WELCOME TO THE GRAND
We’re So Happy You’re Here
We’d like to personally welcome you to the team. It’s an exciting time for The GRAND, and as we re-open, we strive to remain as adaptable, motivated and responsive to our new employees as we are to our clients, patrons and guests.
We have the opportunity to capitalize on our past - to bring out the best of what we were - and together create the best of what is yet to come.
As a physical entity at the centre of our city, we are a natural gathering point for the artistic community. A home where they feel welcome and encouraged to share their craft. We pride ourselves on being experience-focused and forward-thinking and we’re continuously transforming the way we operate to improve our ability to innovate and promote inclusive, diverse and engaging art that sparks conversation and ideas.
We want you to know that, as part of our team, you are our most important relationship. We could not accomplish what we do every day without our staff and our goal is to nurture an environment where our team looks forward to coming to work and is proud to contribute to The Grand’s vision.
What Can You Expect From us?
You can expect us to be open to new ideas, receptive to your needs and willing to tailor your focus and duties to embrace your skills and interests. You can also expect to have a lot of fun and work in a supportive, vibrant environment.
What Do We Expect From You?
We want our team to genuinely care about providing quality service and an exceptional experience. Our expectation is for everyone to pitch in, no matter their job description, and help their team members to learn and grow.
What Will It Be Like?
We won’t lie - working at The GRAND can be tough; there is a lot to do and it’s deliberately challenging. We value learning and would see it as a failure if we provided a work environment where our staff could just coast through the day. Part of your job is to be challenged and to challenge others, with the intention of learning and growing both personally and professionally.
We are proud of where we are today and are excited about where we’re headed. We’re glad to have you on board!
ABOUT THIS HANDBOOK
This handbook offers an introduction to our organization, our values, plus the nitty-gritty of the onboarding process. It was written by people who have been where you are now. They hope this information helps you to easily transition onto our team and answer some of your (probably many!) questions.
The GRAND is growing and changing quickly, so details and policies may change over time but until then we’ve included EVERYTHING plus the kitchen sink with the hope that it’s easy to understand and will spark excitement and curiosity about your imminent journey with us. We’d rather be guilty of over-communicating than put you in a position of saying “I didn’t know!”
Please read this summary and the more robust employee handbook and come prepared with questions!
WHAT TO EXPECT
Welcome to The GRAND! This video is a good representation of how life may sometimes feel. No one ever accused us of not having a lot going on at once! It may look intimidating, but it’s also a fun ride, and we can’t wait for you to come along for the drive.
OUR VISION
THE GRAND’S VISION IS TO BE THE HOME OF CREATIVE PLACEMAKING IN CALGARY.
CREATIVE PLACEMAKING
Creative placemaking definition: “A growing field of practice that involves leveraging the power of arts and culture as a catalyst for community and urban development.” ~ Artscape
OUR MISSION
The GRAND’s mission is to be a Culture House presenting high quality and thought provoking art, creating diverse and inclusive experiences, and bringing together artists and audiences to invoke a new way of thinking, appreciating and being, which transforms the community.
OUR PILLARS
We will achieve our mission through focusing on our 5 strategic pillars:
CREATION
Committed to presenting high quality and thought provoking art from a variety of disciplines and perspectives.
EXPERIENCE
Create unique experiences and connections through the use of design and space.
ENGAGE
Inspire cultural players to engage, converse and actively participate in outreach programming and the community.
SUPPORT
Dedication to supporting artists through capacity building (mentorship, workshops, apprenticeship and residency opportunities) and contributing to a sustainable arts ecosystem.
CONTRIBUTE
Act as a catalyst for community and economic development.
OUR VALUES
WHERE WE'VE BEEN
110 YEARS OF INSPIRATION, INNOVATION & VISION
The GRAND has been bringing culture to Calgary since 1912. Originally it was built as a multi-purpose commercial building, accommodating retail stores, offices, living quarters and the Sherman Grand Theatre.
Initially hosting touring productions and vaudeville, the Sherman Grand, soon evolved into the most renowned theatre in the Pacific Northwest. Today, The GRAND showcases world-class artists, hosts private events in a multi-functional event theatre.
COMPANY STRUCTURE
WE VALUE ACCOUNTABILITY OVER HIERARCHY
We do have a typical org chart but we value accountability over hierarchy
and see our organization as a circle with many pieces making up the pie.
During your employment with us you will be involved in many aspects of the organization and may serve in many different roles such as leader, teammate, ideas person.
ABOUT YOU
You survived a rigorous interview process which was designed to determine your compatibility with our culture and values and we think you'll be a great fit!
