to pots and pans in the kitchen. We have many different nationalities came here to We have manywho different start new lives. We’re nationalities who cameunique. here to start new lives. We’reAmblie unique. Shadia Chief Administrative Officer

Shadia Amblie

Chief Administrative Officer

“We want them to settle in,” says Amblie, the county’s Chief in,” Adminis“We want them to settle says trative Officer. Amblie, the county’s Chief AdminisHaving grown up in Lac La Biche trative Officer. with seven siblings, guides Having grown up Amblie in Lac La Bicheher visitors through the area with knowlwith seven siblings, Amblie guides her visitors through the area with knowl-

LAC LA BICHE COUNTY EMPLOYEES ENJOYING THE ANNUAL STAFF CHRISTMAS LUNCH LAC LA BICHE COUNTY EMPLOYEES ENJOYING THE ANNUAL STAFF CHRISTMAS LUNCH

edge and pride, drawing attention not just to itspride, physical attractions but to edge and drawing attention not its cultural attributes, as well. but to just to its physical attractions haveattributes, many different its“We cultural as well.nationalities to start new “We who have came manyhere different nationlives,” who she says. alities came“We’re here tounique. start new We’re one of the“We’re few rural Albertan lives,” she says. unique. communities of this both a We’re one of the few size ruralwith Albertan mosque and aofcollege.” communities this size with both a It’s theand jobaofcollege.” Amblie and the mosque county It’s thestaff job of of almost Amblie170 andemployees the to servestaff theirofcommunity, the county almost 170 under employees to serve their community, under the

direction of a nine-member council, attendingoftoaeverything fromcouncil, fire direction nine-member services and attending to environmental everything fromprograms fire to wasteand management and economic services environmental programs development. to waste management and economic For Angie Schaub, employment development. with county enables her to put Forthe Angie Schaub, employment her skills and experience to good with the county enables her to put use skills as theand county’s PayrolltoCoorher experience good dinator without leaving theCoorplace use as the county’s Payroll where she grew up. “There other dinator without leaving the are place jobs outside theup. community that where she grew “There are other jobs outside the community that

Lac La Biche County is proud to be recognized as one of Alberta’s top employers. We believe in the development employees. putrecognized that principle intoas action by providing excellent employer-paid benefits, Lac La Biche Countyofisourproud toWe be one of Alberta’s top employers. diverse training opportunities, generous vacation allowances, and more. We believe in the development of our employees. We put that principle into action byApply providing excellent employer-paid benefits, today at laclabichecounty.com. diverse training opportunities, generous vacation allowances, and more.

Apply today at laclabichecounty.com.

pay well,” says Schaub, who has 20 yearswell,” of experience withwho provincial pay says Schaub, has 20 and municipal governments, “but years of experience with provincial this one allows me to sleep in my and municipal governments, “but own bed, see my family every day, this one allows me to sleep in my and feel I’m family part ofevery the comown bed,that see my day, munity.” and feel that I’m part of the comSchaub and her husband, an munity.” independent liveanon Schaub andcontractor, her husband, 3.5 acres outside the town. independent contractor, live“Good on jobsacres like this one,the with stability and 3.5 outside town. “Good benefits, are hard find in this and jobs like this one, to with stability economy,” says. benefits, areshe hard to find in this Newer staff economy,” she from says. out of town share Schaub’s and Amblie’s enNewer staff from out of town thusiasm for Lac Biche. “The share Schaub’s andLaAmblie’s enmajority who have and stayed thusiasm for Lac Lacome Biche. “The at the Airport House are and still stayed here,” majority who have come Amblie says. “In municipal at the Airport House are stillgovernhere,” ment, you’re in a municipal position togovernmake Amblie says. “In a difference, anda position I think our staff ment, you’re in to make a great job.” adoes difference, and I think our staff does a great job.”

168 168 67 67 2,179 2,179 48 48

PERMANENT STAFF IN CANADA PERMANENT STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE

LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS

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Creating the next generation of leaders at Lakeland Creating the next generation of leaders at Lakeland

fter moving to Alberta from California in the early fter moving to Alberta 1980s, Alice Wainwrightfrom California in the early Stewart taught school in 1980s, Alice Wainwrighta small farming community near the Stewart taught school in Saskatchewan and periodically a small farmingborder community near the supervised students Saskatchewan borderfrom and Lakeland periodically College’s campus, 60 km to supervisedVermilion students from Lakeland the south.Vermilion campus, 60 km to College’s I learned more about Lakethe“As south. land,” says, more “I thought, “As Ishe learned about ‘That’s Lake- a place I’d like to be.’” ‘That’s a land,”where she says, “I thought, Lesswhere than 18 later, she place I’d months like to be.’” joined Lakeland as a part-time inLess than 18 months later, she structor, teachingasthe early childhood joined Lakeland a part-time indevelopment regional program. The structor, teaching the early childhood next year she regional was hiredprogram. as a full-time development The instructor andwas soon became program next year she hired as a full-time chair. Now,and after three decades as a instructor soon became program teacher, dean, andthree vice decades president, chair. Now, after as she’s a President and CEO of Lakeland. teacher, dean, and vice president, she’s President and CEO of Lakeland. Our heart and soul is studentfocused. not nine-to-five. Our heartIt’s and soul is studentIt’s a lifestyle. focused. It’s not nine-to-five. It’s a lifestyle. Alice Wainwright-Stewart President and CEO Alice Wainwright-Stewart President and CEO

