2020 PEI BioAlliance HR Strategy
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PEI BioAlliance HR Strategy
2020
2 PE I BIOA L L I A NCE H R S T RAT EGY BioVectra - Small scale fermentors to produce APIs
Contents
Welcome..................................................................................................................................... 4
Achievements and Highlights 2010-2015............................................................. 5
PEI BioAlliance HR Mission........................................................................................ 6
PEI BioAlliance HR Role................................................................................................ 7
Examples of Career Opportunities........................................................................... 8
Process for Strategy Development...........................................................................10
Recruitment............................................................................................................................ 11
Retention................................................................................................................................. 20
HR Support........................................................................................................................... 22
Skills Development........................................................................................................... 24
Community Outreach.................................................................................................... 26
Conclusion............................................................................................................................. 28
Appendix A - PEI Bioscience Cluster Organizations................................. 29
Funded in whole or in part by the Appendix B - BioAlliance Companies Survey Summary....................... 30
Canada-Prince Edward Island Labour
Market Development Agreement. This
Strategy offers the bioscience community
a strong foundation to continue building a
talented workforce that will drive growth.
Thank you to all who participated in
offering feedback and ideas. We have a
strong team of leaders and talent within
the bioscience community.
4 PE I BIOA L L I A NCE H R S T RAT EGY Atlantic Veterinary College Welcome Our HR Strategy sets the direction to build 1400 employees, and our 2020 target is our workforce over the next years toward projected to exceed 2000 employees. The 2020. This is the second HR Strategy in the PEI Bioscience community and its partners history of the bioscience cluster. The first have collaborated to grow strong, sustainable one was developed in 2010. This strategy organizations that are offering rewarding is built on the experience and success of careers in Prince Edward Island. They that initiative and on the growth plans are contributing to strong growth in our of the bioscience companies. The PEI economy. Together we are building a legacy bioscience cluster employment is now over of next generation prosperity.
5 PE I BIOA L L I A NCE H R S T RAT EGY
Achievements and Highlights 2010-2015
• We have 43 companies within the • Website traffic to the PEI BioAlliance Job PEI BIOCLUSTER EMPLOYMENT GROW TH
bioscience cluster. Postings page has grown by 1700% over
the past five years for a total of 81,000 1600
• Between 2012 and 2015, 43% of jobs total page views, 25,000 in past year. 1400
1410
1270
were created by emerging companies 1200
1027 1067
and 57% by the largest companies. • Recruitment success averages 95%. 1000
906
990
786
800 750 750
705
600
• Typical breakdown of job categories • 80% of recruits are coming from within 452
400
over the past years: Atlantic Canada. 200
0
- 30% scientists • Career news mailing list and social media 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015
- 20% quality control/assurance audience is 3000 with a current annual Private Sector Companies Public Sector Organizations
- 40% production growth rate of 25%. This includes job
- 10% business administration seekers, professionals with extensive
contacts in bioscience and referral
• Average biocluster employee retention organizations who represent job seeker
rate of 94% audiences.
6 PE I BIOA L L I A NCE H R S T RAT EGY
PEI BioAlliance HR Mission
The Prince Edward Island BioAlliance is a • We will build strong HR working groups
collaborative and welcoming community that share best practices and tackle
that supports rewarding career paths and common challenges.
professional excellence to build successful
bioscience companies: • We will reach out to the larger community
to attract well-matched, strong candidates
• We will be responsive to the challenges that will thrive within the PEI bioscience
of individual bioscience companies and community.
find ways to successfully support their
recruitment, retention and HR needs. • We will strive to pass on a strong and
vibrant bioscience community to the next
• We will have an open-door approach generation to build prosperity in PEI
for those seeking careers and help them which is based on our Island values of
access job opportunities, mentoring and perseverance, respect and cooperation.
networking opportunities within the
community.
• We will seek to establish HR best practices
that support the growth of a sustainable
and growing bioscience community.
