Saskatchewan's Top Employers (2015)

Saskatchewan’s Top Employers 2015 1

Top Employers2015

SASKATCHEWANSASKATCHEWAN’s’s

A joint venturewithMediacorpCanada Inc.

2015_SK Working.indd 12015_SK Working.indd 1 2014-12-19 4:01 PM2014-12-19 4:01 PM

2 Saskatchewan’s Top Employers 2015

BYBRIANBURTON

Fifteen years of selecting Canada’snational and regionalTopEmploy-ers has givenMediacorp’s Richard

Yerema a lot of insight into labourmarkets.“TheWar for Talent is over. Talent won,”

he says, thoughhe credits the perception-bending aphorism to a colleague inhuman resourcesmanagement. Yeremaalso observes that technology is driving achange in employee values, from seeking“work-life balance” to embracing “work-life integration.”“Whenwe started this project 15 years

ago,” he says, “the talk was about the com-ing demographic shift, as the Boomers(born 1940 to 1960) were nearing retire-ment years, and about the (resulting)challenge ahead for employers in the‘war for talent.’ ”TheWar for Talent was a notion first

posited by consultants atMcKinsey &Company (circa 2000), as a competitionfor talent betweenmajor corporationsseeking to replace key leaders as the hugeBaby Boom generationwas followed by amuch smaller Generation X (born 1960to 1980).McKinsey prophesied that this‘war’ would be won by companies thatcould recruit the best and the brightest.Yerema’s comment suggests the war was

won, not by a few hyper-competitive em-ployers, but by employees in general, whoprofited frommore competitive recruitingand better benefits.“For example, in the life of this (Top

Employers) project, we’ve gone fromwellbelowhalf of theCanada-wideTop 100Employers offeringmaternity leave top-uppayments for newmothers to today, wherefully 100 per cent of the national Top 100offer varying levels ofmaternity top-ups.

“Employers and governments haverecognized the need to support employeesin the quest to balance their work andpersonal lives.”In order to be competitive, he says

companies have to designworkplaces andbenefits packages that address not onlythe needs of employees in all stages oftheir work and personal lives, but also themarkedly different work styles and expec-tations of younger boomers, Generation XandGeneration Y (born 1980 to 2000).Yerema saysGenXers aremore oriented

towork-life balance and, in response, em-

ployers created programs such as flextimearrangements and personal days off.GenXers have also learned to be flexible,

while they waited for the Big Generationtomake room for them, he adds. They’rewillingmake accommodations for em-ployers, but perhaps less so as theymoveinto their 50s and finally gain seniority.With Gen Y now graduating, Yerema

saysmore change is underway.“Their concepts of work are another

generation removed from the boomers, soloyalty to oneworkplace is likely to seemlike a quaint historic concept,” he says.

“I also think their accommodation toemployers is likely a little less thanGenXers, because they’ve been raised tounderstand that they’ll likely workmanycareers in their lifetimes.“Technology is also playing a significant

role in shaping their concepts of work.“According to our consulting partner

on the Top Employers project, TowersWatson, there’s a shift from thework-lifebalance of the GenXers. It’s evolving tothe concept of ‘work-life integration.’ Thisis the idea that work can truly find youwherever youmay be sitting. But that isnot seen as an affront to Gen Y— just afact,” Yerema says.“The generational difference is that

this reality works bothways. A Gen Yemployeemay beOKwith this fact — butin return expects to be able to work awayfrom the 9-to-5model and the geographicrestrictions of the cubicle.”

SASKATCHEWAN’S TOP EMPLOYERS 2015

Saskatchewan’s Top Employers 2015 is a joint venture publication ofPostmedia Network Inc. andMediacorp Canada Inc.

Co-ordinators: Darren Oleksyn ([email protected]),Kelly Zenkewich ([email protected]), Charlene Kolesnik ([email protected])

Cover Design: Charlene Kolesnik

Employeeswinningthebattle for labour

Photo: Lev Dolgachov/FotoliaYounger employees entering the workforce have different expectations of their employers.



Saskatchewan’sTopEmployers (in alphabetical order)

Access Communications Co-operative Ltd.

Cameco Corporation

Co-operators Life Insurance Company

Cornerstone Credit Union Financial Group Limited

Group Medical Services

ISM Canada

K+S Potash Canada GP

Mosaic Company, The

Potash Corporation of Saskatchewan Inc.

Prince Albert Parkland Health Region

Ranch Ehrlo Society

Saskatchewan Government Insurance

Saskatchewan Public Service

Saskatchewan Workers’ Compensation Board

Saskatoon, City of

Saskatoon Health Region

Saskatoon Police Service

SaskEnergy Inc.

SaskPower

SaskTel

Seed Hawk Inc.

Solvera Solutions

University of Regina

University of Saskatchewan

West Wind Aviation Limited Partnership


Fotolia photo



AccessCommunicationsCo-operative Ltd.

Cable and OtherProgram Distribution

Supports employees who are new mothers or adoptive parents with maternity and parental leave top-up payments (to 100 per cent of salary for up to17 weeks) and offers an option to extend their leave into an unpaid leave of absence; encourages employees to balance work and their personalcommitments through flexible hours, shortened and compressed work weeks, telecommuting and reduced hours during the summer months; invests inongoing employee development through subsidies for tuition and professional accreditation and a variety of in-house and online training programs;also helps cultivate high potential employees with formal mentoring, leadership training and career planning services; offers the next generation ofjob-seekers opportunities to gain on-the-job experience with paid internship opportunities and co-op placements; through the Access CommunicationsChildren’s Fund, the company provides charitable donations and funding for programs that support children’s need, with a particular focus on health andwell-being, education and literacy, crime prevention and pathways out of poverty.

