Statement of HR Philosophy - Salvation Army Canada

Statement of Philosophy

The Salvation Army Canada and Bermuda Territory believes that one of its most important and valuable resources for the fulfillment of its’ Mission is its personnel.

As an employer, we have an obligation to our clients, congregants and the communities we serve to assure our services are delivered efficiently, effectively and with excellence. This includes a commitment to assuring that internal work relationships are mutually respectful and trustworthy.

We are committed to:

  • providing work environments that are free of discrimination and/or harassment, violence and abuse.
  • acknowledging, valuing and respecting the rights and contributions of our staff members.
  • providing salaries, benefits and working conditions that are fair and equitable within the non-profit sector.
  • ensuring policies are structured in accordance with the mission of The Salvation Army, in concert with prevailing labor legislation.
  • ensuring that the application of all policies and procedure is done so in a fair, reasonable and consistent manner.
  • offering equitable opportunities for personal development, career growth and advancement based on individual ability and demonstrated job performance.
  • encouraging employees to communicate and participate in shaping the working environment for the benefit of staff, clients and the organization.
  • providing healthy and safe working conditions for all.


Territorial Employee Relations Department set forth rights and benefits established and approved for employees of all Salvation Army corps/facilities/offices in the Canada and Bermuda Territory and provide directives for managers/supervisors in the day-to-day management of their employee population.

These directives represent a minimum standard; however, local ministry units can establish higher standards. Provincial labor legislation that provides a greater right or benefit than those outlined herein must take precedence.

It is also understood that where a union agreement is in place, such collective agreement shall not be contravened or superseded by these policies. Questions of interpretation should be directed to your Department Head/Supervisor.

Ongoing review and revision of Employee Relations Procedures will be the responsibility of the Territorial Employee Relations Department. Any new or revised policies/procedures will be circulated from the office of the Territorial Director of Employee Relations. DHQ/THQ will be responsible to ensure that changes are clearly communicated and that all policies and procedures are followed. (Reference: Operating Policy 31 00 Employee Relations)

It is the responsibility of all staff to:

  • Foster cooperation and communication among each other
  • Treat each other in a fair manner, with dignity and respect
  • Promote harmony and teamwork in all relationships
  • Strive for mutual understanding of standards for performance expectations, and communicate routinely to reinforce that understanding
  • Encourage and consider opinions of other employees or members, and invite their participation in decisions that affect their work and their careers
  • Encourage growth and development of employees by helping them achieve their personal goals at the Salvation Army and beyond
  • Seek to avoid workplace conflict, and if it occurs, respond fairly and quickly to provide the means to resolve it
  • Administer all policies equitably and fairly, recognizing that jobs are different but each is important; that individual performance should be recognized and measured against predetermined standards; and that each employee has the right to fair treatment
  • Recognize that employees in their personal lives may experience crisis and show compassion and understanding