Corporate Responsibility Report 2013

Workforce & Compensation

Workforce

Workforce – Employees Company-wide

WORKFORCE 2011 2012 2013
Total number of employees company-wide 892 910 697
# of employees in Canada 724 734 600
# of employees in U.S. 168 176 97

Workforce – Status

WORKFORCE 2011 2012 2013
Permanent full-time employees 878 899 684
Permanent part-time employees 14 11 13
Temporary/provisional full-time and part-time 20 23 12
Casual Employees  7 3 5
Long-term disability 8 8 9

Workforce – Age

Age 2011 2012 2013
# of employees under 35 306 307 236
Age 35-49 367 377 278
Age 50-plus 219 226 183
Employee Volunteer Hours* 2011 2012 2013

* These numbers include hours from our New England facilities. Capital Power’s New England facilities were sold in November 2013.
# of hours that employees reported volunteering in their communities 13,500 hours 15,000 hours 12,000 hours

Employee New Hires

Employee New Hires – Location

EMPLOYEE NEW HIRES 2011 2012 2013
Canada new hires (%) 115 (80%) 106 (78.5%) 69 (86.3%)
U.S. new hires (%) 28 (20%) 29 (21.4%) 11 (13.8%)

Employee New Hires – Gender

EMPLOYEE NEW HIRES 2011 2012 2013
Women new hires (%) 49 (34%) 45 (33.3%) 18 (22.5%)
Men new hires (%) 94 (66%) 90 (66.6%) 62 (77.5%)

Employee New Hires – Age

EMPLOYEE NEW HIRES 2011 2012 2013
New hires under 35 (%) 79 (55%) 70 (51.8%) 63 (78.8%)
New hires 35-49 (%) 40 (28%) 47 (34.8%) 9 (11.3%)
New hires 50+ (%) 24 (17%) 18 (13.3%) 8 (10.0%)

Workforce Turnover

Workforce Turnover Rate

EMPLOYEE TURNOVER 2011 2012 2013
Company-wide turnover rate (%) 11.50% 12.20% 38.30%
Turnover rate (union) (%) 10.60% 8.00% 21.80%
Turnover rate (non-union) (%) 12.00% 14.20% 46.70%
Turnover rate (male) (%) 10.00% 9.50% 37.10%
Turnover rate (female) (%) 15.70% 19.70% 41.20%
Turnover rate (under 35) (%) 10.10% 11.40% 37.30%
Turnover rate 35-49 (%) 11.20% 12.70% 37.80%
Turnover rate 50 + (%) 14.20% 12.40% 40.40%
Employee turnover reason shows the contribution of each cause of turnover to the overall turnover rate on an additive basis. The employee turnover rate shows turnover rates within different segments of employees.

Workforce Turnover Reason

EMPLOYEE TURNOVER 2011 2012 2013
Turnover reason: dismissal (%) 0.40% 1.00% 0.14%
Turnover reason: gross misconduct (%) - - 0.29%
Turnover reason: shortage of work (%) 0.00% 0.00% 0.14%
Turnover reason: unsuccessful probation (%) 0.20% 0.10% 0.00%
Turnover reason: resignation (%) 6.20% 5.60% 9.60%
Turnover reason: retirement (%) 1.20 1.00 0.71
Turnover reason: other (%) 3.50% 4.50% 27.40%
Employee turnover reason shows the contribution of each cause of turnover to the overall turnover rate on an additive basis. The employee turnover rate shows turnover rates within different segments of employees.

ABSENTEEISM

 		2011 2012 2013
Rates of absenteeism by region (%): 2.7% or less in all regions 1.6% or less in all unavailable

Gender Diversity

Gender Diversity – Totals

GENDER DIVERSITY 2011 2012 2013
Number and percentage of male employees 643 (72%) 666 (73.1%) 518 (74.3%)
Number and percentage of female employees 249 (27.9%) 244 (26.8%) 179 (25.7%)

Gender Diversity – Management Positions overall in Canada

GENDER DIVERSITY 2011 2012 2013
Number of employees in management positions overall in Canada 170 169 84
- Number of women in management 44 (25.9%) 45 (26.6%) 21 (25.0%)
- Number of men in management 126 (74%) 124 (73.3%) 63 (75.0%)

Gender Diversity – Management Positions overall in U.S.