Co-operators LifeInsurance Company

Insurance Agenciesand Brokerages

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

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

Cornerstone CreditUnion FinancialGroup Limited

Credit Unions New employees start at three weeks of paid vacation allowance, moving to six weeks over the course of their careers, and receive additional paidpersonal days off that can be scheduled throughout the year; supports employee efforts to achieve work-life balance with flexible hours, shortened andcompressed work weeks, telecommuting and a formal earned-days-off program; invests in ongoing employee development through tuition subsidies forcourses taken at outside institutions (to $1,000), financial bonuses for some course completion and subsidies for professional accreditation; manages anacademic scholarship program for children of employees who are interested in pursuing post-secondary studies (to $1,000 per child); encouragesemployees to prepare for the future with retirement-planning assistance and contributions to a defined-contribution pension plan — also offers phased-inwork options to help retiring employees transition to life after work.

Regina

Regina

Saskatoon

Tisdale

K+S PotashCanada GP

Nitrogenous FertilizerManufacturing

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

Saskatoon

171

654

2,985

151

Mosaic Company,The


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

Regina 2,397

ISM Canada Custom ComputerProgrammingServices

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

Regina 873

Group MedicalServices

Direct Health andMedical InsuranceCarriers

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

Regina 109

172


Employer Industry Interest Points City FT Employees in Canada



SaskatchewanPublic Service

ProvincialGovernment

Supports employees who are new mothers, fathers or adoptive parents with maternity and parental leave top-up payments (to 95 per cent of salary forup to 17 weeks) and offers an option to extend their leave into an unpaid leave of absence; helps employees achieve work-life balance with a variety ofalternative work arrangements, including flexible hours, shortened and compressed work weeks, telecommuting and reduced summer hours; investsin ongoing employee development through subsidies for tuition and professional accreditation and a variety of in-house and online training programs,including apprenticeship opportunities; the government’s Youth Advisory Group recently recommended the development and implementation of acorporate mentorship program to pair senior employees with less-experienced staff to discuss business and personal issues as well as their careers andprofessional development; encourages employees to prepare for the future with retirement-planning assistance and contributions to a defined-contribution pension plan — also offers phased-in work options to help retiring employees transition to life after work; recently established a diversityand inclusion strategy, with the aim to build an inclusive organization culture — and has maintained an Aboriginal Government Employees’ Networksince 1992, to promote the recruitment, retention and advancement of aboriginal employees throughout the province.

Saskatoon HealthRegion

General Medical andSurgical Hospitals

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

SaskatchewanWorkers’Compensation Board

Administration ofHuman ResourcePrograms

Supports employees who are new mothers, fathers or adoptive parents with maternity and parental leave top-up payments (to 75 per cent of salary for17 weeks) and offers an option to extend their leave into an unpaid leave of absence; helps employees balance work and their personal commitmentswith flexible hours, shortened work weeks, a 35-hour work week option (with full pay) and a formal earned-days-off program; encourages employees toadopt healthy lifestyles through a dedicated rewards program and maintains a healthy lifestyles committee that provides a variety of programs to supporthealthy minds, bodies and spirits of employees, including exercise, nutrition and smoking cessation; invests in the long-term development of employeeswith career-planning services, a range of in-house and online training programs and subsidies for tuition and professional accreditation; employees canprepare for the future with retirement-planning assistance and contributions to a defined-contribution pension plan.

Regina

Saskatoon

Regina

8,489

6,474

427



SaskatchewanGovernmentInsurance

Direct Property andCasualty InsuranceCarriers

Supports employees who are new mothers, fathers or adoptive parents with maternity and parental leave top-up payments (to 100 per cent of salary for26 weeks) and flexible hours for when they are ready to return to work; invests in ongoing employee development with subsidies for tuition andprofessional accreditation and financial bonuses for some course completion; encourages children of employees to pursue post-secondary studiesthrough an academic scholarship program (to $2,500 per child); also reaches out to the next generation and offers paid internship, co-op and summerstudent opportunities for students and new grads; helps employees prepare for the future with retirement-planning assistance and contributions to adefined-contribution pension plan; maintains an in-house Community Action Team comprised of employees from across the company — the team meetsregularly to review, investigate and suggest where a percentage of corporate donations should be directed each year.

Potash Corporationof SaskatchewanInc.


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

Ranch Ehrlo Society Individual and FamilyServices

Invests in employee development through formal mentoring, tuition subsidies for courses taken at outside institutions, in-house training and financialbonuses for some course completion (to $1,000); supports employees who are new mothers with maternity and parental leave top-up payments (to80 per cent of salary for up to 50 weeks) and offers a subsidy for in vitro fertilization; encourages employees to balance work and their personal lives withflexible hours, telecommuting and shortened and compressed work weeks; offers compassionate leave top-up payments to employees who are calledupon to care for a loved one (to 80 per cent of salary for up to six weeks); helps employees prepare for the future with retirement-planning assistanceand contributions to a defined-contribution pension plan — and helps retiring employees transition to life after work with phased-in work options.

