Release of Government-Wide Results of the 2002 Public Service Employee Survey

OTTAWA - The Honourable Lucienne Robillard, President of the Treasury Board of Canada and Member of Parliament for Westmount - Ville-Marie, today released the government-wide results of the 2002 Public Service Employee Survey.

"We are encouraged by what our employees are telling us," said Minister Robillard. "The results show us that although more work remains to be done, we are improving the public service workplace. This is key to enhancing service to Canadians. The 2002 survey gives us important information as we reform the public service."

The 2002 survey posed questions on issues ranging from an employee's work environment to skills and career development and labour-management relations. Thirty-nine questions were repeated from the first Public Service Employee Survey in 1999, showing improvement in thirty-six. New questions were added on topics such as service to clients, work-life balance and official languages. Other questions were refined from 1999 to obtain a clearer picture of issues requiring greater analysis.

The results show public service employees are dedicated to their jobs. Ninety-five percent are strongly committed to making their organization successful, while 84% believe their organization is a good place to work. Ninety-one percent of employees are proud of the work carried out in their units, and 78% are satisfied with their careers. More than two-thirds (67%) say they can always or often balance the demands of their work life and personal life. The results indicate that employee departure intentions are in line with public service succession planning.

The 2002 results also show a substantial proportion of public service employees believe progress has been made toward addressing issues raised in 1999. Employee confidence that senior managers will try to resolve concerns raised in this survey is up by one-third from 1999.

The survey was conducted in May and June 2002 by Statistics Canada on behalf of the Treasury Board of Canada Secretariat. A team representing departments, agencies, and public service unions developed the questionnaire, which was completed by close to 95,000 federal employees in locations across Canada - a 57.8% participation rate, which is an improvement over the 1999 survey participation rate of 54.6%.

The survey reinforces the need to address certain areas, such as learning, career development and general support for employees. And while 85% of employees report their organizations treat them with respect, results relating to the issues of harassment and discrimination show no real movement since 1999.

"Of all the data contained in the 1999 and 2002 surveys, this is what concerns us most," Minister Robillard said. "Our goal is a workplace culture where public service values are clear and all employees are treated with dignity and respect. Following the 1999 survey, we took several steps to focus on these issues. Our initiatives included a newly revised anti-harassment policy. It is too early to gauge the effects of many of these measures, but we are confident they will have a positive effect. Over the coming months we may need to take other steps."

Minister Robillard said that further action to improve the workplace will be based on these results and developed in partnership with employees and unions. "Over the long term, continued collaboration between public service managers, employees and bargaining agents will lead to continued progress," she said.

All public service managers are being encouraged to discuss the results with their employees. As was the case in 1999, departments, agencies and unions will work together with a view to recommending new workplace improvement initiatives to senior public service leaders.

An attached backgrounder contains more information about the 2002 Public Service Employee Survey. Complete government-wide survey results are available at: www.survey-sondage.gc.ca. Other 2002 survey-related results are expected shortly. As a separate employer, the Canada Customs and Revenue Agency intends to release its results on December 4, 2002. Other departmental and agency-level results will be made public on December 9, 2002.

The 2002 survey referred to harassment and discrimination as defined in the Canadian Human Rights Act:

Harassment - is any improper conduct by an individual, that is directed at and offensive to another person or persons in the workplace, and that the individual knew or ought reasonably to have known would cause offence or harm. It comprises any objectionable act, comment or display that demeans, belittles, or causes personal humiliation or embarrassment, and any act of intimidation or threat. It includes harassment within the meaning of the Canadian Human Rights Act.

Discrimination - means to treat someone differently or unfairly because of a personal characteristic or distinction which, whether intentional or not, has an effect which imposes disadvantages not imposed upon others or which withholds or limits access to other members of society. There are eleven prohibited grounds under the Canadian Human Rights Act: race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, mental or physical disability and pardoned conviction.

Daniel Grenier
Press Secretary
Office of the President of the Treasury Board
of Canada
(613) 957-2666

IF THERE IS A DISCREPANCY BETWEEN ANY PRINTED VERSION AND THE ELECTRONIC VERSION OF THIS NEWS RELEASE, THE ELECTRONIC VERSION WILL PREVAIL.

Backgrounder

Release of Government-wide Results of the 2002 Public Service Employee Survey

The 2002 Public Service Employee Survey marks the second time that the Public Service of Canada has endeavoured to seek the opinion of all of its employees on a wide variety of workplace issues. It follows up on the first survey, conducted in 1999. It is believed that Canada is the only country in the world to systematically survey all of its federal public service employees.

The 2002 survey posed 114 questions. They were developed in consideration of well-regarded organizational principles and practices. From the outset, the survey was co-developed by large, medium and small departments, agencies, central agencies, public service bargaining agents and Statistics Canada. Outside experts such as the Public Policy Forum were also consulted on the project. A committee made up of similar representation will advise senior public service leaders on survey follow-up initiatives.

