OSFI Employee Survey (ES) 2017
FINAL REPORT

POR Registration Number: POR-007-17
PSPC Contract Number: 59017-170004/001/CY
Contract Award Date: June 15, 2017
Delivery Date: March 20, 2018

Prepared by:
Environics Research
116 Albert Street, Suite 300
Ottawa, Ontario
K1P 5G3

Main Contact:
Tony Coulson, Group VP, Corporate & Public Affairs, Environics Research
116 Albert Street, Suite 300
Ottawa, Ontario, K1P 5G3
613.699.6882
tony.coulson@environics.ca

Prepared for:
Office of the Superintendent of Financial Institutions (OSFI)

Submission Date:
March 20, 2018

Ce rapport est aussi disponible en français

For more information on this report, please email: information@osfi-bsif.gc.ca

Table of Contents

Executive Summary

The Office of the Superintendent of Financial Institutions (OSFI) Canada is the federal regulator and supervisor of over 1,800 financial institutions, including deposit-taking institutions, insurance companies and federally regulated private pensions plans. OSFI regularly conducts a survey of its approximately 700 employees at four locations across Canada. The employee survey seeks to assess employee levels of satisfaction and to identify potential areas for improvement. Following each survey, OSFI has implemented improvements based on the feedback of employees and measured the effectiveness of those improvements in the subsequent survey. This report presents the 2017 findings and provides a discussion of these results in comparison to the 2016 OSFI employee survey.

The survey was completed online by OSFI employees between September 25th and October 27th, 2017. The questionnaire explored various themes of employee satisfaction. Survey results were explored overall, in comparison to the previous years’ results and by OSFI sector. An overall response rate of 87% was achieved. Since the survey attempted to include all employees (i.e., was conducted as a census) it is unnecessary to apply a margin of error to the survey results and the results are considered representative of the population of OSFI employees.

Summary of Findings

The results of this research will be used to help identify areas of improvement for OSFI going forward. The total expenditure for the POR project was $49,271.57 (including HST).

Political Neutrality Certification

This certification is to be submitted with the final report submitted to the Project Authority.

I hereby certify as a Representative of Environics Research Group that the deliverables fully comply with the Government of Canada political neutrality requirements outlined in the Communications Policy of the Government of Canada and Procedures for Planning and Contracting Public Opinion Research. Specifically, the deliverables do not include information on electoral voting intentions, political party preferences, standings with the electorate or ratings of the performance of a political party or its leaders.

Signed by: Tony Coulson (Group Vice President – Corporate & Public Affairs):

Introduction

The Office of the Superintendent of Financial Institutions (OSFI) employs approximately 700 people in four different locations (Ottawa, Toronto, Montreal and Vancouver) to meet its mandate as the federal regulator and supervisor of over 1,800 financial institutions, including deposit-taking institutions (e.g. banks), insurance companies (life and property & casualty) and federally regulated private pensions plans.

It is important to OSFI management to hear the opinions of employees, to understand if their needs are being met, and to solicit their suggestions for improvements. The Employee Survey (ES) seeks to assess employee levels of satisfaction and to identify potential areas for improvement. Following each survey, OSFI implements improvements based on the feedback of employees and measured the effectiveness of those improvements in the subsequent survey. As per OSFI’s 2017-18 Departmental Plan, one of OSFI’s key priorities is to "set and meet high standards for managing our own resources." One of the key objectives of this priority is supporting employee effectiveness to ensure “employees have the right skills and knowledge necessary to excel in their work and grow their careers.” The Employee Survey supports the goal of capturing this information.

This research was designed to measure key areas that impact employee retention and engagement: e.g., leadership, talent management, work-life balance. The other objectives included:

Methodology

The OSFI Employee Survey is an ongoing research project that has run every two years or so going back to 2005. Beginning with this wave, OSFI will conduct its Employee Survey on an annual basis to more quickly identify what works well and what could be improved, and to address any potential issues as they arise.

The survey was available for employee participation from September 25 to October 27, 2017. Following the initial email invitation from Environics to each employee’s OSFI email address, three reminders were sent to non-responders. As well, internal communications support was provided within OSFI. In communications, employees were informed that their privacy would be respected throughout the research process. The survey was available to all employees in English and French.

Environics worked in consultation with OSFI to develop the 2017 survey which was largely consistent with the 2016 questionnaire. It contained 75 closed-ended questions, one open ended (comment) question and ten demographic questions and was organized into seven thematic sections. Compared to the 2016 version, a total of six questions were dropped, six new questions were added and the wording of nine questions were modified. A total of 61 questions can be directly compared to 2016 (58 questions with 5-point agree/disagree scales and 3 other questions).

Response Rates

In total, 683 employees were invited to participate with 596 employees completing the survey for an overall response rate of 87%. The response rate was relatively consistent across OSFI’s sectors/groups. Among employees who responded, 18% chose not to identify their work unit or sector/group (compared with 17% in 2016), effectively reducing the response rate in various sectors/groups. Most at least identified their sector/group, with only 7% not identifying any affiliation at all.

The response rate was calculated for each sector by dividing the total number of responses for a sector by the total number of employees for that sector. Since some employees did not identify their sector, they are only included in the overall calculation where the total number of responses (596) is divided by the total number of OSFI employees (683). As a result, the response rate for any given sector may be higher than reported below as the 41 employees who did not report their sector would otherwise be included in their response rate.

Since the survey attempted to include all employees (i.e., was conducted as a census) it is unnecessary to apply a margin of error to the survey results. There is limited potential for non-response bias where 87% of the population is included.

Table 1 – Response rate

Sector/Group Number of Employees Completed Surveys Response Rate
Superintendent’s Office and Internal Audit 18 8 44%
Corporate Services Sector 189 164 87%
Regulation Sector 113 87 77%
Deposit Taking Supervision Sector 101 84 83%
Risk Support Sector 114 102 89%
Chief Actuary's Office 33 28 85%
Insurance Supervision Sector 99 72 73%
Common Supervisory Services 16 10 63%
Prefer not to say - 41 -
Total 683 596 87%

Quality Control

The survey instrument was programmed on a secure server over the Internet. Individuals were provided with a hypertext link with a unique PIN embedded ensuring that only invited OSFI employees had access to the questionnaire. It also allowed them to go back into the survey to complete or change information and be automatically returned to the last question they responded to. Once the survey was completed, it was locked, which ensured that questionnaires could not be completed more than once.

The draft questionnaire was pre-tested online with seven employees at OSFI, including four in English and three in French.

Qualitative Analysis of Comments

A qualitative review highlights themes for each subject area of the survey. Each respondent had one opportunity to provide an open-ended response. Of the 596 completed surveys, 184 provided an open-ended comment (31% of respondents), and 160 provided consent for the release of their comments to OSFI senior management. Comments are flagged by subject area:

Table 2 – Number of comments by thematic area

Thematic Area # of comments
Leadership 122
Talent Management 82
Culture and Community 66
Work-Life Balance 58
Communication 54
Corporate Focus 33
Other 21

How To Interpret The Results

Key Findings

Survey results were explored overall, in comparison to previous years’ results, and by sector/group of OSFI. Of the eight sectors/groups, the highest concentration of employees who responded comes from Corporate Services at 28%. In terms of location, the concentration is largely split between Ottawa (41%) and Toronto (47%) with two per cent of respondents working in Montreal/Vancouver and a segment of survey respondents who chose not to indicate their location (10%).

There was an even split among employees responding by gender (41% each and 18% not providing a response). Employees with between two and 15 years of experience with OSFI make up the majority of the respondents at 64%, with 16% being newer employees (with less than two years at OSFI) and 12% having been with OSFI for more than 15 years. A large majority of those who responded are RE employees (71% with 17% being REX) and 81% list their official language as English (compared to 10% French).

Table 3: Sample distribution by key segments of the organization

Count Percent
Sector/Group
Superintendent’s Office and Internal Audit 8 1%
Corporate Services Sector 164 28%
Regulation Sector 87 15%
Deposit Taking Supervision Sector 84 14%
Risk Support Sector 102 17%
Chief Actuary's Office 28 5%
Insurance Supervision Sector 72 12%
Common Supervisory Services 10 2%
Prefer not to say 41 7%
In which city do you work?
Ottawa 247 41%
Toronto 278 47%
Montreal 7 1%
Vancouver 4 1%
Prefer not to say 60 10%
Are you:
Male 243 41%
Female 244 41%
Prefer not to say 109 18%
How long have you worked at OSFI?
Less than 2 years 93 16%
Between 2 to 15 years 379 64%
More than 15 years 73 12%
Prefer not to say 51 9%
Are you:
RE 421 71%
REX 101 17%
Prefer not to say 74 12%
To assist with OSFI’s Official Language plans, please indicate your official language of choice
English 480 81%
French 61 10%
Prefer not to say 55 9%

Across the 58 closed-ended questions in the survey that are directly comparable to results from 2016 (questions with 5-point agree/disagree scales that were common to both years), the average score is 4.07, directionally higher than the score in 2016 (4.03). Employees in Common Supervisory Services (which was created in 2016 and is therefore not comparable to 2016) and Regulation Sector have the highest index scores overall (mean scores of 4.25 and 4.24, respectively). Those in Corporate Services Sector (4.22) and the Office of the Chief Actuary (4.15) have index scores which are higher than the OSFI-wide average. The index scores in Risk Support Sector, Deposit-taking Supervision Sector and Insurance Supervision Sector are all lower than the OSFI-wide average. The Superintendent's Office and Internal Audit are not included here as fewer than 10 employees responded.

