Employment Equity in the Office of the Auditor General of Canada—Annual Report 2016–17
Employment Equity in the Office of the Auditor General of Canada—Annual Report 2016–17
Introduction
This annual report on employment equity in the Office of the Auditor General of Canada outlines the state of employment equity representation for the 2016–17 fiscal year.
Employment Equity Environment
Enabling legislation
The Office of the Auditor General of Canada has a legislative basis in the Auditor General Act, the Financial Administration Act, and a number of other statutes. The Auditor General’s powers are set forth in legislation passed by Parliament.
Independence from government
The Office differs from most other government departments and agencies through its independence from the government of the day and its reporting relationship to Parliament. Controls are in place to assure the Office’s independence, including exemptions from certain Treasury Board policy requirements, status as a separate employer, and a 10-year non-renewable term for the Auditor General.
Application of the Employment Equity Act
The Office of the Auditor General of Canada is governed by the Employment Equity Act, in accordance with subsection 4(1)(c).
Work
The Office audits federal government operations and provides Parliament with independent information, advice, and assurance regarding the federal government’s stewardship of public funds.
The Office is in the business of legislative auditing and conducts
- performance audits of federal departments and agencies,
- annual financial audits of the government’s financial statements, and
- special examinations and annual financial audits of Crown corporations.
The Office also audits the governments of Nunavut, Yukon, and the Northwest Territories, and reports directly to their respective legislative assemblies.
Since 1995, the Office has also had a specific environment and sustainable development mandate, established through amendments to the Auditor General Act.
The Office’s audit findings—which include good practices, areas requiring attention, and recommendations for improvement—are reported to Parliament.
Employees
The Office employs 587 people between its head office in Ottawa and four regional offices in Vancouver, Edmonton, Montréal, and Halifax.
The Office’s audit professionals are highly qualified in their fields and bring a rich mix of academic disciplines and experience to their work. They include accountants, engineers, lawyers, management experts, information technology professionals, environmental specialists, and economists. All financial audit trainees have a bachelor’s degree. The remaining audit staff have a graduate degree, or a bachelor’s degree and professional designation. Some have additional credentials.
Auditors are organized into teams that are assigned to audits of specific departments, agencies, or Crown corporations, and audits of Canada’s three territories. The auditors are supported in their work by specialists in law, professional practices, international relations, information technology, knowledge management, human resources, financial management, communications, and parliamentary liaison.
Work environment
The Office is committed to providing a work environment in which all are treated with dignity and respect, and all are supported as they work toward their full career potential. The Office encourages open and honest communication to create a climate of trust and teamwork. It values each other’s talent and diversity, and supports learning and quality-of-life endeavours.
Office employees are expected to demonstrate personal integrity and ethics, and to adhere to Office values, standards, and codes of conduct. People management competencies and behaviours are evaluated during recruitment and annual performance appraisals.
Structure
The Principal, Human Resources, serves as Diversity Champion, and works to raise the profile of employment equity and diversity issues in the Office.
In addition, the Office maintains a Diversity Committee that promotes the Office’s employment equity activities while increasing awareness of equity and diversity issues, and enhancing employment and promotion opportunities for all groups.
The Chair of the Diversity Committee reports directly to the Principal, Human Resources, on any employment equity issues of note arising through the Committee. The Chair provides input on all policies and issues that may affect employment equity.
Employment Equity Implementation
Implementation of legislation
The Office implements the requirements of the employment equity legislation by administering a voluntary self-identification survey. It then conducts a workforce analysis to determine the degree of representation of members of designated groups in each occupational group. This analysis is conducted annually. The results (as of 31 March 2017) are presented in this report.
Employment equity records
The Office of the Auditor General of Canada maintains orderly and accurate employment equity records. All new employees are asked to complete a self-identification questionnaire before their first day at the Office and upon promotion.
The Office’s INTRAnet provides employees with easy access to current employment equity information.
Recruitment
In the 2016–17 fiscal year, 96 employees joined the Office. Seventy-six percent were members of one of the four designated groups.