Regina

Saskatoon

Pilot Butte

1,831

2,780

527

Prince AlbertParkland HealthRegion

General Medical andSurgical Hospitals

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

Prince Albert 1,703

Saskatoon, City of MunicipalGovernment

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

Saskatoon 2,856



University ofSaskatchewan

Post-SecondarySchools

Employees working at the university’s main campus can keep fit by taking advantage of the on-site fitness facility, complete with state-of-the-artexercise equipment, basketball and squash courts, a junior Olympic-sized pool, an indoor running track and a rock climbing wall; encouragesemployees to save for retirement with contributions to a defined-benefit or defined-contribution pension plan, depending on employee group andoffers phased-in work options to help retiring employees transition to life after work; invests in the long-term development of employees through formalmentoring, career planning services and a variety of in-house and online training programs, including apprenticeship opportunities; supports employeeswho are new mothers, fathers or adoptive parents with maternity and parental leave top-up payments and offers an option to extend their leave into anunpaid leave of absence; manages an on-site daycare; provides a variety of alternative work arrangements that vary depending on employee group.

SaskPower Electric PowerGeneration

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

Seed Hawk Inc. Farm Machinery andEquipmentManufacturing

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

University of Regina Post-SecondarySchools

Helps employees prepare for the future with retirement-planning assistance and contributions to a defined-benefit or defined-contribution pensionplan, depending on the employee group— also offers phased-in work options to help retiring employees transition to life after work; new employeesstart at three weeks of paid vacation allowance and can schedule additional time away with paid personal days off; supports employees who are newmothers, fathers or adoptive parents with maternity and parental leave top-up payments and offers an option to extend their leave into an unpaid leaveof absence; encourages employees to develop their skills through in-house apprenticeship opportunities and subsidies for tuition and professionalaccreditation; manages a dedicated aboriginal apprenticeship program and maintains an aboriginal advisory circle to provide personal andprofessional support to aboriginal employees.

Saskatoon

Regina

Langbank

Regina

4,190

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

Regina 3,196

SaskEnergyIncorporated

Natural GasDistribution

Helps employees prepare for the future with retirement-planning assistance and contributions to a defined-contribution pension plan — and offersphased-in work options to help retiring employees transition to life after work; invests in the long-term development of employees with formalmentoring, a variety of in-house and online training programs, including apprenticeship opportunities and subsidies for tuition and professionalaccreditation; manages dedicated mentoring and management development programs for aboriginal employees and participates in the province’sGradworks program to provide paid internship opportunities to new graduates; provides maternity and parental leave top-up payments to employeeswho are new mothers (to 95 per cent of salary for up to 37 weeks) as well as parental leave top-up for new fathers and adoptive parents; encouragesemployees to achieve work-life balance through flexible hours, shortened and compressed work weeks, a formal earned-days-off program and a35-hour work week (with full pay).

Regina 1,018

3,120

218

1,373

Solvera Solutions Custom ComputerProgrammingServices

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

Regina 179

West Wind AviationLimited Partnership

Scheduled PassengerAir Transportation

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

Saskatoon 250



Saskatoon PoliceService

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

Saskatoon 643




Accessplacesvalue incustomerservice

COMPREHENSIVE BENEFITSPACKAGE

FRIENDLYENVIRONMENT

COMPANYMATCHEDPENSION

Access your c re rwww.myaccess.ca

Find out how Accesscan work for you.

A ccessCommunications is a commu-nity-owned co-operative offeringleading-edge telecommunications

services to Saskatchewanhomes andbusi-nesses, including Internet, TV, homephoneandhome securitymonitoring services to220 communities across theprovince.Itsmission is to provide exceptional com-

munication and entertainment servicescarried out by250 staffmembers at eightretail offices and community programmingstudios across theprovince.“Weare always expanding our product

offerings and ensuringweprovide technol-ogy thatmakes the lives of our customerseasier,” says human resources and safetymanagerCarole Sauer.In thepast year, the communications

company launchedAccessEvo, which isrevolutionizinghomeentertainment.Completewith aTVbox, PVR,wireless

modemandhomephonedevice all-in-one,“You’ll nevermiss anything ever again,because you can recordup to six shows atonce, and you can schedule yourPVRusingyour cell phone,” according to Sauer.AccessCommunications is also continu-

ing to expand itsHyperSpeed Internet— whichboasts speeds of 100megabitsper-second— to communities throughoutSaskatchewan.The telecomcompanyoffers unique

opportunities to developprogrammingthrough its communityTVchannelAccess7, featuringmore than80 channelsbroadcasting everything from local sports

to fundraising events and special interestshows.Careers atAccess range fromcustomer

service and internet representatives, tech-nicians, producers to various business officepositions infinance,marketing,HR, IT andengineering.What they all have in common, Sauer

notes, is “goodold-fashioned customerservice.“We look for peoplewho truly understand

what thatmeans, and are excited toprovidethat each and every day.Our customers areourNo. 1 priority.Our employees are fo-cusedonmaking sure the customer is takencare of by asking, in everymeeting and in

every decision that’smade, ‘Howdoes itaffect the customer?’”Access also seeksworkerswho truly

believe in giving back to the community,andwhodedicate their personal time todo-ing so. Staffmembers volunteerwithmanycompany-organized community initiativesand charity events fromaneighbourhoodpatrol onHalloween to theAccess7 bingo,which raisesmoney for theAccessCommu-nicationsChildren’sFund charity.Amongst the excellent employee benefits

andprogramsoffered are a peer-to-peeronline recognitionprogramcalled SMILE,withpoints awarded for doing a great job.Employees can redeemtheir points for

everything fromgift cards toTVs, designerhandbags andmore.Other benefits includeflexiblework

hours, opportunities towork fromhomeand interest-free loans for health andwell-ness or technology-relatedproducts andservices. The company also offers employ-ees a refer-a-friendbonuswhena candidatethey refer is successfully hired.Access has received anumber of honours

including beingnamedoneof Saskatch-ewanBusinessMagazine’sTop 100Busi-nesses in 2014.It is the employees’ dedication toAccess