7 PE I BIOA L L I A NCE H R S T RAT EGY
PEI BioAlliance HR Role Networking at
Atlantic Veterinary College
One of the roles of the PEI BioAlliance is • Work with universities/colleges and
to coordinate activities outlined in the HR community organizations to highlight
Strategy. The first HR strategy was developed bioscience opportunities for new graduates
in 2010. Since that time, the PEI BioAlliance
has collaborated with bioscience companies • Consult with companies and participate
and academic and training institutions to in HR working groups to strengthen HR
promote job opportunities, build HR best best practices and address challenges and
practices, support skills development and opportunities
generate public awareness of bioscience career
paths. Activities include: • Collaborate to raise the profile of the
PEI BioAlliance cluster nationally and
• Expand job seeker networks to attract internationally to attract strong talent to
well-qualified talent to the PEI bioscience PEI which will drive innovation, population
community numbers and long-term economic growth
• Promote career opportunities through • Conduct quarterly surveys to measure
PEI BioAlliance website, e-news and recruitment success and identify upcoming
social media recruitment needs
• Meet with job seekers who wish to access
opportunities in the bioscience community
8 PE I BIOA L L I A NCE H R S T RAT EGY
Examples of Career Opportunities
The following are some examples of PRODUCTION Operations Manager
careers within the bioscience community: Business Development Manager/Representative
Process Engineer Human Resources Manager
SCIENTIST/RESEARCH /LAB Process Development Payroll & Benefits Administrator
Production Manager
Post Doc, Senior Scientist Engineering Technician
Research Scientist Chemical Process Operator PEI BIOSCIENCE CLUSTER: VALUE PROPOSITION
Scientist R&D Fermentation Technician The talent pipeline
Analytical Research Chemist Production Technician Percentage of total university and college enrolments in
physical, life sciences and related technologies programs (2012)
Laboratory Technician Production Team Lead
Research Technician Facility Maintenance Technician 9.8%
Facility Manager
QUALITY ASSURANCE /QUALITY CONTROL
SENIOR MANAGEMENT/ 5.1%
Quality Assurance Specialist BUSINESS ADMINISTRATION
Validation Manager
QA Associate, Validation CEO/General Manager
Quality Control Team Lead Vice President – Marketing/Finance/ All Canadian universities Prince Edward Island
Regulatory Affairs Associate Operations and colleges
Marketing Manager Source: Statistics Canada CANSIM Table 477-0029.
9 PE I BIOA L L I A NCE H R S T RAT EGY
Assistant Hatchery Manager Jon Veinot
displaying AquaBounty’s AquAdvantage
Salmon that attain market size in half
the time of conventional salmon
10 PE I BIOA L L I A NCE H R S T RAT EGY
Maritime Natural Products
Conference Delegates at UPEI
Process for Strategy Development
A survey was sent to all biocluster companies to gather feedback on key priorities for this
HR Strategy. The results are documented in Appendix B. As a follow up to the survey, the
Manager, HR Strategy visited companies to discuss their specific HR needs and to tour
their operations. A short survey was also sent to public organizations within our cluster
that are active employers. The following strategy reflects the priorities defined by the
bioscience cluster organizations to support growth over the next five years.11 PE I BIOA L L I A NCE H R S T RAT EGY
Recruitment ATTRACT AND BUILD A SUSTAINABLE FLOW OF SKILLED TALENT TO SUPPORT BIOSCIENCE COMPANY GROWTH
EXPAND NETWORKS TO MAXIMIZE • Collaborate with community organizations • Create a list of online job sites that have
ACCESS TO SKILLED TALENT who assist job seekers to find employment worked well for our cluster
• Expand networks to targeted audiences that • Create a list of universities and colleges • Encourage recruitment companies to
reflect upcoming demand for specialized where companies have successfully recruited network within our community and set up
skills and invite them to join the PEI graduates, including a list of their annual meetings with bioscience companies
BioAlliance Career News mailing list, career fairs and key contacts
connect with us on social media and attend • Collaborate with BioTalent Canada to
our networking events • Ensure there is good participation at key maximize the benefit of their national job
university/college career fairs where we can board
• Promote career opportunities through our raise our profile as a strong community of
website, e-news and social media to attract a employers • Continue to conduct HR quarterly surveys
large following of well-matched job seekers to measure recruitment success and be
and professionals with excellent networks of • Encourage companies to build strong proactive on challenges and opportunities
high-quality talent professional networks to support their
specialized recruitment needs and identify • Share findings of HR quarterly survey with
• Promote a welcoming “open-door” job boards within their industries cluster companies and public organizations,
approach to meet with job seekers interested HR working groups and stakeholders
in bioscience careers • Update the PEI BioAlliance Job Posting
page to give it a stronger image, as it is the
• Promote best practices for accessing highest traffic page on our website with
employment in the bioscience community 81,000 page views over past five years12 PE I BIOA L L I A NCE H R S T RAT EGY
RAISE AWARENESS OF BIOSCIENCE • Develop a recruitment welcome page • Ensure employment news media are aware
COMPANIES TO ATTRACT TALENT template that companies can incorporate of actively recruiting companies, so they
on their websites which will make a strong, can include stories on their upcoming
• Profile headline company news but also consistent impression with job seekers. career opportunities
smaller, interesting news items that highlight This template would include a list of job
activity and growth in the community categories, education/skills required, work • Encourage companies to apply to top
culture, overview of employee benefits, employer lists to attract strong candidates
• Highlight company leadership to promote email address for resumes, and, if available,
plans for growth the link to their online recruiting site • Encourage companies to set up automatic
featuring current job postings. thank-you email replies to confirm with
• Host HR-focused bionetworking events candidates they have received their resume/
where companies can present their latest • Update companies’ page on the PEI applications. This becomes increasingly
business development news, highlight BioAlliance website with links to their important as we build strong candidate
their work culture and promote home page and HR welcome page networks. We want to make a good
recruitment needs impression and encourage candidates to
reapply for future positions.
