About the Competition
Employees at non-profit Creative Options Regina share their personal interests by hosting classes for their colleagues through the unique Creative Encouragers program.
Background
First published in 2006, Saskatchewan's Top Employers is an annual
competition
organized by the editors of Canada's Top 100 Employers.
The associate executive director (left) of the Saskatchewan Teachers' Federation speaking with an elder and speaker at National Truth and Reconciliation Day.
Employees at non-profit Creative Options Regina share their personal interests by hosting classes for their colleagues through the unique Creative Encouragers program.
The associate executive director (left) of the Saskatchewan Teachers' Federation speaking with an elder and speaker at National Truth and Reconciliation Day.
Selection Process
Employers are evaluated by the editors of Canada's Top 100 Employers using the same eight criteria as the national competition: (1) Workplace; (2) Work Atmosphere & Social; (3) Health, Financial & Family Benefits; (4) Vacation & Time Off; (5) Employee Communications; (6) Performance Management; (7) Training & Skills Development; and (8) Community Involvement. Employers are compared to other organizations in their field to determine which offers the most progressive and forward-thinking programs.
The associate executive director (left) of the Saskatchewan Teachers' Federation speaking with an elder and speaker at National Truth and Reconciliation Day.
An articling student working at the Regina law office of MLT Aikens LLP.
Media Partners
Our media partners on the Saskatchewan's Top Employers project are the two largest newspapers in Saskatchewan: the Regina Leader-Post and the Saskatoon StarPhoenix. Each year, the winners of the competition are announced in a special magazine published in both newspapers.
An articling student working at the Regina law office of MLT Aikens LLP.
Eligibility Requirements
Any employer with its head office or principal place of business in Saskatchewan may apply for this competition. Employers of any size may apply, whether private or public sector.
2025 Competition
Applications for our 2025 competition will be available early in 2024. Our 2025 winners will be announced in a special magazine published in the Leader-Post and StarPhoenix early in 2025. Join our mailing list to stay up to date and receive an application for next year's competition.
Saskatchewan's Top Employers distinguish themselves in a competitive market
"No one is resting on their laurels," says Richard Yerema, executive editor of Canada's Top 100 Employers
The competition for recognition as a first-class employer is "fiercer than ever," according to Richard Yerema, executive editor of the Canada's Top 100 Employers project. "No one is resting on their laurels."
For 24 years, Canada's Top 100 Employers has invited companies across the country to vie for coveted spots on its national and regional winners' lists.
To achieve the designation as one of Saskatchewan's Top Employers, companies are judged on their ability to excel at recruitment and retention. As with the national competition, the criteria for regional winners include the work environment; work and social atmosphere; health, financial and family-friendly benefits; vacation and time off; employee communications; performance management; training and skills development; and community involvement.
A newcomer to this year's list of Saskatchewan's Top Employers is Saskatoon law firm, Lakefield LLP. "We've always tried to distinguish ourselves in a very competitive legal market," says managing partner Mark Dolan. "We felt that meant demonstrating a commitment to our people."
For example, Lakefield tops up parental leave benefits so that an employee's income remains the same during the leave. The firm also places a priority on community involvement, especially those activities and volunteer organizations where employees are involved. "Our culture is built on mutual respect, collaboration and inclusivity," Dolan emphasizes. Following the COVID-19 pandemic, even though remote and hybrid work remained an option, the majority of employees wanted to get back into the office. "That was pretty cool," says Dolan.
SaskTel has a lengthy history on the Saskatchewan's Top Employers list. Like Lakefield LLP, SaskTel regards community involvement as an important factor in recruitment and retention. "You don't have to look very far to find a community project that a SaskTel employee is involved in," says Lindsay Mazenc, external communications manager.
She also cites SaskTel's many diverse training opportunities, noting that 97 per cent of SaskTel employees are engaged in some type of training offered by the corporation.
Being a top employer starts at the recruitment level, according to Mazenc. "We even start at the high school level." Recruitment initiatives include career fairs, networking events, summer employment and co-operative programs with universities. "I started with SaskTel as a co-op student 20 years ago, and I'm still here," notes Mazenc.
Her advice to business owners wanting to succeed at recruitment and retention? "Listen to your employees and their concerns, and know that they have a life outside of work."
Kristina Leung, managing editor at Canada's Top 100 Employers, is particularly struck by the agility of organizations coming out of the pandemic, and their ability "to really understand that in their workforce, every individual is dynamic and has different needs. The expectation going forward is that organizations can make changes very quickly with the right incentives and motivations."
Yerema agrees: Businesses see agility as the key. "We're going to adapt, and we're going to adjust, and we're going to bend, and we're not going to break," he concludes. "There's adversity. Throw it at us."
– Ray Penner
From the official announcement magazine for Saskatchewan's Top Employers (2024), published on March 12, 2024, and featured in the Regina Leader-Post and Saskatoon StarPhoenix. All rights reserved.
2024 Winners
Saskatoon-based law firm Lakefield LLP tops up parental leave for new parents, up to 25 weeks for mothers and eight weeks for fathers.