Results among sectors/groups that are comparable to 2016 are almost all higher than those from 2016, most notably Risk Support Sector which increased from 3.77 to 3.97.

Table 4 – Overall mean by group and year

Sector/Group 2017 2016
Common Supervisory Services 4.25 -
Regulation Sector 4.24 4.18
Corporate Services Sector 4.22 4.25
Office of the Chief Actuary 4.15 3.97
OSFI Overall 4.07 4.03
Risk Support Sector 3.97 3.77
Deposit-taking Supervision Sector 3.93 3.84
Insurance Supervision Sector 3.91 3.85

The table below provides an overall view of the results in each thematic section for each sector/group. Senior Management is the area where the lowest scores are found, followed by Work-Life Balance and Talent Management. Immediate Supervisor and Corporate Focus are the most positive areas of the survey. Communication is the thematic area where there is the lowest level of disagreement among the different sectors/groups. Common Supervisory Services and Regulation Sector are the most positive across the different thematic areas.

Table 5 – Overall results by group and thematic area

Risk Support Sector Common Supervisory Services Insurance Supervision Sector Deposit-taking Supervision Sector Regulation Sector Corporate Services Sector Office of the Chief Actuary OSFI Overall
Corporate Focus 4.26 4.36 4.12 4.10 4.41 4.30 4.46 4.25
Communication 4.13 4.22 3.99 4.12 4.17 4.17 4.07 4.12
Immediate Supervisor 4.22 4.61 4.18 4.13 4.46 4.57 4.36 4.35
Senior Management 3.60 3.93 3.57 3.57 4.16 3.95 3.90 3.76
Talent Management 3.85 4.29 3.74 3.77 4.02 4.20 3.91 3.95
Work-Life Balance 3.68 4.10 3.71 3.60 4.06 3.92 4.17 3.84
Culture & Community 3.96 4.30 3.95 3.96 4.33 4.26 4.18 4.09

Detailed Findings

Leadership: Senior Management

Summary

Table 6 - 2017 Results for Leadership: Senior Management

Strongly agree Somewhat agree Neither disagree nor agree Somewhat disagree Strongly disagree
Treats employees with respect 42% 34% 12% 7% 3%
I have confidence in the Executive Committee to lead OSFI 41% 37% 11% 8% 3%
I have confidence in the Senior Management Team to lead OSFI 39% 37% 11% 9% 4%
Strives for the success of the entire organization rather than the success of individuals or groups 32% 32% 17% 12% 7%
Provides strong leadership 29% 42% 11% 11% 7%
Seeks the opinions and suggestions of others 25% 38% 16% 14% 7%
Empowers employees to make decisions and act on them 23% 37% 20% 13% 7%
Provides clear and consistent direction 22% 41% 15% 15% 7%
The actions taken as a result of the Employee Survey have had an impact on the work environment 15% 40% 23% 14% 9%

Table 7 - Comparison results for Leadership: Senior Management

2017 % Strongly Agree 2016 % Strongly Agree 2017 Mean 2016 Mean
Treats employees with respect 42% 36% 4.05 3.94
I have confidence in the Executive Committee to lead OSFI* 41% - 4.04 -
I have confidence in the Senior Management Team to lead OSFI* 39% - 3.98 -
Strives for the success of the entire organization rather than the success of individuals or groups 32% 30% 3.7 3.68
Provides strong leadership 29% 27% 3.75 3.72
Seeks the opinions and suggestions of others 25% 21% 3.59 3.50
Empowers employees to make decisions and act on them 23% 20% 3.57 (S) 3.41
Provides clear and consistent direction 22% 21% 3.57 3.55
The actions taken as a result of the Employee Survey have had an impact on the work environment* 15% - 3.37 -

*Note: The wording of this question was modified and cannot be compared to 2016.

Comment Analysis:

A total of 122 open-ended comments involved leadership overall (both senior management and immediate supervisors). Some express positive views on the executive and their vision but many provide negative comments about the perceived lack of direction from the executive and their lack of action on outstanding issues of importance.

Talent Management

Summary

Table 8 - 2017 Results for Talent Management

Strongly agree Somewhat agree Neither disagree nor agree Somewhat disagree Strongly disagree
The training offered by OSFI is available to me in the official language of my choice 82% 12% 4% 1% 1%
I receive timely feedback from my immediate supervisor 56% 28% 7% 6% 4%
I understand the performance criteria used to evaluate my job performance 55% 28% 8% 6% 3%
I understand how my performance review is linked to my pay 54% 25% 8% 8% 4%
In the past year I have had an opportunity to expand my skill set/knowledge 50% 29% 9% 6% 5%
I get the (internal or external) training I need to do my job 43% 35% 10% 10% 2%
I get the coaching I need to do my job well 38% 34% 14% 10% 4%
OSFI makes tools and resources available to take responsibility for my career development 34% 35% 14% 12% 5%
Performance review process useful in helping set objectives to improve job performance 34% 31% 14% 13% 8%
My immediate supervisor does a good job of addressing poor performance in the workplace 27% 31% 24% 12% 6%
The process of selecting a person for a position is done fairly at OSFI 27% 27% 15% 18% 13%
The volume and/or quality of my work DOES NOT suffer because of the poor performance of others 20% 20% 24% 25% 11%

Table 9 – 2017 Direct reports and support received

Yes No Prefer not to say
Do you currently have any employees who report to you directly (i.e., direct reports)? 31% 60% 9%
Yes No Prefer not to say
I receive the support I need to address unsatisfactory performance issues
(Among those who have direct reports n=186)		 64% 13% 23%

Table 10 - Comparison results for Talent Management

2017 % Strongly Agree 2016 % Strongly Agree 2017 Mean 2016 Mean
The training offered by OSFI is available to me in the official language of my choice 82% 80% 4.72 4.66
I receive timely feedback from my immediate supervisor 56% 57% 4.26 4.25
I understand the performance criteria used to evaluate my job performance 55% 53% 4.26 4.24
I understand how my performance review is linked to my pay 54% 47% 4.17 4.06
In the past year I have had an opportunity to expand my skill set/knowledge* 50% - 4.13 -
I get the (internal or external) training I need to do my job 43% 37% 4.07(S) 3.86
I get the coaching I need to do my job well* 38% - 3.92 -
OSFI makes tools and resources available to take responsibility for my career development 34% 26% 3.81(S) 3.65
Performance review process useful in helping set objectives to improve job performance 34% 29% 3.70 3.56
My immediate supervisor does a good job of addressing poor performance in the workplace 27% 24% 3.61 3.54
The process of selecting a person for a position is done fairly at OSFI 27% 25% 3.37 3.31
The volume and/or quality of my work DOES NOT suffer because of the poor performance of others 20% 19% 3.15 3.00

*Note: The wording of this question was modified and cannot be compared to 2016.

Comment Analysis

A total of 82 open-ended comments related to Talent Management. Many of these comments mention problems with the promotion/hiring processes at OSFI (including a lack of transparency), a general lack of opportunities within OSFI and issues with how the review process fits with career development.

Leadership: Immediate Supervisor

Summary

Table 11 - 2017 Results for Leadership: Immediate Supervisor

Strongly agree Somewhat agree Neither disagree nor agree Somewhat disagree Strongly disagree
Treats me with respect 74% 17% 4% 2% 3%
Encourages collaboration within his/her team 67% 20% 7% 4% 2%
Seeks the opinions and suggestions of his/her employees 65% 23% 4% 6% 3%
Creates an environment where I feel free to discuss matters that affect my well-being at work 65% 20% 5% 5% 5%
I am confident approaching my immediate supervisor with concerns without fear of reprisal 62% 17% 6% 7% 8%
Gives his/her employees the latitude to make decisions and act on them 61% 25% 5% 5% 3%
Encourages collaboration between teams at OSFI 61% 22% 11% 4% 2%
Explains reasons behind decisions to his/her employees 60% 25% 7% 5% 3%
Has the right leadership competencies to lead me 59% 23% 5% 7% 5%
Acts on the suggestions of his/her employees 59% 24% 7% 7% 3%

Table 12 - Comparison results for Leadership: Immediate Supervisor

2017 % Strongly Agree 2016 % Strongly Agree 2017 Mean 2016 Mean
Treats me with respect 74% 70% 4.56 4.45
Encourages collaboration within his/her team 67% 63% 4.45 4.39
Seeks the opinions and suggestions of his/her employees 65% 59% 4.4 4.33
Creates an environment where I feel free to discuss matters that affect my well-being at work* 65% - 4.35 -
I am confident approaching my immediate supervisor with concerns without fear of reprisal 62% 64% 4.18(S) 4.33
Gives his/her employees the latitude to make decisions and act on them 61% 54% 4.35(S) 4.22
Encourages collaboration between teams at OSFI 61% 56% 4.34 4.27
Explains reasons behind decisions to his/her employees 60% 53% 4.33(S) 4.19
Has the right leadership competencies to lead me* 59% - 4.24 -
Acts on the suggestions of his/her employees 59% 50% 4.29 4.19

*Note: The wording of this question was modified and cannot be compared to 2016.

Comment Analysis

A total of 122 open-ended comments involved leadership overall (both senior management and immediate supervisors). Some expressed a clear positive appreciation of their immediate supervisor but there were also more negative comments and suggestions. These are mostly opinions related to supervisors lacking people management skills, unprofessional behaviour and inconsistent leadership from group to group.

