national capital region's top employers (2015)

Nat iona l Cap i ta l Reg ion ’s Top Employers 2015 1

Top Employers2015

NATIONAL CAPITAL REGIONNATIONAL CAPITAL REGION’s’s

A joint venturewithMediacorpCanada Inc.

2015_National Capital Region's Working.indd 12015_National Capital Region's Working.indd 1 2014-12-19 3:18 PM2014-12-19 3:18 PM

2 Nat iona l Cap i ta l Reg ion ’s Top Employers 2015

National Capital Region’sTopEmployers(in alphabetical order)

Accreditation CanadaAlgonquin College of AppliedArts & TechnologyAssociation of Universitiesand Colleges of CanadaBank of CanadaCanada Mortgage and HousingCorporationCanada Revenue AgencyCanadian Internet RegistrationAuthorityCanadian Medical AssociationCanadian Security IntelligenceServiceCarleton UniversityChamplain Community CareAccess CentreChildren’s Hospital of EasternOntarioCité Collégiale, LaCommunications SecurityEstablishmentConference Board of Canada, TheCorrectional Service of CanadaDepartment of Finance CanadaEgg Farmers of CanadaExport Development CanadaHealth Canada / Santé CanadaHydro Ottawa LimitedKinaxis Inc.Medical Council of CanadaMontfort Hospital /Hôpital MontfortOttawa Catholic School Board,TheOttawaMacdonald-CartierInternational Airport AuthorityOttawa, City ofPerley-Robertson, Hill &McDougall LLP / s.r.l.PythianUniversity of Ottawa

NATIONALCAPITAL REGION’S TOP EMPLOYERS 2015

BYBRIANBURTON

Fifteen years of selecting Canada’snational and regionalTopEmployershas 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 employ-ees in 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.Gen Xers 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. “Ialso think their accommodation to em-ployers is likely a little less thanGenXers,because they’ve been raised to understandthat they’ll likely workmany careers intheir 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.”

Employeeswinningthebattle for labour

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

National Capital Region’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



Accreditation Canada Professional andManagementDevelopment Training

Invests in the long-term development of employees through tuition subsidies for job-related courses, in-house and online training programs, subsidies for professionalaccreditation, and formal mentoring; new employees start at three weeks of paid vacation allowance, moving to seven weeks over the course of their careers and can scheduleadditional time away with paid personal days off; provides maternity and parental leave top-up payments for employees who are new mothers (to 75 per cent of salary for up to50 weeks) as well as a subsidy for in vitro fertilization; also offers parental leave top-up for new fathers and adoptive parents (to 75 per cent of salary for 35 weeks); encouragesemployees to save for the future with generous contributions to a defined-benefit pension plan; employees working at the organization’s head office can take advantage of avariety of on-site amenities including a quiet room for meditation and religious observance, an employee lounge and a fully-equipped fitness facility.

Association ofUniversities andColleges of Canada

ProfessionalOrganizations

New employees receive four weeks of paid vacation allowance to start and can schedule additional time off with personal paid days off; helps employees prepare for the futurewith retirement planning assistance and contributions to a defined-contribution pension plan— also helps retiring employees transition to life after work with phased-in workoptions; invests in the professional development of its employees with subsidies for tuition and professional accreditation and a range of in-house and online training programs;and helps cultivate high-potential employees with formal mentoring, leadership training and career planning services; manages a generous academic scholarship program forchildren of employees interested in pursuing post-secondary studies (to $6,000 per child) and offers opportunities for the next generation to gain on-the-job experience throughpaid internships, co-op placements and summer student roles.

Algonquin Collegeof Applied Arts &Technology

Post-SecondarySchools

Encourages employees to balance work and their personal lives with a full suite of alternative work arrangements, including shortened and compressed work weeks,telecommuting, reduced summer hours, and a formal earned days off program (depending on employee group); helps employees save for the future with contributions to adefined-benefit pension plan and offers phased-in work options to help retiring employees transition to life after work; provides maternity and parental leave top-up payments toemployees who are new mothers (to 93 per cent of salary of up to 52 weeks) as well as parental top-up for new fathers and adoptive parents; also offers an option to extend theirleave into an unpaid leave of absence and the convenience of an on-site daycare facility, which they can take advantage of upon their return; an educator that invests in theprofessional development of its employees with tuition subsidies for courses taken at outside institutions, formal mentoring, in-house and online training options, as well assubsidies for professional accreditation; employees can stay in shape by taking advantage of the on-site fitness facility, complete with state-of-the-art exercise equipment, abasketball court, a sauna and instructor-led classes such as yoga and aerobics.

Bank of Canada Central Bank Encourages employees to keep fit with subsidized memberships to an on-site fitness facility and extends the offer with discounted memberships for their immediate familymembers; offers maternity and parental leave top-up payments to employees who are new mothers (to 93 per cent of salary for 27 weeks) as well as extended health benefitscoverage during their leave; also provides parental top-up to employees who are new fathers or adoptive parents (to 93 per cent of salary for 12 weeks); helps employees planfor a secure future with contributions to a defined-benefit pension plan; helps employees achieve work-life balance through flexible work arrangements and offers in-houseseminars on topics such as health and wellness and stress management; invests in ongoing employee education through generous tuition subsidies (to $7,000) for courses takenat outside institutions and provides opportunities for employees to work on exchange with other central banks and finance organizations; hosts a popular calendar contest withemployee photographers competing to have their best work showcased in the bank’s annual calendar.

Ottawa

Ottawa

Ottawa

Ottawa

Canadian InternetRegistration Authority

Business Associations Provides maternity and parental leave top-up payments for employees who are new mothers, fathers or adoptive parents (to 85 per cent of salary for up to 17 weeks) and offersflexible hours for when they are ready to return to work; helps employees who are called upon to care for a loved one with compassionate leave top-up payments (to 85 per centof salary for up to eight weeks); offers referral bonuses as a reward for employees who refer a candidate that is successfully hired by the organization (to $1,000); supportsongoing employee development with tuition subsidies for job-related courses, a range of in-house and online training programs, and subsidies for professional accreditation;also provides opportunities for students and new grads to gain on-the-job experience through paid internships, co-op placements and summer student roles.

