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2010 NRCan Employee Survey Customizable Presentation E

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2010 NRCan Employee Survey Our Workplace, Our Voice Key Results of the 2010 NRCan Employee Survey Labour-Management Consultation Committee June 3, 2011 – PowerPoint PPT presentation

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Title: 2010 NRCan Employee Survey Customizable Presentation E


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
  • 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

91 agreed that everyone is accepted as an equal
member of the team in their unit.
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 ST staff
  • Learning and Development and Career
    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
Annex 1
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