• Assist companies in building their social
media strategies to highlight good news
stories, participation at conferences/events “I wanted some coaching on how best to approach the bioscience community
and attract audiences interested in career
opportunities and make the best impression. I met with the PEI BioAlliance to discuss my
• Create a directory of companies’ social resume and the companies that I researched. It put me on track and I followed
media pages, so the entire community can
the best practices they suggested...they work!” SOMRU BIOSCIENCE EMPLOYEE
share good news/updates and together build
a strong social media presence for the PEI
bioscience cluster13 PE I BIOA L L I A NCE H R S T RAT EGY “The PEI BioAlliance hosts regular HR-focused bionetworking events where companies can present their latest developments. It was an opportunity for us to highlight our company and promote upcoming recruitment opportunities.” ELANCO
14 PE I BIOA L L I A NCE H R S T RAT EGY
ATTRACT AND RETAIN TOP TALENT TO • Tap into existing community groups a competitive employee package. If they are
WORK IN THE PEI BIOSCIENCE COMMUNITY that organize programs and activities not able to offer competitive salaries, help
for newcomers and find ways we can them strategize ways to offer other valuable
• Promote PEI as a place to enjoy a rewarding collaborate with them to make new families non-monetary benefits that would be
career in bioscience and still have valuable to PEI feel at home appealing to employees.
time to enjoy a great family life, a good
standard of living and a healthy work/life • Feature links on our website of community • Highlight programs supporting recruitment
balance resources and activities which would be to enhance opportunities for companies to
valuable to newcomers working in the PEI offer competitive salaries
• Highlight our strong bioscience community bioscience community
culture that welcomes employees and their • Promote our conferences and bionetworking
families • Promote the total package of advantages events that attract high-level international
of working in bioscience in PEI to new industry leaders to PEI, so employees can
• Build a strong network and support system graduates. Highlight emerging/high-growth see that the PEI bioscience cluster is truly
to make employees new to PEI feel welcome companies, professional development connected to the world. Emphasize the
in our community and career advancement opportunities, message that great things are happening
competitive compensation and benefit here in the bioscience community.
• In cooperation with the HR working plans, reasonable cost of living and good
groups, create ways for spouses/partners communities to raise a family. • Collaborate with government partners
of employees to connect with each other involved in population attraction activities
and community resources, identify specific • Encourage companies to access the latest to tap into best practices and resources.
challenges we could assist with, and invite national compensation and benefits data Make sure our communications are well
them to send us their resumes which we can offered by BioTalent Canada, so local aligned with their established brand.
circulate among our networks companies can feel assured they are offering15 PE I BIOA L L I A NCE H R S T RAT EGY “I graduated from UPEI with a B.Sc. and found work within a month of graduation. I feel that I have the best of both worlds. I can still manage my horse farm and build a rewarding career. My family moved here from New England in 2009 and I am so happy that I can stay. I love PEI.” BIOVECTRA EMPLOYEE
16 PE I BIOA L L I A NCE H R S T RAT EGY
BUILD COLLABORATIONS WITH • Encourage opportunities where students
SECONDARY AND POST-SECONDARY can benefit from industry experience
INSTITUTIONS TO SECURE A STRONG e.g. co-op and OJT programs, Career
FUTURE WORKFORCE Prep Program, NSERC’s Industrial
Undergraduate Research Student Award
• Increase connections among secondary,
post-secondary and bioscience companies • Promote student-rate registrations to
to promote career paths and build a strong BioAlliance conferences and encourage
future workforce in bioscience students to participate as a way to build
their networks and industry knowledge
• Welcome university and college career office
professionals to take part in our bioscience • Find ways to collaborate with post-
community, join our mailing lists and secondary marketing students on special
attend our networking events projects/assignments where they could • Create opportunities for mentorship
help raise the awareness of the bioscience between bioscience companies and students
• Work with Holland College and UPEI companies and business careers in
to promote the Bachelor of Science in bioscience • Capitalize on programs that bring together
Biotechnology and two-year diploma research students and bioscience companies
program to high school students • Feature stories of graduates who found through programs like those offered by
opportunities in the PEI bioscience cluster NSERC and Springboard Atlantic
• Invite students to join our community and where they can share how they built their
encourage them to network with potential careers
future employers at BioAlliance events17 PE I BIOA L L I A NCE H R S T RAT EGY
“Holland College and the PEI BioAlliance,
along with the PEI bioscience companies,
have a strong working relationship through
the Advisory Committee and OJT Program.”