Canadian SecurityIntelligence Service

National Security Provides excellent maternity and parental leave top-up payments for new mothers (to 93 per cent of salary for 52 weeks) as well as parental leave top-up payments for newfathers and adoptive parents (to 93 per cent of salary for 37 weeks); helps employees balance work and their personal life with flexible hours, shortened and compressed workweek options and personal paid days off; employees can apply for an unpaid leave of absence for a number of reasons, including continuing their education (up to three years),military service, spousal relocation, to accept political appointments and even to mount a campaign for elected office; established the Intergenerational Working Group onattraction and retention of employees in 2010 to better understand expectations and needs across all generations in the workplace; an advocate of diversity and inclusion, withappointed diversity champions at regional offices across Canada, and runs an annual diversity week to encourage employees to reflect on their individual diversity and whatthey bring to the organization; is committed to ongoing employee development and provides subsidies for tuition and professional accreditation as well as a variety of in-houseand online training programs; helps older workers prepare for life after work with retirement planning workshops, contributions to a defined-benefit pension plan as well ashealth benefit coverage that extends to retirement (with no age limit); retired employees can keep in-touch through the Pillar Society, a social and professional representationcommittee for retirees.

Ottawa

Ottawa

116

80

1,236

1,454

Canadian MedicalAssociation


Supports employees who are new mothers with maternity leave top-up payments (to 95 per cent of salary for up to 17 weeks) and offers an option to extend their leave into anunpaid leave of absence; helps employees balance work and their personal lives with flexible hours, telecommuting and shortened and compressed work weeks; invests inongoing employee development with subsidies for tuition and professional accreditation and a range of in-house and online training programs; also helps cultivate high-potentialemployees through formal mentoring, leadership development training and career planning services; encourages employees to give back to the community with paid time off tovolunteer and supports a number of local, national and international charitable organizations each year; employees can prepare for the future with retirement planningassistance and contributions to a defined-benefit pension plan— also offers phased-in work options to help retiring employees transition to life after work.

Ottawa 142

Canada RevenueAgency

Administration ofGeneral EconomicPrograms

Provides maternity and parental leave top-up payments to employees who are new mothers (to 93 per cent of salary for up to 52 weeks) and offers an option to extend their leaveinto an unpaid leave of absence; also supports employees who are new fathers or adoptive parents with parental top-up (to 93 per cent of salary for up to 37 weeks); encouragesemployees to balance work and their personal lives with telecommuting, flexible work hours and shortened and compressed work weeks; invests in ongoing employeeeducation with subsidies for tuition and professional accreditation plus a variety of in-house and online training options including apprenticeship opportunities; helps cultivatethe professional development of high-potential employees through formal mentoring, leadership training and career planning services.

Ottawa 40,026

Canada Mortgage andHousing Corporation

Administration ofHousing Programs

Helps employees plan for the long-term with contributions to a defined-contribution pension plan, retirement planning assistance and health benefits that extend to retirees; newemployees receive three weeks of paid vacation allowance to start and can schedule additional time off with paid personal days off; maintains a flexible health benefits planthat allows employees to customize levels of coverage to suit their personal needs and transfer unused credits to additional salary or savings; also offers an annual wellnessflex credit to engage employees in physical activity and help cover the costs of gym membership or registration (to $350); supports employees who are new mothers, fathers oradoptive parents with generous maternity and parental leave top-up payments and offers an option to extend their leave into an unpaid leave of absence; encourages employ-ees to achieve work-life balance with a variety of alternative work arrangements including flexible hours, shortened and compressed work weeks, telecommuting and a formalearned days off program; offers compassionate leave top-up payments for employees who are called upon to care for a loved one (to 93 per cent of salary for up to eight weeks).

Ottawa 1,887

59

3,299


Carleton University Post-SecondarySchools

Employees working on campus can stay in shape by taking advantage of an on-site fitness facility complete with state-of-the-art exercise equipment, free membership,basketball, tennis and squash courts, yoga room, swimming pool and a field house with an indoor jogging and walking track; supports employees who are new mothers, fathersor adoptive parents with maternity and parental leave top-up payments and offers the convenience of an on-site daycare facility; helps employees achieve work-life balancewith a full suite of alternative work arrangements, including flexible hours, shortened and compressed work week options, a 35-hour work week (with full pay), telecommutingand reduced summer hours; encourages employees to plan for the longer term with retirement planning assistance, contributions to a defined-benefit or defined-contributionpension plan and health benefits that extend to retirees (with no age limit); offers compassionate leave top-up payments for employees who are called upon to care for a lovedone (to 95 per cent of salary for up to 17 weeks).

Ottawa 1,955

Employer Industry Interest Points City FT Employees in Canada



Cité Collégiale, La Post-Secondary Schools

New employees receive three weeks of paid vacation allowance to start as well as paid time off during the winter holiday season; encourages ongoing employee development with subsidies for tuition and professional accreditation as well as a variety of in-house and online training programs; supports employees who are new mothers with maternity and parental leave top-up payments (to 93 per cent of salary for up to 52 weeks) and parental top-up for new fathers and adoptive parents (to 93 per cent of salary for 37 weeks); also offers new parents an option to extend their leave into an unpaid leave of absence as well as the convenience of an on-site daycare facility; helps employees balance work and their personal lives with flexible hours, shortened and compressed work weeks, telecommuting and a 35-hour work week (with full pay).

Conference Board of Canada, The

Management Consulting Services

Invests in ongoing employee development with tuition subsidies for job-related courses (to $2,000), a variety of in-house and online training programs, and subsidies for professional accreditation; also offers students and new grads opportunities to gain on-the-job experience with paid internships, co-op placements and summer student roles; encourages employees to prepare for the future with retirement planning assistance and generous contributions to a matching RSP plan — also hosts an annual alumni reception to encourage former employees to stay connected with the organization; supports employee efforts to achieve work-life balance with a full suite of alternative work arrangements including flexible hours, shortened and compressed work weeks, telecommuting, reduced summer hours and a 35-hour work week (with full pay); provides maternity and parental leave top-up payments for employees who are new mothers, fathers or adoptive parents (to 75 per cent of salary for 17 weeks) as well as an option to extend their leave into an unpaid leave of absence.

