2012file/ottawa2012.pdf · advertising project manager: winnie o’brien, 403-235-7163,...

Top Employers2012

NATIONAL CAPITAL REGION’s

A joint venture with Mediacorp Canada Inc.

2 Nat iona l Cap i ta l Reg ion ’s Top Employers 2012

CSIS. Smart career choice

Current opportunItIeSengineerS, it profeSSionalS, SurveillantS

Nat iona l Cap i ta l Reg ion ’s Top Employers 2012 3

National Capital Region’s Top Employers

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2012

Retiring boomers spur companies into action

The retirement of the baby-boom generation is no longer a prediction — it’s happening, and it’s chang-

ing what it takes to be a top employer in Canada, says Tony Meehan, publisher of Canada’s Top 100 Employers, a competition run through Mediacorp Canada Inc.

“There’s a real transformation that’s taking place in demographics,” Meehan says.

Companies and public-sector organi-zations need to hire to replace departing boomers, he says. And, facing a smaller cohort of younger workers, employers are finding they need to sweeten their offers to get the best people.

Yet it takes more to make the annual list of Canada’s Top 100 Employers — and the regional competition’s National Capital Region list — he says.

Areas where the com-petition for workers is getting noticeably more intense include maternity top-up policies, annual paid leave days and pension plans.

Overall, Meehan notes vaca-tion and paid leave standards are higher in Western Canada, where unemployment rates are several points lower than the rest of the country.

Perhaps the most striking upgrades to hiring enticements have come in the re-emergence of the defined-benefit pension plan, in which employers top up pension funds to ensure a specified retirement income.

“In past years, a lot of companies had been getting rid of their defined-

benefit plans” in favour of defined-contribution plans, says Meehan,

explaining that employers

would contribute a set amount each

year, and each employee would retire on whatever

annual income the fund generated in his or her name.

“Employers are saying, ‘We know a defined-benefit plan costs more, but we have it in order to retain people and we’re sticking with it.’”

Meehan notes some estimates have it taking 10 years of negative gross-domestic-product growth to offset the demographic impact of boomer retire-

ments on the labour force. “For skilled positions, the unemploy-

ment rate has never been more than four per cent,” he says.

And with the retirement of the boomers, unemployment rates are likely to get even tighter.

This year, Meehan says, a record 2,750 companies and public sector organizations started the application procedure to the Top Employers com-petition, providing data on 400 points of comparison.

A panel of academics oversees the selection criteria for the competition, and a public website (Eluta.ca) provides detailed reasons for selection of all the winners.

“It’s very transparent, and it makes job-seekers and employers more informed on emerging employment standards,” says Meehan.

Top employers get creative in competitive job market

AbORIGINAL AffAIRS ANd NORThERN dEvELOPmENT

ACCREdITATION CANAdA

AdObE SySTEmS CANAdA INC.

ANdREw fLECk ChILd CARE SERvICES

bANk Of CANAdA

CANAdA mORTGAGE & hOuSING CORP.

CANAdA SCIENCE ANd TEChNOLOGy muSEumS CORP.

CANAdIAN fOOd INSPECTION AGENCy

CANAdIAN INSTITuTES Of hEALTh RESEARCh

CANAdIAN NuCLEAR SAfETy COmmISSION

CANAdIAN SECuRITy INTELLIGENCE SERvICE

ChILdREN’S hOSPITAL Of EASTERN ONTARIO

CITé COLLéGIALE

CONfERENCE bOARd Of CANAdA

fIduS SySTEmS INC.

GOwLING LAfLEuR hENdERSON LLP

hEALTh CANAdA-SANTé CANAdA

humAN RESOuRCES ANd SkILLS dEvELOPmENT CANAdA

hydRO OTTAwA LTd.

INduSTRy CANAdA

md PhySICIAN SERvICES INC.

mEdICAL COuNCIL Of CANAdA

NATIONAL ARTS CENTRE CORPORATION/CENTRE NATIONAL dES ARTS

NATIONAL CAPITAL COmmISSION

NORdION INC.

