Our office will be closed on Monday, August 3 for the Civic Holiday. Our team will not be available by phone or email, including messages sent to askus@cssb.mb.ca.
We look forward to helping you when we reopen on Tuesday, August 4 for our regular business hours of 8 a.m. to 4:30 p.m.
Our office will be closed on Monday, August 3 for the Civic Holiday. Our team will not be available by phone or email, including messages sent to askus@cssb.mb.ca.
We look forward to helping you when we reopen on Tuesday, August 4 for our regular business hours of 8 a.m. to 4:30 p.m.
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38 years of service
Province of Manitoba
Throughout my career, I moved across northern Manitoba, from The Pas to Thompson and then back to The Pas. My journey started in 1984 at Keewatin Community College, now known as University College of the North (UCN).
A couple years later, I transferred to Northern Affairs, which provides programs and services to Indigenous and northern communities in Manitoba. I then moved to Natural Resources as a district clerk. This department helps protect water quality, biodiversity, and other natural resources through education and enforcement. Later, I became a regional payroll clerk and stayed in that role until I retired in 2023.
I truly enjoyed working in payroll, where I had the opportunity to build relationships and connect with employees across the organization. We hosted many memorable potlucks, which helped create a positive and collaborative work environment. Experiences like these made each workday enjoyable and rewarding.
I appreciate the flexibility retirement provides. I’m free to travel, read books, or spend my time however I choose without the commitments and restrictions of full-time work.
My career has come full circle, as I now work part-time at Oscar Lathlin Research Library at UCN—40 years after I first started there. I love working at UCN. It allows me to connect with students and staff and keeps me socially active.
20 years of service
Province of Manitoba
I began my career in 2005 as a program coordinator for the Career Assistance Program for Visible Minorities and Immigrants. Early on, CBC interviewed me about a milestone: reaching 7% visible minority representation in the Manitoba public service. At the time, it stood at 4.02%. With a clear plan and sustained effort, that number grew to 8.1% by the time I left the role.
I went on to hold management positions in both the Diversity and Inclusion Unit and the Information Management and Analytics Unit within the Public Service Commission. What I enjoy most about my work is the opportunity to make an impact. I’ve been especially proud to develop programs that connect talented individuals from historically disadvantaged groups with careers in the public sector. This work resonates deeply with me as a visible minority and foreign-educated professional.
I led strategies that earned recognition locally and internationally in the field of Prior Learning and Recognition (PLAR). A standout moment was being named one of North America’s Top Diversity Leaders. This was an acknowledgment of the progress we made in attracting, welcoming, and retaining diverse talent across the Manitoba public service.
Along the way, I began to see new opportunities to strengthen decision-making across the organization. That’s when I shifted toward shaping the vision for practical, data-driven tools—guiding the development of dashboards that helped transform workforce planning into a more insight driven practice.
After I retire, I won’t miss the early mornings, especially winter drives. I’m a night owl at heart.
13 years of service
Manitoba Corrections
My career began as a Correctional Officer. Over the last decade, I’ve taken on many roles, from supervisor, local union president, and peer support.
When I became a supervisor, I took a hands-on approach to coaching. It’s been gratifying to see new officers build skills that keep people safe.
At work, we rely on each other for safety and security, creating a culture of respect and teamwork. The situations we face aren’t easy, but as a team we restore and maintain order as safely as possible. We often say, “It doesn’t matter how bad your day is, if you have a good partner, it’s not so bad.”
What motivates me is the chance to make a difference. Whether it’s responding to a code call, being a positive influence, or supporting a colleague, I know the work I do matters.
After I retire, I’ll miss the camaraderie with my team. But I’m looking forward to relaxing, spending time with my family, and learning new hobbies.
That’s why a defined benefit pension is such a big motivator for me. I’m about 20 years from retirement, but with each passing year, I know my pension keeps growing. When I retire, it’ll be a guaranteed source of income.
My children are still young, so it seems silly to think about future grandchildren. But one day, I hope to be a grandpa, free to spend time with family without worrying about income.
Since joining CSSB last July, I’ve had the opportunity to learn from our dedicated staff and meet with employers and members. Through these meetings I have gained a deeper understanding and appreciation of the needs and perspectives of our members, and the important role CSSB plays in supporting the retirement security of thousands of Manitobans.
I’ve also seen firsthand the dedication and adaptability of our employees during a year of significant change. Throughout the year, our focus has remained on delivering outstanding service while continuing to strengthen the programs, tools, and supports available to members.
Members increasingly want to access information and services online. We continue to invest in systems and resources that make it easier for them to get the information they need, when they need it.
In 2025 we made improvements to our Online Services portal and launched a new website designed to make information easier to find and understand. We also strengthened our information technology and cybersecurity practices to help protect the personal information entrusted to us.
Throughout the year, we updated member publications, expanded educational resources like videos, and continued to offer seminars that help members better understand their pension and insurance benefits. As we update documents and resources we are focused on improving the understandability of the information we provide. Pensions can be complex, but we are striving to make them as understandable as possible by simplifying the language we use to communicate.
