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Michener Award and Fellowships: Last call for entries and applications

January 26, 2016

The Michener Awards Foundation is reminding news organizations and journalists that the deadline is less than a month away for entries and applications for the annual Michener Award and two fellowships. Russell Mills, the foundation president, uged news organizations whose journalism has achieved results for the public good this year to enter the competition and also urged qualifying journalists to apply for two Michener-Deacon Fellowships, one for investigative reporting, the other for education. Both offer $30,000 and $5,000 in expenses. The deadline for both the Award entries and Fellowship applications is February 19, 2016. Since the Award was establishd in 1970 by the late Right Honourable Roland Michener it has become Canada's most coveted honour for public service journalism. Judges are required to take into account the resources available to the news organization to produce the reportage. As a result organizations large and small, including weeklies and periodicals, have won awards and citations.



Survey finds mentors are recommended but few workers have them

January 14, 2016

For those whose New Year's resolutions have already fallen by the wayside, here's an idea to help you get back on track: Find a mentor. In an Accountemps survey, 80% of chief financial officers (CFOs) said having a mentor is important for career development, yet only 13% of workers have one. Only 12% of male and 14% of female professionals surveyed said they have a mentor. Among the greatest benefits of having a mentor, according to CFOs, is learning firsthand from someone in a role to which you aspire.



Congratulations to the nonprofits included on this year's list of Top Employers for Young People

January 12, 2016

First published in 2002, Canada's Top Employers for Young People is an editorial competition organized by the Canada's Top 100 Employers project. This special designation recognizes the employers that offer the nation's best workplaces and programs for young people just starting their careers. The employers on this list are Canada's leaders in attracting and retaining younger employees to their organizations. Each of this year's winners was evaluated by the editors in terms of the programs they have to attract and retain younger workers. These include benefits such as tuition assistance and the availability of co-op or work-study programs. The editors also examined each employer's mentorship and training programs, including benefits such as bonuses paid when employees complete certain courses or professional designations. They also reviewed each employer's career management programs, looking for initiatives that can assist younger workers advance faster in the organization. Lastly, the editors considered the average age of employees at each employer to better understand the composition and profile of their workforce.

CharityVillage would like to congratulate the nonprofits and charities who were included on this year's list!



Social media mistakes that could cost you the job

January 5, 2016

The advice "If you don't have anything nice to say, don't say anything at all" holds especially true in today's digital age, suggests new research from staffing firm OfficeTeam. When asked about the most common social media mistakes that take job seekers out of the running for a position, 62% of human resources (HR) managers cited writing negative or inappropriate comments as the prevailing digital blunder. Other complaints included not posting regularly or having incomplete, dated or no social media profiles (19%) and posting or being tagged in inappropriate or risqué photos (18%).



Survey suggests a majority of professionals striking work-life balance

December 16, 2015

When it comes to work-life balance, new research suggests the scales are tipping in employees' favour. In a Robert Half Management Resources survey, 65% of workers characterized their work-life balance as good or very good. Nearly two in five respondents (36%) reported they have greater balance than three years ago. Balance has also reached the C-suite. In a separate survey, 80% of chief financial officers (CFOs) rated their work-life balance as good or very good. While generally positive, the findings show room for improvement. Almost two in five of all workers (35%) and 19% of CFOs specifically consider their work-life balance fair or poor. In the survey of workers, 22% of respondents said they have less balance now compared to three years ago.



Canadian employers' investments in employee learning and development on the rise

December 10, 2015

Canadian organizations' spending on learning and development has been on an upward trend since the end of 2010. According to The Conference Board of Canada's latest Learning and Development Outlook, Canadian employers spent an average of $800 per employee on staff training in 2014-15, up from $705 in 2012-13, and $688 in 2010. The average number of hours employees spend on learning is also on the rise, increasing from 25 hours in 2010 to 31 in 2014-15. Approximately 50 per cent of the Canadian organizations surveyed iidentified learning as a top organizational priority.



