National Capital Region's Top Employers (2017) by Canada's Top 100 Employers

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SPECIAL 12TH ANNIVERSARY EDITION

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2017 Winners

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2017

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2017

3 OFFICE OF THE SECRETARY TO THE GOVERNOR GENERAL

12th Annual Edition

NATIONAL CAPITAL REGION'S TOP EMPLOYERS 2017 Magazine Anthony Meehan, PUBLISHER

Karen Le,

VICE-PRESIDENT

Editorial Team:

Richard Yerema, MANAGING EDITOR

Kristina Leung, SENIOR EDITOR

Stephanie Leung, RESEARCH ASSISTANT

Advertising Sales:

Kristen Chow,

DIRECTOR, OPERATIONS

Amy Wong,

SENIOR ACCOUNT REPRESENTATIVE

Sponsor Content Writers:

Berton Woodward, SENIOR EDITOR

Michael Benedict

Ann Brocklehurst Sheldon Gordon Patricia Hluchy D'Arcy Jenish

Barbara Wickens

p The Office of the Secretary to the Governor General employs 157 people, most of whom work at Rideau Hall, the official residence.

INTRODUCTION

Is it something in the air? Staff development is critical for the National Capital Region’s Top Employers

iven that the leadership of our country resides in Ottawa, it seems only natural to look at how the National Capital Region’s Top Employers provide career development and leadership opportunities within their own organizations. While training and skills development are part of what every winning employer offers – from subsidies for tuition and professional accreditation to a variety of in-house and online training options – the NCR’s Top Employers do an outstanding job of nurturing their employees’ success. For example, Lumentum, a manufacturer of optical and photonic products in Ottawa, provides employees with up to $5,000 per year for job-related courses. Currently, Lumentum has one employee pursuing a full degree while two others are completing a master’s, all part-time. Once employees get approval from their manager, they pay out-ofpocket first and don’t get the money back until they pass the course, so there’s an incentive to pass, says Lisa Davidson, HR Analyst at Lumentum. “We do mention the ongoing support for education when we’re recruiting,” says Davidson.

“But we have a lot of perks at Lumentum, so this is just icing on the cake.” For those just starting out at the Treasury Board of Canada Secretariat (TBS) in Ottawa, boot camps give new employees a leg up. Anna-Maria da Silva, Manager, HR Planning, Reporting and Diversity at TBS, explains that the boot camps help with orientation about their department as well as how the various divisions work together. There are even specialized boot camps for new TBS analysts to learn about their role and how government works. Larger programs, such as the Administrative Services Community Initiative, support the learning and career development of administrative and clerical employees. In addition to an annual conference, this initiative will be putting out a learning and development roadmap of all the different work streams in the Administrative Services category to show these employees how they can move up. “This roadmap lays out the kind of training and experience that is required in these different work streams,” says da Silva. “So if employees know what kind of job they’d like to work towards, they’ll

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2017

INTRODUCTION

Continued

know exactly what they need to do.” NAV CANADA, a provider of civil air navigation services in Ottawa, has made leadership development a priority. The company held its first CEO Leadership Forum last year, bringing together about 20 leaders for two-days off-site with their CEO to discuss and reflect on leadership as a strategic priority at NAV Canada. Based on its success, organizers plan on doing it again this year. “Two days with the CEO was a pretty powerful message to leaders,” says Kathie Jaquemet, Director, Organizational Effectiveness at NAV CANADA. “Certainly going through an assessment process and development planning is tough, but it really put words into action around the importance we place on leadership. It’s something we’re going to invest in and bring people together to talk about and develop. “We know we need to have great leaders and when we have leaders who understand what great leadership looks like, then they can really

be genuine sponsors and drivers of employee development,” says Jaquemet. “That’s only going to positively impact the overall employee experience.” NAV CANADA’s other new leadership initiative, Accelerate, is about making sure that new managers – new employees or existing employees recently promoted into management – have an opportunity to fully learn everything they need to know about being a leader. Jaquemet explains that this means understanding the business at large. These managers spend a week at head office speaking with executive members, HR and labour relations leaders to understand their roles and what is expected of them. “It’s been a huge success,” she says. “Previously there was a gap. People in leadership roles were simply supposed to know what was expected. Now we’re equipping them as early as possible in their tenure. In addition, they’re working within a cohort of leaders so they’re networking with people from across the country and making great connections. There’s so much for them to learn from each other.”

TREND MICRO CANADA TECHNOLOGIES INC.

q At the head office of Trend Micro Canada Technologies Inc., all employees have a place of honour on the 'Great Wall of Trenders'.

Joël Dubois, a partner in the litigation department at Perley-Robertson, Hill & McDougall LLP in Ottawa, has been on both sides of his firm’s formal mentoring program. Each of the associates are paired up with a partner in their departments, so currently Dubois mentors a junior associate in litigation. But he was actually a mentee first when he came over to the firm 11 years ago. He says the benefit of having a formal program is that “it reminds us that developing our junior lawyers is an important part of who we are.” That’s especially so when everyone is busy with a million things happening, from file work to management. “I was lucky to have senior lawyers around me who taught me to be a good lawyer, but also the business of law – client development, billings, the whole business aspect of law – the stuff they don’t teach you in law school,” says Dubois. “It helped having at least one official door for me to knock on when I had questions. It’s rewarding now to have an opportunity to be on the other side to assist junior lawyers in that process.” n –Diane Jermyn

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2017

o determine the winners of this year’s National Capital Region’s Top Employers list, the editors at the Canada’s Top 100 Employer project evaluated each employer’s operations and human resources 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 been consistent since the launch of the National Capital Region’s Top Employers competition 12 years ago. Employers are compared with other organizations in their field to determine which ones offer the most progressive and forward-thinking programs. Detailed reasons for selection, explaining why each of the winners was chosen, are published on the competition homepage at: www.CanadasTop100.com/ottawa

2017 WINNERS

LGONQUIN COLLEGE OF APPLIED ARTS & TECHNOLOGY, Ottawa, Post Secondary Schools, Colleges; 3,384 full-time employees. Offers new moms a full year of maternity leave top-up payments (to 93% of salary) as well as top-ups for new dads and adoptive parents. ALTERNA SAVINGS AND CREDIT UNION LIMITED, Ottawa, Credit Union; 440 full-time employees. Offers up to four paid personal days off along with alternative working options to aid work-life balance.