The Office has established a resourcing strategy for 2017–2020 to address key challenges as it continues to recruit the resources necessary to fulfill its mandate. Specifically, this strategy highlights the Office’s continued focus on maintaining a diverse workforce that reflects Canada’s population.
As part of this focus on diversity, the Office participated in projects and programs to increase employment equity representation within its workplace and externally. These projects and programs include
- the Aboriginal Outreach and Capacity Building project plan, which was developed to help the Office increase representation of members of the Aboriginal group;
- the Martin Mentorship Program for Indigenous Secondary School Students, which provides ongoing career mentoring to Aboriginal high school students; and
- LiveWorkPlay, an organization that helps young people with developmental disabilities integrate into society.
Activities and events
In the 2016–17 fiscal year, the Office carried out one activity to promote a corporate environment that supports employment equity values and ideals:
- International Fellows Fair, in support of the International Fellows Program
The Office promotes respect in the workplace through its employee on-boarding program, as well as through courses from the Canada School of Public Service. Some of the courses offered to all managers and employees are on the following topics:
- respect and inclusivity;
- prevention of violence, harassment, and discrimination; and
- values and ethics.
The Office also engaged a consultant to provide cultural awareness training to employees new to the Office’s Northern team, so that they may better understand the communities in which they work.
Talent management
A talent management program was introduced at the Office in 2015–16. This program is one of a number of human resource processes designed to attract, develop, motivate, and retain engaged employees. The goal is to create a high-performance, sustainable organization that meets its strategic and operational goals.
Over time, these sustained efforts have resulted in opportunities for higher numbers of designated group members to be promoted (Table 9).
Employment Equity Plan
In accordance with the requirements in section 10 of the Employment Equity Act, the Office maintains an employment equity plan. The plan covers a three-year period and includes specific goals for improved representation. The Triennial Employment Equity Plan 2017–2020 is currently being drafted. It will present the Office’s strategy for enhancing and maintaining representation across occupational groups and levels, highlight the Office’s efforts to sustain an inclusive and respectful workplace, and report on activities carried out to comply with the legislation.
Communication and consultation
Ongoing communication is a critical factor in the success of the Office’s employment equity program. The Office undertakes a number of communication activities to support equity and diversity programs. The Office
- sends communications to encourage employees to celebrate diversity;
- makes information on the Employment Equity Act and related organizational plans and policies available on its INTRAnet site;
- keeps employees informed of the Office’s progress on achieving representation objectives;
- keeps employees, management, and employee representative groups engaged in meaningful dialogue to help address recruitment challenges;
- reaches out to and partners with educational institutions and professional associations to assist the Office in achieving its goals; and
- consults with employee representatives before finalizing policies and plans, such as the Triennial Employment Equity Plan.
Numerical goals
Employment equity is an important underlying value of the Office of the Auditor General of Canada. The Office is committed to ensuring equal opportunity in its workplace for all employees.
The Office strives for 100 percent representation of workforce availability for each of the designated groups. The success of the Office’s efforts is monitored by the Diversity Champion.
Employment Equity Numbers
The Office’s employment equity numbers are prepared according to the National Occupational Classification (NOC) developed by Employment and Social Development Canada. This classification comprises 14 employment equity occupational groups (EEOGs)—as defined in Schedule II of the Employment Equity Regulations—and 500 NOC unit groups.
A closer look at this system shows that the Office has a very specialized workforce:
- The 587 employees in the Office fall into 7 of the 14 EEOGs (Exhibit 1).
- Most of the Office’s employees (81.1 percent) are concentrated in just 2 EEOGs: professionals and middle and other managers (Exhibit 2).
Exhibit 1—Classification of Office employees under the Employment Equity Occupational Group
1–Senior managers
2–Middle and other managers
3–Professionals
4–Semi-professionals and technicians
5–Supervisors
7–Administrative and senior clerical personnel
10–Clerical personnel
Exhibit 2—Distribution of Office employees by Employment Equity Occupational Group
Exhibit 2—text version
Exhibit 2 is a pie chart showing the distribution of employees in the Office of the Auditor General of Canada, according to major occupational groups.