MICHAEL GIBSON, PH.D., LEARNING MANAGER, HOLLAND COLLEGE
BIOSCIENCE TECHNOLOGY PROGRAM18 PE I BIOA L L I A NCE H R S T RAT EGY
REDUCE BARRIERS TO RECRUITING • Build collective knowledge to help
SPECIALIZED INTERNATIONAL CANDIDATES companies streamline the process as much
as possible, so the employees can begin
• Host information sessions on hiring work with companies sooner
international workers and challenges e.g.
the new requirement for work permit
holders to apply for permanent residency as
part of the work permit renewal process
“PEI Association for Newcomers to
• Identify key local resources that can assist
companies in hiring international workers Canada’s Employment Assistance
Service (EAS) has clients that are
• Invite bioscience companies to share best
practices on hiring international workers highly qualified in scientific areas. EAS
• Connect with key government contacts
collaborates with the PEI BioAlliance
that can offer us the latest updates/changes to ensure that newcomers are aware of
e.g. Express Entry Program and offer
timely advice on challenges companies the growing prospects for employment
are experiencing in hiring international with bioscience companies on PEI.”
candidates
PEI ASSOCIATION FOR NEWCOMERS TO CANADA
CATC employee Tiago Hori
• Seek advice on how to assess international
becoming a Canadian Citizen, joined
credentials so qualified newcomers to by his wife Kim Johnstone from
Canada can access opportunities Synapse and their daughter Gabriela19 PE I BIOA L L I A NCE H R S T RAT EGY MAXIMIZE ENGAGEMENT IN PROGRAMS SUPPORTING RECRUITMENT • Host regular information sessions where funders can discuss their programs supporting recruitment and receive feedback from employers • Promote programs supporting recruitment HR BioNetworking as a way to offset the challenges of accessing Event at UPEI capital to finance recruitment and striving to offer a competitive salary. Highlight and regularly promote our user-friendly chart that links to all programs that support recruitment. • Address the program gap that NSERC and MITACs have left in PEI with the loss of programs that supported recruitment of post-doctoral candidates
20 PE I BIOA L L I A NCE H R S T RAT EGY
Retention BUILD A STRONG WORKFORCE THAT WILL DRIVE BUSINESS GROWTH AND ENJOY PROFESSIONALLY REWARDING CAREERS
• Build strategies to support retention • Promote compensation and benefits
for emerging companies that are hiring data provided by BioTalent Canada, so
candidates integral to their early growth companies can stay informed of competitive
and for high-growth companies that are salary levels and benefits packages
creating employment opportunities
• Share knowledge of good professional
• Promote workshops and conferences on development courses through HR working
employee engagement that offer ideas groups
companies could adopt
• Make sure spouses/partners of “new-to-PEI” BioNetworking Event at NRC
• In the HR working groups, invite companies employees have access to resources to build
to share employee engagement ideas rewarding careers in PEI which will support
retention of key talent
• Encourage companies to invite their
employees to join the BioAlliance mailing
list, so they can learn about networking
and social events and feel part of the larger
bioscience community21 PE I BIOA L L I A NCE H R S T RAT EGY
Clyde River, PEI
“Attending the PEI Bioscience networking events is so important to making key connections.
I attended a PEI BioAlliance networking event and had a chance connect with senior
managers of the bioscience companies. I just graduated with an M.Sc. and am happy to
say that I am now employed as a result of the contacts that I made.” UPEI GRADUATE22 PE I BIOA L L I A NCE H R S T RAT EGY
HR Support COLLABORATE TO BUILD STRONG AND CONSISTENT HR CAPACITY
• Maintain a page on the PEI BioAlliance • Research HR best practices that will offer multiple duties taking care of HR, so their
website (with printable PDF version) that guidance and inspiration for companies time is limited. This group will allow a
summarizes current HR support services as they strive for attraction and retention dialogue around individual and common
provided by the PEI BioAlliance along with excellence needs. We can tap into customized HR
HR specialist services available within the resources to build consistent HR capacity
community • Create an HR working group for the that will support recruitment, retention and
largest bioscience companies who have HR company growth.
• Develop a Human Resource Blog/News departments and specific HR experiences
page of timely features and stories as a way and needs • Offer one-to-one customized consultation
to keep recruitment, training programs and with companies new to PEI on HR
HR tools/resources top of mind • Establish a second HR working group resources and services available to them.
dedicated to smaller and mid-size emerging Introduce them to HR resources and
• Promote the HR resources offered by companies that do not typically have specialists who can help build their HR
BioTalent Canada and invite them to add in-house HR expertise. Right now the capacity.
timely items and partnership offers to our majority of companies have a CEO/PEI-
HR news page based manager or employee managing23 PE I BIOA L L I A NCE H R S T RAT EGY
“As a smaller company, it is valuable to us to tap into the PEI BioAlliance and
larger cluster community to seek advice and share ideas on HR best practices.”