OffICE Of ThE AudITOR GENERAL Of CANAdA

OTTAwA, CITy Of

PubLIC wORkS ANd GOvERNmENT SERvICES CANAdA

STATISTICS CANAdA

uNIvERSITy Of OTTAwA

is a joint venture publication of Postmedia Network Inc. and mediacorp Canada Inc.Advertising Project manager: Winnie O’Brien, 403-235-7163, [email protected]

Special Projects manager: Barb Livingstone, 403-235-7339, [email protected] Co-ordinator: Miles Durrie Cover design: Mike Baumann


Employer Industry Interest Points City fT Employees in Canada

Tuition subsidies, in-house and online training, formal mentoring program. Maternity and parental leave top-up payments, extended health benefit coverage during leave. Flexible hours, telecommuting, shortened/compressed work week options. Retirement planning assistance, defined-benefit pension plan and health benefits for retirees, with no age limit.

Fully equipped fitness facility, employee lounge and quiet room. Tuition subsidies, in-house and online training. Maternity and parental leave top-ups. Defined-benefit pension plan.

Variety of nearby restaurants. In-house and online training programs, tuition subsidies. Offers new employees up to four weeks’ paid vacation after one year on the job. Maternity leave top-up payments, adoption subsidy (to $3,000 per child). Share purchase plan for all employees, employee referral bonuses, matching RSP plan.

On-site day-care facility. Alternative work arrangements including flexible hours, telecommuting, 35-hour work week (with full pay),shortened work week option. New employees start at three weeks of paid vacation allowance, moving to five weeks for long-standing employees. Matching RSP contributions.

On-site fitness facility, rooftop terrace, outdoor eating area, nap room, quiet room and an interior tropical garden with waterfall. Alternative work arrangements, including flexible hours, telecommuting, and shortened and compressed work week options. Tuition subsidies, exchange opportunities. Maternity and parental leave top-ups. Defined-benefit pension plan.

New employees start at three weeks’ paid vacation plus personal days. Maternity, parental and compassionate leave top-up payments. Day-care facility for employees. Retirement plan-ning assistance, a transitional work program that allows employees to gradually reduce their hours, defined-benefit pension plan.

Maternity and parental leave top-up. Alternative work arrangements including flexible hours, telecommuting, reduced summer hours and shortened/compressed work week. Subsidies for tuition and professional accreditation, in-house and online training, apprenticeships, formal mentoring program. Phased-in retirement work options, defined-benefit pension plan.

Fitness facility, employee lounge, quiet room, on-site cafeteria. Subsidies for tuition and professional accreditation, in-house and online training, formal mentoring program, career plan-ning services. Maternity and parental leave top-ups. Flexible hours, telecommuting, formal earned days-off program, shortened/compressed work week. Defined-benefit pension plan.

Subsidies for tuition and professional accreditation, in-house and online training, apprenticeships, career planning services. Maternity and parental leave top-up payments. Flexible hours, telecommuting, formal earned-days-off program, shortened/compressed work week options. Phased-in retirement work options, defined-contribution pension plan.

Phased-in work options, defined-benefit pension plan. Subsidies for tuition and professional accreditation, in-house and online training initiatives, apprenticeships. Maternity and parental leave top-up payments. New employees start at three weeks’ vacation and up to seven personal paid days off.

Organized sports teams, fitness facility. Maternity and parental leave top-ups. Subsidies for tuition and professional accreditation, mentoring program, in-house and online training. Schol-arship program for employees’ children. Defined-benefit pension plan, health benefit coverage that extends to retirement with no age limit. Three weeks’ vacation to start.

Fully-equipped fitness facility, employee lounge, quiet room, nap room. Maternity and parental leave top-up payments. Tuition subsidies, financial bonuses for some course completion. In-house and online training. Phased-in retirement work options, defined-benefit pension plan.

Maternity and parental leave top-up payments. On-site day-care facility. Tuition subsidies, subsidies for professional accreditation. New employees start with four weeks’ vacation and receive additional paid time off during the holiday season.

Maternity, parental and compassionate leave top-up payments. Subsidies for tuition and professional accreditation, in-house and online training programs, career planning services. New employees start at three weeks’ paid vacation and paid time off during the holiday season. Phased-in retirement work options and matching RSP contributions.

Fully equipped fitness facility, employee lounge, quiet room. Tuition subsidies, in-house training options, formal mentoring program and subsidies for professional accreditation. Alternative work arrangements including flexible hours, telecommuting, reduced summer hours and shortened/compressed work week. Share purchase plan available to all employees.

Excellent financial rewards including signing bonuses for some employees, referral bonuses and year-end bonuses available to all employees. Maternity and parental leave top-up pay-ments and extended health benefits coverage leave. Flexible hours, telecommuting and shortened/compressed work week. Phased-in retirement options, matching RSP contributions.