The chart indicates that 10.7 percent of the Office’s employees are clerical personnel and 1.5 percent of employees are senior managers. Middle and other managers make up 25.6 percent, and 55.5 percent are professionals. Another 6.7 percent of employees fall into the “all others” category.
Shaded sections of the pie chart indicate that the majority of the employees—81.1 percent—are concentrated into two groups, middle and other managers and professionals.
Representation in designated groups—highlights
The Office compared its representation in each designated group with the most recent workforce availability figuresFootnote 1 provided by Employment and Social Development Canada in the Employment Equity Data Report. The Office used national figures for this comparison in most areas, with the exception of the administrative and senior clerical personnel category and the clerical personnel category, for which the Office used data from the National Capital Region.
Women
As of 31 March 2017, women represented 62.5 percent of the Office’s workforce, which is above the workforce availability of 51.4 percent (Table 4). Women are well represented in almost all EEOGs and salary bands (Table 11).
Aboriginal peoples
The Office’s representation of Aboriginal employees during the reporting period was 2.9 percent, which exceeds the workforce availability of 2.5 percent (Table 5). In other words, the Office had 17 Aboriginal employees, surpassing its goal of 15 by 2.
Persons with disabilities
The Office’s overall representation of persons with disabilities during the reporting period was 6.3 percent, which is above the workforce availability of 4.3 percent (Table 6). In other words, the Office had 37 persons with disabilities, well above its goal of 26 and almost double the count of the previous reporting period.
Persons in a visible minority group
The Office’s overall representation of persons in a visible minority group was 16.2 percent, which is slightly below the workforce availability of 17.2 percent (Table 7). In other words, the Office had 95 persons in a visible minority group, or 6 short of its goal of 101.
In the 2016–17 fiscal year, 27.1 percent of the Office’s new hires were persons in a visible minority group. As a result, the representation of workforce availability for persons in this group in all occupations was 94.1 percent, up from 83.5 percent in the previous reporting period. The Office recognizes that this continues to be an area for improvement, and is addressing the issue with activities outlined in the draft Triennial Employment Equity Plan 2017–2020. The Office will monitor these numbers to ensure that it continues to improve its overall representation for this group.
Representation in hires, promotions, and separations
This annual report includes an analysis of the number of employees from each designated group who were hired, promoted, or left the Office.
Hires
In the past year, 96 people joined the Office (Table 8). Of these new hires, 73 were from at least one designated group. More specifically,
- 59 of the people hired were women (61.5 percent),
- 26 were persons in a visible minority group (27.1 percent),
- 6 were persons with disabilities (6.3 percent), and
- 4 were persons in the Aboriginal peoples’ group (4.2 percent).
Promotions
In the past year, 97 employees were promoted (Table 9). Of these promotions, 72 employees were from at least one designated group. More specifically,
- 63 of the people promoted were women (64.9 percent),
- 23 were persons in a visible minority group (23.7 percent),
- 4 were persons with disabilities (4.1 percent), and
- 2 were persons in the Aboriginal peoples’ group (2.1 percent).
Separations
During the reporting period, 63 employees left the Office (Table 10). Of those who left, 41 employees were from at least one designated group. More specifically,
- 36 of the people who left were women (an attrition rate of 10.2 percent),
- 7 were persons in a visible minority group (an attrition rate of 8.5 percent),
- 4 were persons with disabilities (an attrition rate of 21.1 percent), and
- 1 was an Aboriginal person (an attrition rate of 7.7 percent).
The attrition rate of 21.1 percent for the persons with disabilities group was unusually high. The Office will monitor the situation to ensure that the numbers in the 2016–17 fiscal year were just an anomaly.
Conclusion
The Office is committed to reaching its employment equity goals and has made significant progress in increasing employees in under-represented groups. The Office is continuing to address the under-representation in the persons in a visible minority group. The current hiring percentages for this group are well above its workforce availability.
Going forward, the Office will work toward a representative workforce for all occupational groups. Therefore, some of the Office’s plans are focused on considering employment equity when planning and implementing recruitment strategies and hiring and promotion practices. Maintaining a diverse workforce reflective of Canada’s population is identified as one of the five key challenges in the 2017–2020 Resourcing Strategy.
