The Babcock & Wilcox Company (B&W) is a U.S.-based company that provides design, engineering, manufacturing, construction and facilities management services to nuclear, renewable, fossil power, industrial and government customers worldwide. B&W's boilers supply more than 300,000 megawatts of installed capacity in over 90 countries around the world.[1]
During World War II, over half of the American US Navy fleet was powered by Babcock & Wilcox boilers.[2] The company has its headquarters in Charlotte, North Carolina with operations in Lynchburg, Virginia; Barberton, Ohio; West Point, Mississippi; Mount Vernon, Indiana; Oak Ridge, Tennessee; Euclid, Ohio; and, in Canada, Cambridge, Ontario.
The Babcock & Wilcox Company strives to provide a safe work environment and promote work/life balance each and every day. Our comprehensive benefits program is designed to help take care of the physical, mental and financial health of our most valued assets: our employees.
Benefits for full-time salaried employees include:
flexible health benefits including options for medical, dental, vision, personal accident and life insurance
health and wellness programs
competitive compensation
Salaried Employee Incentive program
Thrift Plan/401(k)
tuition reimbursement
compressed workweek schedule, with every other Friday off
paid holidays
two to four weeks' vacation
flex-time
training opportunities
career development programs
defined contribution plan for retirement
employee referral program through which you can earn a bonus for referring a new hire
an Employee Assistance Program for confidential counseling
service awards to recognize years of loyal employment
spot recognition program through which supervisors reward employees for above-and-beyond contributions
employee recreational and social activities including parties, picnics and more!
HIGHLIGHTS OF FINDINGS
�� During 2006, 87% of employers experienced
challenges in attracting employees, and 66%
had employee retention challenges. Half of
the employers had an increase in employee
turnover in 2006.
�� The degree of difficulty in attracting and
retaining employees varies considerably by
functional area and management level.
�� Alberta and BC organizations experienced
more challenge than other employers.
�� The most effective attraction strategy was
offering competitive base salaries, and the
top reason for employee turnover was
dissatisfaction with cash compensation.
�� Although 91% of employers are taking
initiatives to ensure compensation and
benefits programs are competitive, about twothirds
of employers are (or will be)
coaching/developing managers and
encouraging/enabling a work/life balance.
�� Two-thirds of employers expect to have
challenges in attracting employees in the next
few years, while one-half of employers expect
retention challenges. A majority of employers
expect to meet these challenges in 2007.
Many Canadian employers are experiencing difficulty
in attracting and retaining employees. In order to
assess the degree of difficulty being experienced and
to identify the initiatives being taken by employers,
Western Compensation & Benefits Consultants
(WCBC) conducted an e-pulse online survey in
January 2007.
EMPLOYER PROFILE
A total of 446 organizations from across Canada
participated in the survey. The average survey
organization has $850 million annual revenues and
1,100 full-time employees. Seventy-five percent of the
organizations are from the private sector (54%
privately-owned and 21% publicly-traded) while 12%
are from the public sector and 13% are not-for-profit
organizations.
ATTRACTION OF EMPLOYEES
The majority of Canadian employers are concerned with their ability to attract employees. As the graph
below shows, 82% of organizations are concerned or extremely concerned with their ability to attract
employees. Only 3% of the organizations surveyed are not concerned.
Level of Concern in Attracting Employees
Somewhat Concerned
15%
Not Concerned
3%
Extremely Concerned
35%
Concerned
47%
Public sector organizations have the highest level of concern. Nine out of 10 (88%) are concerned or
extremely concerned with their ability to attract employees, while the remaining 12% are somewhat
concerned.
The not-for-profit sector ranked lowest in their concern for attracting new employees. However, seven out
of ten (71%) not-for-profits are concerned or extremely concerned about attraction.
During 2006, 87% of the organizations from across Canada experienced challenges in attracting
employees. The most difficulty (93%) was experienced by employers with over 1,000 employees, but this
number only decreases to 83% in organizations with less than 100 employees.