Work-Life Balance

Summary

Table 13 - 2017 Results for Work-Life Balance

Strongly agree Somewhat agree Neither disagree nor agree Somewhat disagree Strongly disagree
My immediate supervisor supports my efforts to balance my work, family and personal life, and applies OSFI's policies as needed 69% 22% 4% 2% 3%
If operational requirements allow it, my immediate supervisor supports the use of flexible work arrangements 68% 22% 5% 2% 3%
OSFI provides appropriate resources to assist me in managing challenges in balancing my work, family and personal life 50% 32% 11% 5% 2%
OSFI has good policies and practices to support balance between work, family and personal life 48% 38% 6% 4% 3%
I DO NOT frequently experience stress because my workload makes it difficult to achieve a healthy balance between my work and personal life 23% 21% 18% 22% 16%
I feel that the quality of my work DOES NOT suffer because of my workload 23% 24% 15% 23% 15%
I feel that the quality of my work DOES NOT suffer because of frequently changing priorities 20% 23% 19% 24% 13%

Tables 14 and 15– 2017 Employment status and hours worked

Full-time Part-time Prefer not to say
I am considered a part/full time employee? 97% 1% 3%

< 40 Hours 40 – 48 Hours > 48 Hours Prefer not to say
How many hours do you work in an average week? 31% 44% 10% 15%

Table 16 - Comparison results for Work-Life Balance

2017 % Strongly Agree 2016 % Strongly Agree 2017 Mean 2016 Mean
My immediate supervisor supports my efforts to balance my work, family and personal life, and applies OSFI's policies as needed 69% 66% 4.51 4.43
If operational requirements allow it, my immediate supervisor supports the use of flexible work arrangements 68% 61% 4.49(S) 4.26
OSFI provides appropriate resources to assist me in managing challenges in balancing my work, family and personal life 50% 50% 4.22 4.26
OSFI has good policies and practices to support balance between work, family and personal life 48% 43% 4.23(S) 4.10
I DO NOT frequently experience stress because my workload makes it difficult to achieve a healthy balance between my work and personal life 23% 21% 3.13 3.20
I feel that the quality of my work DOES NOT suffer because of my workload 23% 21% 3.17 3.23
I feel that the quality of my work DOES NOT suffer because of frequently changing priorities 20% 20% 3.14 3.13

Comment Analysis

A total of 58 open-ended comments involved Work-Life Balance. While there is some recognition that work-life balance has improved, especially with flexible work arrangements, many also reported increased workloads with unrecognized/unpaid overtime and the inconsistent application of OSFI policies in this area.

Communication

Summary

Table 17 - 2017 Results for Communication

Strongly agree Somewhat agree Neither disagree nor agree Somewhat disagree Strongly disagree
When I communicate with my immediate supervisor I feel free to use the official language of my choice 87% 5% 3% 2% 2%
During meetings with my team I feel free to use the official language of my choice 79% 10% 4% 4% 3%
When I prepare written material for internal purposes I feel free to use the official language of my choice 75% 12% 5% 5% 4%
I understand my obligations at OSFI with respect to the Official Languages Act 61% 32% 4% 2% 0%
Communication is effective within my team 56% 29% 5% 8% 3%
I am informed about issues affecting my team. 53% 32% 5% 8% 3%
OSFI's Senior Management demonstrates support for OSFI's obligations with respect to the OLA 52% 29% 11% 5% 2%
I am informed about issues affecting my Sector/group 30% 44% 10% 12% 4%
Communication is effective between teams within my Sector/group 21% 42% 13% 18% 6%
I am informed about the future direction for OSFI 20% 39% 20% 16% 5%
Essential information flows effectively from OSFI's Executive Committee to staff 19% 42% 17% 15% 7%

Table 18 - Comparison results for Communication

2017 % Strongly Agree 2016 % Strongly Agree 2017 Mean 2016 Mean
When I communicate with my immediate supervisor I feel free to use the official language of my choice 87% 85% 4.73 4.74
During meetings with my team I feel free to use the official language of my choice 79% 76% 4.57 4.54
When I prepare written material for internal purposes I feel free to use the official language of my choice 75% 72% 4.49 4.47
I understand my obligations at OSFI with respect to the Official Languages Act 61% 60% 4.52 4.48
Communication is effective within my team 56% 55% 4.27 4.22
I am informed about issues affecting my team. 53% 46% 4.25(S) 4.11
OSFI's Senior Management demonstrates support for OSFI's obligations with respect to the OLA 52% 50% 4.24 4.20
I am informed about issues affecting my Sector/group 30% 30% 3.84 3.84
Communication is effective between teams within my Sector/group 21% 22% 3.54 3.65
I am informed about the future direction for OSFI 20% 24% 3.52(S) 3.67
Essential information flows effectively from OSFI's Executive Committee to staff 19% 26% 3.51(S) 3.70

Comment Analysis

Culture and Community

Summary

Table 19 - 2017 Results for Culture and Community

Strongly agree Somewhat agree Neither disagree nor agree Somewhat disagree Strongly disagree
I have positive working relationships with my co-workers 73% 24% 2% 1% 0%
I am proud to work for OSFI 63% 23% 10% 3% 1%
I find the work I do at OSFI is meaningful 59% 30% 6% 4% 2%
I think that OSFI has a culture that respects individual differences 55% 29% 8% 5% 3%
OSFI implements activities and practices that support a diverse workplace 55% 29% 11% 3% 2%
I believe my work unit has a safe work environment 52% 28% 7% 8% 4%
I would recommend OSFI to others as a good place to work 51% 28% 12% 6% 3%
In the past year I received recognition for work well done, either from a manager or a colleague 49% 31% 9% 8% 4%
All things considered, I am satisfied with my current job 45% 31% 13% 7% 4%
I DO NOT have intentions of looking for a job outside of OSFI within the next 12 months 43% 15% 19% 13% 10%
Overall, I would say that OSFI has a positive work environment 42% 35% 12% 9% 2%
I feel that I am a valued member of OSFI 40% 34% 13% 8% 5%
I DO NOT experience considerable tension on a regular basis in my work environment. 40% 28% 10% 14% 8%
I believe senior management is engaged with OSFI staff 27% 43% 11% 14% 5%
OSFI does a good job of raising awareness of mental health in the workplace 22% 29% 23% 19% 8%

Tables 20 and 21 - 2017 Results for discrimination

Yes No
Having carefully read the definition of discrimination, have you been the victim of discrimination on the job in the past year?** 95% 5%

**Note: This is a new question in 2017.

From whom did you experience discrimination on the job?** (Among those who experienced discrimination n=31) %
Senior management 61%
My immediate supervisor 29%
Co-workers 16%
Individuals from other departments or agencies 16%
Other 16%

**Note: This is a new question in 2017.

Table 22 - Comparison results for Culture and Community

2017 % Strongly Agree 2016 % Strongly Agree 2017 Mean 2016 Mean
I have positive working relationships with my co-workers 73% 70% 4.68 4.66
I am proud to work for OSFI 63% 67% 4.44(S) 4.53
I find the work I do at OSFI is meaningful 59% 49% 4.41(S) 4.30
I think that OSFI has a culture that respects individual differences 55% 55% 4.28 4.32
OSFI implements activities and practices that support a diverse workplace 55% 57% 4.31 4.31
I believe my work unit has a safe work environment** 52% - 4.16 -
I would recommend OSFI to others as a good place to work 51% 50% 4.18 4.21
In the past year I received recognition for work well done, either from a manager or a colleague* 49% - 4.14 -
All things considered, I am satisfied with my current job 45% 40% 4.07 3.99
I DO NOT have intentions of looking for a job outside of OSFI within the next 12 months 43% 39% 3.68 3.58
Overall, I would say that OSFI has a positive work environment 42% 37% 4.07 3.98
I feel that I am a valued member of OSFI 40% 37% 3.97 3.89
I DO NOT experience considerable tension on a regular basis in my work environment. 40% 31% 3.79(S) 3.51
I believe senior management is engaged with OSFI staff** 27% - 3.72 -
OSFI does a good job of raising awareness of mental health in the workplace** 22% - 3.39 -

*Note: The wording of this question was modified and cannot be compared to 2016.
**Note: This is a new question in 2017.

Comment Analysis

Corporate Focus

Summary

Table 23 - 2017 Results for Corporate Focus

Strongly agree Somewhat agree Neither disagree nor agree Somewhat disagree Strongly disagree
I understand OSFI's mandate 84% 14% 1% 0% 1%
I understand OSFI’s values 83% 14% 1% 1% 1%
I understand the priorities for my sector/group 51% 37% 7% 4% 2%
Generally, OSFI values are demonstrated by the people who work at OSFI 39% 39% 9% 10% 3%
As an organization, OSFI is doing a good job of managing organizational change 13% 43% 15% 19% 10%

Table 24 - Comparison results for Corporate Focus

2017 % Strongly Agree 2016 % Strongly Agree 2017 Mean 2016 Mean
I understand OSFI's mandate 84% 82% 4.80 4.77
I understand OSFI’s values 83% 79% 4.77 4.74
I understand the priorities for my sector/group 51% 55% 4.30 4.36
Generally, OSFI values are demonstrated by the people who work at OSFI 39% 40% 4.02 4.07
As an organization, OSFI is doing a good job of managing organizational change 13% 16% 3.30 3.25

Comment Analysis

A total of 33 comments touching on the theme of Corporate Focus were provided by employees. Some praise the current approach/vision put forward by leadership, others mention that there are too many initiatives or that they are not being implemented well.

Appendix A: Email Invitation

Welcome to the 2017 OSFI Employee Survey

Your views are important!

This survey is designed to gather the feedback of OSFI employees about various aspects of their working environment. The Executive Committee at OSFI wants to know what is going well and what improvements can be made and is committed to acting on your input and ideas.

Please note that the link within the email invitation you received is unique to you; please do not share your link with others.