Communications Security Establishment

National Security Employees can take advantage of a variety of on-site amenities, including a quiet room for meditation and religious observance, an on-site cafeteria (with healthy and special diet menus) and a fitness facility with exercise equipment, a basketball court and shower facilities; invests in the long-term development of its employees with tuition subsidies for courses taken at outside institutions, financial bonuses for some course completion, and a variety of in-house and online training programs, including apprenticeship opportunities; provides students and new grads opportunities to gain on-the-job experience with paid internships, co-op placements and summer student roles; supports employees who are new mothers with exceptional maternity and parental leave top-up payments (to 93 per cent of salary for 52 weeks) and parental top-up for new fathers or adoptive parents (to 93 per cent of salary for 37 weeks); also offers new parents an option to extend their leave into an unpaid leave of absence as well as the convenience of an on-site daycare facility; helps employees prepare for the future with retirement planning assistance, contributions to a defined-benefit pension plan and health benefits that extend to retirees.

Correctional Service of Canada

Correctional Institutions Encourages employees to plan for the long-term with retirement planning assistance, contributions to a defined-benefit pension plan and health benefits that extend to retirees; supports employee efforts to achieve work-life balance through flexible hours, telecommuting and shortened and compressed work weeks; provides exceptional maternity and parental leave top-up payments for employees who are new mothers (to 93 per cent of salary for 52 weeks) as well as an option to extend their leave into an unpaid leave of absence; also supports employees who are new fathers or adoptive parents with generous parental leave top-up (to 93 per cent of salary for 37 weeks); new employees start at three weeks of paid vacation allowance and can schedule additional time off through a formal earned days off program.

Ottawa

Ottawa

Ottawa

Ottawa

465

207

2,170

20,638

Health Canada / Santé Canada

Administration of Public Health Programs

Invests in ongoing employee development through subsidies for tuition and professional accreditation, and a variety of in-house and online training programs, including apprenticeship opportunities; maintains a flexible health benefits plan that allows employees to customize levels of coverage to suit their personal needs; supports employees who are new mothers with maternity and parental leave top-up payments (to 93 per cent of salary for 52 weeks) as well as parental top-up for new fathers or adoptive parents (to 93 per cent of salary for 37 weeks); also offers new parents an option to extend their leave into an unpaid leave of absence and manages an on-site daycare facility; encourages employees to plan for the long-term with health benefits that extend to retirees (with no age limit), retirement planning assistance, and contributions to a defined-benefit pension plan; participates in the Federal Internship for Newcomers Program, organized by Citizenship and Immigration Canada, which works with a variety of local community organizations to screen new Canadian job-seekers for employment, and eligible candidates apply for positions based on the needs of participating departments.

Ottawa 9,476

Export Development Canada

International Trade Financing

Invests in ongoing employee development through generous tuition subsidies for courses taken at outside institutions (to $20,000), a variety of in-house and online training programs, plus subsidies for professional accreditation; also manages an academic scholarship program for children of employees who are interested in pursuing post-secondary studies (to $2,700 per child); supports employees who are new mothers with maternity and parental leave top-up payments (to 95 per cent of salary for 26 weeks) and provides a subsidy for in vitro fertilization (to $25,000); also offers parental leave top-up for new fathers and adoptive parents (to 95 per cent of salary for 18 weeks) as well as an option for all new parents to extend their leave into an unpaid leave of absence; encourages employees to balance work and their personal lives with flexible hours, telecommuting and shortened and compressed work weeks; helps employees prepare for the long-term with retirement planning assistance, contributions to a defined-contribution pension plan and health benefits that extend to retirees.

Ottawa 1,261

Department of Finance Canada

Administration of Economic Programs

Invests in ongoing employee development with in-house apprenticeships, tuition subsidies, extensive in-house and online training programs and formal mentoring — employees can also apply for unpaid educational leaves-of-absence for up to one year; manages a work-life balance committee and supports employees’ efforts to balance work and their personal life through alternative work arrangements including flexible hours, telecommuting and shortened and compressed work week options (depending on employee group); also offers a pre-retirement transition leave option for employees within two years of retirement — participants can reduce their work week but maintain regular health benefits and pension contributions; provides maternity and parental leave top-up payments to employees who are new mothers (to 93 per cent of salary for 52 weeks) as well as parental top-up for new fathers or adoptive parents (to 93 per cent of salary for 35 weeks); is an active recruiter of young people and provides various opportunities to gain on-the-job experience through paid internships, co-op programs and summer student positions; new employees start with three weeks of paid vacation and previous work experience is considered when setting individual vacation entitlement; employees can take advantage of retirement planning assistance services and enjoy the stability of a defined-benefit pension plan — and receive a signed letter from Canada’s Prime Minister upon retirement.

Ottawa 791

Egg Farmers of Canada Business Associations New employees start at three weeks of paid vacation allowance and enjoy reduced office hours during the summer months; supports employees who are new mothers or fathers with maternity and parental leave top-up payments (to 70 per cent of salary for 15 weeks) and offers flexible hours for when they are ready to return; employees working at the organization’s head office can keep fit by taking advantage of an on-site fitness facility which offers free membership, accessibility outside of work hours and a variety of exercise equipment; helps employees save for retirement with contributions to a defined-contribution pension plan; recognizes exceptional employee performance through peer-nominated Good Egg and Get Cracking awards at the organization’s annual staff conference.