AQUABOUNTY TECHNOLOGIES24 PE I BIOA L L I A NCE H R S T RAT EGY
Skills Development
BUILD A CULTURE OF PROFESSIONAL DEVELOPMENT AND TRAINING TO SUPPORT RECRUITMENT AND RETENTION AND DRIVE GROWTH
• Take advantage of the Canada-PEI Jobs • Share ideas on valuable courses, workshops • Encourage on-the-job training and
Grant initiative to support regular, cluster- or conferences through HR working groups co-op initiatives for students to prepare
wide training sessions for cGMP, Project for the workforce and open up career
Management and Leadership/Management • Identify training opportunities that will opportunities
training offset any common skills gaps for new
recruits • Through the Connecting and Advancing
• Collaborate with companies to build strong Women in the Bio-economy local chapter,
management capacity to support those • Encourage opportunities for researchers promote mentorship and professional
going through rapid growth and succession to be engaged with industry which will development
planning help bridge the gap in transitioning from
academia to business
• Identify training opportunities that support
understanding of business fundamentals25 PE I BIOA L L I A NCE H R S T RAT EGY “We are always interested in ensuring Dalhousie students and recent graduates are aware of possible employment opportunities in PEI. Many of our students attend the university from across Atlantic Canada, across the country and internationally. Not only do we receive job notifications, we are helping increase our students’ awareness of opportunities in PEI. Thank you.” SCIENCE, INFORMATION TECHNOLOGY, ENGINEERING CO-OPERATIVE EDUCATION - DALHOUSIE UNIVERSITY Clyde River, PEI
26 PE I BIOA L L I A NCE H R S T RAT EGY
Community Outreach BUILD ON CURRENT SUCCESS AND CREATE PROSPERITY FOR THE NEXT GENERATION
• Create a welcoming environment to show • Invite the community to our social media PEI BIOSCIENCE CLUSTER: IN CONTEXT
the success happening in bioscience and pages to stay current on the latest company The PEI cluster is emerging as an important player on
how developments are helping to drive the and bioscience community news the national stage
Island economy and providing good quality, Biologists and related scientists per 10,000 in the labour
stable jobs for Islanders • Coach companies to take advantage of market
social media and opportunities to speak to 19.7%
• Regularly feature profiles of employees their online communities
working in the cluster and highlight 12.7%
rewarding careers and work/life balance • Find opportunities to build national
awareness of the PEI bioscience cluster
• Take advantage of speaking opportunities
across PEI to promote the bioscience cluster • Advocate for improvement in K-12
and answer questions they may have on education Canada Prince Edward Island
accessing opportunities Source: Statistics Canada 2011 National Household Survey.
• Collaborate with employment news media
and specialized publications to regularly “The good news stories about the people and companies in the PEI bioscience
highlight company stories and professionals
cluster show what is possible, and it is good to know that our children have options if
in bioscience
they wish to work close to home.” DR. RUSS KERR, CHAIR, PEI BIOALLIANCE BOARD OF DIRECTORS27 PE I BIOA L L I A NCE H R S T RAT EGY
Natural Products
Conference at UPEI28 PE I BIOA L L I A NCE H R S T RAT EGY
Conclusion
Over the past five years, the PEI bioscience skills and experience. We encourage job We are promoting a culture of training to
cluster has averaged a 94% employee retention seekers to attend our networking events to build knowledge and skills for professional
rate. We have 43 companies and over 1400 establish contacts and access employment. We and corporate growth.
employees with a target of 2000 by 2020. promote programs that support recruitment.
Private employee numbers have tripled in the The PEI BioAlliance and its partner
past 10 years. The momentum is set. Our At least 80% of jobs are filled from Atlantic organizations recognized from the early
vision is clear. Canada with a large portion of candidates days that the quality of human resources
from Prince Edward Island. We receive within the PEI BioCluster, from business,
We have high interest in bioscience careers positive feedback from professionals moving to science, to manufacturing, to support
with 25% annual audience growth which to PEI about our well-organized approach to services, is a critical enabler of the growth
is increasingly targeted to top talent and recruitment. and development of the Cluster. This Strategy
bioscience professionals with targeted continues to build on that recognition and,
networks. Our mailing list and social media We encourage networking at PEI BioAlliance properly executed, will continue to yield
audiences are the first to hear about bioscience events. Time and time again we see where necessary results.