The value of this survey relies entirely on the candid participation of employees like yourself. Towards the end of the survey, you will be given the opportunity to provide additional thoughts, comments or observations and you are encouraged to honestly express your views. Your responses will be kept strictly confidential.

The deadline to complete the survey is October 20, 2017.

Your privacy will be respected

Environics is a member of the Marketing Research and Intelligence Association (MRIA (new window)) and adheres to MRIA's Code of Conduct (new window). In accordance with industry and government research standards, Environics WILL NOT divulge individual survey responses to anyone at OSFI; only summary reports of aggregate data will be provided.

How to complete the survey

This survey consists of eight sections and will take about 20 minutes of your time.

Some questions ask about your work unit/team, including in the demographic section of the survey. You are asked to respond based on your experience with the work unit that you have been with since July 1, 2017.

You can complete the survey all at once, or you may do it in sections, as your answers will be saved and you will be brought to your last screen when you return.

Definitions to some terms are provided. Click here (new window) to see the complete list.

All questions have a "Don't know / Not applicable" response option. Please select this option if you feel you do not have enough knowledge to answer the question, or if you feel the question does not apply to your situation.

How to contact us: If you have any questions on how to complete the survey or about the survey content (i.e., its purpose, timing, reasons for specific questions), please contact Tony Coulson at Tony.Coulson@environics.ca.

Bienvenue au Sondage auprès des employés du BSIF - édition 2017

Votre opinion compte!

Ce sondage a pour but de recueillir le point de vue des employés du BSIF au sujet de divers aspects de leur travail. Le Comité de direction du BSIF veut savoir ce qui va bien et quelles améliorations peuvent être apportées et s’engage à donner suite à vos commentaires et idées.

Le lien qui se trouve dans l’invitation que vous avez reçue ne s’adresse qu’à vous; vous ne devez le transférer à personne.

Nous vous invitons à répondre aux questions en toute franchise, car c’est là que réside toute la valeur de cet exercice. À la fin du questionnaire, vous aurez la possibilité d’étoffer vos réponses et de formuler des réflexions, et nous vous encourageons à vous exprimer librement. Vos réponses demeureront strictement confidentielles.

Vous avez jusqu’au 20 octobre 2017 pour remplir le questionnaire.

La confidentialité est assurée

ENVIRONICS fait partie de l’Association de la recherche et de l’intelligence marketing (ARIM (nouvelle fenêtre)), et il souscrit aux principes du code de déontologie (nouvelle fenêtre) de l’ARIM. Conformément aux normes de pratique professionnelle qui régissent les sondages d’opinion dans les secteurs public et privé, ENVIRONICS ne dévoilera AUCUNE réponse individuelle à qui que ce soit au BSIF; les réponses seront fournies sous forme de rapport sommaire de données agrégées.

Comment remplir le questionnaire

Le questionnaire comporte huit sections, et il vous faudra une vingtaine de minutes pour répondre à toutes les questions.

Certaines questions, y compris celles qui visent à recueillir des renseignements de nature démographique, portent sur votre unité de travail ou votre équipe. Veuillez formuler vos réponses en songeant à l’unité de travail à laquelle vous êtes rattaché depuis le 1er juillet 2017.

Vous pouvez répondre à toutes les questions d’un seul trait ou par section. Si vous fermez le questionnaire avant d’avoir terminé, vos réponses seront enregistrées et, lorsque vous l’ouvrirez de nouveau, il s’affichera à l’endroit où vous étiez rendu.

Certains termes sont définis. Cliquez ici (nouvelle fenêtre) pour en consulter la liste.

Toutes les questions offrent une option de réponse « Ne sais pas / Sans objet ». Veuillez choisir cette réponse si vous estimez ne pas posséder les connaissances nécessaires pour répondre à la question ou si elle ne cadre pas avec votre situation.

Pour nous joindre : Si vous avez des questions au sujet de la façon de remplir le questionnaire ou de son contenu (p. ex. les objectifs, l’échéancier ou les motifs de questions précises), veuillez communiquer avec Tony Coulson à l’adresse suivante : Tony.Coulson@environics.ca.

Appendix B: Email Reminder

Dear OSFI Employee,

On September 25, you received an email from Environics, the firm commissioned by the Office of the Superintendent of Financial Institutions to conduct its 2017 Employee Survey.

This is a reminder that your input is important. The OSFI Employee Survey is designed to gather feedback from employees about various aspects of their working environment.

The survey will take about 20 minutes of your time and you can complete it at your convenience. You are able to leave and re-enter the survey re-commencing at the place in the questionnaire where you last left off.

Any responses provided will be kept strictly confidential. The findings report will only present summarized, aggregate survey results for groups of 10 or more employees.

Please complete the survey by October 20. Results of the survey will be shared with OSFI employees in the winter.

To begin the survey, click on the link below:

<insert unique link>

If the link above does not work please copy the URL into your browser.

Note: This link is unique to your email address, therefore please DO NOT FORWARD this message or your link to anyone else.

If you have any questions about the survey, please contact me at tony.coulson@environics.ca. All contacts will be held in confidence.

Thank you in advance for your participation.

Tony Coulson
Group Vice President
Environics Research

Bonjour,

Vous avez reçu, le 25 septembre, un courriel du cabinet Environics, à qui le Bureau du surintendant des institutions financières a confié l’administration de l’édition 2017 du Sondage auprès des employés.

Nous tenons à vous rappeler que vos commentaires sont précieux. Le Sondage auprès des employés est un exercice qui a pour but de recueillir votre point de vue au sujet de divers aspects du cadre dans lequel vous travaillez. Il ne faudra qu’une vingtaine de minutes pour répondre aux questions au moment qui vous conviendra. Au besoin, vous pourrez vous interrompre et reprendre plus tard, à l’endroit même où vous étiez rendu.

Vos réponses seront traitées de façon strictement confidentielle. Les résultats du sondage seront présentés sous forme de condensé regroupant les réponses d’au moins dix employés.

Nous vous demandons de répondre au sondage d’ici le 20 octobre. Les résultats seront communiqués aux employés du BSIF cet hiver.

Pour commencer le sondage, cliquez sur le lien ci-dessous :

<insert unique link>

Si le lien ci-dessus ne fonctionne pas, veuillez copier l’adresse URL dans votre navigateur.

Nota : Ce lien personnalisé est associé à votre adresse de courriel. Veuillez NE PAS TRANSMETTRE ce message ou ce lien à quelqu’un d’autre.

Si vous avez des questions sur le sondage, veuillez m’écrire à l’adresse que voici : tony.coulson@environics.ca. Tous les échanges demeureront confidentiels.

Nous vous remercions à l’avance de votre participation.

Tony Coulson
Vice-président
Environics Research

Appendix C: Survey Instrument: English

SECTION I: CORPORATE FOCUS

Please indicate your level of agreement with each statement.

I understand:

Q1
OSFI's mandate.

Q2
OSFI’s values (Professionalism, Integrity, Respect for People).

Q3
The priorities for my Sector/group* (as outlined in the OSFI 2017-2018 Business Plan).

* The sectors/groups within OSFI are Deposit-taking Supervision Sector, Insurance Supervision Sector, Risk Support Sector, Common Supervisory Services, Regulation Sector, Corporate Services Sector, the Office of the Superintendent (including Internal Audit), and the Office of the Chief Actuary.

Q4
As an organization, OSFI is doing a good job of managing organizational change (e.g., changes in reporting structures, staffing levels, technology renewal).

Q5
Generally, OSFI values are demonstrated by the people who work at OSFI.
(OSFI values: Professionalism, Integrity, Respect for People).

SECTION II: COMMUNICATION

Please indicate your level of agreement with each statement.

Communication is effective:

Q6
Within my team (i.e., my immediate work unit*). Please respond based on your experience in the work unit that you have been with since July 1, 2017.

Q7
Between teams within my Sector/group.**

* Team or Work Unit is your Responsibility Centre (RC), i.e., a group of people who have the same objectives as you, or who work on the same projects as you and come into regular contact with you.
** The sectors/groups within OSFI are Deposit-taking Supervision Sector, Insurance Supervision Sector, Risk Support Sector, Common Supervisory Services, Regulation Sector, Corporate Services Sector, the Office of the Superintendent (including Internal Audit), and the Office of the Chief Actuary.Please indicate your level of agreement with each statement.

I am kept informed about:

Q8
Issues affecting my team. Please respond based on your experience in the work unit that you have been with since July 1, 2017.

Q9
Issues affecting my Sector/group.

Q10
The future direction for OSFI (e.g. over the next one to three years).

Q11
Essential information flows effectively from OSFI's Executive Committee* to staff.

* The Executive Committee includes the Superintendent and Assistant Superintendents of Regulation, Deposit-Taking Supervision, Insurance Supervision, Risk Support and Corporate Services.

Q12
I understand my obligations at OSFI with respect to the Official Languages Act, as it applies to dealing with both OSFI employees and with external stakeholders.

Q13
OSFI's Senior Management Team* demonstrates support for OSFI's obligations with respect to the Official Languages Act.

* OSFI's Senior Management Team includes all Managing Directors and above (including the members of the Executive Committee).

Q14
When I prepare written material for internal purposes, including electronic mail, I feel free to use the official language (English or French) of my choice. (Note this does not refer to material for use external to OSFI.)

Please respond to the following two questions based on your experience with the work unit that you have been with since July 1, 2017.

Q15
During meetings with my team I feel free to use the official language of my choice (English or French).

Q16
When I communicate with my immediate supervisor* I feel free to use the official language of my choice (English or French).

* Immediate supervisor is the person whom you report to directly.