GENDER DIVERSITY 2011 2012 2013
Number of employees in management positions overall in U.S. 25 26 10
- Number of women in management 3 3 (11.5%) 0 (0%)
- Number of men in management 22 23 (88.4%) 10 (100%)

Gender Diversity – Entry-Level Management

GENDER DIVERSITY 2011 2012 2013
# of and salary comparison of women in entry-level management 24 women: $84 earned per $100 earned by men 25 women: $82 earned per $100 earned by men 8 women: $88 earned per $100 earned by men
# of and salary comparison of men in entry-level management 50 men 51 men 21 men

Gender Diversity – Mid-Level Management

GENDER DIVERSITY 2011 2012 2013
# of and salary comparison of women in mid-level management 19 women: $88 earned per $100 earned by men 18 women: $95 earned per $100 earned by men 10 women: $101 earned per $100 earned by men
# of and salary comparison of men in mid-level management 70 men 70 men 37 men

Gender Diversity – Upper Management

GENDER DIVERSITY 2011 2012 2013
# of and salary comparison of women in upper management 4 women: $93 earned per $100 earned by men 5 women: $87 earned per $100 earned by men 3 women: $87 earned per $100 earned by men
# of and salary comparison of men in upper management 28 men 26 men 15 men

Retirement

Retirement 2011 2012 2013
Percentage of employees eligible to retire in the next 5 years      
TOTAL 3.70% 3.90% 4.72%
Percentage of employees eligible to retire in the next 10 years      
TOTAL 12.80% 14.20% 14.70%
 

Collective Agreements

We have positive work relations with three labour unions in Canada (one has two separate locals), which together represent approximately 40% of our labour force in Canada and approximately 34% of our overall workforce.

We have had zero days lost to strikes at Capital Power. In 2013, 16 grievances were filed: 15 individual grievances, and one policy grievance.

At the date of publication, Capital Power’s collective agreements were:

  • UNIFOR 829 – March 28, 2014 to Dec 24, 2016
  • CSU 52 - Nov 18, 2012 to Dec 13, 2014
  • IBEW 1007 - Oct 21, 2012 to Dec 12, 2015
  • UNIFOR 1123 - May 1, 2012 to Apr 30, 2015

The minimum notice period for operational changes varies among the collective agreements. On average, employees receive a minimum of 24-hours notice for a change in shift. The company can, however, direct employees with minimal notice during emergency situations.

More information about our collective agreements can be found in our 2013 Annual Information form.

   
On-site at our Island Generation facility on Vancouver Island, B.C.
 
 

Our compensation

WAGES & COMPENSATION  2011 2012 2013
Employee wages and benefits (in $) $111,247,157 CDN; $10,978,960 U.S. $117,543,101 CDN;
$20,147,549 U.S.		 $110,499,365 CDN; 
$19,602,152 U.S.
Employee benefits paid (in $ and %) - $153,122 (0.13%) CDN $138,804 (0.13%) CDN
Canada Only
 12.66% accessed the Employee and Family Assistance Program (EFAP) 13.56% accessed the EFAP 13.91% accessed the EFAP;             79.4% accessed the Personal Spending Account
Employees that are members of registered defined contribution plan CDN – 273 (37.7%)
U.S. – 136 (81%)		 CDN – 317 (44.1%)
U.S. – 145 (81.5%)		 CDN - 254 (42.3%)
U.S. – 78 (80.4%)
Canadian Employees that are members of Local Authority Pension plan (LAPP), a multi-employer defined benefit plan 446 402 (55.9%) 338 (56.3%)
COMPARISONS – WAGES  2011 2012 2013
% workforce paid more than minimum wage (national)  
- Company-wide 100% 100% 100%
- Canada only 100% 100% 100%
- U.S. only 100% 100% 100%
Difference between Capital Power’s lowest starting wage and local minimum wage (Alberta) $11.01 $10.44 $7.99
# of employees earning lowest starting wage (national)         
- Company-wide 3 6 3
- Canada only 2 3 2
- U.S. only 1 3 1

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