Across Emera, we work hard to attract top-quality talent, and then give people the tools they need to achieve greater success. We offer many opportunities for our people to grow in their careers by taking on new roles in different parts of the business. And as our business grows, we are also increasing opportunities for team members to collaborate with and learn from co-workers in other parts of the business. Our collaborative approach makes our business stronger and also delivers better results for customers.
Learning & Development
Today, leadership development is more critical than ever as our organization grows and our environment becomes increasingly complex. Leaders determine strategy but, more than that, they engage and align the rest of the organization to execute on strategy. Emera’s Leadership Development Program combines programs, training and experience to fit the developing leader’s current role.
Emera’s Leadership Development Framework involves leadership assessment, performance review process, leadership development planning, and succession planning. This can also include a formal 360 feedback process, professional coaching, and mentoring.
Emera’s focus on developing a high-performance culture also involves continuously evolving our approach to learning and development. Emera’s Learning & Development Strategy is critical to delivering enhanced organizational capacity. In addition to providing leaders with opportunities to work across the organization in a variety of different roles and on stretch assignments, in 2016, Emera created a more systematic approach to training. This involves aligning leadership and future qualifications to corporate strategy, and includes various learning programs such as managing for performance, project management, and leading change and transformation.
Best co-op employer
In 2016, the Halifax Partnership Game Changers initiative recognized Emera as the best large-business co-op employer in Halifax. The Game Changer Action Plan is keeping young talent in Nova Scotia. Each year, 1,300 more youth leave Nova Scotia than arrive. Retaining those young people in the province over the course of their lifetime could provide $1.2 billion in after-tax income and $46.4 million in tax revenue to Nova Scotia. Emera is proud to do its part, not only to benefit our wider community, but also because we see great value in fostering the energy leaders of tomorrow.
Continuous learning
When Emera crews descended on Grand Bahama Island to help restore power after Hurricane Matthew in 2016, team members had a unique opportunity to learn from each other in a high-stakes scenario.
Trainers from Grand Bahama have since visited Tampa Electric’s Skills Training Center in Tampa. Training is an ongoing focus across Emera, whether team members are stepping up as volunteers for business emergency response teams or participating in intensive sessions to hone their skills on new customer service software. Tampa Electric’s renowned Power Pros line worker training program, for example, continues to benefit utilities in the U.S., Caribbean and Latin America.
Emera: A Forbes best employer in Canada
Emera is proud to be on the list of Canada’s Best Employers as named by Forbes magazine, placing in the top 10 for utilities in 2017. We work hard to offer our team members competitive rewards and rewarding careers – and we’re proud to be recognized in this way.
TECO Young Professionals
TECO’s Young Professionals group includes about 200 team members aged 40 or younger working in Tampa Electric or Peoples Gas. More than just building the framework for leadership in the years to come, the group’s members are doing their part in a company that donated more than 20,000 volunteer hours in 2015 to help people in need and enhance the environment. From restoring natural habitats to helping the families of hospitalized children at Ronald McDonald House, the Young Professionals’ drive points toward a bright future.
