Delivering Responsibly

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People

Develop

Developing the best railroaders in the industry is a priority for us. The more our employees grow to realize their full potential and the more they understand our business and goals, the more likely they will be invested in CN’s success. Empowering employees in that way also reinforces our trust and appreciation for their knowledge and talent.

It starts with teaching our railroaders what they need to do their jobs, so they can carry out their responsibilities safely and efficiently.

Training

At CN, our people are our strength and training is critical to having a skilled and engaged workforce. Our $55M investment in training, anchored in two new facilities in Winnipeg, MB, and Homewood, IL, is revitalizing and modernizing the way we teach, providing a consistent level of training across our network and bringing people together.

Improvements to our curricula are also ensuring greater mastery of technical skills through structured and tracked on-the-job learning. Find out more about some of our technical training programs here.

We also have training for our managers to help them continuously improve their leadership skills and management techniques. Our LEAD and LINK programs are two examples:

Knowledge transfer

With so much subject matter expertise in our company, knowledge transfer is critical for business continuity and succession. We work to ensure that seasoned railroaders are passionate about sharing their knowledge with the newer generations and proud of the legacy they are leaving.

Keeping score builds bridges - not walls

Our Employee Performance Scorecard (EPS) is a tool to align employee performance objectives with our business plan. This helps recognize individual contributions and shows employees the impact of their actions and decisions on the overall game plan. EPS also supports our people’s career advancement by setting objectives and development plans and then tracking their progress through meaningful discussions.

Since 2006, EPS also includes unionized employees, a first for Class 1 railroads in North America.

Ultimately, the EPS process builds more meaningful connections and engagement between employees, supervisors and the business.