Communications and their customers thatmakes all the difference, says Sauer.“We see it every day, in the customer

complimentswe receive.”

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

YEARS IN BUSINESS: 40NUMBER OF EMPLOYEES: 250LOCATIONS: Regina, Estevan,Weyburn, Yorkton, North Battleford,Humboldt, Melfort, La Ronge.HEAD OFFICE: ReginaHIRING INCENTIVES: Competitivewages; comprehensive benefit package;matching pension; professional develop-ment; referal bonsuses; recognition andincentive programs.APPLICATION PROCESS:Online at myaccess.ca, under Careers.

AccessCommunications

This story was produced by Postmedia’s advertising advertising department on behalf of Access Communications for commercial purposes.Postmedia’s editorial departments had no involvement in the creation of this content.

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professional andpersonal successes arenotseparate endeavours.”Bacon,who recently returned towork

frommaternity leave, says she’s seenfirst-hand the importanceofwellness inherwork.“I’venoticeda real connectionbetween

taking careofmyself, physically, andhowthat impactsmeonamental level,” she says.“Ourwellnessdefinition is theapprecia-

tion that everythingyoudo, think, feel andbelievehas an impact onyour stateofhealth—truly an integrationofbody,mindandspirit.”Withmore than650employeeswork-

ingoutof theReginaoffices,Co-operatorsLife strives to give eachemployeeavoice inwhatwellnessprogramsandservices areavailable.Havingaworkingwellness committee

representativeof various areas in the com-panyhelpsprovideuswithdirect feedbacksaysBacon.“Anotherwaywecollect informationand

feedback is fromawellness survery that iscarriedout approximately every twoyears.Wealways try veryhard to implement as

manyof theemployee’s ideas aspossible.”Oneprogramoriginating fromemployee

feedbackwasHope for theHolidays, abereavement-support session for staffandtheir familieswhohave lost lovedones inthepast year andare facing theirfirstholiday seasonwithout them.TheCo-operatorsheadofficeonCollege

Avenuealsohosts abiannualwellness fairtoprovide employeeswith informationand resources related tohealthy living andengagingwith the community.Day-to-daywellness is also important, so

employeeshaveeasy access toflu shot clin-ics, andamassage therapist comes inonceamonth to thebuilding toprovide staffwitha15-minute chairmassage.

Thecompanyalsooffersflexibleworkhours andworkweeks, plusflex-time, threepaidpersonal daysper year,maternity leavetop-up, paid study timeandanemployee-recognitionprogram—all ofwhichcontrib-ute to andare instrumental in theoverallpositivehealth andwell-beingof employees.“Beinga co-operative, theneed forprofit-

ability is balancedwith theneedsof ourclients, employees,member-owners andcommunities,”Baconsays.“Makingpeople apriority and takinga

long-termviewofbusinessdecisionsmakesTheCo-operators fundamentallydifferentfrommost insurance companies.”

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

YEARS IN BUSINESS: 69NUMBER OF EMPLOYEES:More than 650 in Regina.LOCATIONS: Across Canada includingVancouver, Calgary, Edmonton, Regina,Winnipeg, Toronto, Ottawa, Montrealand Moncton, as well as 636 retail insur-ance outlets across the country.HEAD OFFICE: ReginaHIRING INCENTIVES: Incentivepay programs at all levels, individualperformance-based and organizationalfinancial-target rewards, referral bonusprogram, generous benefits plan, flexiblework hours, reduced work weeks, pro-fessional development, volunteer days.APPLICATION PROCESS: Applyonline at careers.cooperators.ca

TheCo-operators

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GMSfocusesoncustomerservice, superiorstaff

Feel safe between the lines with GMS | www.gms.ca

Happy. Healthy. Secure.

HEALTH & TRAVEL INSURANCE | GROUP BENEFITS®The GMS logo is a registered trademark of GroupMedical Services.