We hire people who are stronger and better than ourselves. You can bet that you are on this team because we saw something in you that we believe is missing in us and we are thrilled to see where your skill set takes us.
What gets us most excited? Discovering an individual’s sweet spot – that special skill and/or attitude that each person has - and providing them the space to cultivate it in ways that make the team and the individual flourish.
IN THE BEGINNING
PROBATIONARY PERIOD
YOUR FIRST FEW DAYS
We suggest you focus more on learning and less on jumping in to specific tasks. Your first couple of weeks will move you from understanding the macro – our vision, our policies, the way we work, to the micro – being trained on the specifics of your role. You’ll sit down one-on-one with each team member to learn about their roles and participate in different activities. It will be a whirlwind but we promise to check in regularly and won’t send you to fend for yourself until you are ready!
A probationary period is used for new hires and unless noted otherwise, the probation period is 90 days as per Employment Standards. It provides a reasonable timeframe and opportunity to assess whether there’s a good fit between an employee and their new job. At the same time, it allows an employee the opportunity to evaluate the job and workplace to determine suitability.
A probationary review will be conducted between the employee and their supervisor at the end of the 90-day time period, at which time the probation period may be extended or the individual may be offered a permanent position or contract with the organization.
COMPENSATION & BENEFITS
SALARY
You will be paid every two weeks for a total of 26 pay periods in one year.
Employees will be paid by direct deposit.
The GRAND does not provide salary advances at any time for any purpose.
Any applicable salary adjustments will be effective July 1st of each year unless otherwise negotiated. Generally, eligibility for salary increases is considered annually.
COMPLEMENTARY TICKETS & DISCOUNTS
Employees are encouraged to see all The GRAND produced events or shows presented as part of their season. To enable this, all employees are entitled to two complimentary tickets to the performance of those events presented exclusively by The GRAND, subject to availability. If the performance is a co-presentation there may on occasion be exceptions to this policy. Employees may also be eligible for discounts on tickets for other performances and merchandise, as may be offered from time-to-time as per the complimentary ticket policy.
PAID STAT HOLIDAYS
The GRAND recognizes the following public holidays:
New Year's Day
Family Day
Good Friday
Easter Sunday
Victoria Day
Canada Day
Heritage Day
Labour Day
Truth and Reconciliation Day
Thanksgiving Day
Remembrance Day
Christmas Day
Boxing Day
If the holiday falls on Saturday or Sunday, the following Monday will normally be observed. Management may designate other days or part thereof as a holiday without precedent.
Compensation for work performed on public holidays shall be made in accordance with Employment Standards of Alberta.
Employees are eligible for paid time off between December 24 and January 01. If there is an event scheduled during this allotted time and you are required to work, your time off will be adjusted.
SCHEDULING
Schedules, Vacation and Sick Days
HOURS AND SCHEDULING
Full-time employee’s hours are 40 hours per week; part-time employees up to 30 hours per week, including unpaid lunch hours. The nature of The GRAND’s work schedule enables employees to flex their time according to the season schedule and workload.
OVERTIME
Employees are paid in lieu for hours worked in excess of hours stipulated in their contract. Employees should get approval in advance from their supervisor before accumulating in lieu hours that are not requested by their supervisor.
The GRAND recognizes that employees may need to work overtime either in the evenings or on weekends in order to complete projects or meet job commitments. Overtime is defined as all hours worked in excess of an employee’s regular work hours. All overtime must be pre-approved by your supervisor in order to be eligible for payment or time off in lieu.
If an employee has a time in lieu balance in excess of 8 hours employees will need to discuss with their supervisor and come up with a plan to use up those hours.
ATTENDANCE
You’re expected to work the hours you are scheduled unless absolutely unavoidable. Chronic absenteeism and tardiness results in additional costs for The GRAND and impacts the people around you who count on you to be at work on time. Chronic absenteeism and tardiness may result in disciplinary action up to and including termination of employment with just cause. Failure to contact your supervisor or report to work after 3 missed consecutive business days will be considered Job Abandonment and employment will be terminated.
WORKING FROM HOME
We support working from home but also see value in being together as a team. Schedules will be worked out to reflect individual work needs, understanding that employees will need to be in the office for at least a portion of their work week.
SICK DAYS
Full-time employees are entitled to five (5) sick days per calendar year for personal or dependent sickness. Part-time employees will be given the equivalent percentage as per their usual work week. Any unused days will be forfeited at the end of the year. Loss of income due to work related injuries is compensated for by the Worker’s Compensation Board. Pay will be pro-rated to a daily rate based on a five-day work week and may be deducted from pay.