“I know from experience that Lakeland provides people with opportuni“I know from experience that Laketies developpeople their potential,” says landtoprovides with opportuniWainwright-Stewart. “It’s a shared ties to develop their potential,” says process that requires fostering an Wainwright-Stewart. “It’s a shared environment of trust,fostering respect and process that requires an environment of trust, respect and

BEN HARRISON, PUBLIC SERVICES LIBRARIAN, AT LAKELAND COLLEGE BEN HARRISON, PUBLIC SERVICES LIBRARIAN, AT LAKELAND COLLEGE

mentoring. But the benefit is that shared leadership builds a talent mentoring. But the benefit is thatbase and creates the next generation shared leadership builds a talentofbase college leaders.” and creates the next generation of Lakeland also provides opportunicollege leaders.” tiesLakeland for students to shape opportunitheir own also provides education through and ties for students to student-run shape their own student-managed and events. education throughprojects student-run and Students run mathprojects fairs, play student-managed andproevents. grams, fashion shows andplay agricultural Students run math fairs, proretail Theyand work with grams,businesses. fashion shows agricultural clients in an on-campus spa and retail businesses. They work withsalon and, in in theanEnergy Centre, clients on-campus spagenerate and salon and, in the Energy Centre, generate

heat and power for Lakeland’s second campus, Lloydminster. heat and in power for Lakeland’s second Ben Harrison joined Lakeland at campus, in Lloydminster. theBen Lloydminster campus in 2015atas a Harrison joined Lakeland Public Services Librarian. Focused ona the Lloydminster campus in 2015 as supporting and Librarian. enhancingFocused the educaPublic Services on tion of Lakeland’s students,the Harrison’s supporting and enhancing educainitiatives have extended far Harrison’s beyond tion of Lakeland’s students, the conventional role of afar librarian. initiatives have extended beyond less than three years the theInconventional role of aatlibrarian. college, hasthree served as aatfacilitator In lesshe than years the with thehe business department’s public college, has served as a facilitator speaking program department’s for students, public partwith the business speaking program for students, part-

nered with a local business accelerator a project brought a 3D neredonwith a localthat business accelerprinter the Lloydminster campus, ator on to a project that brought a 3D helped college create a new visual printer the to the Lloydminster campus, identity andcollege is partcreate of a team helped the a newworking visual to establish preserving identity andan is archive part of afor team working artifacts andan records offor thepreserving college’s to establish archive history. artifacts and records of the college’s “There’s a lot of support here for history. putting forward new ideas that “There’s a lot of support here benfor efit the college students,” he putting forwardand newthe ideas that bensays, “and to obtain funding for new efit the college and the students,” he services.” says, “and to obtain funding for new Like Harrison, Lakeland’s 334 services.” faculty and staff contribute Like Harrison, Lakeland’sfar 334more than their to the college. faculty andexpertise staff contribute far more From its expertise student-managed farm and than their to the college. student-managed play program to and its From its student-managed farm student-led environmental consulting student-managed play program to its office, says Wainwright-Stewart, “our student-led environmental consulting heart is student-focused.“our It’s office,and sayssoul Wainwright-Stewart, not It’s a lifestyle.” It’s heartnine-to-five. and soul is student-focused. not nine-to-five. It’s a lifestyle.”

334 334 92 92 959 959 58% 58% TAKE THE LEAD AT LAKELAND TAKE THE LEAD AT LAKELAND

Our focus on providing opportunities for students and staff to develop leadership skills sets us apart Our on providing opportunities for students and staff to develop leadership skills sets us apart as anfocus educator and an employer. as an educator and an employer. Join our team and be part of helping our students take the lead not only into the future, but today. Join our team and be part of helping our students take the lead not only into the future, but today. Learn more at lakelandcollege.ca Learn more at lakelandcollege.ca

ALBERTA’S TOP EMPLOYERS 2018

NAIT takes a day to celebrate employee well-being NAIT takes a day to celebrate employee well-being

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or nearly a decade, Sheryl Hansen helped Sheryl organize or nearlyhas a decade, twice-annual professional Hansen has helped organize development professional days at the twice-annual Northern Alberta Institute development days atofthe Technology (NAIT). Over the Northern Alberta Institute of years, she noticed that employees “voted Technology (NAIT). Over the years, withnoticed their feet” consistently making she thatby employees “voted sessions health wellness making the with theironfeet” by and consistently most attended ones. this past sessions on health andSo, wellness theJune, NAITattended decidedones. to hold first-ever most So,itsthis past June, Well-being Daytofor staff. response NAIT decided hold itsThe first-ever couldn’t have been Well-being Day for more staff. positive. The response “Therehave wasbeen a palpable joy around couldn’t more positive. the“There wholewas day,” says Hansen, NAIT’s a palpable joy around Manager Organizational the wholeof day,” says Hansen,DevelopNAIT’s ment Services. “With 976 staff particiManager of Organizational DeveloppatingServices. and more than976 40 staff ment “With staffmembers particivolunteering to lead pating and more thanactivities 40 staff and members sessions, it was, by far, the best-attendvolunteering to lead activities and ed, best-received of its kind we’ve sessions, it was, byevent far, the best-attendeverbest-received held.” ed, event of its kind we’ve ever held.” We are pausing to assess our ownare well-being andassess to participate We pausing to our in a moment of and self-care and own well-being to participate awareness. in a moment of self-care and awareness. Sheryl Hansen Manager of Organizational Sheryl Hansen Development Services Manager of Organizational Development Services