New study reveals workers' plans for the final week of the year

December 3, 2015

Is it possible for employees to spend the last days of 2015 in a state of carefree holiday bliss? Not necessarily, according to new research by staffing firm Robert Half. Forty-nine percent of workers surveyed will work at least part of the week of December 28 and plan to make good use of the time, with 78% expecting to be productive. For staff taking time off, including those whose companies close for the week, 45% plan to check in with the office.



No sitting down on the job: New report shows how workplaces can promote healthy active living

December 1, 2015

Busy schedules, looming deadlines - the demands of today's workplace can make it challenging for employees to prioritize a healthy, active lifestyle, but it doesn't have to be that way. A new report, Moving Ahead: Workplace Interventions to Reduce Physical Inactivity and Sedentary Behaviour, produced by The Conference Board of Canada's Canadian Alliance for Sustainable Health Care and issued with ParticipACTION, provides a model for how Canadian employers can help employees change their behaviour about physical activity. The Moving Ahead: Workplace Interventions to Reduce Physical Inactivity and Sedentary Behaviour report identifies two broad types of initiatives that employers can implement in their workplaces to effect change:

  1. Initiatives intended for the entire employee population such as awareness campaigns, education programs, and instructor-led activity sessions.
  2. Initiatives targeting the particular needs of specific, high-risk employees like health coaching or counselling and targeted activity sessions led by an instructor.

The report also highlights several organizations that have successfully put these types of initiatives into practice.



CharityVillage announces new contest celebrating the people of the nonprofit sector

November 27, 2015

At AFP Congress in Toronto this week, CharityVillage was proud to launch a new social media campaign that celebrates the people working and volunteering in Canada's nonprofit sector. To showcase these amazing people, we encouraged attendees of the event to snap a photo of themselves and post on Twitter or Instagram with the hashtag #IamNonprofit. The entries came rolling in and we're pleased to announce four winners who will each receive a $50 CanadaHelps gift certificate, which they can use to make a donation to their favourite charity. The winners are:

  • Shannon Williams
  • Deanna Codner
  • Tatiana Slobodcicov
  • Shonnie Benaroch

We're also excited to announce that, starting December 1, we'll be opening this contest to nonprofit professionals and volunteers across Canada! Photos can be of yourself or a colleague at your desks, selfies of you working out in the field, a portrait of your brand new employee or volunteer on their first day, or an action shot of you volunteering in your community - whatever you think best celebrates the incredible work that you and your staff and volunteers do every day. Use your imagination, get creative and don't forget to post on social media with the hashtag #IamNonprofit. We'll choose one lucky person who posts in December to win another $50 CanadaHelps gift certificate. We can't wait to see all of your smiling faces!



New report explores concept of "decent work" in the nonprofit sector

November 25, 2015

ChangeWork is a collaborative project being carried out by ONN, Toronto Neighbourhood Centres (TNC), and Mowat NFP, with the support of the Atkinson Foundation’s Decent Work fund. Its goal is to generate a broad discussion about how our sector can promote decent work practices in our workplaces, our communities, our sector, and our society. As part of the first phase of the ChangeWork project, a new report has been released that highlights the choices that people can make about how they collectively structure their organizations, community networks and policy systems. There are choices that any organization or government can make to improve working conditions for employees. It is up to the nonprofit sector to decide how it can best champion these efforts. This new report is meant to engage nonprofit boards, executive directors, staff and funders in discussion about the value of decent work for the sector and how nonprofits can lead the decent work movement, both within the sector and in society at large.



Canadian workplaces stepping up to protect employees who are victims of domestic violence

November 25, 2015

The Conference Board of Canada has released a new report about the impact of domestic violence on Canada's workplaces and how employers can support employees who are victims of abuse at home. Traditionally considered a personal or family situation, Canadian organizations are now seeing an increasing impact of domestic violence issues on their workplaces, such as higher absenteeism rates, productivity losses and, in some cases, safety concerns for both the victim and co-workers. Based on a survey of members of the Conference Board's Leadership and Human Resources Research executive networks, the report finds that 71% of employers reported experiencing a situation where it was necessary to protect a victim of domestic abuse. Given these situations, it is not surprising that 63% of employers reported having implemented a domestic violence policy that is either stand-alone or a subset of a broader workplace policy. The report, Domestic Violence and the Role of the Employer, identifies the important role organizations can play to support their employees in this time of crisis.