Fully equipped fitness facility, employee lounge, quiet room, on-site cafeteria. Subsidies for tuition and professional accreditation, financial bonuses for some course completion and a range of in-house and online training. Maternity and parental leave top-up payments. On-site day-care facility. Retirement planning assistance, defined-benefit pension plan.

Maternity and parental leave top-ups.Health benefits during maternity/parental leave. On-site day-care centre. Flexible hours, telecommuting and shortened/compressed work week op-tions. Subsidies for tuition and professional accreditation, in-house and online training. Phased-in retirement, defined-benefit pension plan, health benefits plan for retirees (no age limit).

Three weeks’ paid vacation to start. Maternity/parental leave top-ups. Tuition subsidies for job-related courses, financial bonuses for some course completion. Scholarship program for children of employees. Transitional work program allows employees to gradually reduce their hours, defined-benefit pension plan.

Retirement planning assistance, phased-in work options, defined-benefit pension plan. Maternity and parental leave top-up payments. Alternative work arrangements include flexible hours, telecommuting, shortened/compressed work week. Tuition subsidies, subsidies for professional accreditation, in-house and online training.

Fully equipped fitness facility, employee lounge, quiet room, on-site cafeteria. Profit-sharing plan available to all employees. New employees start at three weeks’ vacation, paid time off during the holiday season and up to three paid personal days off. Subsidies for tuition and professional accreditation. Defined-benefit pension plan.

Maternity and parental leave top-up payments, extended health benefits coverage during leave. Alternative work arrangements include flexible hours, telecommuting, earned-days-off program and shortened/compressed work week. Three weeks’ vacation to start, paid time off during the holiday season, up to seven personal paid days off. Defined-benefit pension plan.

Tuition subsidies, apprenticeship opportunities and in-house training, including free French and English language classes. Maternity and parental leave top-up payments. New employees start at three weeks’ vacation plus up to four personal paid days off. Phased-in retirement options that allow employees to gradually decrease their hours. Defined-benefit pension plan.

Maternity and parental leave top-ups, extended health benefits coverage during leave. Flexible hours, reduced summer hours, formal earned-days-off program and shortened/com-pressed work week. New employees start at three weeks’ vacation and up to seven personal paid days off. Phased-in retirement work options, defined-benefit pension plan.

On-site fitness facility, outdoor baseball diamond, volleyball court and soccer field. Subsidies for tuition and professional accreditation, in-house and online training. Profit-sharing and a share purchase plan available to all employees. Flexible hours, telecommuting and shortened/compressed work week options.

Rooftop terrace. Tuition subsidies, apprenticeship opportunities, English and French language training, subsidies for professional accreditation. Alternative work arrangements include flexible hours, telecommuting, and shortened/compressed work week. Maternity and parental leave top-ups. Defined-benefit pension plan,health benefits coverage in retirement.

On-site fitness facility, employee lounge, quiet room, cafeteria. Defined-benefit pension plan. Internship opportunities, subsidies for tuition and professional accreditation, in-house and online training, career planning services. Maternity and parental leave top-up payments.

Fitness facility, employee lounge, quiet room, cafeteria. Subsidies for tuition and professional accreditation, financial bonuses for some course completion, apprenticeships, formal men-toring program. Maternity and parental leave top-up payments. Flexible hours, telecommuting, formal earned-days-off program, shortened/compressed work week options.

Fitness facility, library and information centre, cafeteria, quiet rooms. Defined-benefit pension plan, health coverage that extends into retirement, with no age limit. Compassionate leave top-up payments. Tuition subsidies, apprenticeship and internship opportunities, in-house and online training. Maternity and parental leave top-up payments, on-site day-care centre.

Transitional work program allows employees to gradually reduce hours, defined-benefit pension plan. Three weeks’ vacation to start plus paid time off during the holiday season. Subsi-dies for tuition and professional accreditation, in-house training. Maternity and parental leave top-up payments, on-site day-care facility.

Gatineau

Ottawa

Ottawa

Ottawa

Ottawa

Ottawa

Ottawa

Ottawa

Ottawa

Ottawa

Ottawa

Ottawa

Ottawa

Ottawa

Ottawa

Ottawa

Ottawa

Gatineau

Ottawa

Ottawa

Ottawa

Ottawa

Ottawa

Ottawa

Kanata

Ottawa

Ottawa

Gatineau

Ottawa

Ottawa

5,480

117

328

80

1,262

2,134

194

7,036

494

886

3,104

1,402

443

188

45

1,822

9,537

24,768

604

5,753

1,189

117

330

495

502

689

11,931

14,116

6,420

2,900

Aboriginal Affairs and Northern development

Accreditation Canada

Adobe Systems Canada Inc.

