Cando Rail Services Ltd.

Cando Rail Services Ltd. is a leading provider of rail services in Canada and the US. They have become a crucial linchpin between industry and the Class 1 railways offering complete rail solutions to industrial customers including rail switching, material handling, logistics, terminal and transload services, railcar storage and repair, and engineering and track maintenance services.
In 2018, Cando Rail Services Human Resources and Safety teams designed and launched an in-house Leadership Development Program (LDP) to provide a core understanding of the HR and Safety requirements of supervisory and management roles. It is formatted as a three-day classroom program with evening networking and team-building events.
The program was run six times in 2018 with the first group being Cando’s executive and senior leadership team. In 2019, four additional offerings took place. The initial target audience was just under 100 employees who held supervisor/manager roles. To date over 150 employees have received the training, including supervisors, managers and high potentials.

City of Winnipeg - Human Resource Team 

Beginning in 2018, the City of Winnipeg embarked on a difficult but necessary endeavour to do a full review of the HR department and services, including identifying key issues impacting service and recommending key strategic priorities. They conducted a six-month assessment of all HR services, HR leadership teams, and HR departments and a review of the current model of service delivery.
They enacted a three-phase plan to rectify the five core issues that were impacting the HR department. The plan involved creating a hybrid model of delivery and additional built-in senior HR leadership support was added to the HR structure for workforce planning and city operations HR support.
The HR Team has seen significant growth and change since the process began in 2018, including the implementation and achievement of over 15 key accomplishments across eight city-wide HR Generalist departments and nine HR programs areas.

City of Winnipeg - Corporate Recruitment and Job Design & Classification Teams 

The City of Winnipeg Corporate Recruitment Team and the Job Design & Classification Team have played an integral role in the HR Strategic Priorities plan the City of Winnipeg began in 2018.
Five core areas of HR were identified for initial review as people activities related to these are legislated and occur every single day. Those include; Recruitment, Job Design, Labour Relations, Employee Health Programs, and Workplace Health & Safety.
Recruitment and Job Design were identified as a priority and together with Corporate HR staff, the teams worked hard creating the audit tools, assessment material, training material, and required processes needed to roll out combined quality HR programs in recruitment and classification across the City. A quality recruitment program was developed with an emphasis on recruitment tools, process, material, and training needed to move the organization and HR forward in the next step of the City’s evolution. The program is easy to use and understand, protects the organization from liability, increases the quality of employees, supports managers and their decisions, and has helped in the professional development of HR staff city-wide.
While this work is still being tested, positive feedback has already been received, the quality of the HR teams has improved, and the new people coming onboard have solid training to engage in.

The North West Company

The North West Company is a leading retailer to rural and remote communities and urban neighbourhood markets in the following regions: northern Canada, western Canada, rural Alaska, the South Pacific and the Caribbean.
The NWC has made a substantial commitment to how it onboards and trains the people who lead their retail stores in Canada through the design and build of an 11,000 square foot Training Centre in Winnipeg. The Training Centre and its newly designed curriculum is focused on four main components - Cultural Awareness workshops, Leadership Development, Store Systems training and Operations task introductions. Its goal is to provide a consistent onboarding experience with blended learning activities that support development of NWC retail standard execution, opportunity for hands on trainee practice assessment and follow-up training for continued learning in-store. As a result, trainees have higher capability when they arrive in market, retail standard execution is becoming more consistent, role and community compatibility assessment and support requirements are identified earlier in onboarding process, store leaders are better equipped to succeed in their roles, and earlier placement of management trainees in their stores. To date over 100 store management employees have attended the full four-week program.

Wawanesa Mutual Insurance Company 

As a Manitoba-based mutual insurance company, Wawanesa is a community organization formed 123 years ago by 20 farmers who pooled their money to insure one another against the risks of life on the farm. We continue to operate with those same community values, making sure we are there to look out for people when they need us - and this includes our 5,000 employees and two million policyholders in Canada and the United States.
About the Leadership Development Program
We first launched our enterprise-wide Leadership Development Program (LDP) in 2018 to support our leaders in championing our 2020 strategic vision. In partnership with Development Dimensions International (DDI), we designed a learning program for supervisors, managers and directors. This program takes leaders beyond traditional classroom learning, and includes a blended learning approach with executive involvement, leadership assessments, virtual and classroom sessions, micro-learning, coaching/manager support, peer-to-peer and on-the-job assignments. In the first 18 months of the program, the program was delivered to 24 cohorts and graduated 376 leaders.

Society for Manitobans with Disabilities 

The Society for Manitobans with Disabilities (SMD) provides programs and services throughout Manitoba to promote an inclusive and accessible society by working collaboratively to eliminate barriers to full and equal participation for people with disabilities and their families.
Since the Province of Manitoba’s introduction of the Accessibility for Manitobans Act in 2013, SMD has been designing training to help businesses and organizations prepare to remove barriers and become more accessible as they learn about the new law and their obligations.
SMD partnered with Community Futures Manitoba to create a Made-in-Manitoba video series, featuring Manitobans with lived experience. These videos were used as a cornerstone for in-person training that was delivered internally to over 150 staff and volunteers. Because they were approached by other organizations, SMD began to expand their training across the province, which resulted in over 120 in-person workshops in 2018.
The impact of creating the Made-in-Manitoba training videos and having in-person training available for businesses and organizations in Manitoba has created access for Manitoba businesses to local, affordable and reputable training by SMD, an organization that has provided training for over three decades.

