By KELLY LOUISEIZE
Mining and energy companies across Canada are starting to feel the pinch of finding skilled and technical labour.
For mine builders like Cementation Canada, attracting and retaining workers means an employer must do more than just provide a solid pay cheque, says its CEO Roy Slack.
“If you don’t treat people right, they don’t stick around. It’s as simple as that.”
Slack knows full well that job seekers with much-desired skills can pick and choose wherever and whomever they want to work for.
Offering an attractive package of incentives is a must. But there also must be a comfortable work environment where employees feel their contributions are encouraged, their professional development rewarded and their participation in community supported.
Last November, Slack’s company took home last year’s North Bay and District Chamber of Commerce’s business of the year award. The engineering and contracting firm has landed some high-profile contracts in recent years including expansion projects at the Timmins Kidd Mine and Red Lake as well as the development of Falconbridge’s (now Xstrata Nickel)’s flagship Nickel Rim mine in Sudbury.
Though Slack’s 750-employee company has grown substantially since he established the firm as Kvaernter Cementation Canada in 1998, he wants to maintain that small company feel by lessening hierarchal barriers through social bonding, restricting office politics and maintaining an open and accessible atmosphere.
Just the layout of their Graham Drive head office is conducive to interaction with the big boss. During renovations, executive offices were shifted towards the front lobby where Slack is visible.
“We did that purposely,” says Slack. “When we moved in, we located our offices in the middle of traffic flow. Would it be nicer in a quieter area? Sometimes. But it’s important that our staff are comfortable talking to us about any ideas or issues. I think we’ve got a very down-to-earth style within our group.”
Cementation takes pride in offering a good compensation program, bonus packages and profit-sharing for all their field and administrative staff.
When Cementation acquired the southern Ontario-based Aurora Quarrying in 2002, Slack combined the best elements of both companies’ benefits program into what he says is a “top notch program” offering 100 per cent prescription and dental coverage.
They also provide an Employee & Family Assistance Program, where at no cost, employees can get professional and confidential advice if they’re struggling with personal problems. The company isn’t privy to the details of individual cases other than keeping track of the program’s usage.
“I think we’ve done a good job in making it accessible.”
Each bonus package is project-specific depending upon productivity, quality of work, clients’ needs and safety aspects. Some projects include retention bonus where Cementation wants to retain workers until completion.
For competitive reasons, Slack was reluctant to release details about the range of those bonuses.
Taking their cue from the Ontario Mine Contractors Safety Association’s awards for safety innovation, Cementation offers their own internal program with prizes for safe operating and no lost-time injuries. Those employee safety ideas can be presented at a provincial level for chance to win larger awards.
“We have a saying that there’s no job too important that we can’t take the time to do it safely,” says Slack.
Their safety culture extends not only to on-site contractors but also to office personnel having recently brought in St. John’s Ambulance instructors to teach employees the Heimlich maneuver. “First aid is not only handy to have but a good training program for safety awareness.”
On the professional development side, Slack offers challenging work for their young engineers and technical staff to sink their teeth into a variety of mining projects across Canada.
Through their common core and apprenticeship training program, Slack is only too happy to present employees with healthy cash bonus if their mark is more than 80 per cent.
Within their engineering ranks, they are busy formalizing a process to place experienced mentors with engineers-in-training.
“We can give young people a good deal of responsibility,” he says.
The company has a heavy social calendar ranging from bowling, curling, volleyball nights, and golf tournaments to summer barbecues revolving around their sponsorship with North Bay’s Heritage Festival.
Their charitable donation policy is very much a grass roots effort. “We’ll donate toward anything our employees are involved in,” says Slack, which has included Big Brothers, Dragon Boat Races, Relay for Life and countless hockey teams across Northern Ontario
The goal at Cementation is to create the kind of environment that would be the employer of choice for skilled mining professionals.
Aware that many corporate mission statements are geared toward pleasing clients, Slack says framed strategies on a wall or in an employee handbook mean little if management doesn’t personalize policies to get employee buy-in.
That’s why it is important to be transparent in providing all employees with a detailed overview of the company’s financial performance, strategy and business plan, Slack says.
“If you want people to participate and be part of the company’s vision and mission, I think you have to communicate where the company is going.”
