Building a Culture of Excellence

Recruiting and Developing a Champion Workforce

At Churchill, we work every day to ensure that employees are treated fairly and with dignity, respect and consideration for their goals and aspirations, and that diversity in the workforce is embraced. Not only is this morally the right thing to do, but for a publicly traded corporation, sound recruitment and retention policies are also an important form of risk management and competitive positioning.

Management’s human resources responsibilities are overseen by the Board of Directors, assisted by its Human Resources and Compensation (HR) Committee, which is comprised entirely of independent directors as per the Canadian Securities Administrators’ National Policy 58-201. The HR Committee has the responsibility to review and report to the Board on matters regarding compensation policies, plans and programs, succession and organizational change planning, and other human resource issues.

In 2010, Churchill ranked among the top three companies in the University of Toronto’s study of corporate governance in Canadian small and medium-sized enterprises.

We continually search for ways to improve our workforce. Steps taken include:

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  • We expanded our balanced scorecard assessment methodology for annual employee performance evaluations in 2010 to help us identify high-potential future leaders for development.
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  • We provide customized leadership programs, accelerated development programs and professional development funding for our employees.
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  • We utilize salary surveys and professional human resources consultants to ensure that we attract and retain high performers.
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  • We challenge our people to be the best in terms of operational excellence and strive to provide the best tools to increase productivity.