With typical academic rigour, NAIT organized the day aroundrigour, what the litWith typical academic NAIT erature reveals as eight dimensions of organized the day around what the litwellnessreveals – emotional, erature as eightenvironmental, dimensions of wellness – emotional, environmental,

DR. GLENN FELTHAM (CENTER) LEADING A TREE PLANTING SESSION FOR NAIT STAFF GLENN FELTHAM (CENTER) LEADING A TREE PLANTING SESSION FOR NAIT STAFF As Hansen put it in her opening financial, intellectual,DR. occupational, remarks: “Weput are itpausing to assess physical, social and spiritual. As Hansen in her opening financial, intellectual, occupational, our own “We well-being and totoparticIt begansocial with and a keynote address from remarks: are pausing assess physical, spiritual. ipateown in awell-being moment ofand self-care and motivational speaker Ben Nemtin, who our to particIt began with a keynote address from awareness.” asked the provocative question: what do ipate in a moment of self-care and motivational speaker Ben Nemtin, who Dr. Glenn Feltham, NAIT’s you want to do beforequestion: you die? The asked the provocative whatfodo awareness.” President andFeltham, CEO, says that the idea cus was on coming upThe withfoa Dr. Glenn NAIT’s you wantnot to only do before you die? of a Well-being Day says is rooted in the personal “bucket list,” but also President and CEO, that the idea cus was not only on coming up helping with a polytechnic’s five core values – respect, others realize their life aspirations. of a Well-being Day is rooted in the personal “bucket list,” but also helping celebration, support, and Afterrealize that, participants broke off into polytechnic’s five corecollaboration values – respect, others their life aspirations. accountability. It also reflects NAIT’s smaller sessions on everything from After that, participants broke off into celebration, support, collaboration and “Promise to Staff,” part of a mission archery sessions tag (physical wellness) from to build- accountability. It also reflects NAIT’s smaller on everything statement that NAIT will ing resilience (emotional) to poetry for a mission archery tag (physical wellness) to build- “Promise to Staff,” part of “continue to be one of Canada’s outstanding science nerds (emotional) (intellectual).to poetry for statement that NAIT will “continue ing resilience to be one of Canada’s outstanding science nerds (intellectual).

places to work.” Feltham, who led an environmenplaces to work.” talFeltham, wellness who session which he led during an environmenplanted a tree to celebrate the Centre tal wellness session during which he for Applied Technology’s LEED gold planted a tree to celebrate the Centre status, says it was “a tremendously for Applied Technology’s LEED gold exciting day that fundamentally status, says it was was “a tremendously about how canwas best support our exciting daywe that fundamentally employees that support allow them about how in weways can best our not only to excel, but to have a balanced employees in ways that allow them not and healthy only to excel,life.” but to have a balanced He, too, was impressed by the and healthy life.” overwhelming response He, too, was positive impressed by the by participants. positive response by overwhelming “Some loved it, some loved it more, participants. and someloved just really, really loved it,” “Some it, some loved it more, quips Feltham. “As soon it wasit,” over, and some just really, reallyasloved peopleFeltham. were asking whenaswe’d do over, the quips “As soon it was next one.” people were asking when we’d do the The answer: planning has already next one.” begun on the second annual WellThe answer: planning has already being Day, setsecond for June 2018.Wellbegun on the annual being Day, set for June 2018.

2,124 2,124 438 438 44 44 50 50

OUR PEOPLE MAKE NAIT GREAT OUR PEOPLE MAKE NAIT GREAT

Dedicated and committed employees make NAIT a leader in national education and one of Alberta’s outstanding places tomake work.NAIT We regularly Dedicated and committed employees a leader celebrate in nationalaccomplishments education and and successes and show appreciation for our staff. one of Alberta’s outstanding places to work. We regularly celebrate accomplishments and successes and show appreciation for our staff.

Join our team: nait.ca/careers Join our team: nait.ca/careers

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE

LAST YEAR YEARS, AVERAGE AGE OF ALLAVERAGE EMPLOYEES YEARS, AGE OF ALL EMPLOYEES YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGEST-

SERVING EMPLOYEE

ALBERTA’S TOP EMPLOYERS 2018

Pembina’s talent pipeline is based in the community Pembina’s talent pipeline is based in the community

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o a company like Pembina Corporation, oPipeline a company like Pembina having a good relationship Pipeline Corporation, with the communities in having a good relationship which it operates is essential to doing with the communities in good business. It’sisone of thetomandates which it operates essential doing of the Calgary-based company, and its good business. It’s one of the mandates commitment to giving back does not of the Calgary-based company, and its go unnoticed. commitment to giving back does not Hadden is Steam Chief at go Tyler unnoticed. a 27-person plant Empress, Tyler Hadden is near Steam Chief at Alta. When he started there in 2012, a 27-person plant near Empress, many people in the small commuAlta. When he started there in 2012, nity hadn’t of small the company. many peopleheard in the commuNow, Hadden says, everyone knows nity hadn’t heard of the company. Pembina. “Pembina is always strivNow, Hadden says, everyone knows ing for expansion and growth, and Pembina. “Pembina is always strivthat creates jobs,” he adds. “Not ing for expansion and growth, andjust Pembina jobs but jobs for contracthat creates jobs,” he adds. “Not just tors and restaurants and Pembina jobs but jobs forhotels.” contractors and restaurants and hotels.” We put the onus on employees to come up with a career plan and We onus we’llput dothe what we on canemployees to make itto come up with a career plan and happen. we’ll do what we can to make it happen. Paul Murphy Senior Vice-President Paul Murphy of Corporate Services Senior Vice-President of Corporate Services