CANADA REVENUE AGENCY / CRA, Ottawa, Federal Government, General Economic Programs; 39,495 full-time employees. Sponsors a national employment equity and diversity network to help increase awareness of workplace diversity and inclusion initiatives. CANADIAN HERITAGE, Gatineau, QC, Federal Government, Culture and Heritage; 1,742 full-time employees. Supports employee development with generous tuition subsidies (to $15K annually) for courses related and unrelated to current position. CANADIAN INTERNET REGISTRATION AUTHORITY / CIRA, Ottawa, Information Technology Services; 80 full-time employees. Provides opportunities for students and new grads with summer student roles as well as co-op and paid internship opportunities.

ANK OF CANADA, Ottawa, Central Bank; 1,550 full-time employees. Employees host silent auctions, chili cook-offs, office Olympics and other fun events for the bank’s “Building Our Community” charitable program.

CANADIAN SECURITY INTELLIGENCE SERVICE / CSIS, Ottawa,

An employee of the Canada Revenue Agency spends a lighter moment in the photo booth at a CRA charity fundraising event.

Any employer with its head office or principal place of business in the National Capital Region may apply for the competition. Further information for prospective applicants can be found on page 23. n

ANADA FOUNDATION FOR INNOVATION / CFI, Ottawa, Research Support Services; 67 fulltime employees. Employees start with four weeks of paid vacation allowance as well as up to six paid personal days off each year. CANADA MORTGAGE AND HOUSING CORPORATION / CMHC, Ottawa, Federal Government, Administration of Housing Programs; 1,890 fulltime employees. Hosts a month of wellness-related activities that include visits from health professionals, health clinics and information on physical and mental health.

CANADA REVENUE AGENCY

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2017

2017 WINNERS

Continued

Federal Government, National Security; 3,299 full-time employees. Offers alternative work options including a four-day work week that lets employees enjoy longer weekends for up to three months each year. CARLETON UNIVERSITY, Ottawa, Post Secondary Schools, Universities; 2,134 full-time employees. Offers a hybrid pension plan, retirement planning assistance and health benefits that extend into retirement years with no age limit. CHILDREN’S HOSPITAL OF EASTERN ONTARIO / CHEO, Ottawa,

Hospitals; 1,420 full-time employees. Employees can unwind in a quiet room reserved for meditation and religious observance or in an onsite fitness facility with instructor-led classes. CONFERENCE BOARD OF CANADA, THE, Ottawa, Consulting Services; 228 full-time employees. Offers tuition subsidies (up to $1,500), co-op opportunities, paid internships and international placements..

EPARTMENT OF FINANCE CANADA, Ottawa, Federal Government, General Economic Programs; 750 full-time employees.

Offers a pre-retirement transition leave option available to employees who are within two years of retirement.

GG FARMERS OF CANADA, Ottawa, Business Associations; 58 full-time employees. Has donated millions of eggs to food banks and school breakfast programs through partnerships with Food Banks Canada, Breakfast Club of Canada and Breakfast for Learning. ENGINEERS CANADA, Ottawa, Professional Organizations; 44 full-time employees. Encourages employees to give back with paid volunteer time

and through a matching donations program, to a maximum $1K annually. EXPORT DEVELOPMENT CANADA, Ottawa, International Trade Financing and Support Services; 1,287 full-time employees. Offers a $1,000 health spending account that can be used to top up existing health benefits or for additional wellness expenses.”

EALTH CANADA / SANTÉ CANADA, Ottawa, Federal Government, Administration of Public Health Programs; 9,113 full-time employees. Along with healthy menus

EXPORT DEVELOPMENT CANADA

q The talented employees at Export Development Canada / EDC can make your clients around the world smile in dozens of languages.

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2017

2017 WINNERS

Continued

options in the cafeteria, employees get subsidized memberships to an onsite fitness facility with instructor-led classes. HOUSE OF COMMONS, THE, Ottawa, Federal Government, House of Commons; 1,556 full-time employees. This unique Canadian employer reaches out to the next generation of employees (and citizens) through summer employment and co-op opportunities. HYDRO OTTAWA, Ottawa, Electric Power Distribution; 638 full-time

employees. Offers maternity and parental leave top-up payments as well as an academic scholarship program for employees with older kids, to $2K each.

MMIGRATION, REFUGEES, CITIZENSHIP CANADA / IRCC, Ottawa, Federal Government, Immigration Services; 7,278 full-time employees. Offers summer and co-op opportunities and manages a three-year Immigration Foreign Service Development Program, which prepares candidates for the Immigration Foreign Service Officer role.

A CITÉ COLLÉGIALE, Ottawa, Post Secondary Schools, Colleges; 496 fulltime employees. Employees have free access to a fully equipped onsite fitness facility with instructorled classes ranging from kickboxing to yoga. LOCKHEED MARTIN CANADA INC., Ottawa, Technology Manufacturing; 840 full-time employees. Along with three weeks of starting vacation allowance, employees get up to five paid personal days off, as well as additional time off during the holiday season.

7 LUMENTUM, Ottawa, Specialty Manufacturing; 317 full-time employees. Helps employees save with matching RSP contributions and encourages an ownership culture through a share purchase plan.

EDICAL COUNCIL OF CANADA, Ottawa, Professional Organizations; 191 full-time employees. Supports new moms, dads and adoptive parents with parental leave top-up payments to 100% of salary for 17 weeks. MONTFORT, Ottawa, Healthcare; 1,010 full-time employees. Offers

q Acting Clerk of the House of Commons Marc Bosc and Procedural Clerk Emma-Leigh Boucher in their workplace.

HOUSE OF COMMONS

2017 WINNERS

Continued

students and new grads summer job, co-op and paid internship opportunities.

AV CANADA, Ottawa, Air Traffic Control; 4,807 fulltime employees. Employees receive a $750 health spending account that can be used to top up existing coverage or for additional wellness-related expenses. NUTRITION INTERNTIONAL, Ottawa, International Agency, Nutrition Programs; 55 full-time employees. Offers new employees four weeks of starting vacation and a variety of alternative work options.

