Royal British Columbia Museum Corporation

RBCM's physical workplace is rated as above-average. The Museum complex includes the Royal BC Museum (housing the galleries and offices), the BC Archives, a warehouse and several heritage properties, including: Mungo Martin House (a traditional First Nations big house); Helmcken House (one of the oldest houses in BC still on its original site); St. Ann's Schoolhouse (one of the oldest buildings in BC); the Netherlands Centennial Carillion (a gift from BC's Dutch community in 1967); and Thunderbird Park (created in 1941 to display monumental poles, welcome figures and other First Nations carvings). All buildings, with the exception of the warehouse, are located on Victoria's inner harbour within walking distance of the ocean. The main office also features an employee lounge (with board games; industry magazines and books; staff artwork); onsite cafeteria (healthy menu options and an outdoor patio/deck); secure bicycle parking; transit subsidies; onsite trades shop and art studio; onsite IMAX theatre; shower facilities for bicycle commuters; nearby outdoor market in the summer.

RBCM's work atmosphere is rated as above-average. Employees at the Museum enjoy business casual dress; casual dress daily; can listen to music while working; employee sports teams; organized social events. The Musuem hosts a number of social events for employees, such as Christmas parties for employees' children, bocce ball tournaments, after-work socials and summer family picnics. The Museum keeps employees informed and encourages their feedback through a company newsletter; traditional suggestion box; email suggestion box.

RBCM's financial benefits are rated as very good. To keep salaries competitive the company participates in outside salary surveys every 6 months. Individual salaries are reviewed every 12 months. The Museum also offers defined benefit pension with employer contribution (up to 10% of salary); life & disability insurance; retirement planning assistance.

RBCM's health and family benefits are rated as above-average. The RBCM's health benefits plan is managed by Pacific Blue Cross and the BC Medical Services Plan. As part of the health plan, the employer pays 100% of the premiums. The waiting period for new employees is 180 days. Employees receive full family coverage on the health benefits plan. The health plan also includes retiree coverage up to 65 years of age. The basic plan includes routine dental; restorative dental; orthodontics; eyecare ($225 every 2 years); traditional medicine coverage; alternative medicine coverage; massage therapy; medical equipment and supplies; employee assistance (EAP) plan; travel insurance. (Non-union employee groups have a flex benefits option where excess credits can be put toward a healthcare spending account). The Museum's family-friendly benefits include: maternity top-up payments (to 85% of salary for 17 weeks); parental leave top-up for new fathers (to 75% of salary for 35 weeks); parental leave top-up for adoptive parents (to 85% of salary for 7 weeks). Additional family-friendly benefits include: compassionate top-up payment (to 100% of salary for 1 week) while caring for a family member; flexible working hours; telecommuting; 35-hour work week (with full pay); shortened work week (fewer hours with less pay); reduced summer hours program; compressed work week; earned days off (EDO) program; phased-in retirement.

RBCM's vacation and personal time-off are rated as above-average. New employees receive 3 weeks of vacation allowance after their first year. Vacation increases after 10 years on the job. Long-serving employees receive a maximum of 7 weeks of vacation each year. Employees can schedule 15 personal days off each year, as needed. Employees receive 120 paid sick days every year.

RBCM's employee engagement program is rated as average. Employees receive individual performance reviews every 6 months. Managers receive training in how to conduct effective performance reviews. The museum recognizes excellent performance through a variety of initiatives, including a formal rewards and recognition program (with redeemable points a the museum's "rewards store"), an innovation awards program (that includes an awards dinner and ceremoy) as well as informal departmental events to celebrate new exhibitions and accomplishments. RBCM sponsors its own in-house employee satisfaction survey. (Surveys are conducted every 12 months); RBCM hires an outside consultant to conduct confidential employee satisfaction and engagement surveys. (These surveys are held every 24 months).

RBCM's training and skills development program is rated as exceptional. Employees receive tuition subsidies for courses related to their position. (The employer subsidizes up to 100% of tuition). Employees may also receive tuition subsidies for courses unrelated to their current position. (The employer subsidizes up to 100% of non-related tuition). The Museum also supports employees' career development with subsidies for professional accreditations; in-house apprenticeship and skilled trades internships; in-house training programs; online training programs; formal mentoring program; career planning services.

RBCM's community involvement program is rated as very good. Beyond its important role in the BC community, the Museum supports a variety of local and international charitable initiatives. Employees take part in the selection of charitable groups assisted each year. Employees receive paid time off to volunteer with their favourite charitable organizations. Last year, employees donated over 100 hours volunteering with charitable projects. Approximately 88 charitable and community organizations were supported last year. Last year, the museum and its employees donated funds to local schools and organizations, partnered with a local dairy and transit company (providing underprivileged residents a chance to attend the museum and enjoy a healthy snack), the Santa's Anonymous program (where employees provide food and gifts to a needy family throughout the holiday season), and the unique Book Box program, in which employees raise funds to provide books to children in African countries.