Pembina also gives financial support toPembina non-profit charitable alsoand gives financialorganisupport zations that serve are based in the to non-profit and or charitable organicommunities in which operate, zations that serve or arethey based in the focusing on education, the environcommunities in which they operate, ment, community space, health focusing on education, theand environment, community space, and health

A PEMBINA PIPELINE EMPLOYEE MEETING WITH LANDOWNERS A PEMBINA PIPELINE EMPLOYEE MEETING WITH LANDOWNERS

and safety. “Everyone recognizes it’s a company that’s creating jobs and and safety. “Everyone recognizes it’s the area,” saysjobs Hadden. ainvesting companyinthat’s creating and For CEO Mick Dilger, investing in the area,” says community Hadden. support is key. “Hydrocarbon inFor CEO Mick Dilger, community vestmentiscomes with some impact,” support key. “Hydrocarbon inhe says, “but we with worksome hard impact,” so that vestment comes thesays, positive outweighs the he “butimpact we work hard so that negative andimpact they welcome thethe investthe positive outweighs ment.” Pembina employnegative and theyencourages welcome the investees to give back to their communities, ment.” Pembina encourages employmatching without ees to give their back donations to their communities, matching their donations without

Dynamic growth. Dynamic people. Dynamic growth. people. Build your careerDynamic with Pembina. Build your career with Pembina. To find out more, get connected at pembina.com/careers To find out more, get connected at pembina.com/careers

limit and providing grants for volunteerand hours. And asgrants an ongoing limit providing for volcorporate initiative, year Pembina unteer hours. And aslast an ongoing helped provide 120,000 breakfasts for corporate initiative, last year Pembina childrenprovide in local120,000 communities. helped breakfasts for Just as in important to Pembina is the children local communities. engagement of its employees andis the Just as important to Pembina the preservation of of its its employees family culture, even engagement and the as the company continues to grow.even preservation of its family culture, “We hard,”continues says PaultoMurphy, as thework company grow. Senior Vice-President of Corporate “We work hard,” says Paul Murphy, Services, “but we treatofpeople well and Senior Vice-President Corporate Services, “but we treat people well and

we recognize hard work through all kinds of different we recognize hard venues.” work through all Murphy has been with Pembina for kinds of different venues.” almost seven years, first a business Murphy has been withasPembina for unit vice-president, then through sevalmost seven years, first as a business eral positions to where is now. sev“We unit vice-president, thenhethrough like to see people move around, right eral positions to where he is now. “We up to he says. like tothe see senior peopleexecutives,” move around, right “We put the onus on employees to up to the senior executives,” he says. come up with a career plan and we’ll “We put the onus on employees to do what can to make it happen. come up we with a career plan and we’ll Basically, we want our employees’ do what we can to make it happen.next best job towealso be our at Pembina, notnext Basically, want employees’ somewhere else.” best job to also be at Pembina, not Hadden considers himself lucky to somewhere else.” beHadden a part ofconsiders a company that’slucky full ofto himself opportunities. “If you’re willing be a part of a company that’s fulltoofstep up to the plate,“IfI can’t a limittotostep opportunities. you’reseewilling what I can achieve under Pembina’s up to the plate, I can’t see a limit to flag,”Ihe “They’re more than willwhat cansays. achieve under Pembina’s ing to invest in you because they flag,” he says. “They’re more thanknow willthey’ll get it back times over.” ing to invest in youmany because they know they’ll get it back many times over.”

1,342 1,342 44 44 250 250 3,300 3,300

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGESTSERVING EMPLOYEE CHARITIES HELPED LAST YEAR CHARITIES HELPED LAST YEAR STAFF VOLUNTEER HOURS LAST YEAR STAFF VOLUNTEER HOURS LAST YEAR

ALBERTA’S TOP EMPLOYERS 2018

Shell Canada is a global leader in talent development Shell Canada is a global leader in talent development

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adi Quazi decided while working a chemical adi Quaziondecided while engineering at working on degree a chemical the University of Alberta engineering degree at that he wanted work in the thetoUniversity of energy Alberta sector. After completing two that he wanted to work in thestudent energy internships Shell Canada, he knew sector. Afterwith completing two student Shell was his employer of choice. internships with Shell Canada, he knew “Shell you an opportunity Shell wasgives his employer of choice. to work in such a wide variety of rolesto “Shell gives you an opportunity and gives you exposure to a work in such a wide variety broad of roles spectrum issues challengand gives of youenergy exposure to and a broad es,” says Quazi, a Production Engineer. spectrum of energy issues and challeng“In eight years, I’ve worked es,” under says Quazi, a Production Engineer. across the entire energy value chain “In under eight years, I’ve worked right Alberta, from upstream acrosshere the in entire energy value chain to downstream, and globally with an right here in Alberta, from upstream assignment at theand world’s largest to downstream, globally withgas anto liquids plantatinthe Qatar.” assignment world’s largest gas to liquids plant in Qatar.”