SECTION III: LEADERSHIP

Please indicate your level of agreement with each statement. Please respond based on your experience with the work unit that you have been with since July 1, 2017.

My immediate supervisor (the person whom you report to directly) generally:

Q17
Has the right leadership competencies* to lead me.

* Leadership competencies refer to observable and measurable skills, attributes, knowledge, behaviours or personal characteristics that contribute to high performance. OSFI’s Leadership Competencies are defined within the Leadership Competency Model, which serves to assess readiness and leadership capabilities and to develop individuals.

Q18
Seeks the opinions and suggestions of his/her employees.

Q19
Acts on the suggestions of his/her employees.

Q20
Explains reasons behind decisions to his/her employees.

Q21
Gives his/her employees the latitude to make decisions and act on them.

Q22
Encourages collaboration within his/her team.**

** Team: Your Responsibility Centre (RC), i.e., a group of people who have the same objectives as you, or who work on the same projects as you and come into regular contact with you.

Q23
Encourages collaboration between teams at OSFI.

Q24
Treats me with respect.

Q25
Creates an environment where I feel free to discuss matters that affect my well-being at work.

Q26
I am confident approaching my immediate supervisor with concerns without fear of reprisal.

OSFI's Senior Management Team (including all Managing Directors and above, including the members of the Executive Committee):

Q27
Provides strong leadership.

Q28
Provides clear and consistent direction.

Q29
Seeks the opinions and suggestions of others.

Q30
Empowers employees to make decisions and act on them.

Q31
Strives for the success of the entire organization rather than the success of individuals or groups.

Q32
Treats employees with respect.

Q33
The actions taken as a result of the Employee Survey have had an impact on the work environment.

Q34
I have confidence in the Senior Management Team* to lead OSFI.

* OSFI's Senior Management Team includes all Managing Directors and above (including the members of the Executive Committee).

Q35
I have confidence in the Executive Committee** to lead OSFI.

** The Executive Committee includes the Superintendent and Assistant Superintendents of Regulation, Deposit-Taking Supervision, Insurance Supervision, Risk Support and Corporate Services.

SECTION IV: TALENT MANAGEMENT

Please indicate your level of agreement with each statement. Please respond based on your experience with the work unit that you have been with since July 1, 2017.

Q36
I receive timely feedback from my immediate supervisor.*

* Immediate supervisor is the person whom you report to directly.

Q37
I understand the performance criteria used to evaluate my job performance.

Q38
I understand how my performance review is linked to my pay.

Q39
The performance review process has been useful in helping me set objectives to improve my job performance.

Q40
The volume and/or quality of my work suffers because of the poor performance of others.

Q41
My immediate supervisor does a good job of addressing poor performance in the workplace.

Q42
Do you currently have any employees* who report to you directly (i.e., direct reports)?

*In this survey, employees are defined as people employed directly by OSFI, regardless of level or position within the organization, e.g., indeterminate, term and part time. It does not include short-term staff such as casual employees, co-op and summer students, and contracted staff such as consultants.

Q42B (If... Q42 = Yes)
I receive the support I need to address unsatisfactory performance issues.

Q43
I get the (internal or external) training I need to do my job.

Q44
The training offered by OSFI is available to me in the official language of my choice (English or French).

Q45
I get the coaching I need to do my job well.

Q46
OSFI makes tools and resources available for me to take responsibility for my career development.*

* Career Development: Activities that help develop a person’s career, e.g., taking courses, receiving coaching, handling new responsibilities, performing new tasks, etc.

Q47
In the past year I have had an opportunity to expand my skill set/knowledge (e.g. through a new project, assignment or initiative; training etc.).

Q48
The process of selecting a person for a position is done fairly at OSFI.

SECTION V: WORK-LIFE BALANCE

Please indicate your level of agreement with each statement. Please respond based on your experience with the work unit that you have been with since July 1, 2017.

Q49
OSFI has good policies and practices to support balance between work, family and personal life.

Q50
My immediate supervisor* supports my efforts to balance my work, family and personal life, and applies OSFI's policies as needed.

* Immediate supervisor is the person whom you report to directly.

Q51
If operational requirements allow it, my immediate supervisor* supports the use of flexible work arrangements (e.g., flexible hours, compressed work weeks, working from home).

* Immediate supervisor is the person whom you report to directly.

Q52
OSFI provides appropriate resources (e.g. Employee Assistance Program and wellness initiatives) to assist me in managing challenges in balancing my work, family and personal life.

Q53
I frequently experience stress because my workload makes it difficult to achieve a healthy balance between my work and personal life.

Q54
I feel that the quality of my work suffers because of my workload.

Q55
I feel that the quality of my work suffers because of frequently changing priorities.

Q56
How many hours do you work in an average week? Please respond based on your experience with the work unit that you have been with since July 1, 2017.

Q57
I am considered a:

SECTION VI: CULTURE AND COMMUNITY

Please indicate your level of agreement with each statement.

Q58
OSFI implements activities and practices that support a diverse workplace.*

* A diverse workplace includes everyone, regardless of race, national or ethnic origin, colour, disability, sex, sexual orientation, marital status or family status, religion, age, language, culture background, interests, views or other dimensions.

Q59
I think that OSFI has a culture** that respects individual differences.***

** A Culture is a system of shared attitudes/behaviours, assumptions, beliefs, customs, experiences and values, which governs how people behave in an organization and contribute to the unique social and psychological environment of the organization. It instils pride and engagement for the mandate and enables changes going forward.
*** Individual differences are a set of characteristics that distinguish one individual from another (physical, psychological, emotional and behavioural differences), which comes from hereditary (nature) or environmental (nurture) conditions.

Q60
OSFI does a good job of raising awareness of mental health**** in the workplace.

**** Mental health is a person’s condition with regard to their psychological and emotional well-being. Well-being is when an individual realizes his or her own potential, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to her or his community.

Q61
I have positive working relationships with my co-workers.

Q62
I experience considerable tension on a regular basis in my work environment.

Q63
I believe my work unit has a safe work environment (i.e. where I can respectfully raise issues and express opinions, even if they differ from others).

Discrimination means treating someone differently or unfairly because of a personal characteristic or distinction, which, whether intentional or not, has an effect that imposes disadvantages not imposed on others or that withholds or limits access that is given to others. There are 11 prohibited grounds of discrimination under the Canadian Human Rights Act: race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability, and pardoned conviction or suspended record.

Q64
Having carefully read the definition of discrimination, have you been the victim of discrimination on the job in the past year?

Q64B [If Q64 =Yes]
From whom did you experience discrimination on the job? (Check all that apply)

Q65
I believe senior management is engaged with OSFI staff (i.e. participate in staff activities; interact informally with staff).

Q66
In the past year I received recognition for work well done, either from a manager or a colleague.

Q67
Overall, I would say that OSFI has a positive work environment.

Q68
I feel that I am a valued member of OSFI.

Q69
I find the work I do at OSFI is meaningful.

Q70
I am proud to work for OSFI.

Q71
I would recommend OSFI to others as a good place to work.

Q72
All things considered, I am satisfied with my current job.

Q73
I have intentions of looking for a job outside of OSFI within the next 12 months.

SECTION XII: COMMENTS

Q74
Do you have any additional comments or suggestions about the topics that been addressed in this survey? (i.e. Corporate Focus, Communication, Leadership, Talent Management, Work-Life Balance, Culture and Community)?

Q74B
Which of the following area(s) are your comments related to (select all that apply):

Q75 (SKIP IF "NO ADDITIONAL COMMENTS” SELECTED AT Q74")
Written (verbatim) comments captured in a survey such as this one can provide the organization with a deeper understanding of the context for some of the survey results.

All written comments provided to senior management will remain anonymous (i.e., not be tied to any identifying information about employees), and they will not be tied to any other responses provided in the survey.

All comments will be presented to senior management by work unit only if there are 10 comments or more. In the cases where there are less than 10 comments, responses from different work units will be combined to ensure a list of no fewer than 10 comments for any individual question.

Do you consent to the release of the written verbatim comments that you provided in this survey to OSFI senior management?

SECTION XIII: GENERAL INFORMATION

The following questions are an important part of the employee survey. They will help us understand if various employee groups view the organization differently. We encourage you to complete these questions.

We guarantee that this information will be kept completely confidential. As a member of the Marketing Research and Intelligence Association, Environics adheres to MRIA's Code of Conduct which includes ensuring that respondents' personal identity is withheld. In accordance with the MRIA Code of Conduct, industry and government research standards, Environics WILL NOT divulge individual survey responses to anyone at OSFI.

Results from this survey will be reported by Environics in subgroups of no less than 10 completed surveys across any demographic factor. Responses from smaller groups will be combined with another group to protect the anonymity of respondents.

Thank you for completing these important questions.

Q76
How long have you worked at OSFI?

Q77
Are you:

Q78
To assist with OSFI's Official Languages plans, please indicate your official language of choice.

The following questions are for survey analysis purposes only and should not be confused with the self-identification questionnaire that Human Resources asks employees to complete for Employment Equity purposes.

We guarantee that this information will be kept completely confidential. Results will be reported by Environics in subgroups of no less than 10 across any demographic factor.

Q79
Are you:

A member of a visible minority in Canada may be defined as someone (other than an Aboriginal person) who is non-white in colour or race, regardless of place of birth. For example: Black, Chinese, Filipino, Japanese, Korean, South Asian, or East Indian, Southeast Asian, non-white West Asian, North African or Arab, non-white Latin American, person of mixed origin (with one parent in one of the visible minority groups in this list), or other visible minority group.