Andrew fleck Child Care Services

bank of Canada

Canada mortgage and housing Corp.

Canada Science and Technology museums Corp.

Canadian food Inspection Agency

Canadian Institutes of health Research

Canadian Nuclear Safety Commission

Canadian Security Intelligence Service

Children’s hospital of Eastern Ontario

Cité Collégiale

Conference board of Canada

fidus Systems Inc.

Gowling Lafleur henderson LLP

health Canada-Santé Canada

human Resources and Skills development Canada

hydro Ottawa Ltd.

Industry Canada

md Physician Services Inc.

medical Council of Canada

National Arts Centre Corporation/Centre National des Arts

National Capital Commission

Nordion Inc.

Office of the Auditor General of Canada

Ottawa, City of

Public works and Govern-ment Services Canada

Statistics Canada

university of Ottawa


Professional/Management Development Training

Professional Organizations

Software Publishers

Child & Youth Services

Monetary Authorities- Central Bank

Other General Government Support

Museums

Regulation of Agricultural Marketing/Commodities

Grantmaking Foundations

Reg/Admin. of Communica-tions, Electric, Gas, Other Utils

National Security

General Medical/Surgical Hospitals

Colleges, Universities, Professional Schools

Other Management/ Consulting Services

Computer Systems Design

Offices of Lawyers

Administration of Public Health Programs

Other General Government Support

Electric Power Distribution

Administration of General Economic Programs

Investment Advice

Professional Organizations

Administration of General Economic Programs

Admin. of Urban Planning, Community/Rural Develpmt

Electromedical and Electro-therapeutic Apparatus Mfg.

Other General Govt Support

Legislative Bodies



Colleges, Universities and Professional Schools


Whether welcomed into an intimate family discussion on their experience in a hos-

pice or giving an education session at Kingston’s maximum security penitentiary, Toby Yan experiences “wow” moments on the job just about every day.

“I think that happens when people open up their doors, and themselves, to you in a short amount of time, in multiple ways, on many levels,” says Yan, manager of national client services in the Ontario and Atlantic markets for Accreditation Canada.

“Just this morning, I was at a webinar where they were talking about the impor-tance of doing a thorough suicide risk assess-ment for people with mental health issues.

“I just think we’re such a catalyst for change. I really believe in what we do.”

For many staff members, a major draw to being part of the team at Accreditation Canada lies in its mission — making health care better for all Canadians.

As the second-oldest program of its kind in the world, Accreditation Canada plays a significant role in helping other countries develop their own systems of assessing the quality of services provided by health organizations.

The services it provides also have a significant and measurable impact on the quality of health care across the country, says president and CEO Wendy Nicklin.

“For example, we work closely with patient-safety and hand-hygiene initia-tives across the country, which have a direct impact on infection rates; we enable organizations to put in place or strengthen

their falls-prevention programs; and we identify the organizations that are excel-ling in particular areas of health care and share those across the country.”

None of these achievements would be possible without its staff, says Nicklin.

“This is an unbelievable organization because of the phenomenal team that works here.

“You can’t provide quality work and output if you don’t ensure your first prior-ity is how you look after the staff. So we make sure to acknowledge good work; that our staff is thanked and not taken for granted.”

Staff benefits and salaries are very competitive, and reviewed on a three-year

cycle to ensure they stay that way.Flexible work arrangements give

employees the freedom to work from home or even take extended leaves of absence — last year, Yan took five weeks to travel around India with her daughter.

Accreditation Canada places a signifi-cant focus on staff development with an allocation of $1,500 per year for profes-sional and personal development, an on-site gym, and a supplement of $150 to subsidize any fitness activity, even the purchase of a new pair of sneakers.

Annual flu shot clinics are held on site at its offices, a location the organization moved into last year and selected specifi-cally for its accessibility to public transit

hubs. And a designated quiet room allows people to slip away for an hour for medi-tation, religious observance or to simply nurse a migraine.

“We’re committed to doing what we can do to enable our staff ’s physical and psy-chological well-being,” says Nicklin.