EMPLOYEES WALKING UNDERNEATH A FACILITY AT SHELL SCOTFORD, CANADA

In fact, Shell Canada has been rated globally one of the tophas developers of In fact,asShell Canada been rated graduate talent, especially in technical globally as one of the top developers of disciplines, says Trish Moore, Vice graduate talent, especially in technical President of Human Resources for disciplines, says Trish Moore, Vice

corporate Ainclusive in those Canadian operations. “WeEMPLOYEES have an WALKING UNDERNEATH FACILITY ATleadership SHELL SCOTFORD, CANADA programs to help leaders understand intense series of training programs that corporate inclusive leadership in those Canadian operations. “We have an they can create an environment include rotational job assignments, programs to help leaders understand intense series of training programs that how where people can fully themselves.” opportunity for short-term internahow they can create anbe environment include rotational job assignments, The company is equally committed tional assignments and access to global where people can fully be themselves.” opportunity for short-term internato the health and well-being of all emleaders in their technical skill pool,” The company is equally committed tional assignments and access to global ployees. The Shell Health team offers Moore notes. to the health and well-being of all emleaders in their technical skill pool,” employees health assessments as well as The company also has mentoring ployees. The Shell Health team offers Moore notes. and online as resourccircles multiple employees and one- education employeessessions health assessments well as The for company also has mentoring es on the role of diet and exercise in on-one mentoring as well as a whole circles for multiple employees and one- education sessions and online resourcmaintaining a healthy lifestyle. suite of leadership development proes on the role of diet and exercise in on-one mentoring as well as a whole Employees aathealthy the company’s grams. have programs for leaders maintaining lifestyle.Calgary suite of“We leadership development proheadquarters can take advantage of a from the frontline through to senior Employees at the company’s Calgary grams. “We have programs for leaders Meditation and Reflection Centre strategic leaders,” says Moore. “We inheadquarters can take advantage of a from the frontline through to senior

President of Human Resources for

strategic leaders,” says Moore. “We in-

We have an intense series of training programs that include We have an series ofopporrotational jobintense assignments, training that include tunity forprograms short-term international rotational joband assignments, opporassignments access to global tunity for short-term international leaders in their technical skill pool. assignments and access to global leaders in their Trish technical skill pool. Moore Vice President of Human Resources Trishoperations Moore for Canadian Vice President of Human Resources for Canadian operations

Meditation and Reflection Centre

BE PART OF A BETTER FUTURE BE PART PART OF OF SHELL A BETTER FUTURE BE BE PART OF SHELL Shell.ca/careers #makethefuture Shell.ca/careers #makethefuture

as well as subsidized access to a fully-equipped Activeaccess LivingtoCentre as well as subsidized a that includes change rooms, fully-equipped Active Livingshower Centre facilities and instructor-led in that includes change rooms,classes shower yoga, kickboxing, dancing and personal facilities and instructor-led classes in training. Shell’s workforce dispersed yoga, kickboxing, dancing isand personal throughout the province and the comtraining. Shell’s workforce is dispersed pany offers generous health throughout the province andspending the comaccounts, which employees use for pany offers generous healthcan spending such things as gym memberships. accounts, which employees can use for Shell offersasnew up to 16 such things gymmothers memberships. weeks fully paid maternity leave Shell offers new mothers up towhile 16 new fathers and adoptive can weeks fully paid maternityparents leave while enjoy up to 10 full paid leave. new fathers andweeks adoptive parents can “We’re heavily promoting it, including enjoy up to 10 weeks full paid leave. encouraging fathers to takeit,a including share of “We’re heavily promoting the time off infathers order to to take helpaestablish encouraging share of their newoff families,” Moore. the time in ordersays to help establish “There’s no question,” adds Quazi, their new families,” says Moore. “that Shell goes above andadds beyond to “There’s no question,” Quazi, ensure that goes employee is to “that Shell abovewell-being and beyond maintained.” ensure that employee well-being is maintained.”

4,094 4,094 16 16 75% 75% 5,000+ 5,000+

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA WEEKS FULLY PAID MATERNITY LEAVE WEEKS FULLY PAID MATERNITY LEAVE TUITION SUBSIDIES

FOR COURSES RELATED TO TUITION SUBSIDIES CURRENT POSITION FOR COURSES RELATED TO CURRENT POSITION EMPLOYEE VOLUNTEER

HOURS ON COMPANY TIME EMPLOYEE VOLUNTEER HOURS ON COMPANY TIME

ALBERTA’S TOP EMPLOYERS 2018

Stuart Stuart Olson Olson builds builds with with ‘a ‘a passion passion to to do do great great things’ things’

tuart Olson is a $1-billiontuartcompany Olson is that a $1-billionplus is the plus companycontractor that is thefor one construction construction for one of the biggestcontractor public building biggest projectsofinthe Alberta in public decadesbuilding – the projects in Alberta in decades – the $245 million New Central Library, $245 million New in Central Library, scheduled to open downtown scheduled open in downtown Calgary in to November 2018. Stuart Calgaryalso in November 2018. Stuart Olson recently completed the Olson also plant recently processing for completed one of the the largest processingmines plantin forthe one of thelocated largest diamond world, diamond mines inTerritories. the world,But located in the Northwest while in the Northwest But while the company takesTerritories. pride in delivering the company prideJoette in delivering these kinds oftakes projects, Decore, these kinds of projects, Joette EVP, Strategy & Development,Decore, says EVP, Strategy Development, Stuart Olson’s & identity is rooted says in Stuart Olson’s identity is rooted in something deeper. something deeper. We are big enough to handle any project, butenough we are also small any We are big to handle enough our people. project, to butcare we about are also small enough to care about our people.

