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2010 NRCan Employee Survey Our Workplace, Our Voice

2010 NRCan Employee Survey Our Workplace, Our Voice. Key Results of the 2010 NRCan Employee Survey Labour-Management Consultation Committee June 3, 2011. Purpose. This presentation… Recaps the objectives of the 2010 NRCan Employee Survey. Shares key departmental and demographic results.

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2010 NRCan Employee Survey Our Workplace, Our Voice

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  1. 2010 NRCan Employee Survey Our Workplace, Our Voice Key Results of the 2010 NRCan Employee Survey Labour-Management Consultation Committee June 3, 2011

  2. Purpose This presentation… • Recaps the objectives of the 2010 NRCan Employee Survey. • Shares key departmental and demographic results. • Highlights next steps to be taken as part of our on-going commitment to employee engagement and organizational improvement.

  3. 2010 NRCan Employee Survey - giving all employees a voice What we set out to measure How we measured it How the results are presented Effectiveness of the 2008 PSES Action Plan Senior Leadership and Direction Learning and Development Career Opportunities Workload and Overtime Harassment Baseline Questions 33 questions from the 2008 PSES related to topics such as engagement, leadership, employee development, and the workplace 1. Engaged Employees 2. Culture of Excellence and Renewal Collaboration & Innovation People-Oriented 3. Senior Leadership and Direction 4. Workforce Learning Career Opportunities 5. Workplace Workload and Overtime Public Service Values Harassment & Discrimination New Questions 24 questions that explore topics such as collaboration, learning, overtime, and harassment and discrimination Progress in achieving NRCan Renewal Broadening our understanding of the vision and direction Renewing how we work Revitalizing the workplace Demographic Questions 18 questions related to topics such as organizational unit, employment category, diversity, and region

  4. Demonstrating a high level of engagement • 61% of NRCan employees participated • 84% of respondents agreed that they like their jobs • 70% agreed that they are satisfied with the department • 59% agreed that they would prefer to remain at NRCan

  5. Creating a culture of excellence through innovation and collaboration I am encouraged to work collaboratively with others outside of my work unit. Avg. Score 75 (new) Collaborative web-based tools are beneficial to my work. Avg. Score 65 (new)

  6. Striving for people-focused excellence 91% agreed that everyone is accepted as an equal member of the team in their unit. Language of Work: • 90% agreed they could use the language of their choice when communicating with their supervisor • 90% agreed that materials and tools are provided in the language of their choice • 83% agreed they could use the language of their choice in work unit meetings • 81% agreed they could prepare written material in the language of their choice 76% agreed that the department treats them with respect.

  7. Differing perspectives on senior leadership and direction

  8. Sustaining the focus on developing our workforce

  9. Managing workload and overtime I have support at work to balance my work, family and personal life. Avg. Score 76 (-1) Overtime: • I am familiar with the overtime provisions of my collective agreement. • Average Score 75 (new) • My immediate supervisor understands and respects the overtime provisions of my collective agreement. • Average Score 76 (new) • I feel that I can claim overtime compensation (in money or in leave) for the overtime hours that I work. • Average Score 64 (+7) I can complete my assigned workload during my regular working hours. Avg. Score 66 (+2)

  10. Promoting Public Service Values My department works hard to create a workplace that prevents harassment and discrimination. Avg. Score 78 (+1) I feel I can initiate a formal redress process without fear of reprisal. Avg. Score 55 (-4)

  11. Taking the pulse on our 2008 areas of focus • Senior Leadership and Direction -improved • Focus on effective communication and timely decision-making • Tailor follow-up with S&T staff • Learning and DevelopmentandCareer Opportunities - unchanged • Strengthen and promote effective talent management • Workload and Overtime - improved • Continue encouraging open dialogue on workload and overtime • Harassment - improved • Utilize the new data to foster a more proactive approach

  12. Mobilizing collective leadership to foster continuous improvement • Sharing the results • Discussions are taking place at the departmental, sector, branch and work unit level • Results and tools are available to all employees on the 2010 NRCan Employee Survey Wiki site • Taking action • Departmental actions are being tracked on the Wiki and all sectors will be linking their action plans to the site by June 30. • NRCan is working with Statistics Canada and the Office of the Chief Human Resources Officer to prepare for the 2011 Public Service Employee Survey.

  13. NRCan’s Key Initiatives under the themes of Public Service Renewal Engaging Employees in the Excellence Agenda Key NRCan Competencies 2010 NRCan Employee Survey Values and Ethics Program Employee Networks and Communities of Practice Horizontal Task Teams Renewing the Workforce Targeted Recruitment Strategy Staffing Planning Renewing the Workplace Policy Analyst Recruitment and Development Program Term Employee Management Strategy Knowledge Management Collective Staffing Approach Student and Internship Programs Integrated Planning Accelerated Infrastructure Program Information Management Policy and Integrated Knowledge Base Employment Equity Action Plan Succession Planning and Management Performance Management Program Employee Departure Program Departmental Learning Strategy Leadership Development Framework Official Languages Action Plan Health and Safety Program NRCan’s 4 Key Tracks: Internal Services and Systems Innovations EX Talent Management Program On-Boarding Program Talent Mapping In-House Language Training Program Security Program Management Capacity Building Program Informal Conflict Management System Asserting Our Policy Leadership Mobilizing Our Science Transforming Our Business Growing Our Human Capital Research Scientist Career Progression Program Employee Voluntary Assistance Program Awards and Recognition Program Annex 1

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