“We have a very high retention rate here.”

n yEARS IN buSINESS: 53n NumbER Of EmPLOyEES: 124n hEAd OffICE: Ottawan POSITIONS EmPLOyEd: Business development, risk and evaluation, strategic communications, finance and infrastructure, information management, talent development.n hIRING INCENTIvES: $1,500 professional and personal development allowance; $150 physical fitness subsidy; one annual fully paid membership in a professional organization; on- site gym; holiday shut-down between Christmas and New Year’s Day; flexible work arrangements.n APPLICATION PROCESS: Apply at www.accreditation.ca/careers

‘Phenomenal team’ powers Accreditation CanadaAccreditation

Canada


Accreditation Canada staff members participate in the United Way Chili Cookoff.

Neil Brouwer has worked at vari-ous agencies and departments in the federal government for more

than two decades.So when he started a new management

position at the Canadian Food Inspection Agency, he figured it might take a little time to fit in and get up to speed.

But the newly appointed vice-president of policy and programs at the agency was pleasantly surprised.

“I’ve moved around a lot in my career among federal departments and agencies, and I have to say that this was probably the easi-est transition I’ve made,” he says. “Everyone who works here comes from different speci-alities and domains, but they’ve been amaz-ing in terms of supporting me and providing information across the agency.”

By design, the workplace culture at one of Canada’s front-line departments in protecting human health is open and co-operative.

With more than 7,000 scientists, inspec-tors and other professionals, the agency has offices across Canada — in cities and rural areas — and has a global presence in major centres including Tokyo, Moscow, Brussels and Washington, with an office in India in the planning stages.

The agency’s role is easy enough to define, but protecting Canadians’ food sup-ply is by no means simple. It encompasses not just food production and processing; it also ensures animal and plant health stan-dards are among the highest in the world.

And it certainly couldn’t do the job without a team of highly skilled and com-mitted professionals from a variety of

backgrounds — all of whom must work together quickly and efficiently.

“The food supply is complex,” Brouwer says. “A lot of it comes from other parts of the country and the world, so there is a lot of movement of ingredients and finished products.”

And that means the agency doesn’t just work in its own departmental bubble. It has to co-ordinate its efforts with many other government departments — such as Health Canada and the Department of Fisheries and Oceans — to ensure Canadians’ food supply is both sustainable and safe.

“There are a lot of different moving parts, so teamwork is very important,” he says,

citing last year’s Japanese tsunami and sub-sequent radiation issues at the Fukushima nucelar plant as an example of the depart-ment’s ability to adapt to fluid situations.

“The priority was on the human trag-edy and the impact on Japan, but one of the first policy issues for Canada was the safety of food.”

Brouwer says he was amazed at how quickly the organization worked with other stakeholders to monitor the food supply for possible radioactive contamination.

“Canadians never had to worry about their food supply,” he says.

Brouwer soon learned that fast, focused and integrated action is what the agency is

all about. The workplace culture is one of respect and co-operation, and staff mem-bers are empowered to make decisions and to make a difference.

“People love to work here,” he says. “The nature of the work is different, and you really can’t go anywhere else and work in the public interest like we do.”

Agency employees work to keep Canadians safe Canadian foodInspection Agency

Visitez « Emplois à l’ACIA » dans les Liens rapides de notre site Web :

www.inspection.gc.ca.Visit "CFIA Jobs" under Quick Links on our website:

www.inspection.gc.ca.”

Canadian Food Inspection Agency scientists work to protect our food supply.

n yEARS IN buSINESS: 14n NumbER Of EmPLOyEES: 2,160 in the National Capital Region and 7,250 nationwide.n hEAd OffICE: Ottawan LOCATIONS: Major offices in Moncton, Montreal, Ottawa, Guelph and Calgary.n POSITIONS EmPLOyEd: Veterinarians, biologists, chemists, inspectors, laboratory technicians and policy officers; communications, computer systems/IT, finance, human resources, administrative/clerical staff.n hIRING INCENTIvES: On-site fitness facility, competitive benefits, health insurance, vacation, maternity and parental leave and other leave plans; flexible work hours, tuition subsidies for employees (amount varies), defined-benefit pension plan.n APPLICATION PROCESS: The public can apply to specific job postings and inventories advertised at www.jobs.gc.ca.



For many Canadians, CSIS is synony-mous with espionage and counter-ter-rorism — those top-secret operations

that take place behind the scenes to keep our nation safe.

And to a degree, the “secret agent” role of the intelligence officer really does make up a good part of what the agency does.

Yet the career opportunities at CSIS (Canadian Security Intelligence Service) are far more diverse than most Canadians real-ize, says Mark Cosenzo, assistant director of human resources at CSIS.