Joette Decore

EVP, Strategy & Development Joette Decore EVP, Strategy & Development

“We are big enough to handle any “We are handle any project, butbig weenough are alsotosmall enough project, but we arepeople,” also small enough to care about our explains to care about our people,” explains Decore. “It’s about caring for, and Decore. “It’severy aboutindividual caring for,employand supporting, supporting, every individual employee, seeing each of them as a leader, ee, seeing eachthem of them a leader, and providing withasthe opporand providing the opportunity to share them their with insights.” tunity share their Whattomatters, she insights.” adds, is also emWhatinmatters, she Olson adds, isPromise, also embodied the Stuart bodied in the Stuart Olson Promise,

EMPLOYEES FROM THE CALGARY OFFICE OF STUART OLSON BIKING FOR CHARITY EMPLOYEES FROM THE CALGARY OFFICE OF STUART OLSON BIKING FOR CHARITY

which simply states, “We are comwhich simply states, “We arebuilt com-on a mitted to creating a culture mitted to culture built on a passion to creating do greatathings.” passion do great things.”that pledge A key to vehicle for fulfilling A key vehicle fulfilling thatForce. pledge is the Living OurforPromise Task is the Living Our Promise About 15 employees from Task acrossForce. the About 15 employees from the organization meet three or across four times meet three or four times aorganization year to discuss what is working – a year to discuss is working – and what is not –what in the company’s and what is not – in thePresident company’s day-to-day-operations. and day-to-day-operations. and CEO David LeMay andPresident other senior CEO David LeMay andmeetings other senior executives attend these and executives these meetings and then act onattend that feedback. then act on that feedback.

Daris Coombs, a Stuart Olson Daris Coombs, Olson field manager, is ina Stuart his second year field is in“What’s his second on themanager, task force. reallyyear nice on thethe tasktask force. “What’s nice about force is that really your title aboutatthe forcesays is that your title stays thetask door,” Coombs. stays at the door,” says Coombs. “Sometimes the discussions are fun “Sometimes thethey discussions arebut, fun at and sometimes are tough and end sometimes theywe areare tough but, to at the of the day, all there the end the day, we are all there to make theofcompany better.” make the company better.” Coombs has also participated in has leadership also participated in theCoombs company’s academy, the company’s academy, which each yearleadership takes 30 employees which each year takes 30 employees off-site for an intense, week-long off-site for an intense, week-long

personal and professional developpersonal and professional ment session. One feature developis what’s ment session. One audit” featurewhere is what’s called a “360 peer quescalledabout a “360a participant’s peer audit” where questions strengths tionspotential about a participant’s strengths and areas for growth are and potential for growthand are posed to both areas the individual posedcolleagues. to both the individual and work work “Youcolleagues. learn a lot about the way you “You learn a lotasabout thethe way you perceive yourself well as way perceive yourselfyou,” as well the way others perceive saysasCoombs. othersalso perceive Coombs. “You learn you,” about says different “You also learn about different leadership techniques. It’s a fantastic leadership techniques. It’s a fantastic experience.” experience.” Mentorship is another key priority priority at Mentorship Stuart Olsonis–another and, forkey Decore, at Stuart Olson – and, for Decore, this is an aspect of the job she enjoys this most. is an aspect of the job she enjoys the the“I’m most. passionate about investing in “I’m passionate about investing in people and watching someone grow,” people and watching someone grow,” says Decore. “I love helping great says Decore. “I even love helping people become greater.”great people become even greater.”

468 468 80% 80% ½ ½ 4 4

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA OF SALARIED EMPLOYEES SHAREHOLDERS OFARE SALARIED EMPLOYEES ARE SHAREHOLDERS DAY OFF EVERY FRIDAY ASDAY PART COMPRESSED OFFOFEVERY FRIDAY WORK WEEK AS PART OF COMPRESSED WORK WEEK ADDITIONAL DAYS OFF

BETWEEN CHRISTMAS AND ADDITIONAL DAYS OFF NEW YEAR’S IN 2017 BETWEEN CHRISTMAS AND NEW YEAR’S IN 2017

HONOURED TO BE NAMED HONOURED A TOP EMPLOYER TO NAMED INBE ALBERTA A TOP EMPLOYER IN ALBERTA

committed to positively impacting our employees and the in whichour weemployees call home. committed to communities positively impacting and the communities in which we call home.

