- Employment
Employment
Our goal is to attract, retain and inspire employees who demonstrate leadership, innovative thought and commitment. In addition to employee remuneration, Bell offers a competitive package of benefits and working conditions. Our human resources policies and practices aim to foster knowledge, growth and ethical conduct.
Workforce
BCE Inc. - Total
| Number of employees* | |||
|---|---|---|---|
| 2005 | 2004 | 2003 | |
| BCE Inc. | 60,001 | 61,739 | 64,054 |
*at year end |
|||
The variation over 2004 is attributable to the exclusion of CGI Group Inc. in the total employee count following BCE's decision in 2005 to sell its stake in CGI as well as a number of acquisitions such as Nexxlink Technologies Inc., Entourage and Bell Business Solutions Inc.
Bell Canada - 2005 Breakdown by type
| Regular | 92.9% |
|---|---|
| Temporary | 7.1% |
| Full-Time | 87.0% |
|---|---|
| Part-Time | 13.0% |
Bell Canada - 2005 Breakdown by area
| Region | % |
|---|---|
| Ontario | 55.3% |
| Québec | 37.8% |
| Alberta | 2.8% |
| British Columbia | 2.2% |
| Nova Scotia | 1.3% |
| Region | % |
|---|---|
| USA | 0.31% |
| New Brunswick | 0.12% |
| Newfoundland and Labrador | 0.11% |
| Manitoba | 0.08% |
| Yukon, Northwest Territories and Nunavut | 0.04% |
Average turnover
Bell Canada had a turnover rate of approximately 22%* in 2004 and 14% in 2005. The 2004 rate was substantially higher due to the departure of approximately 5,000 employees under the voluntary departure program.
* This number has been restated from 19% to reflect new system data.
Restructuring and Departure Programs
Our ongoing efforts to remain competitive entail re-organizing and streamlining the organization as business needs warrant. Bell takes all steps necessary to address change constructively and minimize any impact of downsizing on employees by means such as voluntary leaves and the Bell People First program. The Bell People First philosophy is to fill vacancies with qualified internal candidates before hiring externally, thereby supporting professional growth and development through career mobility and enabling Bell to make the most of the experience and knowledge of our own people.
More info on Bell People First Program
We helped just over 1,000 employees at risk of losing their jobs find new positions within the company and we disbursed $4.3 million to help employees acquire the skills required to be successful in their new positions.
| Bell Canada | |||
|---|---|---|---|
| 2005 | 2004 | 2003 | |
| Positions streamlined | 1,000 | 5,000 | 1,700 |
| Additional employees redeployed | 1,019 | 860 | 549 |
| Investment in re-skilling (million $) | 4.3 | 1.3 | 1.0 |
Recruitment/Selection
The Bell/BCE family has an inter-affiliate transfer policy, which helps employees move within the family while protecting pension and benefits entitlements.
In order to ensure the continual influx of up-to-date professional skills, Bell encourages the hiring of recent university and college graduates into regular full-time positions or the promotion of a non-management employee into a management position.
A separate job posting section on Bell.ca is aimed at recent graduates in order to better attract this group. In 2005 192 graduates were hired under the Nexus program.
REMUNERATION & BENEFITS
Pay
Our employees' competitive total cash compensation is composed of two categories of pay - base salary and incentive pay.
Base salary is paid to an employee every two weeks and, for non-managers, may include overtime payments and other premiums.
Incentive pay allows employees (with the exception of craft employees) to secure a stake in the company's success. Lump sum bonuses under our Achievement Incentive Plan and various sales incentive plans are contingent upon attaining business performance measures and individual performance objectives. Payouts depend on the employee's level in the organization or the terms negotiated under his/her collective agreement.
Benefits
We offer a competitive benefits package that includes a flexible benefit program, pension plan, stock plan, life insurance, disability programs, employee discount plan and miscellaneous other benefits.
Well-being
Our mission is to educate, support, and empower employees to improve and maintain their overall health and well-being through healthy lifestyle choices and to create a culture of wellness throughout Bell Canada.
A happy and healthy employee is a more productive employee. This is why we promote programs that help our people to strike a healthy balance between work and life.