GroupMedical Services (GMS)prides itself on helping people livewell, via the health and travel in-

surance products it sells and the healthywork environment it provides for itsemployees.Based in Saskatchewan, GMS products

are available in eight provinces acrossCanada, providing supplemental healthinsurance that bridges the gap betweenprovincial health insurance plans andmedical costs. The company also providestravel insurance to travelers and visitorsto Canada.Beyond providing insurance, GMS

supports health care initiatives througha range of charitable endeavors, such asits $500,000 donation to the Hospitals ofRegina Foundation to fund the establish-ment of the GMS Cardiac RhythmDeviceClinic at Regina General Hospital.“As a not-for-profit health insurer, we

are proud to contribute to health andwellness initiatives in the communitieswe serve, building on our 65-year legacyof supporting health care in Saskatche-wan as we expand our business across thecountry,” says President and CEO, DavidBlodgett.Employees work in a wide range of

areas including administration, customerservice, claims, marketing and communi-cations, information technology, finance,underwriting, business analytics andsales. GMS provides employees the op-portunity to gain a breadth of experience,

because it is focused on developing careerpaths for the people who work there.One of themost essential qualities that

GMS looks for in all of its staff is a focuson customer service, whether someone isserving clients directly, or providing sup-port to other staffmembers.“It’s all about howwe care for our cus-

tomers by understanding their needs andlooking for solutions,” explains HumanResource Advisor, Jessica Piche.Not only that, the company is “keen to

hire people who have a desire to give backto the communities we serve,” Blodgett

adds, noting that GMS supports employ-ees who give the gift of their time to a va-riety of community health and wellness-focused charitable initiatives.“What is unique about GMS, is that

we walk the talk in terms of encouragingour employees to find a healthy work-lifebalance. We are very committed to grow-ing our business — therefore we are verycommitted to growing the employeeswho work in this business. That includessupport for professional development aswell as personal learning in areas such asfinancial planning.

“We intend to continue building on theframework we have, to make sure GMScontinues to be a great place to work,grow careers and contribute to the com-munities we serve.”The company offers competitive

compensation and benefits that includehealth, dental, vacation days and an ex-cellent pension plan.In 2014 — for the 13th consecutive year

—GMSwas named one of Saskatchewan’sTop 100 Companies by SaskatchewanBusinessMagazine and alsoreceived finalist honours in theInsurance-Canada.ca TechnologyAwards.

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

YEARS IN BUSINESS: 65NUMBER OF EMPLOYEES: 109LOCATIONS: ReginaHEAD OFFICE: ReginaHIRING INCENTIVES: Competitivecompensation; comprehensive benefitsincluding maternity and parental leavetop-up, flexible work hours, telecommut-ing and a scheduled days off program.APPLICATION PROCESS:Please submit cover letter and resumevia email to [email protected].

GroupMedicalServices

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K+SPotashCanadaplans forsteadygrowth

ks-potashcanada.com

See yourself here.

K+ S Potash Canada is a workplacethat embraces employee input andinitiative as it grows in leaps and

bounds.The German-owned company (K+S

Aktiengesellschaft acquired Potash One in2011) has gone from a tiny, cramped officeof less than 20 in downtown Saskatoon tospace in a brand new office building,housing 74 employees.An additional 135 employees and a

number of contractors work at its$4.1 billion Legacy Projectmine site northofMoose Jaw.“A lot has changed.When Ifirstwent

to a career fair everyonewas ‘who’sK+SPotash?’ I don’t get that question anymore.Everybodydefinitely knowswhoweare,”saysKimPoley, vice president of humanresources and corporate services.A company that has recognized such

growth also recognizes the value ofcreating a collaborativeworkingenvironment that places ahighpriorityonpositive communication.Whilemanyminingorganizationshave

anumber of strict boundaries in termsof roles and responsibilities,K+S allowsemployees complete access to anyone in theorganization.Dr.UlrichLamp, presidentandCEO, regularly visits on site alongwiththe company’s leadership team.“Wewant a grassroots approach, andwe

want to knowwhat the employees think.Weare trying to take thebest of everythingandeverybody’s ideas to create something

different,” Poley says.Part of this is theValuesDiscoveryProject

—anemployee-driven advisory committeecreated to shape the company’s culture.K+S also takes good care of its employees,

offering extremely competitivewages, fullbenefits— including aflexible health spend-ing account—andanexcellent pensionplan.Workers receive five flex days per year

to encourage a positive work-life balance,eight hours of paid time for volunteerwork and $300 of companymoney to bedirected to a charity or organization inwhich they are involved.Employees can also develop andmove

up the ladder at K+S through ongoingtraining. The company subsidizes tuitionfor employee development, offersin-house training, workshops and acomprehensive leadership developmentprogram.To alleviate a stressful 45-minute

commute eachway on gravel roads, thecompany started a shuttle service to theLegacy site. It has allowed employees totravel in comfort, and spare wear and tearon vehicles.And thenewbuildinghas simplymade

work life better, Poley says.“It’s been a real highlight for our

employees.We came from a place thatdidn’t meet our needs and are now in thisbeautiful office that is very bright andopenwith huge windows and a big heatedunderground parkade.”Word-of-mouth is one of K+S Potash’s

most valuable recruitment tools saysPoley, along with the opportunity to bepart of an enormous project from thestart — Legacy is Saskatchewan’s first newpotashmine in almost 40 years.Andworking within a diverse workforce

is another plus. During the project phase,K+S continues to encourage First NationsandMétis employees to join its workforce.

Employees at K+S Potash Canada are shaping the culture of the company and helping tocreate a legacy.

YEARS IN BUSINESS: Four. Parentcompany K+S Group has been in themining business for more than a century.