VACATION
We all need and want time off to relax, spend time with family, and enjoy leisure pursuits. All employees are entitled to paid time off. Depending on your contract type you may be paid out for vacation every pay period or you may accrue it. Please contact your supervisor for more information.
LEAVES & TIME OFF
There are a number of legislated leaves employees are eligible for, and our Handbook highlights the major or common leaves. The GRAND supports all leaves outlined in Employment Standards, even if they’re not listed in our handbook. See handbook for more information.
GOOD TO KNOWS
+ WHERE DO I PARK?
On-street parking is available in downtown Calgary. Please click here for more information on rates. On-street parking is free after 06:00PM on Mon. to Sat. and all day Sunday and holidays. Please adhere to all parking signs and restrictions.
Several heated underground parkades are also available within a block of The GRAND:
Brookfield Place - Lot #35
Bow Valley Square - Lot #580
James Short Parkade - Lot #40 (Zone 9040)
The GRAND is also easily accessible by Calgary Transit.
If you are travelling on the Red Line - Northwest or Blue Line - West LRT routes, then please get off at 3rd Street Station.
If you are travelling on the Red Line - South or Blue Line - Northeast LRT routes, then please get off at 1st Street Station.
Click here for more information.
+ EQUIPMENT
The GRAND provides technology and electronic communication tools for business use. We expect you to use such tools in a professional and appropriate manner, and not use them for personal reasons or any purpose that would reflect negatively on The GRAND. Everything created, stored, or accessed using The GRAND’s technology and electronic communication belongs to The GRAND and may be monitored. Violations will be taken seriously and will result in disciplinary measures, up to and including immediate termination with just cause.
+ WHAT DO PEOPLE WEAR?
It’s important that office workers maintain a standard of professionalism when in the Workplace and when representing The GRAND, and you’re expected to present a clean, neat, and professional appearance.
Ask your supervisor if you’re unsure about what constitutes appropriate attire and grooming.
It is expected that each employee use her/his discretion regarding dress code for working on business premises and at out-of-office meetings and events. Personnel working in the theatre should abide by safety standards and regulations as per the safety manual and any specific request for certain shows.
ACCESS
You will have 24/7 access to our space due to the nature of our business and for emergency purposes. Having guests or using the space for any purposes other than work is not allowed unless passed by management in advance.
+ SOCIAL MEDIA
The GRAND acknowledges and respects the rights of employees who choose to post, comment, or otherwise participate in social media activities. Employees are expected to refrain from the following during their personal use of social media:
-Using GRAND logos without permission -Posting images, videos, or content that may damage the reputation of the GRAND, its operations, or its employees. -Posting or engaging in social conversations that include criticism which is detrimental to the GRAND’s interests. -Disclosing any GRAND information or content that employees are not specifically authorized to disclose. This includes internal messages to employees. If you are not sure if something is confidential, contact your supervisor. -Sharing any content that violates the Freedom of Information and Protection of Privacy Act -Posting racist, sexist or otherwise harmful or offensive content.
The above list is not exhaustive.
Only employees who have been explicitly authorized by management are permitted to officially represent and speak on behalf of The GRAND when engaging in social media.
+ LUNCH AND BREAKS
Meal breaks are not considered as working hours and therefore not compensated. The forfeit of a meal break due to operational requirements will not constitute entitlement to in-lieu time off or other form of compensation without supervisor approval.
Employees are entitled to 2 paid fifteen-minute breaks. All other breaks are unpaid.
COMMUNICATION & ACCOUNTABILITY
With several moving parts at The GRAND, you will likely become more familiar with some parts over others. Therefore we have regular meetings designed to ensure we are communicating and letting other team members know what’s happening from your perspective of the business. Contract employees are not expected to be present at our team meetings. Any changes to policy/ procedure or the company itself will be communicated to you by a full-time member.
PERFORMANCE FEEDBACK
We believe that everyone wants to do their job well. To assist in creating the opportunity for each of us to live up to our potential, and to minimize the negative effect poor performance may have on all of us, we support 2-way feedback between you and your supervisor throughout the year. We encourage respectful feedback from and to all levels in The GRAND. Reviews should be completed by July 1st of each year. A signed copy of the review will be kept in the employee’s profile.
For executive employees or employees where there may be a potential conflict of interest, the review will be conducted by the Board Chair or their designate.
WHERE WILL YOU TAKE US?
We Can’t Wait to See Where You Take Us!
The GRAND will be different in a few years because you will change it for the better. The processes, features, and experiences that you decide to create for our members and clients will define us.