careers featured on our website. those job seekers who attend events have
higher success in finding employment. We
We are focused on expanding our networks. also invite community group representatives
We participate in events and career fairs. We who work with job seekers to join us as
invite job seekers to meet with us to discuss well which has led to excellent working
their career goals and to identify which collaborations with their clients wishing to
companies would be a good match for their access careers.29 A PPENDI X
Appendix A PEI BIOSCIENCE CLUSTER ORGANIZATIONS
PRIVATE COMPANIES Island Abbey Foods PUBLIC ORGANIZATIONS
Island Water Technologies
Advanced Extraction Systems MicroSintesis Agriculture & Agri-Food Canada
Affinity Immuno Murphy Laboratories BioFoodTech
Aqua Bounty Canada Nature’s Crops International Holland College & Canada’s Smartest Kitchen
ARK Bio-Medical Canada Nautilus Biosciences Canada Innovation PEI
Armentum Neurodyn National Research Council
Atlantec BioEnergy NeuroQuest Atlantic Veterinary College
Atlantech Companies OmniActive Health Technologies Canada UPEI
Avivagen Animal Health Origins Extraction
BioSpa Precise AI
BioVectra Phytocultures
Cana-Add Pure Pharmaceuticals PEI BIOCLUSTER COMPANY GROW TH
Canada’s Island Garden Potato Quality Institute 43
Center for Aquaculture Technologies Canada Regis Duffy Bioscience Fund 40
38
40
36
CNS-CRO Retrevium 35
33
Delivra RPS Biologiques 30 30
27
Diversified Metal Engineering Sekisui Diagnostics P.E.I. 25 25
Elanco Sevita International 20
GRW Laboratories Solarvest 16
15
Halibut PEI Somru Biosciences
10
Handyman Labs Timeless Veterinary Systems
HZPC Canada Virotechnologies 5
Intervivo ViTRAK Systems 0 2004 2007 2008 2009 2011 2012 2013 2014 201530 PE I BIOA L L I A NCE H R S T RAT EGY
Appendix B BIOSCIENCE COMPANIES SURVEY SUMMARY
An online survey was conducted with PEI Bioscience Cluster companies along with follow-
up tours/interviews. There were 24 company survey respondents, which represented the most
actively recruiting companies.
What HR professionals/resources do you currently have within your company?
Employee
handles
HR
&
other
duties
CEO/PEI
Based
M anager
HR
Department
One
employee
dedicated
to
HR
0 2 4 6 8 10 1231 A PPENDI X
RECRUITMENT
Q#3
Where do you typically recruit talent for the following job categories? (Choose all that apply.)
BioAlliance
W ebsite
Employee
Networks
Regional
Job
Boards
Company
Professional
Networks
Large
Job
Boards
Universities/Colleges
LinkedIn
Recruiters
PetriDish
0 5 10 15 20 25 30 35 40 45 50
Scientists QA/QC Production Business
Admin Senior
M gmt.
Other places they advertise are HRDC job bank, industry association sites and Holland College
Bioscience Program.32 PE I BIOA L L I A NCE H R S T RAT EGY
What strategies do you use to raise your company’s profile to attract good recruits and how
do you rate their effectiveness? (Choose all that apply.)
BioAlliance
Communications
Company
W ebsite
Industry
Exhibitions/Trade
Shows
Industry
Conferences
Career
Fairs
Print
PR
Recruiters
0 2 4 6 8 10 12 14 16
Low
value Moderate
Value High
Value
Other ways they raise profile are community service, employee referrals, peer reviewed
publications and technical journals.33 A PPENDI X
Q#5 What are your recruitment challenges? (Choose all that apply.) COMMENTS
• Challenges to maintain staff
• Spousal employment
Challenges
to
find
skilled
talent
• We are lucky in that we have been
successful with the staff we have hired
No
significant
challenges over the past 5-6 years. We have minimal
turnover. We had two positions in the past
PEI
location 3-4 years which were difficult to fill, but we
certainly did not go a really long time with
Capital
to
recruit
needed
talent a vacant position.
• Finding engineers with specialized
Available
programs
to
support
recruitment
knowledge is challenging.
0 1 2 3 4 5 6 7 8 9 10
• Had good luck hiring grads and bringing
them along
• As a new company, the budget for top talent
often is not there even if we could interest
them in the position. We are growing
people into the roles we need filled.
• With our rural location, the recruitment
challenges with young professions are even
further amplified (K-12 education and
health care).34 PE I BIOA L L I A NCE H R S T RAT EGY
What are your most challenging types of positions to recruit? (Choose all that apply.)
Scientists
with
specialized
knowledge
No
specific
challenges Comments included difficulty finding
subject matter experts, engineers and
Senior
M anagement
molecular biologists with fish experience.
Production
0 1 2 3 4 5 6 7 8 9 10
What post-secondary institutions do you hire graduates from? (Choose all that apply.)
Holland
College
UPEI
Other
Atlantic
Universities/Colleges
Other
Canadian
Universities/Colleges
International
universities/colleges
0 5 10 15 20 2535 A PPENDI X
When you are considering applicants from outside Canada,
are there any barriers/challenges?
COMMENTS
Not
applicable
• The biggest challenge with hiring internationally
now is where work permit holders are required to
apply for permanent residency now as part of the
work permit renewal process.
No
significant
barriers • As a start up, we had some issues meeting the
salaries dictated using the LMO process. It does not
account for additional compensation incentives.
Significant
barriers • The barriers that we have encountered are assessing
credentials. Those that we choose to interview are
usually exceptionally suited to the position/have
0 2 4 6 8 10 12
regulatory or applied research experience. Getting
them into Canada can be a trial, but there is good
support from PEI Immigration.
• The only barrier is time delay in completing visa
paperwork etc.
• Language can be a barrier. Sometimes language
level listed does not match with actual candidates.
• The time frame and work required to hire someone
from US is high.36 PE I BIOA L L I A NCE H R S T RAT EGY
What programs have you accessed to support recruitment? (Choose all that apply.)