Q80
Are you a member of a visible minority?

An Aboriginal person is a North American Indian or a member of a First Nation, a Métis or an Inuk (Inuit). North American Indians or members of a First Nation include status, treaty or registered Indians, as well as non-status and non-registered Indians.

Q81
Are you an Aboriginal person?

A person with a disability has a long term or recurring physical, mental, sensory, psychiatric or learning impairment and considers himself or herself to be disadvantaged in employment by reason of that impairment, or believes that an employer or potential employer is likely to consider him or her to be disadvantaged in employment by reason of that impairment. Persons with disabilities are also those whose functional limitations owing to their impairment have been accommodated in their current job or workplace.

Q82
Are you a person with a disability?

Q83
What is your Sector/group?

Q84 (SHOW SUBGROUPS BASED ON SELECTION TO Q83)

Which work unit have you been with for the longest period of time since July 1, 2017?

Again, we guarantee that this information will be kept completely confidential, according to MRIA's Code of Conduct. Results will be reported in subgroups of no less than 10 completed surveys per work unit. Responses from smaller work units will be combined with another work unit to protect the anonymity of respondents.

Work Unit
Superintendent’s Office and Internal Audit
RC 100 / 200 / 310 / 400 / 480 / 650 / 800
100 - Superintendent's Office
200 - Assistant Superintendent - Corporate Services Sector
310 - Assistant Superintendent - Regulation Sector
400 - Assistant Superintendent, Deposit Taking Supervision Sector
480 - Assistant Superintendent, Risk Support Sector
650 - Internal Audit
800 - Assistant Superintendent, Insurance Supervision Sector
Corporate Services Sector
RC 204 / 206 / 208 / 219
204 - Chief Information Officer
206 - IM/IT Strategic Management
208 - Client Relationship Management
219 - Cyber Security
RC 209 / 210 / 211
209 - Procurement, Contracting and Asset Management
210 - Managing Director, Finance and Corporate Planning
211 – Finance
RC 270 - Regulatory Data Management (RDM) Division
RC 212 - Infrastructure and Technology Services Division
RC 214 - Enterprise Information Management
RC 217 - Application Services
RC 230 / 250
230 - Managing Director - Human Resources and Administration
250 - Human Resources Operations
RC 231 / 251
231 - Corporate HR Programs and Development
251 - Workplace Effectiveness
RC 252 - Security and Facilities Services
RC 315 - Communications and Consultations Division
Regulation Sector
RC 311 - Approvals and Precedents
RC 312 / 320
312 - Legislation and Policy Initiatives
320 - Senior Director - Legislation and Approvals Division
RC 330 / 331
330 - Capital Division
331 - Capital Division
RC 475 - Private Pension Plans Division
RC 505 - Accounting Policy
Deposit Taking Supervision Sector
RC 410 / 471 / 472
410 - Senior Director, Small and Medium Size Banking Group
471 - SMSB Group Montreal
472 - SMSB Group Vancouver
RC 413 - SMSB Group Toronto
RC 455 / 456 / 457 / 458 / 459 / 465 / 466 / 470
455 - CIBC Team
456 - RBC Team
457 - BMO Team
458 - TD Team
459 - BNS Team
465 - Recovery and Resolution Planning
466 - Central Team
470 - NBC Team
Risk Support Sector
RC 482 - Credit Risk Division
RC 486 - Risk Measurement and Analytics Assessment Services (RMASS)
RC 487/ 490 / 491 / 504
487 - Supervision Support Group's Central Operating Team
490 - Risks, Surveillance, and Analytics Division
491 - Corporate Governance
504 - AML and Compliance Division
RC 507 - Operational Risk Division
RC 508 - Capital Markets Risk Assessment Services
Chief Actuary's Office
RC 700 / 710
700 - Chief Actuary
710 - Social Insurance Programs
RC 720 - Public Pensions
Insurance Supervision Sector
RC 411 / 442 / 443 / 444
411 - Life Insurance Division
442 - GWL Team
443 - MFC Team
444 - SL Team
RC 414 / 416 / 417
414 - Property and Casualty Insurance Group
416 - Property and Casualty Insurance Group, Senior Director
417 - Mortgage Insurance Group
RC 503 - Actuarial Division
Common Supervisory Services
RC 467 / 476 / 600
467 - Common Supervisory Services (CSS)
476 - Supervision Tools and Technology Renewal
600 - Senior Director, Common Supervisory Services

Prefer not to say

Q85
In which city do you work?

Appendix D: Survey Instrument: French

SECTION I : ORIENTATIONS DE L’ORGANISATION

Dans quelle mesure êtes‑vous d’accord avec les énoncés suivants?

Je comprends…

Q1
...le mandat du BSIF.

Q2
...les valeurs du BSIF.
(Professionnalisme, intégrité, respect des personnes).

Q3
...les priorités de mon secteur/groupe. * (énoncées dans le plan d’activités du BSIF pour 2017-2018).

* Les secteurs et groupes du BSIF sont le Secteur de la surveillance des institutions de dépôts, le Secteur de la surveillance des sociétés d’assurances, le Secteur de soutien du risque, les Services communs de surveillance, le Secteur de la réglementation, le Secteur des services intégrés, le Bureau du surintendant (y compris l’Audit interne), ainsi que le Bureau de l’actuaire en chef.

Q4
En tant qu’organisation, le BSIF parvient à bien gérer le changement organisationnel (p. ex. modification des structures hiérarchiques et des niveaux de dotation en personnel et renouvellement des technologies).

Q5
En règle générale, les gens qui travaillent au BSIF attestent des valeurs fondamentales du BSIF. (Professionnalisme, intégrité, respect des personnes).

SECTION II : COMMUNICATION

Dans quelle mesure êtes‑vous d’accord avec les énoncés suivants?

La communication est efficace...

Q6
...entre les membres de mon équipe (c’est-à-dire, mon unité de travail immédiate*). Veuillez répondre en fonction de votre expérience au sein de l’unité de travail à laquelle vous êtes rattaché depuis le 1er juillet 2017.

* Équipe ou unité de travail : Votre centre de responsabilité (CR), c.-à-d., les personnes ayant les mêmes objectifs que vous, ou qui travaillent aux mêmes projets que vous et avec lesquelles vous communiquez régulièrement.

Q7
...entre les équipes de mon secteur/groupe.**

** Les secteurs et groupes du BSIF sont le Secteur de la surveillance des institutions de dépôts, le Secteur de la surveillance des sociétés d’assurances, le Secteur de soutien du risque, les Services communs de surveillance, le Secteur de la réglementation, le Secteur des services intégrés, le Bureau du surintendant (y compris l’Audit interne), ainsi que le Bureau de l’actuaire en chef.

On me tient au courant...

Q8
...des questions qui ont une incidence sur mon équipe. Veuillez répondre en fonction de votre expérience au sein de l’unité de travail à laquelle vous êtes rattaché depuis le 1er juillet 2017.

Q9
...des questions qui ont une incidence sur mon secteur/groupe.

Q10
...de l’orientation du BSIF (sur un horizon d’un à trois ans).

Q11
L’information essentielle du Comité de direction* est communiquée efficacement au personnel.

* Le Comité de direction est composé du surintendant et des surintendants auxiliaires, Secteur de la réglementation, Secteur de la surveillance des institutions de dépôts, Secteur de la surveillance des sociétés d’assurances, Secteur de soutien du risque et Secteur des services intégrés.

Q12
Je comprends mes obligations au BSIF aux termes de la Loi sur les langues officielles dans le cadre de mes échanges tant avec les employés du BSIF qu’avec les gens de l’extérieur.

Q13
Les cadres supérieurs du BSIF* se montrent solidaires des obligations du BSIF en matière de respect de la Loi sur les langues officielles.

* Les cadres supérieurs du BSIF sont les directeurs généraux et les titulaires de postes de niveau supérieur à celui de directeur général (y compris les membres du Comité de direction).

Q14
Lorsque je rédige des documents à usage interne, y compris des courriels, je me sens libre de le faire dans la langue officielle (anglais ou français) de mon choix. (Cet énoncé ne s’applique pas aux documents diffusés à l’extérieur du BSIF.)

Veuillez répondre aux deux questions suivantes en fonction de votre expérience au sein de l’unité de travail à laquelle vous êtes rattaché depuis le 1er juillet 2017.

Q15
Lorsque j’assiste à une réunion de service, je me sens libre de m’exprimer dans la langue officielle (anglais ou français) de mon choix.

Q16
Lorsque je communique avec mon supérieur immédiat,* je me sens libre de m’exprimer dans la langue officielle (anglais ou français) de mon choix.

* Supérieur immédiat est la personne dont vous relevez directement.

SECTION III : LEADERSHIP

Dans quelle mesure êtes‑vous d’accord avec les énoncés suivants? Veuillez répondre en fonction de votre expérience au sein de l’unité de travail à laquelle vous êtes rattaché depuis le 1er juillet 2017.

En règle générale, mon supérieur immédiat (la personne dont vous relevez directement)…

Q17
...possède les compétences* nécessaires en leadership pour me diriger.

* Compétences en leadership : Aptitudes, caractéristiques, connaissances, comportements ou qualités personnelles observables et mesurables qui contribuent à un rendement supérieur. Le BSIF a créé un modèle de compétences en leadership, qui sert à l’évaluation de ce type de compétences et au perfectionnement des employés.

Q18
...demande le point de vue et les suggestions de ses employés.

Q19
...donne suite aux suggestions de ses employés.

Q20
...explique les motifs de ses décisions à ses employés.

Q21
...accorde à ses employés la marge de manœuvre nécessaire pour prendre des décisions et leur donner suite.

