What do you want to achieve?
FAQ
1. How does Smith Carter support its local community?
Smith Carter believes in supporting the local communities in which we practice. The firm contributes to charitable and community organizations in a variety of ways. Corporate donations are made to organizations that complement the areas of need that are priorities for the firm. Staff are also involved as individuals or corporate teams in many fundraising and third party events to provide donations of time or money to organizations like the United Way, as well as charities that don’t receive United Way funding. Many staff are also involved as volunteers or committee members in a variety of organizations.
2. How does Smith Carter evaluate the performance of its people?
Smith Carter recognizes that the performance of its people – how well they utilize the skills, knowledge and experience that they bring to their work – is fundamental to successfully meeting our strategic business objectives. We believe that people can reach a higher level of performance when they have a clear understanding of what they are required to do and how their actions contribute to the firm’s success. Our performance management process provides an opportunity for each individual to self-evaluate their past year’s performance, noting their accomplishments and any challenges they experienced as well as any concerns with their role and/or career development. The process also provides a confidential system of gathering feedback from project managers and/or colleagues/supervisors/clients that individuals have worked with to provide objectivity to the evaluation process. A formal discussion of this information takes place annually with the individual’s related professional discipline manager.
3. What is Smith Carter’s commitment to diversity?
We, as a firm, have always valued diversity in our workplace and in Canada we have formally committed to an Employment Equity Plan which will assist us in ensuring that members of the four designated groups (women, Aboriginal peoples, persons with disabilities and visible minorities) are represented in our workforce. Our corporate diversity objective which encompasses all our offices is to ensure that no person is denied employment opportunities for reasons unrelated to ability. It is important that our employees are equitably represented in all levels of the firm and treated fairly in our selection, hiring, training and promotion practices.
4. What kind of social activities happen at Smith Carter?
There are many activities throughout the year that enable individuals at Smith Carter to interact and get to know each other better. From “Happy Hours” on specific Fridays to sports events such as tennis and golf tournaments; informal ‘international’ potluck dinners to more formal social evenings sponsored by the firm – these activities help staff get to know their neighbours at work and whether it’s through a fooseball game at lunch or on the tennis court after hours, these relationships form the foundation for excellent project teams.
5. What are Smith Carter’s ‘wellness’ initiatives?
Smith Carter encourages all employees to encompass wellness into their life at work either by taking advantage of a firm subsidized health club membership or by using the in-house fitness facilities (including lockers and showers) provided on site in our Winnipeg office. Our Winnipeg office also has its own Wellness Committee whose voluntary members organize in-house pilates classes, wellness educational sessions, fruit days and homemade soup lunches for the staff. The Committee focuses on two “key areas”: Preventive and proactive action plan for employee wellness (physical fitness, mental, emotional and spiritual well being) and Cultural Well Being (the “health” of our workplace culture which is fundamental to an employee’s attitude and satisfaction at work). This Committee is committed to research, champion, coordinate and encourage employees and company executive to support programs that include social interaction, philanthropy, community initiatives and collaboration among employees.