The Office is also working to increase its planned activities for 2017–18.
The Office expects to finalize its Triennial Employment Equity Plan 2017–2020 by the end of the 2017 calendar year. The initiatives and projects highlighted in this plan will assist in addressing gaps in aggregate occupational groups.
Appendix—Statistics
Report coverage
This report contains information, as of 31 March 2017, on the Office’s indeterminate employees and determinate employees with terms of six months or more. Employees who were on secondment to other organizations are also included in the Office’s numbers.
No information is reported on students or casual workers. Employees on leave without pay (such as those on care and nurturing leave or educational leave) are not included in these tables.
Data on people in the designated groups
All data was obtained through voluntary self-identification.
The completeness and accuracy of employment equity data depend on employees being willing to self-identify and being given the opportunity to do so.
The Office’s voluntary self-identification process began in April 1997. All new employees are asked to complete a questionnaire before their first day at the Office. In addition, at any time during the year, any employee may complete or revise a self-identification questionnaire, available from the Office’s Human Resources Group.
Tables 4 to 7 show the Office’s representation as a percentage of workforce availability, with comparative figures for the previous year. The Office believes this is the best measure of how well it is progressing toward its goal of achieving a representative workforce.
The Office provides information by Employment Equity Occupational Group (EEOG). Tables 4 to 7 include information for the two National Occupational Classification (NOC) unit groups that account for the majority of the Office’s employees—other managers (NOC Unit 0414), which is part of EEOG 2 (middle and other managers); and auditors (NOC Unit 1111), included in EEOG 3 (professionals).
Workforce availability
Workforce availability is the distribution of people in the designated groups as a percentage of the total Canadian workforce. For federal public service purposes, workforce availability is based on Canadian citizens in those occupations in the Canadian workforce corresponding to the occupations in the public service and is derived from 2011 Census data.
List of Tables
Table 1—Representation of designated groups in the Office of the Auditor General of Canada
Table 2—Distribution of employees by designated group and region of work
Table 3—Representation of designated groups by Employment Equity Occupational Group
Table 8—Hiring by designated group and Employment Equity Occupational Group
Table 9—Promotions by designated group and Employment Equity Occupational Group
Table 10—Separations by designated group and Employment Equity Occupational Group
Table 11—Distribution of employees by designated group and salary band
Table 1—Representation of designated groups in the Office of the Auditor General of Canada
As at 31 March 2017
| All employees | Women | Aboriginal peoples | Persons with disabilities | Persons in a visible minority group |
|||||
|---|---|---|---|---|---|---|---|---|---|
| Number | Number | Percentage | Number | Percentage | Number | Percentage | Number | Percentage | |
| Office | 587 | 367 | 62.5 | 17 | 2.9 | 37 | 6.3 | 95 | 16.2 |
| Workforce availability | 51.4 | 2.5 | 4.3 | 17.2 | |||||
Totals may not equal the sum of components because of rounding and suppression.
Table 2—Distribution of employees by designated group and region of work
As at 31 March 2017
| Region of work | All employees | Women | Aboriginal peoples | Persons with disabilities | Persons in a visible minority group |
||||
|---|---|---|---|---|---|---|---|---|---|
| Number | Number | Percentage | Number | Percentage | Number | Percentage | Number | Percentage | |
| National Capital Region | 530 | 331 | 62.5 | 15 | 2.8 | 35 | 6.6 | 79 | 14.9 |
| All other regions | 57 | 36 | 63.2 | 2 | 3.5 | 2 | 3.5 | 16 | 28.1 |
| Total | 587 | 367 | 62.5 | 17 | 2.9 | 37 | 6.3 | 95 | 16.2 |
Totals may not equal the sum of components because of rounding and suppression.