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

LOCATIONS: Saskatoon, Bethune, Sask.(Legacy site) and Vancouver.HEAD OFFICE: Saskatoon.HIRING INCENTIVES: Competitivepay, comprehensive benefits package,flexible workday, training and develop-ment opportunities and a health careand wellness spending account.APPLICATION PROCESS: Apply onlineat ks-potashcanada.com/#opportunities

K+SPotashCanada

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WCB:Promotingacultureof safetyFrom serving the needs of

Saskatchewanworkers andemployers to promoting safe work

practices throughout the province, theSaskatchewanWorkers’ CompensationBoard provides support for thousands inthe province.For the 450 people whowork for the

WCB out of its offices in Regina andSaskatoon, there is great satisfaction indoing a job that directly helps peopleacross the province.“Our employees tell us they feel they’re

part of something good, and part of aculture that is very welcoming andsupportive,” says DonnaKane,vice-president of human resourcesand communications.Kane says besides goodwork-life bal-

ance, great benefits and a positive workenvironment, employees also cite a family-like atmosphere as a reasonwhy they seetheWCB as an employer of choice.JoanneDavidowich has beenwith

WCB for 30 years and knows full well thefriendly culture that is fostered there.“I have always consideredWCB asmy

second family,” says Davidowich. “I haveworked inmany departments and at theend of the day, with every job, it is alwaysgood knowing that we are an organizationthat helps people.”Leanne Yano couldn’t agreemore.“Forme, the culture of an organization is

very important. Right away, I felt welcomeatWCB.” Yano says. “I like working for

an organization that is passionate aboutits purpose, has high expectations, butbalances this with an environment that isrelaxed and fun.”WCB employees are dedicated to sup-

porting injuredworkers and processedapproximately 36,000 injury claims lastyear, andKane notes that the number ofinjury claims has dropped significantly inthe past decade. This drop in the numberof claims can be attributed to the promo-tion and successful implementation ofsafety programs in workplaces acrossSaskatchewan.

“We believe every injury is preventableand that’s whyMission: Zero is core toeverything we do,” says Kane. AdoptingMission: Zero as its purpose, means zeroinjuries, zero fatalities and zero suffering.So it’s no surprise that the peoplewho

work forWCB “walk the talk”when itcomes to their ownhealth and safety andwellness somuch so that last year the orga-nization created a SafeEmployeeAward.Despite being recognized as a Top

Employer,WCB continues to look foropportunities to further enhance the em-ployee work experience to create a

balanced environment.“In addition to the fact that wework to

maintain positive employee-union-man-agement relations, we actively promotetraining and development, wework toensure individuals have a safe and healthywork environment, that they are recog-nized and rewarded for the work they do,and that our commitment to diversitydrives inclusion and a broader way ofthinking,” says Kane.To do this,WCB regularly consults with

employees.Yano agrees, saying, “I appreciate the

effort that ismade to get feedback fromemployees and to continuously improveonmakingWCB an even better place towork.”Formore information, visit

wcbsask.com/careers.

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

YEARS IN BUSINESS: 85NUMBER OF EMPLOYEES: 450LOCATIONS: Regina and SaskatoonHEAD OFFICE: ReginaAPPLICATION PROCESS:Online at wcbsask.com/careers

SaskatchewanWorkers’

CompensationBoard

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Saskatoonpolicededicatedtoservingcity

police.saskatoon.sk.ca

More than 650members of theSaskatoon Police Service go towork each day knowing they are

making a difference and giving back totheir community.“Formanymembers, being a police

officer was a childhood dreamwhich hasbecome their reality,” says Lisa Olson,director of human resources with theSaskatoon Police Service.Olson says with one of the largest train-

ing budgets inWestern Canada, swornmembers are able to continuously expandtheir skills and knowledge giving themthe opportunity to work inmany differentareas of the service.She says after training, new recruits

usually patrol the streets of Saskatoonfor five or six years, after which they canchoose to branch out to constable posi-tions inmore specialized units, such ascanine, street gangs, vice or special inves-tigations.After eight years of service, members

can aspire to the rank of sergeant, whichopens the doors to positions on units suchas forensic identification, fraud orhomicide and violent crimes.While somemembers will choose to

remain a constable or a sergeant, othersstrive tomove up the ranks to becomestaff sergeants, inspectors, superinten-dents or deputy chiefs.Olson says amember usually does not

spendmore thanfive years in one position,allowing them to have several different

“careers” within their profession as aSaskatoon police officer.The Saskatoon Police Service also

employs over 130 civilian staffmembers,working “behind the scenes” in supportdepartments such as central records,finance and payroll or technologicalservices.Employees are all now based in a new

headquarters building that opened inJune 2014, one which brought togetherstaff that had been scattered across ninelocations after the service outgrew its oldheadquarters.The facility is another indication of the

Saskatoon Police Service’s commitment

to better serve both itsmembers and thepublic.Olson says recent initiatives include the

formation of aMorale Committee withrepresentations from the service, bothsworn and civilian.Video cameras have been installed in

police cars to assist officers during traf-fic stops and resolve complaints againstpolice.Interpreter services were improved

to ensure citizen’s charter rights arefully protected, and now the city’s policeservice offers interpreters for over 80 dif-ferent languages.Olson says the new headquarters has

a new fitness area and gymnasiumwithprograms to encourage staffwellness.Saskatoon police officers can also now

maximize their specialized skills with newstate-of-the-art laboratories in forensicidentification, an indoor firing range, androoms dedicated to technological analysis.The Saskatoon Police Service is an equal

opportunity employer committed to hav-ing a work force that is representative ofthe city.According to police Chief CliveWeighill,

“It is fundamental to the success ofcommunity policing that the policeservice reflect the ethnic diversity of thecommunity.”