FFICE OF THE SECRETARY TO THE GOVERNOR GENERAL, The, Ottawa, Federal

Government, Governor General; 157 full-time employees. New moms receive a full year of maternity leave top-up (to 93% of salary) and new dads and adoptive parents get a 93% top-up to 35 and 37 weeks, respectively. OTTAWA CATHOLIC SCHOOL BOARD, THE, Nepean, Elementary and Secondary Schools; 4,228 full-time employees. Supports new moms with maternity leave top-up payments to 100% of salary for 6 weeks followed by 75% of salary for an additional 11 weeks. OTTAWA, CITY OF, Ottawa, Municipal Government; 12,085 fulltime employees. Has a workplace wellness and productivity network to provide employees with resources for physical, mental and emotional health and well-being.

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2017

ERLEY-ROBERTSON, HILL & MCDOUGALL LLP / S.R.L., Ottawa, Law Firm; 113 full-time employees. Offers alternative work arrangements including flexible hours, shortened work weeks, telecommuting and a formal earned days off program.

REASURY BOARD OF CANADA SECRETARIAT, Ottawa, Federal Government, Finance Spending and Regulation; 1,922 full-time employees. Participates in Indigenous and Northern Affairs Canada’s Aboriginal Leadership Development Initiative focused on developing Indigenous employee leaders. TREND MICRO CANADA TECHNOLOGIES INC., Ottawa, Software Development; 162 full-time employees. Offers new-parents-to-be

an adoption subsidy (to $10,000) and supports new moms and dads with parental leave top-up payments to 100% of salary for up to 8 weeks.

NIVERSITIES CANADA / UNIVERSITÉS CANADA, Ottawa, Professional Organizations; 76 full-time employees. Created the “Ursula’s Den” event (inspired by TV’s “Dragon’s Den”) for employees to pitch their collaborative ideas to colleagues. UNIVERSITY OF OTTAWA, Ottawa, Post Secondary Schools, Universities; 4,861 full-time employees. Works closely with community organizations such as Hire Immigrants Ottawa and Ontario March of Dimes to broaden its recruitment efforts. n

q On duty and waiting for the next call, in the back of an ambulance with paramedics employed by the City of Ottawa.

CITY OF OTTAWA

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2017

Algonquin College’s Tigers boost staff engagement

lexander Yang became a professor of electrical engineering technology at Algonquin College of Applied Arts & Technology in 2003. Then, after leaving in 2007 to join a local high-tech firm, he realized how much he missed the college and in 2010 he returned to stay. What drew him back? The people and workplace culture you can only find in academia. “Helping students to learn, grow and reach their potential is fundamentally rewarding and I’m surrounded by people who feel the same way,” says Yang. “There’s a positive, collegial environment at Algonquin.” Everyone here likes to contribute. Nothing pulls people together like a common cause. Alexander Yang Project Manager, Construction Research Centre

Now in the Office of Applied Research and Innovation (ARI), he’s Project Manager of the Construction Research Centre. It’s one of four ARI centres where Algonquin faculty and students collaborate with business, industry and community partners

ALEX YANG, PROJECT MANAGER OF ALGONQUIN COLLEGE’S CONSTRUCTION RESEARCH CENTRE

to develop useful products, services and processes. Although no longer a professor, Yang’s still an educator, guiding students through projects where they gain valuable hands-on experience. As a higher education institution, Algonquin encourages continuous learning for employees as well. This includes reduced tuition rates on some courses and professional development through leadership and serviceexcellence programs. Algonquin extends scholastic opportunities to the families of its full-time personnel too, offering partial

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tuition-fee reimbursement for dependent spouses and children. The college looks after employees’ well-being in other ways: competitive pay and benefits tend to their financial welfare while a variety of wellness programs can help with their physical and mental health. Cheryl Jensen says she admired Algonquin long before she took over as President in 2014. The key to making it an even better place to work and study is not just employee satisfaction, she says, but employee engagement. “When you’re engaged, you’re deeply in-

volved, you’re proud to be a part of Algonquin and will make every effort to ensure your students, your colleagues and the organization succeed.” This year, Algonquin is conducting its third employee engagement survey since 2012. Each time, the college established Tiger Teams, groups of volunteer employees tasked with finding ways to address the concerns raised and identifying which issues require further attention. Tiger Teams will be set up again this year. “We don’t just listen to employees’ suggestions, but actually act on them in a timely manner,” says Jensen. “It’s part of what makes us a special place.” Yang, for one, is on side. “Everyone here likes to contribute,” he says. “Nothing pulls people together like a common cause.”

3,875

full-time employees in Canada

338

jobs available last year

20,764

job applications received last year

55%

of employees are women

A global leader in digitally connected applied education. There are plenty of reasons why Algonquin College is an employer of choice. It’s a dynamic and exciting place to work where 3,875 employees work as a team to serve the diverse needs of nearly 50,000 full- and part-time students.

Changing Lives algonquincollege.com/careers

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2017

Alterna’s caring culture puts people before profits

ason Davis left one of the big chartered banks 10 years ago to join Alterna Savings and Credit Union and he’s never regretted it. He’s had the opportunity to get branch-level and head office managerial experience. But apart from personal advancement, Davis loves the Alterna culture. “There’s a genuine culture of caring,” he says. “This organization really wants to make a difference for its employees, its members and the communities it serves.” Our objective is to help individuals and communities grow and prosper. Rob Paterson President and CEO

Ottawa-based Alterna – which was launched in 1908 and was the first credit union outside Quebec – operates a growing network of 35 branches, 12 of them in the National Capital Region. It is also the first Canadian credit union to operate a nationwide digital bank. Alterna offers three weeks’ vacation to start, several paid

ALTERNA SAVINGS EMPLOYEES VOLUNTEERING AT THE ANNUAL CHARITY GOLF TOURNAMENT

personal days per year and time off to do volunteer work. The organization invests heavily in employee development through tuition and professional accreditation subsidies, as well as secondment to corporate projects. President and CEO Rob Paterson adds that Alterna also offers employees advice on managing their personal finances and provides some of the best rates on staff loans in the financial services sector. “We’re a big believer in putting people before profits,” says

Paterson. “We’re not trying to make billions of dollars profit like the big banks. Our objective is to help individuals and communities grow and prosper.” That caring attitude extends to employees. “We offer advice to help them pay off their mortgages sooner and reach their retirement objectives that much quicker,” Paterson says. Alterna is very active in the communities it serves, and supports a number of worthy causes –mental health being a top priority. The organization is the lead

We wouldn’t be a top employer without top employees. Alterna Savings wouldn’t be the National Capital Region’s Top Employer without always looking for the best people. Apply online today at alterna.ca/AboutUs/Careers

corporate sponsor of the annual Alterna Crackup comedy festival, which runs for two weeks each February with all proceeds going to support mental health initiatives. “Our ingrained sense of social responsibility resonates with our employees’ personal values and makes them feel that their contribution goes beyond their day to day work,” says Paterson. Case in point: Alterna provided financial support to civil servants caught up in the Phoenix payroll fiasco in which hundreds of bureaucrats weren’t being paid – some for as long as a year. “A lot of individuals were going through difficult times,” says Paterson. “We stepped in to provide additional services to get them through the crunch.”