Table 3—Representation of designated groups by Employment Equity Occupational Group
As at 31 March 2017
| Employment Equity Occupational Group | All employees | Women | Aboriginal peoples | Persons with disabilities | Persons in a visible minority group |
||||
|---|---|---|---|---|---|---|---|---|---|
| Number | Number | Percentage | Number | Percentage | Number | Percentage | Number | Percentage | |
| All occupations | 587 | 367 | 62.5 | 17 | 2.9 | 37 | 6.3 | 95 | 16.2 |
|
Senior managers
|
9 | 3 | 33.3 | 1 | 11.1 | 1 | 11.1 | 1 | 11.1 |
|
Middle and other managers
|
150 | 91 | 60.7 | 2 | 1.3 | 4 | 2.7 | 8 | 5.3 |
|
Professionals
|
326 | 194 | 59.5 | 8 | 2.5 | 24 | 7.4 | 81 | 24.8 |
|
Semi-professionals and technicians
|
22 | 10 | 45.5 | 3 | 13.6 | 2 | 9.1 | 1 | 4.5 |
|
Supervisors
|
1 | 1 | 100.0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 |
|
Administrative and senior clerical personnel
|
16 | 12 | 75.0 | 0 | 0.0 | 1 | 6.3 | 1 | 6.3 |
|
Clerical personnel
|
63 | 56 | 88.9 | 3 | 4.8 | 5 | 7.9 | 3 | 4.8 |
Totals may not equal the sum of components because of rounding and suppression.
Table 4—Representation of women by Employment Equity Occupational Group and the two largest National Occupational Classification unit groups
As at 31 March 2017
| Employment Equity Occupational Group | All employees | Women | Workforce availability | Representation as a percentage of workforce availability | ||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2017 | March 2016 | |
| All occupations | 587 | 367 | 62.5 | 51.4 | 100.0+ | 100.0+ |
|
Senior managers
|
9 | 3 | 33.3 | 46.2 | 72.1 | 78.6 |
|
Middle and other managers
|
150 | 91 | 60.7 | 41.3 | 100.0+ | 100.0+ |
|
Professionals
|
326 | 194 | 59.5 | 53.8 | 100.0+ | 100.0+ |
|
Semi-professionals and technicians
|
22 | 10 | 45.5 | 25.7 | 100.0+ | 100.0+ |
|
Supervisors
|
1 | 1 | 100.0 | 51.0 | 100.0+ | 100.0+ |
|
Administrative and senior clerical personnel
|
16 | 12 | 75.0 | 77.2 | 97.2 | 83.9 |
|
Clerical personnel
|
63 | 56 | 88.9 | 66.0 | 100.0+ | 100.0+ |
| National Occupational Classification unit group | All employees | Women | Workforce availability | Representation as a percentage of workforce availability | ||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2017 | March 2016 | |
| Other managers (0414) | 129 | 77 | 59.7 | 39.5 | 100.0+ | 100.0+ |
| Auditors (1111) | 264 | 156 | 59.1 | 54.8 | 100.0+ | 100.0+ |
Totals may not equal the sum of components because of rounding and suppression.
Table 5—Representation of Aboriginal peoples by Employment Equity Occupational Group and the two largest National Occupational Classification unit groups
As at 31 March 2017
| Employment Equity Occupational Group | All employees | Aboriginal peoples | Workforce availability | Representation as a percentage of workforce availability | ||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2017 | March 2016 | |
| All occupations | 587 | 17 | 2.9 | 2.5 | 100.0+ | 93.0 |
|
Senior managers
|
9 | 1 | 11.1 | 7.2 | 100.0+ | 100.0+ |
|
Middle and other managers
|
150 | 2 | 1.3 | 4.0 | 33.2 | 35.9 |
|
Professionals
|
326 | 8 | 2.5 | 1.5 | 100.0+ | 100.0+ |
|
Semi-professionals and technicians
|
22 | 3 | 13.6 | 3.8 | 100.0+ | 100.0+ |
|
Supervisors
|
1 | 0 | 0.0 | 2.9 | 0.0 | 0.0 |
|
Administrative and senior clerical personnel
|
16 | 0 | 0.0 | 3.3 | 0.0 | 0.0 |
|
Clerical personnel
|
63 | 3 | 4.8 | 2.9 | 100.0+ | 60.6 |
| National Occupational Classification unit group | All employees | Aboriginal peoples | Workforce availability | Representation as a percentage of workforce availability | ||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2017 | March 2016 | |
| Other managers (0414) | 129 | 1 | 0.8 | 4.3 | 18.1 | 19.3 |
| Auditors (1111) | 264 | 5 | 1.9 | 1.4 | 100.0+ | 100.0+ |
Totals may not equal the sum of components because of rounding and suppression.
