talent management

Our reputation and scale of business reach in North America enhances our ability to attract high quality employees. Our talent management framework is comprehensive. It includes competitive compensation packages, opportunities to grow through learning and development programs, and an active approach to performance management.

By understanding our strengths and improving our weaknesses in the organization, we can better serve our employees and maintain a top level of talent. Each year we continue to fine-tune our compensation packages, performance management strategies, as well as ongoing training and development for our employees. We have introduced employee mentorship programs to engage our senior most leaders as mentors and flex-work programs in some corporate functions.

Compensation and benefits. A comprehensive benefits package is provided to Canadian and U.S. employees, with offerings varying by location. We offer a range of additional benefits and incentives to all permanent employees, including:

  • An annual incentive program that was extended to all eligible employees in 2012.
  • Group Retirement Savings Plan with contribution matching.
  • Health, dental and basic life insurance benefits.
  • Personal emergency leave, short and long term disability leave, and personal days.
  • Vacation entitlement that goes beyond minimum statutory requirements.
  • A transparent job-posting policy that advertises open positions below the vice-president level internally and on the public website. 
  • program that rewards employees for referring successful candidates to the company.
  • Complimentary financial planning support through our group retirement savings plan.
  • An Employee Assistance Program (EAP) with confidential, short-term counseling and advisory services.
  • A paid volunteering days program.
  • Employee Service Award program.
  • Education and Training reimbursement program.
  • Monetary and non-monetary recognition programs.

Performance management. The Goal Setting and Performance Management process includes the identification of both work goals and employee development goals at the beginning of the year. Informal feedback and discussion about the goals and progress occurs throughout the year, including a mid-year check-in, and then a formal review is done at the end of the year to evaluate results.


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Collapse% of eligible employees receiving performance reviews

  2012 2013  2014 2015  2016
Executive management  100%  100%  100%  100%  100%
Senior management  81%  100%  100%  100%  100%
Middle management  93%  100%  100%  100%  100%
Professional/technical  85%  100%  100%  100%  100%
Administrative/operations    89%  100%  100%  100%  100%
Overall  89%  100%  100%  100%  100%

For the overall values and all of the 2012 to 2016 values, we have taken into consideration the fact that part-time and contract employees are not required to have performance reviews.
Learning and development. An important part of our talent management strategy is developing the full potential of our employees. We provide and support opportunities for both internal and external training programs as well as other learning approaches, including on the job experiences and cross-training.

Our employee development program encompasses an annual review of each employee’s strengths and potential for development and assists each employee to define and communicate their career aspirations. The program also helps employees identify and prepare for internal job opportunities that are aligned with their career aspirations.

In 2016, we invested over $400,000 in educating our people through external courses and seminars. In addition, the support provided by our Education Reimbursement Program, offers full and partial reimbursement options for a variety of courses and programs related to an employee’s job and our overall business.

[GRI 404-2]

employee turnover

We believe that the findings from our employee engagement survey and ongoing engagement efforts will provide insights to help us better understand and manage turnover. Our turnover rate in 2016 was 14.2% among regular full and part time employees.

Our turnover rates include all employees who left the company for any reason during the reporting year, including voluntary and involuntary departures, and including retirements. Starting with our 2012 calculations, we have excluded employees who leave as a result of a property disposition, where the employee's position stays with the property. While this improves the accuracy of the number, we are not able to update our historical information for comparability.

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Collapseturnover by age group

  Turnover    Total in Age Group Turnover Rate 
 Under 30 years 33  138  24%
 30-50 years 85  689  12%
 Over 50 years 82  585  14%
 Total 200  1,412  14.2%
This data excludes temporary and contract employees and reflects turnover among regular full-time and part-time employees only. 

More detailed HR data is available for download.

[GRI 401-1]

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