440

full-time staff in Canada

average age of employees

charities helped last year

11,592

staff volunteer hours last year

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2017

Carleton University creates a healthy community

alk about walking the talk. When Carleton University’s Tim Pychyl has a meeting on, say, the 20th floor in one of the campus’s towers, he takes the stairs – all of them. Pychyl, an Associate Professor of Psychology and an internationally acclaimed expert on procrastination, knows the importance of exercise to one’s well-being. “Physical health is essential for productivity,” he says. That’s why he is so bullish on Carleton’s Healthy Workplace Plan, an ongoing holistic program that ranges from weight loss clinics to financial planning. Says Pychyl: “The university has turned our workplace into a place that fuels you, rather than consumes you.” The university has turned our workplace into a place that fuels you, rather than consumes you. Tim Pychyl Associate Professor of Psychology

One other positive: it produces bonds among the university’s diverse communities. “You get to meet so many cool people you would not otherwise encounter,” says Pychyl.

MEMBERS OF CARLETON UNIVERSITY’S HEALTHY WORKPLACE TEAM, HAYLEY COMBALUZIER, SAMANTHA MUNRO AND KRISTI WELLS (L-R) WITH MASCOT RODNEY THE RAVEN

Carleton is the first and only postsecondary institution to achieve a Healthy Workplace Level 3 certification from Excellence Canada. Says Pychyl: “The university recognizes that a healthy community for learning has to be comprised of healthy, happy people.” Pychyl often helps kick off the annual campaign’s fitness component with a lunchtime lecture on procrastination. “I provide strategies to overcome the barriers people erect to stop them from doing things, such as engaging in fitness activities,” he says.

One person inspired by Healthy Workplace is the university’s Human Resources Director, KerriLynn Herbert. “There are so many opportunities to get involved in healthy activities,” she says. “It is truly motivating,” she says. Compared to other places she has worked, Herbert says, total wellbeing is embedded in Carleton’s culture, “which would not be possible without leadership support from across campus.” She adds, “Lots of organizations talk about the importance of well-being, but we go above and beyond.”

THE PERFECT PLACE TO LIVE/WORK/STUDY We are proudly committed to providing the programs and services that contribute to Carleton University being an employer of choice.

carleton.ca

Herbert also credits the Healthy Workplace initiative with creating a shared sense of community among the more than 2,000 staff and faculty who work in Carleton’s 65 departments and faculties located in 37 buildings spread across the campus’s 150 acres. “A healthy workplace makes us all feel connected,” says Herbert. Supporting work-life balance is another program objective. Indeed, Pychyl is speaking while driving home to pick up his children from school. “I am on a flexible, reducedtime work load, something my wife’s employer would not allow,” he says. Adds Pychyl: “When the employer is committed to the person, then the person is committed to the employer. Working at Carleton, I consider myself one of the luckiest people in the world.”

2,225

full-time staff in Canada

weeks, starting vacation allowance

158

jobs available last year

14,464

job applications received last year

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2017

Egg Farmers of Canada offers tasty career choices

or Andrea Witney, joining the staff of Egg Farmers of Canada in May 2014 was an easy decision, thanks, in part, to the humble egg itself. “We’re promoting a nutritious product you can feel good about,” she explains. “It’s easy to go to work when you’re passionate and motivated and you’re surrounded by colleagues who feel the same.” The Human Resources Generalist also appreciates how the Ottawa-based organization values and facilitates career advancement. For Witney, this has included everything from informal on-the-job mentoring to professional development. Young people today want to know a company is about more than just profit. They want to know they’re making a contribution. Tim Lambert CEO

Created in 1972, EFC represents more than 1,000 egg farmers in all provinces and the Northwest Territories. Together they produce over 650 million dozen eggs annually. EFC manages the supply and develops standards

EGG FARMERS OF CANADA EMPLOYEES CELEBRATING THEIR 2016 STAFF DAY

for egg farming in Canada, in addition to promoting eggs. It’s a huge mandate for a small organization, covering everything from operations to policy development to governance. Working with its provincial and territorial counterparts helps. And CEO Tim Lambert offers another explanation for how EFC employees accomplish so much: they can see how their contributions make an impact. “We’ve developed a ‘work hard, play hard’ mentality,” Lambert says. What’s more, EFC has a track record of big achievements. Back

when dietary cholesterol was considered unhealthy, egg sales plummeted. The organization responded by meeting with more than 20,000 Canadian doctors and presenting them with the latest nutrition research. Egg sales have risen 28 per cent since 2006. Most egg farms in Canada are family businesses whose owners believe in giving back to their communities. In that spirit, EFC partners with both local and national organizations like Breakfast Club of Canada and Food Banks Canada to donate several million eggs annually to help alleviate hunger.

Being a good corporate citizen includes a significant international focus. Through the International Egg Foundation and EFC’s partnership with Heart for Africa, Canadian farmers are using their knowledge and expertise to teach Swazi farmers to produce eggs. EFC staff demonstrate their support for these efforts through fundraising. Many also use EFC’s two paid volunteer days each year to help their favourite local causes. “Doing the right thing, in the right way” sends an important message to EFC employees, says Lambert. “Young people today want to know a company is about more than just profit,” he adds. “They want to know they’re making a contribution.” Witney, a millennial, is in full agreement: “It’s a very rewarding place to work.”

full-time staff in Canada

1,443

job applications received last year

years, longest-serving employee

weeks, starting vacation allowance

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2017

House of Commons Administration has its career points in good order

or Emma-Leigh Boucher, working on Parliament Hill is a family tradition. Her mother and her grandfather (legendary journalist Charles Lynch) both worked on the Hill. So in 2011, when she learned of a temporary opening for a communications advisor at the House of Commons Administration, she applied for the position and was hired. Boucher has since reinvented herself as a Procedural Clerk. “I predict I will stay in this job until I retire, because it offers so much variety,” she says. Our employees take tremendous pride in supporting this institution. They’re very service-oriented in supporting the Members of Parliament in carrying out their legislative duties. Marc Bosc Acting Clerk