Table 6—Representation of persons with disabilities by Employment Equity Occupational Group and the two largest National Occupational Classification unit groups
As at 31 March 2017
| Employment Equity Occupational Group | All employees | Persons with disabilities | Workforce availability | Representation as a percentage of workforce availability | ||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2017 | March 2016 | |
| All occupations | 587 | 37 | 6.3 | 4.3 | 100.0+ | 78.3 |
|
Senior managers
|
9 | 1 | 11.1 | 4.3 | 100.0+ | 100.0+ |
|
Middle and other managers
|
150 | 4 | 2.7 | 4.3 | 61.4 | 50.0 |
|
Professionals
|
326 | 24 | 7.4 | 3.8 | 100.0+ | 100.0+ |
|
Semi-professionals and technicians
|
22 | 2 | 9.1 | 4.6 | 100.0+ | 0.0 |
|
Supervisors
|
1 | 0 | 0.0 | 13.9 | 0.0 | 0.0 |
|
Administrative and senior clerical personnel
|
16 | 1 | 6.3 | 3.4 | 100.0+ | 0.0 |
|
Clerical personnel
|
63 | 5 | 7.9 | 7.0 | 100.0+ | 50.2 |
| National Occupational Classification unit group | All employees | Persons with disabilities | Workforce availability | Representation as a percentage of workforce availability | ||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2017 | March 2016 | |
| Other managers (0414) | 129 | 3 | 2.3 | 4.3 | 53.5 | 38.0 |
| Auditors (1111) | 264 | 20 | 7.6 | 3.8 | 100.0+ | 99.6 |
Totals may not equal the sum of components because of rounding and suppression.
Table 7—Representation of persons in a visible minority by Employment Equity Occupational Group and the two largest National Occupational Classification unit groups
As at 31 March 2017
| Employment Equity Occupational Group | All employees | Persons in a visible minority | Workforce availability | Representation as a percentage of workforce availability | ||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2017 | March 2016 | |
| All occupations | 587 | 95 | 16.2 | 17.2 | 94.1 | 83.5 |
|
Senior managers
|
9 | 1 | 11.1 | 6.8 | 100.0+ | 100.0+ |
|
Middle and other managers
|
150 | 8 | 5.3 | 8.2 | 64.9 | 53.5 |
|
Professionals
|
326 | 81 | 24.8 | 23.0 | 100.0+ | 93.0 |
|
Semi-professionals and technicians
|
22 | 1 | 4.5 | 14.7 | 31.0 | 36.1 |
|
Supervisors
|
1 | 0 | 0.0 | 11.7 | 0.0 | 0.0 |
|
Administrative and senior clerical personnel
|
16 | 1 | 6.3 | 10.7 | 58.3 | 100.0+ |
|
Clerical personnel
|
63 | 3 | 4.8 | 12.6 | 37.8 | 41.7 |
| National Occupational Classification unit group | All employees | Persons in a visible minority | Workforce availability | Representation as a percentage of workforce availability | ||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2017 | March 2016 | |
| Other managers (0414) | 129 | 7 | 5.4 | 7.4 | 73.2 | 55.7 |
| Auditors (1111) | 264 | 71 | 26.9 | 24.3 | 100.0+ | 96.3 |
Totals may not equal the sum of components because of rounding and suppression.