Ottawa 55

NATIONAL CAPITAL REGION’S TOP EMPLOYERS 2015


Children’s Hospital of Eastern Ontario

General Medical and Surgical Hospitals

Encourages employees to prepare for the long-term with contributions to a defined-benefit pension plan and health benefits that extend to retirees; new employees start at three weeks of paid vacation allowance, moving to a maximum of seven weeks over the course of their careers; provides maternity and parental leave top-up payments to employees who are new mothers (to 84 per cent of salary for up to 25 weeks) and parental top-up for new fathers and adoptive parents (to 84 per cent of salary for up to 10 weeks); also offers an option for new parents to extend their leave into an unpaid leave of absence as well as flexible hours upon their return; helps employees develop their professional skills with tuition subsidies for job-related courses (to $4,000) as well as a variety of in-house and online training programs; an environmentally-conscious organization that maintains a green health-care committee responsible for identifying, developing, and implementing sustainability action plans for waste management, education, energy conservation and purchasing.

Champlain Community Care Access Centre / CCAC

Home Health Care Services

Encourages employees to prepare for the future with retirement planning assistance and generous contributions to a defined-benefit pension plan as well as phased-in work options to help retiring employees transition to life after work; invests in the long-term development of employees through subsidies for tuition and professional accreditation, formal mentoring and a variety of in-house and online training programs; also helps cultivate high-potential employees with formal mentoring, leadership development training and career planning services; provides maternity and parental leave top-up payments for employees who are new mothers (to 93 per cent of salary for 25 weeks) as well as parental leave top-up for new fathers and adoptive parents (to 93 per cent of salary for 10 weeks); supports employee efforts to achieve work-life balance with flexible hours, shortened work weeks, telecommuting and a 35-hour work week (with full pay); new employees receive four weeks of paid vacation allowance to start, moving to a maximum of six weeks over the course of their careers.

Ottawa

Ottawa

1,460

632


Montfort Hospital /Hôpital Montfort

General Medical andSurgical Hospitals

Encourages employees to plan for the future with retirement planning assistance, matching RSP contributions and health benefits that extend to retirees; supports em-ployees who are new mothers, fathers or adoptive parents with maternity and parental leave top-up payments and offers flexible hours upon their return; helps employeesdevelop their professional skills through in-house and online training programs, including apprenticeship opportunities and formal mentoring; also provides opportunities forstudents and new grads to gain on-the-job experience with paid internships, co-op placements and summer student roles.

Hydro Ottawa Limited Electric PowerDistribution

Supports ongoing employee development through tuition subsidies for job-related courses, financial bonuses for some course completion and a number of in-house andonline training programs, including various apprenticeships delivered in partnership with Algonquin College; new employees start with three weeks of paid vacationallowance and can schedule additional time away with personal paid days off; helps employees prepare for the long-term with retirement planning assistance, contributionsto a defined-benefit pension plan and health benefits that extend to retirees; provides maternity and parental leave top-up payments for employees who are new mothers (to90 per cent of salary for up to 25 weeks) as well as parental top-up for new fathers and adoptive parents (to 90 per cent of salary for up to 10 weeks); encourages employeesto stay in shape with free access to an on-site fitness facility, complete with exercise equipment, instructor-led classes such as yoga, as well as on-site fitness and healthassessments.

Medical Councilof Canada


Supports employees who are new mothers, fathers or adoptive parents with maternity and parental leave top-up payments (to 100 per cent of salary for 17 weeks) andoffers an option to extend their leave into an unpaid leave of absence; helps employees balance work and their personal lives with flexible hours, compressed work weeks,telecommuting and a formal earned days off program; new employees receive three weeks of paid vacation allowance to start and can schedule additional time away withpersonal paid days off; encourages employees to save for the long-term with generous contributions to a defined-benefit pension plan and offers phased-in work optionsto help retiring employees transition to life after work; invests in ongoing employee education with generous tuition subsidies for courses taken at outside institutions (to$30,000) as well as a variety of in-house and online training programs.

Ottawa

Ottawa

Ottawa

1,002

666

152

Kinaxis Inc. Software Publishers Helps employees develop their professional skills through a variety of in-house and online training programs, formal mentoring, leadership training and subsidies for tuitionand professional accreditation; established Hackathon Week to challenge employees to utilize their skills and creativity to improve an aspect of the organization’s internalprocess or external product offerings — employees may work alone or in teams and present their proposed innovation at the Hackathon Hoscar Party; employees workingat the company’s head office can take advantage of a variety of on-site amenities, including a nap room, an employee lounge and free access to an on-site fitness facility,which includes exercise equipment and personalized fitness programs; cultivates an ownership culture through a share purchase plan available to all employees; offers arange of additional financial benefits, including signing and year-end bonuses for some employees and referral bonuses (to $1,000); also encourages employees to save forretirement with contributions to a matching RSP.

Kanata 181

Ottawa CatholicSchool Board, The

Elementary andSecondary Schools

Supports employees who are new mothers with maternity leave top-up payments (to 100 per cent of salary for six weeks followed by 75 per cent of salary for an additional11 weeks); also provides parental top-up for employees who are new fathers or adoptive parents and offers an option to extend their leave into an unpaid leave of absence;encourages employees to balance work and their personal lives with a variety of alternative work arrangements including flexible hours, shortened and compressed workweeks and reduced summer hours; new employees also receive paid time off during the winter holiday season and can schedule additional time away through a formalearned days off program; helps employees prepare for the future with retirement planning assistance and contributions to a defined-benefit pension plan.

Ottawa 3,720

Ottawa Macdonald-Cartier InternationalAirport Authority

Airport Operations Supports employees who are new mothers with maternity leave top-up payments (to 100 per cent of salary for 17 weeks) and offers parental top-up to employees who arenew fathers or adoptive parents (to 100 per cent of salary for 13 weeks); encourages employees to balance work and their personal commitments with flexible hours,shortened and compressed work weeks and a formal earned days off program; helps employees develop their professional skills through a variety of in-house and onlinetraining programs and tuition subsidies for courses taken at outside institutions; employees can prepare for the long-term with contributions to a defined-contributionpension plan and health benefits that extend to retirees.