New HRPA Human Resources Awards celebrate achievements of designated HR professionals

November 23, 2015

The Human Resources Professionals Association (HRPA) and Great Place to Work are pleased to announce the 2016 HRPA Designation Excellence Awards — a new awards program that celebrates HRPA-designated HR professionals (CHRPs, CHRLs and CHREs) who have architected people-driven business strategies that add quantifiable value to their organizations. The HRPA Designation Excellence Awards recognize individual HR excellence at three HRPA designation levels:

Certified Human Resources Professional (CHRP) Designation Excellence Award recognizes outstanding work at the foundational level, including adding value to meet organizational priorities; business knowledge and partnering; and innovative thinking.

Certified Human Resources Leader (CHRL) Designation Excellence Award recognizes an individual who has excelled within the HR function and across the organization by partnering with other business functions to achieve bottom-line performance.

Certified Human Resources Executive (CHRE) Designation Excellence Award recognizes an HR executive who has demonstrated outstanding leadership including creating and implementing a people-driven strategy that quantifiably contributes to the achievement of the organization's objectives.

Nominations for the 2016 HRPA Designation Excellence Awards close on conclusion of the 2016 HRPA Annual Conference, January 22, 2016 and HRPA members will choose winners by voting for their choice of the CHRP, CHRL or CHRE professional of the year.



More than two in five employees say performance appraisal process isn't effective

November 23, 2015

The performance review is getting mixed reviews from workers, according to new research from staffing firm OfficeTeam. Although over half (65%) of human resources (HR) managers interviewed said they schedule these meetings at least annually, more than two in five (41%) employees feel the assessments do not help improve their performance. This contrasts with 95% of HR managers who believe their organization's performance appraisal process is at least somewhat effective. Thirty-nine percent of companies hold reviews at least twice a year, a 19-point jump from a similar survey in 2010.



Canadian nonprofit organizations win awards for most admired corporate culture

November 23, 2015

Covenant House Toronto has been named one of Canada’s 10 Most Admired Corporate Culture of 2015. Winners are best-in-class organizations with cultures that have helped them enhance performance. The awards are presented to 40 qualified companies across four categories annually by Waterstone Human Capital. Covenant House’s award was in the Broader Public Sector category and the co-winners include:

  • Alberta Blue Cross (Edmonton, Alberta)
  • Canada Mortgage and Housing Corporation (Ottawa, Ontario)
  • Centre for Addiction and Mental Health (Toronto, Ontario)
  • Humber College Institute of Technology and Advanced Learning (Toronto, Ontario)
  • Medavie Blue Cross (Moncton, New Brunswick)
  • Metrolinx (Toronto, Ontario)
  • Mount Sinai Hospital (Toronto, Ontario)
  • North York General Hospital (Toronto, Ontario)
  • Plan Canada (Toronto, Ontario)



Have a graduate degree in psychology? The CPA wants to hear from you in a new survey

November 16, 2015

The Canadian Psychological Association is calling on everyone across the country that has ever completed a master’s or doctoral degree in any area of psychology to complete their new survey - whether you completed your studies in Canada, completed your studies outside of Canada, and/or now work in Canada or work outside of Canada. You don’t have to be a registered psychologist; you don’t have to work in a psychology related area; you can be unemployed, retired, at home or on parental leave. As long as you have completed a graduate degree in psychology, you are eligible to complete the survey. The survey will take approximately 10 to 15 minutes to complete, and all responses will be kept confidential and anonymous. As a thank you for your participation, the CPA will be holding multiple prize draws. Anyone who completes the survey by 12pm midnight (PST) November 30, 2015 will be eligible to enter their name in a draw for a $100 Air Canada gift card and a $100 Chapters gift card. On December 2, 2015, all respondents who completed the survey since it opened in April will have their name entered to win the grand prize: an iPad mini. The survey closes on December 1, 2015.