“The reality is we’re an organization of over 3,000 people,” he says. “A lot of people have the notion that all our roles are James Bond-ish, but there are careers at CSIS that are really not like that at all.”

The service is a place for Canadians of dif-ferent skills and backgrounds to build careers that are more than just jobs.

“One of the things that draws people to the organization is what I call ‘the mission,’” he says. “If you were to take a poll, I can guarantee that the top thing you’d hear is CSIS employees are proud to be part of an organization that is protecting Canada’s secu-rity — whether that’s an intelligence officer or someone in payroll.”

CSIS receives 10,000 to 15,000 job appli-cations a year. Some of those applicants will end up working for CSIS, maybe as intelli-gence officers tracking down terrorist threats or working in domestic surveillance, tailing a suspect through the streets of a major Canadian city.

CSIS is a government agency formed in 1984 to protect Canada from threats to its security at home and abroad, including espi-

onage and terrorism. The agency’s makeup intentionally represents Canada’s diversity.

“We need to be diverse to reflect Canada’s cultural mosaic,” Cosenzo says. “We are all Canadians’ intelligence service.”

Over the last few years, CSIS has been expanding its technology-based intelligence gathering ability, and it’s always looking for talented IT professionals.

“In the world of computers and informa-tion technology, one or two years in real time is more like seven years,” he says. “Things change quickly, and we have to keep up.”

CSIS is always hiring in other areas too, including surveillance officers. Job experi-ence in this role is often hard to come by, but Cosenzo says the service is less worried about past training than it is about recruiting a diverse representation of Canadians.

“We train people ourselves, the way a police service would,” he says.

Bringing a diversity of experience and knowledge to the table is always welcome.

“The most diverse organizations are the most successful,” he says. “If you put a bunch of people with different backgrounds in a room, they come up with new ideas and solutions.”

Yet diversity also lends itself to creating an inclusive workplace, and employees at the government agency do feel like they’re part of an organization that values their talents.

With a resignation rate of less than one per cent, CSIS has a reputation as one of Canada’s best places to work. Until now, that’s been a well-kept secret, known mainly to its thousands of employees across Canada and around the world.

Diversity is the ‘secret weapon’ at CSIS CSIS

CSIS. SMART CAREER CHOICE

n yEARS IN buSINESS: 27n NumbER Of EmPLOyEES: 3,104n hEAd OffICE: Ottawan POSITIONS EmPLOyEd: Intelligence officers, analysts, surveillants, information management and technical specialists, security screening investigators, translators, interpreters, corporate management and administrative support staff.n hIRING INCENTIvES: CSIS strives to create the best work environment for its employees. CSIS offers a variety of benefits, including competitive salaries, a comprehensive benefits package and career development opportunities.n APPLICATION PROCESS: CSIS hires only the best. To be considered for employment, you must: •BeaCanadiancitizen •BeeligibletoreceiveTopSecret Security Clearance •Havenocriminalrecord •Havenotconsumedillegaldrugsin the last 12 months •HaveavalidpermanentCanadian driver’s licence (for certain positions) •Bewillingtorelocateanywhere in Canada and/or abroad, depend- ing on the requirements of the service, throughout your career (for intelligence officer positions). Career opportunities available to all Canadians who meet the standards. CSIS hires a cross-section of the country’s best through a rigorous selection process. Apply online at intelligencematters.ca.



CSIS is careful to ensure the cultural makeup of its staff reflects Canada’s diversity.


Are you, or is someoneyou know, new to Ottawa?

Vous êtes nouvel arrivant àOttawa ou vous connaissez

quelqu’un qui est nouvelarrivant à Ottawa?The NIC can help make settling here easier.

We provide information related to jobs,housing, education, training and much

more for newcomers to Canada.

L’INA peut faciliter votre établissement. Eneffet, l’INA fournit des renseignements et

des services pour les nouveaux arrivants auCanada, sur l’emploi, l’hébergement,

l’éducation, la formation et bien plus encore.

240 Catherine Street, Suite 308613-238-5462 240, rue Catherine, pièce 308

613-238-5462www.nic-ina.ca www.nic-ina.ca

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Hydro Ottawa is in the business of delivering electrical power and generating energy — and so are its

employees.Hydro Ottawa’s employees are also in

another line of work that involves power and energy, and this role has everything to do with making the communities in which they work and live a better place.

You just might say the employees at Hydro Ottawa are in the empowerment business. Its workforce is dedicated to giving back, from raising funds for charity to promoting green initiatives.