“Our employees take tremendous pride in supporting this institution,” says Marc Bosc, Acting Clerk, who reports to the Speaker of the House of Commons. “They’re very service-oriented in supporting the Members of Parliament in

ACTING CLERK OF THE HOUSE OF COMMONS MARC BOSC AND PROCEDURAL CLERK EMMA-LEIGH BOUCHER IN THEIR WORK ENVIRONMENT

carrying out their legislative duties. It’s not unusual, when we have our long-service awards every spring, to honour employees with 35 or 40 years of service to the House of Commons.” Over 1,500 full-time employees work for the House Administration. This includes not only employees in Procedural Services such as clerks, but corporate services such as IT, finance, printing, transportation, trades, maintenance and food services. “All of these functions keep the place ticking on a day-to-day basis,” says Bosc. Although Boucher started as a

communications advisor, a twoday introductory course on parliamentary procedure piqued her interest in becoming a procedural clerk. She won the job competition for such a position in 2013. Under the Procedural Services Career Management program, procedural clerks may rotate into new positions every couple of years. Boucher worked a year with the Standing Committee on Canadian Heritage before taking 15 months of maternity and care and nurturing leave with her newborn daughter. The House of Commons Administration tops up mat-leave payments for new mothers (up to 93% of

salary for up to 52 weeks) as well as parental leave for new fathers and adoptive parents (up to 93% of salary for up to 37 weeks). Boucher was then able to place her daughter at the Children On the Hill Daycare. In 2015, upon returning to work, she became a Procedural Clerk for the Table Research Branch. “We respond to urgent and more longterm research requests,” she explains. “We often research the content of the Speaker’s ruling on a question of parliamentary privilege or a point of order.” Boucher enjoys the writing, research and people interaction that go with her role. “Everyone here is truly interested in parliamentary procedure. I have a ‘pinch-me’ moment on a weekly basis, where I think, ‘Wow, I can’t believe I get to work here.’”

EXCEPTIONAL TALENT EXCEPTIONAL WORKPLACE Proud to be one of the National Capital Region’s Top Employers

1,556

full-time staff

jobs available last year

4,617

job applications received last year

58%

of managers are women

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2017

Hydro Ottawa energizes workforce of tomorrow

ydro Ottawa has been powering the nation’s capital for more than 100 years, generating and delivering electricity that keeps the lights on at homes and businesses. While its mandate has remained steady over the past century – supplying power safely and reliably – the organization is in an era of change. “We are undergoing a generational transformation as a result of retirements,” says Chief Human Resources Officer Lyne ParentGarvey. “We’ve been replenishing our workforce for the last 10 years and have opportunities for rewarding careers, especially in trades and technical roles.” We’ve been replenishing our workforce for the last 10 years and have opportunities for rewarding careers, especially in trades and technical roles. Lyne Parent-Garvey Chief Human Resources Officer

Hydro Ottawa employs people in five different trades – power line technician, cable jointer, station electrician, meter technician and systems operator – and it has been hiring in all five areas.

HYDRO OTTAWA PROUDLY SERVES THE NATIONAL CAPITAL REGION

Brayden Martell, a recent graduate from Algonquin College’s power line technician diploma program, which is delivered in partnership with Hydro Ottawa, joined the company in September 2016 as a cable jointer – a trade that is responsible for constructing and maintaining the underground part of the electrical system. “I got hired through a co-op placement and worked with two seasoned employees,” says Martell. “They were very experienced, proud of their trade and willing to share their knowledge.” Kelsey Cabral is another recent

graduate from the program and another newly hired employee. As part of the power line technician diploma program, her co-op placement was with an overhead distribution line crew. “I loved it,” says Cabral. “I learned so much that it gave me a passion for this kind of work.” Cabral now works as a distribution design layout agent and is responsible for designing layouts for new or upgraded services, both residential and commercial. “I work with a lot of my fellow employees to get as much advice as I can and everybody in this com-

pany is very helpful,” she adds. Hydro Ottawa, like electrical utilities elsewhere, is going through a technological transformation, as well. “Our industry is changing dramatically with advancements in technology,” says Parent-Garvey. “Our infrastructure is aging and we’ve been making investments in order to maintain solid reliability for our customers.” It all adds up to plenty of opportunity in a dynamic and rapidly-changing industry and employment in an organization that thrives on innovation and continuous improvement. “We actively solicit feedback and ideas from all our employees, including those new to the company, in order to make their jobs more efficient and deliver better service to our customers,” says Parent-Garvey.

638

full-time staff in Canada

jobs available last year

average age of employees

41.5

years, longest-serving employee

POWERED BY PEOPLE Hydro Ottawa is passionate about being a great employer for great people. That’s because we rely on our employees to literally power the lives of our customers. Our employees are the kind of people who believe that service means putting our customers at the centre of everything we do, and that giving where we live is as important as sustaining the environment around us.

hydroottawa.com

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2017

IRCC employees take pride in changing lives

he Government of Canada resettled more than 25,000 Syrian refugees between Nov. 4, 2015 and Feb. 29, 2016. It was a massive humanitarian effort, involving multiple departments and partners, provinces and territories as well as Canadians from across the country. Employees at Immigration, Refugees and Citizenship Canada (IRCC) proved instrumental in the successful resettlement of these people. There are so many different kinds of jobs and so many ways to contribute either in Canada or overseas. Heidi Jurisic Director, IRCC Domestic Network

“It was incredible to be involved in something like that,” recalls Heidi Jurisic, Director of IRCC’s Domestic Network. “It was the most rewarding work you can possibly imagine.” IRCC is also responsible for, among other things, managing Canada’s annual intake of immigrants – around 300,000 this year. That means they contribute directly to the country’s economic vitality and its social diversity.

IRCC EMPLOYEES (L-R) HEIDI JURISIC, DAWN EDLUND AND AUDREY MITCHELL COMMEMORATING THE FIRST AIRLIFT

“Our employees contribute to building Canada and shaping the future of the country,” says Aaron Feniak, Senior Director of IRCC’s Workforce Solutions and Services Division. “The work is what differentiates us from many other departments. You see it in our employees. They wear it with pride.” IRCC prides itself on being a learning organization. “Every one of our employees is both a learner and a teacher.” says Feniak. “IRCC staff value learning and they share with their co-workers what they learn on-the-job and through formal training.”