Table 8—Hiring by designated group and Employment Equity Occupational Group
As at 31 March 2017
| Employment Equity Occupational Group | All employees | Women | Aboriginal peoples | Persons with disabilities | Persons in a visible minority group |
||||
|---|---|---|---|---|---|---|---|---|---|
| Number | Number | Percentage | Number | Percentage | Number | Percentage | Number | Percentage | |
| All occupations | 96 | 59 | 61.5 | 4 | 4.2 | 6 | 6.3 | 26 | 27.1 |
|
Senior managers
|
0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 |
|
Middle and other managers
|
16 | 9 | 56.3 | 0 | 0.0 | 0 | 0.0 | 1 | 6.3 |
|
Professionals
|
61 | 35 | 57.4 | 1 | 1.6 | 6 | 9.8 | 24 | 39.3 |
|
Semi-professionals and technicians
|
5 | 3 | 60.0 | 1 | 20.0 | 0 | 0.0 | 0 | 0.0 |
|
Supervisors
|
0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 |
|
Administrative and senior clerical personnel
|
1 | 1 | 100.0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 |
|
Clerical personnel
|
13 | 11 | 84.6 | 2 | 15.4 | 0 | 0.0 | 1 | 7.7 |
| All employees | Women | Aboriginal peoples | Persons with disabilities | Persons in a visible minority group |
|||||
|---|---|---|---|---|---|---|---|---|---|
| Number | Number | Percentage | Number | Percentage | Number | Percentage | Number | Percentage | |
| All occupations | 96 | 59 | 61.5 | 4 | 4.2 | 6 | 6.3 | 26 | 27.1 |
| Workforce availability | 51.4 | 2.5 | 4.3 | 17.2 | |||||
| Hiring as a percentage of workforce availability | 100.0+ | 100.0+ | 100.0+ | 100.0+ | |||||
Data includes employees hired into term positions (six months or more) and indeterminate positions. Totals may not equal the sum of components because of rounding and suppression.
Table 9—Promotions by designated group and Employment Equity Occupational Group
As at 31 March 2017
| Employment Equity Occupational Group | All employees | Women | Aboriginal peoples | Persons with disabilities | Persons in a visible minority group |
||||
|---|---|---|---|---|---|---|---|---|---|
| Number | Number | Percentage | Number | Percentage | Number | Percentage | Number | Percentage | |
| All occupations | 97 | 63 | 64.9 | 2 | 2.1 | 4 | 4.1 | 23 | 23.7 |
|
Senior managers
|
0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 |
|
Middle and other managers
|
16 | 10 | 62.5 | 0 | 0.0 | 0 | 0.0 | 1 | 6.3 |
|
Professionals
|
75 | 48 | 64.0 | 2 | 2.7 | 4 | 5.3 | 22 | 29.3 |
|
Semi-professionals and technicians
|
1 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 |
|
Supervisors
|
0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 |
|
Administrative and senior clerical personnel
|
1 | 1 | 100.0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 |
|
Clerical personnel
|
4 | 4 | 100.0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 |
| All employees | Women | Aboriginal peoples | Persons with disabilities | Persons in a visible minority group |
|
|---|---|---|---|---|---|
| Number | Number | Number | Number | Number | |
| Last year’s total number of employees as at 31 March 2016 | 563 | 352 | 13 | 19 | 82 |
| Number | 97 | 63 | 2 | 4 | 23 |
| Promotion rate (percentage) | 17.2 | 17.9 | 15.4 | 21.1 | 28.0 |
Data includes promotions and reclassifications. Totals may not equal the sum of components because of rounding and suppression.
Table 10—Separations by designated group and Employment Equity Occupational Group
As at 31 March 2017
| Employment Equity Occupational Group | All employees | Women | Aboriginal peoples | Persons with disabilities | Persons in a visible minority group |
||||
|---|---|---|---|---|---|---|---|---|---|
| Number | Number | Percentage | Number | Percentage | Number | Percentage | Number | Percentage | |
| All occupations | 63 | 36 | 57.1 | 1 | 1.6 | 4 | 6.3 | 7 | 11.1 |
|
Senior managers
|
2 | 1 | 50.0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 |
|
Middle and other managers
|
12 | 2 | 16.7 | 0 | 0.0 | 2 | 16.7 | 0 | 0.0 |
|
Professionals
|
37 | 24 | 64.9 | 0 | 0.0 | 2 | 5.4 | 6 | 16.2 |
|
Semi-professionals and technicians
|
2 | 1 | 50.0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 |
|
Supervisors
|
1 | 1 | 100.0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 |
|
Administrative and senior clerical personnel
|
2 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 | 0 | 0.0 |
|
Clerical personnel
|
7 | 7 | 100.0 | 1 | 14.3 | 0 | 0.0 | 1 | 14.3 |
| All employees | Women | Aboriginal peoples | Persons with disabilities | Persons in a visible minority group |
|
|---|---|---|---|---|---|
| Number | Number | Number | Number | Number | |
| Last year’s total number of employees as at 31 March 2016 | 563 | 352 | 13 | 19 | 82 |
| Number | 63 | 36 | 1 | 4 | 7 |
| Attrition rate (percentage) | 11.2 | 10.2 | 7.7 | 21.1 | 8.5 |
Totals may not equal the sum of components because of rounding and suppression.