Ottawa 142

Ottawa, City of Municipal Government Employees working at the city’s main location (City Hall) can enjoy a number of on-site amenities including a quiet room for meditation and reflection, cafeteria (withhealthy and special diet menus), a fitness centre with subsidized membership, exercise equipment and instructor-led classes such as yoga and kickboxing; helpsemployees achieve work-life balance through a variety of alternative work arrangements including flexible hours, telecommuting and shortened and compressed workweek options; recently launched a workplace wellness and productivity network to provide employees with access to resources on physical, mental and emotionalhealth and well-being; provides maternity and parental leave top-up payments to employees who are new mothers, fathers or adoptive parents and offers an option toextend their leave into an unpaid leave of absence; encourages employees to develop their skills through in-house apprenticeships and offers a number of leadershiptraining programs to help foster high-potential employees; as part of the city’s sustainable focus, maintains an environmental working group, responsible forcoordinating environmental initiatives across the city, and recently created environmental excellence awards to recognize employees who have made significantcontributions to a greener, sustainable community.

Pythian Computer SystemsDesign Services

Encourages an ownership culture through a share purchase plan available to all employees — and helps them save for retirement with contributions to a matching RSPplan; supports ongoing employee development with generous tuition subsidies (to $5,000), formal mentoring, a variety of in-house and online training programs as well assubsidies for professional accreditation; also offers students and new grads opportunities to gain on-the-job experience through co-op placements and summer studentroles; provides introductory maternity and parental leave top-up payments for employees who are new mothers, fathers or adoptive parents and offers flexible work hoursupon their return; the company subsidized Pythian Team Spirit Committee organizes a number of social events and celebrations throughout the year, including separateholiday celebrations for employees and children, go-karting, Geek Pride Day and Hometown Pride Spirit Week.

Perley-Robertson, Hill& McDougall LLP / s.r.l

Law Firms Encourages employees 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; helps employees achieve work-life balance through a variety of alternative work arrangements,including flexible hours, shortened work weeks, telecommuting and a formal earned days off program; supports employees who are new mothers, fathers or adoptiveparents with maternity and parental leave top-up payments (to 95 per cent of salary for up to 12 weeks) and offers an option to extend their leave into an unpaid leaveof absence; employees can continue to develop their professional skills with in-house training programs, tuition subsidies for job-related courses and subsidies forprofessional accreditation.

University of Ottawa Post-SecondarySchools

Employees working at the university’s main campus can take advantage of a variety of on-site amenities, including a quiet room for meditation and religious observance,a cafeteria (with healthy and special-diet menus) and subsidized access to a fitness facility, complete with state-of-the-art exercise equipment, basketball and squashcourts and instructor-led classes, such as Zumba and spinning; encourages employees to prepare for the future with retirement planning assistance and contributions to adefined-benefit or defined-contribution pension plan (depending on employee group) — also offers phased-in work options to help retiring employees transition to life afterwork; new employees receive three weeks of paid vacation allowance to start as well as paid time off during the winter holiday season; 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 leave of absence; helpsemployees balance work and their personal lives with flexible hours, shortened work weeks, a 35-hour work week option (with full pay) and reduced summer hours.

Ottawa

Ottawa

Ottawa

Ottawa

12,130

145

120

3,141





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main campus inOttawa, plus satellite cam-puses inPembrokeandPerth,Ont., aswellas international partnerships around theworld, includingSaudiArabia andKuwait.Close to 1,300 full-time employees and

1,800 part-time employees work at thecollege, which has about 20,000 full-timestudents.The college’smission statement is “to

transform hopes and dreams into skillsand knowledge, leading to lifelong careersuccess,” says Barker.“That’s talking about students, but I think

wedo the same forour employees aswell.”Every new full-time and part-time

employee’s first day features a half-dayorientationwhere they are welcomed byAlgonquin College’s president CherylJensen and the human resources team.During their orientation, each new

employee is paired upwith amentor, whohelps themnavigate the new position andget adjusted to life at the college.A fewmonths into the new position,

each new employeemeets again withthe president and the executive team forbreakfast, says Barker.“It’s a chance to get their feedback on

the first fewweeks and answer any newquestions theymay have.”Transparency amongmanagement and

staff is key to the college’s success, saysBarker, who notes that all of the presi-dent’s expenses are posted online, as wellas her complete contract.Jensen often attends quarterly coffee

meetings for all employees, including

those in Perth and Pembroke, Ont.“Administration andmanagement

make every effort to give employees abreak to go mix andmingle with every-one,” Barker says.In addition to regular meetings with

managers, Algonquin also offers partialtuition reimbursements — for certificateprograms, bachelor’s, master’s and evenPhD degrees — for employees looking toupgrade their own education.Employees can even take a master’s

degree in education on campus, thanksto a partnership with St. Francis XavierUniversity.And the President’s Star Awards and

the Annual Employee Awards recognize

outstanding employees each year.“We’re there for our students,” Barker

says.“Andwe’re there for our employees, too.”

Algonquin College Pembroke campus students and employees prepare for their annualFall games.

YEARS IN BUSINESS: 47NUMBER OF EMPLOYEES: 1,265 full-time and 1,820 part-time.LOCATIONS: Ottawa, Perth andPembroke, Ont.; Jazan, Saudi Arabia;Kuwait. Partner campuses in China, Indiaand Montenegro.MAIN CAMPUS LOCATION: OttawaHIRING INCENTIVES: Health anddental, pension, employee assistanceplan, vacation, life insurance, short- andlong-term disability benefits, professionaldevelopment allowances, partial tuitionreimbursement (for employees and theirchildren if they come to Algonquin fulltime). For some employees: prepaid leaveplan, bonus, pay premiums, special allow-ance.FACULTY: Sabbaticals are consideredwith up to 80 per cent salary for one year.Short-term faculty assignments in China,India, Saudi Arabia, Montenegro, andSerbia.ADMIN & SUPPORT STAFF: Up to 30vacation days plus Christmas break.APPLICATION PROCESS:www.algonquincollege.com/careers

Algonquin College

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Workers taptheirpotential atAUCC