Global Reach, Human Impact. Une portée mondiale, à dimension humaine. Join the team! Venez travailler avec nous!

The department has its own suite of in-house training programs. Employees work with their managers to create personalized learning plans in order to perform well in their current jobs, and to acquire the skills required for future challenges. IRCC encourages employees to move from job to job within the department. Among other things, there are opportunities to work on the immigration program, citizenship program, passport program or refugee resettlement initiatives. There are also opportunities to work abroad. IRCC is the government’s second-largest employer

of foreign service officers after Global Affairs Canada. IRCC employees are responsible for delivering Canada’s immigration program abroad at more than 50 locations in embassies, high commissions and consulates. “There are so many different kinds of jobs and so many ways to contribute either in Canada or overseas,” adds Jurisic. “But whether they’re here or abroad everyone feels we have a role in nation-building. It’s what our people are passionate about.” That sentiment permeates the organization, says Assistant Deputy Minister of Operations Robert Orr. “Each day, I am impressed by the commitment of the IRCC team, and the results speak for themselves,” he says. “It’s a huge privilege to work with so many talented and motivated colleagues.”

7,353

full-time employees in Canada

41.7

years, average age of all employees

65.9%

of employees are women

50%

of executive team are women

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2017

Employees can soar at Lockheed Martin Canada

t took a while before Jan Kennedy stopped feeling guilty about still being at home at 7.30 a.m. “In the military, everyone is at their desks by 7.30, latest, and I was feeling bad being in the house, preparing my daughter for school,” says Kennedy, an aerospace engineer who recently transitioned to Lockheed Martin Canada after a 20-year Royal Canadian Air Force (RCAF) career.

I wanted a company that does the right thing, strives for excellence and respects others. Jan Kennedy Technical Problem Manager JAN KENNEDY, TECHNICAL PROBLEM MANAGER AT LOCKHEED MARTIN

Retiring from the military she loved was hard for then Major Kennedy, but with a husband also in the RCAF, who was often away on assignment, and a young child, she felt a career change with more geographical stability was best for everyone. She approached Lockheed Martin because she knew the company and its people from her RCAF assignments. “I wanted a place with the same value system as the military,” Kennedy says, “a company that does the right thing, strives

for excellence and respects others. Lockheed Martin fit the bill.” Hired as a Technical Problem Manager for the C-130J Hercules aircraft’s in-service support contract, Kennedy found herself on the “other side of the fence” of a familiar project from her time with the RCAF. And she also found herself with a company-provided mobile office. “Now, while I am waiting to take my daughter to school, I can communicate with the office on my secure cell phone

and stay plugged in,” says Kennedy. “Not getting to work until 9 a.m. really stressed me out at first – but it didn’t phase the company at all.” Indeed, Lockheed Martin offers flexible hours in order to accommodate employees like Kennedy. “Life is more than one’s job,” says Chief Executive Charles Bouchard. “We recognize that people have families and that balance is critical to creating a productive work environment.” For Kennedy, that means being

able to advance her career without compromising family life. “Lockheed Martin lets me fulfill two 24/7 roles, supporting those defending our country while raising my daughter.” The aerospace and advanced technology company demonstrates concern for its employees in other ways. They can have up to eight weeks of compassionate leave at full salary. They get five personal paid days off. And when they retire, they continue to receive health benefits. But employees are attracted to Lockheed by more than generous salaries and benefits. “We are innovative and always looking to the future,” says Bouchard. “We deal with solving complex issues from outer space to the bottom of the ocean – we’re engineering a better tomorrow.”

950

full-time staff in Canada

225

jobs available last year

38.4

years, longest-serving employee

charities helped last year

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2017

Lumentum focuses like a laser on empowerment

eith Aguinaga is a man of modesty. As Director of Global Customer Service, he leads a team of 34 customer support staff at Lumentum Holdings Inc. His team’s members are located at sites in Ottawa, China and Japan. For his outstanding leadership, he received the company’s Zenith Award for 2014. But he contends the trophy belongs to his team rather than solely to him. At Lumentum Ottawa, we have our functional roles in R&D, manufacturing, sales and customer service. However, our culture is one of shared purpose, commitment and spirit. Doug Alteen Vice President of Marketing

“All the credit goes to my team,” he says. “They go above and beyond the call. What’s important is that we have relationships with our customers. We’re not a call centre. We have dedicated people on our accounts. Most of my team has been with the company 14 or 15 years, and many of them have had the same customers during that period. We view it as a competitive advantage.”

EMPLOYEES AT LUMENTUM TESTING FIBER-OPTIC TRANSMISSION EQUIPMENT

Lumentum was created in 2015 as a spin-off of the optics and photonics division of Californiabased JDSU. But the firm’s hightech roots in Ottawa date back to 1981. It serves optical networking and commercial laser customers worldwide. Lumentum Ottawa is predominantly a research facility, with 28,000 square feet of laboratory space. Of its 335 full-time employees, 80 per cent are engineers. The company hired 17 new employees in Ottawa last year. Voluntary turnover in the last 12 months was a mere 2.8 per cent.

Proud to be Chosen as One of Canada’s National Capital Region's Top Employers for 2017!

“At Lumentum Ottawa, we have our functional roles in R&D, manufacturing, sales and customer service,” says Doug Alteen, Vice President of Marketing. “However, our culture is one of shared purpose, commitment and spirit. We understand our business goals, strive to deliver exceptional products, and work to be an advocate for our community.” Lumentum promotes an ownership culture through its Employee Stock Purchase Plan, which enables staff to buy shares at 85 per cent of fair market value. Employees can contribute up to 10 per cent

of their compensation through semi-annual payroll deductions. Two of every three employees have enrolled. “It’s a great opportunity to participate in Lumentum’s success,” says Aguinaga, who has been enrolled since he first joined the company 18 years ago. Lumentum encourages professional development, too. Up to $5,000 per employee can be approved annually for job-related courses or conferences. Internal training is also offered, such as the “empowerment camp” which Aguinaga attended in 2013. “It focused on how, as a leader or manager, you can empower staff within their job function, so that decisions are made at the right level,” he says. “That’s a really worthwhile program, especially as the company continues to grow.”