Q22
...encourage les membres de son équipe à collaborer entre eux.**

** Équipe : Votre centre de responsabilité (CR), c.-à-d., les personnes ayant les mêmes objectifs que vous, ou qui travaillent aux mêmes projets que vous et avec lesquelles vous communiquez régulièrement.

Q23
...encourage les équipes du BSIF à collaborer entre elles.

Q24
...me traite avec respect.

Q25
...crée un environnement où je me sens libre de discuter des questions qui influent sur mon bien‑être au travail.

Q26
Je sais que je peux confier mes inquiétudes à mon supérieur immédiat sans crainte de représailles.

Les cadres supérieurs du BSIF (directeurs généraux et titulaires de postes de niveau supérieur à celui de directeur général, y compris les membres du Comité de direction)…

Q27
...font preuve d’un solide leadership.

Q28
...donnent des directives claires et uniformes.

Q29
...demandent le point de vue et les suggestions des autres.

Q30
...habilitent les employés à prendre des décisions et à leur donner suite.

Q31
...se soucient davantage de la réussite de l’ensemble de l’organisme que de celle d’une personne ou d’un groupe.

Q32
...traitent les employés avec respect.

Q33
Les mesures prises à la suite du Sondage auprès des employés ont eu des répercussions sur le milieu de travail.

Q34
J’ai confiance en la capacité de l’équipe des cadres supérieurs* pour diriger le BSIF.

* Les cadres supérieurs du BSIF sont les directeurs généraux et les titulaires de postes de niveau supérieur à celui de directeur général (y compris les membres du Comité de direction).

Q35
J’ai confiance en la capacité du Comité de direction** pour diriger le BSIF.

** Le Comité de direction est composé du surintendant et des surintendants auxiliaires, Secteur de la réglementation, Secteur de la surveillance des institutions de dépôts, Secteur de la surveillance des sociétés d’assurances, Secteur de soutien du risque et Secteur des services intégrés.

SECTION IV : GESTION DES TALENTS

Dans quelle mesure êtes‑vous d’accord avec les énoncés suivants? Veuillez répondre en fonction de votre expérience au sein de l’unité de travail à laquelle vous êtes rattaché depuis le 1er juillet 2017.

Q36
Je reçois de la rétroaction de mon supérieur immédiat* au moment opportun.

* Le supérieur immédiat est la personne dont vous relevez directement.

Q37
Je comprends les critères utilisés pour évaluer mon rendement au travail.

Q38
Je comprends les liens entre l’évaluation de mon rendement et mon niveau de rémunération.

Q39
L’examen du rendement m’a aidé à fixer des objectifs pour améliorer mon rendement.

Q40
Le mauvais rendement des autres nuit à mon volume de travail et/ou à la qualité de mon travail.

Q41
Mon supérieur immédiat réussit bien à résoudre les problèmes de mauvais rendement au travail.

Q42
Avez‑vous actuellement des subalternes directs*?

* Dans ce sondage, les employés sont les personnes engagées directement par le BSIF, quel que soit leur niveau ou leur poste au sein de l’organisation (c.-à-d., nomination pour une période indéterminée, nomination pour une période déterminée, à temps partiel). Sont exclus le personnel à court terme comme les employés occasionnels, les personnes embauchées dans le cadre d’un programme coopératif et d’un stage d’été pour étudiants, de même que le personnel contractuel tel que les experts-conseils.

Q42B (Si... Q42 = Oui)
Je reçois le soutien dont j’ai besoin pour chercher à résoudre les problèmes de rendement insatisfaisant.

Q43
Je reçois la formation (à l’interne et à l’externe) dont j’ai besoin pour faire mon travail.

Q44
Le BSIF offre de la formation dans la langue officielle (anglais ou français) de mon choix.

Q45
Je reçois l’encadrement dont j’ai besoin pour bien faire mon travail.

Q46
Le BSIF met à ma disposition les outils et les ressources dont j’ai besoin pour prendre mon perfectionnement professionnel en main.*

* Perfectionnement professionnel : Activités qui contribuent à faire évoluer la carrière d’une personne (p. ex., suivre des cours, bénéficier d’un encadrement, s’acquitter de nouvelles attributions, exécuter de nouvelles tâches, etc.).

Q47
Au cours de la dernière année, j’ai eu l’occasion de parfaire mes compétences et/ou mes connaissances (en participant p. ex. à un nouveau projet, à une affectation, à une initiative, à une activité de formation, etc.).

Q48
Le processus de sélection du candidat à nommer à un poste est équitable au BSIF.

SECTION V : CONCILIATION DU TRAVAIL ET DE LA VIE PERSONNELLE

Dans quelle mesure êtes‑vous d’accord avec les énoncés suivants? Veuillez répondre en fonction de votre expérience au sein de l’unité de travail à laquelle vous êtes rattaché depuis le 1er juillet 2017.

Q49
Les politiques et les pratiques du BSIF m’aident à concilier ma vie professionnelle, ma vie familiale et ma vie personnelle.

Q50
Mon supérieur immédiat* se montre solidaire de mes efforts en vue de concilier ma vie professionnelle, ma vie familiale et ma vie personnelle, et il applique les politiques du BSIF au besoin.

*Le supérieur immédiat est la personne dont vous relevez directement.

Q51
Lorsque les besoins du service le permettent, mon supérieur immédiat* se montre ouvert aux conditions de travail flexibles (p. ex. horaire flexible, semaine de travail comprimée et télétravail).

*Le supérieur immédiat est la personne dont vous relevez directement.

Q52
Le BSIF offre des ressources appropriées (p. ex. le Programme d’aide aux employés et des initiatives de bien‑être) qui m’aident à surmonter les difficultés que présente la conciliation de ma vie professionnelle, de ma vie familiale et de ma vie personnelle.

Q53
J’éprouve souvent de la tension, car j’arrive difficilement à bien concilier mon travail et ma vie personnelle à cause de ma charge de travail.

Q54
J’estime que ma charge de travail nuit à la qualité de mon travail.

Q55
J’estime que les priorités qui fluctuent fréquemment nuisent à la qualité de mon travail.

Q56
Combien d’heures travaillez‑vous par semaine en moyenne? Veuillez répondre en fonction de votre expérience au sein de l’unité de travail à laquelle vous êtes rattaché depuis le 1er juillet 2017.

Q57
Je suis considéré comme un...

SECTION VI : CULTURE ET SENTIMENT D’APPARTENANCE

Dans quelle mesure êtes‑vous d’accord avec les énoncés suivants?

Q58
Le BSIF met en place des activités et des pratiques qui favorisent un milieu de travail diversifié.*

* Un milieu de travail diversifié intègre tous ses membres, sans égard à la race, à l’origine nationale ou ethnique, à la couleur, à l’invalidité, au sexe, à l’orientation sexuelle, à l’état matrimonial ou familial, à la religion, à l’âge, à la langue, aux antécédents culturels, aux intérêts, aux opinions ou à d’autres facteurs.

Q59
Je crois que la culture** qui prévaut au BSIF respecte les différences individuelles.***

** Culture : Système de comportements, attitudes, suppositions, croyances, habitudes, expériences et valeurs partagés qui régit le comportement des personnes au sein d’une organisation et contribue à l’environnement social et psychologique unique de celle-ci. Elle inspire fierté et mobilisation à l’égard du mandat de l’organisation et permet d’apporter des changements.
*** Différences individuelles : Ensemble de caractéristiques (physiques, psychologiques, affectives et comportementales) qui distinguent une personne d’une autre, attribuables à l’hérédité (innées) ou au milieu (acquises).

Q60
Le BSIF réussit bien à sensibiliser les gens à la santé mentale**** en milieu de travail.

**** Santé mentale : État psychologique et affectif d’une personne. Une personne se porte bien lorsqu’elle réalise son potentiel et est capable de composer avec les aléas de la vie, de travailler de façon productive et fructueuse et de contribuer à la collectivité.

Q61
J’entretiens des relations professionnelles positives avec mes collègues.

Q62
Je subis régulièrement beaucoup de tension dans mon milieu de travail.

Q63
Je crois que mon unité de travail est un environnement sûr (c.‑à‑d. où je peux de façon respectueuse souligner des problèmes et exprimer des opinions, même si elles diffèrent de celles des autres).

Discrimination : Fait de traiter une personne différemment ou de façon inéquitable en raison d’une caractéristique qui lui est propre ou la distingue et qui, intentionnellement ou non, la désavantage par rapport à d’autres ou lui refuse ou limite un accès dont bénéficient d’autres personnes. La Loi canadienne sur les droits de la personne a établi 11 motifs de discrimination illicite, lesquels sont fondés sur la race, l’origine nationale ou ethnique, la couleur, la religion, l’âge, le sexe, l’orientation sexuelle, l’état matrimonial, la situation de famille, la déficience et l’état de personne graciée.

Q64
Après avoir lu attentivement la définition de ce qu’est la discrimination, estimez‑vous avoir été victime de discrimination au travail au cours de la dernière année?

Q64B [Si Q64 =Oui]
De la part de qui avez‑vous été victime de discrimination au travail? Cochez toutes les cases correspondant à votre situation.

Q65
Je crois que les cadres supérieurs sont présents auprès du personnel du BSIF (p. ex. ils participent aux activités du personnel et interagissent de façon informelle avec le personnel).

Q66
Au cours de la dernière année, j’ai reçu un témoignage de reconnaissance pour un travail bien fait de la part d’un supérieur ou d’un collègue.

Q67
Dans l’ensemble, je dirais que le climat de travail du BSIF est positif.

