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TAKING THE PULSE III
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| Taking the Pulse III was fielded among CIC and CBSA (Immigration) employees from February 14 to March 2, 2005. This survey was designed to collect input from “primary users,” including existing CIC legacy system users, their managers and supervisors, and users of the Data Warehouse or GCMS. Of the estimated 4,830 employees who qualified to complete the survey, we received a total of 1,325 eligible responses (an exceptionally high participation rate), with a margin of error of +/− 2.29%, 19 times out of 20. The survey sample includes a well-balanced representation of employees from the various regions, and with different linguistic profiles (English and French), classifications, lengths of employment at CIC, and gender and age. |
The Phase III survey results show resolute support for the integration of existing case management systems, but growing concern — particularly among D1 participants — as to the more immediate capabilities of the system.
Despite strong awareness of the GCMS project (92% recalled having seen or heard of the initiative), just under four in 10 are aware of the combined D2/D3 release.
For many, GCMS remains a distant reality. With the recent announcements of delays in future releases, considerably fewer respondents had a good sense of when to expect change compared to last summer.
The difficulties experienced in D1 have affected employee confidence — particularly in terms of individual expectations. The Wave III data show considerable declines on key indicators relating to the more immediate impacts on those involved.
Despite a decline in perceived support among senior management, most remain committed to the project, acknowledging their individual contribution to a successful outcome.
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Perceptions of GCMS Q. Using a 5-point scale where 1
means strongly disagree and
Chart 1 |
Awareness of outreach and consultative efforts has declined considerably since our last survey. Although in part due to a post-deployment “regroup” of the GCMS Project in the months following D1, demographic analysis suggests a lack of consistency across the various offices and regions of the Department or Agency. The engagement of staff among those not involved in D1 remains limited, as is awareness of key contacts and feedback from senior management on recent developments.
D1 users who participated in the survey were very critical of the training they had received, particularly in terms of content, but welcomed in-person support mechanisms to facilitate the transition.
Broad change management indicators have, for the most part, remained unchanged since last year. Most staff continue to demonstrate a keen receptivity to change in the workplace, although some aversion to change exists within certain pockets of the organization.
Despite considerable organizational and structural changes within both CIC and the CBSA, overall assessments of workplace morale remain unchanged.
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Change Readiness Q. Using a 5-point scale where 1 means strongly disagree and 5 means strongly agree, to what extent do you agree or disagree with each of the following statements? *Q. Using a 5-point scale where 1 means never and 5 means frequently, please indicate the frequency of each of the following.
Chart 2 |
Participants demonstrate a firm grasp of new departmental initiatives but are less confident in their understanding of how the various initiatives are interrelated.
Many remain critical of the adequacy of information provided on new initiatives or programs and the effectiveness or clarity of the information received (essentially unchanged from previous surveys).
For more information, please contact:
Public Environment Unit
Communications Branch
Citizenship and Immigration Canada
(613) 957-2685
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| Last Updated: 2005-05-30 |  |
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