335

full-time staff in Canada

jobs available last year

1,038

job applications received last year

charities helped last year

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2017

Montfort - a place to grow

s a nursing student at the University of Ottawa, Catherine Bertrand did several internships at Montfort before graduating and landing a permanent job as a bedside nurse in 2012. A mere three years later, she was promoted into the role of Clinical Manager. “Everyone asks me how did you get into management so fast?” she says, and then answers the question: “I got a lot of support.” We offer good opportunities for our leaders to be engaged and involved in decision-making. Dr. Bernard Leduc President and CEO

Bertrand credits her colleagues at the francophone academic hospital, which serves patients in both English and French. When she first arrived, she was immediately impressed by the positive environment and commitment to patient care. Then, as a fulltime nurse, she took advantage of opportunities to try out different roles and later to mentor student nurses. Now, as a new leader, she participates in quarterly leader develop-

A HEALTHCARE EMPLOYEE AT MONTFORT SPENDS SOME TIME WITH A PATIENT

ment sessions where she gets feedback and support from her managers while sharing improvement ideas suggested by her team members. These sessions help her develop professionally as a clinical manager and give her the confidence to assist her team in their jobs. Montfort’s President and CEO, Dr. Bernard Leduc, has made leadership development for promising employees like Bertrand a hospital priority. “We offer good opportunities for our leaders to

be engaged and involved in decision-making, contributing to improvements we’re making at the hospital,” he says. The goal is to ensure that ideas and policies are effectively cascaded down from top management and that improvement ideas are pushed up from frontline staff. “If Catherine tells me a nurse did something exceptional and says she would like me to recognize her, I will take the time to personally thank the employee for ‘living our values,’ by either visiting them

on the floor or sending them a special handwritten card at home,” explains Leduc. In the past, Bertrand herself was a card recipient after a doctor on her unit wanted to thank her for being so involved with patient care. “It’s still on my fridge,” she says. One of Montfort’s key goals in its quest to improve patient care is staff engagement. Leduc, a family physician with an executive MBA, is constantly on the lookout for evidence-based tactics that will lead to further success. In the same way they do medical rounds with patients, Leduc and all Montfort managers meet with their staff members monthly to ensure that they have what they need to excel in their roles It is a dialogue meant to take the pulse, identify improvement opportunities and celebrate successes.

1,010

full-time staff in Canada

153

jobs available last year

81%

of employees are women

80.3%

of managers are women

Montfort is Ontario’s Francophone Academic Hospital offering exemplary person-centered care

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2017

The sky’s the limit at NAV CANADA

hen Danielle Desbiens says “the sky’s the limit” at NAV CANADA, she’s not referring to the company’s raison d’être, moving aircraft safely and efficiently through Canadian air space. She’s talking about career potential: “There are lots of opportunities here.” People tend to stay and can advance their careers in a variety of ways, by moving onto new teams, working on special projects or taking on a management or training role. Raymond Bohn Senior Vice President, Human Resources

Desbiens speaks from first-hand experience. Thirty years ago she was hired and worked as a maintenance technologist before becoming an instructor at the NAV CENTRE, where NAV CANADA provides specialized instruction for the technologists and engineers who develop, install, maintain and repair some of the most advanced air traffic management technology in the world. In 2003, Desbiens accepted a position as a life cycle manager and

NAV CANADA EMPLOYEE DANIELLE DESBIENS IN THE ENGINEERING LAB

in 2009, took over her current position as Program Manager, Communications Engineering. Based in Ottawa, she’s in charge of a team of engineers and technologists who ensure NAV CANADA’s radar and communications systems perform optimally. They deal with equipment that ranges from cutting-edge to time-tested. “You need to have a broad knowledge of air navigation services because all our systems are interconnected,” says Desbiens. “Our focus on safety is phenomenal, but there’s always room for improvement. Learning is an ongoing process.”

NAV CANADA, a not-for-profit company, was formed in 1996 with the purchase of the country’s civil air navigation service (ANS) from Transport Canada. It is the only entirely private ANS provider in the world and has an international reputation as one of the safest. Most of the workforce is operational staff, including about 2,000 air traffic controllers and 650 flight service specialists based throughout Canada. Other highly skilled employees, like Desbiens and her team, ensure their colleagues can provide pilots with the crucial information they need to interact

with the ANS. The company also hires people in a variety of support functions, such as IT, finance, legal and human resources, often based in Ottawa. Facilitating professional development is part of NAV CANADA’s highly competitive compensation and benefits package. It also includes a comprehensive health care plan and a defined benefit pension plan. “People tend to stay,” says Raymond Bohn, Senior Vice President, Human Resources, referring to the company’s low turnover rate, “and can advance their careers in a variety of ways, by moving onto new teams, working on special projects or taking on a management or training role. That is one of the reasons why it is so important that we offer a workplace culture where everyone feels valued.”

4,700+

full-time employees in Canada

445

jobs available last year

weeks, starting vacation allowance

300+

charities supported each year

THE SKY’S THE LIMIT

with a career at NAV CANADA

navcanada.ca/careers

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2017

The Ottawa Catholic School Board is a caring family

hen she joined the Ottawa Catholic School Board as a chemistry teacher in 1993, Cindy Owens encountered an overwhelming sense of family and community at the schools where she worked. “As staff faced life challenges, the whole school community would surround them and take care of them,” she says. “They set up schedules for who was going to cook their meals.”