The following is a narrative report on the results of the 2002 survey:

1. What do employees say about the nature of their work?

The first range of questions on employees' satisfaction with their work is a key indicator of workplace health. This is what employees told us.

Eighty-four per cent of employees agree that their department or agency is a good place to work, and 95% agree that they are strongly committed to making their organization successful.

Seventy-six per cent of employees agree that they can clearly explain to others the direction (for example, the vision, values or mission) of their organization, and 91% agree that they are proud of the work carried out in their work unit.

Eighty-one per cent of employees agree that in their work unit, people work cooperatively as a team. Eighty-nine per cent agree that they have the necessary materials and equipment to do the job.

Eighty-four per cent of employees agree that they have good ongoing communication with others in their organization who work on similar projects or issues, and 85% agree that people in their work unit learn from mistakes and do what it takes to correct them.

While 58% of employees say they are encouraged to always or often be innovative or to take initiative in their work, 44% indicate that they always or often have a say in decisions and actions that impact on their work, and 19% say that they rarely or never have a say in decisions and actions that impact on their work.

Employees also suggested that the quality of their work often or always suffers because of:

Twenty-six per cent of employees indicate that they have had three or more different supervisors over the past three years or less.

Sixty-seven per cent of employees agree that if they are faced with an ethical dilemma or conflict between values in the workplace, they know where they can go for help in resolving the situation; and 79% of employees agree that if faced with a health and safety issue in the workplace, they know where to go for help in resolving the situation.

2. What are employees saying about service to clients?

Regular feedback and measurement of success in meeting performance standards helps to ensure that we are providing results for Canadians.

Seventy-three per cent of employees say their work unit has clearly defined client service standards, and 69% agree that their work unit regularly applies the client service standards. A smaller number, 58%, agree that there are mechanisms in place in their work unit for linking client feedback or complaints to employees who can act on the information.

While 77% of employees agree that they have the flexibility to adapt their services to meet client needs, 31% do not agree that their work unit periodically takes time out to rethink the way it does business.

3. Workload and work-life balance: are we making progress?

Workload and work-life balance issues are persistent challenges in today's
working environment.

We decided to delve more deeply into this topic in the 2002 Public Service Employee Survey than we did in 1999. Accordingly, the Interdepartmental/Union Survey Working Group developed a number of additional questions regarding workload and work-life balance. The results are clear. Improvement is still needed.

While 87% of employees indicate that they are satisfied with their current work arrangements, (e.g. regular hours, telework, compressed work week):

4. Are the right people in the right jobs, and how are we doing in the area of retention?

One of our key goals as a public service is to ensure a healthy, supportive and challenging work environment. Accordingly, several questions asked relate to staffing and retention.

Seventy-eight per cent of employees believe that in their work unit, they hire people who can do the job, but a disappointingly high 45% of employees indicate that during the past three years, staff turnover has been a significant problem in their work unit.

In terms of departures from the public service, 29% of employees indicate they are planning to leave over the next five years. This is in line with manageable rates of attrition. It is worth noting that respondents could indicate more than one time frame and more than one reason for their departure. Of that 29%:

The following were selected most often by employees as being "very important" reasons for their intented departure from the public service:

5. Are we creating a learning environment?

Enabling and sustaining a culture of continuous learning within the Public Service of Canada is important to an efficient, effective workforce.

While 75% of employees agree that they get the training they need to do the job and 63% say that they are able to get on-the-job coaching to help improve the way they do their work, only 53% say their immediate supervisor helps them determine their learning needs.

Thirty-three per cent of employees indicate that, to a moderate or significant extent, lack of access to learning opportunities adversely affected their careers.

6. How well are we doing in the area of career development?

In 1999, career development was an area noted for focused action. In 2002, we probed this area more intensively.

Seventy-eight per cent of employees agree that they are satisfied with their careers in the public service, and 74% say they are moderately or significantly satisfied with their career progress in the public service. A lower percentage, 65%, agree that they have the opportunity to develop and apply the skills they need to enhance their careers.

Slightly less than 50% of employees agree that they have opportunities for promotion within their department or agency given their education, skills and experience. Less than 60% agree that they have opportunities for promotion within the public service given their education, skills and experience. Only 56% agree that their department does a good job of supporting employee career development.

Twenty-seven per cent of employees indicated that they had requested a developmental assignment within the last three years. However, 32% say that they would be reluctant to ask for a developmental opportunity, such as a secondment or new project. Of those that indicated they had requested an assignment in the last three years, 41% indicated that they had been denied the request, and of concern is the finding that only 22% of those who requested an assignment and were denied an assignment say they received a reasonable explanation or justification for the denial.

Forty per cent of employees indicate that to a moderate or significant extent, lack of access to developmental assignments adversely affected their careers.

7. Do employees believe they are treated fairly?

The Public Service of Canada places great emphasis on equal opportunity and diversity.

Overall, 89% of employees agree that in their work unit, every individual, regardless of race, colour, gender or disability would be/is accepted as an equal member of the team.