Nearly four in ten Canadian professionals volunteer time outside of work

November 12, 2015

With the holidays approaching, many people may be looking for opportunities to give back. What they may not realize is how their community service also could be helping their careers. In a Robert Half survey, nearly four in 10 (37%) Canadian professionals said they volunteer outside of work. Respondents said their philanthropic activities help them improve their sense of well-being and effectiveness at the office (58%), develop new skills (48%), expand their network (47%), and enhance their company's visibility (14%). The research also revealed demographic differences: More female (38%) than male professionals (35%) said they volunteer outside of work. Greater numbers of workers ages 55 and over (47%) reported donating their time than colleagues ages 35-54 (39%) or 18-34 (30%).



More than four out of five Canadians believe their employers are responsible for supporting their health

November 12, 2015

New findings from the 2015 Sun Life Canadian Health Index indicate that an overwhelming majority of Canadians (more than four in five) believe that employers are responsible for supporting their employees' physical and psychological health. When the results are looked at by age group, almost two out of five Gen Y respondents believe their employer has a significant responsibility for their employees' physical health (38%), as well as for their psychological health (37%), which was higher than any other age group. The 2015 survey also found that there is a clear relationship between health and employee productivity among those surveyed. More than one-third (35%) of Canadians say that their productivity at work has been negatively affected by their physical or mental health in the last six months. Gen Y respondents were most likely to report that experience: 47% said their health had negatively impacted their work productivity in the last six months, compared with 30% of Late Boomers and 26% of Early Boomers.



Nonprofits and charities included in this year's Canada's Top 100 Employers list

November 10, 2015

The 2016 winners of the Canada's Top 100 Employers competition were announced this week. The winning organizations collectively employ almost three-quarters of a million Canadians, but their influence on the nation's employment practices and working conditions extends far beyond. Now in its 16th year, the Canada's Top 100 Employers competition is an editorial project that recognizes employers with exceptional human resources programs and forward-thinking workplace policies. Mediacorp editors grade employers on eight criteria, which have remained consistent since the project began: (1) Physical 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. The editors publish detailed reasons for selection and grades for these criteria, providing transparency in the choice of winners and a catalogue of best-practices for employers and job-seekers alike.

CharityVillage would like to particularly congratulate the nonprofit organizations and charities that made this year's Top 100 Employers list. Well done!



Many employees left in the dark about growth prospects at work

October 22, 2015

A new survey shows employees want more feedback on their future from the boss. In research from Robert Half Finance & Accounting, nearly one in three (28%) professionals said their managers never discuss their career paths with them. The data also suggests professionals are hungry for this information: 41% said they would like to discuss their career paths at least quarterly; another 45% want to review their options annually.



CAMH survey shows over half of workers with depression do not recognize need for treatment

October 7, 2015

More than half of workers who reported symptoms of depression did not perceive a need for treatment, according to a study from the Centre for Addiction and Mental Health (CAMH) in Toronto. The study investigated barriers to mental health care experienced by workers and the resulting impact on productivity. Nearly 40% of participants were experiencing significant depressive symptoms and, of that group, 52.8% did not recognize a need to seek help.

As part of the study, researchers also developed a model to help employers identify key barriers to treatment. Strategies could be targeted to these barriers to increase the use of mental health services among workers with symptoms of depression. Researchers calculated that by removing the barrier caused by the unrecognized need for treatment, there would be a 33% decrease in work productivity loss. In addition to treatment need, researchers also assessed attitudinal and structural barriers to accessing mental health services. Attitudinal barriers include stigma of mental illness and belief that treatment is ineffective. Structural barriers include financial limitations and difficulty accessing appropriate mental health care. When all three types of barriers were removed, researchers found that loss of work productivity would be reduced by nearly 50%.



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