"Our drive is to create an exciting work environment, one where people will recommend us to their friends and one where we’re recognized by word of mouth as an excellent employer.”

Learning and Development

We align our Learning and Development programs with our business strategies, which include making our people & culture a competitive advantage, and being an employer of choice. Our goal is to be recognized as a top organization for developing and retaining our talent.

• We offer ongoing training throughout the organization, starting with our on-boarding program for new employees. Our senior executives participate in our iLead Leadership Development program, which is offered to managers.
• We continue to develop, pilot and offer training programs to build the skill sets that are essential for the success of our organization.
• We evaluate our courses for improvement, and in 2012 we implemented a more robust course evaluation methodology to measure the impact of training on our employees’ learning application and performance improvement.

Capital Power School of Business

Capital Power School of Business is designed to create a strong learning and development culture. Core programs and courses, such as leadership development and professional business skills, are offered. A total of 345 employees went through Capital Power School of Business training in 2012.

New courses in 2012

The following new courses were offered in 2012:

• Two Career Compass pilots to increase employee engagement by supporting and encouraging employees to set goals for their long-term career growth.
• Two sessions of Effective Business Writing (a pilot followed by the inaugural session) to help employees communicate clearly.
• Seven customized team effectiveness workshops, covering topics such as managing conflict, and effective communication.

Strong Start Orientation and on-boarding program

Our interactive Strong Start orientation and on-boarding program welcomes new employees and gives them a foot forward in their first 100 days on the job. New employees complete an online e-learning course within their first week of employment, followed by a 1½-day classroom orientation session and tour of the Genesee plant.

In 2012, 117 participants completed one of six classroom sessions that were held throughout the year, and 58 employees completed the web-based Strong Start e-learning modules.

Training to the top – iLead program

Our executive development program is designed to build a talent pipeline for senior leadership roles. Candidates are nominated by their manager, through the company’s succession planning process, and/or have identified leadership development as a learning objective in their customized individual development plan.

The custom iLead Leadership Development Program is a key business objective to establish a rich, broad, bench-strength around the theory and practice of leadership. Through distinct courses, iLead offers an interactive learning opportunity for leaders to share learning, insights, and to grow with others in a similar role. A total of 182 employees attended 13 iLead courses in 2012.

MORE: Mentorship supporting women to succeed

We had another successful year of the MORE program (Mentoring, Opportunities & Real Experience), with 32 women participating in the 2012-2013 program year. Developed by Capital Power, the MORE program emerged to inspire up-and-coming professional women in Edmonton by connecting them with some of the most successful women in the city’s business community. Capital Power joined with other companies to inspire young professionals by providing individual mentorship relationships and six interactive group sessions (an increase from five group sessions in 2011) for both mentees and mentors throughout the year.

Technical, apprenticeships and health and safety training

Technical training, apprenticeships, and health and safety training are managed and budgeted within each department or business unit based on occupational requirements.

First-hand learning

"My first experience here at Rumford was as a co-op, or internship, from Maine Maritime Academy. I did two summer co-ops here and learned a lot.

Every time I went back to school from this place, there was always something big that I’d learned. They exposed me to things that a lot of other people don’t see."

Self-development

The After Hours Personal Development Program helps employees to fund their certificates, diplomas and degrees, and individual courses. We provide up to $3,000 per year for full-time employees and $1,500 per year for part-time permanent employees.

In 2012, 57 employees took advantage of after hours learning opportunities with reimbursements totalling more than $81,000, an average of $1,430  per employee.

Bring your grade-niner to work

Grade nine can be tough. You're on top in your school, but you know you've got big challenges ahead. What better time than this for some life lessons outside the classroom? Capital Power employees certainly agreed with the idea. For participants in the “Take Your Grade Nine Student to Work” event, it’s a chance to expose kids to a positive work culture – a way to show pride in the place these parents call home five days a week. By sitting together through the same presentations and discussions throughout the day, it’s also a way to demonstrate the importance of life-long learning.

Nine moms and dads from the Edmonton office along with their grade niners visited our Clover Bar Energy Centre, learning about its state-of-the art turbine technology. The tour was hosted by the plant manager and plant operator followed by lunch with our vice president of Health, Safety and Environment, Allan Danroth. The students had a chance to talk about their own goals and ambitions in response to the colorful lessons from Allan’s career. The group also heard from Steve Owens, the senior project manager who led our recent wind farm construction projects, and Darcy Trufyn, Senior Vice President of Operations, Engineering and Construction. The students’ day wrapped-up with some time to sit alongside their parents, giving them a feel for the dynamics of an office environment.