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

YEARS IN BUSINESS: 112NUMBER OF EMPLOYEES: 654LOCATIONS: SaskatoonHEAD OFFICE: SaskatoonHIRING INCENTIVES: Four 12-hourshifts with four days off; pension plan;medical and dental plan; new, state-of-the-art headquarters with on-site fitnessfacilities including full gymnasium and aweight room; tuition reimbursement; 95per cent salary top-up while on mater-nity leave for up to 17 weeks; careeropportunities and training.APPLICATION PROCESS: Online atpolice.saskatoon.sk.ca

SaskatoonPolice Service

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SeedHawkgrowsstrongcareers

LOCAL PRIDE.GLOBAL VISION.

2014 ©Seed Hawk Inc.SEED HAWK®, HAWK DESIGN®, VÄDERSTAD® and VÄDERSTAD DESIGN® are trademarks being used under license. 12/14-39528

SeedHawk.com/careers

S ince 1992, Saskatchewan’sSeed Hawk Inc. has led the wayin innovation, sales and service

of seeding equipment to growers — notjust in this province, but across WesternCanada and beyond.Based near the hamlet of Langbank,

200 kilometres southeast of Regina,more than 200 employees oversee areassuch as research and development,manufacturing and service, all whichhelp keep Seed Hawk at the top of itsgame. And a top employer.“I think we’re unique in that we’re

based in rural Canada, so we have to po-sition ourselves a little differently as anemployer of choice,” says President andCEO Peter Clarke, who relocated fromToronto to Langbank a few years ago tohead the company.“We’re situated fairly close to the oil

patch, so we compete from a compensa-tion perspective with a tough sector ofthe market.”Seed Hawk offers a strong benefits

program for both singles and families,explains Clarke.“We have stable employment com-

pared to the market around us. We offerwhat we’d offer if we were based in anurban centre.”Seed Hawk boasts a relatively young

workforce, adds Stacy Brownridge,Director of Human Resources.“There are a lot of opportunities for

growth and advancement, and we pres-

ent a lot of challenges … and that’s keyfor people looking for different careeropportunities,” she says.“You’re not pegged into one thing, and

our management structure allows you topresent ideas outside of the norm.”Seed Hawk focuses on three areas:

seeding, planting and tillage equipment.Air seeders are manufactured locally

and distributed domestically and inter-nationally. The company has partneredwith the Swedish firm Väderstad to dis-tribute tillage and planting equipment.Seed Hawk employees support equip-ment not only across Western Canada

but also in places like Europe, Australiaand the U.S.Clarke says Seed Hawk’s focus on no-

till agriculture gives an added “emotion-al benefit” for those who work there.“Our employees are interested in the

technology we provide to growers. It’sprogressive farming practices that leadgrowers into no-till and it’s conserva-tion agriculture. It’s nice to do some-thing that’s positive.”Most Seed Hawk employees live with-

in a 50-kilometre radius of the plant.Brownridge says when everyone’s at

work, “this becomes like a small town.

Everyone knows each other and it’s areal community feeling.”Looking ahead, Clarke says Seed Hawk

is already starting to grow its organiza-tional resources especially in the Ameri-can Midwest and Eastern Canada.A benefit of working for Seed Hawk is

when new opportunities arise, he says,“we like to nurture and grow from with-in. You can come in on the sales side, orservice, and you might find yourself inproduction or even design.”To learn more about Seed Hawk and

opportunities there, visitseedhawk.com.

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

YEARS IN BUSINESS: 22NUMBER OF EMPLOYEES: 220LOCATIONS: Langbank, Sask.HEAD OFFICE: Langbank, Sask.HIRING INCENTIVES: Training anddevelopment including tuition subsidiesfor courses related to employees posi-tion; total compensation package for allemployees; on-site subsidized cafeteria;free rounds at White Bear golf course;monthly and yearly bonsuses possiblefor hourly and salaried employees;apprenticeship program; nationallybenchmarked wages.APPLICATION PROCESS:Apply online at seedhawk.com/careersor via email at [email protected]

SeedHawk

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Universitymakesemployees feelathomeTheUniversity of Regina is like a

second home toMisty Longman.She has been a part of the Univer-

sity of Regina as a child, student and nowan employee.“If I were to use a word to describe the

various communities on campus it wouldbe ‘inclusive.’ There is always someplaceto belong,” says Longman, who ismanagerof the Aboriginal Student Centre at theUniversity of Regina.She has childhoodmemories of coming

to the university with hermother, whowas taking classes.“I grew up on this campus and faculty

and staff have grown to be important fix-tures inmy life and have fostered a familyenvironment,” says Longman.Longman graduatedwith a bachelor of

administration degree fromFirst NationsUniversity of Canada— one of the Univer-sity of Regina’s three affiliated colleges.Longman immediately found a jobwith aCrown corporation and remained therefor about two years.Then she heard about a job opening at

the University of Regina. She jumped atthe chance.“I applied without hesitation. The op-

portunity to come back to the U of Rwasnothing short of rewarding,” says Long-man.“I get paid to advocate and support

aboriginal students on campus. I get tobe part of a community that allowsme tohave a balance of work, life and passion.