Holland
College
OJT
Program
Skills
PEI
Graduate
M entorship
NSERC
Industrial
Undergraduate
Student
Research
Award
Skills
PEI
Employ
PEI
Program
UPEI
Co-‐op
Student
Program
BioTalent
Canada
Career
W age
Focus
Program
Skills
PEI
Career
Prep
Program
0 2 4 6 8 10 12 14 16 18
COMMENTS
• Companies also benefit from the PEI Labour Rebate Grant.
• We do not typically use the undergrad or grad student programs because it is a relatively large
investment in time for someone who might not stay.
• We like to recruit using the post-doc tools; however, the only program available to us for post
docs that does not require an academic partnership is the Innovation PEI Program.37 A PPENDI X
To the best of your knowledge, based on your strategic planning, how many employees COMMENTS
would you estimate you will be recruiting in each of the next five years? • Reasonably-priced office space to house
additional employees that is still close
Companies estimated three to five years out. It looks like we will at least maintain our rate of to the main research facility
creating 100 jobs per year and will likely exceed this projection. • Running out of places to put people
already!
#11 As you plan your recruitment over the next five years, what do you think could become a
challenge in achieving these recruitment goals? (Choose all that apply.)
Access
to
capital
Challenges
finding
specialized
skills
Management
capacity
Business
development
challenges
Delays
due
to
regulatory
process
Training
required
Don't
foresee
significant
challenges
0 2 4 6 8 10 12 14 1638 PE I BIOA L L I A NCE H R S T RAT EGY
Are there any additional comments you have about recruitment that should be considered
as we develop our new HR Strategy?
• There are a lot of funding opportunities to hire new grads and provide training, but not a lot
of help to fund high-level managers/contractors.
• Tools should be focused on companies of all sizes. Smaller companies/those with less
HR expertise have different needs from those with entire HR departments. Up-to-date
compensation information is also very valuable.
• Any information regarding funds/programs available for recruitment
RETENTION
13 What are your key retention issues?
Retention
is
not
a
problem
No
significant
retention
issues
Employee
spouse
unable
to
find
employment
Not
able
to
offer
competitive
salaries/benefits
PEI
location
Not
able
to
offer
advancement
opportunities
0 2 4 6 8 10 12 1439 A PPENDI X Have you identified barriers to employee retention from formal or informal exit interviews? • Tough winter season • Lack of major city • Young singles do not adapt well here • We have never lost an employee • Remuneration - having to compete with institutions like UPEI For your employees that have located or relocated to PEI, what are some of the advantages they see in living and working on the Island? • Most comments related to family-friendly location • Good work/life balance • Lower cost of living • Safe and strong communities, small-town feel • Friendly people • Short, easy commutes between home and work • Peaceful and relaxed lifestyle • Opportunity to work with international companies • Capacity for aquaculture expertise on Island and within region • Friendly, family-feel within small, growing companies • Lots of potential for career development • No relocations
40 PE I BIOA L L I A NCE H R S T RAT EGY
What strategies have you applied to support retention that have worked well?
Employment
engagement
activities
Competitive
compensation
&
benefits
plan
Professional
development
opportunities
Support
for
employee
spouse
to
adapt
to
community
0 2 4 6 8 10 12 14 16
Comments included “offering an interesting job in a pleasant environment”.
Are there any additional comments you have about retention that should be considered as
we develop our new HR Strategy?
• Create a way for spouses/partners and newcomers to PEI and Canada to connect with each
other to help ease the transition to their new community
• Compensation health packages for start-ups41 A PPENDI X HR SUPPORT & RESOURCES What are your most critical current/near future HR priorities? We received a broad range of responses which offers a good snapshot: • GMP knowledge • Marketing support • Retaining staff for the longer term • Hiring additional production team • Updating and completing HR policies members • Finding candidates with specified skills and • Being able to pay senior managers education competitive salaries • Managing our fast growth • Specialized skills • Continuing to develop our current team • Filling our management level positions and • Senior management completing staffing for our expansion • Finding someone to take over day-to-day • Information for both employers and administration of lab duties so Operations employees Director can focus on clients and bring in • Filling an engineering position new projects • Finding and attracting qualified staff to PEI • Capital for recruitment • Retaining employees because better paying, • Space to house future hires government program financed positions are • Establishing HR policies as we continue being offered to grow
42 PE I BIOA L L I A NCE H R S T RAT EGY
Rating of the PEI BioAlliance services to support the HR needs of companies:
Organizing
training
opportunities
BioAlliance
job
p ostings
p age
Building
national
awareness
Gathering
HR
best
practices
Promoting
companies/careers
in
media
HR
resources
on
website
Careers
p romos
on
social
media
Career
e-‐news
notification
Meeting
with
job
seekers
Linkages
to
HR
specialists/services
Outreach
to
build
job
seeker
mailing
lists
HR-‐focused
events
Tracking
HR
progress
-‐ Quarterly
Survey
0 5 10 15 20 25
High
Value Moderate
Value Low
Value Not
aware43 A PPENDI X
What items and topics would companies find valuable as we upgrade the PEI BioAlliance
website and printed HR materials?