As staff faced life challenges, the whole school community would surround them and take care of them. They set up schedules for who was going to cook their meals. Cindy Owens Superintendent of Human Resources

That family feeling was also apparent at retirement celebrations. “Everybody is there. My husband is in the private sector and he came with me to a retirement celebration for a staff member and could not believe how many people showed up. Because in the private sector, you might only have a few peo-

TAMMY DOYLE, ELEMENTARY SCHOOL TEACHER AT THE OTTAWA CATHOLIC SCHOOL BOARD

ple from your team, maybe.” Then, as Owens went on to become vice-principal, principal and, in 2015, Superintendent of Human Resources, she experienced that warmth in a more personal way. “My dad passed away about eight years ago, and the food that came into my house that I could put in my freezer and cook another day, the number of people who came to Montreal for the funeral – it was unbelievable.” Owens says it was the same when her mother died in January. “It just makes you feel

part of something worthwhile.” Elementary school teacher Tammy Doyle, who has been with the Board for 25 years, experienced a similar wave of support when her father had a stroke three years ago. But she also learned just how open to innovation and employee creativity the Board is. Amid helping to take care of her dad, she had a bright idea: what if she enlisted her Grade 1 students to cheer him on in his rehab, thereby giving the kids some reallife learning that would involve their reading, writing, verbal and

Students: explore your career options in high school

ocsb.ca/explore

media skills? The Board gave her an enthusiastic green light. The kids wrote letters to Doyle’s father and created weekly videos for him, encouraging the recovering man to “be brave as a knight.” They excitedly watched live footage of him taking his first steps (he is now mostly recovered). “The OCSB is a visionary Board,” says Doyle. “The deep learning that took place among all of us is beyond any words I have.” The Board’s commitment to its employees is also evident in its benefits, says Owens. It is currently focusing on employee well-being, surveying workers to learn more about key factors that contribute to workplace wellness. “That’s an example of an initiative that says we do value our employees, we do value their wellness.”

4,228

full-time staff in Canada

55%

of the executive team are women

jobs available last year

500+

job applications received last year

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2017

Tech firm Trend Micro looks beyond the resumé

here was something “a bit enlightened” about the ad for Trend Micro Canada Technologies Inc. It made Vanessa Scott-Sabic, who was happy as a consultant, think about whether she might like working full-time at the Kanatabased company, which creates cybersecurity solutions for consumers, businesses and government. She sent in her resume and a meeting followed. “I could see they were really passionate and committed to improving user experience, and I wanted to be a part of that,” she says. “It seemed like a good fit.”

They’re putting their trust in me. I feel very valued and respected but most of all I feel empowered. Vanessa Scott-Sabic Information Developer

Trend Micro felt the same way and a year ago Scott-Sabic was hired on as an Information Developer, a position that helps explain to customers how to use the products and is often referred to as technical writer.

THE NEW WORKSPACE AT TREND MICRO IS DESIGNED FOR EMPLOYEE COLLABORATION

During the interviewing process, Scott-Sabic made it clear that she wanted to switch into a “user researcher role, really trying to understand users’ needs, tasks and pain points.” Trend Micro told her that while they weren’t ready to create such a role right away, they could definitely see her transitioning into it. Now, just a year later, she’s moving into that new position even though her experience in the role was acquired largely informally. “They’re putting their trust in me. I feel very

valued and respected but most of all I feel empowered. I was able to carve my own path that fit my own skills and I was supported along the way.” Senior Human Resources Director Bob Kedrosky says that in its concerted effort to find the right people, Trend Micro has decided not to focus exclusively on candidates’ professional experience in any given role. Another result of this is that the company is looking for new graduates “so we can encourage and help them grow, while we learn

from their fresh perspectives as they graduate from school.” Trend Micro has an active co-op program where it can spot talent early and even a special internship for immediate family members leaving high school and headed to college. “We can give them their first real exposure to work,” says Kedrosky. Not only are the interns gainfully employed for eight weeks, they receive a “scholarship” totaling 50 per cent of their summer earnings to help them pay for their studies. And while working with Mom and Dad may be a little uncool, the students can still take advantage of all the cool tech company perks: movie days, poker tournaments, sports activities, charity events, and, yes, subsidized snacks.

162

full-time staff in Canada

jobs available last year

1,986

job applications received last year

43.5

years, average age of all employees

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2017

Universities Canada offers unusual opportunities

ypically, people don’t apply for jobs with Universities Canada for a chance to see the world. Financial Systems Analyst Sahra Ali was no different when she joined the Ottawa-based association three years ago. But earlier this year she volunteered for a month in Senegal, helping women and youth improve their financial management skills. “It had nothing to do with my job, but it was a great opportunity to grow personally,” says Ali. “I am extremely grateful to Universities Canada for the experience. And when you are grateful, you want to do more for your employer.” UNIVERSITIES CANADA STAFF, DIANA MILLER AND NATALIE SAMSON (L-R), WORKING AT THE CONVERGE 2017 CONFERENCE

I feel appreciated because they supported me all the way. Sahra Ali Financial Systems Analyst

Every year, one employee is selected to take part in the Leave for Change program, operated by another not-for-profit. The person uses his or her vacation entitlement for the developing-world assignment, but all expenses are paid. For CEO Paul Davidson, Leave for Change is an example of how

to keep employees engaged with stimulating outside activities. “One challenge of a small organization with talented people is to ensure they have chances to grow,” Davidson says. Adds Ali: “We get lots of such opportunities that are out of the ordinary. It creates a sense of belonging to the organization.” Another way to engage employees is to provide a family-friendly workplace, listen to their concerns and help them develop profession-

ally. “The large majority of our staff has, or has had, young families,” Davidson says. “Our policies reflect that reality with generous maternity/paternity leave and then flexibility when people return to work.” Indeed, Universities Canada provides up to a full-year’s 70-per-cent salary top-up for maternity and parental leaves. “We also act on our employee survey results,” Davidson says. “Last year, for example, we boosted our

professional development spending to further enhance their growth.” Meanwhile, when Ali wanted to become CPA certified, Universities Canada offered her flexible hours to attend classes and has picked up most of the tuition cost. “It shows they care about employees improving themselves,” she says. “I feel appreciated because they supported me all the way.” Universities Canada, clearly, appeals to people who want to make a difference, whether as a volunteer abroad, or on the job. “By promoting the importance of Canadian universities, we get involved with issues like economic growth, reconciliation with Indigenous people and building a diverse and pluralistic society,” Davidson says. “It’s not just a place to go to work – every day you are helping to build a better Canada.”

Bright Minds. Bright future. Thanks to our employees. De l’esprit et de l’avenir. Grâce à nos employés. www.univcan.ca

full-time staff in Canada

weeks, maternity and parental leave top-up pay

average age of employees

weeks, starting vacation for professional staff

Tell us your story If you are an exceptional employer with progressive human resources programs and initiatives, we invite you to submit an application for next year’s edition of the National Capital Region’s Top Employers. Now entering its 18th year, our national project is Canada’s longest-running and best-known editorial competition for employers. For information on next year’s application process, please visit:

CanadasTop100.com/2018 Applications for our 2018 competition will be released early in the New Year and must be submitted in May.

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