- 3sHealth / Health Shared Services Saskatchewan
- Access Communications Co-operative Ltd.
- Andgo Systems
- Bourgault Industries Ltd.
- Canpotex Limited
- Cornerstone Credit Union Financial Group Ltd.
- Creative Options Regina, Inc.
- eHealth Saskatchewan
- First Nations Bank of Canada
- Group Medical Services / GMS Insurance Inc.
- Information Services Corporation / ISC
- ISM
- Lakefield LLP
- Legal Aid Saskatchewan
- MLT Aikins LLP
- Nutrien Ltd.
- Ranch Ehrlo Society
- Saskatchewan Apprenticeship and Trade Certification Commission
- Saskatchewan Blue Cross
- Saskatchewan Crop Insurance Corporation / SCIC
- Saskatchewan Indian Gaming Authority / SIGA
- Saskatchewan Polytechnic
- Saskatchewan Teachers' Federation
- Saskatchewan Workers' Compensation Board
- Saskatoon Police Service
- SaskEnergy Incorporated
- SaskPower
- SaskTel
- Synergy Credit Union Ltd.
- Vendasta Technologies Inc.
Saskatchewan employers have to think outside the box
It takes innovative leadership to attract and retain the right employees
Saskatchewan businesses and organizations face one of the tightest labour markets in Canada. Those who made this year's list of Saskatchewan's Top Employers have distinguished themselves by making fundamental policy changes and adopting sustainable strategies that result in the people they want coming through the door — and staying.
Despite the challenges, "There's a lot of great people out there, but it definitely takes concerted effort, time and thought," says Jean Parchewsky, vice-president of people operations at Vendasta, a fast-growing international software company based in Saskatoon. "Gone are the days when you just 'post and pray.'"
Parchewsky talks about Vendasta's commitment to hosting and presenting at public events that potential talent can attend. Vendasta employees can invite friends, to be inspired by Vendasta's mission and success story. She points to recruiting in other countries such as Brazil: "We have about 20 per cent of our development team that we've helped immigrate to work in our office in Saskatoon."
But how can you ensure that your recruitment efforts are an investment and not an expense — so that your staff entrance isn't a revolving door? For Saskatchewan's Top Employers, it is essential to support employee development and offer opportunities for career advancement. Jocelyn Watson, director of HR strategy development at Saskatchewan Polytechnic, says, "Obviously, providing learning opportunities for students is our business, but there is a really strong learning culture in the institution itself. Continuous learning and development is very much woven into our fabric."
Jeff Ritter, CEO of the Saskatchewan Apprenticeship and Trade Certification Commission (SATCC), points out that a percentage of staff salaries is allocated to internal staff development, on both an individual and organizational basis. "We have an annual work planning process that everyone does. Staff make the selection of the training they want, in discussion with their managers. They have a conversation about the training that would help them attain their professional goal. But we also have supports within the organization, such as our Indigenous training committee, consisting of volunteer SATCC employees, that helps us with our commitment to truth and reconciliation."
Richard Yerema, executive editor at Canada's Top 100 Employers, concurs that education and development opportunities help make organizations industry leaders. "Training is a big part of that right from the beginning, through paid internships, and bringing people in at a younger age and then keeping them through in-house training programs, mentoring, leadership development and tuition support."
Successful recruitment and retention does not necessarily require vast amounts of money. Even the smallest or newest of ventures can offer the very powerful appeal of a sense of purpose, a feeling of belonging, shared values, and genuine belief that every person is important and has a future. "People want to make a difference and they want to have a voice," emphasizes Parchewsky, adding that at Vendasta, "We make sure they have that opportunity. You can walk into any meeting and you're free to join. You don't have to just stay in your lane; you can add value in a lot of different ways."
At the SATCC, staff are surveyed annually on a wide range of topics, including employee engagement. "Is this the kind of place where I really can find myself getting up in the morning and being excited about coming to work?" explains Ritter. "This year, 89 per cent of our staff agreed or strongly agreed that they found their work engaging and they look forward to coming to work each day. That's the highest score we've ever had, and I think it's because we understand the importance of our work. We help apprentices, so young people can realize their dreams."
Jocelyn Watson also emphasizes the importance of purpose and mission, explaining that at Saskatchewan Polytechnic, "We often notice how intentional everyone is about bringing it back to 'Why.' Why are we here? It's to support learning. We see our connection and our value to our province as a whole."
Employees' own network of friends, including social media, can also produce great results — if those employees speak highly of their employer. Not only can that help employers find good people — some companies even pay a bonus for employee referrals — but also, having friends as work colleagues can be a strong motivator to stay with an organization.
"With such a diversity of employment opportunities, Saskatchewan employers have to think outside of the box," concludes Yerema. "There's a maturity that might not be recognized outside the province. All of these Top Employer companies are competing and investing back into their people."
– Ray Penner
From the official announcement magazine for Saskatchewan's Top Employers (2024), published in the Regina Leader-Post and Saskatoon StarPhoenix on March 12, 2024. All rights reserved.