Website
page/PDF
summarizing
PEIBA
HR
services/resources
HR
Blog
with
updates,
news,
company
stories
Career/education
options
targeted
to
students
Employee
career
path
stories
Stories
celebrating
talent
in
bioscience
community
0 2 4 6 8 10 12 14 16 18 2044 PE I BIOA L L I A NCE H R S T RAT EGY
The PEI BioAlliance has a partnership with BioTalent Canada to tap into national
resources. How valuable are these resources to you?
Promote
bio-‐economy
needs
to
Fed.
Gov.
Career
Focus
W age
Subsidy
Program
Benefits,
e.g.
partner
discounts
Labour
market
Information
Special
projects
that
address
skills
gaps
PetriDish
Job
Board
0 5 10 15 20 25
High
Value Moderate
Value Low
Value Not
aware
COMMENT
Suggest a plan that supports R&D positions in high-risk endeavours wherein revenue is not
expected to accrue from the R&D for 3-5 years.45 A PPENDI X
What types of labour market information would you find valuable?
• Current wage and compensation • Financial and staff information
information • Education news
• Information on employee benefits • Career news
• Job descriptions • Growth year over year by skill and job
• Examples of HR policies • Stock option plans
23 • Industry information relating to different • Access to info on what talent is available
companies
How valuable is the PEI HR Toolkit?
The PEI HR Toolkit is
Have
not
used
it
managed by the Greater
Charlottetown Chamber
Moderate
value of Commerce and
offers a broad range of
Low
value local HR resources and
templates.
High
value
0 2 4 6 8 10 12 1446 PE I BIOA L L I A NCE H R S T RAT EGY
What HR practices do you have in place?
Employee
health
&
safety
policies
Job
descriptions
Compensation
&
benefits
plan
Company
HR
policies
Professional
development
Engagement
activities
Performance
reviews
Formal
recruitment
Incentive
programs
0 5 10 15 20 25 30
Yes No Have
plans
to
add Looking
for
ideas/info47 A PPENDI X
SKILLS DEVELOPMENT
What are your most critical current/near future skills development priorities?
• GMP Knowledge
• Sales & Marketing
• Succession Planning
How do you currently handle training in your company? What types of training take place?
• Most comments related to some combination • We encourage employees to participate in • We offer in-house training on biosafety,
of internal and outsourced training. professional development opportunities, TDG, WHMIS, First Aid, GLP and
• Training encompasses administration, when relevant and when possible. animal ethics.
accounting, QC • When equipment is installed, the vendor • Senior scientists provide training.
• Training is accomplished via SOPs and OJT. provides training for staff. • A training program is in place for each
• Technical, soft skills, lean manufacturing • Training occurs on an as-needed basis when position.
and six sigma time permits. • We have a company training manual.
• Job specific training programs to move up • Employees self train. • Internal production and manufacturing
skills ladder • We like online training but send employees training
to specific training as required.48 PE I BIOA L L I A NCE H R S T RAT EGY
Q#28
How valuable have you found the Canada-PEI Jobs Grant as a way to offer training for employees?
Have
not
used
program
Pleased
with
program
Have
plans
to
use
program
Had
challenges
0 2 4 6 8 10 12 14 16
What types of training would you like offered to on a cluster-wide basis?
One more suggestion included
Project
management
training
Dangerous Goods Air Training.
Management/leadership
training
Re-‐offer
the
3-‐day
cGMP
training
each
year
0 2 4 6 8 10 12 14 1649 A PPENDI X
#30 What has been your experience in hiring graduates from post-secondary institutions?
Holland
College
UPEI
Other
Atlantic
Canada
universities
Other
Canadian
universities
International
universities
0 5 10 15 20 25
Very
good Satisfactory Not
satisfactory Have
not
hired
any
COMMENT
More on-the-job training is required. Students don’t learn how to take their book knowledge
and apply it to practical working experiences.50 PE I BIOA L L I A NCE H R S T RAT EGY
What else should be considered as we develop our HR Strategy? “We were looking for an engineer
with specialized experience. We
• Continue to identify funding opportunities for companies to hire experienced staff/senior
level positions communicated our need to the PEI
• Have HR resources to find answers to questions on stat holidays, handbooks, snow
BioAlliance. The very next day, a well-
policies, for example
• Information on changes in demographics matched engineer who was making
• Bridging the gap between academia and commercial applications – new staff from an
plans to move to PEI contacted the
academic base sometimes have a hard time transitioning to industry
PEI BioAlliance for assistance. The
lead was forwarded to us, and we
hired them. That’s teamwork!”
ISLAND WATER TECHNOLOGIES
Center for Aquaculture Technologies, Souris, PEI51 A PPENDI X
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