2012 annual - Boardwalk REIT

Associates: (continued)
2012 Targets 2012 Results 2013 Targets
Educate and enforce
our Health and Safety
Procedures to all Associates
Strive to constantly enhance
our ability to attract,
support, encourage and
recognize high-performing
and innovative team
members.
Decrease turn-over to
15-25%, retain long term
Associates, and further
develop succession planning
policy and procedures
✓ ✓
As a continuation from 2011, our Zero Injury Campaign focused on our
goal of eliminating all workplace injuries and illnesses, with a specific
focus on those that are classified as lost-time or disabling injuries.
All Associates had a Health and Safety objective added to their
performance reviews in order to reemphasize the importance of being
safe in the workplace. Sites that remain injury free for a period of one
year will be recognized at our annual lunches with our Executive team,
on our internal website and in our internal newsletter. In 2012, we were
pleased to have 195 sites remain injury free.
In 2012 Boardwalk conducted an Internal Health and Safety Audit
for Alberta. Boardwalk achieved an overall mark of 99%. After this
extensive audit we were able to find areas and collect ideas on how
we can continually improve in providing our Associates with a safe
place to work. With our continued commitment to Health and Safety,
we have seen a significant decrease in all of our Claims Costs through
WCB Alberta.
✓ ✓
In 2012 Boardwalk was pleased to present nine Associates with
Foundation of Excellence Awards. The recipients of these awards are
nominated by their peers. Foundations of Excellence Awards are given
to those individuals who strive to live Boardwalk’s Mission, Vision and
Values every day.
Boardwalk awarded 24 Chairman Scholarships in 2012 to the children
of Associates across Canada, four more scholarships than were
awarded in 2011. These scholarships amounted to over $100,000.
Boardwalk continued the Bravo program in 2012. This program
recognizes Associates who go above and beyond in Customer Service.
In 2012 we awarded over 350 Bravos to Associates as the result of
receiving a compliment from a Boardwalk Customer.
In 2012 Boardwalk continued their Associate Referral Bonus. Associates
who refer friends and family to work at Boardwalk are eligible to
receive a monetary bonus. This program will stay in place throughout
2013.
Boardwalk continues to conduct research and review compensation to
ensure that our Associates are receiving wages and benefits that align
with market trends and standards.
✓ ✓
Boardwalk wants to ensure that all Associates are well trained and feel
comfortable with their day to day roles. As such, we have a Mentorship
Program which we expanded in 2010 and continue to improve
upon. Our Mentor Guides are updated quarterly with any policy or
procedure changes. In 2012 we posted Mentor Guides online as well as
had Mentors start to use online review and testing processes with new
Associates.
To plan for the future, as well as provide Associates the opportunity
to excel we continued our succession planning in 2012. This program
requires all Leaders to select a successor for their role as well as to set
a time frame in which their successor will be ready to take on this role.
Boardwalk currently has over 1,600 Associates. Of these Associates,
38% have been with Boardwalk for over five years, 19% of them have
been with Boardwalk for over 10 years. In 2012 Associate turnover was
20.86%.
Continue to create a safe
work environment by
educating our Associates
and enforcing our Health
and Safety Procedures.
Strive to constantly enhance
our ability to attract,
support, encourage and
recognize high-performing
and innovative team
members.
Maintain turn-over of 15-25%,
retain long term Associates,
and further develop
succession planning policy
and procedures
14 / Goals and TARGETS Boardwalk REIT / AR 2012