Q68
J’ai le sentiment d’être apprécié au BSIF.

Q69
J’ai le sentiment que le travail que j’accomplis au BSIF est utile.

Q70
Je suis fier de travailler au BSIF.

Q71
Je recommanderais le BSIF comme un bon milieu de travail.

Q72
Tout compte fait, je suis satisfait de mon emploi.

Q73
J’ai l’intention de chercher du travail à l’extérieur du BSIF au cours des 12 prochains mois.

SECTION XII : COMMENTAIRES

Q74
Avez‑vous d’autres commentaires ou des suggestions à formuler à propos des sujets abordés dans le présent sondage?

Q74B
Auxquels des thèmes suivants vos commentaires se rapportent‑ils? (Cochez toutes les cases pertinentes.)

Q75
Les commentaires cités textuellement offrent un contexte détaillé dans lequel situer certains des résultats d’un sondage comme celui‑ci.

Les commentaires transmis aux cadres supérieurs demeureront anonymes (autrement dit, aucun renseignement descriptif ne permettra de les associer à des employés) et ils ne seront associés à aucune autre réponse provenant du sondage.
Les commentaires émanant d’une même unité de travail ne seront communiqués aux cadres supérieurs que s’il y en a au moins dix. Lorsqu’il y a moins de dix commentaires, les réponses émanant de diverses unités de travail pourraient être conjuguées pour faire en sorte qu’il y ait au moins dix commentaires portant sur une même question.

Consentez‑vous à ce que vos commentaires soient communiqués tels quels aux cadres supérieurs du BSIF?

SECTION XIII : RENSEIGNEMENTS GÉNÉRAUX

Le volet qui suit est un élément important du sondage. Il nous aidera à comprendre si divers groupes d’employés ont des perceptions de l’organisme qui diffèrent. Nous vous encourageons à répondre à ces questions.

Nous vous donnons l’assurance que vos réponses seront traitées de façon confidentielle. En sa qualité de membre de l’Association de la recherche et de l’intelligence marketing (ARIM), Environics souscrit à son code de déontologie, qui protège l’anonymat du répondant. Conformément aux normes de pratique professionnelle qui régissent les sondages d’opinion dans les secteurs public et privé, Environics ne dévoilera AUCUNE réponse individuelle à qui que ce soit au BSIF.

Les réponses présentées dans le rapport établi par Environics seront tirées d’au moins 10 questionnaires remplis par des employés ayant au moins une caractéristique démographique en commun. Les réponses des plus petites unités seront groupées avec celles d’une autre unité afin d’assurer l’anonymat des répondants.

Nous vous remercions de bien vouloir répondre aux questions suivantes.

Q76
Depuis combien de temps travaillez‑vous au BSIF?

Q77
À quelle catégorie d’employés appartenez‑vous?

Q78
Pour que le BSIF puisse mettre en application ses plans sur les langues officielles, veuillez indiquer la langue officielle de votre choix

Les questions suivantes ont pour seul objet de recueillir des données d’analyse et ne doivent pas être confondues avec le questionnaire d’auto‑identification que les Ressources humaines demandent aux employés de remplir aux fins de l’équité en matière d’emploi.

Nous vous donnons l’assurance que vos réponses seront traitées de façon confidentielle. Les réponses présentées dans le rapport établi par Environics seront tirées d’au moins 10 questionnaires remplis par des employés ayant au moins une caractéristique démographique en commun.

Q79
Êtes‑vous :

Un membre d’une minorité visible autre qu’un autochtone au Canada est par définition une personne de race ou de couleur autre que blanche, peu importe son lieu de naissance, par exemple une personne de race noire, un Chinois, un Philippin, un Japonais, un Coréen, un Asiatique du Sud, un Indien de l’Est, un Asiatique du Sud-Est, un Asiatique de l’Ouest non blanc, un Nord-Africain non blanc ou un Arabe, un Latino-Américain non blanc, une personne d’origine mixte (dont un parent est membre d’un ou plusieurs groupes minoritaires énumérés ci-dessus) ou un membre d’une autre minorité visible.

Q80
Êtes‑vous membre d’une minorité visible?

Un Autochtone est un Indien de l’Amérique du Nord ou un membre d’une Première Nation, un Métis ou un Inuit. Les Indiens de l’Amérique du Nord et les membres d’une Première Nation comprennent les Indiens de plein droit, des traités ou inscrits aussi bien que les Indiens n’ayant pas statut légal ou non-inscrits.

Q81
Êtes‑vous un Autochtone?

Une personne handicapée est une personne qui a une déficience durable ou récurrente soit de ses capacités physiques, mentales ou sensorielles, soit d’ordre psychiatrique ou en matière d’apprentissage, ou une personne qui soit considère qu’elle a des aptitudes réduites pour exercer un emploi, soit pense qu’elle risque d’être classée dans cette catégorie par son employeur ou par d’éventuels employeurs en raison d’une telle déficience. La présente définition vise également les personnes dont les limitations fonctionnelles liées à leur déficience font l’objet de mesures d’adaptation pour leur emploi ou dans leur lieu de travail.

Q82
Êtes‑vous une personne handicapée?

Q83
Quel est votre secteur / groupe?

Q84
Dans quelle unité avez‑vous travaillé le plus longtemps depuis le 1er juillet 2017?

Encore une fois, nous vous donnons l’assurance que vos réponses seront traitées de façon confidentielle, conformément au code de déontologie de l’ARIM. Les réponses présentées dans le rapport établi par Environics seront tirées d’au moins 10 questionnaires remplis par des employés d’une unité de travail particulier. Les réponses des plus petites unités seront groupées avec celles d’une autre unité de travail afin d’assurer l’anonymat des répondants.

Unité
Bureau du surintendant et Audit interne
CR 100 / 200 / 310 / 400 / 480 / 650 / 800
100 - Bureau du surintendant
200 - Surintendante auxiliaire, Secteur des services intégrés
310 - Surintendante auxiliaire, Secteur de la réglementation
400 - Surintendant auxiliaire, Secteur de la surveillance des institutions de dépôts
480 - Surintendant auxiliaire, Secteur de soutien du risque
650 - Audit interne
800 - Surintendant auxiliaire, Secteur de la surveillance des sociétés d'assurances
Secteur de services intégrés
CR 204 / 206 / 208 / 219
204 - Dirigeant principal de l'information
206 - Gestion stratégique de la GI-TI
208 - Gestion du portefeuille des services à la clientèle
219 - Cybersécurité
CR 209 / 210 / 211
209 - Achats, marchés et gestion des biens
210 - Directeur général, Finances et planification intégrée
211 - Finances
CR 270 - Division de la gestion des données réglementaires (GDR)
CR 212 - Division de l’infrastructure et des services technologiques
CR 214 - Gestion de l'information d'entreprise
CR 217 - Service de soutien des applications
CR 230 / 250
230 - Directeur général - Ressources humaines et administration
250 - Opérations des Ressources humaines
CR 231 / 251
231 - Programmes et développement intégrés de RH
251 - Efficacité en milieu de travail
CR 252 - Sécurité et services des installations
CR 315 - Division des communications et des consultations
Secteur de la Réglementation
CR 311 - Division des approbations et des précédents
CR 312 / 320
312 - Législation et initiatives stratégiques
320 - Directeur principal - Division de la législation et des approbation
CR 330 / 331
330 - Division des fonds propres
331 - Division des fonds propres
CR 475 - Division des régimes de retraite privés
CR 505 - Division des pratiques comptables
Secteur de la surveillance des institutions de dépôts
CR 410 / 471 / 472
410 - Directrice principal, Groupe des petites et moyennes institutions bancaires
471 - Groupe des PMIB Montréal
472 - Groupe des PMIB Vancouver
CR 413 - Groupe des PMIB Toronto
CR 455 / 456 / 457 / 458 / 459 / 465 / 466 / 470
455 - Équipe Banque CIBC
456 - Équipe Banque RBC
457 - Équipe Banque BMO
458 - Équipe Banque TD
459 - Équipe Banque Scotia
465 - Planification des mesures de redressement et de résolution
466 - Équipe centrale
470 - Équipe de la BNC
Secteur de soutien du risque
CR 482 - Division du risque de crédit
CR 486 - Service de l'évaluation des mesures et des analyses des risques (SEMAR)
CR 487/ 490 / 491 / 504
487 - Équipe centrale opérationnelle du GSS
490 - Division des risques, de la surveillance et de l'analyse
491 - Gouvernance d'entreprise
504 - Division de la LRPC et de la conformité
CR 507 - Division du risque opérationnel
CR 508 - Services d'évaluation du risque lié aux marchés de capitaux
Bureau de l'actuaire en chef
CR 700 / 710
700 - Actuaire en chef
710 - Programmes d'assurance sociale
CR 720 - Régimes de retraite publics
Secteur de la surveillance des sociétés d'assurances
CR 411 / 442 / 443 / 444
411 - Division de l'assurance-vie
442 - Équipe Great West Life
443 - Équipe Manuvie
444 - Équipe Standard Life
CR 414 / 416 / 417
414 - Groupe des assurances multirisques
416 - Groupe des assurances multirisques, directeur principal
417 - Groupe de l’assurance hypothécaire
CR 503 - Division de l'actuariat
Services communs de surveillance
CR 467 / 476 / 600
467 - Services communs de surveillance (SCS)
476 - Projet de renouvellement des outils technologiques du Secteur de la surveillance
600 - Directeur principal, Services communs de surveillance

Je préfère ne pas répondre

Q85
Où travaillez‑vous?

Appendix E: Full Set of Tabulated Data

The full set of tabulated data is submitted in a separate document.