“We have a strategic plan based on four pillars: financial strength, customer value, organizational effectiveness and corporate citizenship,” says the company’s chief of human resources, Lyne Parent-Garvey.

“Our corporate citizenship side focuses on community, the environment and good governance.”

At Hydro Ottawa, community mind-edness is not just a top-down initiative. The community spirit is shared through-out the company. And the International Brotherhood of Electrical Workers, the union representing the majority of Hydro Ottawa’s 600-plus employees, plays an important role, Parent-Garvey says.

“Over the last two years, we’ve had some specific projects we’ve worked on with the union.”

One of those has been providing in-kind donations to two Ottawa non-profit groups: the Ottawa Rotary Home, a respite care home for families and individuals with dis-abilities, and the Maplesoft Centre, a cancer survivorship care centre.

“We hooked up both buildings to our system at no cost,” Parent-Garvey says. “First, the company provides the equipment and, second, the employees come in on their own time and volunteer their time and expertise to connect the buildings to our electrical dis-tribution system.”

And when it comes to supporting the community, Hydro Ottawa and its employ-ees just don’t put their hearts and hard work into it, they put their wallets behind many initiatives, too. Over the last decade, its employees have raised more than $1 million for the United Way.

“If we go back 11 years, our contribution to the United Way was $14,000 for the year,” she says, adding the organization is now a leading contributor in the National Capital Region. “This past year, our contribution was $187,919.”

One reason the company has been so successful in recent years is it encourages employees to give back by organizing several

fun, employee-oriented fundraising events that take place both in and outside the work-place. One of the more popular fundraisers is the Pledge to Play Day.

“If you pledge to the United Way, you get to spend the day doing a whole bunch of fun activities,” Parent-Garvey says. “This year, we had a hockey game between Senators alumni and employees.”

Employees also give their time and money after hours, too, from fundraising and volunteering on their own to Hydro Ottawa-sponsored initiatives such as Special Needs Day at the Gloucester Fair.

“It’s really powerful when you see one of our power line maintainers gently carrying a child from a wheelchair to a ride so the child can enjoy a day at the fair in a safe environ-ment,” she says.

The environment is also a priority at Hydro Ottawa, which has a mandate to develop and implement sustainable, energy-efficient services and products, and also pro-

motes green workplace initiatives.“We’re unique as a company in that our

work includes convincing our customers to use less of our products and conserve energy,” Parent-Garvey says. “Giving back is ingrained in our workplace culture, and we’re really proud of that.”

Hydro Ottawa employees empower communitieshydro Ottawa

POWERED BY PEOPLEHydro Ottawa is one of Ontario’s major distributors of electricity, a generator of green power, and a provider of energy conservation and management services. Hydro Ottawa’s more than 600 dedicated, skilled and engaged employees touch the lives of residents and businesses throughout the City of Ottawa and eastern reaches of the Province of Ontario every day.

We’re committed to creating an exceptional workplace and to being a great employer. Our employees and our community deserve nothing less.

hydroottawa.com

n yEARS IN buSINESS: 11n NumbER Of EmPLOyEES: 600n hEAd OffICE: Ottawan POSITIONS EmPLOyEd: Electrical- system design and operations, construction and inspection; engineering, accounting, human resources, communications, risk management; customer care and billing; conservation and demand management. Apprenticeships and internships for tradespeople, technicians and professionals.n hIRING INCENTIvES: Competitive compensation and benefit package including fitness programs and facilities, educational assistance, coverage for hospital, medical, dental, vision care for employees and their families. Disability and life protection as well as a defined-benefit pension plan are also provided.n APPLICATION PROCESS: To learn more about a career with Hydro Ottawa, visit its website at www.hydroottawa.com and click on Careers.


Hydro Ottawa employees share in the organization’s community spirit.


When your work revolves around our nation’s capi-tal, you see the fruits of

your labour on both a daily basis and a national scale.

For human resources adviser Sherine Allaf, that’s one of the biggest rewards of working for the National Capital Commission (NCC).

“Being an employee of the NCC, you feel like you’re part of every proj-ect and event that takes place, such as Winterlude or maintaining Gatineau Park,” Allaf says.

“I find it incredible that a small organi-zation like this one takes part in so many different initiatives and takes care of such a diverse range of events and activities.”

A Crown corporation of the Government of Canada, the National Capital Commission’s portfolio of projects is as diverse as the range of professions it employs.