Table 11—Distribution of employees by designated group and salary band
As at 31 March 2017
| Salary band ($) | All employees | Women | Aboriginal peoples | Persons with disabilities | Persons in a visible minority group |
|||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Number | Percentage of all employees | Number | Percentage of salary band | Percentage of designated group | Number | Percentage of salary band | Percentage of designated group | Number | Percentage of salary band | Percentage of designated group | Number | Percentage of salary band | Percentage of designated group | |
| 45,000–49,999 | 19 | 3.2 | 11 | 57.9 | 3.0 | 1 | 5.3 | 5.9 | 1 | 5.3 | 2.7 | 10 | 52.6 | 10.5 |
| 50,000–54,999 | 16 | 2.7 | 10 | 62.5 | 2.7 | 1 | 6.3 | 5.9 | 2 | 12.5 | 5.4 | 5 | 31.3 | 5.3 |
| 55,000–59,999 | 51 | 8.7 | 37 | 72.5 | 10.1 | 2 | 3.9 | 11.8 | 6 | 11.8 | 16.2 | 10 | 19.6 | 10.5 |
| 60,000–64,999 | 52 | 8.9 | 40 | 76.9 | 10.9 | 1 | 1.9 | 5.9 | 5 | 9.6 | 13.5 | 7 | 13.5 | 7.4 |
| 65,000–69,999 | 16 | 2.7 | 6 | 37.5 | 1.6 | 0 | 0.0 | 0.0 | 1 | 6.3 | 2.7 | 3 | 18.8 | 3.2 |
| 70,000–74,999 | 45 | 7.7 | 31 | 68.9 | 8.4 | 2 | 4.4 | 11.8 | 5 | 11.1 | 13.5 | 13 | 28.9 | 13.7 |
| 75,000–79,999 | 30 | 5.1 | 21 | 70.0 | 5.7 | 1 | 3.3 | 5.9 | 2 | 6.7 | 5.4 | 5 | 16.7 | 5.3 |
| 80,000–89,999 | 82 | 14.0 | 50 | 61.0 | 13.6 | 4 | 4.9 | 23.5 | 5 | 6.1 | 13.5 | 13 | 15.9 | 13.7 |
| 90,000–99,999 | 61 | 10.4 | 30 | 49.2 | 8.2 | 1 | 1.6 | 5.9 | 2 | 3.3 | 5.4 | 12 | 19.7 | 12.6 |
| 100,000–109,999 | 75 | 12.8 | 50 | 66.7 | 13.6 | 2 | 2.7 | 11.8 | 3 | 4.0 | 8.1 | 10 | 13.3 | 10.5 |
| 110,000–119,999 | 13 | 2.2 | 5 | 38.5 | 1.4 | 0 | 0.0 | 0.0 | 0 | 0.0 | 0.0 | 0 | 0.0 | 0.0 |
| 120,000+ | 127 | 21.6 | 76 | 59.8 | 20.7 | 2 | 1.6 | 11.8 | 5 | 3.9 | 13.5 | 7 | 5.5 | 7.4 |
| Total | 587 | 100.0 | 367 | 62.5 | 100.0 | 17 | 2.9 | 100.0 | 37 | 6.3 | 100.0 | 95 | 16.2 | 100.0 |
Totals may not equal the sum of components because of rounding and suppression.