While organizations across Canada are struggling with recruiting employees, employers in Alberta and
British Columbia were confronted with the most extreme challenges.
During World War II, over half of the American US Navy fleet was powered by Babcock & Wilcox boilers.[2] The company has its headquarters in Charlotte, North Carolina with operations in Lynchburg, Virginia; Barberton, Ohio; West Point, Mississippi; Mount Vernon, Indiana; Oak Ridge, Tennessee; Euclid, Ohio; and, in Canada, Cambridge, Ontario.
The Babcock & Wilcox Company strives to provide a safe work environment and promote work/life balance each and every day. Our comprehensive benefits program is designed to help take care of the physical, mental and financial health of our most valued assets: our employees.
Benefits for full-time salaried employees include:
flexible health benefits including options for medical, dental, vision, personal accident and life insurance
health and wellness programs
competitive compensation
Salaried Employee Incentive program
Thrift Plan/401(k)
tuition reimbursement
compressed workweek schedule, with every other Friday off
paid holidays
two to four weeks' vacation
flex-time
training opportunities
career development programs
defined contribution plan for retirement
employee referral program through which you can earn a bonus for referring a new hire
an Employee Assistance Program for confidential counseling
service awards to recognize years of loyal employment
spot recognition program through which supervisors reward employees for above-and-beyond contributions
employee recreational and social activities including parties, picnics and more!
HIGHLIGHTS OF FINDINGS
�� During 2006, 87% of employers experienced
challenges in attracting employees, and 66%
had employee retention challenges. Half of
the employers had an increase in employee
turnover in 2006.
�� The degree of difficulty in attracting and
retaining employees varies considerably by
functional area and management level.
�� Alberta and BC organizations experienced
more challenge than other employers.
�� The most effective attraction strategy was
offering competitive base salaries, and the
top reason for employee turnover was
dissatisfaction with cash compensation.
�� Although 91% of employers are taking
initiatives to ensure compensation and
benefits programs are competitive, about twothirds
of employers are (or will be)
coaching/developing managers and
encouraging/enabling a work/life balance.
�� Two-thirds of employers expect to have
challenges in attracting employees in the next
few years, while one-half of employers expect
retention challenges. A majority of employers
expect to meet these challenges in 2007.
Many Canadian employers are experiencing difficulty
in attracting and retaining employees. In order to
assess the degree of difficulty being experienced and
to identify the initiatives being taken by employers,
Western Compensation & Benefits Consultants
(WCBC) conducted an e-pulse online survey in
January 2007.
EMPLOYER PROFILE
A total of 446 organizations from across Canada
participated in the survey. The average survey
organization has $850 million annual revenues and
1,100 full-time employees. Seventy-five percent of the
organizations are from the private sector (54%
privately-owned and 21% publicly-traded) while 12%
are from the public sector and 13% are not-for-profit
organizations.
ATTRACTION OF EMPLOYEES
The majority of Canadian employers are concerned with their ability to attract employees. As the graph
below shows, 82% of organizations are concerned or extremely concerned with their ability to attract
employees. Only 3% of the organizations surveyed are not concerned.
Level of Concern in Attracting Employees
Somewhat Concerned
15%
Not Concerned
3%
Extremely Concerned
35%
Concerned
47%
Public sector organizations have the highest level of concern. Nine out of 10 (88%) are concerned or
extremely concerned with their ability to attract employees, while the remaining 12% are somewhat
concerned.
The not-for-profit sector ranked lowest in their concern for attracting new employees. However, seven out
of ten (71%) not-for-profits are concerned or extremely concerned about attraction.
During 2006, 87% of the organizations from across Canada experienced challenges in attracting
employees. The most difficulty (93%) was experienced by employers with over 1,000 employees, but this
number only decreases to 83% in organizations with less than 100 employees.
While organizations across Canada are struggling with recruiting employees, employers in Alberta and
British Columbia were confronted with the most extreme challenges.
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