In addition to organizing and promot-ing cultural and social activities and events for the public in the National Capital Region, the commission manages proper-ties on the 471 square kilometres of land it owns on both sides of the Ottawa River, including Gatineau Park.

Its projects include shoreline rehabilita-tion, and conservation efforts that will help to protect the region’s natural biodiversity.

Because of its wide range of endeavours, the NCC can offer its employees tremen-dous opportunity and growth potential. Like Allaf, Yumi Webster began her career with NCC while still a student.

Now a co-ordinator for the youth program at NCC’s capital experience, communications and marketing branch, Webster formerly worked as a site inter-preter on Parliament Hill and has been an ambassador for the organization ever since.

“It’s a pleasure to work somewhere when you believe in the mission and man-date,” Webster says.

“The people at the NCC make it a great place to work. I love that the work I do has a positive impact on how Canadians view their capital.”

Working for an organization whose mandate they believe in is not the only perk for employees; benefits offered include the possibility of flexible work-ing hours, the option of working a com-pressed work week, opportunity to take on stretch assignments outside of their current area of responsibility and to par-ticipate as volunteers at NCC events such as Canada Day.

Lunch-and-learn sessions on the topic of work-life balance are offered regularly within the NCC, while the staff is also given opportunities to attend external

training and conferences of interest to them.

For digital communications director Daniel Feeny, who oversees the outreach and youth programs division, the NCC is like a halfway meeting point between a government agency and a private business.

“I like this environment. We can be cre-ative and have some flexibility in our work and processes, while being part of the big federal family,” Feeny says.

“People here are very talented, and there is a real team spirit.”

Team spirit powers National Capital Commission

Special thanks to NCC team who prepared our submission and to the

selection committee for recognizing the aspects of the NCC workplace that make us a

National Capital Region Top Employer," said Marie Lemay, CEO of the NCC."The passion of our employees helps us fulfill our mandate to create a Capital for all Canadians

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National Capital Commission

n yEARS IN buSINESS: 53n NumbER Of EmPLOyEES: 495n hEAd OffICE: Ottawan POSITIONS EmPLOyEd: Wide range including commemora- tion and public art, architects, engineers, biologists, conservation officers, horticulturists, event planners, real estate managers.n wAGE RANGE: Adheres to Treasury Board rates of pay.n hIRING INCENTIvES: Year-end bonuses for some positions; company pays 100% premiums of benefit plan, 80% premiums for retirees.n APPLICATION PROCESS: www.jobs.gc.ca. The National Capital Commission offers a stimulating work environment.



We er a range of resources andsupports to respond to any career and

employment need.We are open to all andthere is no charge for services.

Nous rons une variété de ressources etsupports pour répondre à tous vos besoinsd’emploi. Le centre est ouvert à tous et il n’y

a pas de frais pour les services.

We can help you by providing: Nous pouvons vous aider en rant :

www.ymcaywca.ca www.ymcaywca.ca

• Employment consultation, job search support and workshops• A Resource Centre with a variety of tools and information• Referrals to other community programs• Access to government funded programs, for exampleSecond Career and Self Employment Be ts Program

• Consultation en emploi, soutien à la recherche d’emploi et ateliers• Un centre de ressources avec une variété d’outils et d’information• Aiguillage envers d’autres programmes communautaires• Accès aux programmes subventionnés par le gouvernement, ci-inclusDeuxième carrière et le programme de prestation d’aide au travailindépendant de l’Ontario

Visit us at one of our locations:

tel: 613.788.5001 ext. 5123

tel: 613.688.2150

[email protected]

[email protected]

180 Argyle Ave, 4th oor

1642Merivale Rd (Merivale Mall), 2nd oor

8:30 am - 4:30 pmMonday -Wednesday

8:30 am - 7:00 pmThursday

8:30 am - 4:00 pmFriday

8:30 am - 7:00 pmMonday

8:30 am - 4:30 pmTuesday - Thursday

8:30 am - 4:00 pmFriday

Visitez-nous à l’un de nos sites :

tél: [email protected]

1642 cheminMerivale(Centre d’achats Merivale), 2ième étage

8h30 - 19h00lundi

8h30 - 16h30mardi à jeudi

8h30 - 16h00vendredi

tél: 613.788.5001 poste [email protected]

180 ave Argyle, 4ième étage

8h30 - 16h30lundi à mercredi

8h30 - 19h00jeudi

8h30 - 16h00vendredi

This Employment Ontario is funded inpart by the Government of Canada

Ce programme Emploi Ontario est nancéen partie par le gouvernement du Canada 10

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