ADM (HR-Civ) - Assistant Deputy Minister (Human Resources - Civilian) SMA (RH-Civ) - Sous-ministre...

1ADM (HR-Civ) - Assistant Deputy Minister (Human Resources - Civilian)SMA (RH-Civ) - Sous-ministre adjointe (Ressources humaines - Civiles)

2005 Public Service Employee Survey (PSES)

HR Sub-Committee

Shirley Siegel

1 December 06


Participants

2002 95,013 (58%) public servants participated8,722 (46%) DND civilians participated

2005106, 495 (59%) public servants participated10, 771 (50%) DND civilians participated


Key 2005 PSES Themes

Leadership Harassment & Discrimination Workload / Work-life Balance Job Satisfaction & Employee Commitment Staffing & Classification


LeadershipI can clearly explain to others the direction (for example, the vision,

values or mission) of my organization.

Don’t know and not applicable responses are not shown

72

73

73

22

21

23

0 20 40 60 80 100 120

DND 2002

DND 2005

PS 2005

% agree % disagree


LeadershipI feel that senior management does a good job of sharing information


50

53

53

48

44

45

0 20 40 60 80 100 120

DND 2002

DND 2005

PS 2005

% agree % disagree


LeadershipI believe that senior management will try to resolve concerns raised

in this survey


46

50

47

43

38

43

0 20 40 60 80 100

DND 2002

DND 2005

PS 2005

% agree % disagree


Workload / Work-life Balance


62

65

59

37

34

40

0 20 40 60 80 100 120

DND 2002

DND 2005

PS 2005

% agree % disagree

I can complete my assigned workload during my regular working hours


Job Satisfaction & Employee Commitment


83

86

82

16

13

17

0 20 40 60 80 100 120

DND 2002

DND 2005

PS 2005

% agree % disagree

My organization is a good place to work


Staffing & Classification


63

63

64

31

31

29

0 20 40 60 80 100

DND 2002

DND 2005

PS 2005

% agree % disagree

In my work unit, the process of selecting a person for a position is done fairly


Strengths Identified

Job Satisfaction & Employee CommitmentApproximately 90% of respondents indicated:

• they were strongly committed to making the organization successful.

• proud of work carried out by their work unit.

Official LanguagesApproximately 90% of respondents indicated:

• material and tools provided for their work were available in both official languages.

• they could use the official language of their choice to communicate with their immediate supervisor.


Areas for Future Investigation

Harassment21% of DND civilians indicated they had been victims of harassment on the job in the past two years by:

• members of the public (54%), individuals from other departments (53%) and individuals working for me (47%)

Discrimination21% of DND civilians indicated they had been victims of discrimination on the job one or more times in the past two years by:

• individuals with authority over me (77%), co-workers (43%)

62% of DND civilians indicated they were satisfied with DND’s response to matters related to harassment


2005 Overall Conclusions

Similar to the results in 2002, the 2005 results for DND resemble results for the PS

Results for DND in 2005 are very similar to those in 2002


Follow-Up Activities

Fall 2006 – customized summaries of PSES results provided to all L1 organizations

Summaries focus on Wellness & Health, Leadership & Inclusiveness, Recruitment & Retention and Continuous Learning

L1 organizations have been encouraged to discuss PSES with staff using most appropriate means and to describe gaps/solutions in 2007/08 Civilian HR Plans

2007/08 Functional Assessment will synthesize issues and bring forward to Feb. Retreat

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