The North West Company  

The North West Company is a leading retailer to rural and remote communities and urban neighbourhood markets in the following regions: northern Canada, western Canada, rural Alaska, the South Pacific and the Caribbean.
As part of NWC’s recently established Training Centre, a Cultural Awareness and Understanding program was implemented. An external cultural safety expert works in partnership with NWC’s Learning & Development team to enhance the success of each retail store and its teams by leading employees throughout the organization to think, act and behave in a culturally safe way.
The resulting program included the addition of a Cultural Responsiveness Competency to the company’s competency framework, a blended learning program for all new Store Management trainees involving e-Learning, a two-day classroom workshop and continuous learning activities including journals and a library of digital and physical resources. The team has developed an evaluation strategy that includes follow up at six months and one year milestones to start to understand the impacts in our communities.
To date, over 100 store management employees have attended the workshop, and their feedback has indicated that the program has been pivotal to their transition, to their store community location and in the leadership of their teams. The program was recently launched to Corporate employees in October 2019, with the plan to ensure all Corporate employees have participated in the program by the end of 2020.

Canadian Canola Growers Association   

Canadian Canola Growers Association (CCGA) is a not-for-profit agricultural organization that offers financing services to canola farmers across Western Canada. The organization also undertakes policy analysis and advocacy activities on behalf of Canada's 43,000 canola farmers. Since its inception 35 years ago, CCGA has grown from a staff of two to more than sixty.
At CCGA our focus is to develop, implement, and enforce policies and procedures that promote and provide a healthier, safer work environment. Helping others has always been a core value for CCGA. In June 2017, a Mental Health program was introduced for all employees, which included e-learning and in-house training courses on mental health awareness, managing and coping with stress, respect in the workplace, and communication.
In December 2017, employees completed a Total Health Assessment, which looked at four areas of employee's Total Health: Physical, Mental, Work and Life. CCGA received an aggregate report covering the four areas and took action with several new initiatives to enhance the overall health of their employees.
These initiates have translated into improved productivity and engagement, better employee mental and physical health, the creation of an accessible, positive, and supportive workplace and has encouraged employees to play an important role in helping them to be their best self.

City of Winnipeg - Corporate Safety Services 

The City of Winnipeg “the Public Service” is 10,000 employees strong and provides a wide range of crucial services to the public, City Council, and colleagues.
The City of Winnipeg has demonstrated leadership in workplace safety and health through its promotion of and commitment to the Manitoba SAFE Work Certified Standard. The City has become a champion for SAFE Work Certified in the province, leading the industry-based safety program for self-insured employers and being the first of these to adopt the standard.
The City’s Certification Plan was developed to provide flexibility for departments and recognize the diversity of their work. Departments would achieve certification independently but would do so in accordance with a schedule established at the corporate level.
These efforts have led to reduced WCB costs, lost time and have enhanced safety culture within the organization.

Credit Union Central of Manitoba

Credit Union Central of Manitoba (CUCM) is the trade association and a service provider for Manitoba's credit unions. CUCM serves Manitoba's credit unions by providing thought leadership and delivering high value products and services that help them achieve their vision.
The results of a 2018 Morneau Shepell survey of their workforce showed a need for a total health program for employees, and a project team was formed with a mandate to research, develop and implement a sustainable well-being program.
A committee was established to oversee the program, which has since implemented a number of wellness offerings including retirement planning sessions, ergonomic assessments, a wellness spending account, removal of vending machines, adding healthier options at meetings, mental health awareness and mental health first aid.
The result has been a significant increase in employee engagement based on results from the annual employee survey.

Richardson International Limited

Richardson International is Canada’s largest agribusiness and is recognized as a global leader in agriculture and food processing, with approximately 3,000 employees across Canada, the U.S. and the U.K.
Richardson’s Mental Health Strategy started with building awareness and has evolved to more targeted and sophisticated training in partnership with the Canadian Mental Health Association. The goal was to help leaders and employees feel more comfortable discussing mental health. The Strategy has included the re-launch of their Employee Assistance Program (EAP), launch of an EAP in their UK location, the development of a Mental Health Matters Video, providing Specialized Management Awareness & Response Training (SMART) to 120 managers, as well as many smaller initiatives at various sites across Canada.
In 2020 and beyond, manager training initiatives will continue and a manager awareness video will be created to reinforce the tools, resources and supports available. Similar employee training initiatives will be developed in the near future, and they will continue to break down the stigma and make workplaces a safe place to talk openly about mental health.

Transcona Roofing

Established in 1959, Transcona Roofing is a full-service roofing and waterproofing contractor.
Safety is ingrained into their culture and is central to the way they operate. They are a COR certified company and are continually striving to improve their safety procedures despite receiving a score of 100 on their audit last year. They have since revamped their orientation process to ensure that new employees are set up for success, which includes a mandatory in-person Transcona Roofing Safety Orientation, a review and sign-off of Safe Work Procedures, and immediate completion of both Fall Protection training and WHMIS training prior to starting work.
The orientation now establishes very clear expectations for the workers when it comes to safety and allows for the workers to be fully competent on all aspects before entering job sites.