The voice ofCanada’s universitieswww.aucc.ca

During her internship at theAssociation of Universities andColleges of Canada (AUCC),

Danielle Lenarcic Biss was pleasantlysurprised at the opportunities provided todevelop her skills.Rather than fetching coffee or running

meaningless errands, Lenarcic Biss wasresearching best practices across univer-sity campuses and entrusted with the filesof policy analysts frommultiple teams.“I was getting exposed to lots of differ-

ent things in the workplace, jumping rightin and gettingmy hands dirty,” says therecent psychology grad, whose contract onthe research and international relationsteamhas since been extended.“Everyone I workwith here is really

enthusiastic, team-oriented and shares acommon commitment to higher educa-tion, which I appreciate as a recent gradwho still misses the community of school.”As the voice of Canada’s universities,

the AUCC represents 97member institu-tions across the country and promotes theinterests of higher education, researchand innovation. Part of its success lies inits ongoing drive to recruit interns andco-op students into their workforce, saysChristine Tausig Ford, vice-president andCOO at AUCC.“We are big believers in co-op students

— it’s a terrific way to get access to newways of looking at things, fresh ideasand talent.We often keep them on afterthey’ve finished their co-op or intern-

ship term because they’ve contributedsomuch,” says Tausig Ford, who startedworking with AUCCmore than 30 yearsago as a staffwriter.“Canadian universities contribute to

both the social and economic prosperity ofthe country. They educate the next genera-tion of studentswhowill be developingskills for jobs not only today but tomorrow;they’ll beworking for the next 40 yearsand endup transforming the country,” saysTausig Ford. “Our employees know theyare doing important work that benefitsuniversities, students and Canada.”For Brian Pépin, his position as an

issues co-ordinator in the executive officehas struck a good balance between apply-ing the skills learned through his degrees

and acquiring a new familiarity withhigher education from an administrativeperspective.“It’s definitely a different perspective,

but a great learning opportunity,” he says.“It’s great to work for an organization

that practices what they preach in termsof offering opportunities that are directlyrelevant to people’s education.”Pépin also appreciates the generous

benefits package at AUCC, includingfour weeks’ vacation and office closuresbetween Christmas andNewYear’s. Socialactivities are frequent and fun, fromHalloween chili cookoffs and costumecontests to staff retreats.All staff have access to a fitness facility

in their building, free yoga classes at lunch

and up to $200 per year toward fitness-related activities.“I was drawn into the work I do here

right away. It’s great to be able to growmycareer at such an early stage,” says Pépin.

AUCC staff members at their annual all-day retreat that was held this past September.

YEARS IN BUSINESS: 104NUMBER OF EMPLOYEES: 85LOCATIONS: OttawaHEAD OFFICE: OttawaPOSITIONS EMPLOYED: Policyanalysts; government relations officers;communication specialists, programofficers; writers; publication experts;administrative support; corporate ser-vices and management.SALARY RANGE: Competitive; basedon education and experience.HIRING INCENTIVES: Four weeksvacation for professional and manage-ment staff and three weeks for admin-istrative staff; an extra week vacationafter five years of service; attractivepension plan; group insurance plan (life,medical, dental); fitness subsidy; paidmaternity and parental leave; post-secondary scholarships for children ofemployees; Leave 4 Change volunteerprogram.APPLICATION PROCESS: aucc.ca

AssociationofUniversitiesandColleges

ofCanada

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CarletonmoreacommunitythanaworkplaceStudents searching for higher learn-

ing have come to recognize CarletonUniversity as a leading post-second-

ary institution.A dynamic research and teaching

university located in Ottawa, Carletonis a national leader in the study of pub-lic affairs andmanagement, journalismand high technology. The university alsooffers outstanding programs in both theundergraduate and graduate levels in themajor disciplines of the arts and socialsciences, science, business, public affairs,and engineering and design.Thoughmany know that Carleton is

a great place to study, it’s also an excep-tional place to work. In fact, it’s one of theNational Capital Region’s Top Employers.Located on a stunning campus bordered

by the Rideau River and Canal, employeesare inspired by Carleton’s scenic backdropand its commitment to its staff.“Carleton employees have rich, chal-

lenging careers and enjoy a wonderfulwork environment,” says Terrence Odin,manager, HRIS and payroll services.Employees receive an array of benefits,

including the opportunity to participatein and attend numerous cultural andcommunity-based activities that happenyear-round at the university, free Carletontuition for the employee, spouse and de-pendents with no annual or lifetime limitson the amount paid, unlimited free use ofworld-class athletic facilities, as well asfree library privileges, a generous pension

plan, up to five weeks of vacation, withwith additional personal days, ample sickleave allowance and generous dental andhealth benefits.With all of these initiatives, it’s no

surprise the average length of service atCarleton is 14 years.“Many of our employees have worked

formore than 25 years at the university;some in the 40-plus range,” says Odin.“We hearmost often that Carleton is

less workplace andmore of a community.There aren’t manyworkplaces where youcan cheer on your own championship-winning basketball team and take part ina variety of social and healthy workplacethemed events, while at the same time

supporting world-class teaching andresearch.”Carleton offers a wide range of careers

and supports employees in the develop-ment of their own career path, includingCarleton Leader and Service Excellence.Carleton Leader is a leadership

development initiative that engagesleaders and emerging leaders fromCarleton’s academic and professionalservices groups in an interactive andreflective process. Service Excellenceengages staff in discussion on the needsof their customers, while nurturing thequalities that contribute to a culture ofcontinuous improvement.“This is achieved by ensuring that the

people, processes and technologies em-ployed atCarleton are aligned to help uswork together to exceed the expectationsof Carleton students, staff, faculty andexternal partners,,” saysOdin,who addshe hasmade three career changes sincearriving at Carleton 14 years ago.“I can think of no other employer that

would have been able to provideme theopportunity tomake these changes orwould have supportedmewith the train-ing and guidance I needed in order to besuccessful.”