Notmany people get to dowhat they loveand theU of R has givenme that gift.”TheUniversity of Regina places a prior-

ity on recognizing the accomplishmentsof faculty and staff. Programs include thePresident’s Awards for Service Excellence,Long Service Recognition and the annualCelebrate event that recognizes employ-ees for their academic and professionalachievements.Dr. Vianne Timmons, president and

vice-chancellor of the University ofRegina, also hosts a number of events foremployees throughout the year.For facultymembers the university pro-

vides the environment to succeed.“The University of Regina is an ideally

sized institution,” says Dr. NicolasCarleton, an associate professor inPsychology.“It’s large enough to provide resources

and support to faculty and students forall manner of research and teaching, butsmall enough that each individualmattersand canmake a difference.”Employeesmatter, which is why they

are encouraged to take advantage of awide range of benefits including profes-sional development classes, tuition reim-bursement and lifestyle courses that can

be taken through the Centre forContinuing Education.TheUniversity also supports employees

with children by offering two on-campuslicensed daycare centres. There’s amodern fitness and lifestyle centre withdiscounted employee rates andwherestaff can have an annual health and fitnessassessment at no charge.It adds up to an environment where

people can balance working and learningwhilemeeting their family and personalneeds.

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

YEARS IN BUSINESS: Has existedfor more than a century but hasfunctioned as the University ofRegina for 40 years.NUMBER OF EMPLOYEES: 2,500LOCATIONS: Regina, Saskatoon,Prince Albert and Swift Current.HEAD OFFICE: ReginaPOSITIONS EMPLOYED: Boasts adiverse workforce with a variety ofpositions — from faculty to adminis-trators to trades.WAGE RANGE: Offers a wage andbenefit package that is more thancompetitive for all positions.APPLICATION PROCESS: Online aturegina.ca/hr/careers/index.html

University of Regina

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he University of Regina is proud to be named oneTof this year’s top employers in Saskatchewan. Thisaccomplishment would not be possible without ourhighly engaged and dedicated workforce.

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

Realize. Your in focus.future

www.uregina.ca/hr




Aviationcompanyupliftedbygreat staff

5

“Ienjoyworking here because thereis always change andno twodaysare the same— I feel as though I

learn something newevery day.”Themessage is exceptional, especially

since the one speaking has been an employ-eewith the same company—WestWindAviation— for an astounding 30 years.It’s this dedication to service and

supportive environment that has garneredWestWindAviation the accolade of beingone of Saskatchewan’s TopEmployers for asecond year in a row.Established in 1983 as a corporate air

charter service,WestWindAviation nowoperates a fleet of 28 aircraft and employsclose to 300 employees.Its accumulated expertise includes air

charter, corporate aircraftmanagement,maintenance, avionics, world-class aero-centre facilities inRegina and Saskatoon,ground services, fuelling, and scheduledflightswith its ExpressAir andProntoAirways divisions.Even after three decades of service,West

Wind is committed to providing excep-tional service to its customers. Proud to bea carrier of choice, they are governed bysafety in all aspects. Overall, this has helpedbring the company to its position of being aleading employer in the province.While its corporate promise—We take

care. For you.— is geared to its customers,WestWind also takes themessage to heartwhen it comes to its employees.“We foster a friendlywork environment

and a corporate culture that promotes hardwork and dedication,” says SadieDewald,human resources supervisor.Striving to be an equal opportunity

employer dedicated to the advancement ofour employees careers, the companyhasimplemented a variety of employee-cen-tred initiatives including training, internaladvancementwithin the organization andeducation subsidies.The company also promotes fromwithin

onnewpositions posted internally andcommits to looking at existing employeesbefore going externally.“On a yearly basis, ourmanagement team

sitswith their employees to go through

their performance on the job andhelps tocreate a plan for their future growthwithinthe organization,” addsDewald.This includes a pilotmentorship

programwherein aspiring pilots have theopportunity to learnmore about the air-craft through ride-alongs, aircraft simula-tor time,mentorship from senior pilotsin the organization, sitting in on groundschool andmuchmore.“This keeps our employees engaged and

prepares them for a future career in theindustry,” saysDewald.Several times a year,WestWindAviation

also hosts lunch and learn seminars, opento any of its employees to attend.

“This provides an opportunity to learnabout interesting topicswithin thework-place ... it keeps our employee base engagedandup-to-date on arising topics of interestwithin theworkplace,” saysDewald.Staff also have the opportunity to

purchase shareswithin the organization onan annual basis, allowing them to becomeowners in the organization. Presently,employees own20per cent of theorganization.All ofwhich, saysDewald, is howWest

WindAviationmanages its continuedgrowth and success and secures the futurefor all who play a part in the company’sstory.

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

YEARS IN BUSINESS: 32NUMBER OF EMPLOYEES: 297LOCATIONS: Saskatoon, Regina,Prince Albert, La Ronge, Stony Rapids,Wollaston, Fond du Lac, BuffaloNarrows.HEAD OFFICE: SaskatoonHIRING INCENTIVES: Share purchaseplan, referral bonuses, contributions to amatching RRSP plan, profit-sharing andparental leave top-ups, comprehensivebenefits package.APPLICATION PROCESS: Individualscan apply online at westwindaviation.ca

WestWindAviation

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EMPLOYERSNow’s the time to apply!Be one of Saskatchewan’sTop Employers in 2016.

To Apply! go to

www.canadastop100.com/sk


Saskatchewan's Top Employers (2015)

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