sustainability priorities


Developing People

As one of the largest, most diverse lumber companies in the world, Interfor offers a variety of rewarding work experiences to our employees.

We bring out the best in our 3,200 employees by offering long-term, rewarding careers supported by training and education, opportunities for promotion, and great benefits.

Salaried employees have career development plans and regular performance reviews so supervisors can give feedback related to safety, product quality and overall job performance.

In addition to competitive compensation and benefits for all employees, we have an incentive plan for permanent salaried employees that allow them to share directly in the Company’s success. Hourly employees at a number of  our mills also share financially in performance improvements through gain-sharing programs at their divisions.

Our Employee Assistance Program offers professional and confidential counseling services to help employees deal with personal concerns and life issues such as depression, marital and family conflicts, job pressures, stress and anxiety, alcohol and drug abuse, and grief and loss.

Interfor is an equal opportunity employer with high ethical standards. Our Code of Conduct & Ethics goes beyond compliance with workplace laws in Canada and the United States to promote workplaces that are free from harassment and discrimination. It is backed by a whistle-blower hotline where employees can confidentially raise concerns.

2018 Achievements and Actions
  • Our new recruitment and selection processes and Onboarding Passport launched in the US South in late 2017 produced results in 2018. The turnover rate of hourly employees—which is a major issue in the industry—dropped by 23% over the course of the year and the number of open positions fell by more than a third.
  • We launched LEAD-X, a company-wide, four-module training program that equips sawmill supervisors and superintendents with the skills to lead their teams effectively. Employees take part in day-long sessions and complete homework that applies what they learned in the session back to their jobs.

Every topic we covered in the two-day course hit on something I encounter every day. It provided me with some additional tools that will make me a more efficient leader. – Interfor employee and LEAD-X participant

  • We had the second intake into our unique Millwright Apprenticeship Program. We now have 27 employees enrolled in the program and working towards their designation. The three-year program, delivered with the support of the Northern Alberta Institute of Technology (NAIT) and recognized by the US Department of Labor, addresses the critical shortage of skilled maintenance technicians and gives employees an opportunity to grow their careers within Interfor.

I learned so much, and I’m doing it better and safer now. – Christopher Batchelor, Millwright Apprentice, Eatonton Division

  • Interfor, along with industry partners and the British Columbia Institute of Technology (BCIT), launched the BCIT Industrial Wood Processing Program in January 2018. The one-year program is aimed at employees who want to learn about all aspects of sawmill operations—while continuing to work in their current role—so they can grow their career at Interfor. The first intake graudated in December 2018, and a second class began in October.

“The course helps you understand other areas of the mill and how they are interconnected. It’s a great program for people who want to gain knowledge of the whole operation and get out of their specific area.” – Kevin Scott, QC Supervisor, Swainsboro Division 

  • We hired 41 co-op students in 2018— a record number. Interfor represents an attractive opportunity for co-op students because each student has a dedicated mentor and is given a meaningful project to complete. We view co-op jobs as an excellent way for students and Interfor to evaluate their potential for full-time employment.
  • We continued to focus on promoting from within. In 2018, 35% of all permanent salaried openings were filled by internal promotions, providing employees the opportunity to advance their careers and grow their skills.
  • Our Quality Control, Maintenance, and Log Quality Peer Groups focus on achieving excellence in the business and supporting talent development through cross-functional and cross-regional learning. Over the past 18 months, these groups developed playbooks outlining key processes, created key performance indicator scorecards, and established monthly check-in calls to share best practices, recognize mill achievements, and provide updates on initiatives. This work gave employees an opportunity to take on more responsibility and offer ideas on how to improve processes, resulting in improved operating and financial performance.
  • In August 2018, we wrapped up the US Southern Operations Quality Control (QC) Support Group. Over 20 months, the cross-departmental team made up of expert QC practitioners; Sales & Marketing, and Human Resources staff rolled out 7,200 hours of training to 173 employees, which resulted in marked improvement in manufacturing quality, size control, kiln drying quality, and grade out-turns.
Compliance Reference List
  • Interfor Code of Conduct & Ethics
  • Interfor Human Rights Policy
  • Interfor Compensation Policy
  • The BC Employment Standards Act
    • Section 37.7 Loggers working in interior
  • BC Human Rights Act
  • Canadian Human Rights Act
  • BC Workers Compensation Act
  • WorkSafeBC Bullying & Harassment resources
  • Interfor’s BC Workplace Bullying & Harassment Policy
  • Interfor’s Whistleblower Policy
  • US Wages and Fair Labor Act
  • US Equal Opportunity Law
    • Executive Order 11246
  • Washington State Department of Labor & Industries
  • Oregon Bureau of Labor and Industries
  • Georgia Department of Labor
  • Arkansas Department of Labor
  • South Carolina Department of Labor, Licensing and Regulation