Professor Howard Nemiroff with students. Photo: Carleton University

NUMBER OF EMPLOYEES: 2,000continuing, 3,000 to 4,000 casualHEAD OFFICE: OttawaPOSITIONS EMPLOYED: Includesadministrative and technical staff,faculty, facilities management, security.WAGE RANGE: For continuing staff therange is $40,000 to $350,000.HIRING INCENTIVES: Relocationallowances.APPLICATION PROCESS:Jobs for administrative staff are postedon the human resources website(carleton.ca/hr/employment-opportuni-ties). Faculty positions can be found onthe Faculty Affairs website (carleton.ca/facultyrecruitment)

CarletonUniversity

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EggFarmersofCanadaemployeessetuptothrive

Join Egg Farmers of Canada and be part of a passionate team withover 40 years of experience managing and promoting Canada’ssupply of fresh, local, high-quality eggs.

Visit eggfarmers.ca to find out more.

Now in its fifth decade as one ofCanada’s leading agricultureorganizations, Egg Farmers of

Canada has the unique role ofmanagingthe national egg supply and promoting eggconsumptionwhile representingmorethan 1,000 regulated egg farmers fromcoast to coast.The companyworks closely with

provincial and territorial egg boards,industry organizations and government toensure a healthy, strong and sustainableegg industry characterized by continuousimprovement.From its Ottawa office, it also admin-

isters national on-farm programs, fulfilsits commitment to research, carries outgovernment andmedia relations and runsnationalmarketing andnutrition programs—none ofwhichwould be possible if itdidn’t first invest in its employees.“Our staff is challenged,motivated,

constantly learning and,most importantly,excited about thework they do,” says TimLambert, CEO. “Our staffhas a clear under-standing of our business plan and vision. Tomeet these aggressive corporate objectives,we assemble cross-functional teams.Wehire the best and brightest andwenurturetheir development by encouraging theseself-starters to take initiative and proposeimprovedmethods of approaches.”To foster a culture of high performance

and engagement, Egg Farmers of Canadaoffers opportunities to all employees toimprove their skills through professional

development programs and training on anannual basis.“We offer regular lunch-and-learns,

which range from ergonomics, health andfitness, retirement planning, and emotion-al intelligence training,” says Lambert.“We also host weekly on-site French

language training available to anyonewhowould like to improve their Frenchlanguage proficiency.”Egg Farmers of Canada also takes the

time to recognize its staff’s work and cel-ebrate their achievements. .“Wedo this by recognizing key employee

milestones, like length of service, withunique rewards like our gold egg pins tomonetary rewards,” says Lambert, whoadds the company also highlights hardworkwith its peer-nominated awards, theGood Egg Award andGet Cracking Award.

Community involvement is part of thecompany’s culture. In fact, Egg Farmersof Canada received the 2014 Crystal EggAward for outstanding commitment tocorporate and social responsibility, a pres-tigious international award presented bythe International Egg Commission.Someof its community-driven initiatives

include donating fresh eggs toFoodBanksCanada, partneringwithTheBreakfastClub of Canada to provide thousands ofbreakfasts to hungry children every day,supporting Project Canaan, an initiativethat helps address food insecurity andfeeds orphaned children in Swaziland bysharingCanadian expertise on sustainablefarming.“Our team is challenged every day and

are passionate about the work they do.Wesustain a supportive and collaborative

environment that equips our employeesto thrive and give back to their commu-nity,” explains Lambert, adding that theorganization receives strong support fromits board.“Egg Farmers of Canada’s board of

directors have long endorsed Egg Farmersof Canada’s commitment to incorporatesocial responsibility into all aspects ofthe organization. Egg farmers across thecountry are deeply committed to livingthese values everyday— to giving back totheir communities.”

Egg Farmers of Canada employees take part in their annual staff conference day.

YEARS IN BUSINESS: 43NUMBER OF EMPLOYEES: 56LOCATIONS: 1 in OttawaPOSITIONS EMPLOYED: Financial,marketing, communications, public affairs,nutrition, operations, analysts, econo-mists, inspectors, trade policy, humanresources, information technology, admin-istrative.HIRING INCENTIVES: Competitivesalaries and year-end bonuses, generouscompany-paid benefit plan and six percent employer matching pension plan,extra days off during summer statutoryholidays, fitness subsidy, free under-ground parking, on-site gym and roof-toppatio.APPLICATION PROCESS:www.eggfarmers.ca/careers

Egg Farmers of Canada

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HydroOttawaemployeesputcustomersfirst

hydroottawa.com

Powering All CommunitiesHydro Ottawa is one of Ontario’s major distributors of electricity, a generatorof green power, and a provider of energy conservation and managementservices. Hydro Ottawa’s more than 650 dedicated, skilled and engagedemployees touch the lives of residents and businesses throughout theCity of Ottawa and eastern reaches of the Province of Ontario every day.

We’re committed to creating an exceptional workplace and to beinga great employer.

Of themany highlights of JordonBeach’s career, his all-time favou-rite wasmissing Christmas with

his family to help a community devastatedby an ice storm.As part of a crew sent to the Toronto

area last year, Beachworked tirelessly forten days to help put the lights back on.“Being able to restore power for

families, especially at Christmas time,and seeing the looks on their faces whenthey had power again was truly reward-ing,” says Beach, an apprentice powerlinetechnician.“People were coming outside to bring

me food, and I was just doingmy job. Thatwas themost awesome thing I’ve experi-enced duringmy career.”Like Beach, operations supervisor Rob

Longpre also loves lending a helping hand.“Over the 24 years I’ve worked here,

there have been lots of different storms,and I’ve been able to dowhat I love duringall of them—being outside fixing things,talking to people and helping get thepower back on,” says Longpre.From its investment in reliability and

the community, to its reputation forbeing a good neighbour, it’s these defin-ing characteristics that have been key toemployee recruitment and retention atHydro Ottawa.What’s played a particularly important

role is the organization’s investment in itsemployees.“We’re interested in what they want to

dowith their career and how that fits intowhere we’re going as a company,” saysthe utility’s chief of human resources,Lyne Parent-Garvey. “We need electricalengineers and it’s difficult to find expe-rienced ones, so we have been trainingyoung graduates ourselves.We need pow-erline technicians, so we partneredwithAlgonquin College in the delivery of theirpowerline technician diploma program.“We invest in people that way so we can

prepare our next generation of workers.”One example is Samantha Evelyn, a

recently hired engineering internwhosecareer goal is to obtain her professionalengineer designation.