ALBERTA’S TOP EMPLOYERS 2018

Opportunities to advance can start early at UFA Opportunities to advance can start early at UFA

C C

alder Dittmer began his career with thebegan United alder Dittmer his Farmers of Alberta (UFA) career with the United by working after school Farmers of Alberta (UFA) and Saturdays at the co-operative’s by working after school Spruce Grove farm ranch store. and Saturdays at theand co-operative’s He dealtGrove with farm customers purchasing Spruce and ranch store. everything from feed grains to fence He dealt with customers purchasing posts and some job to involved everything fromdays feed his grains fence “grabbing a broom out posts and some daysand his sweeping job involved the feed shed.” “grabbing a broom and sweeping out who grew up on the theDittmer, feed shed.” family dairywho farm, joined UFA Dittmer, grew up on thefulltime completing highUFA school. familyafter dairy farm, joined fullNow, at age 23, he is stepping up time after completing high school. for anatinterim as store Now, age 23,assignment he is stepping up manager at theassignment Leduc location for an interim as store –manager a job that involves at the Leducscheduling, location approving payroll,scheduling, chairing – a job thatthe involves morning staff meetings and approving the payroll, chairing managing the yard. morning staff meetings and managing the yard. I didn’t think at my age I’d be an interim store at manager, UFA I didn’t think my age but I’d be an definitely provides career options interim store manager, but UFA and pathways to progress as definitely provides career options employees. and pathways to progress as employees. Calder Dittmer Interim Manager, Leduc

Calder Dittmer

Interim Manager, Leduc

“I didn’t think at my age I’d be an“Iinterim store manager,” didn’t think at my age says I’d be Dittmer, UFA definitely an interim“but store manager,” says provides options and Dittmer, career “but UFA definitely pathways to progress as and employees.” provides career options pathways to progress as employees.”

MANAGERS AT UFA TAKING PART IN A LEADERSHIP DEVELOPMENT PROGRAM MANAGERS AT UFA TAKING PART IN A LEADERSHIP DEVELOPMENT PROGRAM

The Calgary-based UFA serves itsThe 110,000 active members Calgary-based UFA serves through a network of 35 farm its 110,000 active members and ranch supply stores well through a network of 35asfarm as fuelsupply cardlock sitesasacross and111 ranch stores well the province. President Chief as 111 fuel cardlock sitesand across Executive Officer Carol and Kitchen the province. President Chief says the organization hires qualified Executive Officer Carol Kitchen individuals to work inhires customer says the organization qualified service rolestoinwork the stores, but also individuals in customer recruits at universities andbut colleges service roles in the stores, also to fill positions across its recruits at universities andnetwork colleges and its head office to fillat positions acrossinitsfinance, network IT supply andand at its head chain office management, in finance, as otherchain areas management, of the IT well and as supply business. as well as other areas of the But regardless of where a person business. starts, there are opportunities to But regardless of where a person starts, there are opportunities to

advance and programs to help employees achieve theirtocareer advance and programs help goals. Kitchen says UFA offers a leadership employees achieve their career goals. program to groom employees Kitchen says UFA offers a leadership for management positions and a program to groom employees development program for others for management positions and a across the organization in others customer development program for service, sales or analyst in roles. across the organization customer “We have at many service, salesopportunities or analyst roles. levels,” says opportunities Kitchen, “and at wemany want “We have employees see that “and therewe arewant levels,” saystoKitchen, career pathstothey can follow.” employees see that there are For his part, Dittmer has career paths they can follow.” completed a number of has online For his part, Dittmer offerings, completedincluding a numbertutorials of onlineon payroll management and improving offerings, including tutorials on customer service skills. is taking payroll management andHeimproving the development program, customer service skills. He which is taking the development program, which

is spread over a six-month period and involves training, is spread overonline a six-month period group assignments head office and involves onlineand training, instruction on things group assignments andsuch headasoffice conflict management in instruction on things and suchchange as the workplace. conflict management and change in is also deeply committed theUFA workplace. toUFA community involvement and is also deeply committed commits $1 million annually, says to community involvement and Kitchen. Lastmillion year the co-operative commits $1 annually, says supported 338year charities or nonKitchen. Last the co-operative profit organizations, including supported 338 charities or non-4-H clubs the province and Ag for profit across organizations, including 4-H Life, program promotes farm clubs aacross the that province and Ag for safety. employees go out with Life, a “Our program that promotes farm Ag for “Our Life and do active safety. employees gotraining out with in working around Ag tractor for Lifesafety, and do active training equipment and handling in tractor safety, working grain,” around says Kitchen. all about raising equipment and“It’s handling grain,” awareness of day-to-day safety says Kitchen. “It’s all about raising hazards onofthe farm.” safety awareness day-to-day hazards on the farm.”

768 768 212 212 14,905 14,905 2,298 2,298

FULL-TIME STAFF FULL-TIME STAFF JOBS AVAILABLE LAST YEAR JOBS AVAILABLE

LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR STAFF VOLUNTEER HOURS LAST YEAR STAFF VOLUNTEER HOURS LAST YEAR

It’s more than a living. It’s a life. It’s more a living. It’s a life. On the Road than to Better. On the Road to Better.