An encouraging 84% of employees agree that, overall, their organization treats them with respect, yet, less than 60% agree that they are satisfied with the way in which informal complaints on workplace issues are resolved in their work unit. Thirty-five per cent do not agree that they feel they can initiate a formal redress process (grievance, right of appeal, health and safety, etc.) without fear of reprisal.

Fifty-one per cent of employees agree that they are classified fairly. Twenty-one per cent of employees do not agree that when they were candidates in competitions during the last three years, the competitions were run in a fair manner. Nineteen per cent also do not agree that when they were candidates in competitions during the last three years, they had the opportunity to demonstrate their capabilities for the positions. Sixty-five per cent agree that in their work unit, the process of selecting a person for a position is done fairly.

Sixty-three per cent of employees agree that they feel they can claim overtime compensation (in money or in leave) for the overtime hours that they work. However, 16% of employees report that they were rarely or never compensated for overtime worked.

8. Can employees expect supportive supervision?

A key factor that contributes to employee perceptions of a healthy workplace is supportive managers and supervisors

Seventy-eight per cent of employees say that they can count on their immediate supervisor to keep his or her promises. Seventy-seven per cent of employees also agree that their immediate supervisor understands and respects the provisions of their employees' collective agreement.

Thirty per cent of employees do not agree that they discuss with their immediate supervisor the results they are expected to achieve, and 27% do not agree that their immediate supervisor assesses their work against identified goals and objectives.

Seventy-one per cent of employees agree that they get adequate recognition from their immediate supervisor when they do a good job, while just over 50% agree that their supervisor does a good job of helping them develop their career.

Thirty per cent of employees disagree that they receive useful feedback from their immediate supervisor on their job performance. Twenty per cent disagree that their supervisor distributes work fairly, and 25% do not agree that their supervisors keep them informed about issues affecting their work.

Seventy-eight per cent of employees agree that if they were to suggest ways to improve how things were done, their immediate supervisor would take them seriously, yet 20% say they do not feel they can disagree with their immediate supervisor on work-related issues without fear of reprisal.

Only 16% of employees do not agree that their immediate supervisor supports the use of flexible working arrangements, subject to operational requirements.

9. How do employees perceive senior management in some key areas?

In 1999, only 37% of employees believed senior management would try to resolve concerns raised in the first Public Service Employee Survey. It is encouraging to note that, in 2002, the number has risen to 50%.

Nevertheless, only 36% of employees believe that senior management has made progress toward resolving the issues raised in the 1999 Survey. Clearly, more sustained management action is required in order to demonstrate to employees that practical survey follow-up is a priority.

Seventy-three per cent of employees agree that senior managers respect the provisions of their employees' collective agreements. Sixty per cent agree that senior management actively supports the use of flexible work arrangements, and 80% agree that supervisors and senior managers are committed to ensuring occupational health and safety.

Forty-two per cent of employees do not agree that senior management does a good job of sharing information.

10. Do employees encounter harassment and discrimination in the workplace?

According to the results of the 1999 Survey, 18% of employees said they had experienced discrimination and 20% experienced harassment. Regrettably, harassment and discrimination are still reported as sources of concern.

Twenty-one per cent of employees report they have personally been the victims of harassment on the job over the past two years, and 17% report they have personally been the victims of discrimination on the job in the past two years.

Despite this, 69% of employees agreed with the statement, "My department or agency works hard to create a workplace that prevents harassment and discrimination." Seventeen percent disagreed, 13% didn't know and 2% said the question was not applicable to them.

11. Do we have a problem with physical violence in the workplace?

In developing the 2002 Survey, the Interdepartmental/Union Survey Working Group decided to propose a proactive approach to this issue by asking employees whether or not they had been the victim of physical violence on the job and, if so, from whom (e.g., co-workers, members of the public, etc.).

Two per cent of employees indicated that within the last two years they have been the victims of physical violence on the job.

12. Do employees feel supported in regard to official languages?

The roll-up of reaction across Canada with regard to official languages shows remarkably strong and positive results which, in subsequent levels of analysis, will be broken down to take into consideration differences in bilingual and unilingual regions.

Ninety-two per cent of employees agree that the material and tools provided for work, including software and other automated tools, are available to employees in the official language of their choice.

During meetings in their work units, 85% of employees feel free to use the official language of their choice. Eighty-seven per cent of employees agree that when they prepare written materials, including electronic mail, they feel free to use the official language of their choice, and 84% indicate that training offered by their department is often or always available in the official language of their choice.

Ninety per cent of employees agree that they feel free to use the official language of their choice when they communicate with their immediate supervisor. However, 16% do indicate that to a moderate or significant extent, lack of access to language training in their second official language adversely affected their careers.

It should be noted that as with all 2002 survey results, the figures pertaining to official languages reflect a public service-wide viewpoint. More detailed demographic analysis will be done to further break down the official languages results by region and language group.


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