“Hydro Ottawa has a great engineeringtraining and development program andoffers a lot of support. I work under theguidance of professional engineers who’vebeenwilling to showmethe ropes and teachme thewaysof theworkplace” saysEvelyn.Communications officerMorgan Barnes

concurs on the supportive environment—heworked his way up from the customerservice groupwhere he started.“There’s a lot of opportunity to grow

and learn, plus the chance to participatein company initiatives that benefit thecommunity” he says. “This is a really caringworkplace; there’s an open dialogue and ex-pressed interest inwhat you’re interested

in, and then they help you achieve that.”The outcome is a workforce that cares

about their customers and the commu-nity, says Parent-Garvey.“Our folks will give up their Christmas

for the customer, so I think they’re prettyamazing at going above and beyond.”

Without hesitation, Hydro Ottawa employees volunteered to give up their holidays withfamily and loved ones to help restore power to residents in the hard-hit communities ofPicton, Brampton and Toronto during the December 2013 ice storm.

YEARS IN BUSINESS: 14NUMBER OF EMPLOYEES: 693LOCATIONS: Six in OttawaHEAD OFFICE: OttawaPOSITIONS EMPLOYED: Office andfield-based jobs in engineering, accounting,HR, communications, finance, IT, customercare and billing, conservation and demandmanagement, electrical system design andoperations, maintenance, construction andinspection. Apprenticeships, co-op termsand internships for tradespeople, techni-cians and technical professionals.HIRING INCENTIVES: On-site trainingand learning opportunities; job-relatedtuition reimbursement; professionalassociation memberships; on-site gym andaccess to fitness and wellness programs;disability and life protection; defined-benefit pension plan; coverage for hospital,medical, dental and vision for employeesand their families.APPLICATION PROCESS:Visit hydroottawa.com

HydroOttawa

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Catholic schoolboardthrivesonteamwork

Helping your child builda successful futureocsb.ca

TheOttawa Catholic School Board(OCSB) knows it takes a village toraise a child.

That’s why the OCSB is renowned forinitiating conversations and programswith its staff that centre on how tomakethe Ottawa Catholic School Board a betterplace for all.“We create a culture of innovation,” says

JulianHanlon, Director of Educationwiththe board.“We allowpeople the opportunity to take

risks and sharewhat they learnedwith therest of the school system.Wehave a clearvision ofwherewewant to go.”TheOttawaCatholic SchoolBoard, as

knowntoday,was formed in 1998when theschool boards amalgamatedacrossOntario.Though itsmission is similar toother schoolboardswithanemphasis on students’ edu-cation,whatmakes theOCSBunique is itsdedication to students as awhole.“We provide students with a well-

rounded education for theirmind, bodyand spirit,” saysHanlon.Because of its dedication to its students,

the OCSB garners above average Educa-tionQuality and Accountability Officescores in comparison to the province.Part of its excellence is due to its

unfaltering commitment to technology.TheOCSBisrenownedforusingtechnol-

ogytoenhancethestudent learningexperi-ence. It isoneof thefirst schoolboards intheprovincetogocompletelywireless,which isespeciallybeneficial forstudentssince ithasa

bringyourowndevicepolicy.Goingwirelessalsobenefits staffbecause theOCSBhasmigrated to aGooglePlatform, allowing stafftonetworkwithoneanother.“It’s great for sharing info, ideas andcom-

municatingwith students andparents,” saysHanlon. “It keepspeople connectedonaregularbasis.”TheOCSBalso connectswith its staff

throughcollaborative initiatives andprofes-sional developmentprograms.For instance,theboard runsanextensive after-hoursprofessional developmentprogramcalled‘TheLeadershipJourney’ that seesmorethan500employeesparticipating in

16differentprograms.“Wewantour employees to feel they’re a

part ofwhatwe’redoingbecause theyare,”saysHanlon. “Wewant to showthemthatwevaluewhat theydoandarehappy to givethemtheopportunity forprofessional andpersonal growth.”This cultureof collaborationhaspaidoff

for theOCSB inabigway—to the tuneof$20million, tobeexact.Its staff, through its own initiatives,

developedanenergymanagement systemthat loweredhydroandelectricitybills andintroducedgreen initiatives. It resulted in$20million savedover thepastnineyears.

To showappreciation for its staff, theOCSBhas anarrayofprograms to showrecognition, includingpeer-nominatedawards, appreciationnights for teachersthat support thearts and sportsprograms,servicepins andcelebrations for thosewhohavebeenemployees for 15yearsormoreandadinner for retired staff.“Wemaybeabigboard, butwehave

a family feeling,” saysHanlon. “Ouremployees knowwe care.”

The Ottawa Catholic School Board — A place where excellence is recognized. Pictured arethe 2014 recipients of the Director of Education Commendation awards and the StephenH. Richardson awards with (centre) Archbishop Terrence J. Prendergast and Director ofEducation Julian Hanlon.

YEARS IN BUSINESS: 159NUMBER OF EMPLOYEES: 4,135LOCATIONS: 82 schools, multi-sitetreatment centre, adult high school, fouradult education centres and head office.HEAD OFFICE: NepeanPOSITIONS EMPLOYED: Elementary,secondary and continuing educationteachers, early childhood educators,educational assistants, administrativesupport, caretakers and skilled trades,managerial and professional.HIRING INCENTIVES:Competitive salaries, professionaldevelopment for all employees, pension,health and dental benefits for perma-nent employees, exceptional workplacemorale, employee assistance program,vacation days and Christmas break.

OttawaCatholicSchool Board

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

To Apply! go to

www.canadastop100.com/ottawa


national capital region's top employers (2015)

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