In early 2026 contribution levels increased for active members of the plan. This initiative was the result of years of analysis and discussion by the plan actuary, Superannuation and Insurance Liaison Committee, which represents plan members, and the Employer Pension and Insurance Advisory Committee, which represents plan employers. The contribution increase, which will be phased in over four years, is an important step that will enhance the sustainability of the plan.
Implementing these changes required extensive coordination with participating employers, payroll teams, and staff across CSSB. Our focus was on supporting employers and members by providing clear information, answering questions, and helping ensure the transition was as smooth as possible.
CSSB’s success depends on the knowledge and dedication of its employees. As experienced employees prepare for retirement, preserving institutional knowledge and developing future leaders is increasingly important.
In early 2026, we welcomed Jared Mickall to the leadership team as Director of Actuarial and Pension Services. We also recognized the retirement of several long-serving employees, including Dawn Prokopowich, Director, Client Services Administration. We thank them for their many contributions to CSSB and wish them all the best in retirement. We are especially grateful for their efforts to share their knowledge and expertise with new staff, helping to ensure a smooth transition.
I would also like to recognize Bruce Schroeder who retired from his role as General Manager in 2025. Bruce’s leadership helped develop and nurture our member-focused culture and supported the stability of the plan.
In 2026, our priority remains clear: to maintain the efficient, responsive, and member-focused service that members have come to expect from CSSB.
To achieve this, we will continue to engage with members in a timely, understandable, and effective way; collaborate with employers; modernize our systems and processes to meet member expectations; support our employees; and support sound plan governance. By balancing day-to-day service delivery with long-term improvement, we will meet the evolving needs of members while ensuring the stability and sustainability of CSSB.
I would like to thank our employees, Board members, employers, and members for their ongoing trust and support. Together, we are building on a strong foundation and continuing to strengthen the services, systems, and expertise members rely on.
Since becoming Board Chair in July 2025, I have focused on learning the full scope of CSSB’s work. This includes the pension and insurance plans that support our members, as well as the long-term investment strategy that helps sustain those commitments.
Through my work with other Manitoba pension plans, I have seen how important strong governance is to long-term fnancial security and member service.
Decisions made today affect members for decades to come. The Board takes this responsibility seriously and it has guided our work throughout a year marked by change and progress.
2025 brought several important leadership transitions across the organization. We thank outgoing Board Chair Carmele Peter for her leadership and many contributions to CSSB. We also thank JoAnne Reinsch for her years of dedicated service. We welcomed Donna Rose to the Board, where she brings valuable experience in compensation and benefts administration.
Change also extended to CSSB’s executive leadership. Michael Emslie joined the organization as Chief Administrative Offcer, succeeding long-serving General Manager Bruce Schroeder. Looking ahead, Chief Investment Officer Peter Josephson announced his retirement after 30 years with CSSB. We thank Peter for his dedication and leadership.
While leadership changes bring new perspectives, CSSB’s commitment to providing high-quality, up-to-date services to members remains constant.
Periods of transition reinforce the importance of strong governance. The Board’s role is to provide oversight, support sound decision-making, and help ensure the long-term sustainability of the pension plan.
In 2025, we continued to review and strengthen our governance framework to ensure our policies, practices, and decision-making processes remain aligned with the best interests of our members.
As Board Chair, I also serve on the Investment Committee. This year, we welcomed Nicoletta Oprea and William Chornous. We extend our thanks to A. Scott Penman, Sil Komlodi, and Susan Stephen for their many years of service and valuable contributions.
In 2025, the fund earned a return of 11.86%, supported by strong performance in US equities and infrastructure. Returns were slightly below the policy benchmark of 12.47%, mainly due to weaker relative performance against challenging benchmarks in international equities, Canadian equities, and private equity. However, the result was well above the actuarial rate of return of 6%.
Investment performance is one part of the plan’s long-term financial health. The Board also considers the funded status, contribution rates, and cost-of-living adjustments.
At the end of 2024, the plan was 83% funded. The funded status is an important measure of the plan’s financial health. The Board and CSSB’s actuary monitor the plan’s funded status and work with committees to make funding recommendations to the Manitoba government. To learn more, see page 31.
Contribution rates increased in April 2026 by 0.5% of pensionable earnings. The increase applies to both members and employers. This is the first of four planned increases designed to help strengthen the plan’s funding over time. For more information, see page 27.
In 2025, the cost-of-living increase was 0.87%, based on available funding. We understand that cost-of-living increases are important to our retired members. Each year, this decision is made carefully by an actuary and our Board, using the plan’s financial position and the approved decision-making framework. For more information, see page 34.
The Board remains focused on providing strong governance and oversight in support of the plan’s long-term sustainability. Through careful monitoring, informed decision-making, and a commitment to prudent management, the Board helps ensure the plan remains well-positioned to meet the needs of current and future members.