UFA.com/Careers UFA.com/Careers

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ALBERTA’S TOP EMPLOYERS 2018

Staff development development begins begins on on Day Day One One at at WCB-Alberta WCB-Alberta Staff

londra Beltran began her londra Beltran began her career as a security officer career as a security officer at the Alberta Workers’ at the Alberta Workers’ Compensation Board head Compensation Board head office in Edmonton, hoping it might office in Edmonton, hoping it might prove a stepping stone to a career as a prove stepping stone that to a entry-level career as a policeaofficer. Instead police officer. Instead that entry-level job proved to be an entrée to the board job to hasn’t be an entrée the or board itselfproved and she lookedtoback itself and she hasn’t looked back or regretted the change in direction. regretted thelove change in direction. “I really working here,” says “I really love working says Beltran, a Case Assistanthere,” with the Beltran, Assistant with the team thata Case handles farm-related injuteam that handles farm-related injuries. “If you want to advance to highries. “If you advance to higher levels the want boardtooffers the training er levels the board offers the training necessary to get there.” necessary to getthat there.” In her case, meant moving In her case, that meant moving from the security department to the from thecentre security to the contact anddepartment then to claims contact centre She and took then the to claims management. required management. She took the required training for each move, including training forofeach move, including two weeks intensive, one-on-one two weeks of intensive, training to learn all the one-on-one systems and training learn all the systems programstoassociated with being and a case programs associated with being a case assistant. As well, Beltran has been assistant. As advantage well, Beltran has been able to take of in-house able to take advantage of in-house first-aid and public speaking courses. first-aid and public speaking courses. If you want to advance to higher Iflevels you want to advance the board offers to thehigher training levels the board necessary to getoffers there.the training necessary to get there.

Alondra Beltran Alondra CaseBeltran Assistant Case Assistant

ALONDRA BELTRANK, CASE ASSISTANT, AT WORKERS’ COMPENSATION BOARD - ALBERTA ALONDRA BELTRANK, CASE ASSISTANT, AT WORKERS’ COMPENSATION BOARD - ALBERTA

Professional development begins Professional development with onboarding, says Roxy begins Shulwith onboarding, says RoxyEmployee Shulha-McKay, Vice-President ha-McKay, Vice-President Employee and Corporate Services. “One of the and Corporate Services. “One of the coolest things about our orientation coolest our orientation sessionsthings is thatabout our CEO attends sessions is that our CEO attends every one of them and meets new every one offace them and meets new employees to face,” she says. employees faceemploys to face,” she says. The board professionals The board employs professionals such as doctors, physical therapists, such as doctors, therapists, actuaries and ITphysical professionals. It actuaries and IT professionals. also hires people straight out ofIt also people straight out of highhires school, college or university high school, college or university

for entry-level roles including the for entry-level roles centre including the mailroom, contact or adminismailroom, contact centre or administrative positions. All can advance with trative positions. advance with the right attitudeAll andcan training behind the right attitude and training behind them. them. “Credentials count, but it’s also “Credentials count, but it’s your energy, commitment andalso willyour energy, commitment and willingness to learn,” says Shulha-McKay. ingness learn,” saysshine.” Shulha-McKay. “Those to people really “Those people really shine.” The board has its own in-house The board itsoffers own in-house learning teamhas that a suite of learning team that offers a suite of courses including customer service, courses including customer service, building relationships, exploring building relationships, exploring

leadership and personal effectiveness. leadership effectiveness. Employeesand canpersonal also apply for tuition Employees can also apply for by tuition subsidies for courses offered outsubsidies for courses offered by outside institutions and organizations. side institutions organizations. “Our business and is pretty diverse,” she “Our business is pretty diverse,” she says. “You could come here and spend says. “You could come here and spend your whole career with the board and your whole career with the board and do many different things.” doThe many different things.” board has also made a major The board has also madehealth a major commitment to employee and commitment to employee health wellness through on-site yoga andand wellness through on-site and meditation classes, a gymyoga that’s open meditation classes, a gym lunch-andthat’s open 24/7 and health-focused 24/7 and health-focused learns. The lunch sessionslunch-anddeal with learns. The lunch sessionsmanaging deal with such things as nutrition, such as nutrition, managing stressthings and managing personal finances. stress and managing personal finances. “We’re trying to look at the health trying to looksays at the health of“We’re the whole person,” Shulof the whole“We person,” Shulha-McKay. want says our employees ha-McKay. “We want our employees to be healthy because the healthier to be are healthy because the healthier they the more successful they they are the more successful they can be.” can be.”

1,730 1,730 418 418

10,519 10,519 45 45

ACTIVE FULL-TIME ACTIVESTAFF FULL-TIME STAFF JOBS AVAILABLE JOBS AVAILABLE LAST YEAR LAST YEAR JOB APPLICATIONS JOB APPLICATIONS RECEIVED LAST YEAR RECEIVED LAST YEAR YEARS, LONGESTYEARS, LONGESTSERVING EMPLOYEE SERVING EMPLOYEE

For two days in April, join the organizers of the annual Canada’s Top 100 Employers project as they explore the key themes they will be covering in next year’s competition. Join world-class speakers, authors, journalists and dozens of business leaders from this year’s winning employers – all handpicked by the editors of Canada’s Top 100 Employers to bring you the latest thinking on becoming an employer-of-choice. Attending the Top Employer Summit is an ideal way to have all your questions on the Canada’s Top 100 Employers project answered in a convenient two-day, non-commercial format.

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Tell us your story If you are an exceptional employer with progressive human resources programs and initiatives, consider applying for next year’s edition of Alberta's Top Employers. Now entering its 19th year, our national project is Canada’s longest-running and best-known editorial competition for employers. For information on next year’s application process, visit:

CanadasTop100.com/2019 Applications for our 2019 competition will be released this month and must be submitted in April.